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	<title>Recruitment Reviews</title>
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		<title>International Development Center Series: Copenhagen</title>
		<description><![CDATA[ &#8216;Softie in Question: Christian Heide Damm Job title: Development Lead on the Microsoft Dynamics AX team Christian, can you tell us a little bit about what you do? I work with a Dynamics AX team, which means that we build the backbone administrative system for many companies; managing their financials, production, inventory, trade and more. Are most of the roles in Copenhagen in Dynamics or are there a good variety of other roles too? During my 7 plus years here, I have had 3 significantly different roles on 3 different projects. It is very important to me that I am able to move around in the organization, to try out new roles and be on new projects. Fortunately, the Development Center in Copenhagen is large and varied enough to allow this; we have 600 people working in at least 4 major projects, so there are plenty of opportunities. What is it like to work at a subsidiary office instead of Microsoft&#8217;s headquarters? We are a relatively small development center &#8211; and that means that you get to know many of your co-workers. We feel closer to each other. You don&#8217;t feel lost in the crowd. But you still get to work directly on many projects that impact the world of software. Are the employees]]></description>
		<link>http://www.reviewrecruiter.com.au/international-development-center-series-copenhagen</link>
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		<title>Defensive recruitment skills: overlooked and underrated</title>
		<description><![CDATA[The stereotype agency recruiter is a fast-talking, cold calling, aggressive hunter. They make things happen by finding vacancies and filling them quickly. These skills are what I would call ‘offensive' skills and activities. These are the skills of attack, where a recruiter is focused on finding opportunities, leveraging those opportunities and closing those opportunities. These skills are ]]></description>
		<link>http://www.reviewrecruiter.com.au/defensive-recruitment-skills-overlooked-and-underrated</link>
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		<title>Australian employment &#8211; still going strong (despite what you might read)</title>
		<description><![CDATA[You would think the economic sky was about to fall in if you only read the front page of the daily newspapers and watched the free-to-air news. All the doom and gloom about job losses surely must mean the economy is collapsing. Err, no. Embarrassingly for the popular press, the official jobs data, seasonally adjusted for January, released last week by the ABS showed both full time employment ]]></description>
		<link>http://www.reviewrecruiter.com.au/australian-employment-still-going-strong-despite-what-you-might-read</link>
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		<title>The Search Party</title>
		<description><![CDATA[The Search Party HomeAboutServicesNewsJobsContact Our Company Makes Resourcing EasyThe Search Party is an independent provider of skilled IT consultants to information technology and business projects Through its strong relationships and its extensive network of consulting professionals The Search P]]></description>
		<link>http://www.reviewrecruiter.com.au/the-search-party</link>
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		<title>The ONLY recruitment metric that matters…</title>
		<description><![CDATA[ You have a lot of things to do in your job. Am I right? You are super-busy all the time. Candidates to interview. Resumes to prepare. References to take. Sales calls to make. Visits to go on. Calls to return. Admin to tie up. Your company also has a raft of KPI&#8217;s and activities they want you to meet. It never ends. And it’s all so important But bring it in tight everyone. There is only one thing you need to measure when it comes to being a perm or search recruiter. The golden metric. How many of your candidates are sitting opposite your clients. That is it. ‘Client Candidate Interviews’, or CCIs as we call them at Firebrand Yes, our ultimate goal is placements. And the happy clients, happy talent and happy us that will result from lots of placements. But placements are the outcome. We don&#8217;t make the job offer. So we can’t control the outcome. We need to focus on the activity that leads to the outcome What is the one thing that must happen for a talent to be hired? They get interviewed! Everything else you do in this job either leads up to that happy moment, or supports the outcome of that event. (Of course quality counts too. You have to take qualified job spec and find great talent and make a great match. But that’s a given, right?) The reality is that if you arrange for one candidate to sit opposite one client in one week, you can by definition make… one placement! And only then if all the recruiting Gods are smiling on you. But if you get three interviews on different jobs you could get three placements. Or three interviews on the same job, exponentially increases your chances of one placement. And if you get 15 candidates sitting in interviews… The point is you got to make lots and lots of interviews! So obvious I know. Yet I often hear what a great week a recruiter had, and when I dig a little… busy, busy, busy… but no CCIs! It’s in the CCI that the magic happens! So you have had a ‘busy’ week. Go, go, go. You are so tired. So satisfied you have given it your all. Ask yourself as you open that first beer Friday at 6 pm. “How many of my candidates are sitting down opposite my clients as a result of what I did this week?&#8221; None? #Fail ***************************************************************************************************** Subscribe to The Savage Truth, ‘Like’ our Facebook page, and connect with Greg on LinkedIn to ensure you get your recruiting brain-food fix. ****************************************************************************************************** ]]></description>
		<link>http://www.reviewrecruiter.com.au/the-only-recruitment-metric-that-matters%e2%80%a6</link>
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		<title>Review of The Start Up Of You by linkedin’s Co-Founder Reid Hoffman</title>
		<description><![CDATA[ When I was asked to do a book review for Reid Hoffman the co-founder &#038; Chairman of Linkedin and Ben Casnocha I obviously jumped at the chance, and what recruiter wouldn&#8217;t do to be honest!! Fortunately I was able to pick up a copy which I had sent to my mothers, as I happened to be exhibiting at the Recruitment Agency Expo last week at the Olympia, which I have to say was excellent. In addition I was lucky enough to listen to Daniel Dackombe of Linkedin who was one of the guest speakers presenting there too. So I will be looking forward to combining the knowledge gained from that and this book “ The Start Up Of You ” So on the flight back I took time out to put all my other books aside to get into Reid&#8217;s and Ben&#8217;s offering, like any book if you start reading and then stop to find you are halfway through you know you are enjoying it, the only problem is I had no pencil to jot notes and a few dog ears would have to suffice. I believe this book answers more than one question and will appeal to a lot of people for one reason or another. Firstly it gives you a real insight into Reid’s background and the reasoning behind the development of Linkedin, which in turn really helps you understand how to get the best out of it. Although there are references to linkedin it is used quite subtly, but then again why not! Secondly if you have read “ How to Win Friends and Influence people ” you will instantly see that this is the 21st century version of this book without the rather seemingly insincere title, certainly to us Brits and to Reid anyway. In addition it really gets to grip with those of us who do not want to start our own company, but more importantly deals with the huge shift in recent times in regards to work and career. We are in effect no longer company men, but individuals and if you are in any doubt I suggest you watch Company Men . In other words it is ourselves who need to develop our careers, rather than expect it to be given to us with years of service. I am sure this will be of no shock to most, but the book will certainly help give you steps to develop or change your career. Thirdly you will get a fascinating insight to the workings of Silicon Valley and the characters there in and how they interact with each other, you certainly get the feeling they all know each other. In the end my book is now full of dog ears and with copious notes, but to write all of the tips I have managed to assimilate would just lead to another book! Saying that from my point of view and which is almost a contradiction to Linkedin or could it be because I am a recruiter, I found that there is an emphasis from Reid not to have too many connections. I was also fascinated by the fact that your 3rd degree connections could be more useful and give a diverse range of contacts, which utimately could lead to better and varied opportunities. Finally it will give you advice on how to network with your contacts in today&#8217;s environment with plenty of examples of how it works, without linkedIn ]]></description>
		<link>http://www.reviewrecruiter.com.au/review-of-the-start-up-of-you-by-linkedin%e2%80%99s-co-founder-reid-hoffman</link>
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		<title>if(candidate.experience.contains(it)) ++bonusPoints</title>
		<description><![CDATA[ It's great to showcase an innovative job ad from Kenya formatted in code.If you are having trouble reading the job ad, Frontline SMS (a non-profit organisation in Kenya) is looking for a Software Developer to join their team http://dev.frontlinesms.com/jobs/ ]]></description>
		<link>http://www.reviewrecruiter.com.au/ifcandidate-experience-containsit-bonuspoints</link>
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		<title>Case Study: How Benefits Shapes your Talent Management</title>
		<description><![CDATA[ So, here’s your organization, talent pro: strong employment brand, national recruiting, and no trouble filling vacancies.  Employees pay no premiums for medical, dental, or vision coverage.  They also get tuition reimbursement (including time off to study full time), free housing, and about a third of their paycheck is tax free.  No 401k match, but a fairly generous pension.  And, best of all, there is steady promotion, and it takes an act of Congress to get fired! No, literally. I’m speaking, of course, about my old employer, the Department of Defense.  Careful readers will note that one thing stood out in that litany of remarkable employee benefits – no 401k match.  The peculiarities of this particular retirement plan end up shaping how talent behaves throughout the military. Military pensions offer cliff vesting.  It’s a big cliff.  If you serve in uniform for two years, or ten years, or 19 years and 11 months, you walk away with no retirement benefit.  Nothing.  Serve that last month to the twenty year point, and your pension is 50% of your final pay.  The pension starts as soon as you get out, not at age 65 – and, that 50% number creeps up with each addition year you serve past 20 years. Before I turn FOT into Compensation Café , there is a talent impact here.  The ten year mark is a magic psychological barrier for soldiers.  If you pass that point, you’re “more than halfway”, and the pressure to stay in gets higher.  You could be collecting a pension at age 38 – who doesn’t want that?  Besides, you’ve figured out the system, you’re more senior now; the second ten years will probably be easier than the first. By seventeen years, nothing’s going to get you out.  Voluntary turnover after about the fifteen year point is minimal.  An awful lot of these service-members at that point can tell you the number of days until the twenty-year mark.  They’re not making waves, they’re not driving change – they’ve found a safe place to hide, and are waiting.  And, in the process, they’re holding up promotion potential for others. There have been proposals for a more civilian, 401k-match system.  These are initiated by the ballooning cost of this benefit, but also look at fairness.  After all, 83% of soldiers never make it to 20 years, and so get no retirement at all!  As you might expect, though, there is severe institutional push-back against changing anything about the current system (I’ve weighed in on this particular argument as well). But for you, the talent pro who doesn’t plan on doing twenty years in the military, ask this question.  What are your employees doing differently because of your benefits package?  And, is that what you want them doing? Editor’s Note  -  Steve Gifford, MBA, SPHR, is the Director of Human Resources for Eurpac Service, Inc., a national grocery and retail brokerage.  His first HR job was in the US Army during his second tour in Iraq, where every employee in his client group carried an automatic weapon.  It helps him keep the problems of retail employees, who show up to work late, in perspective.. ]]></description>
		<link>http://www.reviewrecruiter.com.au/case-study-how-benefits-shapes-your-talent-management</link>
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		<title>The mobile job application vs. the non mobile job application</title>
		<description><![CDATA[ Just under a month ago I started a poll on Linkedin posing the question: "As a candidate do you really want to apply for a job using your mobile phone?" I am running a track on this subject at TRU London next Thursday but thought I&#39;d share the results from the poll now that there are only 4 days left. If you want to vote you still have a bit of time: linkd.in/zUrxzT Obviously this poll is only an initial indicator but, I read the results as pretty even. 46% say a job is more than a 1-click transaction whereas 54% (yes, the majority) say yes to some kind of 1-click transaction. Let me share a recent experience I had.]]></description>
		<link>http://www.reviewrecruiter.com.au/the-mobile-job-application-vs-the-non-mobile-job-application</link>
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		<title>How tight are your terms?</title>
		<description><![CDATA[Already this year I have had a number of enquiries or questions from members and readers about client behavior with respect to their terms and conditions of business. It seems pretty clear to me that clients are taking a long hard look at the terms being presented to them and the terms they have signed, to find a position that best suits their argument or needs. I expect this trend to continue ]]></description>
		<link>http://www.reviewrecruiter.com.au/how-tight-are-your-terms-2</link>
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