Pop, bang, fizz – Reports Rosemary Scott

2011 started with a bang and much promise that we were finally through the GFC and on the road to recovery, but like the rest of the economy the recruitment industry seems to be in a two-speed mode – there are recruiters you talk to who are experiencing results seen pre-GFC and there are others who describe business as “patchy” – with one good month followed by a bad one. Working as we do off the back of the recruitment industry, I consider we are actually a very good monitor for the industry as a whole. Most companies I know reported a good first quarter for the new financial year, followed by a dreadful October. Reasons for this were varied; however, the economic news out of the US in addition to European woes with Greek and Italian debt worries and unstable governments has undoubtedly had an effect. The relatively unstable government in Australia plus the recent Qantas industrial problems has also negatively impacted the economy. None of these issues are going to be fixed overnight so I believe we need to accept the situation and get used to the fact that this is how it’s going to be from here on in. We are unlikely to return to the boom days pre-GFC and business will continue to be susceptible to what is going on around the world and locally. How you react to this and how you will fare largely depends on what state your business is in. You need to have the right people working with you, be debt free, have kept your costs down, have good processes and procedures in place and have worked on getting your brand predominant in your particular market. You need to have a loyal client base, access to candidates in your area, be well connected in social media and have all the right technology in place if you want to be in a position to experience success. Managing your cash flow is essential. We saw an interest rate drop on Melbourne Cup day, which was a pleasant surprise for some. And we could even see another one early next year. It’s important to remember that when times are good it is wise to put some money away – the rainy day may be just around the corner. May I wish all recruitment extra readers a very happy Christmas and a great 2012.

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Pop, bang, fizz – Reports Rosemary Scott

Tags: client, economic, economy, issues, result, speed, surprise, technology, unstable

Zelda Recruitment

Zelda Recruitment Zelda Recruitment The Best Jobs in Queensland nbsp Tel 07 3229 4999 Email talent@zelda.com.au where potential meets opportunity opportunity where potential meets opportunity nbsp Zelda Recruitment:The Best Jobs in Queensland Zelda Recruitment blazed onto the Brisbane recruitment scene in 2002 with a very clear vision to be a trusted partner setting the standard of excellence for recruitment in Australia We provide years of experience expertise and maturity as well as personalised and professional service to all of our customers Our goal is to secure the best talent for our clients the greatest opportunities for our job seekers and an exciting and challenging place for our employees As one of the most dynamic recruitment firms in Australia we specialise in providing jobs for the greater Brisbane and South East Queensland markets Quite simply Zelda Recruitment stands out because We are experts in recruitment and in our specialist business areas When we spot talent we will not let it go We always stop and ask questions We have absolute confidence in our convictions We exceed our clients and candidates expectations We have depth of understanding We have a track record of delivery We will never sacrifice quality for quantity We make it look easy It s not just us that is saying this The largest publicly listed companies as well as the most exciting businesses in and around Brisbane choose Zelda Recruitment why It s simple We are the best and we work with the best Accounting Jobs Brisbane read more Accounting Jobs Brisbane Zelda Recruitment is recognised as Brisbane’s leading specialist recruiter in Accounting and Finance jobs We have built this reputation through consistently exceeding our client’s expectations and building a partnership approach in the recruitment of permanent temporary and contract jobs Accounting Jobs nbsp Office Jobs Brisbane read more Office Support Jobs Brisbane The challenges we face today are all about flexibility and fit At Zelda Recruitment we work with organisations of all types to understand anticipate and respond to their evolving staffing needs to ensure businesses are optimising their productivity with talented individuals skilled in all facets of Office Support Office Jobs and Careers in Queensland nbsp Human Resource Jobs Brisbane read more Human Resource Jobs Brisbane Human Resource Jobs are no longer represented by the HR manager or HR Officer alone in today’s business community we see the emergence of additional specialists within the Human Resources market Human Resource Jobs and Careers in Queensland nbsp Accounts Jobs Brisbane read more Accounts Jobs Brisbane Whether you are seeking an accounts payable accounts receivable payroll assistant accountant finance or data entry position the Accounting Support team at Zelda Recruitment can assist you Our Accounting Support consultants are specialists and are committed to offering exceptional service whilst sourcing the best career opportunities in permanent contract and temporary capacities Accounts Jobs nbsp Supply Chain Management Jobs read more Supply Chain Management Jobs Brisbane With Brisbane and Queensland an important and ever growing hub in manufacturing construction mining and resources the search for qualified and experienced talent across the entire supply chain is an ongoing challenge for organisations read more nbsp Resources and Infrastructure Jobs read more Resources and Infrastructure Jobs Zelda Recruitment has long been a trusted partner with leading Resources and Infrastructure organisations Based in Brisbane Zelda Recruitment is a supplier of talent to many worldwide organisations with local needs Our recruitment personnel are experts in their specialist fields We have a team of Resources and Infrastructure Recruiters who are highly skilled to source the right person for the job from Project Managers Engineers to Cost Controllers and beyond We have extensive networks a comprehensive robust database of qualified personnel and the tools and techniques to source and deliver talent read more nbsp Executive Recruitment Brisbane read more Executive Recruitment Brisbane Zelda Recruitments Executive Management recruitment team focuses on partnering with organisations to source the best talent at the executive level across all sectors of industry and commerce Executive Recruitment nbsp Jobs in Queensland read more Zelda Recruitment recruits for permanent contract and temporary jobs in Brisbane the Gold Coast Sunshine Coast and Far North Queensland With a focus on accounting jobs banking and finance jobs office support jobs human resources jobs and executive management jobs we understand the market for your next career move Jobs in Queensland Job Search Classification Location Work Type Keyword per year | hour Salary Zelda RecruitmentHomeAbout Zelda RecruitmentOur TeamWork for UsEmployee TestimonialsPrivacy PolicyJob SeekerCreate a ResumeInterview PreparationInterview AdviceWho are our clients?Job SearchAccounting jobsOffice Support jobsHuman Resources jobsClerical Accounting jobsSupply Chain Management jobsResources and Infrastructure JobsExecutive RecruitmentJobs in QueenslandJob SearchClientZelda Recruitment ExpertiseSubmit a Job BriefTestimonialsContact Us Quick links for Job Seekers Looking for a Permanent Job?Looking for a Temporary Job?Tips for TempsRelocating to QueenslandRegister with Zelda RecruitmentWork for Zelda Recruitment Quick links for Clients Looking for StaffRecruitment MethodologySubmit a Job Brief Testimonials What people are saying about Zelda Recruitment Zelda’s approach is different to many other agencies Even after they place you in a role you’re not forgotten In recruitment a good reputation professional ethics and a commitment to relationship-building are paramount It’s important to understand the needs of your candidate or client well so that you can identify the right role in the right organisation for the right person I have worked with my consultant at Zelda Donna Hanson as both a candidate and a client over many years because she works by these principles They follow up with both the client and the candidate at regular intervals to ensure all parties are satisfied They know the importance of getting the right fit.”Lisa Kelly Santos read more nbsp Why we love to work at Zelda Recruitment I have been given the freedom to develop long-term relationships with clients and candidates equally over the last 9 years with Zelda Recruitment and never had to compromise my ethics and standards in delivering a successful outcome Zelda Recruitment has a friendly helpful team culture All employees have the option to purchase shares/equity in the company this means we are all striving to achieve a common goal which benefits everyone in the long run Both clients and candidates are treated equally and get a high quality service as they are able to speak to a number of consultant/associates in the office who are able to assist them Donna Hanson Consultant read more copy copyright 2011 Zelda Recruitment Accounting Jobs Brisbane | All Rights Reserved | Website design SEO Brisbane by iFactory nbsp nbsp;&nbsp nbsp;&nbsp

Tags: accounting, accounts, approach, brisbane, candidate, candidates, chain, client, clients, coast, contract, equally, Executive, Finance, human, Infrastructure, leading, management, Needs, office, opportunity, organisations, permanent, person, Queensland, Recruitment Agencies, reputation, resource, resources, right, saying, source, specialist, supply, support, talent, temporary, understand, years, zelda

Peoplebank Salary Survey

I’ve just had a client inform me that the salary they want to offer is about 30k less than what I’d consider market rate.

I asked the client how they derived at this figure and they informed me that they used Peoplebanks salary survey.

Has anyone had a good look at it? What is everyone’s opinion? Is it realistic or rubbish?

Tags: actually, believe, candidates, client, coming, everyones, figure, going, great, information, informed, market, median, opinion, organisations, particular, people, peoplebank, peoplebanks, realistic, reality, Rubbish, salary, survey, years

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

Recruiters: 8 reasons why your client meetings suck

For most recruiters, the client meeting is key. It is in a face-to-face meeting that the magic happens. This is where your credibility, and the business, is won or lost. It’s here that a recruiter can win exclusivity, secure multiple temp orders, and resolve pricing and service dilemmas. In fact a great deal of a recruiters time is spent securing the visit. Planning, cold calling, referrals. Yet, too often, the visit is a wasted opportunity at best, and an unmitigated disaster at worse. There are many reasons a client meeting can go belly-up, and some of them may not even be the recruiters fault. But, too often it is one or all of these reasons that a client meeting is a wasted opportunity. Wrong target market. Firstly, make sure the meeting is worth having at all! Yes, that’s right. Is the potential client in your target market? Do they use recruiters? Are they a long-term prospect with ongoing hiring needs? Are you seeing the decision-maker? A visit for its own sake is a sad waste of time. Think before you meet. Lack of preparation. This is so common, and so avoidable, it almost brings me to tears. We have our huge chance to see the CEO or the Marketing Director of a massive client. It’s our one big shot. So much hinges on it. It has taken months to secure the meeting. And what do we do to prepare? Nothing! You need to do everything you can to give yourself an edge in that meeting. Yes, do the standard research on the company and its products. But also Google search the person you are meeting. Find out their history. If they have given a presentation that’s online – read it. Press releases are to be studied. Check out the LinkedIn profile. But there needs to be more too. Who are this company’s clients? Who are their competitors? How are their trading results? I saw a CEO of a large communications group two weeks ago and I Googled a YouTube video of him being interviewed in the week he started in the role. He explained his vision and his plans. How much do you think that helped me in framing my questions and my comments during the meeting? We got on like a house on fire. And your planning needs to be micro too. How long will it take you to get to the client site? Trivial you think? Not at all. A client meeting is stressful enough without arriving 20 minutes late. Why put the client off-side before you have even met her! Check your database too. Have we worked with client before? Was the client contact actually a candidate of ours once? Knowledge is power. Get the knowledge! Fix your attitude. That’s right. Give yourself a sharp uppercut before the meetings starts. Don’t be subservient. Don’t be apologetic. Yes, your client is a senior executive who is expert in his field. But you are a professional recruiter who is expert in yours! Act like an expert. Not arrogant. But confident. The client relationship is peer to peer. It is a partnership – not slave and master! Structure. Many recruiters conduct a visit like a pinball in a pinball machine. I have seen it a thousand times. All over the place with questions and anecdotes. Trying to sell, then asking questions. It’s a disaster!  You have to have a plan. You are controlling the meeting. Subtly, yes, but still you know where it’s going. And you make sure it starts with the client talking about his company and his responsibility, and then you lead it to his team and his staffing mix. Then you guide it on to hiring challenges and his recruiter likes and dislikes. Then on to specific opportunities and finally, only after all this has been done, do you talk about your service and how you can solve the clients issues. Structure. Plan. Agenda. Poor questioning skills. Oh yes! In this industry we are great talkers. I am no slouch myself. Ask anyone at Firebrand ! But actually the secret to a great client meeting is asking great questions. Most client meetings fail because the recruiter does not ask questions at all. Or asks the wrong ones. Or wimps out on the important ones. Talking ratios. Guess what? Good client visit? Client talks 80% of the time. You talk 20%. Job done. Missing the needs. Often, we are so anxious to ‘sell’. So quick to leap on a client comment and tell her how we would handle the situation, so desperate to include all our differentiators, that we actually miss the clients ‘hot button’. The pain point. The key need she needs solved. Poor closing skills. Only the other day I had one of my new recruiters tell me they thought asking for the business at the end of a client visit was ‘too pushy’. FFS! Why do you think you are actually there? For the cup of tea? A great client visit, well structured, where all questions have been asked, needs unearthed, objections resolved, and our offering clearly sold… must end with you asking for the next order. If you don’t do that, or cant do that, guess what? You just wasted the whole exercise. *************************************************************************************************** For recruiting brain-food subscribe to The Savage Truth

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Recruiters: 8 reasons why your client meetings suck

Tags: client, Industry Chat, meetings, Recruitment Agencies, result

You have two candidates in front of you and a very short time to select only one for your business. Candidate A has an impressive sales history, yet poor service levels and attention to detail. Candidate B is a natural born servicer yet suffers call reluctance and rarely closes. Which one do you chose and why? Remember you MUST select one.

Rebecca Wallace Managing Director, Launch Recruitment This is an easy choice for Launch as sales and service delivery are separated within the business. I would choose the service person B over the sales person A. We are fortunate to have long established relationships with our clients where sales skills in our business are currently less important than service delivery. A candidate with poor service levels would not succeed in a delivery role. In the past I have found that you can train a service delivery person in sales, however it is more difficult to train a sales person to pay attention to the detail and develop a service mentality. A service professional needs to know their value to the client, and once candidate B understands the value he/she can bring to the client and how to articulate it, the sales will follow. A Launch consultant is trained in understanding the negative impact a vacant position can have on a client business in lost productivity, stress on overburdened staff and damage to morale. I’ve found that once a service focused consultant understands that closing the deal swiftly is actually servicing his/her client well, the reluctance to close is lessened. Recruitment is a service industry – the positive impact a good consultant can have on both candidates and clients can be a motivator for candidate B to pick up the phone. A structured KPI environment will also assist candidate B in the selling aspects of his/her role. Candidate B won’t necessarily love the sales component of the role, however because of his/her attention to detail and service disposition he/she is more likely to complete weekly KPI activity. If those KPIs include set calling at certain times in the week with assistance from a buddy or mentor he/she will soon realise sales activity is not difficult. This is particularly true if the prospect or client is familiar with a company’s reputation for high quality service delivery. Rebecca Wallace is the Managing Director of Launch Recruitment – a specialist in search and selection for the telecommunications, utilities, alternative energy and agribusiness sectors. Rebecca founded Launch in 2006 and has led the business through two successful acquisitions, achieved ISO9001 accreditation, won multiple industry awards and continues to expand year-on-year. In addition to managing the strategic direction of the business, Rebecca remains an active search consultant. She is passionate about her clients and staff and has created a values-based company committed to quality. ___________________________________ Phil Smart Managing Director and Executive Director, WorkPac In an ideal world, the organisation would be structured to accommodate both. Together they are two halves of a complete performance equation. In fact if you are waiting for a candidate that has all of the characteristics mentioned in the two examples then you will have a long wait. By nature some people are “hunters” and some are “nurturers”, this comes back to having a structure and professional development system that allows people to play to their strengths and complement each other. However, in this particular scenario where it is one or the other, I believe that good service is the fundamental basis for businesses to grow organically and it is one area which unfortunately is lacking in many businesses today. It presents fantastic, zero-cost marketing opportunities through positive word-of-mouth and by providing the training and support for candidate B I believe that the skills required too close and hunt will be developed in time. Poor service is rarely forgotten and it certainly will not be referred positively, meaning your business will have to work that much harder and spend that much more money to try and alter a poor public perception. Phil Smart started his professional career in 1976 by completing a carpentry apprenticeship and then held a General Builders Licence in both Queensland and New South Wales. In 1983, Phil joined the real estate industry and found his niche as a successful sales and marketing specialist that culminated in him travelling internationally as a keynote lecturer on sales and marketing. Phil’s introduction to the recruitment industry began in 1994 as the financial backer and strategic adviser to a recruitment organisation, which is still in existence today. In late 1996 Phil sold his shareholding in that company; however, he had developed an affinity for the industry and decided to establish WorkPac in February of 1997. When introduced to the recruitment industry Phil realised that his experience, firstly as a tradesperson and then with sales and marketing, when combined with his proven success in developing large sales teams gave him a unique mix of credentials that made him well suited to the recruitment industry. Today Phil is the driving force behind WorkPac’s success and his vision, direction and values are the cornerstones on which the organisation has been built. ___________________________________ Barry Newman-Sparkes Executive Business Development Manager, Trilogy Resources The key is which person do you think you can retrain to correct their shortcomings? Candidate A might appear to be an asset to your organisation; however, I fi nd that there are hidden downsides to this type of candidate. Poor servicing of the client and lack of attention to detail means that although not apparent to the management of your company, someone else in your organisation has to pick up the slack to ensure the client stays with you and becomes a long-term client after the initial placement. Candidate A’s attitude is usually: “who cares if some else has to do the backup work? I’m performing”. This leads to high morale problems amongst the personnel who are covering for this staff member. Your organisation, in my view, will suffer across the board thus negating the positives of candidate A. In addition, I find that it is hard to change the attitude of bad service and poor detail and paperwork. I believe candidate B can be mentored and trained to become a top salesperson. Once they are shown that excellent servicing is greatly appreciated by clients they gain the confidence to believe that they are providing a valuable service and actually assisting the client rather than pushing something onto them that they don’t require. Once this positive is understood they can move to make the required calls to determine opportunities and then move to close the deal. My view is that great servicing of a client leads to a great relationship and from that comes great sales. My choice would be candidate B. Barry Newman-Sparks is the Executive Business Development Manager for Trilogy Resources, winner of the 2010 Recruitment Excellence Awards for Best Candidate Management Program. Barry has given lectures at the University of WA on “Job Search Techniques” and been a mentor at the Edith Cowan University for its “Enterprise Workshops”. He has appeared on TV, radio and articles from his book, “How to Get That Job” (now an eBook at www.jobsuccess.com.au) have featured in leading Australian newspapers. ___________________________________

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You have two candidates in front of you and a very short time to select only one for your business. Candidate A has an impressive sales history, yet poor service levels and attention to detail. Candidate B is a natural born servicer yet suffers call reluctance and rarely closes. Which one do you chose and why? Remember you MUST select one.

Tags: business, choice, client, closing, director, impact, launch, negative, quality, the-panel

Command Recruitment Group

Command Recruitment Group Recruitment Agency Australia Job Search Command Recruitment Change Site Recruitment Services Candidate Services Services for our candidates including timesheets interview tips useful links and more Client Services Find out more about our services for clients including e-learning assessment centre and immigration facility Careers At Command We are continually seeking experienced recruitment personnel to join our ever growing teams Quick Job Search Education and Training Resource TRAINING AND EDUCATION RESOURCES Do you have the skills required for the job Select from 4000+ training courses Begin your Career Training path here Discount Courses TAFE amp Degrees HOME | ABOUT US | PRIVACY | SITEMAP | CONTACT Copyright #169 2004 Command Recruitment Group Whether you are commencing a job search in Sydney Melbourne or anywhere in Australia Command Recruitment Group has the right job for you Our recruitment agency offers five specialist service lines for job searchers as well as career advice and industry information

Tags: advice, agency, Assessment Centre, australia, Australia Job, begin, candidate, Candidate Services, career, Career Training, change, client, clients, command, Command Recruitment Group, commencing, contact, copyright, courses, degrees, discount, education, elearning, group, Group Command, Group Recruitment, including, industry, information, interview, interview tips, job-recruitment, job-search, Learning Assessment, lines, links, melbourne, offers, Privacy, quick, recruitment agencies, Recruitment Agency, Recruitment Australia, Recruitment Services, required, Resource Training, right, Right Job, search, Search Command, Search Education, searchers, select, sitemap, specialist, Specialist Service, sydney, Sydney Melbourne, training, useful

Adlogic Mobile

I am pleased to announce a partnership between adlogic and . We will be providing a range of mobile job site software for all of adlogic/PostJobsOnce (RCSA Members) clients. This partnership will give every adlogic client access to our advanced mobile job site software. It doesn’t matter if another vendor is currently powering your website. This mobile product is linked directly to your adlogic account.

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Tags: access, adlogic, client, directory, Industry Chat, job, mobile, Partnership, product, result

How can I manage my time as a recruiter more effectively?

Effective time management for recruitment consultants means working smart rather than just being busy. Being busy is the easiest thing a recruiter can be. Working smart means that the recruiter is spending the majority of his time on those opportunities and candidates that are MOST LIKELY to lead to placements. This sounds easy in principle but a recruiters average day (is there such a thing?) is full of necessary activities and constant interruptions. These interruptions cause recruiters to lose focus and spend time and energy on activities that seem worthy but in reality are not. Here are my suggestions on some of the things you can do to keep your focus directed on the ‘closest to money’ activities. Use a Written Daily Plan The number one piece of advice I give every recruitment consultant I work with is, you MUST have a written daily plan. The second piece of advice I give them is you MUST follow your plan. A good daily plan does not have to be some great big formal thing. Whether you use a daily planner form, recruitment software, Microsoft Outlook, an app on your iphone/blackberry or just a task list written on a pad. The most important thing is that your plan be specific and that you list each task you SHOULD be performing that day. Allocate time to each task on ‘Urgency/Now’ basis How much time you spend on each client requirement and candidate should be based on urgency/now factors. That is you have to specifically determine WHICH requirements and candidates deserve the most time and effort and how much time you allocate to each. New Business development EVERY day No matter how busy you are you must remember to schedule time EVERY day (doesn’t matter how little) for new business development. New business development is the number one thing that recruiters ‘forget’ to do when they are ‘busy’. It’s human nature that we want to speak with people who are warm and friendly and receptive to us. Therefore a lot of recruiters spend time repeatedly calling people they already know. Picking up the phone and calling a brand new potential decision maker means a greater risk of hearing the word ‘NO’ so too often these calls are not made. However decision makers are part of every recruiters ‘inventory’ or ‘stock’ and the only way to build and replenish your inventory is to MAKE time to develop new client contacts. Many of you will already know that over eighty percent of sales are closed on the fifth call or later so take time to make the first call.  Creating extra time Successful recruiters manage their time more effectively by knowing when and how to make use of ‘extra time’. If you are working on a number of urgent requirements and candidates your normal working day may not give you enough time to source candidates, arrange interviews for them and manage the recruitment process. On these occasions only you can determine how much extra time you are willing to put into your job to achieve the activity levels (KPI’s) that will bring you closer to your production and revenue goals. Extra time may mean coming in early, working through your lunch or staying after work – or sometimes all three! It may mean making calls from your home in the evening or over the weekend when you would rather be relaxing. It may even mean coming into your office on a Saturday or Sunday if you feel you need to – though with remote desktop tools that needn’t be necessary. For many recruiters, creating ‘extra time’ is a commitment too far. The urgent job order you have will not be urgent forever; however it is urgent NOW. Only you can determine how much of a price (in terms of your time) you want to pay to cover your urgent assignments and ultimately your success as a recruitment consultant. Review your plan The last tip I have for recruiters to master their time management is to review your daily plan before you leave your desk and to plan the next days activities. Pat yourself on the back for any successes that day and tasks completed but also give yourself a little kick for any activities you’ve failed to complete and commit to completion the following day. Ask yourself “what have I accomplished today?” How many tasks have you drawn a line through or ticked off your plan? Should you stay later tonight to complete, take work home or come in earlier tomorrow?  Were you busy today or did you work smart? And finally ask yourself how could you be more productive tomorrow?   As a recruiter, managing your time can feel like you’re a circus performer spinning plates. You could never spin every plate and invariably some will crash to the ground. One key to success in our business is identifying which plates to spin (planning) and then working hard on those (execution). If you have any further advice for recruiters to manage their time more effectively please feel free to comment below. Liked this article? Then take a look at these: My campaign to send Recruiters home at 5pm Telecoms for recruiters – there’s a bloody app for everything! Is your recruitment boss a ‘MAXPAX scrooge’ or a ‘Daddy Starbucks’? Don’t miss out – subscribe to the Ripper on Recruitment blog today!

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How can I manage my time as a recruiter more effectively?

“Please note – this post was scraped from the original site as indicated above in the “read more about this article URL” and is in no way reflects the views, opinions or values of the team at Review Recruiter. More specifically, Review Recruiter is in no way connected with, associated with or involved with the original author or the original authors content.

If you are interested in reading more about this article, please visit the original authors site as mentioned above.”

Tags: client, decision maker, gif, Industry Chat, managing recruiters, new-business, Placements, plan, recruiter, result, spinning plates, time-management, Urgency

Bizfone – are they dodgy?

Just wanted to inform you guys of Bizfone. They came to me mentioning they are a credible and highly regarded Channel Partner of Vodafone. Asked me to start recruiting for them and then mentioned they wouldn’t pay me a fee for my services.

I walked away from the process mentioning good luck in their recruitment, if they ever want good staff (which they will need to pay for) then call me back to discuss.

I then had one of my very good candidates call me up to mention that Bizfone had offered him the job and if he would accept he would need to keep it confidential and not tell the recruiter in order for them to not pay a fee. My candidate declined purely due to the fact that he has respect for me and our recruitment industry.

Why do clients feel that they can screw us around without our knowledge. Is there any other industry where people get a service and then don’t pay a fee or try to screw them over?

We live in a decent society, where you pay for services you ask for. Have some respect Bizfone! If you are wanting Telecommunication services, products with a high level of service i would highly recommend NOT going to Bizfone…

Cheers

Tags: afford, Bizfone, business, candidate, Channel Partner, Cheers, client, clients, company, deals, Decent Society, dodgy, ethical, ethics, Good Luck, Good Staff, independent, job, Mindset, phone, realise, recruiter, recruitment industry, Respect, saying, Screw, slavery, Telecommunication Services, terms, thats, typical, Vodafone, wealthy

Orange Recruitment

Orange Recruitment is a new and fresh Operation servicing the Australian and overseas recruitment markets. At Orange we understand that the needs of every client are different and as such our versatility and flexibility allows us to tailor a solution that is perfect for your requirements. Orange is based in Perth and has offices in Adelaide and Hong Kong. We also have industry affiliations throughout Australia and the Middle East. Orange has a number of in-house divisions which enables us to service our client’s needs with the highest degree of professionalism. Orange is able to offer the following recruitment services;

Executive Search Permanent Recruitment Contract/ Temporary Recruitment Executive Search and Selection Search and Selection is the division of the group that Specialises in targeting the elite professionals who are otherwise unobtainable, utilising an extremely focused method, involving a direct approach to your competitors and actively searching for potential candidates on your behalf.

Permanent Recruitment Orange will produce a shortlist of candidates who have responded directly to a specific advertisement and who meet the agreed selection criteria. Orange also has an extensive database which offers an immediate shortlist of interviewed and pre-screened candidates from our sophisticated selection system. This gives you direct access to an extensive industry specific pool of relevant and highly skilled candidates, with the shortlist being tailored and adapted to suit your requirements.

Contract & Temporary Recruitment Orange has a large database of contractors and temporary staff. We provide our clients with on-going temporary staff paid on an hourly basis to contractors on a fixed term with a specific contract value.

Tags: able, adelaide, also, australia, candidates, client, clients, contract, Contract Value, contractors, database, direct, Direct Access, division, Document, East Orange, Elite Professionals, Executive, Executive Search And Selection, Extensive, Gajsh, Hourly Basis, http, https, industry, Industry Affiliations, Jenna Jones, Jesse Karnaitis, job, Julie Andrews, list, Needs, offer, Orange, overseas, Overseas Recruitment, Pagetracker, permanent, Permanent Recruitment, perth, Rachael Whyte, recruitment agencies, Recruitment Markets, Recruitment Services, requirements, Requirements Contract, Rsquo, script, search, selection, Selection Criteria, Selection System, Service, Shan Thompson, shor, Shortlist, Skilled Candidates, Sophisticated Selection, specific, st, staff, tailor, temporary, Temporary Recruitment, Temporary Staff, try, Var

The things recruiters really want to say

Recruitment is a challenging job. No doubt about it. It’s an emotional business, dealing with people as both your client and your product. Then right next to you are your colleagues who are in the trenches fighting the same battles as you. Our tolerance, patience and politeness are tested – frequently. How often have you held your tongue, when many a time you would dearly like to have said what

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The things recruiters really want to say

Tags: behaviour/communication, client, colleagues, product, same-battles, the-trenches, tongue, trenches, your-colleagues, your-tongue

Why I hate recruiters and I hate recruitment agencies – they SUCK!

OK – So I know that this is a forum for recruiters, but let me tell you something, I hate them … I’ve thought long and hard about the reasons why I hate them and following is the list.

10. “Recruiters have NO IDEA what the skill set is that they are trying to fill”
9. “I am not sure if the post-interview feedback is honest or I don’t get feedback at all – how hard to do this can it be?.”
8. “Recruiters don’t want to help or talk with me if I am not a perfect fit for their vacancies.”
7. “Recruiters and recruitment consultants don’t return calls or acknowledge that I even applied for a job.”
6. “When I worked as a hiring manager I’d have to duck the number of resumes that were thrown at me without my request. On the other side I can only assume a heap of job seekers are waiting for a response for a job that never existed.”
5. “Dishonesty about a position, the type of company, or the nature of the job and what is involved in the job”
4. “They don’t have the balls to tell me, SORRY – You didnt get the job – I have to chase them up to get feedback.”
3. “Recruiters will do anything to close a deal and will lie and do any tactic to make money and close placements.”
2. “I waste HEAPS of time applying for jobs that arn’t even real. I am sure they are nothing more than a fishing exercise”
1. “Recruiters are only working for the company and aren’t looking out for my best interest through interview stage Stage.”

In short, recruitment agenices are a disgrace. They shouldn’t exist and add no value to any organisation.

Tags: agencies, agency, agent, agree, applications, Best Interest, candidate, candidates, client, clients, Disgrace, Dishonesty, Exercise 1, Heap, Heaps, Hiring Manager, industry, Interview Feedback, interview-stage, job-seekers, Nature Of The Job, people, Perfect Fit, Placements, recruiters, recruitment agencies, Recruitment Agenices, Recruitment Consultants, resumes, right, Skill Set, Tactic, think, Vacancies

Are You An (HR) Power Point Ranger?

Recently ,I have been working on a deliverable – the first of its kind since I joined the consulting world.   It is a written document (a business case for process changes).   At first, writing a document in full sentences with subjects, adjectives, verbs, and objects felt very alien – I almost started diagramming sentences (flashbacks to 7 th grade and adolescent geekdom!).   But after a little while, I started to enjoy fully expressing a thought, structuring a paragraph, providing 2-3 supporting sentences, and closing with a summary sentence.   And it came to me that the freedom of expression in the written document is something that is largely missing from… wait for it…   Power Point. Power Point.   The life-blood of consultants everywhere.   And apparently, the lifeblood of the military.   The article “ We Have Met the Enemy and He Is Power Point”  from the New York Times this week described how dependent the US military has become on Power Point slides, and how dangerous this dependence has become in executing (or not) engagements in Afghanistan and Iraq.   “It’s dangerous because it can create the illusion of understanding and the illusion of control,” General McMaster said in a telephone interview. “Some problems in the world are not bullet-izable.”   The danger of bulletizing everything in Power Point slides is the lack of context around the bullets, charts and diagrams, which strictly limits the amount of information imparted to those reading or viewing the slides.   As a result, “the program stifles discussion, critical thinking and thoughtful decision-making.“   To quote Army Maj. Gen. Michael Flynn from an article in Foreign Policy magazine, “Sufficient knowl­edge will not come from slides with little more text than a comic strip. Commanders must demand substantive written narratives and analyses from their intel shops and make the time to read them. There are no shortcuts.” As a consultant to HR organizations in large and not so large companies, I fess up to a disproportionate dependence on Power Point as a communication vehicle.   I use it when conducting workshops, I use it to communicate strategy recommendations, high-level project plans, summarized data.   I use it, in short, to provide information that is intended to inform and drive decision-making.   And I can't help but wonder if this inordinate dependence on Power Point is really shortchanging the client.   Edward Tufte commented in yet another New York Times article that Power Point’s bulleted lists   enable users to “dodge [their] responsibility to tie information together” in a cohesive and understandable narrative.   Instead, “Power Point is infused with ‘an attitude that turns everything into a sales pitch’”. And I'm thinking that in using Power Point as much as I do, I'm possibly doing myself a disservice as well.   Power Point is not an appropriate vehicle to demonstrate my conceptual, critical and analytical thinking abilities, or what talent I may have at integrating ideas and processes into a big picture.   And I’d like to think that these are the competencies through which I bring value to the client (at least that’s what I’ve been told).   I want to present thoughtful, comprehensive analysis that enables better client decisions.   My job title is Consultant, not Power Point Ranger. With regard to HR’s use of Power Point, I have spent enough time in internal HR roles to know that there is a tendency for HR to over-rely on Power Point to communicate information to the business.   And I have to ask – is our reliance on Power Point diminishing our ability to contribute to the business?   When was the last time you, as an HR practitioner, actually wrote an analysis of HR data using complete sentences, with a hypothesis, supporting arguments, and summary close that could genuinely drive a strategic decision?   To what extent do we really think about the usefulness of Power Point to truly communicate information we feel the business needs?     Now, this isn't to say that Power Point doesn't serve a purpose.   “Senior [military] officers say the program does come in handy when the goal is not imparting information, as in briefings for reporters.   Those types of Power Point presentations… are known as ‘hypnotizing chickens.’”   Heaven forbid we HR practitioners add that to our job descriptions. Editor's Note – Suzanne Rumsey is a principal consultant with Knowledge Infusion. Suzanne isn't just any 'ole consultant though – she's a former HR pro turned consultant, who spent time with orgs like Boeing and Health Net where she shaped workforce planning and talent management initiatives… which means she really knows what she's talking about and has the actual experiences under her belt to back it up and give you advice. Now that's the kind of consultant we really like.

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Are You An (HR) Power Point Ranger?

Tags: afghanistan, client, current affairs, freedom, influence, knowledge, productivity, program

How job boards can improve. Part 2: Incremental job updates instead of full file replace

In Part 1 we looked at the benefits of eliminating third party pop up application forms from job boards. In Part 2 of “How job boards can improve” we look at incremental job uploads rather than the traditional full file override method currently used by nearly all Australian job boards. Using the full batch override method, whenever we send a job file on behalf of a client to a job board we have to send the client’s entire job file each time.

Tags: australia, australian, become-the-norm, client, file-on-behalf, job board updates, override-method, send-the-client, tips and tricks, typo-or-expires, using-the-full

How job boards can improve. Part 1: Eliminate pop up application forms

Software technology has come a long way in the last few years.

Tags: alternative, australia, australian, capture-the-job, client, job board updates, job-application, strong-approval, third-party, tips and tricks, user

Is it ethical for a recruiter to Google a candidate? I think so.

It is becoming more and more common for recruiters and HR professionals to Google job candidates, particularly as the candidate moves further along the hiring process. There have been various articles of late calling into question the validity, legality and ethicality of looking up candidates on Google or social networks such as Linkedin , Facebook or MySpace . I think this is a perfectly legitimate practice.

Tags: client, facebook, myspace, Recruitment Agencies, social-networks, someone-forward, suitable-reason, summary