It Jobs, It Recruitment – Citi Recruitment

It Jobs, It Recruitment – Citi Recruitment CITI Recruitment #8211 IT Jobs and IT Recruitment | IT Jobs IT Careers IT Recruitment Agency | CITI Recruitment +612 9025 9900 Home About Careers at CITI Recruitment Our Team Steve Wilson #8211 Director Our Team Mike Watson #8211 BI DW Manager Privacy Services IT Recruitment Services Client Services Migrating to Australia Working in Australia News IT News CITI Recruitment News LinkedIn News Recent Placements Jobs Submit CV Testimonials Contact CITI Recruitment #8211 IT Jobs and IT Recruitment CITI Recruitment is the preeminent Enterprise Integration Business Intelligence Data Warehousing and Emerging Technologies IT Recruitment Company in Australia We have extensive expertise in the IT Recruitment and IT Jobs arena including Searching Headhunting Selection Fixed Cost Services and Interviewing We specialise in sourcing and building highly specialised IT teams for our clients projects Our aim is to provide you with a truly consultative IT recruitment solution Our IT Recruitment Services cover the following Industries and Technical Domains Enterprise Application Integration Jobs e.g TIBCO IBM WebSphere Oracle Fusion Weblogic Business Intelligence and Data Warehousing Jobs e.g Cognos TM1 Datastage Informatica Hyperion and Teradata Software Development Jobs e.g Java JEE .NET C++ ASP.NET IT Architecture Jobs e.g SOA EDA Enterprise Service Bus ESB IDM Zachman ZapThink Content Management Systems amp Web Development Jobs e.g HTML CSS SharePoint Ruby on Rails OpenText SiteCore Oracle Stellent Emerging Technology Jobs #8211 e.g iOS Cloud Development Ruby On Rails Mobile Development JavaScript FrameWorks Project Managers and Business Analysts Roles #8211 Agile Scrum Prince2 PMBok PMI Rational ERP Positions e.g JD Edwards SAP Oracle e-Business Our specialised services include Access to over 85,000 IT Candidates through the latest active database technology Experience assisting our clients processing 457 business visas for overseas skilled IT applicants looking to work in Australia Premium Access to LinkedIn with over 5,000,000+ contacts worldwide Job Advertising services including coverage across 15 premium job-boards International amp National IT contract IT permanent and executive search recruitment services IT Recruitment in Sydney IT Jobs in Sydney IT Recruitment in Melbourne IT Jobs in Melbourne IT Recruitment and IT Jobs in Brisbane Adelaide and Perth CONTACT US Sydney IT Recruitment Office 02 8070 9349 +61 2 8070 9349 info@citirecruitment.com Level 10 210 Clarence Street Sydney NSW 2000 Brisbane IT Recruitment Office 07 3103 2505 0401 735 235 gino@citirecruitment.com Level 7 127 Creek Street Brisbane QLD 4000 Melbourne IT Recruitment Office 03 9015 9501 info@citirecruitment.com Level 4 480 Collins street Melbourne VIC 3000 SEND US A NOTE Name Email Phone Note Job Search Our Latest JobsTibco BW Solutions Architect Help Desk Analyst SQL Server DBA Data Architect C++ C Developer PHP Magento Developer SAP BI/BW Functional Consultant | 18 Month Project | QLD Government Project| CITI Recruitment Facebook CommunityAlready a member?LoginLogin using Facebook Last visitorsview more IT Recruitment on your iPhone CITI Recruitment was the first Australian IT Recruitment Agency to have an iPhone enabled website Simply point your iphone to www.citirecruitment.com to find IT Jobs in Sydney Melbourne Brisbane and Perth IT Jobs IT Careers IT Recruitment Agency | CITI Recruitment Copyright copy 2012 All Rights Reserved WordPress SEO at CleverPlugins.com

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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

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At last, something positive for the recruitment owner!

Mark Stephens Guest Post With all the changes taking place across the digital recruitment landscape, employment agencies have been squeezed on all fronts for a few years now. There are not many recruitment owners that have not felt the full impact of some of the fundamental changes that have been taking place Lower salary jobs and generic roles are being pulled back in house at an alarming rate, as access to the online tools that were once exclusive to the agencies are now available for all to use and as companies look to reduce their recruitment expenditure. Add in the rapid growth of fixed fee solutions and then, (take a deep breath) there is LinkedIn! LinkedIn was once the best friend of the savvy executive search recruiter, but is now the gateway to ‘free to access candidates’ to their precious clients. Let’s face it, LinkedIn has helped to change the dynamics of the recruitment sector for good. Job board advertising certainly doesn’t appear to have advanced much in the last few years, as talented candidates have become apathetic, realising that resourcers will come and find them. That doesn’t mean that candidates are no longer registering their details onto job boards, it’s just that the good ones don’t bother adopting a pro active approach any more. It does mean that the majority of a recruiters time is spent sifting through CV’s and then calling through prospect lists, networking and digging out leads. Is it any wonder that the last generation of recruiters look at the visible activity levels of today’s recruiters and shake their heads with bewilderment, that they manage to turn a profit at all. So is the tide about to turn, with the imminent launch of  Its a Job Calling ? Anyone who is anyone in recruitment has probably already heard the jungle drums beating away for a few months on this project, as Chris Smith (previously of eCRM People) and his carefully assembled team, that includes 2M Tech, Hamilton Bradshaw and a number of credible NED’s, have joined forces with a telco carrier to launch a virtual telephone resourcer service that works in conjunction with a ‘free to access’ database, containing well over 1 million active candidates. A number of job boards have already spotted the potential for this service and the team are in discussions to merge with one of the major players, that would see the size of the candidate pool dramatically increase to nearer 5 million sometime next year. All the candidate needs to do after listening to the message is to press zero on their handset and they get a free call directly back to the recruiter. Obviously there will be an art to creating a compelling message that maximises candidate response, but doesn’t that exist already? Nobody is claiming that this will work for every vacancy, but I’m betting that over 50% of recruitment campaigns being worked each day, would have dramatically improved their results by utilising this service. And as a recruitment owner myself, I bet that the majority of other Recruitment owners across the country, would have liked to have seen more telephone activity from their recruiters today! Is it a game changer? Well, if you consider the possibility of a completely free to access database and a telephony service or ‘virtual recruiter’, that costs the same as the telephone call that you would have made anyway, then it makes this service a virtual no brainer for every recruitment company in the country to adopt in some capacity. Find me just 1 recruitment owner that says he would not like to see efficiencies improved, in particular when it comes to telephone activity. The Its a Job Calling team are taking applications to BETA the system when it goes live in January. You can go to their site and enter an email address to register your interest to participate. Watch this space. I predict Its a Job Calling will become as familiar a name in the recruitment space as any job board is today. Mark Stephens The F10 Group

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At last, something positive for the recruitment owner!

“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: act, Advertising, companies, country, Executive, guest post, Industry Chat, result, Vic

At last, something positive for the recruitment owner!

Mark Stephens Guest Post With all the changes taking place across the digital recruitment landscape, employment agencies have been squeezed on all fronts for a few years now. There are not many recruitment owners that have not felt the full impact of some of the fundamental changes that have been taking place Lower salary jobs and generic roles are being pulled back in house at an alarming rate, as access to the online tools that were once exclusive to the agencies are now available for all to use and as companies look to reduce their recruitment expenditure. Add in the rapid growth of fixed fee solutions and then, (take a deep breath) there is LinkedIn! LinkedIn was once the best friend of the savvy executive search recruiter, but is now the gateway to ‘free to access candidates’ to their precious clients. Let’s face it, LinkedIn has helped to change the dynamics of the recruitment sector for good. Job board advertising certainly doesn’t appear to have advanced much in the last few years, as talented candidates have become apathetic, realising that resourcers will come and find them. That doesn’t mean that candidates are no longer registering their details onto job boards, it’s just that the good ones don’t bother adopting a pro active approach any more. It does mean that the majority of a recruiters time is spent sifting through CV’s and then calling through prospect lists, networking and digging out leads. Is it any wonder that the last generation of recruiters look at the visible activity levels of today’s recruiters and shake their heads with bewilderment, that they manage to turn a profit at all. So is the tide about to turn, with the imminent launch of  Its a Job Calling ? Anyone who is anyone in recruitment has probably already heard the jungle drums beating away for a few months on this project, as Chris Smith (previously of eCRM People) and his carefully assembled team, that includes 2M Tech, Hamilton Bradshaw and a number of credible NED’s, have joined forces with a telco carrier to launch a virtual telephone resourcer service that works in conjunction with a ‘free to access’ database, containing well over 1 million active candidates. A number of job boards have already spotted the potential for this service and the team are in discussions to merge with one of the major players, that would see the size of the candidate pool dramatically increase to nearer 5 million sometime next year. All the candidate needs to do after listening to the message is to press zero on their handset and they get a free call directly back to the recruiter. Obviously there will be an art to creating a compelling message that maximises candidate response, but doesn’t that exist already? Nobody is claiming that this will work for every vacancy, but I’m betting that over 50% of recruitment campaigns being worked each day, would have dramatically improved their results by utilising this service. And as a recruitment owner myself, I bet that the majority of other Recruitment owners across the country, would have liked to have seen more telephone activity from their recruiters today! Is it a game changer? Well, if you consider the possibility of a completely free to access database and a telephony service or ‘virtual recruiter’, that costs the same as the telephone call that you would have made anyway, then it makes this service a virtual no brainer for every recruitment company in the country to adopt in some capacity. Find me just 1 recruitment owner that says he would not like to see efficiencies improved, in particular when it comes to telephone activity. The Its a Job Calling team are taking applications to BETA the system when it goes live in January. You can go to their site and enter an email address to register your interest to participate. Watch this space. I predict Its a Job Calling will become as familiar a name in the recruitment space as any job board is today. Mark Stephens The F10 Group

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At last, something positive for the recruitment owner!

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

Tags: act, Advertising, companies, country, Executive, guest post, Industry Chat, result, Vic

Moore Personnel

Moore Personnel Welcome to moorepersonnel About Us | Staff Profiles | Recruitment | vacancies | FRANCHISE | Contact Us | Home WELCOME TO Moore personnel Moore Personnel are specialists in providing professional and personalised recruitment solutions Recruitment Solutions #8226 Senior amp Management Appointments #8226 Permanent Full Time amp Part Time Placements #8226 Temporary Staff #8226 Contract Staff Specialist Recruiters in #8226 Senior and Management Appointments #8226 Sales Executives #8226 Office Support #8226 Executive and Personal Assistants #8226 Project Administrators #8226 Secretaries #8226 Administrators #8226 Receptionists #8226 Data Entry Clerks #8226 Document Controllers #8226 Accounts and Payroll Clerks At Moore Personnel it is our policy to form business partnerships with our clients therefore providing the right candidate both professionally and culturally ensuring we get the #8220;perfect match&#8221 every time Download a Timesheet nbsp Copyright copy Moore Personnel 2008 | Disclaimer site by iDESIGNS

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ROY RIPPER AND MATT TROTT LAUNCH NEW BUSINESS WITH BACKING FROM DAN McGUIRE

Company introduces unique on-demand talent development platform with a free to use version. Today sees the official launch of Juice, a game changing cloud-based Talent Development Platform (TDP) aimed at recruiters worldwide. The Juice TDP offers on-demand video learning featuring how to guides, comedic drama and practical exercises to make learning easy and fun as well as utilising online quizzes to test individual knowledge retention. The TDP, which can be rolled out on the same day as purchase, is easy for users to understand and they can be trained on how to use it in five minutes. Steve Carter, CEO of Morgan McKinley, the first company to implement the Juice TDP said: “Juice has transformed how we nurture our talent. It’s relevant, innovative and fun. Traditional training doesn’t always inspire or excite so combining it with a product like Juice gave it an identity within the business where people see it as an investment and not a chore.” “We wanted to create a learning environment where employees at all levels could log on and get instant access to relevant content that not only supported them in their day-to-day role but also offered them continuous development. After all, good people with the right skills are at the heart of our commercial success. The result is that people want to learn. We were able to tailor a lot of the content to be specific to our business. This is really important in helping staff to understand our corporate vision and drive the adoption of best practices across the organisation,” Carter said. By delivering bite sized learning that can be accessed anytime by employees, Juice creates a continuous and consistent learning environment that leads to stronger and faster results than traditional ad hoc training methods.  Clients can work with Juice to create bespoke content for them featuring their own employees just as Morgan McKinley has done. The startup has attracted investment from entrepreneur Dan McGuire, formerly of Broadbean, who joins the board as Chairman and Graham Palfery-Smith who joins as Non-Executive Director. The company will be headed up in the UK and Europe by industry stalwart Roy Ripper and in Asia Pacific by Matt Trott. Roy Ripper, MD, Juice said: “Progressive organisations realise that if they don’t develop their talent they risk losing their best staff and their competitive edge. The most successful people never stop learning and developing. Our view is that giving recruiters access to entertaining and engaging content when they want it will encourage people to improve and refine their skills. We all pick up bad habits and the best way to counteract that and operate at the top of our game is to continuously and consistently improve ourselves.” Anyone can use the Lite version for free for an unlimited amount of time. It gives access to the first two chapters of episodes and is available at  www.juicetdp.com .

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ROY RIPPER AND MATT TROTT LAUNCH NEW BUSINESS WITH BACKING FROM DAN McGUIRE

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

Tags: act, business, Executive, Industry Chat, Recruitment News, result

Gender Pay Equality in Recruitment

And so, surprise surprise, the Chief Executive of the Employers & Manufacturer’s Association (Northern), Alasdair Thompson, was finally sacked by his board this week after a radio interview in which he attributed the gender pay gap to women’s monthly period pains and childcare requirements.  For those of you living under a rock the past two

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Gender Pay Equality in Recruitment

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Fee Splits: Right or Wrong?

I received a call this week from a highly experienced and long-standing Executive recruiter whose nose had been severely put out of joint and they wanted to tackle me on a certain issue.  I know what you’re all thinking but sorry to let you down – it wasn’t me or something I had said that

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Fee Splits: Right or Wrong?

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Cash Simply have a face lift!

Cash Simply set to celebrate new corporate brand and unveil expansion plans with high flying industry event Evening with recruitment sector pioneer John O’Sullivan set to challenge industry leaders on best practice and market opportunities Cash Simply – one of the recruitment industry’s leading providers of outsourced back office services – is set to unveil plans for expansion under the new name Simplicity in a high-profile launch event at London’s prestigious Vinopolis on Thursday 26 May. Following an extensive review and development of the products and services, Cash Simply – now repositioned as TempSimply – will sit under the new group brand Simplicity. The specially organised event has been designed to provide a networking forum where industry leaders will be invited to share in the celebrations with a special keynote address from pioneering recruitment industry entrepreneur John O’Sullivan. David Thornhill, Cash Simply’s managing director, said: “We are very encouraged by the growth and new starts that we are seeing across the industry, and we want to make a strong statement that we have the capacity and the ability to serve any business that needs a versatile and accomplished partner for anything from administrative services to financing and payroll. “We are perfectly positioned, with an enviable track record in the sector, to partner many of the businesses which make up the dynamic UK recruitment industry valued at around £24 billion. “The new brand structure and redesigned website will offer a robust platform for future growth, both for us and for our customers, so the re-launch is a major milestone for us,” Thornhill added. “What’s more, we are very proud to be able to celebrate alongside a successful and much-respected industry leader.” At the evening event, managing director of peer-to-peer learning forum Elite Leaders John O’Sullivan will address invited business leaders on the challenges facing the sector, drawing upon his own experiences as one of the recruitment industry’s most successful entrepreneurs. O’Sullivan came to prominence as a true industry leader when he founded the Best International Group, which he took from ground zero to over £100m turnover in less than two years. Since he sold Best to Spring Group in 2003, John has helped numerous recruitment firms to take their businesses to the next level as a highly experienced non-executive director. Today, John O’Sullivan is widely recognised as not only one of the industry’s most successful entrepreneurs and business leaders, but as a champion of best practice and development for likeminded and ambitious recruitment consultancies. “As we emerge from a tough few years,” explains O’Sullivan, “it is important that recruitment firms recognise where money needs to be invested to ensure the longevity and successful development of not only their own businesses, but of the industry as a whole. “Every company, from brand new start-ups to the biggest players in the industry, need to understand how they should be investing in things like training and staff development,” added O’Sullivan, “and it is great to see companies like Simplicity offering tangible, proven-successful ways for them to do so.” Simplicity is the new group brand for six key business units: TempSimply, PermSimply, PayrollSimply, BackofficeSimply, GainSimply and VATSimply, which provide a range of services from funding through to back office management and administration.

Tags: act, companies, Executive, face, Industry Chat, lift, Recruitment News, result, Vic

Resourcing Circle launches enhancements to make it easier to build talent pools

Resourcing Circle launches enhancements to make it easier for companies to build a talent pool of temporary staff and contractors Resourcing Circle ( www.resourcingcircle.com ) has launched an enhanced version of their software which enables companies to build internal talent pools of reviewed contractors and temporary staff. Resourcing Circle automates the process of capturing reviews of contractor performance, storing up-to-date contractor CVs and sharing this information throughout an organisation. The enhancements which have just been added provide Recruiters and Resourcing Managers with reporting on the contractors which are being used throughout their organisation. This reporting makes it easy to get information on the numbers of contractors working in different parts of an organisation, to track how they’re performing and to identify which recruitment agencies provide the best performing contractors. Resourcing Circle’s Founder and Chief Executive Errol Forbes said: “When we spoke to Resourcing Managers they said that having information on how a specific individual performed is great. However, they often had difficulty knowing how many contractors were working for their organisation, which departments they were working in or what their average contractor performance levels were like. This is why we decided to add a reporting dashboard which brings this information together in one place.” The software enhancements also make it easier for Resourcing Managers to manage international contractor resource pools. In total the software now includes regional data for 33 countries. This enables Recruiters, Resourcing Managers and contractors based anywhere from Hong Kong to Edinburgh to New York can make full use of the software. To help Recruiters and Resourcing Managers understand how they can benefit from the Resourcing Circle software, a demo video has been added to the Resourcing Circle website ( www.resourcingcircle.com ). Also, Recruiters and Resourcing Managers can sign-up to the free basic version of the software by visiting the Resourcing Circle website.

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Resourcing Circle launches enhancements to make it easier to build talent pools

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Tags: act, companies, Enhancements, Executive, Industry Chat, recruitment agencies, resourcing, result, talent

Workforce On Tap

Workforce On Tap Workforce on Tap | Employment and Jobs for Wagga Wagga Shepparton Albury and Bendigo Skip to Main Content Area Home Client ServicesTemporary On Hire Permanent Recruitment Executive Recruitment Contact Form Our Guarantee Testimonials Safety Consultancy Candidate Testing Background Checks Employment Medicals OHS CandidatesDownload Timesheets Candidate Testimonials Our Mission Privacy Contact Us Blog NewsNewsletters Employee of the Month Subscribe toOur Newsletter Email Quick Job Search Location Type Industry padding-bottom 5px padding-top 10px width 168px Quick Links Jobs Wagga Jobs Shepparton Jobs Bendigo Jobs Albury Our LinkedIn Page Workforce on Tap is a regionally based Australian owned company with branches located in Albury Wagga Wagga Bendigo and Shepparton servicing north east Victoria and southern New South Wales Since the early 90 s we have been providing high quality recruitment services to all employment sectors in our region white collar and blue collar Welome to Workforce on Tap Whether you are seeking temporary or permanent executive staff for accounting HR or administration roles or you are seeking labour hire staff for industries such as manufacturing or agriculture Workforce on Tap offers the organisational solutions to perfectly match our candidate and client expectations We cater both for organisations looking to fill vacancies and for individuals looking for jobs This website allows job seekers to register when they are looking for work and to register for specific jobs we have as listed vacancies We look forward to helping you A word from our managing director The branch personnel at Workforce on Tap have been carefully recruited as leaders in their respective fields so that our organisation can add value to your business with our expertise and passion for what we do It is my belief that Workforce on Tap offers the best value for money recruitment service and advice available in regional Australia today I personally guarantee our services to your business Keiran Laurent Managing Director Workforce on Tap Site Search Search this site Latest News Dangers of working with compressed air 1 week 19 hours ago Compressed air is used for a variety of purposes in a variety of places and many people under March Newsletter out now 2 weeks 19 hours ago For all the latest WoT News please see the March newsletter now available here Events Fair Work guest speaker at April Breakfast Briefings 3 min 38 sec ago Madeleine Trussell Workplace Relations Advisor with the Australian Industry Group AIG is the Move First in the War for Talent Breakfast Briefings 23 weeks 4 days ago Hear about the range of factors currently affecting the availability of skilled and experienced Staff Login Optimised for Internet Explorer 8Mozilla Firefox 3.6Safari 4 What we do Permanent and Temporary Recruitment PR and Communications Sales and Marketing Finance and Accounting Information Technology Administration and Business Support Human Resources Executive Recruitment Contact Us Wagga 02 6931 7700 Albury 02 6041 6838 Head Office 02 6041 6838 Shepparton 03 5831 7676 Bendigo 03 5444 2982 Site designed by

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Should we be targeted to have more women on the board?

What gets measured gets done: setting targets for the number of women on boards Helen Wells, Acting Director of Opportunity Now the gender campaign within Business in the Community welcomes the recommendations of Lord Davies: “The recommendations within the Lord Davies Review should be welcomed for their pragmaticism. Increasing the diversity of UK boardrooms is something which delivers business success and commercial advantage. I believe that better balanced boards are better boards, full stop. Study after study proves that having a diverse mix of experiences and perspectives leads to better strategic decision making, increased innovation and better corporate governance. Diversity helps avoids the pitfalls of group-think and the excessive risk  associated with “one dimensional thinking”. Evidence suggests that increasing the number of women on boards can contribute to higher return on equity and total return to shareholders. The business case is compelling, but there are still not enough women around UK board tables.  Cranfield research highlighted that women make up only 12.5% of FTSE 100 boards, only 5.5% of executive directorships and that 21 of the top 100 companies have no women on their board at all. The recommendations put emphasis on reporting the number of women on the board, women in the pipeline and women within the organisation as a whole. They also suggest that businesses should have measureable objectives and a plan of how to achieve their aspirational targets. Let’s be clear about this – increasing the number of women on FTSE 100 boards to 25% by 2015 means that of 1080 board positions an extra 135 need to go to women or put another way we need to recruit an extra 27 women each year. This “target and plan” mechanism allows organisations to approach increasing the number of women on their boards in a way which is meaningful to their own business and provides a practical vehicle for change. These recommendations should not be confused with any type of quota, they are about companies setting their own targets and their own action plans to achieve them. We all know that what gets measured, gets done and setting a target and an action plan for increasing the number of women within UK boardrooms should be no different. Opportunity Now has championed the business case for increasing the number of women in leadership roles for the last 20 years and we are delighted that our tenacity has helped to ensure that this is becoming  a mainstream business issue.” The full recommendations from Lord Davies can be found here: http://www.bis.gov.uk/news/topstories/2011/Feb/women-on-boards

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Should we be targeted to have more women on the board?

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Tags: act, companies, diversity, Executive, Industry Chat

IT Employers Discriminate Against the Over Fifties

Employers starting to discriminate against those in their 40s and 30s Age discrimination is still rife in the IT and telecommunications industries, according to new research from recruiter Greythorn . When asked if the industry discriminated on the grounds of age, nine out of every ten IT professionals polled by Greythorn said it did. Three out of every four IT professionals think the industry discriminates against the over fifties.  The study also found that while seven out of every ten IT professionals feel either “secure” or “very secure” in their jobs, only three out of every ten workers over the age of fifty feel the same way.  And while only one in 20 IT professionals said they felt “very insecure” in their role, almost three in 20 IT professionals over the age of 50 felt the same way. CHART 1:  “I feel secure in my job” Paul Winchester, managing director of Greythorn, said, “In professions such as law or accountancy an employee is considered better at his or her job when they have built up a body of experience and knowledge in a certain area.  But in IT, age is not necessarily perceived as an asset.  Some people over fifty think they are unpopular with current and future employers because of the perception that experienced people cannot adapt to new technologies.  This poses questions for the industry.  Yes, Generation Y have grown up with web 2.0 et al – but does that really give them an edge?  Is it worth losing the in-depth knowledge, man management skills and experience of the over fifties in the pursuit of youth?” But employers are not solely to blame.  More than three-quarters (77%) of workers in the UK argue that chief executives should be forced to retire before they reach 65#.  And close to half believe that politicians (45%) and judges (47%) should retire by the time they reach 60 years old. In IT, the discrimination is further manifested in the length of time it takes people to find jobs.  Whereas it took 19% of IT professionals more than three months to find their last job, 33% of IT professionals in their fifties needed to take more than three months to find a job. CHART 2:  “It took me more than 3 months to find my last job” And while fewer than one in five IT (19%) workers say they don’t see a future for themselves in IT, this rises to one in four IT professionals in their fifties (25%). Paul Winchester said, “In some areas of the industry it’s clear that the over 50s are finding it hard to get jobs as new talent comes through. Clearly, any discrimination on the grounds of age is going to fall foul of age legislation.  That means this issue is a ticking time bomb for the industry.  Companies face enormous potential liabilities if they continue to operate this way without considering the relevant legislation. Greythorn’s research also revealed that age discrimination in IT is increasingly targeted at younger people in their forties and even thirties.  Although they feel more secure in their jobs than the over fifties, only 53% of those in their forties said they felt secure in their jobs.  Furthermore, almost a quarter (24%) of IT professionals in their forties did not find their current job within the three months.  And of those in their 30s, almost a quarter (24%) said they didn’t see a future for themselves in IT, compared to less than one in five (19%) of all those employed in the industry. One IT professional told Greythorn, “I desperately need to get working full-time again.  I have tried everything I know to get back into the job market, but the ageism out there is a disgrace!” Another said, “I am aware, personally, of some excellent engineers in their fifties who are redundant but who would do very well for any company which gave them a chance to show what they can give!”

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IT Employers Discriminate Against the Over Fifties

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Tags: companies, Executive, fifties, guest post, Industry Chat, result

Job Seeker report for the UK market

SimplyHired.co.uk has released it’s first annual Today’s Job Seeker report for the UK market. Based on the results of more than 60 user polls conducted on the site since October 2009, the report provides the industry’s most comprehensive picture of job seekers and their interests, behaviours and motivations. To download the full report visit http://scr.bi/ukjobseekerreport .   Highlights of the report include: Today’s job seekers say the most important consideration when looking for a job is work-life balance (36%) 69% of job seekers are willing to take a pay cut to avoid redundancy More than half of job seekers use social media sites in their job search, including Facebook (18%) and Linkedin (31%) Gautam Godhwani, co-founder and chief executive officer, Simply Hired, said: “The current recession has created a new group of candidates, distinctive in their job search methods and what they want from their career. Today’s job seeker is part of a selective, independent and passionate group actively searching for work through social networking and personalised online job sites. We are pleased to share this data through our first UK Today’s Job Seeker Report.”

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Job Seeker report for the UK market

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Tags: Executive, guest post, Industry Chat, job, media, result, seeker

Job Seeker report for the UK market

SimplyHired.co.uk has released it’s first annual Today’s Job Seeker report for the UK market. Based on the results of more than 60 user polls conducted on the site since October 2009, the report provides the industry’s most comprehensive picture of job seekers and their interests, behaviours and motivations. To download the full report visit http://scr.bi/ukjobseekerreport .   Highlights of the report include: Today’s job seekers say the most important consideration when looking for a job is work-life balance (36%) 69% of job seekers are willing to take a pay cut to avoid redundancy More than half of job seekers use social media sites in their job search, including Facebook (18%) and Linkedin (31%) Gautam Godhwani, co-founder and chief executive officer, Simply Hired, said: “The current recession has created a new group of candidates, distinctive in their job search methods and what they want from their career. Today’s job seeker is part of a selective, independent and passionate group actively searching for work through social networking and personalised online job sites. We are pleased to share this data through our first UK Today’s Job Seeker Report.”

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Job Seeker report for the UK market

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Tags: Executive, guest post, Industry Chat, job, media, result, seeker

Making the right hire first time, every time

Like it or not we are in an era of uncertainty and many businesses are more nervous than ever about making business decisions regarding recruitment. Recruitment, especially within SMEs, can be business critical. Once the decision is made to hire, having a process to get the right person is paramount. According to a recent article I read on onrec , the overall cost to an employer of hiring a new employee can be up to one-third of a departing employee’s annuals salary. Therefore an investment to avoid this happening in the first place is both cost and time effective. It is worth noting that up to 80% of staff turnover is due to poor hiring decisions. This statistic should drive employers to invest energy and time to avoid this happening in the first place; and this is where a good recruitment company comes into place. A good recruitment company like Project Resource can help an employer by putting in measures to avoid a poor hire. Examples of such measures include: Consultative advice: A good recruitment company/consultant will make sure they listen to all parties, they offer advice and manage the process efficiently to all parties satisfaction. Reference checking: Sounds obvious, however, there are still many hiring managers who are gung ho enough to make a hire without taking references. We take references where possible, so you have assurances that we are presenting the best available job seekers. Relationships between the job seeker and recruitment consultant: Recruitment consultants who have worked for a number of years in specialist sectors recommend job seekers that they trust and who are proven. Relationships between the employer and the recruitment consultant: Time can be a major asset to help a recruitment consultant really get to know the employer and what is important to them. Loyalty: A good recruitment consultant will understand why a job seeker moves from job to job. Motivations: Is the job seeker looking for the ‘right’ reasons. A good recruitment consultant can establish if the job seeker is genuine or if they are telling them what they want to hear. Culture: Researching and understanding the people of a company is important if a recruitment consultant wants to know what type of person to introduce to an employer. Many employees leave in the first few weeks simply due to a personality or culture clash. Temp to Perm: A term used often when an employer wants to ‘trial’ a job seeker on a contract arrangement prior to committing to offering a permanent contract. Ultimately these measures are difficult to apply for most employers without the help of a specialist recruitment company. We recruit, vet, reference check, qualify and challenge every day to ensure we delivery the highest quality of supply and customer service possible. This allows the employers we supply to focus on their jobs.

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Making the right hire first time, every time

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Tags: Executive, guest post, Industry Chat, result, time

Social Cavemen, the Broken Web, and Recruiting

The web is changing.  Sure, you already knew that, but the web has likely changed since you last considered what the change really meant.  “Back in the day” (say, two years ago), most of our time on the web used to be spent consuming content.  Not so much anymore.  We are actually spending significant amounts of time interacting with others more than anything else.  Maybe that means reading our “Friends and Followers” unique content (ala the rise of the Blogosphere) or Twitter streams, but the way we're using the web today is entirely different than at any other point in it's history.  We should have saw this coming – evolution and change are sure things ( unless you live in Texas , but we won't go there today!). For a quick reality check, consider how you spent an evening hour on the web back in 2000 versus how you spend it today.  How about the days when we used to say, “I'm going into the office, Honey, so I can hop on the web for a few.”  Nowadays, we don't just “hop on the web” – it's an integral part of the very fiber of our lives. Mars Blackmon used to say, “It's gotta be the shoes” in the famous Air Jordan Commercials of the early 90s'.  Well, we all know it definitely wasn't the shoes!  So what would we say today about the shift in terms of the Social Web and how we use it today?  Many would say, “It's gotta be the technology”, but is it really?  If we really think about it, the technologies merely serve as tools and mediums in which we can interact among each other. A couple years ago, I was an outspoken critic of how Recruiters were utilizing Social Media in their Talent Acquisition efforts.  I believed that the “Build it and they will come” Field of Dreams strategy wasn't sustainable.  It still isn't, at least not if we expect individuals to come to us instead of the other way around.  Building “Talent Communities” was all the craze, but the flaw in this thinking was that people would come and join the newly found network… and instantly become an engaged and participatory member.  Some of the early infatuation led many to believe that community members would join and never move on – it's as if there was no shelf-life in the model.  The result?  You already know – dormant Ning communities, or worse, Facebook Fan Pages with 10k+ fans and no content or interaction.   I cringe when I see those today. We are making progress as a Recruiting Community though – nobody can deny that.  I'm more and more impressed with each positive Social Recruiting interaction I see on the openly transparent, Social Web.  The last few years have seen more and more Recruiters and Talent Acquisition functions gain interest in basic Marketing fundamentals as well – but if we really want to be successful, we have to think bigger.  Great Recruiters and Sourcers used to be associated with dry, librarian-centric adjectives like “research-oriented” . . . but today's and tomorrow's great Recruiters and Sourcers will more be like Anthropologists and Sociologists who understand social interaction patterns and still have the ability to persuade at the individual level.  The most savvy will shape conversation and the social interaction itself will be the attractor to the Candidate, not an advertisement or job posting.  Conversation attracts; advertisements interrupt. The challenge we currently have in front of us is that the Social Web, in its current state, is utterly broken.  For example, I personally have over 1,300 Facebook Friends.  Are they all really “Friends”, though?  Some are contacts from grade school, some from my time in the Marines, some are co-workers from an earlier job, some are social contacts I used to share a hobby with, some are family, etc.  It's as if Facebook has one huge bucket to put all our friends in when our real social network (or combination of them) is nothing like this.  So, the million-dollar question is this:  How can we, as Recruiters and Sourcers, tap into the small portion of our Target Talent Pools that is overlapping in hundreds of thousands of “Mass Friend Buckets” on the web?  With Human Beings having between 4 to 6 groups composed of less than 10 people each , how can we find the potential Candidates for our Organization?   ( Hint: It's not about the massive Friend-bucket . . . ) Personally, my take is that achieving this end is about much, much more than finding someone through a bio or keyword search (despite the continued demand for old-school Boolean string training). So let's take a step forward: Can we create platforms for conversation and then attract in other members of our Target Talent Pool(s) that we wouldn't otherwise have been able to find?  I think so… but at that point, we've only found them, right?  Like Tom Watson used to say at IBM, “Nothing happens until a sale is made.”  It's here that we have to move onto Stage 2, which is about engagement (sorry to say this word because it's utterly overused today, but it is what it is.)  Being a great Recruiter will be a function of being a great Social Recruiter (or conversation catalyst) first. We have to start reconsidering much of what we already know about the age old notion of human social behavior.  After all, that's what the Social Web is really all about.  Humans have been embracing Social Networks since we've been in caves (hence the Cavemen reference) … so they're nothing new.  Our ability to form small-world networks is largely why we've been able to evolve to the point we have.  The web is nothing more than catching up to these social patterns that are inherently human.  As an industry, will we as well?  In short, we must… and as always, we will.  If there is one hallmark of the Recruiting Community, it's continued progress toward a common goal. Editor's Note  -   Josh Letourneau is the owner of Knight & Bishop, a Strategic Sourcing, Executive Search, and Human Capital Intelligence firm based in Atlanta. He is also the founder of OODA5, a new consulting venture focused on social network analysis. Nope, not like MySpace, but more like who is connected to whom in organizations and how does that impact their influence on decision making and P.O.V.s. And you can learn more about all of this on his new blog  Collaborative Chaos  where we pulled this fab post from to share it with y'all.

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Social Cavemen, the Broken Web, and Recruiting

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Tags: Ala, Executive, Industry Chat, interacting, joshua letourneau, Members, result, social media and talent, social network analysis, Streams

Social Recruiting 3.0 – Fast Forward to the Era of Leveraging Conversation and Social Interaction

Social Recruiting.  Oh, no, not another Social Recruiting post, right?!  Not so fast. As I begin today's post, I'd like to make you 2 promises in true FOT style: This isn't a post about your Grandparent's version of Social Recruiting. This will be unlike anything that's been written about as it pertains to Social Recruiting to date. Let's start with a foundational premise: Social Recruiting 3.0 will be all about conversation and leveraging social interaction. Before I begin, let me offer the primary foundational principle that led to the shaking of the proverbial #SocialRecruiting trees:  If you think that Social Recruiting is about finding Candidates through searching Twitter Bios', Facebook profiles that actually list current Employer, etc., you're not pushing the envelope and you're no different than the leagues of other Recruiters and Sourcers looking at the same pool of Candidates.  If you're ok with simply following the crowd and not digging deeper for insights that can enhance you performance, feel free to move on because this post isn't for you.  Conversely, if you're an innovator, a questioner of accepted Recruiting dogma, a Recruiter or Sourcer looking for a performance breakthrough, keep reading . . . It all started with the realization that Social Media is more than a series of online destinations, communities, or Facebook fan pages, etc.  I'd suggest that Social Media manufactures a product . . . and that product is called “Word of Mouth” (WOM).  If we consider what WOM really is, meaning at a more granular level, we see that it's conversation.  If WOM were an onion, each layer or slice of the onion would be some form of dialogue.  Some of the conversation is short-lived (i.e. last night's Major League Baseball All-Star Game, etc.), some of it longer lasting (BP's oil spill, etc.).  Some conversation involves only a few people, sometimes many.  Sometimes conversation doesn't expand or flow through a network; sometimes it explodes.  It all depends, right? Earlier today, I decided to look into who was tweeting about the Entel Summit, a technology and innovation conference aimed at “revolutionizing business” in Chile and around the world (“Tecnologia + Innovacion_claves para revolucionar los negocios”).  The term I searched for was #EntelSummit and the time period searched was the 5-day period leading up to 12:55pm EST yesterday (marking the first day of the conference).  I chose to track Twitter conversation around the Entel Summit for a few reasons: #EntelSummit was the top trending hashtag at the time of my search. All tweets are not in English, so this eliminates any content bias. The conference is a big deal.  Earlier this year, an 8.8 magnitude earthquake hit Chile , displacing over 2 Million people.  Put simply, rebuilding is a priority. I initially tracked Twitter conversation ~2 hours after Jack Dorsey completed his keynote presentation?  Who's Jack Dorsey?  He's the Creator and Co-Founder of Twitter, so tracking Tweet data shortly after he completed his speech offered a wrinkle of irony. The following visual shows what I found.  Notice what appear to be a large number of 2 person conversations (along the bottom).  There are several 3-way conversations, a few 4-way conversations, less 5-way, etc.  On the far right, you'll see one 9-way conversation and one 10-way conversation, and without doubt, you'll see the 38-way conversation.  Actually, that's the Entel Summit's Twitter handle itself, @EntelSummit .  Are there any insights yet?   Perhaps.  How about the fact that most conversations are between two people?  How about how most conversations have one central Twitter handle at the center (appearing as a radial shape)?  Without getting into too much detail on this visual, the following is slightly more fun to look at since we can see each Twitter handle's image file attached (note that the size of the arrow indicates frequency of interaction around #EntelSummit.  Stronger “ties” have darker arrows.) Due to gathering data in real-time, literally (in some cases) as the conversation was occurring, I reconstructed the graph ~6 hours later, at 7pm EST.  After some tweaking and filtering, I constructed the following visual (this took a while — trust me that you don't want to know!)  Here's where it got interesting: The far right 'cluster' still has @EntelSummit at the center, however a new entity emerged.  See the node with all the expanding branches and emanating radials?  This social behavior emerged within the 6 hour period between my Twitter searches.  The central player to this newly emergent cluster probably sticks out like a sore thumb to you — it's the one slightly to the right with all the radial nodes coming out from it.  If we were visually analyzing how many nodes this player is connected to at the “first degree”, we can easily count 14.  Here's where it gets good, though: Of the 14 this player connects to, only 3 connect to others.  Those 3 are powerful, however, due to the way they branch out and seed further conversation.  They create branches that reach 40 other people.  Conversation is exploding and rapidly expanding.  You might say the conversation “tipped” on reaching 3 of the 14 nodes (~20%).  Immediately to the right, you should see this cluster more closely focused in on, and this time, I've used Twitter image files (sorry that the shape isn't the same; slight technical issue on my end.)  [Note: I limited the number of results of Twitter handles returned to 500, just as I did with the search at 12:55pm EST.  Each search returned 500, indicating to me that the buzz around #EntelSummit is enormous at this point.] So, who is this player (or Twitter handle) that trumped @EntelSummit as the major influencer, hub, and catalyst of conversation regarding the hashtag #EntelSummit?  It's none other than @randudog, “Comunicador Multimedia, con internet en mi ADN. Informado, 2.0, hiperultramegaconectado, emprendedor” (Multimedia Communicator. Informed, 2.0, HyperUltraMegaConnector, Enterpriser.)  He's the gentleman with the largest picture above, and he's sporting a sunglasses and a hooded sweatshirt.  You can find @randudog, or Christian Chamorro, on LinkedIn here . You're likely asking, so what, right?  Good, because it's time to get to what we can do with this information.  Given how the nodes in the image on the right are sized by 'betweeness' (the level of 'betweeness' is a mathematical centrality measure that indicates the influence/ability to control what flows, or doesn't flow, through a network), it would stand to reason that if we can reach these moderately connected Influencers (hat tip: Duncan Watts , SNA Rockstar and Principal Research Scientist & Human Social Dynamics Group at Yahoo), and they buy into propagating our message , we have the highest probability of reaching the entire network, which may perhaps include a series of otherwise hidden Talent Pools/Clusters (or Customers, Potential Partners, etc., depending on your goals.)  Why might they be “otherwise hidden”?  Because not everyone on Twitter has a bio that identifies them as a potential candidate, and at 750 tweets per-second on average , we're definitely missing out on potential recruiting opportunities!  [Note: If you evaluate the image, you may see larger Twitter images that don't seem to connect to many others.  This is because they are nodes that are connected to the right people; they are connected to others that are well connected, thereby strengthening their position.  This is an important SNA (Social Network Analysis) insight.  If you were a Recruiter that showed up at the Entel Summit and were able to reach these individuals with a high level of 'betweeness', your time would be very well spent as your probability of penetrating their network, or sub-cluster, for recruiting purposes would be significantly increased.  You'd be connecting to the right people in targeted fashion, which is a much different proposition than standing behind a booth and hoping for resumes.]  Ranked by betweeness in the above example, a smart Recruiter would make a point of meeting the following 10 people: @randudog , @nelissh , @donclick , @ichstudios , @crazyfaceman , @gonzalocelis , @exhuevo , @paolo_cid , @sebarod , @jretamal . This is big . . . real big.  Here's why:  We're now looking at recruiting opportunities based on live, real-time, Twitter conversation.  In the example above, the topic we picked was #EntelSummit, which by definition, will be finite and ephemeral in nature due to the fact that it's an event.  I'll be posting soon to expand upon some of these topics here at FOT, but the most important take-away is to keep in mind that Social Recruiting 3.0 is all about conversation and social interaction . . . how we can listen in, leverage, and in some cases, catalyze it to our recruiting advantage. P.S. What kind of message might we propagate to the moderately connected Influencers?  Well, the simple answer would be a job posting or element of Employer Branding . . . but that would be too status-quo, 'follow-the-crowd', thinking, right?  How about if we did something truly innovative, such as launch a contest or leveraged an insight or two from Nike's “Write the Future” campaign that led it to win the World Cup buzz battle despite the fact that Adidas had purchased all Television ad space? (Did I forget to mention that not only was the soccer ball Adidas-branded, but that all Players and Referees wore Adidas-branded clothing and shoes?)  If Nike could win against those odds, then have no doubt that your digital strategy can help you win the game of consistently recruiting better talent than your competition. Editor's Note  -   Josh Letourneau is the owner of  LG and Associates , a Strategic Sourcing, Executive Search, and Human Capital Intelligence firm based in Atlanta. He is also the founder of Knight & Bishop, a new consulting venture focused on social network analysis. Nope, not like MySpace, but more like who is connected to whom in organizations and how does that impact their influence on decision making and P.O.V.s. And you can learn more about all of this on his new blog  Collaborative Chaos  where we pulled this fab post from to share it with y'all.

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Social Recruiting 3.0 – Fast Forward to the Era of Leveraging Conversation and Social Interaction

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Tags: Executive, Industry Chat, joshua letourneau, social media and talent

What Was Your Finest Hour?

What was your finest hour ? It's a fair question and one that I like to ask candidates (in one way or another) whom I interview. What's amazing to me is many of them have no idea of the MEGA highlight(s) of their career – or their finest hour. In other words, many have NO CLUE where they made their greatest impact or what single activity/action gave the world a glimpse of their very best. If they say “I'm not sure” – I say ”WHAT”? If they don't have any idea, it comes across loud and clear over the phone. Worse – it becomes magnified during a live video interview. In Technicolor. This is one of many questions that (in my opinion) candidates should be (totally) prepared to answer. It's not about asking them to poke out their chest and babble to the world on how great they are - but instead a time for them to clearly articulate when and where they made a difference. With details, please… I want to get the specifics from candidates. The Where, When, How and What….     WHERE: This gives me information that I can cross verify in my reference check should they make it to the final round. WHEN: Was this early in their career? If so, they may have a few of these stories to tell me. People have a history of repeating themselves – so the timing is important to me.   HOW: How did the finest moment impact the organization they were working for? How did they accomplish this phenomenal feat? Were others involved? I'm curious and want to know… WHAT: What was the outcome? How did they move the needle. I always like to hear how their accomplishment changed or impacted the people, customers or the company they worked for.   So… What was your finest hour? Each of us has a story to tell and should be (very) proud to do so. Hesitation on the part of a candidate to answer this basic question is a HUGE red flag for me. I like to understand success metrics during the interview process. It helps me to tell the candidate's story to my clients, and they like to hear how a candidate succeeded in a previous role. Like I said before, winners repeat themselves over and over. Losers ….Hmmmm – well, that's a different story altogether.   Editor's Note   – Tim Tolan is a partner at Sanford Rose Associates and specializes in Executive Search in Healthcare IT.  He's a closer, and you really don't want to call him unless you're ready to bring out the bazooka to bag some big game..

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What Was Your Finest Hour?

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Tags: Executive, finest, hour, Industry Chat, interviewing, performance management, recruiting, result, tim tolan

HR Metrics Gone Wild

Look I love metrics – ask anyone on my staff – we measure everything at my company. Heck I'd measure how long it takes staff to go to the bathroom if I thought it would help them perform better!  But there comes a time in every company when the Human Resource Department steps over the ledge.  You know the time, when someone in HR had decided that measuring how many tater tots are ingested by the IT group on Friday Fish Stick and Tater Tot day, in hopes they'll find out how to solve getting the IT group to stop coming in 13 seconds late on the 3rd Friday of every other month – that they found out by secretly placing GPS locater chips into the tater tots to begin within a “test” to see if IT actually spent more time helping marketing than accounting because there was this one anonymous tip from someone they think was in accounting who didn't get their computer fixed fast enough so they could look up the final results to Dancing to the Stars, and because the engagement scores where .016 points lower last month, this became a priority.  We tend to go a little metric crazy in HR – and that's exactly how I felt while reading Alex Douzet's Workforce article ” Quality of Fill: an Emerging Recruitment Metric “.  It's a good read – check it out – I like the idea in theory – I mean what HR/Recruiting Pro/Leader wouldn't want to know how well they did in filling positions for your company.  Besides, there's probably about 359 vendors right now who are trying to sell you an online product right now that will “definitely” show your Quality of Hire measure.  But it all seems a little to Easter Bunnish to me… So, let me just put it into simple terms – so I can understand the logic – then you all can let me know where I fell down (which by the way you always do beautifully): First – I hire someone Second – Person starts Third – At some point we measure how good of a hire the person was Fourth – I get told how good of a recruiter I am based on #3 Now, it would seem to me there are a few more variables that we need to add to our scenario above, let me give you an example: I hire Jim into Department A on 1-1-10 working for Supervisor Mary, and a team of 5 others in Jim's role (Frank, Ted, Billy, Jill and Sue). On 1-1-11 – Mary is no longer supervisor – it's now Ted, who by the way never wanted to hire Jim to begin with, because Jim played against him 20 years ago in high school and beat him in the state tennis finals – and Ted has always thought he was a bad winner.   Also, Billy and Jill have left the company and we've brought in Marty and Stan.   Now you're going to measure the success of the group and tie that to Jim – when the entire group dynamics have changed – and in the end tell someone we were either successful in hiring Jim or not!? That is reality in organizations – you could also just use quality of fill/hire metrics just individually by using competency based systems and you run into the same dynamic.   Hire Jim in under the competencies decided upon by Sr. Execs – but his current supervisor doesn't feel all the competencies are equal and Jim is really struggling with one – so not a very good hire – although he's a rock star in the other 5 competencies and actually help develop the companies next big product.   So, is he a good hire or bad hire?   Subjectivity makes this metric completely worthless.   So, why do we (HR) do this? We do it because executives and hiring managers want it – they think “hey, you know what would be nice – you guys (HR) coming up with a metric that tells us 5 years from now if you did good at hiring 5 years ago.”  Wouldn't that be nice?  Heck yeah, it would!  You know what would be nice as well Hiring Manager? Actually paying attention next time we do supervisor training on how to deliver feedback more than once per year that is meaningful. Oh, I'm sorry I thought we were sharing stuff that will never happen! 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.

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HR Metrics Gone Wild

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Tags: bad hr, Executive, Industry Chat, Metrics, tim sackett