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It Jobs, It Recruitment – Citi RecruitmentIt Jobs, It Recruitment – Citi Recruitment CITI Recruitment #8211 IT Jobs and IT Recruitment | IT Jobs IT Careers IT Recruitment Agency | CITI Recruitment +612 9025 9900 Home About Careers at CITI Recruitment Our Team Steve Wilson #8211 Director Our Team Mike Watson #8211 BI DW Manager Privacy Services IT Recruitment Services Client Services Migrating to Australia Working in Australia News IT News CITI Recruitment News LinkedIn News Recent Placements Jobs Submit CV Testimonials Contact CITI Recruitment #8211 IT Jobs and IT Recruitment CITI Recruitment is the preeminent Enterprise Integration Business Intelligence Data Warehousing and Emerging Technologies IT Recruitment Company in Australia We have extensive expertise in the IT Recruitment and IT Jobs arena including Searching Headhunting Selection Fixed Cost Services and Interviewing We specialise in sourcing and building highly specialised IT teams for our clients projects Our aim is to provide you with a truly consultative IT recruitment solution Our IT Recruitment Services cover the following Industries and Technical Domains Enterprise Application Integration Jobs e.g TIBCO IBM WebSphere Oracle Fusion Weblogic Business Intelligence and Data Warehousing Jobs e.g Cognos TM1 Datastage Informatica Hyperion and Teradata Software Development Jobs e.g Java JEE .NET C++ ASP.NET IT Architecture Jobs e.g SOA EDA Enterprise Service Bus ESB IDM Zachman ZapThink Content Management Systems amp Web Development Jobs e.g HTML CSS SharePoint Ruby on Rails OpenText SiteCore Oracle Stellent Emerging Technology Jobs #8211 e.g iOS Cloud Development Ruby On Rails Mobile Development JavaScript FrameWorks Project Managers and Business Analysts Roles #8211 Agile Scrum Prince2 PMBok PMI Rational ERP Positions e.g JD Edwards SAP Oracle e-Business Our specialised services include Access to over 85,000 IT Candidates through the latest active database technology Experience assisting our clients processing 457 business visas for overseas skilled IT applicants looking to work in Australia Premium Access to LinkedIn with over 5,000,000+ contacts worldwide Job Advertising services including coverage across 15 premium job-boards International amp National IT contract IT permanent and executive search recruitment services IT Recruitment in Sydney IT Jobs in Sydney IT Recruitment in Melbourne IT Jobs in Melbourne IT Recruitment and IT Jobs in Brisbane Adelaide and Perth CONTACT US Sydney IT Recruitment Office 02 8070 9349 +61 2 8070 9349 info@citirecruitment.com Level 10 210 Clarence Street Sydney NSW 2000 Brisbane IT Recruitment Office 07 3103 2505 0401 735 235 gino@citirecruitment.com Level 7 127 Creek Street Brisbane QLD 4000 Melbourne IT Recruitment Office 03 9015 9501 info@citirecruitment.com Level 4 480 Collins street Melbourne VIC 3000 SEND US A NOTE Name Email Phone Note Job Search Our Latest JobsTibco BW Solutions Architect Help Desk Analyst SQL Server DBA Data Architect C++ C Developer PHP Magento Developer SAP BI/BW Functional Consultant | 18 Month Project | QLD Government Project| CITI Recruitment Facebook CommunityAlready a member?LoginLogin using Facebook Last visitorsview more IT Recruitment on your iPhone CITI Recruitment was the first Australian IT Recruitment Agency to have an iPhone enabled website Simply point your iphone to www.citirecruitment.com to find IT Jobs in Sydney Melbourne Brisbane and Perth IT Jobs IT Careers IT Recruitment Agency | CITI Recruitment Copyright copy 2012 All Rights Reserved WordPress SEO at CleverPlugins.com Tags: access, agency, Architect, australia, brisbane, business, careers, clients, contact, developer, development, emerging, enterprise, Executive, facebook, including, infocitirecruitmentcom, integration, intelligence, iphone, latest, level, linkedin, melbourne, office, oracle, perth, premium, project, rails, Recruitment Agencies, reserved, search, specialised, street, sydney, technology, warehousing, Wordpress, working How serious is the recruitment industry about recruiting its own?The age-old adage of ‘do as I say, not as I do’ has been around for a long time highlighted by those old gags about plumbers with leaky taps, teachers who aren’t interested in learning anything and debt collectors who never pay their bills on time. Of course it’s a bit close to home to highlight the rate of staff turnover within the Australian recruitment agency world (25%-45% per annum Continue reading here:
Tags: agency, careers, collectors, gags, Industry Chat, old, recruitment agencies, result, talent, time Recruitment PSAs gone mad: WTF is going on in Canberra?I am sure the successful recruitment agency winners of the recently announced Federal Health Department’s temp/contract panel must be delighted with their win. The whole process began in the middle of August last year when the Department called for tender submissions to provide temp and contract recruitment services to the head office in Canberra and regional offices in Sydney, Brisbane, Read the original post:
Tags: agency, business-development, clients, contract, department, federal, Industry Chat, offices, profit, regional, result, services, sydney, tender Annoyed with the lack of care by agencies!I am serious about finding a job so why aren’t the recruitment agencies?? Twice now I have been told to come into the city (WHY they are ALL in the city is another rant!) for an interview for a position I had applied for and twice there was NO INTERVIEW! I am currently employed so needed to take time off and put my job in jeopardy only to be told that they had ‘several’ positions that ‘may’ be right for me, got me to fill out their forms and then never heard from them again! WHY do they do this? Are the rumours true that every person they sign up they get money for? What possible reason could they have for knowingly putting my job in danger? I’ve had enough and am now only applying for jobs that are NOT through an agency which has narrowed my search parameters tremendously. Is there anywhere to complain about this practice? Or do we just have to cop it? Tags: agencies, agency, applying, candidate, client, danger, having, interview, knowingly, money, person, possible, putting, reason, Recruitment Agencies, represent, short, twice, unless The ‘gravity of success’ prevents innovation: Summary of the 2011 RCSA ConferenceThe RCSA delivered another excellent annual conference last week at the Sheraton Mirage in Port Douglas, Queensland. Over 300 attendees were treated to a varied and high quality program which ensured that recruitment agency owners and managers departed Far North Queensland with just as many questions about the future of their respective businesses as they did answers. Peter Sheahan was the Read the original here:
Tags: agency, atlassian, Attendees, douglas, Industry Chat, leadership, mirage, north, peter, port, quality, result, sheahan, sheraton Recognition and trust: Alive and well in the recruitment agency worldIn the world of agency recruitment, it’s very rare that a recruiter or a leader can land the trifecta of leaving at the top of their game, leaving on their own terms and leaving with a level of acknowledgement and recognition appropriate for their contribution to their colleagues and employer. When I left the company I had been employed at for just over ten years, I did so in awkward Read this article:
Tags: agency, colleagues, entree recruitment, game, Industry Chat, mark hender, nicole underwood, recognition, recruiter, result, trifecta Third-Party Recruiters are like Jack Kevorkian; They’re "Ethical" When They Kill You…OK, there are a lot of third-party recruiters at FOT who I respect tremendously. I think using agencies is an essential component to every recruiting strategy. I’m not a hater. So I need some feedback, help, education or maybe a slap in the face. I’ve never thought myself the smartest person in the room nor the dumbest. But I’m starting to think I’ve been too naive. For too long. I work for a software development company and am always in search of top development talent. If you haven’t heard, the market for developers is a doozy. There are far too many jobs for the talent numbers available so competition is stiff. College kids—if you are still “undeclared” run to the MIS, Engineering or Computer Science department now. Like Carl Lewis fast. I have a full recruiting department and an engaging work environment so rarely (if ever) do we use third-party recruiters. However, I did recently have a need to payroll a temp. I usually like for third-parties to do this because it is just cleaner. So I called a local agency (Tech and Accounting Specialist by the way, nationally known) and after determining that I could not promise to use them exclusively for any future fills they refused to payroll my temp. Why? They stated it was for ethical reasons. Bottom line: If they took us on as a “client”, even just to payroll someone, part of their “ethical practice” is to, in-turn, not solicit, contact, pimp-out, steal or poach my current working developers . They didn’t want me as a low margin “client” so they could “ethically” steal my employees. And they weren’t afraid to say that. Ain’t that a bitch. Not to mention a horrible business strategy. Here’s the deal (and I told this to the rep), I know that my company is a high-profile tech company in a city not known for tech. My developers get calls from third parties every day. I don’t try to monitor it or stop it. My job is to make my work environment engaging, exciting, and productive enough for my developers to stay despite the calls. I get that my guys are ripe for the picking and you, third-party recruiter, have got to pay the bills too. I don’t want to stop you from doin’ what you gotta do. But isn’t there a line. To refuse my business so you can “ethically” interfere with mine seems like a croc of crap. Wouldn’t it have been a better move to: I don’t know, take my business and money? Give me great service even at a lower margin? Through our “low-margin” interactions build respect and trust with me? Through our relationship be positioned as my TOP choice when I do need a “high-margin” direct placement? Oh- and make more money from me in the long term than from the short term win you would get from stealing my guy? Please advise! Signed, Bent in Birmingham Editor's Note – Dawn Hrdlica (PHR) is VP of People at DAXKO. That's right – the very DAXKO that our very own KD is an alum of because there are only so many people (okay, just one) in the big B'ham who are worthy of that VP of People title. Dawn would be it. Former actor/singer/retail guru, her HR career has spanned the last decade. She's based in the good 'ole blogging capitol of the south, Birmingham, Alabama, where you can frequently find her and KD hollering… Roll Tide (although her heart belongs to Southern Miss!) Read the original here:
Tags: agency, college, department, education, environment, Industry Chat, person, recruiters, strategy, working with recruiters Sourcing in AustraliaA growth area for both agency recruiters and internal functions is that of sourcing and over the last few years the availability of tools to source candidates have changed dramatically. A decade ago to undertake the sourcing of a hard to find candidate involved a lots of phone calls and a really good contact list. While in 2011 the same holds true the internet has provided sourcers with a massive database of potential candidates. The rise of search engines and social media may have made us lose our memory but they have also given rise to the role of the internet sourcer. Usage of boolean search, LinkedIn and other social media sites have made it easier than ever to proactively find candidates. For many of you this will not come as a surprise. What might be of interest is a small conference I am speaking at in August, Finders Keepers, put on by my friends at ATC. Finders Keepers will have several international speakers in attendance, in fact the speakers lis t reads like a Who’s Who of sourcers; with internationals such as Glen Cathey (Boolean BlackBelt), Jim Stoud, Kevin Wheeler, Bill Boorman, and locals Ross Clennett, Martin Warren, and Andrea Mitchell. I will be doing a half day workshop with Jim Stoud looking at “How to Find the Hidden Talent Your Competition Overlooked”. While the act of building a half day workshop with someone from the other side of the world is interesting enough, I suspect trying to keep up with Jim will be the hardest part of the session. If you have no idea who Jim is, watch the video below and you will see what I mean. If you are interested in sourcing and where it is at in Australia get along and attend . Excerpt from:
Tags: agency, international, keepers, kevin-wheeler, recruiters, ross clennett, sourcing, speakers The Duncan Cunningham Family Fund AppealSeven years ago in Sydney I ran a small group coaching session for three senior leaders of multi-national recruitment agency, Aquent. In that session I met Duncan Cunningham, a likeable, cheerful English ex-pat who was responsible for the Aquent business in Hong Kong. We stayed in irregular contact for a year before he moved to Shanghai to lead the growth of Aquent in China. Read the rest here:
Tags: agency, Aquent, hong, Insight, kong, recruiting in china, webinars How prepared are you for the Agency Workers Regulations?If you are a temp recruitment company then you will be very aware of the new Agency Workers Regulations , in fact it will be implemented in just 2 months on the 1st of October. So by now you should have procedures in place to ensure you are compliant, and if not then you need to read on. We are now beginning to see panic gripping some recruitment companies, with the amount of enquiries for our recruitment software as they realise theirs is not able to deal with the changes or that using a card or Excel spread sheet for running their temps will make their business uneconomic. The problem is that it will become very time consuming to keep on top of where your temps have been working, how many days they have been on a contract, which terms and conditions they have before and after the 12 week rule, which in itself is complicated, otherwise you will not be operating to the AWR . This will of course cut into your margins and to be honest almost impossible to manage and it isn’t helped by the clients continually eroding it at the other end. Given the interest in the AWR I spoke to a friend of mine and an expert in the field Fiona McKay and asked if she would write an article to help explain some of the issues involved, I am pleased to say she produced a detailed handout which you can download in a pdf file from Here or you can pop along to here one of Fiona’s seminars on Friday 29th July 2011 at 09.30 until 12 noon at The Red Rooms, 111 Piccadilly, Manchester, M1 3FY other wise you can continue reading below: The Agency Workers Regulations – what is really required of recruiters? You have probably been to many AWR (The Agency Workers Regulations 2010) seminars offering hot solutions and the latest tips and tricks to keep you ahead of the inevitable and significant changes to the temp recruitment working model that the AWR will inevitably bring. Fiona McKay – Managing Director of Seminars & Solutions (a specialist Employment Law Training Consultancy) addresses some of the key questions and issues that recruiters should really be asking of themselves, their clients and their intermediaries. Fiona has spent the last eighteen months working with leading recruiters preparing them for AWR and significantly with some of the UK’s largest headcount employers putting their PSL recruitment suppliers through AWR boot camp – making recommendations to hirers of the best and the least AWR prepared recruiters in the market. Background The AWR will come into force on 1 October 2011 and will give an agency worker the right to the same ‘basic working and employment conditions’ (pay, the duration of working time, night work, rest periods, rest breaks and annual leave) as a comparable direct recruit of the end user of the agency worker’s services after 12 weeks on an assignment. The staffing company that supplies the services of the agency worker will be responsible for providing the same basic working and employment conditions and will have the bulk of the compliance burden under the AWR. However, the AWR will also have implications for the business of the end user of the agency worker’s services, including obligations to provide access to collective facilities and amenities, and information on job vacancies from day one of an assignment. The guidance – what is it and have you read it? Prior to the introduction of any new significant employment laws being introduced the government produces a guidance document that walks through and explains how and what compliance will look like in practical day-to-day terms. It is vital that all recruitment business leaders have read and understand the contents and implied terms of best practice in the guidance document. It is also now imperative, that all temp consultants have read and understand the contents and implications. Clients have read it and are looking for help and support from their recruiters over specific issues contained therein. Despite the assistance provided by the guidance, it is not the final say so that a lot of recruiters and ill-prepared umbrella companies were hanging their hat on. It is not a statement of law, nor does it correctly interpret the law in all areas. Ultimately it will be for employment tribunals to determine how the Agency Workers Regulations will be interpreted. The final AWR guidance has now been published – click here to access the full document. Umbrella Companies – how prepared are they? It can be very varied, although there are a handful of market leaders taking a strong line and shaping solutions models for their market. The main alternative offering seems to be to adopt the pay between assignments contracts. However, high proportions seem to be looking to their recruiter partners to solve the issue for them. In my experience, umbrella companies are now being asked to attend scoping and solutions modeling meetings with clients. This can sometimes come as a surprise to clients, who are on occasions unaware that their contractors and freelancers are actually paid by someone other than the agency! This is also a massive opportunity for sharp and commercial umbrella operators to take the agency out of the equation post 1st October 2011 and provide their own contingent workforce – time only will tell as to the take up, the viability and the responsiveness of umbrella providers. Ask them, have they and their teams read the guidance and what are their plans post 1 October 2011? Taking the lead Adecco undertook a study this year and the results are shocking. 80% of HR professionals surveyed said that they had no idea of the costs and consequences of the AWR and 61% said that they did not even know that date of introduction of the legislation! That in itself puts massive pressure on the agency to guide, advise and support its clients and their HR staff responsible for implementation. There is no one size fits all solution, so what is right, just and equitable for each client? There is still a massive appetite for learning and understanding of the subject. Many recruiters have delivered client and prospect seminars, designed fact-sheets and information portals. How accessible is your knowledge and information and is it being delivered in a way that is right for each client? It is simply not enough for you and your board of Directors to be comfortable and confident in the Regulations and its requirements. Have you trained your consultants and support staff and can you demonstrate that knowledge across your whole business? Training also needs to be extended your to Finance team, Compliance, and IT staff. Address your stakeholders and be prepared to talk to different decision makers You may have had a wonderful relationship with hiring managers in client organisations, but new buying units maybe emerging, driving AWR dialogue and decisions. You may now be embarking into new relationships with other decision-making units in client organisations who are strangers. Work needs to be done to address who is the ultimate decision making unit in the AWR journey? It is often a combination of HR, Procurement, Resourcing, Internal Recruitment as well as Finance. Have you addressed the kind of language these professionals use? What will success look like for each of these stakeholders and collectively for their organisation? Software providers Many of the temp software providers are launching their AWR compliant solutions. Again, beware of the one-size fits all package. Get your provider(s) to demonstrate their offerings and if needed have it amended so it works for you. Involve them in your scoping and solutions meetings with clients. If you are not sure they are up for the task, start looking now for alternative providers who do have the ability to provide bespoke offerings. It is going to be a vital aspect in AWR administration around flagging up and calculating of the twelve week qualifying period, so make sure the package is fit for purpose and beyond. Comparator data and customs and practices This is probably the single biggest aspect that our client hirers are asking for clarification on. They need to know what the agency requires from them in terms of data and in what format that will be sourced and secured? For those who have conducted AWR impact assessments with their clients, they will be aware of current Day 1 rights in operation, but work needs to be done by HR and their recruitment partners as to what are the current customs and practices in their organisations that have been paid or undertaken with such regularity that it has become part of their contractual rights? This relates to Day 1 rights and pay and benefits entitlements. Put strong emphasis to your clients HR professionals, for the need to undertake this exercise. Without the results, you are in a vulnerable position and at an increased risk of “noisy” conversations with temps who may believe they are entitled to more. In-house staffing banks Many labour intensive hirers have decided that they will reduce or try and expunge completely their exposure to the AWR by creating and operating their own internal bank of directly recruited temps. Firstly, they need the skill and the resource to be able to do it effectively. Secondly, they are still potentially at risk and could be deemed under the Regulations to be acting as a Temporary Work Agency (TWA) if they are involved in the supply of directly recruited bank temps to another company within their group which supervises and directs the temp worker, then such arrangements will be within scope of the AWR. However, it should be remembered that temporary bank staff directly employed by the end user of their services will still benefit from protection under the Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002, and this can come as a surprise to hirers exploring this route as a viable alternative. Pay between assignments contracts aka The Swedish Derogation This is an alternative staffing model where the agency employs its temps direct on permanent contracts of employment, and can pay the temp less than its directly recruited counterpart in the hiring organisation. However, the final guidance has made it clear it is only a derogation (another word for alternative or opt out) on pay rates and the temp must sign a written statement saying that they agree to forgo their entitlement to equal pay under the Regulations. There has been speculation about adopting a one-hour a week contract model so that a TWA can take full advantage of this exemption. The guidance indicates that paying an agency worker for a short period, which maybe as little as one hour, when there is in reality no assignment available, is likely to be viewed as an anti-avoidance measure, bringing fines of £5,000 per agency worker. The guidance states that all agency workers, including those on pay between assignments/Swedish derogation contracts of employment will be entitled to: All Day 1 rights in the hirers undertaking Equal treatment in relation to the duration of working time, night work, rest periods and rest breaks Paid annual leave after 12 weeks in a given assignment Terminating a temp on a pay between assignments contract What if an agency worker refuses a suitable assignment, when employed on a pay between assignments contract? Firstly, you need really robust and fit for purpose discipline and grievance procedures and policies that support a pay between assignments contract. It should clearly express the consequences for the temp it they refuse an offer of suitable, alternative work. Failure to accept, without good grounds could constitute gross misconduct. Depending on the situation, if the agency worker refuses suitable alternative work, it may therefore be appropriate for the TWA to terminate the agency worker’s contract by reason of his or her gross misconduct with immediate effect and not pay the four week minimum amount (to the extent that it has not been paid previously). Caution needs to be exercised here. The Regulations require the TWA has to set out in writing as part of the pay between assignments contract the hours, locations and the type of duties the agency worker can be expected to perform. Therefore, dismissing somebody for refusal to work which would then constitute gross misconduct must fall within those expected duties, and therefore be an unreasonable refusal by the agency worker which breaches their contract of employment. Talking to your temps Plenty of effort and energy has gone into dialogue with clients, suppliers and intermediaries around the AWR. Plans now need to be put in place to discuss and inform your temps of The Agency Workers Regulations and what it means for them and who should they go to if they have a question or query? Will fact sheets be available or will there be updated information on your company web page? Make sure it’s in their language – overtly jargoned terminology will no doubt create confusion and concern. What next? Keep talking to your clients. If you haven’t undertaken AWR impact assessments with them, do so now! Work out what the actual cost of the regulations will be to you and to your individual clients Design options that work – don’t commit to the pay between assignments contract model unless it is works for you Ask your umbrella providers to demonstrate their understanding of the Regulations and provide details of their AWR plans. Where necessary, ask them to demonstrate how their options will minimise risk as well as keeping compliant and within the remit of the Regulations Source software suppliers that offer solutions that work for you Start putting in place new processes, policies and procedures for the 1st October 2011 implementation date Inform your temps of their new rights and entitlements under the AWR and whom they should go to with questions or queries Train your staff and your clients on The Agency Workers Regulations in a language that they understand Workshops that actually work! Fiona will be speaking at a series of national workshops in July 2011, specifically for recruiters. She will be giving support and direction on how to engage with hirers in the AWR buying process including: Understanding the Regulations and being able to confidently communicate Identifying the AWR buying unit Buying unit requirements Influencing the decision making process Keeping on the PSL Pre and post 1st October 2011 expectations Tags: act, agency, companies, Finance, government, Industry Chat, media, result, tas, Vic, workers Beyond ‘free’ LinkedIn: what your $ buys youEarlier this year, after LinkedIn stated their intention to become a publicly listed company, I wrote a lead article about LinkedIn’s global aspirations and specifically, their intention to tackle the recruitment agency market. This intention was made explicit when they registered their S-1 Statement with the United States’ Securities and Exchange Commission (SEC) in late January. In the S-1 Excerpt from:
Tags: agency, article, Aspirations, commission, exchange, Industry Chat, intention, lead, linkedin, result, securities, states, united luognostansu: keeley hazell wallpaperIf you are an intending immigrant, and your immigration option is employment based, do you have the patience the wait 15 years for your green card? Can you do better in Australia , Canada, or even back home in your home country? …. The professional agency says that I have a degree + minor in CS before I got by CS degree from the U.S. I also have recommendation letters from my previous employers recommending me for full-time leadership positions and sorts. … Read more here: Tags: agency, australia, card, degree, green, Immigrant, immigration, Industry Chat, leadership, Patience, positions, recommendation, result, Sorts, time DeafDigest Blue – June 12, 2011 » DeafdigestDHHARC selects applicants for employment based on job related knowledge, skills and abilities without regard to race, color, gender, national origin, religion, age, disability, sexual orientation, or political affiliation. …. If interested for any of these positions then please submit resume and application to: Jeff Fetterman Human Resources Manager Greater Los Angeles Agency on Deafness, Inc. 2222 Laverna Avenue Los Angeles, CA 90041 … Excerpt from: Tags: agency, greater, Industry Chat, laverna, manager, national, orientation, resources Westpac forcing solicitation breachA contractor of mine who works on site at Westpac has just been informed that his current contract is coming to an end and at the completion of his current contract he has to move over to another agency. His been told that if he refuses to move over he wont be extended. His not happy about it as the agency they want to move him over to has never done any work with him and more then that, they do not offer any kind of payroll management or other payroll services. This has been going on now for several months and my contractor has had enough. To say his sick of it would be an understatement. Is this ethical? Is this something that companies tend to do? Personally I was shocked when I received a call from HR. Has anyone else had a similar experience with Westpac? Tags: agency, apparently, Commonwealth, companies, contract, contractor, contractors, current, ethical, going, Moving, panel, Payroll Management Companies, planning, saving, theyll, thing, truck, Understatement, Westpac Zoek RecruitmentZoek Recruitment Zoek Recruitment | Zoek Recruitment Zoek Recruitment Zoek Recruitment Home About Us Glenn Crawford #8211 Principal Roles We Recruit Employers Job Seekers Job Interview Hints #038 Tips What is Resume Parsing Resume Template Contact Us Jobs Confident?…Arrogant?…Or just a tool A story about an ego out of whack with reality Integrity #8211 A story about how to leave a company Maintain your integrity no matter what the circumstances Perception is Reality Can you handle the truth Latest Posts Confident?…Arrogant?…Or just a tool A story about an ego out of whack with reality… Posted on 2nd Jun 2011 1 comment Integrity #8211 A story about how to leave a company Maintain your integrity no matter what the circumstances Posted on 19th Apr 2011 2 comments Perception is Reality Can you handle the truth Posted on 21st Feb 2011 0 comments View more posts Relationships Ultimately life is about the quality of relationships that you engage in True relationships are based on transparency honesty between the parties involved This blog has been created to allow those of you who are considering or require the use of a Recruitment Agency To assist you negotiate your way through the maze of the industry and how it works In the process you will gain a perspective of how Zoek Recruitment approaches the industry our style and if we are fortunate we will be able to assist you in whatever capacity we can Who knows collectively we may find a better way to do it The blog is deliberately conversational rather than the same blank statements made by an Agency about how they do it better than the next one Hopefully this will demystify some of the unknown aspects of the industry Please feel free to comment on the topics or request topics that could be addressed Categories Candidate Charity Employers Featured Rant Archive June 2011 April 2011 March 2011 February 2011 January 2011 December 2010 TagsCandidate charity CV Employers featured Generation Y Gen X Job copy 2011 Zoek Recruitment All Rights Reserved Powered by Andmine Tags: agency, andmine, aspects, assist, better, blank, capacity, Charity, circumstances, collectively, comment, comments, company, confidentarrogantor, conversational, deliberately, demystify, employers, featured, fortunate, handle, hopefully, industry, integrity, leave, maintain, matter, Perception, posted, posts, reality, recruitment agencies, relationships, resume, statements, story, topics, Truth, unknown, Whack Changing recruitment focus from "post and pray" saves millions for AccentureAccenture has saved millions of dollars in job board costs and recruitment agency fees by aggressively focussing its recruitment activity on referrals and LinkedIn Recruiter. The rest is here: Tags: Accenture, activity, agency, Industry Chat, job, recruiter, Referrals, result HR and internal recruiters, YOU need to lift your game too – The …Greg, thank you so much! There has been much discussion lately surrounding the bad eggs in recruitment agencies . I LOVE LOVE LOVE my job and always find feedback about how I can do it better really valuable. …. from both parties as well as the tall poppy syndrome that agency recruiters seem to experience once they jump the fence. I think this blog should be sent to every CEO and GM in Australia to ensure their in house team is being run at maximum value. … View post: Tags: agency, bad, ceo, Industry Chat, maximum, recruiters, result, syndrome Do I go back to grad school in another field or jump ship and try …Every case is different, so careful with statements like there are no jobs for those with less then 3-5 yrs experience . With 3 yrs experience , when the recession hit, I took off to Spain, one of the worst economies at the moment. ….. seems very high to me (not been in Finance, some specific Engineering, or some Gov. agency , etc.) Quentin. May 31, 11 9:28 am. I'm in similar shoes at the OP. But at least you got some experience in an arch office, I haven't … Visit link: Tags: agency, experience, gov, Industry Chat, jobs, recession, result, Spain, specific, yrs The Bohol Chronicle » Blog Archive » Fr. Roy CimagalaGuidaben earlier said that he learned about their operation when there were already about 20 applicants who visited the office of DOLE-Bohol, expressing apprehension on the authenticity of the recruitment agency . … The recruits said that Sally's group started recruitment last March. However, there has been no job contract yet. Guidaben then arranged for a surprise inspection and asked the job applicants to inform DOLE-Bohol of the next round of job processing that … Read this article: Tags: agency, Apprehension, authenticity, bohol, Dole, Industry Chat, result, sally The Bohol Chronicle » Blog Archive » No politics behind truckGuidaben earlier said that he learned about their operation when there were already about 20 applicants who visited the office of DOLE-Bohol, expressing apprehension on the authenticity of the recruitment agency . … The recruits said that Sally's group started recruitment last March. However, there has been no job contract yet. Guidaben then arranged for a surprise inspection and asked the job applicants to inform DOLE-Bohol of the next round of job processing that … See original here: Tags: agency, Apprehension, authenticity, bohol, Dole, Industry Chat, result, sally |
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