|
|
This month's UBS Investment Research from Economist Scott Haslem looks at the job ad market and the promising
signs of an earlier than expected recovery. The research shows "a pick up of job ads last month and suggests
that the ANZ job ad series for May could show some levelling-out after its sharp falls over the past 7 months."
As the job ad downward cycle looks to be bottoming out, growth in job ads could be seen earlier than expected
in late 2009 rather than sometime in 2010. With this we could also see less dire unemployment figures than
have been bandied about at the 9%-10% mark. A recent NAB survey suggests that this figure could be below 8%.
It is promising that figures and research is suggesting a more positive outlook on the Australian employment
front.
|
|
|
|
"As Steve Jobs once said, “A” people hire “A” people. “B” people hire “C” people. Alas, as evidenced
in organizations everywhere, there are very few “A” people to begin with, hence the profligate and entrenched hiring of “C” people."
|
 |
|
This was a concise and apt comment posted on a recent Six Figures Blog post
'When hiring, what is the right mix of intellect, energy & good looks!'.
That post looked at the common mistake that so many organizations fall into when hiring – they don't have the right “A” People in charge
of attracting the top talent that will enable their organization to grow and thrive. This same issue was highlighted by a recent Harvard
Business Review article “The definitive guide to recruiting in good times and bad”, which is a must read for anyone who is involved in
recruitment, be it CEOs, Executives, Hiring Managers, Recruitment or HR Professionals. It is a lengthy and comprehensive article that
tracks the journey of why so many organizations are failing miserably in the talent attraction and retention space.
Read the full article 'Recruitment – Are Your A Players Driving It?'
and provide your thoughts on the findings.
|
|
|
|
Phillip Tusing from Destination Talent ran
an interesting article in Recruiter Daily titled "Candidates becoming more expensive, not cheaper" that looks at
social networking, which is deemed by many recruiters as being the golden goose for sourcing talent free!
As Phillip highlights, "social media will make candidate acquisition more expensive and time consuming".
|
 |
|
Social media is great and can be used effectively by advertisers to connect with candidates if approached correctly.
However, it is not free as such, unless of course you work for free and don't value your time. Social media is
valuable for connecting, sharing content, information and ultimately building relationships of trust with potential
candidates. This takes a number of things to be successful; commitment, relevant content, two-way communication,
transparency, trust and time.
Advertisers do need to be strategic and utilize all the channels available to them to build relationships and
connect with candidates and build talent communities. Six Figures offers a comprehensive Job Ad Writing &
Social Media Guide that is a terrific electronic resource for all Recruiters looking to strategically leverage
social and digital media.
|
|
In a good blog post 'Why Web 2.0 Matters in Your Employee Communications'
by Ken Groh, he presents the case (with the support of research) for how social media can add value in the workplace, especially
with a focus on using social media as a communication and educational tool.
"According to an Aon Survey of 8,000 employees of various public and private employers, both salaried and
hourly workers are finding ways to use Web 2.0 (social) media at work, for work purposes. The survey bypassed
employers to ask employees directly if they are accessing social networks (Facebook, LinkedIn, etc.), using
instant messaging and text messaging to communicate with each other, setting up wikis and reading blogs at work."
While some organizations are restricting or banning the use of social media, smart organizations are
embracing the positives that it brings, particularly around corporate communications as well as for education
and learning.
Key takeaways from this survey show that:
- People are using web 2.0 tools at home to find information and to communicate, particularly those under 29 years
- All generations are starting to use web 2.0 tools and are comfortable with it
- With the move towards virtual workforces, web 2.0 is the perfect communication tool
- Web 2.0 can save employers a lot of time and effort to connect and communicate with employees
Those organizations that are shying away from web 2.0 and that outlaw its use in the workplace are
potentially at a disadvantage. Really, can you afford not to be communicating with your employees?!
|
|
We invite you to view the latest Six Figures products that are available to assist you in efficiently and cost effectively
sourcing quality active and passive candidates.
For organizations keen to get their employer brand in front of candidates, the Advertiser Profile page
is a way to promote your brand, generate traffic to your careers website and to increase the number of
quality applications you receive when you post your $100K+ Jobs and Contracts on Six Figures.
Some of our products include:
- Job Ad Packages (valid for 12 months, offering big savings)
- Advertiser Profile Page (live for 12 months)
- TalentReachTM(connect with talent discreetly)
You can find out more about some of our exclusive products and pricing online, including package
options.
|
|
As Recruiters, Hiring Managers and HR professionals, we now have a plethora of technology available to us to
enhance the recruitment process. One of these great new technologies is Skype, enabling us to interview candidates
locally, nationally and internationally via our computers, with audio and image if we so choose. Candidates love
the convenience of it and there has been a growth by Recruiters in leveraging the technology, particularly overseas.
Recently I have been speaking with Recruiters about virtual interviews and how they are finding it. The general
consensus is that it is great, particularly for the early stage interviews. Below are some of the pros and
cons that arose.
The Pros of Virtual Interviews
- Convenience
- Time saving
- Quickens the recruitment process
- Low cost
- Environmentally friendly
The Cons of Virtual Interviews
- The technology is not always reliable
- Not everyone is comfortable with the video interview
- At some point, you still need to meet face to face
Overall it seems that the pros outweigh the cons, as evidenced by companies who are taking
advantage of it, including Disney, Tyco, Broadcom, Kingsley Consulting and others.
Do you interview virtually? How have you found the process? Share your experiences on the Six Figures blog for this
'Interviewing Virtually – the Pros and Cons' article.
|
|
A new digital signature company RightSignature
was profiled by Tech Crunch:
"Cue the digital signature - handwritten signatures input using either your mouse or a tablet, which are then embedded
alongside the document in question. These have been around for quite a while, with companies in this space including DocuSign
and EchoSign. Now RightSignature, a new startup that launched to the public last month, is
looking to make things even easier.".
Digital signatures make all our lives easier; they expedite the process and save on paper.
There is no reason why this cannot extend to the recruitment process. Employee contracts and other documents requiring signatures could
be signed online, thus further enhancing the efficiencies that come with appropriate use of technology for online recruitment.
|
|
The Six Figures fortnightly Talent Source Digest Newsletter is growing and is regarded as one of the most
relevant reads by many leading HR and Recruitment professionals.
If you enjoy reading the Talent Source Digest Newsletter, perhaps you may have colleagues who would also value receiving this complimentary newsletter.
Please forward this newsletter on to them
or subscribe to the Talent Source Digest Newsletter online.
|
|
We invite you to share your feedback with us about placements and finding people through Six Figures, as we never tire of hearing
these success stories. Of course, we always welcome your comments and suggested improvements about the site. Simply email us at
info@sixfigures.com.au.
|
|
Forward this newsletter to a friend
If you no longer wish to receive this newsletter, click here to unsubscribe.
|
|
Six Figures International Pty Ltd - Ph. 1300 780 177 - PO Box 19236, Southbank VIC 3006
|
|
