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Sinclair Consulting GroupSinclair Consulting Group Sinclair Consulting Skip to main content Sign up for Job Alert Home For Job SeekersJob Search Submit Your Resume Create Job Alert Why use Sinclair Candidate Reward Program Candidate Testimonials Registration Process Time Sheets For EmployersSubmit a Vacancy Why use Sinclair Sinclair Recruitment Method Frequent User Rewards Client Testimonials Gold Candidates Our StaffSenior Management Sydney Brisbane Melbourne Gold Coast Perth Adelaide Corporate Services About UsNews Work at Sinclair Social Responsibility Privacy Policy Contact Us IT Jobs 5 IT jobs currently available Looking for Helpdesk Network Engineers Architects Software Developers Web Designers Project Managers and more Apply and interview today Browse Jobs Sales amp Marketing Jobs 53 Sales jobs currently available Looking for Account Managers Business Development Managers Customer Service Officers Telesales Telemarketers amp more Apply and interview today Browse Jobs Accounting Jobs 37 Accounting jobs currently available Looking for Fund Managers Stockbrokers Financial Accountants Management Accountants and more Apply and interview today Browse Jobs Business Support Jobs 9 Administration and Office Support jobs currently available Looking for Executive Assistants Team Coordinators Administration Assistants Data Entry Operators amp more Browse Jobs Credit amp Collection Jobs 28 Credit and Collections jobs currently available Looking for National Credit Managers Collections Managers Team Leader Consumer amp Commercial Collectors and more Apply and interview today Browse Jobs Call Centre Jobs 34 Call Centre and Customer Service jobs currently available Looking for Customer Service Reps Inbound amp Outbound Call Centre positions Sales Fraud Investigators and more Apply and interview today Browse Jobs Retail Jobs 118 Retail and Consumer Products jobs currently available Looking for General Managers Merchandise Managers Buyers Trainee Buyers Planners National Operations Managers and more Browse Jobs Job Search Keyword/Job Ref Location Classification Sinclair Consulting Specialist Recruitment Sinclair Consulting Group was established in 1990 and now has over ten specialist recruitment divisions located in six offices nationally Sydney Brisbane Gold Coast Melbourne Adelaide and Perth These divisions include Credit amp Collections Retail Banking amp Finance Customer Service amp Call Centre Accounting Legal Real Estate and Property Professional amp Technical Services Business Support Information Technology Sales amp Marketing Temporary amp Payroll Services nbsp nbsp Sinclair Consulting News 17 Nov 2011 Sinclair Consulting Wins 2011 Seek Annual Recruitment Award 26 Oct 2011 Sinclair Journal Banking and Finance Edition Issue 4 22 Sep 2011 Sinclair Journal Banking and Finance Edition Issue 3 26 Aug 2011 Sinclair Journal Banking and Finance Edition 2 8 Aug 2011 Tips on Landing a Retail Store Manager Position All News Copyright copy 2012 Sinclair Consulting | Privacy Policy | Sitemap | Contact Us  Tags: Accountants, accounting, adelaide, administration, alert, apply, assistants, available, banking, browse, business, centre, coast, Collections, consulting, consumer, contact, credit, currently, customer, divisions, edition, Finance, interview, issue, journal, looking, managers, marketing, perth, policy, Privacy, Recruitment Agencies, Retail, sales, Sinclair, specialist, support, testimonials, today Your careers site needs a strong dose of AmbitionIn InSight 211, I passed comment on 14 career sites, representing some of Australia’s biggest recruitment agencies. The verdict wasn’t pretty. I also asked for nominations for agency career sites that were worthy of highlighting. Specifically I was looking for a site that demonstrated innovation, a compelling message and information about the role and career of a recruiter as well as details of Original post:
Tags: career, careers, Industry Chat, innovation, Insight, Madison Recruitment, marketing, recruiter, result, talent From Consultant to Head of Social Media……
Social media 101: Invest in reputation by Gihan Perera (special guest contributor)Garr Reynolds is the author of the excellent book Presentation Zen, which I bought a few years ago. When he released his next book The Naked Presenter, I had no hesitation buying it. But I bought it in a different way. I bought the first book in the traditional way – while browsing for books at a major book store. But I bought the second directly from Garr’s recommendation on his blog. I Go here to read the rest:
Tags: book, garr, Hesitation, marketing, personal branding, presentation, result, store Who’s Zoomin’ Who?Swag = crap Say it out loud with me. Swag equals crap. Allow me to explain why I have come to hate the concept of swag at HR conferences. We live in an imperfect world. I know. I’m at least 60 pounds overweight and I have a lazy eye. I get it. I also know that after attending over 100 HR conferences that we have a HR conference system that is broken. The people that put conferences together are smart. They focus on putting great content in front of their audience. The HR practitioner. Practitioners attend HR conferences for a lot of different reasons but mainly to learn. The freight for HR conferences is mostly paid (sponsorships and exhibiting) by the vendor community. Those marketing and selling to the HR practitioner. Makes sense, right? Wrong. I have no problem with sponsorships. I like quiet money, and as a recovering marketer I damn sure like access to attendee data. But, I hate the Expo hall as it currently exists at most HR conferences. What happens in the Expo hall of most HR conferences is despicable. Rational, logical, intelligent beings are reduced to cartoon characters. It's so sad actually… the juxtaposition of intelligent, thoughtful content delivered in the sessions and keynotes versus the smash and grab carny atmosphere of Expoland. Grown people running around the expo looking for free shit. Stuff that they could buy at any office supply and/or toy store. Devolution personified. People acting like animals. Sucks actually. I blame everyone. I’m that guy, so of course I would blame everyone. I blame the women and men of HR who are more interested in chocolates, shoe gift certificates and yoga mats than having a thoughtful conversation with a vendor partner. Most HR practitioners thoughtfully pick the sessions they attend during conference. Why not the same approach for what vendors to meet? I'll tell you why… swag. Swag is the enemy of thoughtful people. It represents all that is broken in the relationship between HR practitioners and HR vendors. Before you think I'm overreacting… pause… long pause… ask yourself this question, would squishy globes, cheap plastic shit and beach balls be given away at a CFO conference? A conference for CEO's? No. Hell no. In fact, you're crazy if you think so. So why is it okay at an HR conference? Is this something we can control? Can we change our own behaviors and desires? Can we change the vendors' behaviors and desires? Speaking of the illustrious vendor community. They have blood on their hands as well. Especially the marketers and sales teams that think they can bribe / persuade intelligent HR leaders with swag. In some ways, I blame them more… they should know better. Swag is degrading… people running around trying to gather tricked up office supplies. Makes me want to barf. Here's an idea… don't give away swag. Rest on the fact that you have awesome software and want to have serious discussions with serious people about serious stuff. Take the effin high road instead of placating to the lowest common denominator. I get it… if you're a vendor and you're reading this… you're thinking this is the way it is done. Horseshit. Dare to be different… dare to be humane. No more swag. This didn't happen overnight and we won't fix it overnight, but we need to elevate the level of discourse. Swag is a speed bump to serious discussions and, moreover, people taking HR seriously. You might be wondering how we fix it… simple… we create standards at our HR conferences. We tell both sides that we're having a NO swag conference. We manage expectations for both contingents and we foster communication between these two parties. We enable serious business discussions. Both sides will come to LOVE the new order of HR conferences. Here's the thing… we need to have more respect for ourselves and we need to demand that others within our ecosystem share that respect. Nothing respectful about swag… those who desire it and those who peddle it. Editor's Note – This post is brought to you by William Tincup who for the longest time, was constantly mistaken as being that guy on 30 Rock, Frank Rossitano . Don't believe me? Google 'em both. But besides his striking resemblance to a sitcom character, he's a brilliant marketer to the HR community. But he's also one of us. A certified SPHR. You can learn a bit about Tincup's story on tincup.com . He's also guest starred on an episode of FOTv in the past - probably one of the finest performances we've ever seen on the show. Continue reading here:
Tags: beings, Cartoon, Conferences, Expo, imperfect, intelligent, marketing, practitioner, quiet, reasons, result, sponsorships, vendor, world The Benefits of Online Marketing for Recruitment AgenciesAs the guys at I-com have supported me over the years, I thought it only fair when they asked if I would give them a spot on recruitment views, I was more than happy. One because they specialise in recruitment and secondly they are from my home town! Saying that, if you do want an article it has to give added value to recruiters rather than a sales pitch. On that point there are many companies that still market the old way by cold calling, which is fine but you can make your life much easier and certainly gain more opportunities by following some of the points below: The Benefits of Online Marketing for Recruitment Agencies Imagine if you could target individual people directly at the exact point they are looking for your services? That is what you can do online. A Department of Work and Pensions report shows that over 80% of job seekers now use the Internet for at least part of their job search. So it comes as no surprise that e-recruiting has become a major part of most recruitment agencies’ methods for attracting job candidates and registrants. Online Marketing should be seen as a channel where your recruitment business can: Advertise your jobs effectively and with low costs Build healthy relationships with possible job candidates Build healthy relationship with employers So what can your business do to improve its position in the online world? There are a few targeted, and very different, methods for positioning your recruitment service online which are highlighted below. Search Engine Optimization (SEO) Very few people who use search engines look beyond the first one or two pages of results. If your website or job listing is not returned within those two pages, preferably on the first page, your competition is beating you. This is the one that requires a little more investment and is a long term venture, but one where the potential rewards are endless. SEO is the process of raising a website’s rankings within the search engines and most importantly within Google, which commands a market share of around 90%. One of the main activities of SEO is structuring and editing the website to make it friendlier to the search engines. By doing this, you can target a wide audience – ideally all of the job types for which your company recruits. For example, if you are a national recruitment company, then you can target job seekers by the following: By area (e.g. North-West) By County (e.g. Lancashire) By City/Area (e.g. Manchester) By Town (e.g. Didsbury, Stockport) By Profession (e.g. Construction, Marketing) By Job Title (e.g. account manager, builder) You can also target by a mixture, for example City + Profession. As you can see, there is huge scope to reach an as-yet untapped audience. It will take time to target all of these areas, but of the list above demonstrates the potential scope of a long-term SEO campaign. Pay Per Click (PPC) Whereas an SEO campaign is a long-term investment, PPC brings about a more immediate return. You bid for advertising space on Google for search terms, and then pay for each click through to your website. This of course brings you immediate visitors and, if targeted at the correct search terms, would hopefully generate immediate conversions. This is a very good short term measure to bring in candidates and should be used alongside an ongoing SEO campaign while visibility within the non-paid search results is being built up. Social Media/Networking Engaging DIRECTLY with your customers through social media such as LinkedIn, Facebook and Twitter is a great way of reaching a new audience. Unlike SEO and PPC, there is a chance that you will reach people through these methods when they are not actively looking for a job, but are just browsing Twitter. If you use a good mix of all these methods, you will be promoting your brand to a broad audience who are all searching differently for the same thing – a new job that YOU can help them to find. Web Design and Development While this is of course not actually Online Marketing, it is essential that an experienced web designer looks at your website to ensure the user experience is correct. If it isn’t, then you might not get those applications or CV uploads. Finding an Online Marketing Company Of course, if you do not find the right people to carry out this work for you, it could at best be ineffective and at worst could be damaging to your company’s reputation and website. Ensure you find a company with experience in the sector, like I-COM in Manchester. We have worked on multiple campaigns in this field and have all of the expertise you need to help you promote your website to its target audience and help turn that target audience into customers. Give a member of the I-COM online marketing team a call on 0844 704 6830 for a chat. Tags: act, Advertising, companies, Construction, Industry Chat, marketing, media, recruitment agencies, result, Vic Aim Higher ConsultingAim Higher Consulting is an Australian Executive Recruitment firm that was established in 2006. Our point of difference is that we develop long term relationships with our clients and candidates. We try and understand their requirments to the best of our ability before ethically servicing those wants and needs. Aim Higher’s focus is predominantly in the Sales & Marketing and IT&T industries. We have a strong network and wealth of experience in these area’s that more often than not deliver a successful outcome to all parties we work with. At Aim Higher Consulting we try and ensure everyone has a positive experience when dealing with us, we don’t pretend to be “everything to everyone” and therefore believe in what we do, we are the best at! Tags: ability, Aim Higher Consulting, assist, candidates, candidateswe, classification, clients, consulting, contact, develop, difference, ethically, higher, information, Keywords, location, marketing, Needs, organisation, point, recruitment agencies, relationships, requirments, sales, servicing, specialst, understand, website, welcome BRW 2011 Best Places to workI just got my nice fresh smelling copy of BRW’s top 50 places to work. Looks like, unlike last year, they may have got it right by giving google position 1. Perhaps this makes their rating system slightly more credible. But the list of the top 50 companies according to BRW 2011 is, 1. Google Interesting, I notice that no one has actually made a review of any of the above companies. I’d love to hear from people who have actually worked for any of these companies. Tags: actually, australia, companies, credible, Google, group, hrefwwwansaradacom, international, marketing, places, really, recruitment agencies, Rubbish, solutions, think, workdo The Cobra Group – Taking Advantage Of Young MindsA few years ago I was looking for work in the sales and marketing industry and came across an ad on Seek.com which I applied for. After going for 2 interviews with this organisation I was introduced into a whole new world known as “The Cobra Group”. The Cobra Group is a sales and marketing organisation that specialise in direct face to face marketing. Looking back on my time at The Cobra Group I believe that the leaders of The Cobra Group take advantage of the people in the organisation by promising them long term dreams, the end goal they promise is that one day you will be able to own your own company and have the potential to earn $100,000 per year gross, which looking back now isn’t really much at all. The people in the organisation are not paid a wage because they are paid on a commission basis for the sales they make. We were taken on as sole contractors but never really educated on the fact that we needed to pay our own tax and superannuation. I honestly believe that the senior people within The Cobra Organisation have set up the organisation to really only benefit themselves and the money they make and they are able to convince people to work hard by making false promises to young people. I worked in this organisation for over 2 years and worked my absolute butt off yet however was in a worse position then when I first began because I owed a considerable amount of money to the ATO. The only way to get ahead in The Cobra Group is by recruiting team members underneath you, the catch is the only people you can convince to walk around 8 hours a day, door knocking, selling various products and services with commission based only pay is young people, who fall for the illusion of success in the future. I want to warn everyone out there of The Cobra Group as I see it as almost a slave labour organisation that promise dreams in the future that are very rarely reached. Has anyone else had experiences with The Cobra Group? Tags: accountability, awesome, believe, cobra, companies, company, contract, experience, extra, group, learnt, looking, marketing, maybe, money, organisation, people, really, round, sales, skills, worked, years, young The Cobra GroupThe Cobra Group Cobra Group | Pages | homepage Skip to content Home About us News Companies The Appco Group TecProtec Get Covered Promoz Direct CRS Racing Sales Group International Australian Power Gas Firstfolio CRS Yachts Regular Giving Directors Investments Foundation Contact us Meet the new MP4-12C GT3 sports car McLaren joins forces with CRS Racing in development and support of the new MP4-12C GT3 sports car The Cobra Group of Companies The Cobra Group is a young diversified Group of Companies with interests in Sales and Marketing Insurance Energy Financial Services High-Tech Security Field Marketing and Promotions Business Process Outsourcing Mid-Range Super Yachts and Motorsports The combined annual turnover of the Group exceeds a billion dollars and we estimate that on a daily basis there are over 100,000 people worldwide who connect to the Group in some way to earn their living The Cobra Group now has presence on five continents and speaks to over one million people every day in more than 20 countries 800 locations across 10 Group companies APG continued expansion Australian Power amp Gas achieves 250,000 net customers as it continues to post record growth across the eastern seaboard For a child’s smile Appco Group Support helping Save the Children Brand new office in Malaysia Appco Group Malaysia has just opened a brand new office in Kuala Lumpur On behalf of all the children 4th Save the Children Awards Ceremony saw FRs rewarded with trip to Uganda Major cornerstone investor for APG Nippon Gas agrees to buy a strategic stake in Australian Power amp Gas Beyond expectations Appco Group Sports plays a vital role for APC More NEWS stories Share | copy Copyright 2010 Cobra Group All Rights Reserved Tags: achieves, appco, australian, behalf, brand, children, childs, cobra, companies, continued, continues, Countries, customers, eastern, expansion, expectations, group, growth, helping, kuala, locations, lumpur, malaysia, marketing, office, opened, people, plays, power, racing, record, sales, seaboard, Smile, sports, Stake, support, uganda, vital, yachts Nextz EvolutionNextz Evolution Nextz Evolution nbsp nbsp nbsp nbsp Nextz Evolution is an organization borne with the sight to serve the marketing needs of growing companies Nextz Evolution A Contact center with the mission to serve you with world class telesales services is in operations at a state of art facility in Melbourne Australia B2B Product Selling Appointment Fixing Lead Generation Up Selling Market Research amp Survey We provide a wide range of telecommunications services Our call center offers 24-hour live support Companies in a variety of business industries have out sourced their Sales and Marketing services like lead generation appointment setting survey and database generation to us nbsp NEXTZ EVOLUTION Suit-0403 Level-4 140 Queen street Melbourne-3000 Phone +61 3 967 083 88 Fax +61 3 866 941 43 Email info@nextzevolution.com.au nbsp Copyright copy 2011 Nextz Evolution All Rights Reserved | Sitemap Design amp Dev Dotline Tags: appointment, australia, business, center, companies, copyright, database, design, dotline, Email, evolution, facility, generation, growing, industries, infonextzevolutioncomau, level, marketing, melbourne, mission, nbspnbspnbspsitemap, Needs, nextz, offers, operations, phone, queen, reservednbspnbspnbspnbsp, rights, sales, selling, serve, setting, sourced, state, street, support, survey, telesales, Variety Which social media monitoring tool should I buy? | SOCIAL MEDIA …Involved in the digital media and Marketing industry for many years, through working at the Economist Group (uk), Adshel, Universal McCanns, Zivo, emitch, OneDigital, IBM (client side), Agency .com & TBWA. Now in Bath … ABOUT JOHN'S COMPANY. Digital Ministry. Australian Digital Marketing News, Jobs and Opinion. The site where top Digital Marketers offer their opinion on our industry More info & Contact Details … Visit link: Tags: adshel, economist, group, industry, Industry Chat, marketing, result, zivo Three Chickadees Announces its New, Fun and Stylish Line of Ribbon …The Classifind job search site displays dynamically updated listings from 4 of the 5 major job boards in Australia as well as several smaller niche job search boards. This enables a user to look for employment options from all these sites in one place making the process of … SoftwareProjects Inc (SoftwareProjects.com), the industry’s leading full-service Internet marketing firm , announced today that they have submitted the 1000000th lead to its merchant partners. … Read the original here: Tags: employment, firm, Industry Chat, internet, leading, marketing, merchant, niche, partners, result, search What the Superbowl Taught Me About Co-opting Cool…Superbowl ads. Lots of hype, little payoff. My friend Kelly Dingee did a post yesterday talking about the difference between the recent Ladders ads and the famous “when I grow up” Monster ads from a few years back. An interesting comparison to say the least. What did I learn about marketing and branding from this year's Superbowl ads? If I had to sum it up in one line, here's what I would go with: “It's easy to be memorable for a day, but hard to be memorable in a decade”. Most of the Superbowl ads from this year went for the media equivalent of a big lunchroom burp in grade school. They sold sexuality or vulgarity, with each ad trying to figure out a way to stand out from the last. They all got giggles, but how many of you can list ten ads that went for the same “lowest common demonitator” angle? You can't, but there were a lot more than ten of those… Case in point and a case in contrast: Two ads from Eminem. The first ad from Lipton used the likeness and voice of Slim Shady and leaned on the fact that he's often vulgar. You might remember it now. You won't remember it in a year. Here's the ad: This just in. Eminem curses. Funny at the moment. But memorable? Hardly. But wait, I'm not hating on Eminem. The most memorable spot from the Superbowl, in my eyes, also starred the Detroit star. It was the Chrysler spot that appears below. Watch this one after watching the Lipton spot: Dramatic voiceover. Haunting imagery. A story that swells pride in the American way, even if you're not from Detroit. Music coming in at the end that supports the broader theme – the bootstrap underdog kid getting ready to break out. It made me want to buy an American car which, after everything Detroit's been through, is not an easy emotion to invoke. The moral to the ad story? Both companies had access to the coolness that is Eminem. One company went for the fart joke (so to speak), the easy thing that dozens of its competitors are trying to do. You'll forget it by the end of the year. The other company paid the same spokesperson similar money. But instead of co-opting cool at the lowest common denominator level, they went for something more complex. They wanted to invoke the emotion of pride. The American work ethic. They weaved the story and imagery together perfectly, and they included a white rapper staight outta the trailer in a way that made perfect sense, so a pop culture starved America could connect. Some of you will say that's impossible to do if you're selling iced tea. I say that's a cop-out. The lesson? Don't downgrade your brand with the equivalent of fart jokes. They're forgetable. Go for the big prize, be memorable to someone in 10 years. Whatever you do today, be the Emenim Chrysler ad. Be the Apple 1984 ad. Be the Monster ” when I grow up ” ad. Don't dance on the pole with your brand. Editor's Note: Kris Dunn is Chief Human Resources Officer at Kinetix and a blogger at The HR Capitalist and the Founder and Executive Editor of Fistful of Talent. That makes him a career VP of HR, a blogger, a dad and a hoops junkie, the order of which changes based on his mood. Tweet him @kris_dunn . Oh, and in case you hadn't heard the good word, he's also jumped into the RPO game as part owner of a rising shop out of ATL, Kinetix HR . Not your mama's recruiting process outsourcing, that's for sure… check 'em out. Read more here:
Tags: ads, hype, Industry Chat, kelly, kris dunn, Ladders, marketing, monster, result, Superbowl Hello Friend, what’s your name again?I read a comment recently from an online marketing expert (a real one BTW) who has traditionally talked about the value of your business being based on the “size of your list”. Now, it has to moved to “the size of the list that you have a 'relationship' with.” I have to agree. One can have 10,000 Followers on Twitter and have very few real conversations or 5,000 Linkedin connections but no meaningful dialogue or 500 Friends on Facebook but be alone on Saturday night. I know people who can tell me the name (and nickname in some cases) of so many HRD's and CEO's but the few I know do not know this person. Can't even think of when they met. (assuming they did) I wonder if recruitment agencies still quote the size of their candidate database of one of their assets? Funny how the old stuff sticks. “It's not what you know but who you (really) know.” Read the rest here:
Tags: Btw, communities, direct recruiting, hmmm, Industry Chat, marketing, result Should a Job Seeker Ever Have to Pay… For Anything?Here’s a question for you – is there anything that job seekers should ever have to pay for? Resume writing services. Okay. Career coaching. Sure. But anything else? Last week, I spent some time in NYC with the people of The Ladders for their first ever Position Accomplished Summit. First and foremost, know that I attended this little event from a skeptic’s perspective. I don’t know how I feel about their biz model and I’ve been plenty irritated by them in the past. I have not received positive outcomes from having my company’s jobs listed on their site. And, I’ve had non-$100K+ jobs pulled onto their site. But I do have respect for their marketing and technology chops. So after the event, I left wondering if I would even write about the experience and their services as I’m honestly still unsure of them and have more questions than answers. And question number one that I’m stuck on is simply this – is it culturally acceptable, today at least, to charge the job seeker for much of anything? One of the criticisms of The Ladders is simply that they charge job seekers for access to $100K+ jobs, not all of which are employer verified as truly being $100K+. Unless it’s a position that an employer has actually posted on the site, they don’t know for sure that the role pays $100K+. They do however assert that two sets of eyes at The Ladders review all scraped job postings on the site against specific criteria and benchmarked data to validate that they are likely $100K+ jobs. But again, there’s no way to know for sure whether any positions are $100K+ unless an employer actually is the one to post the job. That issue aside, the jobs being both scraped then posted by The Ladders and posted by employers on their site are not necessarily exclusive. They are likely advertised elsewhere – from corporate websites to other job boards or aggregators – so job seekers could conceivably access these opportunities elsewhere for free. But it does remain a single place where the $100K+ job seeker could go to, on a subscription basis, to see a collection of perceived and confirmed $100K+ jobs It’s a different business model. It’s something we’re not used to. Traditionally, anyone involved in the job search business has always charged the employer. Headhunters charge employers to surface them candidates. Job boards and newspapers charge employers to broadcast their job opportunities. So today, job seekers don’t pay for much of anything. It’s a buyer’s market even despite unemployment numbers. It’s also uncommon that for a marketplace of “goods” so to speak, both the buyer and seller are positioned as “consumers” of a shared service, with both charged a fee for service. In other words… it’s not as if eBay, another marketplace, charges both buyers and sellers fees. In the current eBay model, only the seller who presumably is the one making a profit off of the sale, pays any fees to eBay. The buyer doesn’t pay to get access to goods via eBay. Yet on The Ladders, the “buyer” and “seller” both pay. So I wonder… what do we make of a model where the job seeker also has to pay? Or is there a threshold on the dollar amount charged to job seekers for something like The Ladders? Or could it be that it’s perfectly fine for a job seeker to pay? So long as the job seeker, as the consumer, demands and receives a certain level of service or a guarantee of sorts? Or maybe Capitalism rules all and if The Ladders wants to charge employers and job seekers both because they can and because someone out there perceives a value for what they provide, they will continue to do so. And perhaps in the future, we’ll see others follow suit. I dunno. I’m thinking about this one though. And either way you come down on the discussion, it’s an interesting issue to deconstruct so at least we can thank The Ladders for disrupting things a bit… for a different business model, and for those crazy commercials too . Editor's Note – Jessica Lee is a Senior Employment Manager for APCO Worldwide, a global integrated communications consultancy in D.C. (Okay, you could call it a PR firm too.) Like most upscale HR pros, she spends half of her time on recruiting, the other half on ER, Training and OD. When she's not hammering a candidate to determine Motivational Fit, she's thinking about the future of HR and wondering how she can avoid using the job boards to fill the next spot in her organization… Read more from the original source:
Tags: 100k, corporate, Industry Chat, job, job-boards, marketing, number, postings, question, result, services, Skeptic, Summit, writing Are we there yet? Is the hiring market finally taking off?Perhaps the most common question I get asked these days is whether the dark days of the recession are truly behind us and specifically, are employers hiring again? Well, I can certainly say that 2010 was better than 2009. But what of 2011? As anyone in recruitment knows, the answer to that question is a moving target, hard to pin down at best, totally elusive at worst. And of course it depends what sector we are talking about, what level of employee, and what country or even city. To make an informed assessment of the coming 12 months, I have looked at our business activity in the countries and cities where Firebrand operates. I have also gone right to the coalface to get an opinion from people who are immersed in hiring and placing marketing, creative and digital professionals. I asked our senior management across the world the simple question … Comparing 2011 to 2010, is client hiring demand in marketing, creative and digital going to be flat, get better, or get worse? So, not scientific, but based on client feedback, our own WIP pipelines, and a bit of pure recruiter instinct, the chart below reflects our observations and informed predictions for permanent and search recruitment. Europe is still largely flat. Certainly both the Paris and London offices of Firebrand saw much better demand in 2010 than we experienced in 2009, but our senior management there see no boom in the coming year. The good news is that hiring is taking place and some of our roles are growth driven rather than replacements, particularly in France. However, we anticipate that 2011 will be steady, rather than a boom. On the other hand, we are more bullish on Hong Kong, Singapore and Kuala Lumpur. These economies are on a growth trajectory, and it is showing in terms of new orders and new clients flowing into Firebrand offices. Hong Kong’s outlook is solid because of China’s growth. The banking sector, retail, property, and stock market are growing strongly and this is driving fresh hires. One quirky aspect of the Hong Kong situation is the fact that China has property and stock market bubbles, which are highly risky and unstable. There is a suggestion that Mainland Chinese are hedging their bets by parking their assets in Hong Kong. Singapore GDP growth in 2010 was 15%, bouncing back dramatically from a poor 2009. The Singapore government expects growth to normalise to 5-6%. Banking, property, entertainment/ hospitality, and healthcare sectors are very buoyant and the job market is starting to overheat. Malaysia has been stable through the recovery after 2009. Malaysia is blessed with natural resources including commodities that are in strong demand in global markets. We anticipate hiring demand in 2011 to be better than 2010 and continuing to improve. Japan, while much better than 2009, still has challenges to address, specifically a very sluggish economy. We are seeing positive signs in Tokyo and anticipate hiring growth to be small but steady. Osaka we believe will be flat. The Australian economy has been a standout in terms of resilience during the financial crisis. However this did not protect the job market fully, particularly in marketing and creative, which went into a sustained slump. Signs are now far more positive and in both Sydney and Melbourne we are predicting very strong jobs growth, particularly in digital creative, during 2011. So, a mixed bag across the world as you would expect. But overall it seems job creation is back and hiring is on the increase. Here is the original post: Tags: hiring trends, Industry Chat, marketing, Recruitment Agencies, recruitment trends A Question for Linkedin Aficionados – Oh and HR Folks Too…There was time when competence was a necessary evil for doing your job. I remember a day when my boss actually expected me to know how to write a proposal. He/She wanted me to understand the ins and outs of designing reward and recognition program. I was actually held accountable for learning my craft and understanding how what I did affected my clients. I know – can you believe it! There was a time in my career when I was actually evaluated on the skills I brought to the table and was either promoted for growing in my job or potentially fired for not. Ah… the good old days. But those days are gone – it seems to me at least. LinkedIn Questions I have been following LinkedIn questions for while now. I have a few feeds set up to scour the LinkedIn interwebs for questions for which my background and expertise just might be the right fit. Initially I spent a lot of time answering questions, fighting to be heard over those with no expertise and no reason to weigh in but for some reason still felt compelled to offer their bit of advice and counsel. Kinda like a lunch with The Real Housewives of (insert any city here.) That wasn’t fun so I just watched from the sidelines shaking my head. But lately I’ve noticed that LinkedIn folks are starting another, almost sinister practice. The practice of outsourcing their own job to others on LinkedIn. Anyone Know How to Fix This Mid-East Thing? What I mean is there are people collecting a paycheck from their company as say, a social marketing specialist, and the minute they punch the time clock they hit LinkedIn and ask the world how they should do their job. “Anyone know how to do DRIP marketing?” “Can someone point me to research on social media?” “Does anyone know a good whitepaper on lead generation?” Oh… HR isn’t immune… “Hi, What is Employee Relations all about to the corporate world???” “What does Grade 6 Exempt mean?” Yes… the last two are real and they are from “HR Professionals” as described in their LinkedIn profile. So here’s my question for you HR folks…heck for any manager… What would/should you do if you saw your own staff out there asking question for which you are already paying them to have answers? I kinda understand the whole “crowdsource” concept – but really – at what point are people just outsourcing their roles and responsibilities to LinkedIn – or any other social network. Should you just update all job descriptions to a single sentence… “Must be able to access a ton of people on line and ask questions on how to do the job we’re paying you to do and implement their ideas.” I’m waiting (and it probably won’t be too long) until I see a LinkedIn question or twitter update from President Obama that says something like …. Editor's Note - Paul Hebert is the Managing Director for i2i (an influence consultancy), the brain behind Incentive Intelligence and a recognized authority on incentives and performance motivation. Want to know what's going to motivate your people to perform at their best and impact the bottom line? Want to know whether your service award program really means anything at all? And are there psychological principles that drive your employees behavior? Paul's your guy… unless you fervently bow down to Maslow. Excerpt from:
Tags: answering, business, Competence, interwebs, linkedin, marketing, paul hebert, questions, relations, sidelines, social media and talent, social-network Is Your Job Ad Worth Sharing?Is your recruitment ad worth sharing around? Below is a graduate recruitment video from Dare, a marketing agency based in the UK. Besides being a big fan of infographics, I think Dare’s story telling and presentation of company info is entertaining and useful. In fact, I think it is worth sharing around. We live in Read more:
Tags: agency, graduate, Industry Chat, infographics, marketing, recruitment marketing, result, story, telling, video How to make job searching coolAdd 2 cups of creativity, a message, a few “below the line” suggestions and target the correct audience. Don’t you just love the creativity of marketing agencies? Some people may find them a bit weird while others marvel at the creativity. Below are some of my other favourite job search videos (besides the Monster/CareerBuilder Superbowl ads). I can’t remember this TV campaign from MyCareer ever going to air. Do you? More:
Tags: ads, audience, campaign, correct, creativity, directory, Industry Chat, job, marketing, monster, mycareer, result, search |
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