Archive for the ‘Guest Post’ Category

Guest Post: What to do Next After Sourcing a Superstar



By Dan Nuroo, Recruitment Manager IMA

$RTZ228D Sourcing Rocks… there I said it! I am a sourcing groupie, yes I am. I have a T-Shirt at home signed by Bill Boorman, Glen Cathey and Jim Stroud… yes I am that sad. But with all this cool amazing stuff that these guys do, and their kinsmen and women across the world, there seems to be a missing link of sorts.

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Guest Post: Why we fear giving feedback – and what to do about it.



anthony sork image(1)Anthony Sork is the Managing Director of Sork HC, a Management Consultancy and Executive Coaching practice. He is the creator of the Employment Attachment Inventory the world first, internationally patented business instrument used by leading organisations to reduce attrition and increase performance of new employees.

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Q&A With Christian LeLoux, Oceania Talent Sourcing Leader, Ernst & Young



200x120_ChristianChristian LeLoux, currently Oceania Talent Sourcing Leader at Ernst & Young, talks about his initial foray into sourcing, past experiences and what his current sourcing toolbox looks like. He offers a preview of his presentation at the Sourcing Summit where he will speak on ‘sourcing Matrix’ and why highly visible employer brands need to invest in sourcing.

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Guest Post: How recruiters can successfully respond to rejection in the early stages of the sales process



Andy

Andy Klein, Communication Director, Fortune Group, a training service provider offers advice on how to overcome rejection early in the sales cycle.

The very foundation of any sale is a solid relationship between the salesperson and customer, one in which the customer has developed respect for and trust in the salesperson and the company they represent. Of course, not every relationship that reaches this point results in an immediate sale; sometimes the timing is simply not right for the customer.

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Can Potential Bullies be Filtered Out Early in the Recruitment Process?



An estimated 400,000 to 2 million Australians experience bullying at work and it costs businesses an estimated $3 billion per year. We asked Harriet Stacey from Wise Workplace Investigations if potential bullies can be identified early in the recruitment process.

Recognised as an international problem, bullying has a major cost for Australian employers. Measurable costs such as those incurred from law suites and payouts and hidden cost from absenteeism, sick leave and high staff turnover. It is estimated that bullying by employees costs Australian business an estimated $3 billion per year .

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Guest Post: Sourcing Channels Complementing Executive Level Recruitment



How do executive recruiters navigate the evolving sourcing landscape? Paul Jury (Head of Executive Recruitment) sheds light on Talent2’s experience.

destination talent Paul JuryTalent2 was founded as a high-touch executive recruitment business focused on middle- and senior-level permanent and contract appointments. It has an experienced team of recruitment consultants who are recognised as leaders in their specialist areas. While our brand proposition might not traditionally be associated with the use of job boards, we strongly believe they can be utilised to greatly compliment high-quality executive level recruitment assignments.

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Guest Post: Job Boards Are Alive And Kicking



To many observers, job boards are passé; relics of a bygone era. Carey Eaton, CIO of SEEK, Australia’s largest job board, thinks otherwise. Here’s his take on the current challenges and future opportunities for job boards.

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Linkedin – Connecting With Professionals and Powering Conversations



Clifford-Rosenberg

In line with yesterday’s post, Clifford Rosenberg sheds light on the progress of Linkedin in Australia.

The Australian recruitment industry has been rapidly evolving given the dynamic changes in the economic and social environment. In the early days of the Internet, we saw a shift from traditional recruitment mediums, and a rise in adoption of online channels such as job boards. Now we are witnessing another significant shift with the emergence of social media and online professional networks like LinkedIn.

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[Guest Post] Ross Clennett – The 10 biggest mistakes recruiters make with social media



Ross_17V2 - Copy

Starting in 1989, Ross Clennett, APRCSA, worked for 15 years as a recruiter in London, Sydney, Adelaide and Melbourne. He has been a regular writer about recruitment and the Australian recruitment scene since 2001. He runs Australia’s only online training and professional development membership site for recruitment company owners and managers.

1) Believing the claims that technology vendors make and undertaking few, if any, background checks of these claims with other recruiters who are actively using the vendor’s product

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Guest Post: The Relevance of Advertising Agencies in an Evolving Recruitment Landscape



Adam Shay, Managing Director of  The Face answered our query – how relevant are advertising agencies in a rapidly evolving recruitment landscape?.

When I first read this question from Destination Talent I took immediate umbrage to the fact my craft of 15 odd years was seemingly under threat, that its value was being questioned! By the time I’d calmed down and re-read the question I could see its validity (excuse me for seeming dramatic but running an ad agency during a recession is tough, running an ad agency focused on recruitment, during a recession is well, challenging.)

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Talent Management in the Australian Public Sector



Jess

Jessica Booth, senior HR advisor at CSIRO, believes ‘talent management’ is serious business in public sector organisations across Australia, and argues that positive ‘brand experiences’ are the key to attracting and retaining talent.

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Video – Engage, Attract and retain the best talent (by Justin Hillier, Talent on View)



JH (2)The time for using VIDEO in recruitment has arrived; Justin Hillier, International Sales Manager, Talent on View, explains.

It’s hard to imagine that it was only 10 years ago that recruiters and the corporate world advertised vacant positions in the newspaper, listed their postal address and or fax number and waited a week to see what the response level was like. The Internet and E-mail have now changed the way in which recruiters go about their daily job and 24-hour turnaround times are not unusual.

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Guest post: Riges Younan – Use Social Media to engage, communicate and build relationships or RIP dear recruiter.



_JLM2420Copy_thumb Phillip asked me to write a few words on topics that I’m very passionate about – referrals and the relevance of social media in the talent acquisition process. Oh yeah and he’s asked me to make some predictions for 2009, too. So here goes..

Referrals in a downturn
Now, being the CEO of 2Vouch – an online job referral platform – I’m obviously convinced of the value of referrals in the sourcing process. In fact, after over 12 years in executive recruiting, I believe they are the most effective sourcing strategy. Research has shown that with referrals you can reduce; the cost of hire, time to hire and increase the quality of hire.

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