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Personal Branding in Recruitment (and why it matters)The time has long gone when a recruiter of dubious moral and ethical standing can hide behind the glossy corporate image of their particular employer of choice. In the age of advanced recruitment technology, social media, digital content sharing and mobilised networks, a recruiter’s own personal brand has taken on far greater importance and prominence. For View original post here: Tags: choice, content, corporate, digital, employer, image, Industry Chat, media, recruiter, result, technology Konnecting Pty Ltd – Skilled Migration & Recruitment ConsultantsKonnecting Pty Ltd – Skilled Migration & Recruitment Consultants Migration Recruitment Services | Australia Skilled Migration Agents amp Recruitment | 457 Visa Sponsor | Working Visas www.konnecting.com Konnecting Australian Skilled Migration and Recruitment Home For Migrants For Employers About Konnecting Migration Settlement Assistance Education Advice Blog Contact Us Welcome to Konnecting Skilled Migration amp Recruitment Consultants Immigration News + Processing of Priority Group 5 General Skilled Migration Applications + New 457 Visa Accreditation Scheme + Victoria Updates State Migration Plan SMP + More Immigration News Candidates + Contact Us for Details + More Candidates Jobs + Assistant Store Manager Automotive + Mobile Sales Hydraulic Hose Fitter + Internal Sales Person Industrial Supplies + More Jobs Konnecting Migration Services amp Skilled Recruitment is a complete integrated Australian migration services provider offering registered migration agent services Australian working visa processing assistance including 457 visa and skilled migrant worker recruitment for Australian employers Migration services are an integral part of moving to another country As a prospective migrant to Australia Konnecting Migration Services can not only endeavour to place you with an Australian employer we can also have our registered migration agents liaise on your behalf with the Department of Immigration and Citizenship DIAC to assist with the correct application and processing of the appropriate Australian working visa for you Konnecting isn’t just an Australian migration expert we are also an employment recruitment agency for skilled migrants and employers We assist employers source skilled international workers anywhere in the world or if they are currently in Australia on a 457 Visa In a tightening Australian employment market increasingly employers are broadening their sourcing There are many benefits to sponsoring staff on 457 visas Konnecting Migration Services is based in Sydney but our migration agents and recruitment agents can provide recruitment and migration services all over the country from Perth to Central Queensland to Adelaide Sydney and Melbourne whether you’re a skilled migrant worker or an Australian business looking to recruit skilled migrants If you would like to work or study in Australia why not use our Visa Wizard to test your suitability for skilled migration to Australia You can also contact us for more information If you are seeking further details about the many different working visa categories the Migration Services area of this website has information about a selection of Australian working visas. However speaking personally to a registered migration agent is always the best option for understanding Australia’s complex visa applications and various working visas Konnecting Migration Services amp Skilled Recruitment delivers integrated recruitment immigration and settlement solutions to connect Australian employers with skilled overseas staff Whether you’re a skilled migrant looking to move to Australia on a temporary or permanent basis or an Australian employer struggling to find qualified staff we can offer an efficient straightforward solution From the visa application process and recruitment to assisting migrants as they settle in and live in Australia Konnecting Migration Services can help streamline the Australian migration process for both Australian employers and prospective Australian migrants Quick Find Info On Are you eligiblefor skilled migration Contact Us Keep informed with our e-newsletter subscribe Skilled Migration Assessment Form For Migrants Migration Services Recruitment Assistance For Employers Our Services Candidate Database Recruitment About Konnecting Konnecting is an integrated Migration Services and Recruitment company We assist processing Australian Visas and may be able to connect you with an employer We can also source specific skills sets overseas for employers Registered Migration Agent MARN 0853698 Konnect to Us Twitter Facebook LinkedIn Site MapTerms of UsePrivacy PolicyDisclaimer copy 2011 Konnecting IRMAP Code of Conduct close Visa Wizard Skilled Migration to Australia This wizard is designed to calculate your eligibility for skilled migration to Australia You can save your progress at any time using the Save Progress button and resume use of the wizard when convenient Your progress has been saved your resume code is Resume Saved your Progress Use your resume code to continue Save Progress 1% complete #160 Disclaimer This information does not constitute advice and does not include all possible visas that may apply to your situation Migration Law is complex and subject to change please contact us for further advice and evaluate your personal situation There are currently many changes in migration legislation and there may be time lags to the Visa Wizard being updated View Full Disclaimer close Skilled Migration Assessment Form Important Please read carefully The following is a questionnaire that is designed to ask you questions relevant to your application for an Australian Visa based on your personal situation To answer a question just click or type the answer into the relevant box You will notice that questions will appear and disappear based on what answers you provide Please provide the relevant information for each question that appears If you answer all the questions correctly there should be no irrelevant questions When answering a question provide as much detail as possible Do not use ditto or As Above even if the information is repeated You should check that the spelling is correct and that numbers and dates are recorded correctly WARNING Please ensure that all the details you provide are true and correct The information you provide may be used in the preparation of a visa application It is an offence under the Migration Act to provide or cause to be provided documents or information to the Department of Immigration and Citizenship which is false fraudulent or misleading Significant penalties apply Providing incorrect information may also result in your visa application being refused or any visa granted to you cancelled Remember providing Konnecting with all the correct information will help them to prepare your application Ready to Proceed I have read the above and am ready to proceed Main Applicant Details Client File Number If you have been given a Konnecting client file number enter it here Who is completing this Questionnaire Are you the main visa applicant Yes No Insert the details of the person completing this questionnaire Family Name Given Names When inserting details on this form please ensure that the details which are entered are from the point of view of the main applicant Personal Particulars of the Main Applicant Insert your details as they appear on your passport Prefix Given Names Family Name Male Female Preferred Name Insert details of when and where you were born Date of Birth DD/MM/YYYY Town/City of Birth State/Province Country Have you been know by any other name i.e maiden name alias other married name Yes No Insert details about the other names you have been known by Family Name Given Names Reason for Change Marital Status What is your current marital status Defacto Divorced Engaged Interdependant Married Never Married Separated Widowed Current Residential Address Insert details of your current address This must be a physical address not a PO Box number Street Address Suburb Postcode State Country Do you have a different postal address Yes No Current Postal/Correspondence Address Insert details of your current postal address Address Suburb Postcode State Country Phone and Email Details Insert details of your current telephone and email contact details PhoneCountryAreaNumber After Hours:Mobile/Cell Office Hours:Email Fax Number:Alternate Email Citizenship Details Insert details of your current citizenship(s Issuing Country When was this citizenship acquired How was your citizenship acquired Refused Citizenship Have you ever been refused citizenship of another country Yes No Insert details about your previous citizenship application(s which were refused Country When was this application refused Reason for refusal Passport Details IMPORTANT Most Australian visa applications require that you have a valid passport Without a passport you may not be able to make a valid visa application For more information please contact Konnecting Do you currently hold a valid passport Yes No Enter the details of your passport(s Passport Number Country Issue Date Expiry Date Issuing Authority Identity Document or Identity Number Have you been issued with an ID document or number Yes No Insert the details of your identity documents or identity numbers Type of Document Number Issuing Country Addresses Please provide details of every address where you have lived for 12 months or more during the previous 10 years Date From Date To Country Full Address Employment Details Have you ever been employed Yes No Provide details of your employment history for the entire period since leaving school until now including periods of unemployment Date From Date To Name of Employer Business Type Your Position Address of the Employer Country Education Details Have you undertaken any form of study or education Yes No Provide details of your education history Date From Date To Course Level Course Name Institution Name Institution Street Address City/Town/Suburb Post Code Country Course Status English Communication Skills How well do you communicate in English Proficient Competent Concessional Competent Vocational Functional Limited Not at All Have you completed an IELTS test or OET test Yes No Insert details of your English Language competency test Date Test Completed Test Report/Certificate No Test results As shown on your results report/certificate Listenting Reading Writing Speaking Overall/Average Business History Are you applying for a Business Skills Visa or Investment Retirement Visa Yes No subclasses 132 160 161 162 163 164 165 405 845 890 891 892 or 893 Your Overall Business and Career History Have you ever been involved in a business or managed an investment which operated at a loss whilst you were involved Yes No Provide details including dates reasons and outcomes Have you ever been involved in a business which has been or is subject to insolvency receivership or liquidation Yes No Provide details including dates reasons and outcomes Have you ever experienced or are you currently experiencing bankruptcy Yes No Provide details including dates reasons and outcomes Business Assets amp Liabilities Have you and/or your spouse been involved in or owned a business during the previous 5 financial years Yes No Provide details of your involvement and ownership in any and all businesses for the last five years If you have been involved in more than one business make sure you use the plus-sign button to add details of another business Business Name Is this Business registered in Australia Yes No Australian Business Number Date your involvement began Has your involvement ceased Yes No Date your involvement ceased Business Street Address Country Type of Business Your Position Your type of ownership/interest in the business Were you involved in the day to day management of this business Yes No Provide details of your specific management responsibilities Local Currency Provide financial details of the business for the last five financial years Record details in the local currency Financial Year Ending Net Assets of Business Turnover of Business Number of Full Time Employees of Business Owned by you amp spouse Balance of your loans to the Business Balance of loans to you from the Business Balance of loans to finance your investment Your Net Assets in the Business Personal Assets amp Liabilities During the previous 2 financial years have you and/or your spouse held any of the following assets/liabilities Cash at bank/Cash on deposit Yes No Provide details of your bank account(s and term deposit(s Bank Name Country Bank Address Currency Account Name Account Number Have you incurred a liability in order to obtain this asset ie mortgage loan etc Yes No Liability Type Provide the value of your bank account as at the time you complete this form and as at the end of the previous 3 financial years As at the following dates Date Asset Value In Local Currency Liability Value In Local Currency Net Value Assets Liabilities Now End of most recent Financial Year End of Financial Year 2 End of Financial Year 3 If you have held other bank accounts during the previous 2 financial years add new sections for them Real Estate Yes No Provide the following details about your property/real estate Property Address Country Purchase Price Currency Purchace Date Property Status Australian Assets Net Wealth Located Outside Australia Investor Retirement Visa Submit Assessment to Konnecting Have you completed all the required questions Yes No Is all the information you have provided true complete and correct Yes No Submit Assessment Submitting Thankyou we will contact you soon Your assessment contains empty or invalid fields These have been marked above please correct your assessment and submit it again Your assessment could not be submitted at this time due to a network or server problem Email this page close Who do you want to send this page to Name Email Address Who are you Your Name Your Email Address nbsp Send Tags: address, application, assessment, assets, australia, australian, business, citizenship, contact, correct, country, Currency, current, dates, details, Email, employer, employers, financial, immigration, including, information, insert, involved, konnecting, Migrants, Migration, number, Passport, previous, progress, provide, questions, Recruitment Agencies, refused, skilled, Visas, wizard, working, years Facebook, Twitter, Google and even Talent Communities; it’s all about the data! Thing is, we probably all know this yet, when we talk talent communities of any kind we get all hot under the collar about the conversations, engagement, employer brand blah blah blah. But, we do actually need all these conversations to take place, photos to be uploaded, friends to be found because every action, every conversation, every like – counts. It counts for advertisers which is where Facebook make (some of) their money. But there will be a bigger picture as to how Facebook monetise all of this information; but that's nothing new. For talent communities we need to be thinking much further ahead about the real goal. Ultimately, the utopia of recruitment is access to the best people exactly when you want them, exactly when they want to be found. Not just skills though, we need to mix in attitude, desire, interest and timing. This is ultimately where the data from external sites such as Twitter and Facebook, added to your own community data really start to add up. Hogwash maybe but let's see. Like Facebook and Google and Twitter; it's about the data. The things they offer are purely there to get you to do stuff which they save into big data banks of information and monetise. Don't get me wrong though. The whole point about making the recruitment process more engaging and conversational is of value to both parties but this ultimately to get the best match for job seeker and employer. Of course it is important that unsuccessful job seekers are treated well and they leave with a positive brand experience. If you are a retailer for example, chances are the job seeker is also a customer so they should be treated accordingly. But the same applies to any employer; treat job seekers like customers because one day you never quite know where they will be. Also, there is a good chance these days that they will share their experience with the friends…. you get the point. But to me it is the rich data that can be collected and used to make the recruitment more amazon like than it is today. G4S are already on that journey offering up jobs that match based on various activities the job seeker has taken. I'm sure there is a lot more besides but we are all just starting that journey. G4S stepped up to the plate, so who's going to join them? More leaders required to start to transform the face of recruitment and make it what we dream of. So, I am a talent community fan. It's they way that recruitment, marketing, sales, customer support is heading and it's going at 100mph. OK the term may not be one that everyone likes but the concept of better communication, choice of communication and style of communication should not be lost on any of us. Unless of course you live in a cave Visit link:
Tags: attraction, career sites, collaborative recruiting, collar, conversations, employer, hot, Industry Chat, money, Photos, result, social recruiting, Talent Acquisition Facebook, Twitter, Google and even Talent Communities; it’s all about the data! #in Thing is, we probably all know this yet, when we talk talent communities of any kind we get all hot under the collar about the conversations, engagement, employer brand blah blah blah. But, we do actually need all these conversations to take place, photos to be uploaded, friends to be found because every action, every conversation, every like – counts. It counts for advertisers which is where Facebook make (some of) their money. But there will be a bigger picture as to how Facebook monetise all of this information; but that's nothing new. For talent communities we need to be thinking much further ahead about the real goal. Ultimately, the utopia of recruitment is access to the best people exactly when you want them, exactly when they want to be found. Not just skills though, we need to mix in attitude, desire, interest and timing. This is ultimately where the data from external sites such as Twitter and Facebook, added to your own community data really start to add up. Hogwash maybe but let's see. Like Facebook and Google and Twitter; it's about the data. The things they offer are purely there to get you to do stuff which they save into big data banks of information and monetise. Don't get me wrong though. The whole point about making the recruitment process more engaging and conversational is of value to both parties but this ultimately to get the best match for job seeker and employer. Of course it is important that unsuccessful job seekers are treated well and they leave with a positive brand experience. If you are a retailer for example, chances are the job seeker is also a customer so they should be treated accordingly. But the same applies to any employer; treat job seekers like customers because one day you never quite know where they will be. Also, there is a good chance these days that they will share their experience with the friends…. you get the point. But to me it is the rich data that can be collected and used to make the recruitment more amazon like than it is today. G4S are already on that journey offering up jobs that match based on various activities the job seeker has taken. I'm sure there is a lot more besides but we are all just starting that journey. G4S stepped up to the plate, so who's going to join them? More leaders required to start to transform the face of recruitment and make it what we dream of. So, I am a talent community fan. It's they way that recruitment, marketing, sales, customer support is heading and it's going at 100mph. OK the term may not be one that everyone likes but the concept of better communication, choice of communication and style of communication should not be lost on any of us. Unless of course you live in a cave Read the rest here:
Tags: blah, career sites, collar, employer, hot, Industry Chat, money, result, social recruiting, Talent Acquisition references, do they really matter?I don’t understand why some companies require 2 completed references. I wonder what percentage of references are actually real. You could put your best friend down as a reference and just tell him what to say. Is there no other way people can do there due diligence ? Maybe when people leave a company they should get a report signed off by both HR and the Manager, then use that report for the next job. Sometimes people just clash and things don’t work out. So in a scenario like that they could possibly use 2 of there previous employers reports? I mean at the end of the day even something like that can be forged? Isn’t the reason we have 3 month trial periods to find out whether the person is right hire? Does anyone have any suggestions? Tags: Accents, bought, cards, convert, design, employer, employers, engagement, entire, extra, faked, forged, large, matter, people, permanent, possibly, previous, really, references, report, reports, resume, right, scenario, things Difference between retrenchment and redudancyI hope someone can please help me. Where I work they are talking about possible redundancies. But others are using the word retrenchments. Can someone please tell me what the difference actually is? Tags: actually, alternative, called, difference, employee, employer, offer, position, possible, process, redudancyi, Redundancies, redundancy, redundant, Retrenchment, retrenchments, talking, using On-hire worker wins discrimination case after "weak and unfunny" racist jokeOne of Clexan Peak Personnel’s on-hire workers has won $5,000 in damages from host employer Sydney Water for racial discrimination, after a Sydney Water employee made a “weak and unfunny” racist joke in his presence. Follow this link: Tags: clexan, employer, host, Industry Chat, peak, racist, result, sydney, water Great Gotcha Interview Questions.There’s a dozen interview questions that fluster IT job seekers at all career levels. Give a surprised or weak answer to any of them, and red flags fly. Hiring managers may conclude that a candidate is ill-prepared, and thus the job seeker can look forward to more months of firing off résumés in the worst job market in years. Gotcha No.1: Why have you been out of work for an extended period of time? Nettles says a job seeker’s anger toward his former employer sometimes surfaces when answering this question. Yet a candidate who speaks negatively about a former employer “shows a lack of self-control or discipline,” he says. Another get-out-of-jail answer: “Sometimes, they say they want to mull over the question and come back to it, which is a good response if they’re caught off guard,” adds Nettles. ARUN, a former senior vice president and department head at SMBC Leasing and Finance, says he would be shocked if the firing question didn’t come up during CIO job interviews. If you’re on the receiving end of this question, he says, it’s a good bet you’re needed to fix some serious problems. Gotcha No. 5: If the CEO or someone very senior in the organization comes to you with an urgent problem, how would you handle it? Gotcha No. 6: What books have you read lately? Gotcha No. 7: Have you published any technical documents or white papers? Gotcha No. 8: A year from now, what is going to keep you at this company? Gotcha No. 9: How long will it take before you make a positive impact? Every IT manager wants to hire someone who can get up to speed in a new environment without a lot of training or hand-holding. Nettles tries to determine how confident the job seeker is in her abilities and how well she grasped the job description and key responsibilities, in hopes of gauging her ability to quickly make a positive impact. If the job seeker understands the job for which she’s interviewing and the challenges associated with it, she ought to be able to explain how long it will take before she has an impact. As a CIO, Tomko encountered job seekers who were intent on discussing all of the accomplishments on their résumés. So he would press them by asking how much they really contributed to the accomplishment. Gotcha No. 11: If you were able to get 20 percent cost savings, could you have gotten thirty or forty percent? Gotcha No. 12: What are your weaknesses and some of your failures? Despite the fact that questions about strengths, weaknesses and failures come up in every job interview, job seekers continue to stumble on them, says Nettles. Source: http://www.cio.com Tags: answer, company, employer, interview, interviewer, people, question, really, think, working Job seekers own your employer brandRemember when employer brand was something the employer/ad agency controlled? Not any more. PEOPLE LISTEN TO OTHER PEOPLE You know what you do when you want to buy something. Google it, read online reviews, customer feedback, who bought what etc. Ultimately your decision is swayed by people you do not know and by the actions they take. YOUR EMPLOYEES SAY IT HOW IT REALLY IS Even if social networks are blocked employees will have their say. Other people will hear and discuss. Opinions will be formed. It’s not what you say you do but what other people SEE you do… The rest is here: Tags: actions, advertising agencies, brand monitoring, decision, employer, even-if-social, other-people, people, read-online, social media, social-networks, the-actions, your-decision Sustainable engagement needed to avoid burnoutThe links between employee engagement and profitability are well established, but there’s been a lack of focus on the long-term impact on employees who have a high level of commitment to their employer, says Alice Streatfeild of research firm, ORC. Read the original: Tags: alice, alice-streatfeild, employee engagement, employer, impact-on-employees, links-between, research-firm, their-employer Employees "shut out" of bargaining process: ReportMore than half of Australian workers don’t currently feel able to negotiate pay with their employer, and less than half of those who do have taken action in the past year, according to the University of Sydney’s Workplace Research Centre. Visit link: Tags: australian, currently-feel, employer, past, sydney, the-past, university, workers-don, workplace, workplace-research Voluntary cuts make for happier staffEmployees at companies that encouraged voluntary staffing and hours reductions during the downturn are more likely to be happy and to be advocates for their employer, a major survey has found. Read this article: Tags: downturn, during-the-downturn, employees-at-companies, employer, encouraged-voluntary, hours-reductions, major-survey, their-employer Stop trying to "own" your brandEmployers must accept that they no longer have ultimate control over their employer brand – but there are some steps they can take to keep the message positive, says US-based HR commentator Dr John Sullivan. View post: Tags: employer, keep-the-message, message, message-positive, must-accept, ultimate-control Two-thirds of workers disengaged, exodus loomingEmployees who don’t have a clear understanding of “what is expected of them and what they are accountable for” are unlikely to care about their employer’s success, says Right Management’s Bridget Beattie, who warns that nearly two in three workers are at risk of fleeing their jobs within the next 12 months. See the original post here: Tags: bridget, bridget-beattie, employer, jobs, jobs-within, right-management, their-employer, three-workers The Ferrero Rocher EffectSo we may all remember the supreme Ferrero Roche ‘Ambassador’s Party’ TV ad – ‘Delicieux’…’excellente.’…’Monsieur, with this Roche, you are really spoiling us!’. Ah – Ambassadors – it’s generally recognised that your employee’s are/can be the best ambassadors of your employer brand. A lot of my Aunts’s and Uncle’s worked in Marks & Spencer’s when I was growing up – they were lifetime employee’s and I remember they were the very best ambassador’s a company could hope for- they weren’t shy about telling you all about the benefits (and trials and tribulations, of course) of working for what was certainly a premium employer, back in the day in Belfast. It’s no coincidence that so many companies are using their staff in their TV advertising – Sainsbury’s with their Mum returner to work character – brilliant dual branding ad for the employer and consumer brand. B&Q with all their regional staff… Originally posted here: Tags: aunts, brilliant-dual, drnf, employee, employer, party, regional, supreme Important Information On Your Account At CareerOne.com.auI received an email from CareerOne today asking: Dear Careerone Employer, As a valued customer, you are receiving this email as our records show that you have posted a job ad with CareerOne.com.au and we want to make sure your account remains active. We are currently updating our records to ensure we continue to offer our advertisers the best service and support. As a result, any accounts that have not been accessed in the last 18 months will be deleted. To keep your account active, simply login to your account today. Forgotten your password? We can resend it to you. I appreciate the need to keep business and sometimes the way to do this is to get customers who have dropped off, back on board. I have not advertised with CareerOne for over three years. And I daresay there’d be many others in my position. Is this email going to inspire me to begin advertising with them again? Unlikely. There’s nothing wrong with a phone call. This seems to be a lazy way of doing a necessary job. Plus, it looks like one of those bank scam emails and I am not about to click and find out… Continue reading here:
Tags: adhoc, careerone, cmp, emc, employer, Industry Chat, job, online recruitment news, result Please select your genderLast week, a mid-size Australian company updated the job application form with an extra gender selection. The company specialises in Accounting, Insolvency and Financial Planning.It got me thinking… Do we really need to know what the gender of the candidate when they apply for a job? Certainly for some roles it may be necessary and the employer should clarify the job advertisement with an exemption notice from the relevant authority.But it dose open the possibility of discrimination towards the job seeker. Read the original post: Tags: australian, employer, extra-gender, gender, insolvency, relevant, should-clarify, the-employer, the-possibility Interview with Paul Jacobs on the launch of TribeHQPaul Jacobs and Tim de Jardine launched TribeHQ http://www.tribehq.com (we have covered TribeHQ previously) last month and I was keen to find out more about Paul and TribeHQ. For those of you who don’t know who he is have a look at his company http://www.engageonline.co.nz as well as the Recruitment 2.0 community site http://thoughtleaders.ning.com You could say that Paul is the “go to” person and a leader in Online Recruitment and Employer Branding in New Zealand. Go here to read the rest: Tags: employer, find-out, find-out-more, jacobs, jardine, last-month, online, Recruitment Agencies, tribe |
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