Paxus

Paxus 1/380-394 Docklands IT Jobs | IT Recruitment | Paxus.com.au Australia’s 1st Choice for IT People

Tags: accessibility, Advertiser, asked, australia, australias, browse, browser, career, changed, choice, connected, contact, contract, development, focus, frequently, great, industry, leader, login, market, national, opportunities, Optus, password, Paxus, people, placing, policy, Privacy, questions, recruitment agencies, rewarding, search, sitemap, sponsored, statement, support, thousands, trust

Leading the way

recruitment extra talks to some of the industry’s biggest talents on their experiences and what inspires and motivates Steve Granland How many years have you been in the industry? I have been working in the recruitment industry with the RCSA for just over one year – I will admit that at times that this feels more like fi ve years but strangely the last 15 months has gone so quickly it feels like three months! With over 15 years’ experience I consider myself an association management professional and I am a proud member of the Australian Society of Association Executives. What do you feel you have contributed to the industry and why do you stay? I don’t think I have been in the industry long enough to make too much of a contribution. I am however very proud of the work done by RCSA staff and volunteers over the past 15 months in launching the individual membership professional accreditation framework, the Professional Emerging and Aspiring Recruitment Leaders (PEARL) Program, the RCSA Journal and new website and the RCSA Awards including the new Young Recruitment Professional and Outstanding Contribution Awards. I have met many experienced industry people who have made significant contributions. For an industry which in reality is so young it is amazing from a newcomer’s perspective to see just how far it has come. Do you foresee a particular development coming to fruition in the industry, or if you could choose something to do so what would it be? Over the last 15 months I have come to appreciate just how important this industry is on both an individual level and at a macroeconomic level and I am definitely still learning. This industry interacts with and influences so many individuals and organisations on a daily basis and should be more widely credited for contributing to the success of Australian business. I would like to see a much better level of public understanding of the importance and value of the industry. The RCSA’s role here is to continue to build professionalism, raise profile and influence. How would you sum up the current state of the recruitment industry? Another thing I have learnt in my first 15 months is that the industry is very fast paced and very fluid and must be so in order to succeed. There are definitely competitive, technology and legislative challenges which must be faced on a daily basis; however, the RCSA and its volunteer network is working very hard to ensure its member base is well placed to succeed. Where do you draw your inspiration and motivation from? I am very fortunate that in my role I get the opportunity on a daily basis to work, engage and collaborate with a fantastic group of stakeholders including RCSA members, staff and volunteers who collectively provide no shortage of inspiration and motivation. Steve Granland, CEO RCSA Steve has over 15 years of senior management experience working with professional/industry associations in the finance (FINSIA), insurance (ANZIIF) and human resources (AHRI) sectors. Steve’s responsibility across professional and industry associations has primarily been membership management, corporate business development/sales, marketing and the development of continuous professional education systems. Prior to entering the world of association management Steve worked with a major bank for 10 years across a number of departments including Marketing, International and Human Resources. Steve has a Banking and Finance degree and a post graduate qualification in International Marketing. ___________________________________ Rebecca Wallace How many years have you been in the industry? I have been in the industry for eight years, with nearly six of those years growing and leading Launch Recruitment. What do you feel you have contributed to the industry and why do you stay? I have built a quality consultancy delivering outstanding service to a niche industry – we were recently a finalist in the Communications Alliance Acomm Awards for service to the telecommunications industry. I am proud of the quality of the service we deliver. We partner with our client companies in the way we educate young talent for the future in the telecommunications sector. I speak at universities to assist in ensuring young people entering the workforce understand the opportunities for them in a telecommunications or utilities career. The sector is ever changing and has a lot to offer young graduates. I stay in the industry because I love my job. I am continually motivated by my fantastic team and the desire to constantly adapt and improve. There is always more to do! Do you foresee a particular development coming to fruition in the industry, or if you could choose something to do so what would it be? I wouldn’t say that I see it coming; however, I would like to see the industry adopt some barrier to entry. We are a professional industry and some course or certificate prior to entry would ensure the individual was serious about a long-term career in recruitment. It would also ensure a level of professional development. A barrier to entry may also spare our clients from dealing with individuals in the industry that are not in the profession for a chosen career. People who don’t have long-term career aspirations may compromise on ethical practice. How would you sum up the current state of the recruitment industry? I think the future is bright for our industry; our clients are busier than ever and the need for a professional recruitment partner has never been more important. I also see an increase in contract and temp recruitment as companies continue to use a flexible workforce to complement their project work. We are seeing many more RPOs and large internal recruitment teams on the landscape but this is not necessarily a bad thing. Our clients still focus on partnering with a specialist agency to grow their teams. Where do you draw your inspiration and motivation from? Constant improvement drives me and I am consistently impressed with the performance of my marvellous team. They inspire me to continually improve the service to our clients. I also draw motivation from our client base, we are lucky to have an interesting and innovative client base who are at the forefront of new technology. It’s an exciting place to be. Rebecca Wallace, Managing Director, Launch Recruitment Rebecca Wallace is the Managing Director of Launch Recruitment, a specialist search and selection firm for the telecommunications, utilities and agribusiness sectors. Rebecca founded Launch in 2006 and has successfully grown the business into a highly acclaimed recruitment firm with a values-based team committed to quality. Named in this year’s BRW Fast Starters list, Rebecca continues to expand the business following a number of national PSA wins and new hires across multiple states. ___________________________________ Debra Loveridge How many years have you been in the industry? I have been in the industry almost 25 years now. I was a founding member of Select Appointments in May 1988 (now Randstad). From humble beginnings, with one small office in Sydney, we are now a business which has expanded organically and via acquisition. In 2009 we evolved a multi-branded recruitment network of 30 distinct businesses into one brand, which is now part of the second largest recruitment and HR services company in the world – Randstad. What do you feel you have contributed to the industry and why do you stay? I have been very committed to the recruitment and HR services industry for over 20 years. I’ve loved it and it’s loved me right back. I remain very passionate about providing meaningful employment and playing a very important part in the communities we serve. At a granular level, I believe the ability to put yourself in the shoes of a jobseeker helps you stay focused on providing a truly great service and building a strong reputation in our industry. I’ve had the privilege of working with our industry body – the RCSA – as Vice President and Director over the past few years, and have particularly enjoyed networking with and sharing in the experience of other CEOs as our industry has rapidly evolved into different business models and solutions, while focusing even harder on high standards, ethics and integrity. For me, I love being part of such a dynamic, ever changing environment – not only within Randstad but within our industry as a whole. And so the ‘love affair’ continues. Do you foresee a particular development coming to fruition in the industry, or if you could choose something to do so what would it be? In organisations like Randstad, where great people are at the heart of our culture, innovation is present all the time – it’s a constant as we strive to maintain a competitive advantage. Yet one of the greatest attributes (and benefits) of our business is that what we do every day remains very simple and those who seek to overcomplicate it, in my view, generally fail. So it’s important to stick to your core business, do it well and seek out innovation that really defines true value for clients and candidates. Our industry is made up of member companies, and the great ones will be constantly transforming, evolving and remaining agile – this will lead the industry in terms of innovation. A company’s ability to be agile through reasonably uncertain times will become increasingly important, and if we look at how major players do this in our industry, that is often where innovation lies. One thing we all need to adjust to is the speed of information sharing and network building in today’s fast-paced, online environment. The large presence of social media in our lives is great evidence of this. Connecting to, engaging and building communities is the cornerstone of recruitment and new online methods give us access to bigger markets, immediately. How you engage in this environment and build a strong value proposition for now and the future will require new and different approaches to communication across the industry. How recruiters communicate, act, engage and build brand in this space will bring natural innovation to how we have traditionally managed candidate and client relationships. How would you sum up the current state of the recruitment industry? Our industry is much like any other – we are in uncertain, somewhat unpredictable times. While Australia and New Zealand enjoys a stronger environment than our colleagues in Europe and the United States, there remains uncertainty as to how we will travel over the next 12 months. My view is, even in challenging times, there are always opportunities for good companies to exceed customer expectations and grow their top and bottom lines. Some of the best companies in the world have grown in extremely challenging geographic and economic conditions. I believe industry leaders need to focus on the indicators of their own business, look to ways to outperform the market, rather than being too concerned about external economic conditions. I believe it’s times like this that will bring further consolidation to our industry and the need for companies to review current offerings and look towards new business models to deliver better service outcomes for clients and candidates. Over the last few years we’ve seen many mergers and acquisitions and so the shape of our industry has changed yet again. My belief is that over the next few years we will continue to see more of this activity rather than less. Where do you draw your inspiration and motivation from? I draw inspiration from our people. The talent we continue to attract and retain in our business is inspiring, to say the least. In my role I have the opportunity to visit businesses across Australia, New Zealand, China, Hong Kong, Singapore and Malaysia, and I’m really proud to see our people leading without title. They are taking the lead and doing great things with our candidates and clients – that’s what gives me the get up and go everyday. Debra Loveridge, Managing Director – Asia Pacific Randstad Deb Loveridge is the Managing Director – Asia Pacific of specialist recruitment & HR services company, Randstad. Deb was a founding member of the company back in May 1988 when it was just one small office in Sydney known as Select Appointments. Randstad is now a Fortune 500 Company and one of the world’s largest HR services providers, specialising in executive recruitment, HR Solutions and temporary and permanent staffing across a wide range of specialist industry sectors and professions. Throughout the years the company has been recognised as an industry leader and received a number of business awards. The Randstad Group now employs more than 520,000 people every day across over forty countries. ___________________________________ Greg Savage How many years have you been in the industry? 31 years What do you feel you have contributed to the industry and why do you stay? I hope that I have contributed to the industry in five areas. Along with many others I have been a supporter of the RCSA in a practical way for many years, for example, by sitting on a variety of committees and serving on state and national councils as well as speaking at RCSA events without charge for over 20 years. I hope my support contributes to change and professionalism within the industry. I also speak at hundreds of industry events in Australia and worldwide and I like to think that this has helped develop a greater knowledge base within the industry. Thirdly, I am very proud of the fact that I can point to 30 companies that are owned by people that used to work for me. I hope that in some small way I contributed to these people developing their craft and establishing such successful and profitable businesses. In terms of training and coaching, all the businesses I have owned and run have put a massive emphasis on professional development of our staff. I believe this has added to the net skill base of our industry. Finally, I put a lot of work and effort into establishing a social media presence, particularly through my blog, and I get a lot of positive feedback from people saying the information I share has helped them in some way. I stay in the industry because I am passionate about it. It is both competitive and lucrative and I get great satisfaction from doing the job well. There is a nice symmetry to the business in that you make everyone happy when you fi t the right person to the right job in the right company. Do you foresee a particular development coming to fruition in the industry, or if you could choose something to do so what would it be? It is a tough time to be in the industry today and there is a certain amount of cynicism about the role we play. We are at the start of a substantive shift in the dynamic of the industry and we need to think about what value we can add. We have to prove that we provide a superior service and we demonstrate this by identifying candidates our clients cannot access and by developing a unique talent pipeline, using non-traditional methods. Where do you draw your inspiration and motivation from? I’m motivated by the desire to create a unique business, see my staff evolve and thrive and, of course, a fear of failure. Greg Savage, Aquent International CEO Over the past seven years Greg Savage has overseen Aquent’s diversification and growth strategy in the international market, refocusing the company on niche sectors within the marketing, creative and communication fields – an initiative that has secured Aquent’s leadership position in this space and resulted in the business growing sevenfold in seven years. With a recruitment career that spans 30 years, including multi-office management of recruitment operations in Australia, New Zealand, England, Europe and many Asian countries, including Japan and China, Greg was promoted to Aquent International CEO in 2005. Formerly CEO of Asia Pacific, the promotion added nine offices in seven European countries under his responsibility. He is now responsible for 450 staff in 35 offices in 18 countries. ___________________________________ How many years have you been in the industry? The advertisement in 1994 which enticed me into the recruitment industry had the headline ‘Frustrated Accountant’. I haven’t looked back and I am now in my 18th year in the industry. What do you feel you have contributed to the industry and why do you stay? Our industry has very low barriers to entry and consequently it is plagued by new entrants who over-promise, under-deliver and stay in the industry for a very short period of time. Besides my longevity which has been built on a philosophy of integrity, I would be proud to say that my training of new consultants would be my biggest contribution. I have always exploited the potential and talent of new graduates. Our growth at people2people has been organic and leveraged from the training of our own consultants. Throughout my career, I have trained many individuals who now have successful recruitment careers, both within a recruitment agency and beyond. I stay in the industry because I still get a buzz when we make a placement, win a new client or beat a competitor. Although I am not as close to the desk as I used to be, I still celebrate when someone makes a placement. I particularly enjoy the thrill of a new consultant who has just closed their first deal. Do you foresee a particular development coming to fruition in the industry, or if you could choose something to do so what would it be? As the industry matures, we will continue to see the dominance of a few major global players. This is not unique to the recruitment industry, but a pattern observed in any maturing market. Globally, I would expect the industry to be dominated by four players; everyone else will have to exploit a niche. A niche does not necessarily mean being small, but may simply be a narrow market segment. Recruiters trying to be all things to all people are destined to fail if they are not one of the four global behemoths. How would you sum up the current state of the recruitment industry? The industry is consolidating quickly and technology is facilitating this change. Those who are slow to adopt technology will find this to be their biggest threat. Many ‘old timers’ will disappear in the next few years. They may or may not be replaced and the big firms will continue to grow. Those who exploit technology and understand that recruiters are not selling a candidate, but convenience and access to networks instead, will continue to thrive, particularly as the baby boomers retire. Where do you draw your inspiration and motivation from? Our world is full of chatter but only a few people take action. I am inspired by those who stand up and make a difference whether it is in business, sport, politics or in life generally. Life is too short to be a passenger! Mark Smith, Director, People 2 People Commencing his career with Deloitte in the late 1980s, Mark is a qualified Accountant. In 1994, he decided to make a career switch to the recruitment industry. During his early recruitment career with two listed recruitment entities, Mark recruited and managed teams in both temporary and permanent disciplines, in the Sydney, Brisbane and London markets. In February 2005, Mark established people2people with Manda Milling and Simon Gressier ___________________________________ Linda Simonsen How many years have you been in the industry? 9 years What do you feel you have contributed to the industry and why do you stay? When FuturePeople was founded back in 2002, our goal was to be different – to focus on the highly specialised contact centre industry, and to provide real value through innovative recruitment processes and long term partnerships with our clients. Over the years we have achieved that, helping clients like St George Bank win Best Contact Centre in the world, and assisting all our clients to meet their recruitment challenges head on. We stay in the industry because of these partnerships, and because of our commitment to innovation and excellence – as recent winner of the 2011 Best Innovation Award at the Recruitment Excellence Awards, we are driven by achievement and continuing to find better ways to deliver outcomes for our candidates, our clients and our own staff. Do you foresee a particular development coming to fruition in the industry, or if you could choose something to do so what would it be? I think we will see an increase in investment in the online space – but not specifically just on social media. The forward-thinking organisations are beginning to leverage technology to measure the performance and culture of their organisation, benchmark what success looks like at various levels, and use this information to create a holistic profile against which to recruit, as opposed to a simple checklist of job requirements. The organisations that understand their unique Employee Value Proposition (EVP), develop a strong employer brand, and can proactively engage the market with this proposition – these are the organisations who will have a competitive advantage in the ongoing war for talent. How would you sum up the current state of the recruitment industry? The recruitment industry has, for the most part, bounced back strongly from the GFC and certain sectors are experiencing robust growth. There is obviously a degree of nervousness about the future, with economic experts predicting a “double dip recession”; the prospect of another financial downturn is leading organisations to be cautious with their costs and overheads, which presents some challenges to the recruitment industry – principally how to deliver value and outcomes without compromising commercial viability. Organisations who are able to continue investment into research and development, and who can deliver outside the- box solution in these times, are in a strong position to weather whatever financial storms we may have ahead of us. Where do you draw your inspiration and motivation from? Michelangelo said “the greatest danger for most of us is not that our aim is too high and we miss it – but that it is too low, and we reach it”. For me, there are so many sources of inspiration to draw from, but that constant drive to fi nd a better way to do things, to look for opportunities to fix what isn’t broken and to achieve goals we thought we couldn’t reach – that’s what inspires and motivates me to keep pushing forward. Linda Simonsen, CEO & Founder, FuturePeople Recruitment Linda is the founder and CEO of FuturePeople Recruitment, a contact centre talent acquisition and engagement consultancy. FuturePeople turns over in excess of $14 million per annum and is the recipient of numerous awards, including the 2011 Best Innovation Award at the Recruitment Excellence Awards, the 2010 Recruitment Excellence Award, Seek Annual Recruitment Award, SmartCompany Award, Telstra Business Award and was ranked 21st on the BRW Fast 100 list of Australia’s fastest growing businesses. Linda has 15 years experience within the Australian Contact Centre and Recruitment Industries and holds tertiary qualifications in Psychology and HR from the University of Sydney. Linda is a member of AHRI and Accredited Professional member of the Recruitment and Consulting Services Association (RCSA). Linda is a member of the CEO Institute, the Entrepreneurs Organisation (EO), a Board Director for Not for Profit Organisation Odyssey House, as well as on the NSW Regional Council for the Recruitment Consulting Services Association (RCSA). ___________________________________ Ben Wood How many years have you been in the industry? Since 1987 What do you feel you have contributed to the industry and why do you stay I’ve been active in the industry through my involvement with ITCRA, but for me it’s been more about helping others to develop a successful career in the industry. I think I’ve been able to provide leadership in this regard, as I’ve had a successful career in recruitment myself. I stay because it’s a great industry that continually throws up challenges and opportunities. It’s a “no excuses” business – the only reason you can’t do something is because of some personal limitation holding you back. Do you foresee a particular development coming to fruition in the industry, or if you could choose something to do so what would it be? I think our customers will continually want to pass more and more responsibility to those recruitment partners they trust. We’ve got to be willing and able to take more responsibility. Our customers will also want us to be continually looking for ways to provide better service at lower cost. We have to build business models that enable us to thrive in this competitive environment. How would you sum up the current state of the recruitment industry? Big picture, the industry’s in rude health, vibrant, growing at a rapid rate, developing a number of new business models which are creating demand. At the coalface, I think the job of the recruiter can be pretty tough and deserves to receive a lot of support – a good structure, effective sales tools, plenty of training, an experienced manager who can coach you through issues. Where do you draw your inspiration and motivation from? I enjoy seeing others succeed. I spend quite a bit of time teaching/training, so I need to commit to my own personal development otherwise I can sound like a broken record. I enjoy travel – seeing how other people live – and this helps me to see there are really no excuses. Ben Wood, Managing Director, Clicks I.T. Recruitment Ben is the Managing Director at Clicks I.T. Recruitment, an Australian-owned IT specialist firm with 50 staff and offices in Melbourne, Sydney and Canberra. He has over 24 years of experience working in the recruitment industry both in Australia and in the UK and has been with Clicks since 1998. Clicks has a large contingent workforce of IT specialists working across corporate and government clients. ___________________________________

Read more from the original source:
Leading the way

Tags: accreditation, contribution, Expert Advice, fruition, industry, issues, november 2011, organisations, program, result, society, understanding, Volunteers

Inside November 2011

Industry Leaders We celebrated our fourth Recruitment Excellence Awards on 21st October, it was a great night – not least because of the company! It’s occurred to me, having seen the reaction of some of my Thomson Reuters colleagues, that there’s no other industry quite like recruitment. Yes we take a barrage of criticism – most of which is completely justified but no-one could say we’re not passionate! I like the people in recruitment, they’re strong, committed and gregarious. Like every industry we have our share of cowboys, but for the large part, we’re engaged not just in our own businesses but in the industry as a whole. This month we talk to seven industry leaders about their recruitment careers and what it is that fuels their dedication to the industry… Click here for a selection of articles from this November 2011 edition of recruitment extra .

Read more from the original source:
Inside November 2011

Tags: 21st, awards, excellence, industry, Industry Chat, issues, leaders, november 2011, result

Inside November 2011

Industry Leaders We celebrated our fourth Recruitment Excellence Awards on 21st October, it was a great night – not least because of the company! It’s occurred to me, having seen the reaction of some of my Thomson Reuters colleagues, that there’s no other industry quite like recruitment. Yes we take a barrage of criticism – most of which is completely justified but no-one could say we’re not passionate! I like the people in recruitment, they’re strong, committed and gregarious. Like every industry we have our share of cowboys, but for the large part, we’re engaged not just in our own businesses but in the industry as a whole. This month we talk to seven industry leaders about their recruitment careers and what it is that fuels their dedication to the industry… Click here for a selection of articles from this November 2011 edition of recruitment extra .

See original here:
Inside November 2011

Tags: 21st, awards, excellence, industry, Industry Chat, issues, leaders, november 2011, result

Are Job Boards Finally Learning to Innovate?

Job Boards are starting to get the message:  Innovate or die.  For many years the Australasian recruitment market built their empires by sourcing active jobseekers through print media and then online job boards.  As online prevailed, print media wilted, and for a large chunk of the last decade the online job boards had the recruitment industry

The rest is here:
Are Job Boards Finally Learning to Innovate?

Tags: act, Chunk, industry, Industry Chat, job, Jobseekers, media, result

Congratulations to the 2011 Winners and finalists!

On Friday 21st October 2011, 240 recruitment industry professionals gathered at Sydney’s Luna Park to celebrate the 2011 Recruitment Excellence Awards. Pre-dinner drinks and canapes were served in the sizzling evening sun over-looking the harbour before guests sat down to some first class entertainment and the awards ceremony itself. MC Brad Blaze delighted the audience with his impressive speed paintings, which were later auctioned to raise over $11,00 for both Breast Cancer Research and The Starlight Foundation. Sydney’s premier dance act, Martini Club played until midnight, to a packed dancefloor. To find out this year’s winners and finalists click here .

Read more:
Congratulations to the 2011 Winners and finalists!

Tags: 21st, cover story, industry, Industry Chat, professionals, result, sydney

To the Deloitte recruitment team who should know better.

I write to complain of what I consider to be an ongoing and systematic undermining of the recruitment consulting industry by your internal recruitment team. In particular I refer to recent comments made at industry conferences by Peter Williams of Deloitte Digital, and James Elliott, your National Recruitment Director.

Firstly let me congratulate Deloitte on filling most roles yourselves – for what it’s worth we’re only interested in placing the 15% of roles that our Clients can’t fill themselves.

I’ve attached two articles for your reference from Shortlist, the leading recruitment publisher.

The comment from Mr Williams re “Tiffany” is nothing short of patronising and disingenuous and completely unnecessary at any conference. Why one would suggest that a recruiter was nothing short of a pestering sales person with nothing of value to add is quite frankly beyond me, especially given the present war for talent.

The recruitment industry employs thousands of people nationally and generates over $15bn annually. To suggest that it’s without merit is completely without foundation.

I’ve also attached an article which features James Elliott suggesting that external recruiters provide your poorest source of quality hires. As an industry average, contingent recruitment businesses successfully place approximately 7% of the candidates that they select for interview, and this is from a pool of some 23% of all resumes received. To suggest that this highly screened and filtered demographic represents the poorest source and quality of hires is incredibly hard to believe.

I also note that Deloitte audit no less than 3 publicly listed recruitment companies; Ambition, Rubicor and SKILLED. I’m sure that they would be appalled and disillusioned to hear what partners and the wider leadership group of Deloitte are saying publicly at industry conferences about their profession.

Finally on a commercial note, I think that it’s very unwise to be publicly boasting about poaching and taking 68 out of 80 people from a competitor’s business. Not only is this unethical but as James rightly points out talent lists are “mind bogglingly easy” to obtain.

I look forward to your comments.

Yours sincerely,

Niall Hamill
Chairman
Andersen Partnership

Tags: attached, deloitte, elliott, industry, james, people, publicly, Recruitment Agencies, suggest, williams

Interview with 2011 FEMA Recruiter of the Year: Katie Borton, Launch Recruitment

 Katie Borton, Launch Recruitment It’s award season in the recruitment industry and as you are sifting through the various categories in the respective SARAs, FEMAs and REAs, you will notice that there is only one individual award, and that’s the FEMA Recruiter of the Year. Last year Sydney-based executive recruiter for Talent2, Neil Galvin took home the prize and this year Sydney-based

Read more from the original source:
Interview with 2011 FEMA Recruiter of the Year: Katie Borton, Launch Recruitment

Tags: fema, Femas, galvin, high performance, industry, launch, result, saras, talent2

Introducing RECTEC

Does the HR/Recruitment industry need another event? I think so. RECTEC, scheduled for 22 Nov, brings a very different flavour. Here’s why: Focus RECTEC stands for Recruitment Technology Evaluation Convention and as the name implies the event will focus exclusively on technology and its application to recruitment. Learning from innovators We’ve assembled an impressive line-up

More:
Introducing RECTEC

Tags: ats, evaluation, events, industry, Industry Chat, innovators, rectec, result, technology

Successful recruiters of the future may require a different arsenal of skills and attributes – describe the profile of your perfect future recruiter

James Hon Managing Director and Founder, Bluefin Resources The landscape of recruitment is changing more rapidly than ever before. Clients are becoming more sophisticated in their approach to sourcing, and are investing more people and money into building high performing recruitment teams. Recruitment consultants working for agencies need to evolve quickly to ensure that they retain a unique edge in the market and have a decent value proposition. The obvious big change affecting the world of recruitment at the moment is the role of social media tools and technology. Everyone is trying to integrate new technology and social media such as Facebook and Twitter into their sourcing strategy. This might mean that the successful recruiter of the future is a social media guru that can write beautiful Boolean. That said, can good old fashioned networking and referrals ever be replaced by technology? I personally think not. The successful recruiter of now and the future is raising the bar, they are likely to have some specialist industry experience, they can articulate a value proposition that will differentiate them from the competition, and they can run a client or candidate meeting that isn’t just about putting a round peg into a round hole, but is about genuinely adding value. They will not think of recruitment in terms of “filling jobs” but of developing a market and a reputation that focuses on deep specialist knowledge and a service driven mentality. The phone bangers of yesteryear that once successfully hailed “Have you got any jobs?” are thankfully dead and buried. James Hone started his recruitment career in London in the late 1990s. He served for five years as Manager for Hays IT in London before moving to Sydney in 2003. In 2003, James left Hays IT to establish Bluefin Resources. Bluefin has ranked 23rd on BRW’s prestigious Best Places to Work list 2011, a catalogue of the 50 best employers nationally. James encourages a fun working environment, with a work/life balance and no tie policy, ensuring that his business focuses on quality rather than quantity. Bluefin now has over 50 employees based out of Sydney and Melbourne recruiting across Australia and Singapore, with further growth planned. Visit www.bluefinresources.com.au for further information about the company. ___________________________________ Lynne Fox Senior Consultant, Finite The recruitment landscape has witnessed some very signifi cant changes over the last few years. A client’s perception that they have received value for their recruitment spend is what will play a major part in determining the success of future recruiters. In an attempt to reduce recruitment spend and centralise the recruitment exercise, we have seen the emergence of large scale RPOs and internal recruitment teams within our corporate and government clients alike. Successful recruitment consultants will be those who work with, rather than against, these internal mechanisms. Agents will need to understand that internal recruiters are also under enormous pressure to deliver against stringent KPIs, where their performance is additionally monitored by internal stakeholders. It is vital to work cohesively with them and their processes, in order to maintain high levels of repeat business from them. Networking and the quality of one’s networks, has become more important than ever. Successful recruiters will have wider and stronger networks both on the client side and the candidate side and this is what will give them the “edge” on their competition. With the IT sector experiencing such low unemployment rates, coupled with the candidate pool tightening, the ability to tap into a pool of passive candidates will be pivotal to success. Building online communities that are immediately accessible will also be a major factor in success. Clients are continuing to disengage with unprofessional recruitment consultants who appear to offer little in the way of value and who actually create more work for them. Service and value for money is what clients are looking for. That will never change. Lynne Fox is one of Finite’s Senior Consultants. Having been employed with the company for more than 10 years, she has had a successful track record within both corporate and government accounts. Lynne provides IT resources for contract assignments as well as for permanent appointments. The scope of IT positions she has placed, on behalf of her clients, has been from CIO to level 1 Help Desk. Lynne is an ITCRA-certified IT Professional Recruitment Consultant.

Here is the original post:
Successful recruiters of the future may require a different arsenal of skills and attributes – describe the profile of your perfect future recruiter

Tags: Bluefin, employers, experience, industry, issues, knowledge, media, raising, result, september 2011, sydney

Measuring Employee Turnover Rate: A Bogus Statistic…

There have been countless articles, posts, and other musings on HR metrics and how, without metrics, HR is doomed to forever be viewed as a second-class business citizen.  And through a stroke of re-branding genius HR metrics have been transformed into HR analytics, with a whole technology industry built up to help us HR types sort our analytics out.  Admittedly, I've been a little old school when it comes to HR metrics – think traditional baseball statistics (i.e., wins, homeruns, RBIs) to sabermetrics (on base percentage + slugging percentage).  In fact, for years now, I've been proudly flaunting our low turnover rate as the only proof needed to prove how successful our people programs have been.  Well, recently my thinking was challenged by a colleague, leaving me feeling like I've been peddling the HR statistical equivalent of Dave Kingman .  As it turns out, focusing on turnover rate is like focusing only on homeruns – important, but misleading.  A low turnover rate could really be telling you: 1.  You've got a “comfortable” culture.  You go to work, do your thing and go home.  There's not a lot of pressure, no one really pushes you to do or learn more, you've got a lot of friends at work and you're compensated well.  Why would you leave?  Oh, that's right, you wouldn't! 2.  People really want to leave but can't .  Yup, the ol' economy thing gets in the way here.  These folks aren't bad workers, it's just that it's time for a change or their heart isn't in it anymore.  They're out there trying their best to move on, but it just ain't happening.  And depending on where in the country you live, this could be even more pronounced. 3.  People really want to leave but don't .  Same as above except these guys are too lazy to mount a serious job search.  4.  Unintended consequences.   You're a manager in a company that focuses so much on turnover rate that even though you've got a poor performer on your team, you don't take action because you don't want to be an outlier.  So you tolerate underperformers. You get the point.  While turnover rate can be a helpful input to understanding what's happening in your organization, we should be a little more skeptical of drawing too many conclusions.  So what should we measure?  Taking a page from the sabermetrics book, I propose we adapt the Wins Above Replacement Player (WARP) for our organizations.  Simply, what is the performance level of our team members compared to “replacement” talent available on the open market?  We can call it Performance Above Replacement Employee (PARE). Using a 1-5 scale: Performance of current employee Divided by Expected performance of replacement employee A score of 1 or higher is good.  Do everything you can to retain that employee.  A score lower than 1 isn't good and you should take the necessary steps to improve.  From a retention perspective, I'd want to know what percentage of employees with a score of 1 and above are we retaining?  Now, I can hear those out there saying, “isn't this just another way of saying retain high performers?”  No.  Most performance measurement is comparing an employee to internal talent or the subjective assessment of a manager.  The PARE system looks external so you may have a “high” performer in your system but turns out they're only average when compared to the market.  Would love to hear your thoughts and reactions! Editor's Note – A ndy Porter is a VP of HR/OD with Merrimack Pharmaceuticals. Some days, he indeed does  wear short shorts around the office  (call it a morale booster). Other days, he spits some mad game on cheese. No really – he's somewhat of a cheese aficionado. But more importantly? He's changing how his company approaches people management and performance management. Just ask him what happened to Merrimack's annual performance reviews.

Read more from the original source:

Tags: articles, business, Citizen, Genius, industry, Industry Chat, Metrics, result, retention, stroke, technology

Is Tim Sackett The Most Powerful Man in HR? Yes.

By this point, all of you already know that I was named to the Top 100 HR and Recruiting Pros To Follow on Twitter , with this honor I had the epiphany to un-suck the HR world when it dawned on me that HR Sucks. For too long, HR Pros have been playing to executives, playing all nice and safe and boring.  HR has been running around like a chicken with its head cut off, and it’s my destiny to become the chicken head.  So I found a partner with which to begin my conquest: FOT. I became the Chief FOT’er in a swift, but un-violent, coup. Then I brought in the most badass HR Pros to help run our organization.  My COO – Mother F’ing Pete Drucker – yeah he’s dead, but with our unlimited budget and cloning technology we were able to dig up Pete’s head and put it into a Transformer type frame – take that punks.  Our Chief Strategy Officer? Yeah – Tom Peters – that’s right, I’m flanked by two Peters, beat that SHRM!  CIO you ask – the badass himself – Bill Kutik . Why? Because he’s got a smokin’ hot wife, and you don’t.  And we have to add a chic because – I am HR – and that’s what we do – so our Chief Chic is Cynical Girl herself Laurie Ruettimann – she says “F-You” more than any other person I know. I lorded over my team of HR Godfathers and Godmother night and day like a cruel, but just, dictator, tweaking, refining, crafting the design of our new HR world until they met my unwavering standards.  We hired the top HR analyst to develop HR practices that the world has never seen, to push the limits of every legal policy.  When those analysts said I was pushing the legal limits too far, I fired them. Then I hired a group of Soviet HR Analyst defectors to push the technology even farther, eventually breaking all Federal HR Administration limits of awesomeness. They say an artist knows he has reached perfection, not when there is nothing left to add, but when there is nothing left to take away.  Now, I don’t know what that means, but that’s why you never trust artists. Now that I have broken apart the corporate ladder and beat the world into submission with it, I’m putting the mamby-pamby HR world on notice.  I’m making it more badass, more wild, more lethal.  I’m talking about settling Union walkouts MMA-style, in the ring.  Legalizing body part picture texting. Making post-hire press conferences where you talk trash about the company you just stole the person from. Basically, making HR be the thing that everyone in the world has been wanting it to be: not sucky. Am I the most powerful man in the HR world?  A less humble man would say yes.  But, for the sake of clarity, let’s just say the second most powerful man in HR is in my rearview mirror, basically wishing he was Tim Sackett. I’m the Chief FOT’er. You shut up. (before you get your undies in a bunch, check out K-Swiss's new marketing champaign with Kenny Powers and you'll see where my inspiration came from for this post! Warning – NSFW) Editor's Note : Tim Sackett, SPHR is the EVP of HRU Technical Resources in Lansing, MI. Tim loves everything talent acquisition and believes every corporate recruitment department in America can and must get better. He has 15+ years of human resource leadership experience, across multiple industries, on both the corporate and agency side – so he gets it from both sides of the desk. Want more?  Um, OK… He has a Masters of HR and… well, he was recently voted #5 best assistant little league coach of his son’s five team league. Check out his newest blog venture at  www.timsackett.com . Because he's got A LOT to say, and FOT just isn't enough for him.  

View post:

Tags: industry, Industry Chat, pros, result, utm

Inside August 2011

Managing the contract workforce Choosing contract work as a career is fast becoming a popular choice. As social morés change and the make-up of the workforce shifts, people are seeking a flexibility to match their lifestyle and commitments. How we manage this sector may not have had all the careful consideration it needs and it is becoming increasingly critical for organisations to re-think their strategies in this arena. In this issue we take a closer look at the management strategies emerging in relation to contractors. Regular experts Rod Hore and Nigel Harse debate how the recruitment industry will develop in the next 10 years and we are pleased to welcome a new panel. We’re very excited to announce the REAs gala dinner will be held at Sydney’s iconic Luna Park this year. So dust off your glad rags and join us for a fantastic evening of entertainment and celebration. Get in quick to secure your tickets! Click here for a selection of articles from this August 2011 edition of recruitment extra .

Read the rest here:
Inside August 2011

Tags: Celebration, contract, dinner, Harse, Hore, industry, Industry Chat, issues, result, strategies, sydney, years

David Arkless, VP of Manpower Inc, recently told recruitment extra he believes we are entering the human age and that recruiters will need to get involved in the production rather than sourcing of talent to survive. Do you agree and if so how are you responding?

Richard Earl Managing Director, Talent International In the first instance, we need to define what is meant by the “production of talent”. The recruitment industry clearly cannot take over general industry’s role in the education, training and apprenticeship of the workforce in specific professional and industrial roles as this is a massive investment. However, if by production of talent, we mean career counselling, personal development programs, workforce analysis and the provision of professional and behavioural coaching, then there is no doubt that the recruitment industry can add value in this regard. Many of the more progressive recruitment companies are already implementing and practicing innovative programs related to this. The importance of sourcing talent will never disappear. In fact, the successful recruiters of tomorrow will need to display more innovation and guile in their approach to finding candidates as true talent becomes harder to find. Society has rapidly moved into the digital and online communication age on a large scale which has had a huge and beneficial impact on connecting candidates with jobs. Unfortunately, it has also created the insular and lazy recruiter with an impersonal approach. I hear many stories of highly sought after candidates removing on-line profiles as a result of being bombarded by cold requests to connect. We are social creatures and the personal touch can never be underestimated. Get out and about! On another note, an increasingly required skill will be the ability of recruiters to truly sell their clients. With many clients investing in cultural improvement projects and becoming increasingly difficult to differentiate, recruiters will have to develop an intimate and passionate understanding of the brands they are selling to secure the best talent for their clients. Richard Earl is Managing Director of IT recruitment specialist Talent International which he founded in 1995. He currently oversees eight offices across Australia and New Zealand supporting a wide and diverse range of clients across the private and public sectors. Previously he worked as a recruiter in Perth and Birmingham and was originally a Software Development specialist to the UK banking and finance sector. ___________________________________ Linda Simonsen CEO & Founder, FuturePeople Recruitment The core competency and unique selling point of a recruiter is the ability to efficiently source “right fit” talent for an organisation. I’m not sure that it is a matter of survival for recruiters to get involved in the production of talent but it is certainly a product extension well worth considering, especially if the recruiter’s focus is on sourcing in a particular niche market. Where a recruiter has a focus on a niche market, or set of skills that are scarce, they have several options open to them before resorting to training up or producing talent themselves: Being a better marketer of opportunities to candidates than their competitors – that is, proactively researching where the scarce talent is at and developing targeted and compelling messages to engage them rather than passively posting a job ad. Being smarter around searching for scarce skills; can I find these skills in a different market and look to transfer across geographies and/or industries? Aligning with industry groups and/or training organisations that offer appropriate training and development in the skills required; sponsoring seminars or offering career information sessions and/ or job search services to these organisations will open up a new talent pool of potential candidates. Assisting their client organisation to assess their current talent base for the right aptitudes and attitudes to develop the skills to move into critical roles. I believe that recruiters should focus on honing and keeping their sourcing and talent assessment skills at the leading edge to offer the best and most differentiated service to their client organisations while building strong alliances with a diverse range of partners that can assist their clients to develop their workforce or provide a pipeline of skilled candidates. Linda Simonsen is the founder and CEO of FuturePeople Recruitment; a contact centre talent acquisition and engagement consultancy. FuturePeople turns over in excess of $14 million per annum and is the recipient of numerous awards, including the 2010 Recruitment Excellence Award, Seek Annual Recruitment Award, SmartCompany Award, Telstra Business Award and was ranked 21st on the BRW Fast 100 list of Australia’s fastest growing businesses. Linda has 15 years’ experience within the Australian Contact Centre Industry and is a member of AHRI and an Accredited Professional member of the RCSA. Linda is a member of the CEO Institute, as well as the Entrepreneurs Organisation (EO), a Board Director for Odyssey House and on the NSW Regional Council for the RCSA. ___________________________________

Read more:
David Arkless, VP of Manpower Inc, recently told recruitment extra he believes we are entering the human age and that recruiters will need to get involved in the production rather than sourcing of talent to survive. Do you agree and if so how are you responding?

Tags: companies, counselling, creatures, development, Expert Advice, industry, Industry Chat, investment, issues, programs, projects, result, the-panel, workforce

Will the Real Slim Shady Please Stand Up? BranchOut vs. Monster’s BeKnown…

Welcome to day two at the SHRM Conference in Vegas. One of the things that happens frequently at conferences are big industry announcements, like SHRM sharing that their interim CEO, Hank Jackson, has been named their president and CEO , and product announcements, like Monster.com's release of BeKnown , a Facebook driven app for job seekers and employers. And as bloggers, we are offered a slew of meetings with vendors so we can learn more about what they are up to. One group who reached out to us was BranchOut, and FOT's Tim Sackett wanted to spend time chatting with them given the dominance of social recruiting these days, and LinkedIn's IPO. They tout themselves as being the largest professional networking app on Facebook… so you can think about it this way – BranchOut has often been compared to a LinkedIn for Facebook as users can network and find jobs through their “social graph”. Timing is a funny thing though. Sackett had planned well in advance to spend time with BranchOut founder, Rick Marini – who by the way is a dead ringer for Patrick Dempsey. (So much so, ask him about the time he was in China and on the Great Wall… what can you do but smile and bow?!) And on the coat tails of meeting with BranchOut, we hear about then begin checking out Monster's BeKnown… and we couldn't help but to say, “Huh. This looks familiar! It feels like… BranchOut!” So we had to get some scoop on BranchOut's reaction to the BeKnown product. How could we not? And it's not as if Monster and BranchOut founder, Rick, are complete strangers. Coincidentally, Rick's first company, Tickle.com was acquired by Monster.   So check out the video. I'm not gonna call this BranchOut vs. Monster's BeKnown. But it's worth noting that there are some similarities between the two platforms. And that these two folks aren't strange bedfellows. (Email/RSS subscribers, click through to actually watch. And sorry to all for the sound quality!) BranchOut vs. Monster's BeKnown from fistful of talent on Vimeo . And to learn more generally about BranchOut and what makes them who they are? Check this out… (Email/RSS subscribers, click through to actually watch.)   About BranchOut from fistful of talent on Vimeo . So our friend's at Monster… got a rebuttal? Happy to grab some video if you wanna share some insight here on FOT. Just holler…

Read the original here:

Tags: announcements, Conferences, hr tech, industry, Industry Chat, interim, monster, product, result, Shrm, social-networking

“Different Thinking” from our Recruitment Leaders – a book review

In a world seemingly awash with business books, management texts and leadership essays it seems to me that there is a distinct dearth of quality, interesting and genuinely illuminating books relating to our unique recruitment industry.  In fact I usually find myself reading business-related books and trying to mentally wrap their content around our oddly-shaped industry

More:
“Different Thinking” from our Recruitment Leaders – a book review

Tags: act, books, business, dearth, essays, industry, Industry Chat, leadership, management, reading, result, Texts

Zoek Recruitment

Zoek Recruitment Zoek Recruitment | Zoek Recruitment Zoek Recruitment Zoek Recruitment Home About Us Glenn Crawford #8211 Principal Roles We Recruit Employers Job Seekers Job Interview Hints #038 Tips What is Resume Parsing Resume Template Contact Us Jobs Confident?…Arrogant?…Or just a tool A story about an ego out of whack with reality Integrity #8211 A story about how to leave a company Maintain your integrity no matter what the circumstances Perception is Reality Can you handle the truth Latest Posts Confident?…Arrogant?…Or just a tool A story about an ego out of whack with reality&#8230 Posted on 2nd Jun 2011 1 comment Integrity #8211 A story about how to leave a company Maintain your integrity no matter what the circumstances Posted on 19th Apr 2011 2 comments Perception is Reality Can you handle the truth Posted on 21st Feb 2011 0 comments View more posts Relationships Ultimately life is about the quality of relationships that you engage in True relationships are based on transparency honesty between the parties involved This blog has been created to allow those of you who are considering or require the use of a Recruitment Agency To assist you negotiate your way through the maze of the industry and how it works In the process you will gain a perspective of how Zoek Recruitment approaches the industry our style and if we are fortunate we will be able to assist you in whatever capacity we can Who knows collectively we may find a better way to do it The blog is deliberately conversational rather than the same blank statements made by an Agency about how they do it better than the next one Hopefully this will demystify some of the unknown aspects of the industry Please feel free to comment on the topics or request topics that could be addressed Categories Candidate Charity Employers Featured Rant Archive June 2011 April 2011 March 2011 February 2011 January 2011 December 2010 TagsCandidate charity CV Employers featured Generation Y Gen X Job copy 2011 Zoek Recruitment All Rights Reserved Powered by Andmine

Tags: agency, andmine, aspects, assist, better, blank, capacity, Charity, circumstances, collectively, comment, comments, company, confidentarrogantor, conversational, deliberately, demystify, employers, featured, fortunate, handle, hopefully, industry, integrity, leave, maintain, matter, Perception, posted, posts, reality, recruitment agencies, relationships, resume, statements, story, topics, Truth, unknown, Whack

Buckmaster Hawkey

Buckmaster Hawkey Welcome to Buckmaster Hawkey Victoria Property and Real Estate Recruitment Specialists nbsp nbsp nbsp nbsp Buckmaster Hawkey Victoria is a recruitment consultancy that helps real estate and property industry employers source the best available employees for their organisation More about us …We welcome you to use the navigation bar on the left to explore our site nbsp nbsp

Tags: available, buckmaster, consultancy, employees, employers, estate, explore, hawkey, helps, industry, navigation, organisation, property, Recruitment Agencies, source, specialists, victoria, welcome

What is CV floating ?

I need some help with this one!!!! I have a line manager who asked me to help him find a senior manager, which I did! The line manager interviewed him and told me all was good and said HR would be in touch! HR called me today and said that they would not accept the candidate through me because the CV was floated! I’ve tried to find references to the term, cv floating or candidate floating, but can’t find anything ! What does it actually mean? Is there a specific definition of the term?

Tags: candidate, candidates, company, details, essentially, experience, floating, industry, people, power, recruiter, recruitment agencies, Recruitment Agencies, skills, specific, value, worked

Icon Recruitment

Icon Recruitment Icon IT Recruitment Australia Canberra Adelaide Melbourne Sydney Brisbane Icon Recruitment Adecco World HomeWebTimeOnline Centre Homejob searchour servicesabout Iconcontact us bckTop,brdCrmb,shrBtn&nbsp Oh no You have JavaScript disabled or blocked on this page Please enable it so you can use the full functionality of the Adecco website job search Keywords Location Classification Work Type Advanced Search job seekers Find a job Improve your resume Contact a career specialist Interview guides jobs in your city Melbourne Sydney Brisbane Gold Coast Adelaide Canberra Perth Darwin Hobart our services Find quality employees Contact a recruitment specialist Learn about our business Our industry expertise office locations Adelaide Brisbane Canberra Melbourne Perth Sydney nbsp nbsp #169 2010 IconAdeccoAjilonGlotelHyphenJonathan WrenJudd FarrisLee Hecht HarrisonTADSitemapPrivacy Statement

Tags: ACT, adecco, adelaide, australia, bcktopbrdcrmbshrbtnnbsp, brisbane, business, career, coast, contact, darwin, disabled, employees, expertise, farrislee, guides, harrisontadsitemapprivacy, hecht, Hobart, homewebtimeonline, iconadeccoajilonglotelhyphenjonathan, iconcontact, industry, interview, javascript, learn, locations, melbourne, office, perth, quality, Recruitment Agencies, search, searchour, servicesabout, specialist, statement, sydney, world, wrenjudd