We started the VOICES project to give voice to the voiceless, so to speak. Our brief was to encourage recruitment firms to collectively raise their voices on various client-supplier issues. The response has been encouraging.

Here’s what Justin Babet, MD, Xpand has to say:

I believe that most tenders are way too long. What’s really important is track record, proven results and the ability to work together as a team.

Rather than 100 page tender responses, most businesses only really need 2 to 3 pages maximum (like a CV). I’d suggest having a think about what’s really important for you as a business and ask for evidence based examples and/or references to attest to a supplier’s match based on these criteria.

Once you’ve got your short-list, bring them in for an interview rather than a presentation (do you want to work with a good presenter or a good recruiter?). Insist that the person actually working on the account be in attendance! Easy to administer. Easy to respond to. Everyone can get on with business a lot more quickly.

The idea is to communicate to employers what goes on the other side. The goal is noble – it’s to solve problems and help employers.

Your voice is important, raise it today. 

How can employers and recruiters work together more efficiently? What processes are broken and require fixes? How can the client-supplier relationship in the recruitment industry be improved?

Of course, there are no easy answers. It’s my hunch, though, that the vast majority of friction between employers and recruiters occur mainly because both groups understand very little of how the other operates. At Destination Talent we wanted to start addressing the many challenges and problems inherent in the client-supplier relationship. To begin with, we are going to mobilise and present the perspective (voices) of the recruitment community. To that end, we are inviting recruiters to voice their opinion on how to improve a wide range of issues including:

*  Tender/PSL process
*  Business Development & Client Visits
*  Contractor Management
*  Billing & Fees
*  Interview Process

All contributions will be collated and compiled in a booklet/report. The aim is to produce a guidebook to assist employers to work more effectively with recruiters. We are confident that employers will appreciate any efforts to improve communication, processes and the client-supplier relationship.

So, do you have a burning issue that you want employers to know? Do you have insights or Pearls of Wisdom that can help improve relationship between employers and recruiters?  If so, raise your voice, be heard. Click here.

Housekeeping rules:

1. We listed a few topics, but contributors are free to tackle any subject (maximum of 250 words). The aim is to help solve problems, so try and be consultative.
2. We plan to include 70 voices (the number may change) on a first come first serve basis. We may also extend invitation to selected companies to participate.
3. We will try and accommodate all contributors, but there is no guarantee your piece will make it to the final report. Contributions not included in the final booklet, will be published online.
4. We reserve editorial rights to edit or reject contributions. We will consult before anything is published.
5. If you wish to contribute at a later date, book your spot in the comments section below.
6. Entries close on 15 August.

 
Age Diversity Report
It is a well documented fact that Australia lags other developed economies in mature age participation rate . According to the ACS age discrimination is rampant in the ICT sector, especially affecting those 45 years and older; worryingly ageism appears to be deeply ingrained in business culture. ACS’s frustration is understandable given the continuing shortage of skills the ICT sector grapples with. The ACS points the blame equally on employers and recruiters, but also offer recommendations on how to address the problem. Download the report here.

National CEO Survey
A joint report by Australian Industry Group & Deloitte predicted a dire economic future for the nation if skill shortages remain unchecked. The survey gauging the sentiments of 400 plus businesses found four in five believes skill shortage is a risk to their operation. The report is a comprehensive look at the recruitment challenges faced by the manufacturing and services sector. Download the report here.

Hudson Employment Report
The latest Hudson report paints a buoyant employment market. Employers’ hiring intentions have increased for the six consecutive quarter, with a net 51.6% indicating plans to increase their permanent staff levels. It appears that employers are ready to bury the woes of the GFC and hire again. Download the report here.

Aquent’s Market Eye
Employers in the creative industry are increasingly confident about hiring new staff. Aquent’s latest survey report revealed that 55% of employers across NZ and Australia are planning to increase permanent headcount. It’s a good sign for the whole recruitment industry when traditionally volatile sectors like marketing are showing signs of recovery. Details here.

People Performance Report
How do businesses build and sustain a high performance culture? CareerOne and Kelly Services investigated the practices of 289 organisations and concluded that not enough time and resources are invested to build high performing cultures. 57% of employers believes that providing relevant training is critical to implement a high performance culture. Download the report here (registration required)

Research Workforce
This consultation paper from the Department of Innovation, Industry, Science and Research explore the demand and supply dynamics of research professionals in Australia. It highlighted the importance of the research workforce and the many challenges faced by businesses and the country to develop it. Download the paper here.

Image credit: Paulbence

This year, like  2009, our industry will be greatly affected by something none of us have any real control over – the economy.  But 2010 looks promising. All the major indices are showing signs of progress.

According to the ANZ’s job series jobs advertised on print grew by 11.6% during December. Online job ads also grew by 5.6%.  Similarly, the DEEWR vacancy Index also showed signs of consistent recovery. The chart below traced the uptick in jobs advertised on print media across the nation. Print advertising has increased steadily since June 09. Curiously, growth in online job ads aren’t as impressive. Still, it is good to welcome the new year with strong signs of recovery.

Other indices to keep track includes:

• National unemployment rate currently stands at 5.7% (The ABS will release the latest data today).
• SEEK Index
• Olivier Job Index

Once the other indices are released in the coming days, we will have a clearer picture of the economy. Obviously, growth will vary across different industries, and regional differences will be acute (ACT boast a 3.7% unemployment rate).  Overall, job advertisement numbers paint a positive picture of the future.  Besides, GDP is estimated to grow at 3.7%.

CareerBuilder produced this e-book. It accomplished three things:

• It’s topical and useful. Even in the age of Google, good search technique is important.
• It’s a case of being generous; a genuine attempt to help. It’s good strategy.
• It’s smart marketing. No hard sell; registration not required. Easily spread.

The point is, it’s always better to give something of value before you can ask anything in return.