For Employers
Large Project Coming Up? How A Labour Hire Agency Will Take The Stress Out Of Recruitment

You have just signed a contract for a large project. Your initial thought – how are you going to get experienced staff to help out on the project? Rather than heading to the employment pages, why not start with a labour hire agency that can help you with your business?

 Here are some tips on how a labour hire agency can help you complete your large project on time and on budget.

Large numbers of staff

With a large project, you will need higher numbers of staff. Once you’ve committed to provide an outcome, you need to be able to deliver and with a large project that means all hands on deck. The best place to start to find the numbers in one place is a labour hire agency. They will have plenty of people on their books with the skills you need, ready to start straight away.

Experienced staff

The next important factor in a big project is experienced staff. Not only do you need many hands to make light work of the project, but it’s important to have experienced and skilled staff. Labour hire agencies examine the skill sets and qualifications of staff, so that you don’t have to. They work with the people on their employee lists to make sure their skills and accreditations are up to date so that anyone they send to your site is job-ready.

Save time and money searching

A labour hire agency can also save time for your large project. Rather than spend hours advertising for workers, you can save the advertising dollars and put the money straight into the workers for the project. A labour hire agency can help with one phone call. Let them know what you need, when and for how long and they can gather the best staff to assist you with your project.

Staff in the right place at the right time

Heading to one source for workers means you get the right staff in the right place at the right time. On time delivery is crucial for large projects and is vital in ensuring budgets are met. Your labour hire agency can be a partner in this process and help you by doing all the screening, HR and insurance so that you can pour your time into your project to ensure its success.

Do you have a large project coming up? Contact us Today for our most competitive rates from a Company who follow through and delivery not just great rates, but the assurance and confidence you”ll have the Right People, at the Right Time to help secure and service all your Projects large and small.

Using A Recruitment Agency For Short Term Labour
Using A Recruitment Agency For Short Term Labour

Both large and small businesses require temporary staff from time to time. Perhaps you’re looking for a person to fill a position for the busy season but are concerned that business might slow down at a certain point and the extra help will no longer be required.

Or maybe your business’ needs change frequently requiring last-minute or on-call temporary employees. Short term labour provides an excellent workforce solution for these situations and other labour gap situations common to businesses dealing with changing or uncertain circumstances.


Use Recruitment Agencies To Save Time And MoneyRecruitment agencies find and provide the ideal employees to suit your company’s circumstances so that you do not have to keep repeating the recruitment process every time you need a temporary employee.

The benefits of using a recruitment agency for your temporary labour needs include:

  1. Emergency or short notice cover. Sometimes the need for an extra worker cannot be predicted beforehand or something might come up such as employee illness or injury requiring prompt replacement. This is where recruitment agencies become lifesavers. Because employment agencies have candidates who are ready and willing to take on work on short notice, you can get temporary cover for your vacant position in no time cutting on downtime and losses.
  2. Strong selection processes. Quality should never be sacrificed for quantity. This can easily happen when you are looking for a large number of temporary employees to fill several positions. Luckily, recruitment agencies offer both quantity and quality. As a result of the large number of job seekers registered with recruitment agencies and their strong selection processes, your business will get access to a large number of high-caliber temporary workers within a short time. The selection process used by recruitment agencies helps to match job seekers with job opportunities based on the information and criteria submitted by both parties.
  3. Network. Â Recruitment firms have a larger network of available workers than any employer could have. For an employer looking to hire a temporary worker, you would need to advertise the job opening, interview candidates, and then process new hire documents for a relatively short employment period. A staffing agency on the other hand keeps relationships with workers that they have already identified as reliable, dependable, and conscientious and can fill a vacant position in a matter of days, or even hours. The network maintained by staffing firms is a broad one from which they can get capable employees to fill any position you might have or anticipate.
  4. Cost. By using a recruitment agency, you will be able to lower the costs associated with staff recruitment. Because staffing agencies take care of the entire employment process, they will relieve you of recruitment costs such as CV evaluation, pre-employment testing, drug screening, and background investigations. In addition, you will be able to save money on costs related to payroll processing and administration for your temporary staff as this will be handled by the recruitment agency. By using a recruitment firm for your alabour needs you will get access to qualified workers at a fraction of the cost.
  5. Knowledge of the market. Â Great recruitment agencies have their finger on the pulse of their specialist markets and will therefore be able to give your HR department insight into what is going on. They know the available talent, where they are situated, and how to reach them. They also have an understanding of the current hiring complexities, available skill-sets, and the current salary rates. If other companies are struggling to find the same worker like you, they will offer advice on viable alternatives. A good recruitment agency acts as a collaborator and partner while still being your eyes and ears in the labour market. The knowledge recruitment agencies possess will ensure that you get the right person to fill your current labour gap regardless of the prevailing market conditions.
  6. A recruitment agency acts as a one-stop-shop for all your labour needs. Regardless of the position you need filling, you can be certain that the recruitment agency will provide a qualified person within the shortest time possible.

    At Complete Staff Solutions, we strive to provide the best quality labour hire for our clients. That is why we thoroughly vet all candidates and follow up on employee progress even after placement.

    We believe in our ability to successfully match employees with employers so much that we’ll not charge you if you are unsatisfied with a worker within the first 8 hours of hire.


    All Recruitment Australia


The Ultimate Guide To A Successful Interview
Inside The Mind Of A Candidate


Inside the Mind of a Candidate

31 July 2017 by Guest Author

If you’ve ever wondered what a candidate is thinking then you can stop second-guessing thanks to LinkedIn. It carried out a global study called, Inside the Mind of Today’s Candidate, which sought the views of over 6,500 professionals and 7,700 recent job-switchers.

Their findings revealed that while 4 out of 5 (82 per cent) British professionals are interested in new job opportunities, almost two-thirds (63 per cent) of the UK’s recent job-switchers did not know or knew very little about their current employer before hearing about their job.

UK employers could be missing opportunities to attract top candidates by not building awareness of their brand among potential future hires. The research also revealed that one in five job-seekers in the UK are unable to clearly see what it would be like to work for an employer prior to applying for a job, with 14 per cent citing too vague information on would-be employers’ websites.

Commenting on the research, Jon Addison, head of Talent Solutions at LinkedIn UK, said:
With over 5.5 million companies in the UK and unemployment currently at a 42 year low, today’s job market is candidate-centric, giving job-seekers a wealth of options when looking for their next role. One effect of this is that the battle for talent between employers has become fierce, and British employers cannot afford to rest on their laurels when it comes to attracting candidates – both
active and passive.

Our research shows that while the potential candidate pool in the UK is huge, with four out of five professionals interested in hearing about new opportunities, British businesses simply aren’t doing enough to promote their employer brands and show candidates why they are great places to work. It’s important that they address this, or risk being left behind as top talent
joins forces with better known brands.

Top tips for building employer brand awareness

To help businesses – large or small – better connect with prospective hires, Jon Addison shared the following tips for building awareness of your employer brand.
● Join up recruitment and marketing: ​By drawing on the skills and experience of marketing specialists in your organisation, recruitment teams can make sure they are pitching their employer brand message in ways that will resonate with and reach your target audience
● Leverage your employee ambassadors: ​No one can say why you’re a great place to work as well as your existing employees. Encourage them to share their experiences of work with their own networks to widen the pool of potential candidates you reach.
● Get creative: ​To stand out from the crowd as an employer, it is important to inject creativity into your employer brand campaigns. This doesn’t need to cost the earth; a simple social strategy, or developing engaging content for your website can be effective ways of showing
what you offer to candidates.

LinkedIn’s research also revealed the top things that most motivate British professionals to look for a new job, with better pay topping the list, closely followed by wanting a better match in interests and wanting a better work-life balance.



Tags: candidatesEmployer Brand AwarenessJon AddisonLinkedInRecruiting

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For Employers
Management Tips To Help You Get The Most Out Of Your Temporary Workers

Temporary employees or temps as they’re commonly known come in a number of different forms that include on-hired workers (labour hire workers), contract workers, and direct-hire temps. Once you’ve decided to add temporary workers to your workforce, you will need to manage them effectively to ensure that you get the most out of them.

Managing temporary workers can be quite challenging as the rules and expectations differ significantly from those for managing permanent employees. With temps, you will need to figure out how to keep employees who will be working for you for a short duration of time interested, motivated, and excited about their job.

Because of the short tenures of temporary employees, many managers assume that they do not need to tend to them as they would their permanent employees. And while there’s some degree of truth to this notion, it does not mean that you should go completely hands-free with your temps. You will still need to actively and thoughtfully manage these workers to ensure that you get the best output from them and their experience working for you is pleasant  especially if you’d like to work with them again in the future.

So how do you manage your temporary workers to make sure they deliver the calibre and volume of work you hired them to do?

Here are some tips to guide you:

1. Create a clear action plan.

Before you bring in temporary workers, make sure you address the following questions:

  • How long will the temp be working for you?
  • What is the scope of their responsibilities?
  • How can you convey this information (from the second question) accurately and succinctly to a person who’s unfamiliar with your company?

Temporary work requires individuals to be able to move as smoothly as possible from one role to another and quickly learn what’s expected of them. To facilitate this smooth transition, make sure you provide your temps with all the information regarding the job you are assigning them to.

While you wouldn’t want to overwhelm your temps with information, you’d want them to be armed for success. As such, you need to clearly articulate your expectations to your temps. Don’t just say it to them, put it down on paper as well so that they can review the processes, parameters, and responsibilities related to their job whenever they need to.

2. Treat your temps like you do your employees.

Some years back, temps might have been thought of as mindless drones clocking in and out or viewed as young people in search of money who are not invested in their day job. This is, however, no longer the case. A lot of intelligent and engaged individuals are choosing temporary work for the variety and flexibility it offers, to enhance their networking prospects, and/or to get exposure to new ideas and industries.

For this reason, it’s important that you make it rewarding for the temps to work in your company as their contributions are important. This means including them in correspondences and meetings that are related to their jobs instead of limiting the conversation to your full-time employees. Keep in mind that temps are especially reliant on the information provided to them as they lack the prior history of your company that they can base decisions on while conducting their work.

Additionally, you should also include your temps in any activities and events undertaken in the workplace. Simple things like asking them to sign a birthday card for a co-worker or inviting them to a team lunch can really help them feel part of the group. Even if they decline the offer, the gesture still helps them feel included which could see them putting more effort into their assigned tasks.

3. Solicit input from your temps

Because temps are constantly moving from company to company and from project to project, they tend to amass quite a significant amount of diverse skills and experience. Temps could possess other useful skills (apart from what you hired them for) and ideas that could be of benefit to your business.

To tap into these additional skillsets and information, you will need to talk to your temporary workers. Ask them about their previous work experiences and dig deeper on things that correlate with what your company is involved in.

You can also ask for the temps input when appropriate to get fresh ideas as well as to have a new perspective on things. In doing this, your temps can act as your own in-house focus group that helps you make better decisions. It will also make your temps feel valued something that will help boost their morale.

4. Provide mentorship.

Your temporary employees, similar to your full-time staffers, are eager to develop their careers. So instead of keeping them at arm’s length, you should engage with them and act as their mentor.

Provide guidance relevant to the business, give constructive feedback, answer their questions and assist them in trying out new things even at the risk of failure. You’ll find that this kind of interaction makes your temporary employees more satisfied with their job, engaged and more productive which are all pluses for you.

5. Build a relationship.

Although your engagement with a temporary worker will be naturally limited to a short period of time, it doesn’t mean that all your interactions with them should be purely transactional. Get to know a little bit about your temporary employees. Inquire about their out-of-work interests, their families as well as their career ambitions. This shows your temps that you actually care about them which can increase their dedication.

In conclusion¦

Managing temporary workers might be quite different to what you are used to, but that doesn’t mean you deny them the same direction and attention you accord your full-time staffers. After all, for temps to actually help achieve your company’s goals, they need to be just as productive as your regular staff  if not more.

Other than the temporary nature of their engagement, temporary employees are very similar to your full-time employees in that they need proper management to ensure that they’re productive. So, to get the most out of your temporary employees, provide effective management of them to ensure both the business and the temps benefit from the arrangement.

Looking for temporary labour hire?

Why Use Agency For Recruitment As According To Jacob
Why Use Agency For Recruitment As According To Jacob
1. You Need to Fill a Critical Position

The number one reason to hire a recruiting firm is that there is an unfilled position critical to running your business. Recruiting firms provide high-quality candidates in a shorter time-frame than an in-house HR department.

2. Best hires

Recruiting firms have access to the best of the best candidates wherever they may be.

3. Huge Network

Recruiting firms know where to find talent, how to reach out, communicate, screen and present candidates from any location and background.

4. More than inbound applicants

Recruiting firms do much more than just rely on job boards and filter through dozens of subpar resumes, they actively search for the best candidates which cuts down on time lost managing underqualified job seekers.

5. Industry knowledge

Recruiting firms know where to find potential employees and more importantly, they also know the necessary skillsets, salary rates, and career expectations for specific industries and categories.

6. Free your time

Most recruiting firms offer additional services such as background checks, sourcing candidates, reference checking, and pre-interview screening, all of which free your time.

7. Quality not quantity

Because the end goal is to hire the most qualified and appropriate candidate, the best-recruiting firms aim to find a loyal employee and will offer longer guarantee periods — typically 3 months.

8. Company representation

Building a strong relationship with a recruiter helps you attract the best employees as the recruiting firm will promote your company’s culture and employee benefits to potential candidates.

9. Focus

While your primary focus is running your business, your recruiter’s focus is finding you the best hire. Assigning hiring tasks to an overwhelmed hiring manager or HR department could delay the process and even prove costly.

10. Avoid mistakes

Hiring the wrong person can be far costlier than hiring a recruiter. Besides the cost of onboarding and training the wrong person, there are significant costs to repeating the process for a replacement and perhaps a decline in employee morale. Recruiting firms are dedicated to finding a candidate with stability.

Can Labour Hire Or Part Time Workers Become Part-time Employees
Can Labour Hire Or Part Time Workers Become Part-Time Employees

The benefits of part-time workers to your business are enormous. Let’s take a look at some of these benefits.

Flexibility for full-time employees

Part-time workers allow your full-time workers to enjoy some level of flexibility with their work hours. Why is this important, you ask? Well, if you can help them balance their personal lives and work, they will be much happier. Happy employees are more productive, motivated and less likely to leave your business for another.

Peak time/season cover

In some industries, peak times or seasons are very hectic and labour demanding. Part-time workers provide the extra “hands” needed to cope with the increased demand so as to prevent overworking your regular staff. If your regular staff become overworked during these seasons, they become stressed and less productive which will affect the quality of the product or service and hence customer satisfaction. This, if not stopped in time, could have a detrimental effect on the business.


This is an outcome that can only be achieved with part-time workers. Job-sharing is where two or more part-time workers share the responsibility, pay and benefits of a single full-time job. The proportion of pay and benefits given to each worker is determined by the hours they work. This kind of arrangement is especially ideal for jobs where the worker needs to be highly alert at all times.

Avoiding overtime

Overtime is expensive (compared to paying for regular hours) and the productivity of the employees has possibly dipped as they have been on the job for far too long and fatigue is creeping in. With part-time workers, you get a fresh person to do the job at a fraction of the cost.

Extra expertise

Sometimes your business requires a certain type of skill set that is not often used but important all the same. Hiring a permanent worker would cost too much for a skill that you require maybe once or twice a week. Part-time employees provide the perfect solution; there when you need them to satisfy your business needs.

Once hired employees are the best part-time workers

Now to the big question: Can labour hire employees be part-time workers? The answer is Yes! Of course they will not have the title of a ” “, but on hired employees or temps can serve the same function as part-time workers. There are also some added advantages to bringing in temps as part-time workers in your company.

These include:

  1. Reduced cost. With temps, you are not responsible for looking to find the employee – which is costly in terms of time, money and human resources. It is the labour hire agency’s job to look for the employee, vet them and provide them to you. They also maintain their employees’ payroll saving you the trouble and cost of doing it.
  2. Access to a larger skill pool. Labour hire firms provide employees to a variety of industries which gives them access to a very wide skill pool.
  3. Emergency cover. Labour hire agencies have a lot of employees on stand-by which means that you can get cover for an emergency with minimal interruptions due to the labour shortage.
How To Simplify Your Recruiting
How To Simplify Your Recruiting

We hear all the time from employers that there’s just not enough hours in the day to complete the tasks that they need of them. Plus a lot of the time, they’re wearing a lot of different hats to help the company progress in different ways and usually in shorter amounts of time.

So a Solution to Simplify their Recruiting is always welcomed, work with our team to streamline and simplify your Recruiting and  Staffing needs.

At the end of the day, recruiting can start to feel overwhelming. Talent Fusion can take the guesswork out of recruiting.

We’ll work with you really closely to understand exactly who it is that you’re looking for within your organization and who you need to bring in as far as hire is concerned. We know that every single hire that you make is very important.

What we’ll do is work with you closely to make sure that you’re getting the right level of support that you need.

Whether it’s owning a search from sourcing to the job offer stage or simply pre-qualifying candidates to put them in front of your hiring teams, we’ll make sure that your program is customized just for you.

Recruiting doesn’t have to be difficult. Let Complete staff Solutions help you

Recruitment Agencies 10 Step Hiring Process
Recruitment Agencies 10 Step Hiring Process

Do you want to hire employees who can contribute to your success and profitability while adding value to your culture and your team? Employers can shorten their recruitment cycle, find great employees, legally and ethically hire people if they follow these ten steps of our Complete Hiring Process.

Identify the need for the position.

The first step in any hiring process is to determine the need for a new or replacement position in your company. One of the methods used is sales per employee. But, overall workload and its effect on current employees and the accomplishment of your business goals will also drive this decision.

The hiring decision must also balance with the needs of the rest of the organization for employees. Your priority for an employee has to fit into the successful execution of the company’s business plan. It’s important to keep your other employees informed or involved at each step of the staffing decision process.

Plan your recruitment for the job.

The second step in the hiring process is to plan your employee recruitment. Recruitment planning identifies the job description or job specification for the position so you know the skills and experience you are seeking.

It also addresses how you will publicize the position, who will review applications, and who will participate in first and second interviews. You also decide who will participate in the selection of the employee for the job and who will provide input.

This is a key step in a successful employee hiring process. It’s also a key step with the employees who comprise the interview team. You need to be clear about how their input will be used by the hiring manager and Human Resources.

Publicize the availability of the open position.

An important step in the posting process is to notify current employees of the opening. If you believe that you have no qualified internal candidates, you may also post the position externally simultaneously. But your internal applicants may surprise you with their talent and skills. If you do post the position externally before interviewing internal candidates, let the employees know.

You want to avoid misunderstandings. Your best bets externally for filling your open position will vary by job. Some local jobs, especially for nonexempt roles rely on local newspaper classifieds. But, most jobs will require an online campaign through posting the job on job sites and in social media.

Your own website is significant for recruiting employees who seek out your company in particular. Notifying your network on LinkedIn can bring quality candidates to your attention. So will asking your current employees to publicize your opening on their social networks.

Review applications.

If you have advertised the position effectively, you will have collected a large pool of applicants. HR can take the lead on resume and cover letter review and give the qualified applicants to the hiring manager.

Or, some hiring managers may want to see all of the applications, especially for technical, scientific, engineering, and development positions. The applications are reviewed and the most qualified applicants receive a phone interview.

The purpose of the screening is to save staff time and energy by eliminating candidates. The screener, the hiring manager or HR staff, are looking for both cultural fit and job fit during a telephone interview. They check out any questions the reviewers have about the individual’s experience or credentials.

Interview the most qualified prospective employees.

Your application review and phone interview process should narrow down the field of candidates to the most qualified. Schedule interviews for these candidates with the same group of employees who will interview all of the candidates.

This will allow comparisons when you arrive at employee selection. Make sure that part of your interview process is a formal employment application filled out by the candidate that includes permission to check references, background, and so forth.

Notify applicants, who you are not inviting for an interview, that they will not be further considered.

Plan and schedule second interviews with the most qualified prospects as determined by the first interview. You may begin to check references and background for these candidates during and following your second interviews.

Check references and perform background checks.

You will want to begin to check references and background for these candidates during and following your second interviews. Make sure you check all claims by the candidate including educational credentials, employment history, and criminal background.

Where possible, the best source of information is the applicant’s past managers. You will find, however, because of the fear of litigation, many employers will share only the job title, dates of employment, and occasionally, the person’s salary with you.

That’s why managers are a significant source. You should also take a look at the candidate’s public social media profiles and postings to make sure you’re hiring the person you’ve gotten to know. LinkedIn recommendations may further solidify your choice.

Select the most qualified person for the job.

If you have reached a positive decision on a candidate, following the interviews and background checks, determine the compensation you will offer the selected candidate. These are the seven most critical factors to make sure you’ve considered or done before you make the actual job offer.

Make the job offer and notify your unsuccessful candidates.

Select the most qualified person for the job. Now that you’ve accomplished the first eight steps, you may make a written job offer. If reference checks are incomplete, you may make the offer contingent on the background and reference checks.

You also need to notify the candidates who participated in job interviews but were not selected. It’s important and in your best public relations image and interests to communicate with your applicants at every step in your hiring process. It is one of the factors that affect your consideration as an employer of choice.

Negotiate the details of salary and start date.

The higher the level of the job in your organization, the more likely the candidate is to negotiate compensation, paid time off, guaranteed severance pay if the relationship fails to work out, company equipment, time working remotely, and more. These individual have the most potentially to lose if they are leaving a current job and the employment relationship doesn’t work out with you.

That said, I have had beginning employees, fresh out of college, ask for $5,000 more than they were offered. If it was within the salary range for the job (think about how you pay your current employees in similar roles) and the candidate is much preferred, consider negotiating. The two most common asks that I’ve encountered are for a higher starting salary and more paid time off. Flexibility is required. You won’t have a happy new employee if he left a job where he had three weeks paid vacation for a job that offered him one week.

Determine if you can accommodate other requests by your prospect. The most common I’ve encountered has been a vacation scheduled within the first few months of starting. I’ve also encountered several postponed starting dates to accommodate scheduled surgery.

Welcome your new employee.

How you welcome your new employee lays the groundwork for whether you will retain the employee in the future. Stay in touch with your new employee from the time she accepts the job offer until her start date. Continue to build the relationship.

Assign a mentor, let coworkers know the employee is starting with a welcome letter, plan the new employee’s onboarding process, and make sure the employee will feel warmly welcomed during the first days of work. If you do this process effectively, you will have an excited, welcomed employee who is ready to set the world on fire.

Are you interested in a more detailed hiring checklist?

Recruiter Social Media Do?s And Don?ts
5 Ways To Help You Understand Your Social Employer Brand

The ability to attract, as well as retain, your ideal employee is integral to your business. Attracting that individual can be very competitive and in today’s modern mobile climate, one of the best ways to compete is to create a strong social employer brand.

1. Understand each platform

Each social platform has its own unique benefit to your employer brand. You should first and foremost understand what they are.

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  • Facebook is the most used social media platform in the world and is a great place to start. Potential candidates, especially millennials, will definitely be going on your Facebook page as one of their first assessments of your business to see what your follower base is like, and what photos and videos you have to show off. They will also go to your page to find out your contact information, your location and to see any reviews you have received from clients. So be sure to keep it constantly updated.
  • Twitter is more of a place for communication and engagement. For example, you could use twitter to share relevant trends, and retweet quotes from key industry influencers and stakeholders.
  • Instagram is your platform to tell stories, a topic we will delve into later on in this piece. Use Instagram to share pictures and videos about your employees, your achievements and the events you attend. It’s a behind the scenes look into your business that offers real transparency and authenticity.
  • LinkedIn is your brand’s professional social presence, and is a great place to reach out to, and identify, potential candidates.

There are more social platforms that I might have ignored such as Pinterest, Google+ and more that are important to your business and the image you want to communicate.

So just continue to evaluate, improve and develop your strategy on the platforms you want to use and make sure you are utilizing the distinct capabilities of each platform to the best of your abilities.

2. Employee advocacy: Get your employees involved

There really is nothing more authentic than employee advocacy when it comes to promoting your social employer brand.

Enable your employees to share information about your brand on relevant social platforms. Allow them to post, share and like industry relevant information that intrigues them.

Potential candidates want to see what type of employee is at your company. They want to know if they match the type of person they want to work with, and what they should expect if they were to join you.

Dell has a social media training program for over 10,000 employees, in order to help them engage their online community and post brand-related content. Along with their great company culture, employees feel happy to post about the company, as seen below.

How Dell Helps Female Students See What They Can Be #iwork4dell #Iwork4Dell

— Jennifer J Newbill (@JenniferNAtDell) April 5, 2017

3. Go behind the scenes

Use social media platforms to tell a story about your employer brand. Your candidates want to know more than what they just read. They want to see your brand and get a real feel for your business.

At the same time, your current employees want to feel they are a part of your story and that each individual person means something to your brand.

Be sure to be sharing photos of company events, funny videos at the office and pictures of your employees.

Platforms like Instagram, Facebook and Twitter are great places to do exactly that. Your candidates will enjoy the transparency, in terms of the day-to-day culture currently being offered at your brand.

4. Monitor employer review sites

Employer review sites have become extremely important for potential candidates to get a real understanding of a brand’s management style, benefits system, workplace culture and much more.

These reviews are trusted among candidates and employees because of their anonymity and un-forceful nature. Leaving a review is voluntary and reviews are an authentic overview of a business’ employer brand.

So be sure to be reviewing these sites as much as possible. Dedicated review sites like Glassdoor, Great Place to Work, and even Indeed are useful places for you to get a real understanding of how employees and former employees are communicating your employer brand.

Does your employer brand, and the value proposition you offer, line up with what reviews are saying online? Does the work culture you think you have actually line up the work culture your employees are communicating online?

Check out this example review on Glassdoor below about Facebook:

This Facebook employee enjoys the staff culture but is confused by the organizational structure. So an employer brand manager can use this information to improve the clarity of Facebook’s organizational structure by reminding their employees what their responsibilities are and who they report to.

Organizational structure is extremely important in large organizations like Facebook, and by just going on a review site like Glassdoor, you can make some very important changes to your business.

Employer review sites are an integral place for you to continuously audit your employer brand; in terms of what you’re doing right and more importantly, what you’re doing wrong, so that you can continue to improve.

5. Spy on competitors

Lastly, don’t be ashamed to evaluate what your competitors are doing. Use it to benchmark your social employer brand in concurrence with what others are doing.

If a competitor is getting more likes or more retweets on a post, try to understand why. Why are they getting more engagement than us? How often are they posting? What type of content are they posting?

Essentially, what are they doing right and what are you doing wrong. Create a social strategy based on this information and use it to develop your social brand.

Competition is healthy what ever way you want to put it, and assessing your competitions social media efforts regularly is a great place to stay ahead of them.

Let us know your tips to staying on top of your social brand, how you keep your social presence fresh enough to retain and recruit the best talent for your business.

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Parramatta Our Second Cbd For Labour Hire Agencies
Parramatta Our Second Cbd For Labour Hire Agencies

Parramatta needs to be double the size by 2035, but there’s a hitch – In the press, While Parramatta Labour Hire Agencies Sit Tight

Parramatta Labour Hire

Taking the pressure off Sydney’s congested city by re-focusing efforts on Parramatta might not be smooth sailing, with many commuters not wanting to work outside of the CBD, a planning firm claims despite Parramatta Labour keen for the additional Jobs on the horizon.

Parramatta has been heralded as Sydney’s second CBD with everything from the Powerhouse Museum to government jobs moving to this western Sydney hub, but people aren’t necessarily eager to work there, a survey of 500 people shows.

Asking commuters in Parramatta and Sydney’s CBD whether they’d work closer to home if the opportunity was available, the most common response was “probably not”, research from planning experts MacroPlan Dimasi that was presented at the Urban Development Institute NSW Industry Briefing on Tuesday found.

There was a split of yes and no responses, at 40.9 per cent and 41.5 per cent respectively, which had ramifications for future plans of a polycentric city with less reliance on the Sydney CBD, MacroPlan executive chairman Brian Haratsis said.

“People have worked out that higher level accounting and IT jobs [the types of jobs that tend to pay more], are in the CBD.

“They’d rather commute than have a job closer with no career advancement and no professional network.”

This may be because commuting to the CBD offers access to many financial services, IT and media jobs that the outer suburbs currently lack, he said. And with plans to make Parramatta a second CBD, this could be a sobering result.

More than 40 per cent of respondents spent more than 45 minutes commuting each way to work – or 14 days a year – with about two-thirds using public transport.

And when choosing where to live, being close to public transport topped the list – with 55.4 percent claiming this was a factor. About 50 percent also claimed the most likeable thing about their work’s location was its proximity to public transport.

“We’d need to double the size of Parramatta to make it large enough to accommodate the [finance and technology sector] jobs we need, ” Mr Haratsis said. Placing RECRUITMENT and LABOUR HIRE AGENCIES on Alert.

Jobs in Parramatta

“We have to build up and out to get the attributes of a CBD.”

This increase in Parramatta’s size would need to occur by 2035 and it would need to revitalize the surrounding areas as well, he said.

“In the past small businesses would start in Surry Hills and move into the city when they grew. In Parramatta, where is the equivalent?

“Go a kilometre [further out from Parramatta] and you’re back in suburbia.”

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Candidate, May The Feedback Be With You
Candidate, May The Feedback Be With You

Interviewing for a new job is a stressful process; one that requires multitasking, concentration and commitment. It is also like a long and drawn-out battle; competitive and full of causalities.

Candidates have to storm past other troopers and directly face off to hiring managers who put them through their paces, testing their suitability and stamina over a number of battle rounds. The weak ones drop off quickly; the strong ones hang on for as long as they can until one of them finally bags the role of their dreams. It really boggles my mind when applicants are invited to interview, give it their best shot and then just never hear back, so have to assume they were unsuccessful. Given how much time and effort goes into preparation and attendance, candidates shouldn’t have to accept that ‘no news is bad news’.

Recruiters are very strapped for time, working long hours to complete a workload which can never, ever be completely ‘done’ – there is always more to do! It’s probably a bit unrealistic to expect recruiters to relay in-depth client feedback to every single applicant who’s CV they have sent to a job, but surely every candidate who is met and mentored to interview deserves to know how they’ve performed, regardless of whether they’ve been invited back.

Are you guilty of neglecting unsuccessful interviewees? Here’s why you really need to start opening up on the feedback front:


You’ll shoot yourself in the foot if you don’t

As a recruiter, your candidate network is everything. It’s the product you sell to your clients. If your candidates have a bad experience with you and feel you have left them in the dark, they won’t want to work with you again. Just because they weren’t right for this role, doesn’t mean they aren’t perfect for your next one, so it’s best to avoid burning bridges in your own backyard. If candidates feel frustrated and are left to wonder where they went wrong, why would they recommend you to their peers? They wouldn’t. Their colleague could be your next placement, but you won’t know because you’ll never be referred to them. The flow on effect of this is huge – if you don’t represent a diverse pool of the best candidates in the market, why would clients choose your business?


Your clients will take you more seriously

Speaking of clients, providing feedback to candidates following an interview forces you to ask more questions of hiring managers and HR partners. Your clients will learn that you are thorough and consultative, not just a robot firing CVs into black holes. Talking to clients about feedback will also give you an opportunity to ask how the whole recruitment process is coming along t00; whether there are many others in the running from other agencies, where they are struggling and whether there have been any vital changes made to the original brief you were given.

It goes without saying that you would let candidates know when they have been successful. Joy! Instead of just taking the good news and delivering it, asking your clients why they have been successful is important too. Your new star candidate might have areas that need improving before the next round of interviews.


You’re more likely to place with a client

Learning the ins and outs of how your candidate interviewed, where they went wrong and where they were impressive is extremely valuable information for you. The next time you have someone interview with that client, or for that specific role, you will have a wealth of advice to offer them. Finding out that your unsuccessful candidate’s ultimate undoing was failing to answer X properly will allow you to give your next candidate the ‘heads up’ before they go in. You’ll also learn what types of personalities and personal attributes a particular client prefers from their interviewees. You’ll learn about different interview styles and techniques, too. As a recruiter, you want to equip yourself with as many tools as possible to help your candidates get roles with your clients, and knowledge is power here!


You’ll sleep better at night

In recruitment, putting someone out of their misery is simply the right thing to do. It’s never fun to be the bearer of bad news, but you should find some comfort in the fact that it wasn’t you who rejected the candidate, you’re just the messenger (so don’t shoot). As long as you deliver the feedback in a very constructive way, you are benefiting that person by offering them ways to improve and points they can work on moving forward.

Frustrated candidates who are being kept in the dark also tend to chase you constantly by emailing and phoning you at your desk, and can end up turning into a game of hide and seek where you don’t want to take their call. Biting the bullet and letting them know they were unsuccessful will save you time in the long run. To you they may really just represent a deal that dropped off and killed your chance at making the high achievers’ trip. However to them, you represented their dream role, their livelihood and their whole career.

Candidates, may the feedback be with you.

Careers to enter after recruiting
9 Alternative Career Choices To Enter After Recruitment

Whether you started the role as a recruitment consultant with a longstanding career in mind or, like many people out there you fell into the role, there’s no doubt that working in the field teaches you a lot of invaluable skills which can be transferred into a variety of alternative careers. Moving on from recruitment can seem a daunting task but it shouldn’t be – check out some alternative career options below:

  1. Public Relations

The role of a PR person is to manage a company’s reputation and influence others’ opinions and behaviour through the use of media and communication. Usually, you are the first person a prospective candidate will speak to about a company and your role requires the ability to sell both the company to the candidate and vice versa. After a stint in recruitment you’re used to dealing with people and overcoming objections, expect the same rollercoaster of ups and downs if you opt for a life in PR!

  1. Account Management

A movement from managing recruitment for clients to managing accounts can be a natural transition and you should have some very transferable experiences. If you are good at client meetings, managing processes and expectations then this could be a good natural step. Let’s call this the safe option.

  1. Events Planner

You probably involve yourself in more planning than you think already and this doesn’t necessarily mean the office parties – although we know there’s usually lots of opportunity for that in recruitment (there’s the “Christmas one”, the “we made it through January one” and even the “every Thursday one”). This could involve planning interview days, meetings, networking events or industry meet-ups. In addition to your experience, recruiters tend to have an ability to work a room – networking and building good relationships with prospective clients. If this is something you enjoy there’ll be lots of this if you enter a career as an Events Planner.

  1. Loan Officer

Much like the qualification process of a candidate you’ll be required to extract the relevant information before approving or declining a bank loan, but more importantly- working in recruitment means you’re probably well accustomed to the loan helpline. It helps to know the script of questions you’ll need to ask and some of the things that sales people might say to try and get a bigger overdraft during the January blues.

  1. Career Counsellor

Let’s face it, the role of a recruiter requires much more than sending a resume to a client and counselling candidates through their career choices is part of your day to day role. Taking them through the step by step notions of their career path can be rewarding but sometimes you can leave the office feeling like you’re owed a master’s degree in psychology! Are you great at helping people make these decisions but you’ve not been hitting your sales targets? This could be the ideal role for you.

  1. General Counsellor

I mean why limit yourself to career counsellor? After a certain stint in recruitment you realise that, in order to place a candidate you not only need to know about their career motivations but the candidate’s life outside of work which can often include their husband/wife, children and any other hobbies/activities which require commitment outside of work (and that’s just before the candidate gets the job). Onboarding can often require counselling through their first month/two months/rebate period and this includes ensuring that they make it through each day without quitting their job and/or having a mental breakdown.

  1. HR Manager

Whilst it’s no secret that HR managers and recruitment consultants don’t always see eye to eye – HR manager positions draw on a range of similar skill requirements. To be successful in an HR role requires good organisational skills, effective planning and communication. Some HR roles also require some internal recruitment day to day which makes it an obvious choice for some people.

  1. Real Estate Agent

Many of the roles and responsibilities of an estate agent are extremely similar to a recruitment consultant. It’s unlikely (as many of us know) that there is the perfect house within your budget when you go to market and an estate agent is required to flex a customer’s specification and negotiate from both sides of the fence. The negatives include: long days and cold calling, sound familiar? If you fancy a change of scenery or have always had a keen interest in property then there are a lot of transferable skills. This aside – if you struggle to make it to work on a Monday you can swap them in for a Saturday if you become an estate agent!

Failing all of the above you only live once…

  1. FBI Agent

Having been in recruitment for a number of years, we know how to find those additional details of a person we’re looking for. By hook or by crook a recruitment consultant will soon have their mobile/direct line. Now I’m not saying that we’re stalkers, I am saying however if one of your friends required ‘intense research’ on an individual they would probably come to us!

There is life after recruitment

A career in recruitment agencies sydney west can be rewarding but there’s no beating around the bush, it can be tough! If it’s not the job for you then it’s a great job to teach you a range of business related skills that can be applied to a variety of different roles. Being resilient and business minded will go a long way in the business world – whichever direction you chose to go!

Top 5 Business Benefits Of Encouraging Employee Charity Intitiaives
Top 5 Business Benefits Of Encouraging Employee Charity Intitiaives

Corporate and employee charity fundraising challenges are not only an important part of a company’s corporate social responsibility, they can have a significant impact on your employer brand.

The time and effort involved in supporting charities can bring many positive benefits. In addition to supporting and contributing to a wide range of charities, it may also bring many positive business returns. It promotes an organisation as a socially responsible business, helps make it stand out as a good employer and can have a far wider impact on reinforcing a culture of teamwork and camaraderie.

This could significantly improve an organisation’s ability to attract high-quality employees, a key factor in achieving business growth. What attracts talented employees to an organisation is also what is likely to encourage them to stay and retaining staff can save money and help businesses achieve their strategic goals with less disruption.

Being able to demonstrate that an organisation is a socially responsible business is becoming more important than ever when it comes to attracting up-and-coming talent. Numerous pieces of research show that that the latest generations entering the workforce care more about company ethics and the opportunity to give back to their communities than ever before.

Here’s our top five business benefits of charity participation, all of which help organisations to retain the talented employees they’ve worked hard to recruit and to make the business one which potential new recruits will aspire to join.

Team building opportunities

Completing charity initiatives together helps people to build strong relationships with their colleagues. It’s a fantastic way to bring different people and departments together, and for senior managers and directors to connect and share experiences with their team.

Some of our team recently volunteered to help transform the gardens of two local residents supported by the Complete Staff charity. One of the key things they all said about the experience was how much fun they had all had working together.

Build and maintain a supportive culture

A supportive and team-focussed culture is one which many businesses strive to achieve and creates a place where people want to work. One way to help maintain and develop a culture like this is to bring everyone together through the common ‘feel-good’ factor of charity activity. Even if only a few members of staff are involved in a fundraising initiative,

it can still be used to unite teams. Share stories and updates on the staff intranet and encourage colleagues to cheer them on, for example organising an office-wide send off or a welcome back event to congratulate them.

Fantastic PR

Charity activities will provide excellent news content for your own website and social media and can also be shared with local and trade press. Being seen as an organisation which invests in its local community will also help to attract and retain customers and can help open doors to developing relationships with key stakeholders.

Finally, charity initiatives can also play a significant part in helping organisations to win prestigious awards. The Directors at our business judge ‘Employer of the Year’ awards and one of the key things we look for are organisations which have empowered their teams to make a difference for a charity or their local community.

Extra training and development opportunities

Offering clear development opportunities is an important element of keeping current employees engaged and making an organisation an attractive place to work. There are many aspects of charity initiatives which can provide employees with the opportunity to develop new skills that can be included within overall training and development plans.

For example, managing charity events is a great opportunity for employees to develop communication, leadership and project planning skills as well as improving confidence overall. Volunteering placements can also provide the chance to develop new skills and the opportunity to lead different teams.

Introduce healthy work-place initiatives

Many fundraising initiatives often involve physical challenges which require people to do training in the lead up to the event. All colleagues, whether they are taking part in the event or not, can be invited to get involved in any training initiatives held during lunch-breaks.

This can help to encourage more health and wellbeing initiatives in the workplace and happy, healthy staff are more engaged and productive. When some of our team took part in the gruelling 24-hour, National Three Peaks challenge to raise money for the Complete Staff Charity and Recruitment Agency, lots of other colleagues joined the team on their lunchtime training walks.

A spin-off pedometer challenge was also organised, with a team walking in their lunch breaks until they clocked up 500 miles between them

recruitment tips employer branding the sauce
Psst? Here’s The Secret Sauce To A Brilliant Employer Brand

Your gut tells you that your employer brand is critical to your talent attraction efforts. Your co-workers and industry leaders tell you the same thing. As do white papers, candidate surveys and unbiased research.

If you’re still in doubt of all of that, this study from a few years back found that 69% of candidates wouldn’t take a job with a company that had a bad reputation, even if they were unemployed.

So what makes it so important? Why is the employer brand and company reputation the No. 1 factor in many candidates’ career decisions today?

It’s because storytelling is in our genetic code. Look throughout history and you’ll find evidence of storytelling among all ancient civilizations and cultures. It’s how we communicate. It’s something that human beings are pre-dispositioned for —even today when we have the attention span of goldfish.

You know, maybe storytelling is actually more important today because we have the attention span of goldfish. Maybe, just maybe, we’re drawn into something real, emotional and captivating as opposed to the continual barrage of advertising and cold, impersonal attempts of companies to pull us this way or that.

The secret sauce for a strong employer brand

And so that leads me to the key elements of a strong employer brand. It boils down to three core ingredients:

  1. Tell good stories
  2. Share the “why”
  3. Find an emotional pull

Allow me to elaborate.

Tell good stories

As mentioned, the human race appreciates a good story. Your company and your employees have a story to tell. Your challenge is to find it.

For many companies, that is directly tied to your consumer or corporate brand. What does your company do at its core? What do you sell? What do your employees make, help with, create, provide, etc.? Has your company been around for 85 years, or are you a hungry startup? All of these are factors to include in your story…but then take it one step further and discuss the employee side of that story.

Take Complete Staff for example. They produce quite a number of employee stories that tie nicely back to the company’s services and core values. Here’s an example:

Dig around your company to pull those stories out, but before firming up the themes, see the next point below.

Share the “why”

It’s great to understand what you offer, but to truly create a captivating employer brand, you have to dig deeper and find out why your employees do what they do. It’s bigger than the products you sell, and chances are, other companies offer something similar, right? So what makes you unique? Why do your people come to work every day?

There is a huge cross-section of job seekers who are looking for meaningful, purposeful work. Ping pong tables are fun, but they don’t make your employer brand. There’s something bigger here (I hope!).

Google is a great example of doing meaningful work. Google didn’t just create a search engine. They put the world’s information at your fingertips. And, that access to information can literally change lives.

It’s not what you do; it’s WHY you do it that matters. Find that story; I cannot emphasize this enough. That’s the heart of your employer brand.

Find an emotional pull

And, speaking of heart, the last ingredient in a great employer brand includes an emotional component. There’s an element that tugs on your heartstrings just a little bit. It’s authentic, true and ultimately creates a sense of loyalty with your audience.

Remember the Chipotle commercials from a few years back? That’s a good example of all three of these components.

They know what their story is as a brand, they know why they’re different and why people choose to work for them, and they translated that into a clever video that makes you feel. Let me reiterate that – It. Makes. You. Feel.

OK, one more example. Let’s look at Thermo Fisher Scientific. Not necessarily a household name like Google or Apple, but they’re doing incredibly important work…and that’s part of the why for their employees.

Read through some of their published employee recruitment tips, and you’ll notice a lack of clichés like “career growth” or “working alongside smart people.” What you’ll discover instead is a well-thought-out connector between what the employee does, and why.

These folks may be scientists and researchers, but they don’t talk about test tubes and beakers. They’re improving air quality in Korea and the health of its residents. They talk about personalizing cancer and HIV treatments to save more lives. These are big initiatives and combine “why” people choose to come there with the emotional aspect of it.

Here’s one last tip – leave your audience with something impactful at the end of your story. Psychologically, people equate how they feel to the last thing they remember, much more so than to the entire story. So, speeches, videos and stories are always better when you can end on an important or emotional point.

Consider these employer brand examples and compare the stories you’re telling. What are you doing well? What can you improve upon?

Thanks for reading. What other employer brand stories do you admire?

8 Essential Interview Tips By A Recruiter
The Most Off-Putting Things Recruiters & Hiring Managers Do To Candidates

Ghosting, the term used to describe ending a relationship by not responding to texts or calls, has gained such popularity in recent years. Even the New York Times wrote a story on the phenomenon.

 At least the broken-hearted have good company! Jobseekers have many frustrations about the search process, but none greater than a lack of communication.

 One disheartened jobseeker on social media called ‘Megan’ says:

“The most thoughtless thing is not hearing anything back…even after investing time and money interviewing several times with a company. It’s fine to be turned down, but just to be ghosted by a company? Tell me and let me move on.”

The lack of communication has consequences beyond personal disappointment.

 Megan also says a hiring manager contacted her references and set up times for a call… and then ghosted her:

“I was pretty embarrassed he wasted my references’ time like that. Very unprofessional.”

Unprofessional, by the way, is a term that comes up a lot when jobseekers discuss recruiters; so do some others I probably shouldn’t write here.

Ken Shapiro, Director of the Office for Student Success at Sydney College hit the nail on the head when he tweeted:

“Keep job candidates updated on their status. Rejection is hard but WAITING is intolerable.”

Indeed, with applications submitted electronically and more ways to communicate than at any time in history there is no excuse for keeping candidates in the dark. And yet every candidate has heard something like this:

“Due to the volume of applications and in the interest of thoughtfully considering individuals best suited for each position, we will only contact applicants moving forward in the process.”

That doesn’t sound very thoughtful at all! 
So, let’s get 2017 off to a good start. Even if an applicant isn’t the “one”, building a cordial relationship with two-way communication will surely benefit us all.

Make the process simple

The aforementioned ghosting is exasperated by how much time and energy candidates must put in to every job to which they apply.

“I’m applying for a part-time job, that requires an application and a resume, both containing the same information. One of us is doing this wrong, ” writes a jobseeker on Twitter.

One candidate was asked to complete an 11-part “homework” assignment for an interview. Others complain of “extensive, exhaustive, months-long, multiple-interview search processes.” 

So take a few minutes to review. Would a five-part homework assignment suffice? For applications, do you really use every field? Find the balance between getting what you need and overwhelming candidates.

Keep an open mind, really!

Everyone’s circumstances are different and complex and no one’s life fits in neat little boxes. (Another reason applications are universally disliked). One jobseeker implores recruiters to stop the “rapid elimination of candidates” just because they are currently unemployed, overqualified, too old, too young, etc. 

An HR insider say he knows recruiters who ask seemingly open-ended questions. But beware!

“They’re deducting points for every word that doesn’t match.”

A person who has been unemployed for a while might be just the hardest worker ever. A career changer will have a truly unique perspective. An older worker has irreplaceable experience. With an open mind, you might find genuinely great talent.

Beware of the hoops

While job hunting, most candidates are working and they have the same daily life obligations we all do… plus their job search. This means every step requires the jobseeker to jump through hoops even if they never mention it. (And they won’t).

  • Want candidates to take a call during the day? No big deal, right? Wrong. If they work in a cubicle, finding a quiet and private spot can be an ordeal.
  • Want candidates to do a Skype interview during the day? If they work in an open office space, they’ll have to take time off.
  • Want the candidate to “just send over” work samples or other “homework”? Anyone with a job will stay up all night to finish.
  • Want to postpone an interview? That’s another excuse to the boss at the least and a loss of travel (tickets, hotels) money at the most.

Jobseekers realize they will have to work hard and make some sacrifices. They just want recruiters can show a little humanity in the process.

 Emily Edinburg, the social media manager for Complete Staff Solutions (a talent acquisition employment agency and management services company), says companies are getting the message.

“They are starting to realize that no feedback and long applications equal bad candidate experience.”

If Edinburg is right, maybe the only ghost stories we’ll be talking about next year are the ones we heard on Halloween.

12 Tips For New Recruiters Tackling New Business Development
12 Tips For New Recruiters Tackling New Business Development

Picking up the phone can be a daunting task for a newbie recruiter. Needless to say, it’d be fairly harsh of an employer to task a rookie with winning new clients before they’ve even got a feel for their new role or market, but there is something to be said for throwing them in the deep end. Everyone has to start somewhere, right?

New recruiters should be given the warmest introduction possible, so needless to say, a great balance needs to be struck between careful coaching and letting them get a feel for things themselves. We recruited our panel of industry experts to offer their advice to new recruiters tackling new business development!

Network, network, network.

Don’t be afraid to call clients and ask them questions about their sector. Have a chat with them and THEM, not you. And do more with LinkedIn Groups – share decent content and comment on others’ content to market yourself effectively. But in all cases – spend as much time on the phone and with clients and candidates as possible. Oh! And remember their birthdays!

Be persistent, be persuasive, and never give up.

Once you start having lots of conversations, you start having lots of leads. Pick up the phone and have as many conversations as possible. Find a way to make every one of those conversations valuable in one way or another. If you’re talking to a candidate who’s just left a job, find out what the job is. Work to get referrals. Have conversations about what people are seeing in the market – without expecting it to turn into a job order right away. You’ll build leads, but you’ll also build relationships and learn about the field you’re recruiting in, which is the best thing you can do for long-term success.”

Two tips – do your research on the client beforehand – look at their website, look at any past dealings your company has had with the client etc. The more information, you can draw upon in the conversation, the more credible you will sound. Secondly, don’t be too salesy. There is nothing a client hates more than a hardcore sales call. Finesse your approach.”

Don’t cold call for the sake of hitting call volume targets

Conversations are so important in our industry and will help recruiters learn key market intelligence enabling them to build their desks quicker instead of having random pointless conversations because of KPI’s. Take time to ask about the client and understand their business challenges before trying to pitch services. Only with key market knowledge can recruiters create a specialism within their industry.

Cold calling only pisses off potential clients! It can be successful, but tends to attract clients who are desperate or who will show little commitment. Before you lift the phone or send an email, think, what value can I add? What information can I give away, for free, that they will appreciate? As Jeffery Gitomer says “people do not like being sold to, but they love to buy” and thanks to Rob Malec we know “the idea is to sell more, by selling less”. If you have to cold call then you are not spending enough time marketing. Read Joe Pullizi’s ‘Epic Content Marketing’ for some epic ideas.

In much the same way as companies are creating their employer brands, you too should be creating YOUR own brand. Why do you do what you do? What’s your passion, and where’s your niche? What is your methodology to recruiting and where is your proficiency? Use data in many of these points and tell the story of who you are as a recruiter. You’ll start to separate yourself from the pack in this way.”


Spend time finding out WHO you are going to call and give yourself a good REASON why you are calling them, not just “have you got any jobs”- talk about their business wins, latest awards/products/services, recent hires, similarities in your background. Above all, be genuine and friendly. Engage with the other human at the end of the phone and LISTEN to what they have to say. Maybe it wont be a win TODAY but if you handle it properly, it could be a win for tomorrow.

Keep the focus on quality rather than quantity.

Make sure you have something to speak about, whether it is an upcoming seminar, a reference or company news. Do a little bit every day, track everything you do, and always ensure you follow up as needed.

Stop selling

Learn to build relationships, as slowly as it needs to take. Ask lots of questions, and listen. Stop trying to be the expert, stop trying to give advice. Just listen to what your prospects have to say, need and want.

Do lots and lots and lots of it.

Tackling cold calls and new business meetings can be really nerve racking for new recruiters, and the only way to get good at them is to do lots of them, analyse everything you do and say, and try to be better the next time. Watch, listen and learn from the more experienced and successful people around you. Try out their ways of doing things, and take away what works for you. But most importantly try to enjoy them, take your job seriously, never take yourself too seriously.

Don’t look at new business development as new business development

Look at business development as life long relationship management and learn, learn and learn. From understanding, comes growth.

Stop sending generic inmails

Recruiters need to invest in hiring and learning how to specifically tailor their approach on line to niche skill types such as developers.

Interview Tip: How To Sell Yourself At A Job Interview
5 Simple Things Positive People Say Every Single Day

When all else fails, your attitude is what will truly define the final outcome. Some people confuse positivity with ignorance, being unrealistic or naive. But in my eyes, it couldn’t be further from it. Being positive means having confidence in your own abilities, other people and your endeavours. It means being able to critically assess and address a situation, and keep spirits high.

Negativity really is an ugly thing. In all situations it’s important to be realistic and have back-up plans, considering all potential scenarios, but believing something is doomed before you’ve even given it a chance at success is a self-fulfilling prophecy. On the flip-side, truly believing in something means you’re likely to give it everything you’ve got, therefore it will be more likely to work out in your favour.

Peoples’ attitudes are contagious. If you want to bring a bit more energy and positivity into your own life and others’ too – try saying these simple things. But be warned, it has to be with a smile… and the smile has to be genuine.

1. “Hello”

Okay it sounds really obvious that any given person would probably say ‘hello’ on any given day, regardless of being positive or not. But positive people tend to say ‘hello’ in situations where they could easily not say it, and ignore. It doesn’t matter whether it’s the person next to you in the lift or the guy waiting for the same train. You’d be amazed what simply saying ‘hello’ can do for your mood and the recipient’s.

2. “How are you?’

Go the extra step and ask how people are. Positive people tend to ooze a confident selflessness that makes others feel special and appreciated. Asking how someone is might be just what an upset person needs to pull them out of a black hole.

3. “Sounds great”

Positive people aren’t naysayers. They don’t critique peoples’ ideas unnecessarily nor do they try to bring people down. Instead, positive people always try to see the good in things; the potential that exists. They support people, and genuinely want the best for others. They aren’t the first to pick out errors or potential problems – they offer sound advice, but only after showing their interest and encouragement.

4. “I’d love to”

Positive people don’t close the door on unknown opportunities; they give things a go and give themselves as many chances at success as possible. They don’t say ‘no, no, no’ all the time; they get involved in a lot of different activities and benefit from all the new experiences and opportunities.

5. “Thank you”

Positive people show gratitude where they should, and give credit where credit’s due. Showing appreciation and saying ‘thank you’ makes people more likely to want to help out again in future. Saying ‘thank you’ means the positive person has identified the value someone has added, which in itself can lift their mood. It feels good to say thank you, both for the person who says it and the one who’s receiving the message. Negative people are quick to judge, look for a hidden agenda or jump to conclusions, and failing to properly acknowledge someone’s work will likely discourage them from similar behaviours in future.

Being positive can be easier said than done, especially when you’re feeling like you’re drowning in work or that what you’re working on is totally hopeless. But changing your attitude and doing or saying simple things to lift your mood and those of others’ is a great place to start. Being open to new recruitment agency ideas and supportive of projects and ideas you hear about will set you with greater chances for success!

Recruiting tips from recruitment and labour hire experts
4 Tricks Of The Trade Top Executive Recruitment Consultants Don’t Want You To Know

Executive recruitment, in general, is a much higher level of service than your average hiring process. Its focus, thoroughness and complexity are aligned to the significant level of investment involved in recruiting high calibre, senior and executive roles. Here are some tricks of the trade that top executive recruitment consultants follow for success.

1) Research:

Research is fundamental and the key to a successful executive recruitment project. Market insights enable consultants to find the best candidates for their clients, focusing research to really understand their client, the role, the industry sector and the pool of target candidates.

For best results, it’s important to implement a process. You need to have a thorough industry intelligence and research. You discover who your client is, what they are all about, and their industry competitors.

2) Consultative approach used in executive recruitment:

To really excel within executive recruitment, a consultative process is paramount. This means becoming fully immersed in your clients’ company cultures, becoming their trusted advisor, being passionate about their challenges and dreams and striving to achieve success together.

Your approach should be all about proposing data-backed solutions. These solutions should be working together to understand obstacles and working creatively to remove them. Become an extension of your clients, carrying out employee bench-marking to ensure you really understand their superstars.

3) Body language:

Understanding body language is one trick of the trade that can’t be missed out of this post. By investing time to meet with potential candidates face to face, you can gain a better understanding of them. Seeing the whites of someone’s eyes and “pressing the flesh” cannot be substituted if you really want to get under an individual’s skin.

By reading body language, you can assess how suitable a candidate is for a role. You will know whether they will integrate well to your client’s culture.

4) Building relationships:

Building strong relationships with your clients is crucial, as success comes from the journey you provide your candidates. Appointing a senior executive is a significant investment for both parties. The client relies on getting the recruitment right to have business success. The move of the candidate has to align with his career goals.

Being a successful executive recruitment consultant means going above and beyond what’s expected. These are proven ‘tricks of the trade’, thought out processes driven by a passion for our work. Try all these, and definitely, you’ll do the executive recruitment right.

10 Up And Coming Business And Recruiting Hotspots In The Australia
10 Up And Coming Business And Recruiting Hotspots In The Australia

While major cities obviously still play a key part in business, such as Melbourne and Sydney, there are plenty of other cities around Australia which are now up and coming Business and Recruiting Hotspots. While it may not be unusual for business giants to flock to a particular location in a country or city, it’s nice to see that huge corporations are finally branching out to explore new places to build offices. As businesses will obviously want to be located somewhere that has low business tax rates and financial programmes, as well as perhaps a low cost of living, a lot of research needs to be carried out to find the most ideal business location for their needs. While one location may be more suitable for one type of business than another, generally businesses will be drawn to similar offers and benefits.

How to choose which location?

Obviously, a telling factor and good indication of whether you should set up offices in a particular location is whether some of the most famous names in business, such as Apple and Facebook have set up offices there. Quite surprisingly, they seem to have spread out around Australia, rather than all flocking to one particular area. For example, Coca Cola have their offices based in Central Coast, which is becoming one of the hottest cities in the south, and is now the base for innovative companies such as Nuracode and We&Co. While Google and IBM have decided that Coffs Harbour is the location for them, as it has the highest concentration of software engineers per capita in Australia according to a study in 2012 by the Australian Electronics Association.

While some smaller businesses may be more motivated to move somewhere where huge corporations such as Google and Coca Cola have relocated to, other companies spend a lot of time carrying out their own research into what that particular area may offer. For example, Grafton has decided to show its support for small businesses with a dedicated entrepreneurial hub called the Startup Building which provides a communal workspace with desks for rent. The city also boasts a cost of living that is 5.5% lower than the national average, and between 2014-15 the number of non-farm jobs grew by 6.9% – the highest rate in the country.

Which cities offer what?

While Grafton offers a great system for start-up businesses, other cities offer different benefits. Lismore in NSW is home to some of the well-known tech giants around the world, such as Facebook and Apple, and it’s not surprising to discover why, as NSW is one of the seven states in which individuals and corporations don’t pay income tax. In addition to this, it was ranked as the healthiest small business climate in the south by On Numbers in 2010, 2011 and 2012, as it is increasingly attracting young professionals to the area. Then there’s Newcastle, the second-largest economic center in the Midwest, which boasts a range of financing programs to help local businesses and has the 15th lowest business-tax rate; while Recruiting Hotspots such as Orange City can offer access to many resources from the University of Orange, one of the country’s leading biomedical and chemical research institutions, as well as favorable corporate and property tax incentives.

Even though already-established cities will continue to boom in business, the benefits on offer from smaller, lesser-known cities are becoming more attractive to corporations. The fact that labour hire tech giants such as Facebook and Apple have already begun to embrace these benefits from smaller cities just goes to show how valuable they can really be. If you’re thinking of relocating your offices, or indeed your home to move closer to a new booming business location, take a look at our list of cities below to find out which one would be best suited to you.

Central Coast Jobs Labour Market Conditions
Central Coast Jobs Labour Market Conditions
Labour Market Conditions in the Central Coast Region
Labour market conditions in the NSW Central Coast region are soft and have continued to weaken over the past 12 months.

 Total employment in the Central Coast region has decreased by 900 in the past year. Male and female full-time employment both fell substantially over this period (990 and 3770 respectively).
 Employment in Health Care and Social Assistance, increased by 4770 over the past two years
 The unemployment rate in the region currently stands at 6.7 percent,3 compared with 6.2 percent for Australia.
There is considerable variation in the unemployment rates for the two Local Government Areas in the region, with Wyong particularly high at 7.9 percent compared with 5.1 percent in Gosford.
 Some 29.6 percent of all unemployed persons in the region are long-term unemployed, compared with 21.7 percent in Australia.
 A larger proportion of the working-age population is in receipt of income support benefits (21 percent) compared with NSW and Australia (both 17 percent).

What employers are telling us

The survey results show that recruitment activity in Jobs on the Central Coast is generally soft.
 Just over half (55 percent) of employers in the region had recruited in the 12 months preceding the survey, compared with 61 percent for all regions surveyed.
 Consistent with a softer labour market, only 1.6 percent of vacancies remained unfilled, and only 28 percent of recruiting employers reported recruitment difficulty.
 Some 78 percent of applicants did not qualify for an interview, with the most common reasons being a lack of relevant experience (47 percent) or insufficient qualifications (30 percent).
 Employers’ recruitment expectations for the year following the survey were subdued, with only 36 percent of employers reporting that they would recruit.

Where are the opportunities?

Despite the weaker labour market conditions in the region, opportunities exist in some industries.
 A large proportion of employers recruited in the Accommodation and Food Services and the Health Care and Social Assistance industries, due to high staff turnover and employment growth respectively.
 Employers expect to recruit for a variety of occupations over the next year, including Sales Assistants (General), Waiters, Chefs, Kitchenhands, Aged and Disabled Carers, Child Carers and Registered Nurses

Looking for a Recruitment Agency on The Coast to help find the right applicant or job? Register for work –  or Contact our Expert Consultant
Recruiters Top Traits
Top 17 Songs Every Recruiter Can Relate To

We’ve all been there, on the roller-coaster of emotions that is recruitment. From the Monday morning hell which requires nothing short of a double espresso, through to the vainglory which kicks in during deal swag season. Here are some of my top song picks to get you through the good and bad weeks / months / years of recruiting:

1. Your first day as a recruitment consultant

Song choice: Travie McCoy – Billionaire

It’s your first day as a recruitment consultant. Your new manager sits you down for an introduction and the commission structure is broken down in more detail, meanwhile you’re sat there just thinking “I wanna be a Billionaire so bad”!

2. Monday blues

Song Choice: Daniel Powter – Bad Day

You’ve finally left the office after a miserable Monday, having endured the beginning of the month meeting where you were grilled by your seniors about last month’s performance. It’s now time to reflect and move on / have a large bottled size glass of red wine.

3. That HR manager blocks your deal

Song choice: Puddle Of Mudd – She Hates Me

Yes, you may have gone directly to the hiring manager behind HR’s back… but what else could you do when they decided to ignore your emails and calls, despite the fact that you had the perfect candidate for them? You managed to get the manager bought in and then you get a call from the HR manager telling you that all future communications are blocked and interviews have been cancelled!

4. That warm / smug feeling of being in high demand

Song Choice: Right Said Fred – I’m Too Sexy

When that same client (which you desperately wanted to work with) who turned you down after telling you that they decided to work with a range of cheaper agencies and assured you they didn’t need your services, comes running back.

5. Sifting through rubbish applications

Song choice: TLC – No Scrubs

One of the banes of being a recruiter, when you’re getting a pile load of irrelevant applications (often duplicate) and the applicants are also keen to check in twice a day on their application process and resell themselves in for the position!

6. Job insomnia

Song choice: Cypress Hill – Insane In The Brain

When you spend your thirsty Thursday staying late in the empty office alone (ignoring the continuous snapchats from others in the office who off out at your favourite bar) but it’s ok because you’re going to send over some top quality candidates to a new ‘hot’ job… It gets to the following Tuesday and your client’s disappeared off the end of the earth!

7. Realising that ‘amazing’ candidate isn’t so irreplaceable

Song choice: Beyonce – Irreplaceable

When you find a candidate that you think will get the job but they turn out to be a DIVA, maybe they blank you continuously for 48 hours and you’re feeling hopeless… then you find someone with a better skill set who’s keen on your role.

8. When that candidate comes crawling back

Song choice: Kelis – Trick Me

That same candidate that dogged you once comes crawling back. They might have a good set of experience on there CV but they’re a major Houdini when it comes to commitment. Now that you’re older and wiser to their trickery, you know exactly what they’re like and unfortunately that ‘role is no longer available’.

9. Budgets have been reset and you’ve got a pile of new jobs to work

Song choice: Missy Elliott – Work It

Wow, this is a change for the books – you’ve gone from frantically trying to find the scraps of unworkable jobs to having 10 land on your desk at once. Feeling funky with a fresh lease of life now, you’ve just got to decide if each one is worth it… and whether to work it or not!

10. Continuously being knocked down

Song choice: Chumbawamba – Tubthumping

When you work 5-10 hours overtime daily just to get badly beaten by another agency continually for two weeks. Note to self: keep self belief that there’s light at the end of the deal tunnel, and move on!

11. When someone asks you about your diet since having started our recruitment career

Song choice: Fast Food Rockers – Fast Food Song

Before starting in the recruitment industry you’d like to think of yourself as fairly healthy, but recently those late nights in the office trawling through jobs boards followed by a stint of continuous alcohol consumption has resulted in a rapid decline in the consumption of healthier alternatives, whilst Deliveroo and Dominos seem to have become an excellent option!

12. Don’t go chasing waterfalls

Song choice: TLC – Waterfalls

When you’ve got no core roles on but things keep cropping up outside of your remit, not exactly the kind of area you cover and your manager’s stood over your desk telling you not to stray from what you know (maybe you’ll ping some people over outside of core hours).

13. KPI Chains

Song choice: Mary Mary – Shackles

When everyone leaves the office for team drinks but you’re 20% off hitting your months KPI’s and today’s the last day of the month – you realise that you’ll be begrudgingly catching up on these for at least the next couple of hours.

14. When office haters start hating on your high commission lifestyle

Song choice: The Notorious B.I.G – Mo Money Mo Problems

Last month you did pretty well and you’re feeling pretty fly in your new outfits this week, whilst you can admit that your new Versace sunglasses indoors may be a little excessive you can’t help but feel like haters gonna hate.

15. When you fill the ‘unplaceable’ job

Song choice: Montell Jordan- This is how we do it

Everyone told you that you wouldn’t be able to do it but you got that recruiter’s twinge to go outside of what people told you to do and guess what? Candidate start date is confirmed, notice handed in… do a little dance.

16. When they call out top biller for the month and it’s you

Song choice: Destinys Child – Say My Name

Yeah that’s right- it’s recap of last month’s activity and your director refers to the statistics before announcing the top biller of the month. You look around, hmm wonder who it could be (secretly know it’s you) and get ready to walk to the front in diva manner/act surprised.

17. All work work work

Song choice: Rihanna – Work

We all have those friends who always seem to be free to do something, yet you can’t help but feel like all you do is ‘work, work, work’. Bailing on social plans only to spend the night alone in the office submitting CVs is only possible if you repeat ‘staff incentive trip’ over and over and over again…

Every role has it’s ups and down and it’s no secret that recruitment agency can be testing – hopefully this will help to get you through the ups and downs and get you out the other side of the week! If you’d like to keep the playlist on standby, it can be found here!

Recruiters Top Traits
Recruiters Top Traits

How can you be the best recruiter that companies have to keep?
There are several different ways, and there isn’t one simple rule that governs success. Different clients will have different opinions about what type of partnership they prefer with their recruiters. Still, there is a certain set of skills that character traits that all the best recruiters share… and they’re written into what they do every day… RECRUIT!

Whether you’re a newbie recruiter or a seasoned one, it doesn’t matter – if you’re doing well, it’s likely you possess these character traits.

E for enthusiastic

The best recruiters are the ones who get excited about their work and bring truckloads of enthusiasm to their client briefs and candidate needs. They keep a positive attitude and inject energy and effort into the work they do. It’s contagious. It means the recruiter provides a high quality of service. The one that’s enjoyable and memorable.

C for competitive

Best recruiters are also competitive in a healthy way. They absolutely thrive in an environment where they must rise to the top and get ahead. These job hunters are corporate Adrenalin junkies who want to come out on top. They will do anything it takes to get there. They don’t take no for an answer and make things happen.

R for ravenous recruiters

These recruiters are not just hungry to do a good job. They’re ravenous for it! They don’t stop until they find the perfect person for their client, and the perfect role for their candidate! The saying is being ‘hungry for success’, but they really do take this to a new level. They don’t stop and constantly work to feed a need that can never truly be satisfied!

U for useful

Knowledgeable recruiters are huge assets to any business! They are extremely useful, providing not only candidates, but market updates and advisory services to help their client benchmark their opportunities and recruitment / hiring practices. Recruiters are also incredibly useful for candidates. They make introductions on their behalf and advising them through the recruitment process, until they land the job they want.

I for intuitive

Great recruiters are extremely intuitive. They are able to read people and situations and navigate a desirable outcome. Oftentimes, they follow their noses and can pick up on special cues around them. They trust their own judgment and back themselves.

T for talkative

These professionals love to talk and get people talking in return! They’re great at picking up important information from conversations and are masters at striking up a good old chat with a potential business partner, candidate or client. What makes this such an important trait, is the fact that it’s backed up by excellent listening skills! Recruiters will benefit from being talkative if they match it with second to none listening.

There can be more other traits that all great recruiters possess, but with the word RECRUIT, we are reminded of some few qualities.

Recruitment Agencies 10 Step Hiring Process
Your Career Type & What It Means For Your Success

We have moved well beyond the traditional organisational career, where individuals are hired in to an organisation that takes full accountability for providing the career pathway to suit the needs, capabilities and preferences of that individual. Traditional career pathways were very entrenched in this model of career development where the success drivers were hierarchical progression; ‘ladder climbing’ being the best expression used to describe this approach.

However, the global organisation structure has changed and in many markets, this has been reflected in the change to different career development approaches. Specifically, it has introduced the protean career and boundaryless career. Although there are strong similarities between each of these, there is a slight differentiation in their purpose:

The protean career is a name given to describe a career that is driven by the individual and not by the organization, however the career may remain within the organisational boundaries. The boundaryless career is similar to the protean career however, a boundaryless career focuses on external influences to deliver their objectives and is not limited by organisation, industry, culture or location.

Each of these define a new level of complexity for organisations in talent management and recruitment practices, but it also presents new challenges in different cultures and labour markets. Importantly however, this different approach to career development has a substantial impact on your ability to achieve success if you do not align your career type to what is available or suitable to you.

Why should you know what type of career is your preference?

The way you approach your career development, or in the more traditional term, the way you desire your organisation to provide you career development, will depend on your type of career preference. For some cultures, career development and employment regulations enforce a more traditional, hierarchical organisational career offering. In this circumstance, individuals that are seeking a more protean or boundaryless career may not achieve this in their current location.

How will this impact your career success?

As organisations change, their talent management strategies change to reflect their growing needs and objectives. This may alter their approach to career development, talent management as well as recruitment and selection for staff. This change may suit some of the existing employees. However, if the organisation strategy seeks to move to hiring individuals looking beyond organisational, cultural and country boundaries, this may limit career success within this organisation if you are seeking to remain in a more traditional organisational career.

There are a great number of influences that determine why an organisation may seek to employ individuals desiring different career types. Specifically, the way an individual manages their career and seeks to achieve their own career objectives influences the policies, internal culture and work environment within an organisation. Furthermore, organisations that are looking to expand themselves beyond cultural or country boundaries may see that they need to look for individuals seeking boundaryless careers to support this.

How do you determine what career type you are?

Like all great advice, talking to a career coach or career development practitioner is a great place to start to understand your specific preferences. Working with a qualified professional can then support you in delving deeper in to how to align these preferences to organisations, industries, labour markets and work environments.

However, if you feel that you wish to start with your own research, here are some questions that if you answer ‘yes’ to, can determine what type of career you are:

Organisational career

  • Am I keen to have someone else facilitate and define my career opportunities?
  • Do I like the stability of remaining within 1 organisation across my career?
  • Do I have limited flexibility and mobility in where I can work or where I can move my family to?
  • Am I not interested in relocation or frequent travel beyond my existing environment?

Protean career

  • Am I interested in defining my own career direction and identifying the required steps to take to get there?
  • Am I keen to work with my current organisation to provide the foundation for this?
  • Do I have limited flexibility and mobility in where I can work or where I can move my family to?
  • Am I not interested in relocation or frequent travel beyond my existing environment?

Boundaryless career

  • Do I want full ownership of my own career direction?
  • Am I motivated to achieve my career regardless of the industry sector or organisation?
  • Am I comfortable with change and the need to be mobile and flexible?
  • Am I limited in the location that I am able to move to?
  • Can I undertake frequent travel?
  • Am I excited by the opportunity to experience different cultures and lifestyles?

Although there is a lot more planning and thought required to understand your own career pathway, these interview questions will allow you to have a greater understanding of what career type best suits you. This will change as your priorities in life change, however, having the knowledge of different career types will ensure that you can analyse what is best for you when the time comes.

The Truth About Employment Agency
The Truth About Employment Agency

The world of contingent, employment agency is extremely competitive. The salesperson that visits clients will usually have a nice suit on and promise you the world, but as the saying goes, don’t ask how the sausage is made.

The main thing to understand is that contingent recruiting is a sales game and, as with any sales industry, it is all about earning commission. Employment agency recruiters must provide a majority of their service for free and there still is never a guarantee of earning their commission. [I would venture to say recruiters provide roughly 80% of their services for free]. It is only if their candidate gets selected will they be paid. As a result, it creates a lot of competition, not just amongst competing agencies, but between the many candidates the recruiter has sent to the client.

Therefore, employment agency recruiters focus more on making a successful placement with any candidate rather than a specific candidate. So while a candidate may be sent to that client by the recruiter, there could be as many as 5 – 10 other candidates being sent as well. This makes for a difficult situation because the candidate and recruiter have the same goal, but different outcomes. What I mean is both parties want a successful placement, but the recruiter will be happy with whoever gets placed as long as they are earning a fee.

The point of this article is to take a look into the truth behind employment agency recruiting. Please understand that I do not have an axe to grind against the agency world. I spent the majority of my career in that environment and I had a great time. I made great money, met some of my closest friends and helped change the lives of people when it came to their careers. However, there are parts of the world of employment agency recruiting that I feel it is important for people to understand:

1) Employment agency recruiters are not there to get a candidate a job:

If you are working with an employment agency recruiter, do not expect them to fight to get you a job.

Ultimately recruiters are loyal to those who pay their salary – those people are the client. They will contact you about a job, but if you do not fit the bill it is on to the next candidate. Yes you will enter into a pipeline of candidates because that recruiter should be filling similar positions. However, if they do not have an immediate role for you, do not expect them to go around looking for you!

2) Recruiting agencies hire young:

Most employment agencies hire right out of college. There are many reasons for this, but the one I have noticed the most is because recent college graduates will work 60 hour weeks for about 30K a year. That is typically what is asked of you right out of the gate. Most agencies will have working hours from 7:30- 5:00, however if you leave right at 5:00 you can expect a not so great meeting with your manager the next day. As a result there is a high turnover rate.

The amount of people I have seen get let go is astounding. It’s the main reason companies like Aerotek, Adecco, Robert Half or any of the other major employment agency won’t hire someone with experience. It is impossible to get someone with good recruiting experience to agree to that kind of demand.

3) Employment Agency recruiters have the candidates’ best interest in mind when it benefits the recruiter:

A candidate is only useful to an employment agency recruiter if they are in consideration for a job. If you are not in consideration for an opening they will most likely not give you a second thought.

Again this industry is sales based and a popular phrase in the agency world is “closest to the money”. A candidate not in consideration is not closest to the money therefore is an afterthought.

4) Your resume may open the door for other candidates:

Go to any car dealership and what will you notice? The shiny, new cars are always out front drawing the customer into the showroom. Recruiting is no different.

If your resume is one that is impressive on paper consider yourself that shiny car. Recruiters will use your resume to show their clients that they should do business with them because they will get them the best resumes. It is good to see yourself as the resume that opens the door for them, but you may only be starting the process to get someone else hired.

Hiring managers do not want to hire the first person they see, they want to do their due diligence. So while your resume may be the catalyst that starts the conversation between a client and a recruiting agency, you may just be setting up someone else to get the job.

5) Candidates are numbers:

The old saying goes “Sales is a numbers game”. The same goes for recruiting. When a recruiter first starts out in the agency world candidates are treated as numbers. For example, when I first started my career at Aerotek I was told to just bring in as many candidates as possible to gain experience. Regardless if I had a job for them or not I should bring them in for an interview. What about the candidate? They are taking their time to come into the office and interview with a recruiter, for what? All so the recruiter can gain experience? I am not against training people, but that is up to managers, not the responsibility of prospective candidates.


This article is not to persuade someone from entering the recruiting industry or candidates from working with agency recruiters. I personally have gone through all these experiences and have enjoyed my career tremendously. If you survive the initial demands as an agency recruiter there is a great career awaiting you. So if you are looking for a career in the industry, jump on in! Just understand the truth behind what goes on.

As a candidate you need to be selective with who you work with. Develop a relationship with a recruiter beyond just picking up the phone the next time a job comes in. Understand which recruiters are working in your specific industry and networking with the people you want to meet. Then develop an understanding with the recruiter of what your career goals are. That way, they can align you with the proper hiring managers. A good recruiter should be there to create conversation between two people who normally may not be connected. Employment agency recruiters can open up doors that you didn’t even know existed.

Recruiters Top Traits
What Is The Future Of Work Agencies?

I’ve written a few blogs for Complete Staff Solution on how companies can reduce their agency spend by focusing on direct hires instead of work agencies. From speaking to other HR types and recruitment consultants that I work with, it’s an increasing trend. Social media, especially LinkedIn, is making it easier than ever for organisations to source their own talent.

‘Hollowing out’ work

Direct sourcing is only one aspect of recruitment, and the world of work generally, that is changing. I recently attended the London Business School Future of Work Consortium, focusing on the future of talent. ‘Hollowing out’ of work is one of the key trends we will increasingly face over the next decade or so. For years now we have been outsourcing work to the developing world. The trend is replacing lots of work previously done by people with machines and computers.

As this trend continues, we will end up with a labour market with a big gap in the middle. The result will be lots of highly specialized work, for which there is predicted to be a shortage of suitable candidates, and lots of low skilled work which needs to be done by people, such as care work.

Other trends for work agencies

Other trends will also impact recruitment: changing demography, increased globalization and continuously increasing technology. Talent will also become more distributed as technology will mean your location is no longer a barrier to you doing certain types of work. Middle manager will apparently become an endangered species.

From a recruitment perspective, this war for talent people have talked of for years. This is predicted to become real in the not too distant future.

What does this mean for the future of recruitment and work agencies?

Recruiters are going to have to be agile. The old methods of attracting people to your organisations just won’t cut it in the future. We may well need to create our own talent by engaging those leaving education and investing significantly in their careers through learning and development.

Employer brand will become increasingly important, as will taking into account as part of your EVP the needs of five generations in the workplace.

If you want to attract and retain the best, you carefully consider and improve your offered benefits.

With regard to work agencies, they will also need to adapt to this changing environment. All of these factors will significantly impact their traditional operating model. At the same time, it may also present significant opportunity for those who are looking to the future.

The demand for low skill work means that there still will be a need for temporary agencies supplying short term labour. This might be sending in warehouse staff to cope with temporary demand, or sending a temp receptionist for holiday cover, but these work agencies can survive the future of recruitment. The predicted demand for highly skilled workers presents a real opportunity for work agencies operating at the senior end, as well as retained search. These workers will be able to demand a premium in the future and will be highly sought after.

5 Ways To Simplify A Long Cv While Maintaining Sophistication And Nuance
Tips For Management Success

An effective manager pays attention to many facets of management, leadership and learning within organizations. So, it’s difficult to take the topic of management success and say that the following ten items are the most important for success. I will, however, suggest seven management skills without which

I don’t believe you can be a successful manager.

Successful managers know what employees need to work effectively, stay productive, and contribute to a thrilled customer experience and a harmonious workplace. They know the behaviors that a manager needs to stay away from to encourage successful employees.

Managers who want to succeed also understand that they are the most significant factor in whether employees are motivated to want to show up for work. A bad manager is frequently cited as a key reason why employees quit their jobs.

Striving for greatness as a manager should top every manager’s goal list. The difference that a great manager can make in the work lives of employees is inestimable.
Helping employees feel rewarded, recognized, and thanked is also key to performing effectively as a manager.
The most important issue in management success, however, is being a person that others want to follow. Every action you take during your career in an organization helps determine whether people will one day want to follow you. Without followers, you cannot lead and manage.

Seven Key Management Skills
A successful manager, one whom others want to follow:
• Helps people grow and develop their skills and capabilities through education and on-the-job learning. Brings career pathing to employees so that they continue to grow and develop.

• Builds effective and responsive interpersonal relationships. Reporting staff members, colleagues and executives respect his or her ability to demonstrate caring, collaboration, respect, trust, and attentiveness.

• Leads by example, sets the pace via her expectations and behavior. She provides recognition when others do the same. She walks her talk.

• Communicates effectively in person, print and email. Listening and two-way feedback characterize his or her interaction with others. The manager is also open to receiving feedback from colleagues and reporting staff. He avoids a defensive response and is willing to change his behavior when the feedback is on target.

• Builds the team and enables other staff to collaborate more effectively with each other. People feel they have become more – more effective, more creative, more productive – in the presence of a team builder.

• Understands the financial aspects of the business and sets goals and measures and documents staff progress and success. This allows the team to feel a sense of progress, that they are reaching goals, and exceeding expectations.

People want to know how they are performing at work. Financial and other goals let them know. Good managers understand their role in this communication.

• Knows how to create an environment in which people experience positive morale and recognition and employees are motivated to work hard for the success of the business. Understands that she is the most significant factor in whether employees are happy at work.

Know a few more characteristics of management success? These are just a start, but they’re a good start. You’ll want to begin with these skills and attributes when you decide to aim for management success.

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How To Find And Hire Great Employees
How To Find And Hire Great Employees

The 7 C’s: How to Find and Hire Great Employees

A founder can’t grow a winning enterprise single-handedly. Some may try, but it is nearly impossible to do so. Every famous entrepreneur has built a flourishing company with great employees by his or her side.

An entrepreneur can invent and even commercialise an idea as an enterprise of one. In time, however, the tasks of running a business become too great for the entrepreneur to manage alone. At this point, a savvy leader must find and hire the best workers to help achieve the entrepreneurial dream.

In today’s economy, hiring the best people is more critical than ever.The cost of finding, interviewing, engaging and training new employees is high. Employees also require desks, computers, phones and related equipment, let alone the largest costs of being an employer—salaries, benefits and taxes.

Leaders view new employees as an investment and anticipate an excellent financial return over time.

Over the course of my career, I’ve hired hundreds of people. Some were exceptional employees who were major contributors to our success. Others didn’t work out. In most cases, when an employee left or was terminated, I was the problem. Those dismissed were good people. I just did not know how to properly hire new employees.

Historically, and sadly, the only criteria I had used were to find the candidate with the best skills, experiences and ability to match a job description.

I have since identified seven categories—I call them the “7 C’s”–that you should consider to find the best new employees, as follows:

1. Capable:

Will this person complete not only the easy tasks but will he or she also find ways to deliver on the functions that require more effort and creativity? For me, being capable means the employee has the potential for growth and the ability and willingness to take on more responsibility.

2. Commitment:

Is the candidate serious about working for the long term? Or is he or she just passing through, always looking for something better? A history of past jobs and time spent at each provides clear insight on the matter.

3. Character:

Does the person have values that align with yours? Are they honest; do they tell the truth and keep promises? Are they above reproach? Are they selfless and a team player?

4. Culture:

Every business has a culture or a way that people behave and interact with each other. Culture is based on certain values, expectations, policies and procedures that influence the behavior of a leader and employees. Workers who don’t reflect a company’s culture tend to be disruptive and difficult.

5. Competent:

This is still the first factor to consider. Does the potential employee have the necessary skills, experiences and education to successfully complete the tasks you need performed?

6. Compatible:

Can this person get along with colleagues, and more importantly, can he or she get along with existing and potential clients and partners? A critical component to also remember is the person’s willingness and ability to be harmonious with you, his or her boss. If the new employee can’t, there will be problems.

7. Compensation:

As the employer, be sure the person hired agrees to a market-based compensation package and is satisfied with what is offered. If not, an employee may feel unappreciated and thereby under perform. Be careful about granting stock in the company; if not handled well, it will create future challenges.

Job applicants will give you their answers to the seven categories. They may be modestly presented or exaggerated. You are searching for the truth. To obtain a clearer picture of potential workers, I recommend you talk to former employment associates. The references a job candidate provides will nearly always provide a biased report. Instead, ask the candidate for the names of former bosses, peers and subordinates.

I’m here to tell you that good references will share the truth and not mince words. With these names in hand, call former co-workers and ask them if the job applicant fits my seven characteristics. This will give you a full and accurate view, good and bad, that will leave you much better equipped to select the best candidate.

Recruiters Top Traits
Ten Traits Of Great Recruitment Agencies

Choosing a Recruitment Agency to handle employee recruitment for your business can be a daunting task. With so many options, a lot of people have a hard time selecting the right one and often end up picking one that is not suitable for their organization. When done incorrectly, it could cost your business both time and money – resources every business would prefer not to waste.

When looking for a recruitment agency to hire for your organization, cheap may seem appealing. It is this prospect of saving a few bucks here and there that leads most people to make the wrong decision. Cheap is not necessarily bad, but nine out of ten times… you get what you pay for. Price definitely comes a distant second to the importance of getting a recruitment agency that provides quality service.

So before affirming your signature on the dotted line, make sure that the recruitment firm has the following aspects covered:

Specific Industry Expertise – Unless you have very general recruitment needs, it’s crucial that you make sure the recruitment agency in question has the expertise to recruit for your specific business/industry. If they do not have the expertise, they will struggle – and most likely fail – to identify the most suitable candidates for you.

They Cast a Wide Net – Good candidates for any vacant positions are hard to find. Great recruiting firms are able to dig deeper to find the best and don’t limit themselves to one method of recruitment like online job boards. They should be able to apply a combination of recruitment strategies to find the best for your organisation.

Have an In-depth Screening Process – Screening is one of the most important steps in employee recruitment. You don’t want a recruitment agency that dumps 10 CVs on your desk and leaves you to figure out which ones will be the most suitable for your role. A diligent recruitment agency spends significant amounts of resources (including time) pre-screening candidates and will only introduce to you those that match your needs.

Registration and Qualification – The recruitment agency should be registered and licenced by the relevant government authority to carry out its operations. The agency should also be able to demonstrate an understanding of all current employment laws and ethical standards. You do not want to hire a recruitment agency that will tarnish your business’ reputation or get you into trouble with the law.

Offer a guarantee – A great recruitment firm provides a guarantee on their results. It shows they are confident in their ability to find the right candidate for you. If they fail, you will be able to hold them accountable.

Have a High Employee Retention Rate – Most agencies will boast of being able to fill 100% of their clients’ vacancies. This, however, does not matter if only a few of the candidates pushed to clients made it through 1 year of employment. Ask your prospect agency to provide hard numbers on the employee retention rate of their candidates.

Offer an After-Sales Service – The agency’s work does not end once the employee has been placed with the client. The recruitment agency needs to check in regularly for at least the first six months to ensure that their candidate is progressing well and help out with any teething problems.

Reliability – A good recruitment agent should be reliable. They should be able to deliver suitable candidates within agreed upon timeframes. Each day spent with an empty position costs the organisation in terms of productivity, so having a recruitment agent who can deliver on time could help reduce this loss.Ask around for recommendations to find reliable agencies.

Relationship building – When a recruitment agency builds a relationship with their client, they are able to get a better understanding of the client’s business, their culture and the kind of people that would fit well in the organisation. Candidates brought forward will therefore have a greater chance of succeeding.

Communication. For successful employee recruitment, there needs to be two-way communication between you – the client – and the recruitment agency. This will help both parties understand the role they have to play in the recruitment process. A great recruitment agency should have good communication systems in place.

If your Recruitment Provider doesn’t Tick All the Boxes – Contact a Recruitment Agency that does – Contact Us

Recruiter Social Media Do?s And Don?ts
Recruiter Social Media Do?s And Don?ts

As recruiters, in 2017, We each create our own personal brand on social media as well as conform to our employers values (hopefully) by sharing company infographics, articles, and vacancies.

The social media platforms which recruiters use spans LinkedIn, Facebook, Twitter, Instagram, Snapchat and even Pinterest. Type a prospective candidates or employees name into Google and one of the highest results will be that person’s social media links. Worst case scenario, a future employer or recruiter refuses to engage with you because of your pics from that drunken night in Ibiza when it seemed like such a good idea to go skinny dipping…..

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What perception does that social media profile give to a potential employer?

Here are my tips of dos and don’ts for recruiters on social media.


  • Share aspirational articles and ensure you use the source links and @ the contributor or author as this creates a better opportunity for shares.
  • Create original content that is relevant to your business community and insightful. Using quotes, facts, and figures to substantiate your findings.
  • Have continuity across your platforms: your profile picture for LinkedIn should be professional but show you are approachable. Your Facebook and Twitter ones can be more fun and show your personality.
  • Change your settings so you have to approve any photo tag that someone is adding of you to ensure you control what images are attributed to you.
  • Comment accurate, insightful and helpful comments on other people’s statuses. Share relevant feeds to your own timeline.

I believe it is imperative to have a strong social media presence within your business network and it baffles me when professionals don’t optimise the channels available. The first thing I do when I meet/or am approached by anyone is to at least look on their LinkedIn. If they are prolific on other platforms too, I openly ask for their links so I can follow them.

Cast your net widely in terms of who you follow and use the #follow4follow #like4like on Instagram to encourage mutual followship.


  • Pictures of you in your mankini are not ideal if you’re applying to be a CEO so perhaps think twice before posting pics on your social media if you have a public profile.
  • Comment with anything nasty, inflammatory or derogatory on anyone else’s post.
  • Write a status which insinuates something negative, or worse still rant about a candidate or client or infer anything negative to your network. If you have an issue, take it up with that individual personally and privately – no excuses.
  • Share irrelevant posts – maths quizzes, pictures not related to your sector or network. Does your audience have an interest if not, don’t publish it.
  • Across your personal social media channels, refrain from posting embarrassing pictures or videos which could come back to haunt you.
  • NEVER moan about your employer or colleagues ever – someone WILL read it and you could get fired.
  • Remove a connection without really considering the impact of then effectively taking their connections out of your disposable network too. You can unfollow someone’s feed instead or hide their activity from your timelines.

So in conclusion, remember one GOLDEN rule when it comes to posting anything on social media: Your digital footprint lasts FOREVER so your post will remain on the internet for ever too.

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Need Help Finding Candidate Emails? Try Hunter
Need Help Finding Candidate Emails? Try Hunter

Searching for the right candidate can be a tedious task, spending hours on LinkedIn searching for someone then trying to find their contact details without any success. Or even the times you want to contact someone that works for a specific business. You go to their website and are unable to find any relevant contact details that would be of use to you.

For headhunters, employers, and recruiters, all of this can be a long and unproductive waste of your time. Sometimes it can be a huge pain in the backside. So we found Hunter, and want to share it with you.

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Hunter is a headhunters dream. It allows you to easily find email addresses from anywhere on the web, with just a few clicks of a button. It is trusted by more than 400,000 users, as well as global conglomerates like IBM, Google, Microsoft and more.


Hunter has two key features:

1. The domain search allows you to download a list of relevant company emails from the domain you have provided.

2. The email verification check is useful for validating that the email address you want to contact is still active, accessible and safe to connect with.


Hunter works extremely smoothly as an extension in Google Chrome, and it functions well with important sales and headhunting tools such as Hubspot, Zoho CRM, Pipedrive, Zapier and Salesforce.

A major plus is its integration with LinkedIn. Hunter has become an extremely popular tool for headhunters who spend most of their day searching for candidates on Linkedin.

Go on LinkedIn and visit the profile of the person you’d like to contact. Then just click on Hunter’s orange icon in your browser.

After doing so, just click the floppy disk button to save that contact and start emailing them! Maybe not Richard Branson, but you catch our drift!


One downside is that it is not integrated into Safari, which is the second most used web browser behind Google Chrome of course, and might be the preferred web browser for some people. Hunter just announced its integration with Firefox, so we’re sure a Safari integration is in the pipeline for the near future.

We also found minor issues with the reliability of Hunter on LinkedIn when we tested Hunter out ourselves.


To test out Hunter, we selected 20 LinkedIn accounts to check whether or not it was able to find their email address on their LinkedIn page. A simple check to see how reliable Hunter really is.

We made sure that all the accounts were first and foremost active, and secondly were owned by people in high positions such as Founders, CEO’s, Managers, and Executives from all around the world in order to increase the possibility that their email address would be attainable.

Our test found that Hunter was able to identify 80% of the email addresses from our sample group. That’s 16 email addresses out of the 20 Linkedin accounts. 80% is a little lower than we expected, as we anticipated something around the 90% mark.

Although it has to be said that the figure really isn’t low enough to discredit the benefit of using Hunter. The time you would save using this tool is astronomical in our opinion.


Hunter is free for the first 100 requests, then you can choose from Starter, Growth, Pro and Enterprise packs which vary from 39€ to 319€ per month.

If you’ve purchased Hunter, or use it religiously, we’d love to know if it has been worth your money! We’re sure other readers would appreciate it as well.



We absolutely love the product but had to deduct a few points because of the fact that it could not find a few emails of high profile people when we were testing out the product.

Other than that, Hunter is a must-have for any kind of headhunter and is a designed to make your online headhunting process far more fruitful than it has ever been.

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recruitment and labour hire ai tools
How Recruiters And Ai Will Work Together

As technology evolves, artificial intelligence is quickly becoming mainstream in the recruiting world. Whether it’s sorting through high volumes of resumes, analyzing facial expressions in a video interview, or scanning social media profiles, AI is quickly becoming more of an industry standard. Artificial intelligence is simply cutting down time-consuming work, especially repetitive high-volume tasks that can take up hours of a recruiter’s time.

Because AI has the ability to grow to be more effective over time, some recruiters are viewing it as a threat to their jobs, but this technology can only make recruiters’ lives easier by taking out dreaded, tedious work.

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Did you know manually screening resumes is still the most time-consuming part of recruiting especially when 75% to 88% of the resumes received for a role are unqualified?

Screening resumes efficiently and effectively is still one of the biggest challenges for recruiters. AI is designed to reduce and eventually remove low-level sourcing activities like manually screening resumes. 56% of talent acquisition leaders say their hiring volume will increase next year, but their recruiting teams will most likely remain the same size or shrink.

As AI expands in the recruiting world, talent acquisition pros will be expected to become more efficient by “doing more with less.” This means recruiters will be tasked with less sourcing and screening, but more interviewing candidates, closing job offers and improving the quality of hire. While traditional research might be replaced by some elements of AI, recruiters can still flex their sourcing and research muscles with hard to find positions and by figuring out a customized approach to that perfect candidate a bot helped find.

Artificial intelligence is also speeding up the recruiting process which reduces the time it takes to hire a candidate. This increases the chances of hiring the best talent before they get swept up by a competitor.

Companies using AI recruiting software have seen their employee performance and quality of hire increase by 20% and their turnover decrease by 35%.

Although a recruiter’s role will change in the future, industry leaders predict using AI to recruit is augmented intelligence. This merely means artificial intelligence will never fully replace a recruiter’s role, it will just enhance their part in the hiring process and increase the chances of a quality hire. A recent statistic foreshadows by 2020, 85% of customer interactions will be managed without a human.

Harnessing AI for hiring could lead to more dynamic and diverse workplaces. With AI there is more focus on the candidate’s qualifications and in many cases, AI can help bolster inclusion, by allowing a broader talent pool than more subjective humans. A common caveat, of course, is that AI is only as good as those programming it, so when creating these tools, human resources, recruiting and talent acquisition must be extra careful during implementation and use.

AI can also help improve the candidate experience during the application phase. Artificial Intelligence engages candidates throughout the recruitment process, matches candidates to alternative positions and provides support before, during and after the recruiting process. New tools are surfacing to take transactional tasks from recruiters, freeing them to focus on interviewing and closing job offers.

This kind of technology is continuously evolving but recruiter jobs will never fully be replaced by AI. It will only enhance the recruitment process to allow recruiters to focus on hiring the perfect candidate with a little help.

About the author: Noel Webb is co-founder and CEO of (Your Cognitive Recruiting Assistant), the latest project from his role as Director of Product Innovation at Innosphere. A veteran of business development and out-of-the-box thinking, Noel has been a leader in his roles over the years for several companies, including Bam Digital, SpeakFeel and Agnition.

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Recruitment tips employer branding
What Most Companies Get Wrong About Employer Branding Roi

Employer branding is top of mind for most forward thinking talent acquisition and HR teams these days.  There is a plethora of articles and resources around how to build your brand, the importance of employee generated content, etc.

However, there are scant resources that share how to measure the dollars and cents impact of your employer branding activities.  And, this is one of the key areas the rest of the organization will expect you to have a grasp on when it comes to evaluating the effectiveness of your efforts.  In many ways, it’s the key to gaining more resources to pursue the initiatives you want to explore.

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High level employer branding ROI

I want to point something out.  There are LOTS of articles about employer branding’s value.  And, I agree with most of them.  For example, LinkedIn’s research shows organizations with strong employer brands see 50% lower cost/hire and retention that is nearly a third higher. This makes a lot of sense – better employer brands help you attract and convert more of the right people.  However, this isn’t a stat you can quote your boss at the end of the year when they ask how the new culture video performed.

You may be thinking these stats shouldn’t be too hard to translate to dollars and cents for your organization, right?  If I spend $1,000,000 on talent acquisition each year, then I can save $500k/yr by having a “great employer brand.”

Not really.  We all know that most initiatives are more complicated than “let’s make the employer brand better.”  More likely, you’re going to say something like “let’s build a talent community” or “let’s update our careers site.”

There are many other high level value statements that get made about employer branding and how it affects time to fill, quality of hire, etc.  These are all great, and I agree with most of them.  But, I think where most HR leaders fall down is when they can’t say “we did X and it led to Z.”

Think about how great it’d feel to go into your CFO’s office next year and say “we rebuilt the career site for $15k and it led to a cost savings of $43,000.”

Translating value into dollars

The above statements are all about value, which is close to what goes into the P&L, but not quite there.  Let’s walk through two examples to show how we can actually get to the dollars and cents ROI from employer branding activities.

A talent community

Let’s say we built out a talent community in order to decrease time to fill for sales jobs at our company.  Time to fill is now 50 days.  Let’s say after a year of using our talent community, time to fill has dropped to 40 days.  Pretty awesome!  Ok, so how does that translate into value for the business?

Let’s say our sales person gets paid $100k/yr, with an annual quota of $500k.  We’ll make a few simplifying assumptions for the business nerds out there, like revenue = gross profit, no ramp time, etc.

Ok, so the sales person brings in $500k – $100k = $400k of value per year.  If they work 250 days, that’s $1,600/day.  So, if we get them in the door 10 days faster, we just brought our business $1,600 * 10 = $16k of value per sales rep hired.  Not bad!

There are of course other ways to get to value of a talent community.  Namely, it can capture candidates that otherwise would have disappeared.

Another example, career pages

Another employer branding/recruitment marketing tactic that many organizations consider is an overhaul of their careers site.  The main metric to track here is conversion rate of visitor to applicant.

Let’s say we are at 5% currently.  This is pretty average.  1,000 visitors gets us 50 applicants.  Let’s say we redo the site with a better UI/UX, more content, and microsites.  Now our conversion rate is 15%.  Ok, so now we get 150 applicants instead of 50 for every 1,000 visitors.  That’s an extra 100 applicants!

Ok, so what is 100 applicants worth?  Well, we have to look at our hiring funnel.  If you interview 10% of the people who apply, that means you need 10 applicants for every interviewee.  And, if you hire 10% of people who interview, that means you need 10 interviews for every hire.  So, 100 applicants gets to 10 interviewees and 1 hire.

How much is a hire worth to you?  Well, you know that from your cost/hire.  Let’s assume it’s $5k.

Ok, so we just enhanced the careers site so that we now get 100 more applicants for every 1,000 visitors.  And, we know that 100 applicants is worth $5k (a new hire) to us.  If we have 3k visitors/mo, then we have 3 * $5k = $15k in incremental value per month.

Yup, I’m a business geek

As you can tell, I’m a business geek and love thinking through the ROI scenarios for any and all problems.  But, beyond the intellectual interest, I actually think that these sorts of calculations are so important in understanding whether or not the business decisions you’re making are making an impact or not.

Feel free to leave your initiative in the comments and I’ll do my best to use my MBA skills to dive into how I’d think about the ROI calculation.

About the author:  Phil Strazzulla is the founder of NextWave Hire, an employer branding software solution that uses employee stories to enhance career sites, build talent communities, and spread the word on social.  Phil has his MBA from Harvard Business School and was previously a VC at Bessemer Venture Partners.

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Recruiters Top Traits
Top 5 Super Annoying Linkedin Approach Styles

Prospecting on LinkedIn is a huge part of many peoples’ roles. It’s kind of what LinkedIn is for, isn’t it? We put our profiles up there knowing full well that people will have the option of messaging us. We can also decide who we want to connect with and even turn off the InMail messaging function if we want to, restricting it only to introductions that are being made by people in our approved and trusted network. We can’t really complain about people prospecting to us… can we? No.

However… what we can complain about is the style people choose to use. It doesn’t matter whether it’s a recruiter sourcing candidates for a role or sales person trying to sell new software to online businesses. Most sales professionals would agree that tailoring and personalising prospective approaches is the best way to start a potentially fruitful relationship over LinkedIn. There’s no one-size-fits-all approach or the perfect method, but generally I prefer contact to be direct, honest and clear, with the person explaining who they are, who they work for and why they’re reaching out. Prospectors have to dangle some kind of bait to make their message stand out and capture attention / spark some interest in the recipient… but in my opinion, some people make pretty bad blunders!

Here are my top 5 annoying LinkedIn approach styles:

1. The overly-friendly message

When you’re having a busy day and some random person emails you asking how you’ve been, what the weather’s like and whether you have any exciting plans for the weekend, I just think, ‘who is this and why are they asking me these questions?’ This uncertainty / confusion kind of undermines the good intention. InMails should be pleasant and contain some niceties, however when it’s from someone I’ve never met, I prefer them to be more direct and open about why they’re getting in contact, without the small talk. How can they possibly care about my wellbeing when they don’t even know me? To me that signals they want something from me, but feel guilty asking for it outright.

2. The cocky message

Have you ever opened up a message that includes some kind of weird, cocky attitude about it? Sometimes sales people try to get the upper hand in their LinkedIn message, and attempt to make the recipient feel like they owe this random person something. Sometimes it can come in the form of highlighting the fact that ‘yes, it’s a generic approach’ but ‘I’m just doing my job’. I really don’t have time for this. While mass-sending emails is a realistic approach many sales people need to opt for, highlighting your own apathy for the task or lack of tailoring is a massive turn-off.

3. The apologetic message

I can’t count how many times I have received LinkedIn InMails from people apologising for taking my time or contacting me out of the blue, before I even have any idea why they are getting in touch. If someone can truly add value to my career or workplace, why would they need to apologise? To me, apologising signifies they have done something wrong or they are going to waste / misuse my time. Positivity and openness is key!

4. The daily message

When it comes to prospecting, persistence is key… not stalking! Sending the same message or a similar one day after day after day is the perfect recipe for getting annoyed. When someone sends you a text message, you kind of feel compelled to respond within a reasonable amount of time, probably on the same day. With LinkedIn, I believe you get a bit more time. A sales person shouldn’t expect to hear back from their prospects immediately or on the same day. I totally respect persistence, but daily repetition is a different story.

5. The sloppy message

Put simply, bad grammar, misspelled names and dodgy auto-fill lines that get your name wrong or accidentally pull through your surname instead of first name are just massive red flags to me.

So there you have it. The annoying LinkedIn messaging styles that are fairly annoying to be on the receiving end of. Having said this, you’ll notice I haven’t screen-shotted images of real examples nor named and shamed anyone. Why? Because that’s just so unprofessional and unnecessary – after all, prospecting candidate is part of many peoples’ jobs – mine too! Unless the message is threatening, malicious or somehow dangerous or disturbing, ignoring it will probably do the trick. Or maybe tagging them in this article… No need to drag someone’s career down in the public eye. They’ll do that themselves with their dodgy prospecting tactics – ha!

Use Recruitment Agencies To Save Time And Money
Use Recruitment Agencies To Save Time And Money
Hiring new employees is time-consuming and expensive. These costs increase if you make a hiring mistake. Skilled and professional recruitment agencies can save you time and money in the long run. They can also increase your chances of getting the right employee on the first try.

Recruitment Agencies, Use Recruitment Agencies to Save Time and Money Recruitment Agencies, Use Recruitment Agencies to Save Time and Money

Here’s how:


It’s possible a great potential employee may never come across your job posting. The best recruitment agencies have broad networks and keep the resumes of thousands of skilled local professionals on file. Upon seeing your needs for a position, agencies provide you with a candidate who’s more apt to be the right fit than you could likely find on your own. They also save you the time of wading through a multitude of resumes from applicants who don’t fit the bill.

In addition to seeking out your perfect employee, recruitment agencies handle the most time-consuming aspects of the hiring process, including the initial interview, skills testing, and select reference checks. That way, you don’t take valuable time away from your own duties or the daily tasks of your management staff until you’re presented with A-list candidates.

Another plus: Staffing specialists devote their workday to finding staffing solutions, so they’re able to move a lot faster. If you go it alone, the job search can proceed only as fast as your schedule allows.


Turnover can be expensive. In fact, a survey reports a poor-performing employee takes up about 17 percent of a manager’s time. That equals almost one wasted day per week. Factor in the time it takes to train a replacement, and you’re looking at a lot of lost hours.

Recruitment agencies may help reduce turnover by vetting candidates before they even walk through your door. In many cases, recruiting agencies have worked with a candidate on a temporary or consultative basis before, giving staffing specialists a good idea of whether the potential employee will be able to perform to your standards and mesh with the office culture.


Another way recruitment agencies cut your expenses is by performing pre-employment evaluations for you. They cover a lot of the expensive legwork that can drain your budget. These expenses can really hurt a small or even midsize organization with a tight budget, limited manpower, and limited human resources support.

This is in addition to the potential cost of a bad hire if someone doesn’t work out. Recruitment agencies also often offer their candidates access to a variety of resources and training opportunities so they can continue to hone their talents, gain updated job skills, learn field-specific regulations and stay current with technological advancements. This training ensures you get a capable employee with a wide-reaching skill set and industry specialization.


Recruitment agencies can help you save money during busy times, such as when you need skilled temporary workers to perform an audit, file taxes, initiate an IT upgrade, or publish new marketing materials. Staffing specialists have a diverse roster of candidates who boast the skill sets you require to fill the gaps, which eliminates the cost of paying overtime to your full-time staff and avoids burning out your most valuable team members.

The long-term benefits and savings of working with a recruitment agency can alleviate the strain on your organization in terms of time management and budget. Staffing solutions also afford you access to the cream of the candidate crop.

How A Labour Hire Agency Will Take The Stress Out Of Recruitment
How A Labour Hire Agency Will Take The Stress Out Of Recruitment

You have just signed a contract for a large project. Your initial thought – how are you going to get experienced staff to help out on the project? Rather than heading to the employment pages, why not start with a labour hire agency that can help you with your business?

Here are some tips on how a labour hire agency can help you complete your large project on time and on budget.

Large numbers of staff

With a large project, you will need higher numbers of staff. Once you’ve committed to providing an outcome, you need to be able to deliver and with a large project that means all hands on deck. The best place to start to find the numbers in one place is a labour hire agency. They will have plenty of people on their books with the skills you need, ready to start straight away.

Experienced staff

The next important factor in a big project is experienced, staff. Not only do you need many hands to make light work of the project, but it’s important to have experienced and skilled staff. Labour hire agencies examine the skill sets and qualifications of the staff, so that you don’t have to. They work with the people on their employee lists to make sure their skills and accreditations are up to date so that anyone they send to your site is job-ready.

Save time and money searching

A labour hire agency can also save time for your large project. Rather than spend hours advertising for workers, you can save the advertising dollars and put the money straight into the workers for the project. A labour hire agency can help with one phone call. Let them know what you need, when, and for how long and they can gather the best staff to assist you with your project.

Staff in the right place at the right time

Heading to one source for workers means you get the right staff in the right place at the right time. On-time delivery is crucial for large projects and is vital in ensuring budgets are met. Your labour hire agency can be a partner in this process and help you by doing all the screening, HR, and insurance so that you can pour your time into your project to ensure its success.

Do you have a large project coming up? Contact us today for our most competitive rates from a Company that follows through and delivery not just great rates, but the assurance and confidence you”ll have the Right People, at the Right Time to help secure and service all your Projects large and small.

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