Tags on Employment and Recruitment Reviews - economy |
Pop, bang, fizz – Reports Rosemary Scott2011 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. Continue reading here: Tags: client, economic, economy, issues, result, speed, surprise, technology, unstable Can Autonomy Mastery and Purpose Work in Today’s Business Environment?We’ve all been beat over the head for the last 18 months or so with the idea that incentives don’t work. We’ve watched Wall Street bonuses become the “it girl” for bad incentives. We’ve read and listened to Dan Pink talk about how incentives are not the best way to drive performance in an organization. As HR people we get it. We know a more holistic and enlightened approach is the best way forward. But a thought struck me as I read yet another survey about employee engagement scores dropping and how companies must apply a longer-term focus on employee development and engagement. Autonomy, Mastery and Purpose (AMP) – the Dan Pink solution – can only work if you have a long runway. In other words… AMP cannot be implemented in a quarter or month or a day. In order for a company to see any results from a strategy that uses these tools, they need time. And time we don’t have. We don’t have it as an organization. And we don’t have it as employees. We NEED (Want) It Now The economy has taken a huge financial toll on our employees. Raises have become scarce and if they are found at all they are in the very low single digits. All the while, inflation has maintained its speed. Even with raises, employees have less money for the lifestyle they’ve grown accustomed to. An article on MarketWatch from August says: “Employees will get an average increase of about 2.8% in 2012 on average, up slightly from the 2.6% employers said they plan to shell out this year, according to a survey of 773 U.S. companies by Towers Watson, a consulting firm. Those figures include all types of workers, from executives to clerical workers, exempt and nonexempt, salaried and those paid by the hour.” But the article goes on to say… “The consumer price index for all urban consumers rose 3.6% in the 12 months ending July 2011.” This creates a real problem. Employees are looking for a better way… a better job… better pay, a better benefits package. And they are looking to get that in the short term. They need it in the short term. Companies are looking for more engagement, innovation and commitment. And they are looking for that in the short term. They need it in the short term. Unfortunately, what we all want – can’t be done quickly. As good, moral corporate people we want to be more sophisticated and run the company based on autonomy, mastery and purpose. And as employees we want to work at a company that gives us those things. But neither audience wants to wait for them. The employee needs security and safety. The company wants confidence the employees will stay long enough so that the AMP approach shows a return. But it won’t happen. It’s a push. Everyone Blinks When given the opportunity to jump ship to a new company (which always looks better – grass being greener and all) the employee will take that chance. The devil you know is always scarier than the devil you don’t. The companies, having little faith their employees will stick around and contribute once given autonomy, mastery and purpose – don’t invest in those elements and end up falling back on the tried and true – reward them now or get them out. My read – in order for companies and employees to really reach their potential and get what they both want, both groups have to have faith in the future. But no one does. Employees don’t trust the company. The company doesn’t trust the employee. Result? They both retreat and go with the less risky approach. They hold back, they go for the quick win. They go for the sure thing that is visible and tangible. For employees, they look for the quick reward –typically the salary increase from a new employer. For the company – it’s quick rewards and easy interventions– whether incentives for measurable short-term sales increases, cost cutting or impacting some other line item that can be measured in the quarterly reports. Real engagement that drives real company results is a function of trust and time. Both of which are in short supply for all interested parties. For Autonomy, Mastery and Purpose to work, you need to trust your employees and they need to trust your company. So… my questions: As employees and organizations, are we in a negative feedback loop? And if so, what is the way out? I have some thoughts – but am more interested in yours. Can we actually create the trust needed on both sides in order to leverage the more sustainable motivation and engagement principles or are we doomed to continue short-termism? Editor's Note - Paul Hebert is the Managing Director for i2i (an influence consultancy), the brain behind Incentive Intelligence and a recognized authority on incentives and performance motivation. Want to know what's going to motivate your people to perform at their best and impact the bottom line? Want to know whether your service award program really means anything at all? And are there psychological principles that drive your employees' behavior? Paul's your guy… unless you fervently bow down to Maslow. Read this article:
Tags: clerical, consulting, consumer, dan pink, economy, employee, employee relations, employment, incentive Guess which state has added the most jobs in Australia?Western Australia gains more than its fair share of publicity whenever skills shortages are mentioned. As I wrote about last week in InSight #190, the WA Employment Minister has been on a jobs road show in Ireland and the UK, heavily promoting the vast numbers of new workers that the WA economy, fuelled by the mining boom, needs. You would think, given all this publicity, that WA would be More:
Tags: Boom, economy, employment, fair, jobs, result, skills, skills-shortage, western Hiring intentions fall as employers tighten belts: ManpowerHiring intentions are falling as concerns about the economy grow and employers look to restrict their cost base, according to the latest Manpower Employment Outlook Survey. See the rest here: Tags: economy, employment, Industry Chat, manpower, outlook, result, survey 3 in 5 of newly laid off find jobs – Handling Hard Times – The …In 2006-2007 the major consensus was that the American economy was never better, even though the fundamentals were terrible . How soon we forget, and this time around those fundamentals are substantially worse than five years ago, at ALL levels. … I don't believe a change of career path (no experience ) lands you a job paying more than you were earning. The article didn't mention anything about benefits to go along with the pay. One usually accrues more … Here is the original post: “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: consensus, economy, Industry Chat, result Would You Guarantee A Job?Beginning in January 2009 Hyundai (the automotive company) started a program where if you bought one of their vehicles, then lost your job, they would buy back the vehicle from you. Basically, giving you a guarantee of safety – and helping calm buyers fear of making such a big purchase commitment during one of the most rocky economic times that most people have ever (and hopefully) will ever face. Hyundai announced last month that they will end there Hyundai Assurance program, because the improving economy no longer makes this necessary to sell their vehicles. During the programs run, 350 people took advantage of the guarantee and returned their car, Hyundai sales over this period were up over 11%, while ever other major automotive company had negative sales. So, what does this have to do with jobs? There are many companies right now struggling to find great talent (especially in the technical, IT and Engineering arenas) and one of the main reasons they are struggling is because people are somewhat reluctant to leave their current positions for a new job because of what they seen over the past three years. So, would you as an employer be willing to guarantee your Jobs? It's an interesting question isn't it? I think most HR pros (and their Legal teams!) would have the initial reaction, like… “HELL NO!” Right? But if you stop and really think about it, what could you guarantee, or for how long would you guarantee? It's really all about Return on Investment (ROI) and how sure you are about your hiring/selection process. Let me give you an example: Let's say I have a need for a top level IT Developer. My need is in middle America somewhere, not an IT hotbed. I can get people interested, but relocation to an area with no other jobs than mine, freaks most people at this level out. My options are either, pay a crazy amount of money (basically over-pay for talent, which rarely works out) or shop the work out to an IT shop (which can get expensive, less control, become reliant, etc.). And before you tell me the other 10 things we can do – just play along with this example. Both ideas cost me a bunch of money. Now, if I was to go to that developer and offer them a Guaranteed position, in writing, for one year, do you think that would make a difference to a few people? Let's face it, HR Pros write guaranteed job contracts all the time – when is the last time you hired an executive that didn't have 12 to 24 months guarantee? In fact let me give you a little Recruiter tip: If you are able to get an executive to sign your offer, without a guarantee/protection of time – you have the wrong executive. So, if we can do this for executives, why can't we do this for are extremely hard to fill jobs? You can. But why don't we do it? Here is where the rubber meets the road in HR – HR Pros won't talk the powers-that-be into these types of agreements because they'll be held accountable if it doesn't work out. At the end of the day, most HR Pros aren't confident enough in their own selection programs to put their own butt on the line to offer a job guarantee. The truth stings a little. If you were sure you hired great talent, that fit your organizations culture – you wouldn't be concerned with offering someone a one year job guarantee – heck, you might even be able to offer them one for even longer. But the fact is, we as HR Pros don't because we don't want to go back to our executives and tell them we don't have an exact science – in the end, we are still just throwing a dart and hoping that it will stick. Editor's Note : Tim Sackett, SPHR is the EVP of HRU Technical Resources in Lansing, MI. Tim loves everything talent acquisition and believes every corporate recruitment department in America can and must get better. He has 15+ years of human resource leadership experience, across multiple industries, on both the corporate and agency side – so he gets it from both sides of the desk. Want more? Um, OK… He has a Masters of HR and… well, he was recently voted #5 best assistant little league coach of his son’s five team league. Check out his newest blog venture at www.timsackett.com . Because he's got A LOT to say, and FOT just isn't enough for him. Go here to read the rest:
Tags: Arenas, assurance, current affairs, economic, economy, Hyundai, program, result, tim sackett, times Australia’s employment growth powers onwards and upwardsIn case we needed any confirmation that the Australian economy was powering along, the release of the March ABS labour force data confirmed it. These are the March results (ABS catalogue 6202.0) for each of the past five years: What do you notice? The most significant change is the huge increase (4.2%) in the number of Australians employed in the local workforce (either full time or part time). Follow this link:
Tags: australian, australians, Confirmation, data, economy, force, Industry Chat, labour, result, time, workforce Bad Economy + Different Skills Needed + Positions in Detroit = Purple Squirrel/New Grad Hunt…Everybody assumes that every white collar job you post will result in an onslaught of candidates during a down economy. Additionally, you should be able to do talent upgrades in a bad economy, right?. After all, you have people being laid-off in droves, why wouldn't recruiting be easier? What if you were looking for automotive engineers in Detroit? Don't you think you could have a guy wearing a sandwhich board downtown and have 50 by noon? Wrong. The dirty little secret in a recovering economy is that most companies don't want retreads who don't have the skills/education desired, or are feared to be so set in their old ways they can't think outside the box. This recent article in Workforce Recruiting says that Detroit is looking to hire 1,000 engineers , mostly from the college level, to work on new product development. Here are the reasons why all the talent that's been laid off by Detroit in the past 15 years need not apply: –Reading about job losses actually makes your hiring manager more picky. That means the volume really isn't going to help you. They've read about how rough it is out there, so they assume the purple squirrel they have in mind has lost his/her job. They're wrong, but it doesn't matter. They believe it… –The bad news is that when the economy turns bad, a lot of the talent you need for open positions (the high performers with skills who are a direct match) becomes risk-adverse, meaning they won't be interested in your opening. After all, if the world around you is conducting layoffs and you feel like you are relatively secure where you are, why on earth would you look to change jobs in an economy that many believe is still in a recession? All that will do, in the minds of the best candidates, is expose them to a situation where they don't have all the information and might get laid off three months into the new job. –The additional bad news is that a lot of the talent available needs some retraining . Since they need some skill tweaks, many are facing a step backwards from a pay perspective, often times with the lower-paying job requiring them to do a physical move. Lower pay + retraining = candidates without jobs opting to ride it out rather than accept your offer . More details on this trend here … — Your managers aren't interested in a project . They want the perfect candidate, the purple squirrel. Or one who they can train from scratch, with no baggage. Translation – It's not as easy as it looks. This week's lead article at Workforce underscores the reality – just because there's volume of candidates doesn't mean you have what you need to fill the position. Example – Banks laid off a bunch of people, and in the current regulatory environment, they're looking for a different skill set. Result – While there are many candidates in the marketplace, the ones you really need – the high performers with skills and experience who are a direct fit for what you need – are hunkered down inside their companies and won't consider a move until the economy improves and the layoffs stop. The ones who are close won't move and won't consider a job at this point with lower pay and a move. Retraining of employees is great, but that won't appease the hiring manager you have to deal with who expects a direct match to their needs, or a low maintenance version that's easy on the budget. For that hiring manager, retraining or accepting a candidate who's a 60% match, but available immediately, isn't something they're often interested in. Unfortunately, that means your time to fill is going to be higher than you would expect in a time of high unemployment, and it also means the average time required to find a job for some very credible candidates is going to be higher than it needs to be. Final Result – If you think sourcing for the perfect candidate is dead in this economy, you're not a recruiter. You're a short order cook. Recessions and post-recessions stink. Who would have thought it's harder to recruit now than in the boom times? Editor's Note: Kris Dunn is Chief Human Resources Officer at Kinetix and a blogger at The HR Capitalist and the Founder and Executive Editor of Fistful of Talent. That makes him a career VP of HR, a blogger, a dad and a hoops junkie, the order of which changes based on his mood. Tweet him @kris_dunn. Oh, and in case you hadn't heard the good word, he's also jumped into the RPO game as part owner of a rising shop out of ATL, Kinetix HR . Not your mama's recruiting process outsourcing, that's for sure… check 'em out. Here is the original post:
Tags: collar, Droves, economy, Industry Chat, job, Onslaught, result, white Fastest Growing Employment SectorsRBA revealed new ABS data on employment trends. There is no real surprise that Australian economy is dominated by the services sectors. Over a period of one year, sectors like professional service and health care added 60,000 full-time jobs. In contrast, the manufacturing sector shed more than 20,000 jobs in the same period. Meanwhile, the The rest is here:
Tags: economy, jobs, professional, Rba, Recruitment Agencies, Sectors, skills-shortage, surprise 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 Structural Shift in the Australian Economy and The Future of RecruitmentYesterday, I listened to a 24 year old (who runs three job boards) detailing his plans to launch a new job board focusing on the hospitality sector. His reason – it’s huge. How big is the services sector? A new paper released by the RBA illustrates the structural shift happening in the Australian economy over Read the original here:
Tags: australian, economy, employment, Industry Chat, job, Rba, Recruitment Agencies, result, sector, workforce Candidates Are Still Holding Out…WAIT! Stop the presses. Are y’a’ll really seeing candidates accept job offers for lower salaries? I mean, really? Is it rampant? I really need to know. Because personally, I’m not seeing it. Maybe it’s because so much of my hiring is based in DC where we have lower unemployment rates, more job openings and on many accounts, we have been shielded by the recession given the government drives much of the local economy – but it’s not that much better here than elsewhere. Not drastically. And I’m not personally seeing a lot of candidates accept job offers for lower salaries. Nevermind the short sightedness of the idea of offering lower salaries to get top notch talent for a good deal – Andy Porter has got you covered on that front with his post … but back to candidates accepting lower salaries – I’m just not seeing it. I truly expected I would see this trend, but I’m not. I am, however, seeing candidates hold out for offers that are more in line with their personal (sometimes inflated) salary expectations, or in line with where they were pre-layoff, anticipating being made whole again, or because they don't want to take a step back for fear of how it would look on their resume or salary history. The first time I was turned down during this recessionary period, I was flabbergasted. I mean, I’m flabbergasted normally when I have an offer turned down because it’s rare for me – but in the midst of this recession, to be turned down because our truly highly competitive salary (75th percentile, folks!) still wasn’t in line with a candidate’s personal expectations and research into the job market? Well… my jaw is still on the ground. And as analysts continue to, well, analyze the unemployment in the US and joblessness and underemployment – stories are also surfacing of increasing numbers of individuals who are staying unemployed, continuing to receive unemployment benefits, and turning down job offers because the offers aren’t good enough. Eek. Which is why I’m surprised to read about job seekers accepting lower salaries in this Workforce piece . So, immediately, I think back to a Wall Street Journal article a few weeks back — With a 9.5% jobless rate and some 15 million Americans looking for work, many employers are inundated with applicants. But a surprising number say they are getting an underwhelming response, and many are having trouble filling open positions… Employers and economists point to several explanations. Extending jobless benefits to 99 weeks gives the unemployed less incentive to search out new work. And then the troubling anecdotes start pouring out in the article – Some workers agree that unemployment benefits make them less likely to take whatever job comes along, particularly when those jobs don't pay much. Michael Hatchell, a 52-year-old mechanic in Lumberton, N.C., says he turned down more than a dozen offers during the 59 weeks he was unemployed, because they didn't pay more than the $450 a week he was collecting in benefits. One auto-parts store, he says, offered him $7.75 an hour, which amounts to only $310 a week for 40 hours. “I was not going to put myself in a situation where I was making that small of a wage,” says Mr. Hatchell. Hmmm. Firstly, in principle, I am troubled with the idea of offering lower salaries just because you can. It’s short sighted as far as talent strategies go – because given the slightest chance of a turnaround and the opportunity to be made whole again from a compensation perspective, I do believe workers will jet. And think about the possible employee relations nightmare you have with recession hires who you got as a steal of a deal working side by side with people who were brought in years earlier in the 75% percentile. No fun. Which means you have a bit of a problem. A big problem, actually. From my vantage point, I’m not seeing candidates accept lower salaries. And then unemployment remains rampant. Some employers out there want to low ball as a strategy though. Which means something has got to give. Now, I’m no economist, but it seems like a few things are going to need to happen to fix this picture. Job seeker realities need to be shaken a bit. Stronger enforcement around job offers turned down by individuals receiving unemployment insurance is one thing. More clarity (and maybe transparency) around salaries and market rates is another. (How many times have you heard a candidate or even employee lament about seeing “market data” on the web as justification for receiving a salary increase? Right? Their information source is broken, somewhere.) But another piece of this is that hiring is a two way street. It’s a dance and it’s a negotiation between a job seeker and employer. Both sides have to come to agreement on the position and responsibilities, the pay, the benefits and more. You hear that? Just because you have the job to offer, and they don’t, doesn’t automatically put you in the driver’s seat and in control of the situation. Even a capitalist like me believes that. It’s a two way street. And it takes two to tango. Or if you’d like, there’s no I in “team.” You pick the phrase you fancy most – but it’s a give and take folks. Read the rest here:
Tags: economy, expectations, Fear, jessica lee, job, Job Market, Job Offers, Job Openings, Joblessness, labor, Layoff, Lot, midst, notch, Notch Talent, offer process, openings, Personal Expectations, recession, result, resume, Salaries, salary, Salary Expectations, Salary History, short, Short Sightedness, sightedness, Underemployment, Unemployment Benefits, Unemployment Rates Recruitment Planning Starts With Local DataIf you are a recruiter, the best way to make sense of the national unemployment rate, which currently sits at 5.3%, is to ignore it. Well, not really. But the real meat of the unemployment story lies in regional data. Broken down by states, Tasmania and NSW lead the nation in unemployment numbers, while employers Read more:
Tags: economy, Generosity, Industry Chat, national, National Unemployment Rate, numbers, rate, recruiter, recruitment agencies, Recruitment Agencies, regional, Regional Data, result, sourcing, tasmania, unemployment, Unemployment Numbers, Unemployment Rate Chart Focus: Job Vacancies in AustraliaLet’s have a look at the major indices monitoring the health of the job market. The ANZ Job Index According to the ANZ Job series, total job advertisement grew by 1.3% in July, to be 36.1% higher than they were last July. The economy added 171,685 jobs on average per week. Surprisingly, print ads did Visit link:
Tags: ads, anz job series, economy, focus, Health Job, indices, Industry Chat, job, Job Advertisement, Job Australia, Job Market, Job Vacancies In Australia, jobs, major, Major Indices, Market Index, print, Print Ads, result, Vacancies In Australia The Temp/Contract Labor Hedge: Don’t Confuse It With Independent Contractor Games…Is the economy coming back or not? Regardless of your opinion, there's one sure thing that's happening in the marketplace… Employers everywhere are hedging their bets on hiring. The hedge manifests itself in several different ways from an employer perspective: -Employers aren't hiring until they absolutely have to. -When they do hire, employers are more apt to avoid making a full-time commitment, often by bringing in contractors or temps instead of talent classified as full-time employees. Without question, this sucks for the American worker. However, you'd do the same thing if you were a business owner with a labor intensive business. Unsure of whether you're going to hit the revenue number in a tricky economy, you're going to manage the expense line with an eye on maximum flexibility. Hiring up through temps and contingent workers before hiring full-time is the best way to do ensure flexibility with your BIGGEST EXPENSE – payroll. Period. That's why this happens this way, and you'd do the same thing. Of course, that approach isn't great for the American worker, and the government is looking to help. More from Workforce Recruiting : “Two job fairs held in July 2010 offered 500 new full-time positions for production workers at BMW’s plant in Spartanburg, South Carolina. MAU, BMW’s staffing partner, will do the hiring, and the new employees will be “contingency associates” employed as contract workers through MAU. In the same month, ZipRealty, a real estate brokerage firm, announced that as of September 1, 2010, it plans to convert all of its 900 California-based agents from employees to independent contractors. Any new agents signed on in California will be employed as contractors. Like the jobs at BMW and ZipRealty, most of the positions created in the past six months are temporary or contract jobs, according to data from the Bureau of Labor Statistics. “Over the past year, federal and state governmental agencies have signaled their intent to more seriously investigate the misclassification of employees as independent contractors,” says Michael Royal, a partner and employment law specialist at Fisher & Phillips LLP in Dallas. “The federal government estimates that misclassification of employees as independent contractors will cost the Treasury Department more than $7 billion in lost payroll tax revenues over the next 10 years.” The Government Accountability Office released a major report on misclassification in August 2009. The report called on the Internal Revenue Service and the Department of Labor to share information with each other and their state counterparts and to coordinate enforcement efforts that target misclassification.” Can the government actually use the threat of heightened enforcement on contractor issues as a lever to force more full-time hiring? My experience says “no”. To evaluate the new focus on enforcement at the DOL/Federal level, let's talk about what contractor status is and isn't in situations like the one at BMW in Spartanburg. What the BMW situation is not: -The BMW situation has nothing to do with independent contractor status, which is where a lot of abuse happens. You know the deal here. Instead of hiring someone full time, companies code single employees as “independent contractors”, which results in those contractors being paid gross wages and then cut a 1099 at the end of the year – which means a lot of unreported revenue, loss of payments into the social security system, etc. The ZipRealty situation has exposure here, but BMW does not. -The BMW situation has nothing to do with another area of labor law enforcement – exempt vs. non exempt status, where employees lose $$ by way of incorrect classification. What it Is: -The BMW situation is a classic example of an employer hedge. They're hiring up in anticipation of a recovery, and they're doing it in a way that provides maximum flexibility. They're surely working through a reputable provider of contingent talent, and included in the markup they pay is all the associated taxes that employers normally pay, which will be paid by the contingency agency of record, not BMW. Good luck attempting to force BMW out of the contingency strategy by enforcement saber-rattling. It's America, and the contingent strategy is one they can rightfully pursue. ZipRealty has more issues on this front, and the issue is the definition of indepedent contractors. BMW is a million miles away from that situation. The workers best bet at BMW? Be the best and be one of the first to be converted to full-time status. See the original post here: “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: economy, Industry Chat, kris dunn, recruiting, result Vote Liberal and vote yourself out of a job.I love politics, I really do ! I love the public display of stupidity that seems to vibrate through the great open house. Sometimes I wonder if the people in charge have been drinking toilet water or taking immense amount of stupid pills prior to getting up and speaking publicly. I say this because of the recent comment posted by Abbott who said that if elected the Government would impose a two-year freeze on public service hirings. Except of course for positions such in defence, customs, the AFP. Fantastic Mr. Abbott, great to know that by electing you we stand to loose 12,000 + jobs. In short, if you are in recruitment and one of your clients is in government, voting liberal is a great way to cut your demand. I’m not very bright, but, in my experience, increasing jobs increases spending. Increasing spending triggers a stronger economy. A friend of mind has a theory that the Liberal Government don’t want to get elected. I wonder if Abbott kissed any babies of government employed parents? Tags: Babies, Customs, economy, Friend Of Mind, job, jobs, Liberal Government, Love, Mr Abbott, Open House, Parents, politics, recruitment agencies, Stupid Pills, Stupidity, Toilet Water, vote JobsBlogger Ryan on the radioOur very own Ryan Graves was interviewed on KUOW 94.9 (the National Public Radio affiliate radio station in Seattle and the most listened-to news station in Washington State) last Friday. Host Ross Reynolds, of the popular program The Conversation , looked to Ryan to provide a recruiter’s perspective on how to find a job in this economy. Reynolds previewed the show as, “In this tight job market, people are competing with many well qualified applicants for every job. How can you make your resume standout? If you get the job interview, what can you do to make a positive impression? Microsoft staffing consultant Ryan Graves joins us to offer advice. Have you ever totally blown an interview, or been appalled at an interviewee? Tell us about it.” Ryan – as always – had a ton of insight and great ideas. Check out the interview here . You might just learn something.
See the article here: Tags: affiliate-radio, been-appalled, conversation, economy, graves, interview, national-public, news-station, popular, resume, resume-standout, seattle, totally-blown Support leaders or lose them, report warnsHR managers must have leadership development programs in place for employees or face the risk of losing them when the economy recovers, a new report warns. Read more here: Tags: economy, economy-recovers, employees-or-face, managers-must, new-report, risk Paid parental leave would boost – not drain – economy: reportA paid parental leave scheme would stimulate the economy rather than be a drain on it, according to a new report. View original post here: Tags: economy, leave-scheme, paid-parental, stimulate-the-economy, the-economy |
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