Tags on Employment and Recruitment Reviews - department |
3 Myths About Recruiting on Facebook – Haters Love to Argue!Five years ago I was invited to speak at a corporate event by a Fortune 500 company, by their HR Department, to speak to their employees about the advantages of joining LinkedIn as a “professional network”. Do you remember those times? When HR folks were actually encouraging their software developers, engineers, and professional level employees to join LinkedIn?! Today, HR/Talent Pros would be publicly hanged for encouraging their IT staff and other hard to find talent to put their profiles up on LinkedIn. You are basically encouraging your employees to go out and put up a billboard that says: “I’m available! Come find me and make me an offer!” That is what LinkedIn has become – Generation-Next-Job-Board. Don’t get me wrong – I love LinkedIn! They are one of the largest sources of talent for my company. When I was on the corporate side of the Talent desk – I still loved LinkedIn – because I could more easily yank talent from my competitors – but I also hated it for that same reason! Facebook is what LinkedIn was 5 years ago – the Haters just don’t want to admit it. Recruiting Pros, both corporate and 3rd party, love to rail against anyone who feels Facebook is the “new” LinkedIn – in terms of recruiting potential. Here’s why – The 3 Myths about Facebook as a Recruiting Source: 1. Facebook is for your private life – LinkedIn is for your professional Life! You hear this right! This is the same type of myth that LinkedIn perpetuated for years – “We are a professional network!” – yeah, right. You might have started that way – but you are now one big job board – thank you! Facebook is a “social” network. Yes, but this is fast changing and will continue to change as people become more comfortable living one life, and learning how to use the Facebook tools and Apps to have both a social life and a professional life on Facebook. 2. There are too many people on Facebook to be effective as a recruiting source. This is the lazy myth. Basically, the haters are going to discount Facebook because there are too many people to choose from and that’s hard. Sorry – you don’t get to say that! Figure it out – the talent is there, the tools to find them are there – stop making excuses! Facebook is 1 degree of separation for every person in the world. Any time you spend trying to figure out how to take advantage of that won’t be a waste. 3. Facebook is a fade, it will be die out in 3 years. The one thing I know for sure is, Facebook has changed how our society communicates. As a recruiting Pro – I want to be a part of how our society communicates. Will something new come out – sure it will. Will Facebook be gone in 3 years – probably not! In the meantime, we have been given a list of every possible candidate we might ever want to contact, or at least be within one contact point of every candidate – Fade or not – Talent Pros need to take advantage – now. If it’s dead in 3 years, I’ll move to the next source – but for now – I’m using it! Tags: college recruiting, department, recruiting, result, resumes, the hr profession, tim sackett, war for talent 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 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, More:
Tags: brisbane, business-development, clients, contract, department, offices, profit, regional, result, services, tender Lies, Damn Lies…and Recruitment Statistics?This is how PR and press releases happen in the recruitment world, particularly from the larger agencies: The PR department of a recruitment company issues a periodic online survey to their company’s database of clients or candidates, asking leading questions designed to elicit responses around a particular topic. The responses are received, collated and reports More here: Tags: department, Industry Chat, online, result, survey, world 15 things about the Australian labour market you probably didn’t know: 2011 UpdateThis month the Department of Education, Employment and Workplace Relations (DEEWR) released its 2010/11 Financial Year summary of what’s going on around the country with respect to the shortage of skills. It makes for fascinating reading. Here’s the most relevant and interesting information I extracted from that document and another DEEWR report: The past 12 months: 1. Employers Continue reading here:
Tags: aba, australian labour force, deewr, department, education, employment, Industry Chat, months, relations, result, statistics, workplace 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 GLOBAL TALENT: crisis or crunch time?Lesley Horsburgh talks with David Arkless of Manpower Inc about the stark reality of the talent crisis now facing governments and businesses worldwide. “Even if you’re small the need to become increasingly involved in networks, understand customer requirements in relation to skills and then get actively involved in training and producing the people clients need is vital.” David Arkless is impressive. Renowned across the globe for his expertise on labour market trends and his tireless efforts to assist countries in the development of labour strategies, he is an interviewers’ dream. Passionate, informative, forthright and talkative, Arkless has an exhaustive biography that encompasses roles as a respected government advisor, influential business figure and active campaigner in the fight to end human trafficking. As Manpower Inc’s President of Corporate and Government Affairs since December 2008, he has advised the Governments of China, Mexico, Vietnam and the UAE, and various mega-cities like Shanghai. As well as being a regular advisor to the US Department of State, and various EU departments, Arkless serves as both Board Member and Corporate Committee Member of CIETT, the international confederation of private employment agencies. In May 2010, he became Vice President of the China International Council for the Promotion of Multinational Corporations (CICPMC) in Beijing. I first heard David Arkless speak at the 2010 RCSA Conference in Tasmania last August. His no-nonsense presentation was little short of mind boggling. Statistics rolled out one after the other, revealing a very clear message about the state of the world labour market; we’re headed for trouble. And unless a significant shift from government gains momentum we simply won’t have enough people with the right skills to sustain strong economic growth, further impacting the escalating labour imbalances between developed and under-developed countries. My interview with Arkless begins by revisiting the content of his 2010 presentation but we quickly move to focus on Australia. Arkless is positive: Australia is in a good position for a robust economy. “Australia has a very talented workforce, excellent technology and the potential for Australians to respond to other countries for IT and T resources is huge. “Not only that, you sit in the best timezone band in relation to economic growth. But the industrial output is being hindered because there’s simply not enough people to skill up into the roles needed” , he states. The latter point has been said before, many times, and is not unique to Australia, however, government response is thwarted by a sentiment that is shared the world over – pushing for more immigration isn’t an option anyone is willing to push. “Most politicians I’ve spoken with have the same view; yes they understand the need to promote more workers but come the time for the next election, increasing immigration isn’t a policy that will win votes.” Despite the political barriers, the forecast from Manpower Inc is that within the next 10 years there could be half a billion people working outside their own country, often simply for better pay and in many cases illegally. Add to that the pace at which technological developments are outdating available skills and the talent shortage takes on a whole new dimension, leaving employers with a burgeoning skills deficit. The reaction from many corporations is to take action into their own hands, which has already triggered a rise in the number of firms choosing to off-shore skills. While off-shoring might offer a cost effective solution, the long-term impact on the economy may not sit so well. Arkless agrees, citing investment into education and training as the must do strategy for governments and the business community. “It doesn’t make sense just to off-shore high-cost labour items. There has to be a natural balance. We really have two choices – off-shore talent or bring in skills. “Some cities are brilliant at getting supply and demand right. When governments get the right advice and respond by doing the right things to attract people into the necessary industries or roles the balance will shift favourably” , Arkless points out. “Take Germany for example, young people are being encouraged to become engineers and in some cases are being paid more than lawyers or doctors as a result.” Equipping the skill-set of the future workforce is a responsibility that not just governments need to take seriously, the recruitment industry is also in the firing line to feel the hits if it doesn’t take action. While Arkless doesn’t feel the need to turn our conversation into a PR exercise for Manpower, it’s evident that the recruitment giant is in many ways taking the lead in what has become a revolution of the recruitment industry as we know it. “The recruitment industry is changing rapidly and massively”, says Arkless. “Even if you’re small the need to become increasingly involved in networks, understand customer requirements in relation to skills and then get actively involved in training and producing the people clients need is vital.” Arkless terms this need for agility as a move into the production of raw goods, suggesting that the world of recruitment has taken a sideways step to morph its services into training, development and education. It is, he says, the human age – a term Manpower defines as a time when optimising human talent will be the single most important element of organisational success. “We’re now in the business of supplying skills, even small companies are going to get into that. It’s the lifecycle of talent – we’ve now entered the human age.” Smaller recruitment firms will have to niche themselves as highly specialised providers if they are to succeed. “Small firms don’t have a choice; they simply won’t be able to compete with global players on cost or quality. They must fine tune their niche if they are to survive.” Change must also be embraced by clients too, as young people become more sophisticated about the career options open to them, organisations will need to adopt a creative employer brand. Arkless isn’t suggesting that this is anything new, it’s all been said but this time the pressure is mounting. “It’s an old phrase – the war for talent – but it’s back and this time it isn’t going away. It’s here and now and companies that don’t get involved will fail.” See more here: Tags: campaigner, department, horsburgh, june 2011, manpower, private, result, trafficking Not paying my super…..Just got off the phone with the payroll officer regarding my “missing super”. My fund indicated yesterday that my super has not been paid since I started here. The payroll department has suggested that this is not the case but the super fund are totally convinced that no fees have been paid. What can I do from here ? Who do I call to get this sorted out? Tags: convinced, department, indicated, Payroll Management Companies, phone, sorted, started, suggested, super, totally Finance Management After a job loss or redundancyStep 2: Do you plot in advance. Not all the warning that their employment is terminated be prepared in advance. Make sure you have enough you will be at least three months should have saved the worst happens. This may sound ridiculous, … We also offer customized solutions for companies to contract out need to help with HR , hiring or firing. We offer professional experience and expertise at a fraction of the cost of an in-house HR department … Continue reading here: Tags: department, experience, Fraction, Industry Chat, months, professional, result, step The Skills Shortage (Part 3): Workers with a DisabilityAs I was going through the checkout at my local Coles today, I noticed a sign taped to the register. ‘I am a hearing impaired person. Thanks for your understanding when I am serving you’. It reminded me that this Friday, 3 December, is International Day for Persons with a Disability. Recruiters might be interested to know how the Department of Education Employment and Workplace Relations (DEEWR) More here:
Tags: checkout, coles, deewr, department, Disability, education, employment, Industry Chat, recruiters, relations, result, skills-shortage, understanding, workplace More stats on the employment relationship between NZ and AustraliaThree months ago I wrote about the huge benefit that Australia gains from having New Zealand as a neighbour, providing an unrestricted and constant flow of labour into the Australian economy. Recently the NZ Department of Labour (Te Tari Mahi) released an Employment Briefing Paper on Trans-Tasman migration which is helpful in providing some ‘missing data’ that was not covered in the ABS Fact Read the rest here:
Tags: australia, australian, benefit, briefing, data, department, economy, Industry Chat, missing, months, Neighbour, paper, Tari Corporate General Counsel Puts Fear of God into Legal Educators …From February 1992 to January 1993, Paul also served as Principal Deputy General Counsel of the Department of Defense and Deputy Director, Defense Legal Services Agency , including five months as Acting General Counsel. In January 1993, the Secretary of …. The problem isn’t the billable hour; it’s that some firms do a terrible job of allocating appropriate levels of responsibility to junior attorneys and then — god forbid — overseeing them. And some GC’s, who also came … See more here: Tags: defense-legal, department, deputy, god-forbid, Legal, problem-isn, secretary, terrible-job |
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