RCSA Journal Autumn Issue by RCSA

RCSAJournal Australia & New Zealand | Autumn 2017

The Power of Community

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Contents

EDITORIAL 4 From the CEO: Charles Cameron

FOCUS

6 Meet RCSA expert: Tanya Williams 8 RCSA Certification

COMMENTARY 9 10 best practices when offshoring your services 10 Industry professionalism in NZ – Mythical or achievable?

Winter Ball & Awards

CELEBRATION 12 Winter Ball & Industry Awards – STOP PRESS – Australian winners recognised 14 SPRINT – The 2017 RCSA Acumen Speaker Series

CONFERENCE 2017 16 Announcing the 2017 RCSA International Conference: The Power of Community

BUSINESS ENABLEMENT 18 Ensuring the cream rises to the top with recruitment SEO 20 Legislative changes to the super system 22 How to achieve successful behavioural change through organisational training 24 How to recruit diversity 25 Helping working mothers forge bright financial futures 26 Recovering premium from a past insurer: An RCSA Insurance success story

ASSOCIATION NEWS 27 ANRA News 28 AMRANZ News 30 CPD & Events Calendar

STAY CONNECTED youtube.com/rcsatv facebook.com/rcsaausnz twitter.com/RCSA_official linkedin.com/company/rcsaaustralia-and-new-zealand instagram.com/rcsa-official

AUTUMN 2017

ED ITO RI A L

RCSA is proud to lead in the world of work. elcome to the Autumn issue of the RCSA Journal. Through our leadership and empowerment of members, we change the lives of individuals, support communitires and contribute to strong and resilient economies.

Hear more about how RCSA members are leading in the world of work in our latest video above. Charles Cameron RCSA CEO, Australia and New Zealand ccameron@rcsa.com.au

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Meet RCSA expert:

Tanya Williams Tanya Williams has joined the RCSA training team in 2017, offering a suite of new digital marketing courses. At a time when the marketing options available to recruiters can be overwhelming, Tanya’s knowledge and expertise will deliver the results your business is looking for.

Your job title is Chief of everything and you call yourself a tradigital expert? What does that mean in today’s world?

Tradigital is all about merging traditional and digital marketing. A lot of recruiters are overwhelmed by the options available in the digital world so I help them integrate the old and new in a way that helps them create a synergy of marketing messages across a channel that is understandable to their audience as well as helping them understand how it should all work together. It is something that many recruiters struggle with, including the big guys.

What makes you so passionate about digital marketing?

I love that with digital you can do everything quickly and on a tiny budget. As marketers we can put the foundations in place and start to have relevant conversations with our clients and candidates. The basics include a good responsive website that is easy to navigate and provides a good candidate experience, utilising their existing databases so there is consistent communication, social media channels that aren’t just full of job posts and simple lead generation tactics. That is minimum so if you aren’t doing these things you are way behind already - not because I say so, but because their clients and candidates expect you have to have these platforms in place. I am very passionate about creating digitally savvy individuals and businesses and do a lot of workshops and custom training for individuals and businesses to help them understand and navigate the digital jungle.

What are recruiters doing well in aspects of digital?

I think in general they embrace technology and understand that it can make them more efficient, allowing them to increase revenue. However, I don’t think they are good with change or understanding how it impacts client lead generation and the candidate experience. I usually see two distinct groups – the recruiters who embrace digital,

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understand why it’s important, and want to use it to grow their business and want to continually improve. The other group are those who are more traditional and don’t think it is relevant to them, they don’t need it and don’t understand the potential for it to help them in business. They are the ones who are really missing out on huge opportunities and often it is because they let fear overwhelm and overtake their mindset. I think many recruiters think they do a good job and will take some time to learn, however the real results are in taking action on what you learn. Doing it is often the missing component in the process.

Where is their need for improvement?

There is plenty of room for improvement. The first one that comes to mind is social media. Most recruiters just use social to post jobs – boring, unengaging and not a way to engage a passive candidate at all. Social needs to have two way conversations and it starts with your audience not you. Most people are too busy just pushing out content without actually understanding what their audience wants to see. I also see many contradictions between what recruiters think their candidate experience is and what it actually looks like from the candidates I talk to. I myself, have experienced it from recruiters who claim to offer a great candidate experience and in fact, do not. Despite all the talk about recruiters needing to think like marketers, I don’t see this happening. Ego needs to take a backseat and they need to listen to what is actually happening and make changes relevant to their market and what candidates in 2017 need from them. On the basis of this I have developed an online course for candidates to develop their digital profile and run regular candidate workshops.

Are you making these 5 digital mistakes that are costing you money?

It is said that video is the latest and greatest format to implement into your digital marketing strategy. Without being a professional, it can be difficult for some organisations to pull this off well. What can recruiters do to gain some easy wins with respect to creating video? There are a lot of great digital tools and apps you can use to help you make professional video content. According to Google, 74% of all online traffic this year will be video content so If you’re not doing it, you are missing a massive opportunity. One of those tools is a new platform called Video My Job which is an amazing tool that incorporates everything you need including a teleprompter, lighting and a fully branded video. I have not used or seen a product like this in the market and love how easy it is to use. You don’t have be a professional with tools like this available. I am big advocate for video and there is an opportunity for recruiters to tap into this trend without adding much time to their workload. Video is such an underutilised tool by recruiters and can be used in many ways – not just to promote jobs. I have an upcoming webinar for RCSA members that

recruiters that want to use video should register for. I’m going to be sharing all sorts of video secrets.

What makes good digital content in recruitment and what’s the best way for recruiters to create this?

Good digital content is content that addresses the pain points of their target audience in way that is engaging, creates conversations, entertains or educates. Too often content creation starts with the recruiter and what they want to share, rather than the client or candidate and what problem they want solved. One way to create this is for recruiters to build talent pools and adopt a social recruiting mentality – which extends your brand from being just about churn and burn short term game to a long term relationship strategy. This requires a change in processes and a change in mindset from the C-Suite and upper management. Adopting an attitude of ‘always be learning’ and ‘how can we do better’ has a positive impact on the hip pocket and helps your individual recruiters develop their skills when it comes to creating relevant content for your audiences.

Another way to amplify content and marketing messages is through Brand Employee Ambassador Programs which allow brands to leverage the digital profiles of their team. It is a hugely untapped opportunity and one that costs very little to implement.

You’ve come on board to train the RCSA membership, what is it about this industry that excites you to work with them?

There is so much potential and opportunity for recruiters to embrace the opportunities that digital can provide to them. I think many are overwhelmed and don’t know how to tap into it, where to start, what they should be spending their time on or where to allocate budgets. By working with the RCSA it gives me the opportunity to affect change where it’s needed and that is exciting for me. I am passionate about educating individuals and businesses on how to be digitally savvy and working with RCSA has been a great collaboration where I can impact members in a positive way.

AUTUMN 2017

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RCSA Certification:

supporting the integrity, compliance and professionalism of the employment industry Labour markets must retain their ability to adopt contemporary approaches while protecting the ability of workers and employers to engage in productive and flexible work relationships.

n open and flexible marketplace for employment services has provided a ‘soft-landing’ from the major global economic events of recent times, notably the GFC and, in Australia, the end of the mining boom. Workers have been able to shift to industries that are growing and, to seek flexible work arrangements. However, as the number of people in work continues to grow, the very factors that are under-pinning a successful transition to a services economy are being exploited by illegal and unscrupulous labour contractors. This is damaging the reputation of Employment Services Providers and the confidence of buyers. During roundtable meetings in Australia and New Zealand, RCSA member CEO’s called on RCSA to raise the barriers to entry and, to put in place a means of increasing the rigour and frequency of compliance checks for employment services providers. “A clear message from the roundtables was that illegal and unethical labour contractors are undercutting legitimate providers and, negatively affecting the attitudes of employers and the public,” said RCSA CEO Charles Cameron. “At a time when professional employment service providers are creating work opportunities across all sectors of the economy buyers should know, and ask, who they are dealing with.” In response, the RCSA (Recruitment & Consulting Services Association) has created a

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certification program to support the integrity, compliance and professionalism of the employment industry and provide users with a very clear choice between good practice and malpractice. Under pressure from key customers and their own members, representatives from industry and unions in Australia have been working with RCSA to develop the program. Certification will be an audit based assurance program that will assess the systems and processes an Employment Services Provider has in place across six areas: Fit & Proper Persons, Work Status and Remuneration, Financial Assurance, WHS, Immigration Compliance and Appropriate Accommodation. Audits will be biennial, however, in the case of high-risk companies, they will be conducted annually until that provider is confirmed as meeting the certification standard. Certified companies will be listed on an online register of Certified Employment Services Providers. Certification will be open to all employment services providers as RCSA seeks to equip buyers of employment services with a clear and simple check that the provider they are using is reputable and proven. “Our intent is that every buyer of employment services is able to ask one simple question: Are you a Certified Provider? If the answer in NO, then the buyer should beware,” said Mr Cameron. RCSA will conduct a pilot project in April and May to road-test the Certification program, ahead of its introduction from July 2017.

Service Networks More Easily Identify Employment Service Providers The RCSA Certification program recognises it is neither fair nor practical to apply a certification requirement to only one party in a relationship for the supply of employment services. RCSA has instead identified a Service Network as the basis on which to best describe the multiple parties and relationships that are involved in any employment services transaction. Speaking to the RCSA Journal about RCSA’s Certification program, Mr Andrew Wood noted: “We feel a Service Network approach will address a common lack of understanding about the relationships that ensue in providing employment services and, and allow buyers to more easily identify poor and illegal practices.”

10 Clients seem to expect more and more while paying less and less. Not surprising then that many staffing firms are taking advantage of offshore recruitment services (‘ORS’) in low-cost labour markets such as India and the Philippines.

COMMENTARY

best practices when offshoring your services I

n addition to savings and increased efficiency, offshoring can also provide greater flexibility in dealing with peaks and troughs in demand and allow you to focus on your core competency. Work that can be outsourced includes candidate sourcing (including job board searches), CV formatting, database regeneration, compliance, sales lead generation, accounting and much more. To get the most out of a relationship with an ORS provider, however, there are some key things to keep in mind. Here are 10 offshoring best practices from my recent Staffing Industry Analysts research report: Perform due diligence prior to commencing — Assess the financial stability of the vendor and select a suitable partner. ORS providers vary in scale, experience and service capability. Set expectations and understand the commercials — Agree on management processes, set up a governance structure and determine what access to your systems will be needed by the ORS provider. Consider exchange rate impacts and sales taxes. Nominate an internal champion — One senior executive should be given specific responsibility to help manage the external and internal relationships within your business. This internal champion needs to be vested in the project’s success and have authority to solve problems and deal with any internal resistance. Be open-minded — ORS can open up new opportunities and improvements for your business so don’t just aim to replicate your existing processes. Establish return-on-investment targets —Your ROI targets should be a mixture of hard savings, performance ratios (i.e. submitted to interviewed, interviewed to offered, offered to placed), and softer

process improvements such as delaying or reducing internal hiring. Agree on metrics — At the beginning of the engagement, determine and agree how both parties will be measuring progress and success. Test — Rather than take a risk by offshoring a key part of your business in the first instance, test the capability of your ORS provider with a project that is not business critical. Communicate, communicate, communicate — Good communication is essential to ensure everyone in your business understands and supports the project objectives. Over-communication is rarely a problem, but not engaging appropriately is a primary cause of project failure Treat your offshore partner as a satellite office — The best way to guarantee the success of your offshoring project is to regard your offshore partner as a satellite office, not as an external vendor. Offshore personnel will value regular feedback just as much as your internal recruiters do and need to feel they are part of your team. Be realistic and be patient — Most offshore projects will take time to deliver incremental value — 60 to 90 days is a reasonable timeframe to expect results. If you’ve picked the right partner, the benefits, when they do materialize, can lead to fundamental improvements in your business efficiency and cost. Many offshore vendors suggest that a 50% cost reduction is an achievable target. John Nurthen is executive director, global research, for Staffing Industry Analysts, the global advisor on staffing and workforce solutions. For more information, visit www.staffingindustry.com.

AUTUMN 2017

CO MME NTA RY

Industry Professionalism in NZ – Mythical or achievable? D For me, professionalism is simply doing what is right. It goes beyond just complying with the law and adhering to standards which only set the guidelines for professional behaviour.

John Harland FRCSA, ERG Workforce Ltd.

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oing what is right should be entrenched in the business culture and values, and when this is the case the behaviours exhibited can add significant value to an organisation through staff and client retention. I believe that if it feels right and fair then it most probably is and alignment of company values and ethics with all staff within your business is paramount to exhibiting professionalism in your activities. Certainly training staff properly in processes as well as their legal obligations is a necessary requirement to ensure professional behaviours and the RCSA’s training offerings provide a framework and vehicle to professionalism specific to our industry. Being recognised as being both professional and ethical will aid candidate and contract/on-hire employee attraction and retention critical to on-going viability. However, professionalism often means different things to different people and the day to day challenges of maintaining a profitable business can alter the perspective and behaviours of people within an organisation. Professionalism goes well beyond the bounds of merely complying with the law as the law merely sets the minimum requirements and standards. This is embodied in the Principles of the RCSA “Code” which requires “a high standard of ethics, probity, and professional conduct which requires not simply compliance with the law but extends to honesty, equity, integrity, social and corporate responsibility in all dealings and holds up to disclosure and public scrutiny”. Unfortunately our industry cops criticism particularly in New Zealand due to the deregulated environment in which we operate. Lack of government recognition of a code of behaviour means that there are a reasonable number of industry participants who while acting within the legal framework do not exhibit behaviours which would fall within the RCSA Code definition of professionalism. The highly de-unionised NZ Market with low barriers to entry also allows

unethical operators greater freedom to fly under the radar of the regulators. The direct victims of these unethical operators are people described as vulnerable workers, a large proportion of whom are youth,lowskilled workers, and immigrants who have difficulty finding and retaining meaningful long term work. It is ironic that the RCSA Code has not been ratified by the Commerce Commission for reason of being anticompetitive when in fact it explicitly discourages this behaviour and is designed to encourage behaviours which reinforce competition on the basis of ethical business practice. With increased competition, increasing pressure on margins and profitability, and unclear legislation combined with weak compliance management from the government due to lack of resources, there are more examples of borderline and/or illegal practices being publicised. Each example damages the reputation of all participants and it is inexcusable to claim operating in a sector which is not subject to exploitation or tax avoidance. The ongoing efforts of the RCSA to have a “Code” recognised in New Zealand will go a long way to eliminate unprofessional and unethical operators (agencies and employers) and to create a fair and competitive environment where Professionalism is recognised as adding genuine value to the client relationship and protecting workers from exploitation. It will also give impetus to improving the public image of our industry which is damaged with every unethical operator that is exposed. I encourage every RCSA member in New Zealand to get behind and support the RCSA in its endeavours to establish an industry code of behaviour.

www.elmotalent.com.au

INTEGRATED TALENT MANAGEMENT PLATFORM

COM MENTARY

WINTER BALL INDUSTRY AWARDS

rewarding outstanding achievements in recruitment for 2017

www.rcsaawards.com PRINCIPAL EVENT PARTNER

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op Pr es s

RCSA Industry Awards recognise excellence in recruitment in Australia INSURANCE

SEEK Professional Recruiter of the Year Award – Finalists

2cloudnine/Jobscience Excellence in Candidate Care Award – Finalists

• Catherine Kennedy MRCSA – People2People

• Australian Medical Placements

• Beaumont People  • Cox Purtell

• Beaumont

• Emily Martyn – M&T Resources

• Beaumont People  • Cox Purtell

• Harrison McMillan

• Manpower Group

• Entrée Recruitment

• Horner

• Norwest Recruitment

• Healthcare Australia

• Kelly Services

• Protech

• Iknowho

• M and T Resources

• SMAART Recruitment

• Sam Palmer – People2People

• M&T Resources

• Manpower Group

• WorkPac

• Stephen Veness – Davidson

• Xpand

• The Recruitment Company

• Erin Devlin MRCSA – People2People • Michael Taplin MRCSA – GBS Recruitment

Erin Devlin MRCSA, Managing Director (Victoria) at People2People, winner of the SEEK Professional Recruiter of the Year Award

M&T Resources winners of the 2cloudnine Jobscience Excellence in Candidate Care Award

Indeed Excellence in Client Service Award – Finalists

Manpower Australia was awarded the Indeed Australia Excellence in Client Service Award

RCSA Insurance Corporate Social Responsibility Award – Finalists

Smaart Recruitment, winners of the 2017 RCSA Insurance Corporate Social Responsibility Award

AUTUMN 2017

CELEB R ATI O N

2017 RCSA ACUMEN SPEAKER SERIES

The much anticipated Savage SPRINT Masterclass presented by brothers Greg and Chris Savage toured Australia and New Zealand to rapturous feedback from 1300 attendees during March. Thank you to our Platinum sponsors Jobscience and 2Cloudnine, Gold Sponsor Hirabl and Silver Sponsor JXT.

RCSA JOURNAL

CEL EBRATION

Chris Savage

Greg Savage FRCSA (Life)

The brothersâ&#x20AC;&#x2122; Savage

Thank you to our sponsors

Melbourne

Sydney

Hear from attendee Miles Miller on his key takeaway from the SPRINT presentation JUNE 2017

CO NF E RE N C E 2 0 17

the

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power

community

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Why Community? As we search for talent, search for difference and search for our tomorrow, the value of community becomes clearer. Communities are our lifeblood – created, joined, supported and respected. We source from them and we build from them. They define us. They are our future. At the RCSA International Conference, community and industry pioneers will gather to share insights on how communities have influenced both their brands and demonstrate ways you can grow yours. We’ll feature world class thought leaders; the latest digital solutions, new opportunities and share top priorities for the future. Together we are stronger and that’s the The Power of Community.

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CON F ER ENCE 201 7

KEYNOTE SPEAKERS Dr. Jason Fox

Pioneering and Making Clever Happen Disrupter, Inventor of Motivation Design, Making Clever Happen Dr. Jason Fox is a modern day wizard-rogue, author and leadership adviser. With deep expertise in motivation design, Jason shows forward-thinking leaders around the world how to unlock new progress and build for the future of work. »»www.drjasonfox.com/about/ »»www.youtube.com/watch?v=4KGFCTYACco

Rachael Robertson

Leading with Passion Rachael is a proven leader: having successfully led in the world’s toughest workplace - Antarctica. She is recognised internationally for her thought-leadership on what great leadership actually looks like. »»www.rachaelrobertson.com

Trevor Young

Personal Branding for Business Professionals Trevor’s focus is on helping companies, organisations and individuals harness the power of owned, earned and social media to build public recognition for their business or personal brand. He will deliver two presentations at the International Conference.

Tim Walsh

Winning Teams If there was a moment that defines women’s rugby for Tim Walsh, it came in a sevens pool match in Rio,when Australia’s Charlotte Caslick tackled the USA’s Victoria Folayan in full flight.

»»www.youtube.com/watch?v=buA3tsGnp2s

Prue Gilbert

Diversity in the workplace Integrating her vast legal, leadership and social change experience, she is co-founder of Grace Papers, a social change business leveraging technology to drive gender equality. »»www.gracepapers.com.au/about-grace-papers/

Marina Pullin

The Gig Economy Marina is an experienced and successful entrepreneur with a vast array of professional competencies and skills ranging from transforming business models through to the application of great ICT to help organisations to operate better.

www.rcsaconf.com.au/conference2017 AUTUMN 2017

BUSINE S S E NA B LE M EN T

Ensuring the cream rises to the top with recruitment SEO As an industry, we’re trying to lift our game, eliminate references to our industry as ‘cowboys’, ‘car salesman’ or some of Google’s own suggestions below. Prominence’s Chris South explains.

bviously, there are a lot of changes needed, including raising the barriers to entry, training, industry standards and others, but what about the single biggest window the public has into our profession, recruitment agency websites? At Prominence, we don’t develop websites but as a specialist marketing agency for the recruitment sector, we do get exposure to a huge volume of recruitment websites. One thing I’m repeatedly surprised by is the number of poor sites that sit high in the top 10 of a simple Google search. By poor I’m referring to either old or non-responsive (not suitable for mobile) designs, little in the way of calls to action (after all you want people to do something when they land on your site) or just generally short of useful or engaging information for any of the three core recruitment audiences (the three c’s, [recruitment] consultants, candidates and clients). Luckily, there appears to have been a sea of change creeping in over the last few years, with many recruitment firms investing in updated websites. The problem for most of these companies however, is that although their websites now look visually appealing and are technically up to date, they still aren’t showing up on a Google search for relevant keywords. Worse, the same agencies that have old fashioned and dated websites still remain in the top 10. Enter the mythical beast that is SEO.

Search Engine Optimisation Search Engine Optimisation isn’t new, it was here in the heyday of AOL and Ask Jeeves. To a novice, it can appear to be a hugely complex subject with many unknowns. It’s actually fairly simple, you need to focus on getting a few basics right and then, if you really want to push the boat out, there are a number of technical

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measures that can also be implemented. Google changes how it ranks search results on a regular basis, but assuming you have a fairly modern website that is responsive, then the only three things you need to consider are: site structure/ architecture, keywords/phrases and maintaining regularly updated good quality content.

Website Structure Your web vender should have helped with recommendations for this. However, because doing this correctly requires more work than a standard website (from you) and obviously adds additional expense to the project, it often gets missed or only half completed. Think of the structure in the mind of your customers (any one of the three c’s). The site needs to be easy and obvious to navigate but also it MUST have individual pages that are dedicated to your business’s core areas of service. Examples include, pages for each of your locations, specialist business areas, jobs you recruit for, and business specialities (permanent, contract, temporary, executive etc). The reason for doing this is to provide Google with pages that are keyword rich for each specific area of your business. If, for example you just have a single page for all of your specialist business areas, then the chances are that each speciality will only be mentioned once at most and potentially other synonyms that could be searched, won’t be included. If this is the case you’ll be missing out on good quality, relevant traffic. One last note on structure, whilst your building these pages you also want to ensure that if someone happens to land on them, that there are obvious calls to actions (CTAs) so you can convert additional traffic into leads and results.

it’s an old-school practice that generally does more harm than good. Instead, focus on having good quality content that other people will want to link to. This could be a research paper than other sites link to as a reference, a press release or a simple blog that is shared across social media. The better the site linking into your website the greater the impact. So, if you can find ways to get links from newspapers, industry publications or anything else similar then this is especially good.

Start Small

Keywords/Phrases This isn’t jamming your site full of every keyword you can think of. It is however, thinking about the terms that people are likely to be searching for when they find your site. Take it a step further and it should just be the terms that people who YOU WANT to visit your site, are likely to be searching. For example, if you run a specialist medical recruitment business in Melbourne do you want people finding you when they search for a generic term like Australia Jobs? If you do this, a high percentage of those who click through to your site won’t find information that is relevant and will therefore quickly leave your page. This tells Google your site isn’t relevant for this term and could actually harm your SEO. Instead focus on key phrases that are relevant to your audience, in this example, perhaps Medical Recruitment Agency, Melbourne would be better. There is some science to selecting keywords, for example you should review monthly search volumes by using Google Keyword Planner and review your highranking competitor’s website to see what they are targeting. However, a large part of your planning will be based on your industry knowledge and then experimentation.

When you have your key phrases thread them carefully throughout your website, focusing the most important words on the Home Page (Tier 1) and then the others on their own dedicated pages (Tier 2 onwards). It’s important to not only include them in the body text but also ensure they are in the Page Title and Heading Tags. Lastly, track the performance of your selected phrases. There are lots of tools available to do this, we favour Positionly, now Unamo SEO, and simply using Google Incognito Search to regularly check where your site features.

Regularly Updated Content

This article is only a brief introduction to SEO, there are obviously many more things you can be doing, some of which are technical such as Canonical Tags, XML Sitemaps and even getting a Wikipedia page. My advice is to start small. Pick a part of your business that generates a lot of your revenue (or one that you’d like to generate a lot of your revenue!) and then focus your SEO efforts on this area. Once you start seeing results (anything from one to six months), you can then build this out across other parts of your business. It’s worth noting that large international recruitment agencies don’t have any real advantage with SEO. They may get more press coverage and have bigger marketing teams, but they also have to cover a broader range of keywords. This means a smaller agency with good website structure/ architecture, well thought out keywords/ phrases and regularly updated, good quality content can just as easily get to the top of Google Search. Hopefully over time we can push the low-quality sites that do our industry no favours down the list and have those that offer true value to the top.

This requires the most time and effort but is important for two reasons. First, Google likes websites that have regular new content, second is backlinks. Backlinks are links to your website from other websites. The higher the quality of the links your site has the more likely your site is to rank highly. This also explains to a certain extent why some older sites have a high Google ranking, they have been around for a long while and built up many backlinks. Don’t worry about paying third party providers to actively pursue backlinks,

AUTUMN 2017

BUSINE S S E NA B LE M EN T

Legislative changes to the super system Several changes to the super system will come into effect from 1 July 2017. The changes aim to create a fairer system to better prepare Australians for a financially comfortable retirement. Here’s a snapshot of the key changes you need to consider as an employer.

RCSA JOURNAL

1. Contributions caps

Before-tax contributions (concessional)

Now

From 1 July 2017

Age 48 and under*: $30,000 p.a.

Everyone: $25,000 p.a.

Age 49 and over*: $35,000 p.a. *At the end of the previous financial year. After-tax contributions (non-concessional)

$180,000 p.a.

$100,000 p.a. (up to a total super amount of $1.6 million).

What does this mean? Before-tax contributions From 1 July 2018 members can apply any unused caps from the previous five consecutive years to make catch-up contributions if their super balance is $500,000 or less. After-tax contributions Members can make the following after-tax contributions to super: Age 65 and under: up to $380,000 in the 2016/17 financial year (up to a total super amount of $1.6 million) if the member hasn’t used their yearly after-tax contribution limit in the previous two financial years. They can make three years’ worth of ‘bring-forward’ after-tax contributions: this transitional cap is $180,000 in 2016/17 and $100,000 for 2017/18 and 2018/19.

Age 65 and under: up to $300,000 in the 2017/18 financial year (up to a total super amount of $1.6 million) if the member hasn’t used their yearly after-tax contribution limit in the previous two financial years. They can make three years’ worth of ‘bring-forward’ after-tax contributions and this means the cap would have been met for 2017/18, 2018/19 and 2019/20.

Age 65 to 74: members can make voluntary contributions if they meet the work test and the ‘bring-forward’ rule doesn’t apply.

Age 65 to 74: members can make voluntary contributions if they meet the work test and the ‘bring-forward’ rules doesn’t apply.

BUS I N ES S EN ABLEMENT

2. Tax on before-tax contributions made within the cap Now

From 1 July 2017

Taxed at 30% if a member earns $300,000 p.a. and above

Taxed at 30% if a member earns $250,000 p.a. and above

3. Tax deduction for personal super contributions Now

From 1 July 2017

Those who earn less than 10% of their income from salary or wages (such as self-employed or those living off income from investments) can claim a tax deduction for personal super contributions.

All tax payers (i.e. all individuals under the age of 65, and those aged 65 to 74 who meet the work test) will be able to claim a tax deduction for personal super contributions.

4. Tax on Departing Australia Super Payments (DASP) Now

From 1 July 2017

Employees on temporary working holiday Visas are taxed 38% (on the taxed element of their super) and 47% on the untaxed element of their super) once they’ve departed Australia and their Visa is cancelled or has expired. This is in addition to all other tax payable on super contributions and investment earnings.

Employees on temporary working holiday Visas (417, 462 and certain related bridging Visas) will be taxed 65% on the taxable component of their super once they’ve departed Australia and their Visa is cancelled or has expired. This is in addition to all other tax payable on super contributions and investment earnings.

Need more information? Visit www.treasury.gov.au for more detailed information, or if you’re a Kinetic Super employer member call your Client Relationship Manager to discuss the changes.

What does this mean? The tax on super withdrawals will increase to 65% from 1 July 2017 for employees who: • were on temporary working holiday Visas (417, 462 and certain related bridging Visas), • have left Australia; and

AUTUMN 2017

BUSINE S S E NA B LE M EN T

How to achieve successful behavioural change through organisational training Written by Hamish Coutts, SEEK

According to SEEK Learning Trainer, Anna Sannibale, once you understand how the brain works, coaching and learning takes on a whole new meaning.

SEEK’s National Client Training Manager, Hamish Coutts, chats with the neuroscience and positive psychology-based trainer on how to get the most out of organisational training, achieving true behavioural change, and developing learning and development programs that are business and ROI-aligned.

Anna, you’ve had some amazing roles and experiences in your professional life. Tell us a bit about your background? The common theme that continues throughout all my work is a passion for helping people achieve their potential through positive, intentional change; change that’s going to benefit themselves and their organisation. Before joining SEEK Learning in 2014, I’ve been very fortunate to enjoy a long career delivering training solutions for a range of clients, including Google, Qantas, Macquarie Bank, and government agencies in Australia, New Zealand and East Timor. I’ve also sat on advisory committees, boards and consortia, including the Sydney 2000 Olympics’ ‘Language Planning Consortium’, which provided services and support for athletes, officials and tourists. On the odd occasion, I’ve also lectured for the Master of Arts (Applied Linguistics) in Testing and Evaluation, at UNSW, which I really loved.

How do you define success from training?

This is such an important question. Organisations know that they need highly capable employees to stay competitive, and that learning programs generate greater value for the organisation when the content reflects key business performance metrics. This is supported by a recent McKinsey Quarterly survey, where 90% of respondents said that building capabilities was a top-10 priority for their organisation. Yet, only about

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25% said that their programs were effective at improving performance measurably, and only 8% track the programs’ return on investment. So the challenge is to determine how organisations can make the most of their investment for training by understanding what creates business value and how. Training best practices can vary depending on the specific situation, culture and maturity of the organisation. But the best programs ensure they identify the learning needs before implementing any initiative, and taking a long-term view of learning, remembering that it’s a continuous process.

What’s your advice for setting up training programs for success?

1. Training and development programs need to be strategy-driven and in-line with the organisation’s strategic goals. This means partnering with relevant business areas to ensure alignment between learning and business objectives. 2. Set clear and agreed criteria and timeframes to define success, so that you can measure training against specific metrics and encourage a return on investment within agreed timeframes. 3. Support learning programs with key strategies, systems, structures, policies and practices, so that learning aligns with and is supported by organisational structures, lines of authority, decisionmaking, values and other business practices. This is great for establishing boundaries and reinforcing the desired outcomes. 4. Drive learning through multiple channels. Use different platforms to reinforce learning outcomes and ensure that people get the right skills at the right time, in the right way and at the right cost. This could include group or one-on-one training, on-the-job application, e-learning, and access to other technology and support

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tools to match learning modality to people. Consider the multiple benefits of each approach as part of a total solution. 5. Establish shared accountability. The best programs help people maximise their potential through self-directed learning and development. When we identify our own needs, create our learning plans and look for learning opportunities, we own our learning and apply it at work. Yet, getting people to engage with corporate learning is at times a challenge. According to a 2014 Bersin by Deloitte survey, 66% of learning professionals have trouble getting people to engage in programs. By tying the learning closely to key performance metrics and then measuring its impact on them, organisations can generate greater value from training and gather useful data and insights to continuously improve programs. Remember that if the organisational culture isn’t set up for any behavioural change, learners aren’t going to be able to apply what they’ve learned. Many organisations measure the success of learning using the Kirkpatrick Four-Level Training Evaluation, which is based around reaction, learning, behaviour and results. The model is very flexible but can be resourceintensive. Yet, by going through and analysing each of these four levels, you can gain a thorough understanding of how effective the training was, and how it can be improved in the future.

What are best practices for creating and delivering training that result in lasting skill and knowledge uptake, and permanent behaviour change? We know that organisations need to get more from their learning programs; there is more to learn than ever, with faster business innovation cycles, while training budgets are getting tighter. If organisations want to foster a learning culture, they need to provide easy access to learning tools, opportunities and collaborative learning practices. For example, on-demand video, extension e-learning, collaboration in online forums, coaching for change, and providing learners with the means and opportunity to continue learning is the first step in creating a learning culture. Neuroscience can provide insights and guidelines to enhance learning and development practices. The brain is, after all,

our primary tool for learning, thought, memory, consciousness and emotion. So it makes sense to match our learning design with how our brain functions. Lila Davachi, Associate Professor of Psychology at New York University, offers the framework AGES to highlight four key criteria shown to be necessary for effective learning: Attention – concentrating on the task or concept without distraction. Generation – encourage learners to interact with the learning task so they generate their own thinking and connections. Emotion – create emotional cues associated with the learning task so that it’s embedded. Spacing – creating adequate time gaps so learners can digest, consolidate and rehearse new learning.

How much repetition is required to form a new skill set?

When does behaviour become a habit?

Spaced repetition learning, combined with assessments and quizzes, offer the best value for rapid learning, with studies showing that it increases learning by up to 50%. Research using functional magnetic resonance imaging (fMRI) has proven the key role of dopamine – a neurotransmitter – in the learning process. This is the brain’s chemical reward and is triggered by things like positive feedback during learning, so we are wired to embed learning. Taking the power of forgetting and the power of transformational learning into account, we use a variety of techniques to leverage repetition as a learning instrument. Spaced repetition combines spacing and the generation of learning over time. Repetition happens through various techniques, such as priming, reviewing or testing the content during new learning generation.

Habits are fascinating. They are behaviours wired so deeply in our brains that we perform them automatically. The value of a habit is that you don’t have to think about it so it frees up our brain to do other things. But it doesn’t free up all of it. Parts of our cortex still has some control over thought and planning, and moment-bymoment control of which habits are switched on at a given time. To form a habit, you need to create

enough rewards to encourage and embed the new behaviour. For a memory to really stick, you have to be reminded of it at certain intervals. This is where spaced repetition works because we have evolved to focus only on what’s really important to us – this is what sticks in our brains.

What are the main reasons for training to fail in a workplace?

Learning is a dynamic and complex process and it’s much more effective when we build on what we already know, so we can strengthen our neural maps and retain the information. There are many factors that can limit its effectiveness. Broadly speaking, the top three potential barriers to learning are: 1. Content – we need to engage with the learning, to really focus our attention on it. If we don’t concentrate enough our neural networks are weak and fail to form, so we can’t embed the learning. 2. Incentive – what’s our WHY for learning? We need to align our learning to our motivation. When we don’t see the value of learning, or if we’re not interested, or feel overwhelmed, or when we’re fearful of change, our brain’s natural reward system, such as dopamine, do not get activated to stimulate and reinforce learning, so is unsuccessful. 3. Social – we have a social brain so our interactions with the people involved in our learning, how supported we feel, the quality and quantity of communication, etc, has a significant impact, both positive or negative, on learning. Think about our best teachers, coaches or mentors, and how they inspired learning? From our personal experiences we also know what happens when we have been in unsupportive environments or unproductive teams – we know that learning outcomes are compromised. These are just some examples that trainers and employers need to be mindful of when creating learning environments for successful learning and retention.

AUTUMN 2017

BUSINE S S E NA B LE M EN T

How to recruit diversity M

any businesses emphasise on the right cultural fit. While we are so focused on finding the person with the right skills and ‘cultural fit’, we may neglect the organisation’s approach to diversity and its importance to our business. The diversity checklist can be extensive and hard to navigate for a lot of people. As professional recruiters, it pays to understand in detail how your clients approach diversity in the workforce and what type of flexibility we can offer to candidates who may not fit in that typical “box”. When armed with this knowledge, we can make it easier for job seekers to learn as much as they can about the opportunity and whether it may work for them before applying to the role It also empowers us to challenge the way a client thinks about what roles ‘traditionally’ looks like and market to a wider audience by exploring alternative options: • What if the best candidate with the right skills is looking for work flexibility due to family commitments? • Or it could be someone tailored for that role but needed work mobility? • How about someone who has incredible experience and is searching for a future employer that supports work-study arrangements? • Maybe one that values an environment that considers the needs of those with restricted movement?

Work diversity and recruiting McKinsey & Co has done research that shows companies that embrace gender diversity are 15% more likely to outperform their lesser counterparts. Even more impressive, companies that are ethnically diverse will outperform those that aren’t by 35%. This correlation indicates when companies commit to diversity, they tend to become more successful. Statistics confirm a diverse workforce positively influence business profitability. Important to note, it is more than just balancing gender distribution. It extends to characteristics such as race, ethnicity, age, religion, ability, orientation, lifestyle arrangements, mobility and job-share options.

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Integrating diversity into your recruitment How do you brand to attract a diverse pool? • Firstly, define what “diversity” looks like for your client • Rebrand your marketing message (consider the language you utilise in marketing campaigns to demonstrate your approach to diversity) • Tailor your keywords in your job adverts • Populate your job board with the appropriate level of information • Conduct an initial “blind screening” through instant messenger before face-to-face interviews Next, how do you promote this to your wider audience? • Build up diversity content on your careers page • Use social media to spread your diversity efforts • Develop and share content that supports work diversity • Actively engage and interact with your following • Contribute to social media forums that support diverse recruitment

Today’s recruiters deal with hundreds of variables when it comes to matching the right talent with the right role and business. Managing diversity just adds another variable to the equation, albeit important one. How well you streamline and manage your diverse talent acquisition can benefit greatly from having a simple, robust and intuitive digital ecosystem to support those actions.

About JXT Recruiters and corporate human resource win the talent acquisition race with a great digital marketing ecosystem. We work with a growing base of 800 recruiters worldwide to do exactly that by combining the best in class functions in a single robust platform for them. Our passion is helping you to create the best candidate experience. Join global brands like Adecco, Kelly, and Manpower to find out what we can create together. Find out how we can help you to hire, engage and convert the best talent for your business.

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Helping working mothers forge bright financial futures A Kay Clancy shares her tips on how HR professionals can better help return-towork mothers transition back into the workplace and prepare for a bright financial future.

s children started heading back to their classroom for the new school term, some stay-at-home mothers might see it as an opportunity to consider returning to work after months – or even years – of hiatus. For those who have been out of employment for some time, the idea of stepping back into the workforce might seem daunting. As a mother of two children, I can understand this feeling. More and more, I’m seeing HR professionals helping to alleviate some of these concerns of return-to-workmothers by implementing HR policies that provide options like flexible well-balanced working arrangements. A well-considered HR policy can play an impactful role in an employee’s financial future well beyond the tenure of their employment, and for return-towork mums, this can be especially advantageous. 2016’s Senate Economics References Committee report on the economic security for women in retirement showed that a staggering 90% of women in Australia will have inadequate savings to fund a comfortable lifestyle in their retirement. On average, women accumulate $92,000 less in superannuation savings than men at the point of retirement. The discrepancy in super savings between males and females is largely due to the gender pay gap – men earn more, on average, than women. Another contributing factor is that women are often the primary caregivers for children and other family members. We tend to take time out of paid employment and work fewer hours due to these caring responsibilities. Our incomes are less again, meaning we receive lower levels of employer super contributions than men. Whilst the conversation has started around these broader societal issues, there are a number of things that women can do today that will have an impact on their financial futures. So, how can HR professionals expand on

their HR policies for return-to-work mothers to positively impact their financial futures? Ask if they have moved house or changed their name during the course of their working life. If they have, chances are they could have lost or unclaimed super waiting to be claimed. This is not uncommon – according to the Australian Taxation Office Australians had nearly $15 billion in lost super as at 30 June 2016. Lost super can be tracked down via the website of the employee’s chosen fund - most funds today have tools that enables a search to take place, often at no additional cost. If you know they have had multiple jobs, chances are they could also have multiple super accounts, particularly if they did not advise each employer that they already had a chosen super fund. Generally, the average person only needs one super account. With multiple super accounts, often comes multiple fees and insurance premiums, which can put the balance of the account at greater risk of being diminished. By combining super savings in to one account there is greater chance their money will be working harder for them. It also means they’ll only be paying one set of fees and insurance premiums. We recommend employees seek financial advice before making any decisions around combining their super accounts. Lastly, suggest they check their account as it gives them visibility over other aspects of their membership with the fund so they can make changes that better suit their needs. They can see how their super is invested, their insurance policy, contact details and beneficiary information. Staying connected to their super by taking their chosen fund with them to every job, along with ensuring contact details remain up to date means working mothers have a greater chance at forging a bright financial future. Kay Clancy is Executive of Corporate Services at Kinetic Super. For more information and tips on how HR professionals can facilitate the transition for returning to work mothers, visit kineticsuper. com.au/returning-to-work. Article originally published in HC Online.

AUTUMN 2017

BUSINE S S E NA B LE M EN T

Recovering premium from a past insurer: An RCSA Insurance success story An RCSA member had arranged a policy through their previous insurance broker covering professional indemnity and medical malpractice relating to the placement of locum doctors.

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he member paid the premium on time and was issued with a certificate of currency from the insurance broker. Soon after the premium had been paid by the member, the insurance broking firm was being wound up amid allegations of financial irregularities. The member had other general insurance policies expiring some months later and they appointed RCSA Insurance to manage all of their insurance requirements. RCSA Insurance immediately identified that there may be an issue with regard to the premiums paid via the previous broker and sought clarification from the insurer. The insurer confirmed that they had not received any premiums and had issued notice of cancellation via the previous broker, therefore deeming the policy to be invalid. This could have created huge risks for the member if they were in fact uninsured and most probably in breach of hospital and healthcare facility service agreements/ contracts. RCSA Insurance successfully argued that, in accordance with the Corporations Act, any premium paid by a policyholder to their insurance broker is to be deemed paid to the insurer and therefore cover remained in force. RCSA Insurance had already commenced the consolidation of the policy covering the locum doctor placements into the memberâ&#x20AC;&#x2122;s main program and notified the locum doctor insurer that their policy was therefore no

longer required from a certain date. This meant that the policy was to be cancelled mid-term and a return premium paid back to the member for the unexpired period of the original 12 month policy. The end result for the member was to receive confirmation that cover for their locum doctors was in place for the required period and also to receive a full return of premium for the unexpired period of the policy. This was despite the insurer having received no premium whatsoever from the insurance broker. RCSA Insurance was able to achieve this great outcome through their knowledge and application of the relevant sections of the Corporations Act as well as their trusted relationship with the insurer. RCSA Insurance delivers customised cover to suit your firmâ&#x20AC;&#x2122;s needs. Enquire about RCSA Insurance today via www.rcsa.com.au

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We support the industry RCSA Insurance broker shares profits with RCSA

We can improve your cashflow We identify potential premium funding benefits related to members sizeable workers compensation premiums, combined with their general insurance premium

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July, for a new contract to commence in December 2017.

Queensland Health has advised they plan to release a tender in July 2017 for the panel that supplies nursing and healthcare staffing services to QHealth hospitals and facilities across the state.

ANMF Upgrades CPD Services

ANRA has advocated for the establishment of a consultative working group to provide the Department with insights about the industry and best practice for tendering arrangements. ANRA is coordinating with Queensland Health to schedule the first meeting of the advisory working group that will include ANRA members: Joel Hepburn-Brown (YNA), Troy Sweeting (Carestaff), Jeremy Alexander (Australian Business Chamber), Danella Williams (Drake), Helen Taylor (Affinity Nursing) and James Scott (Medacs). The Department plans to go to market in

The ANMF has announced an upgrade of its CPD education service with a new website, and a number of enhancements for users. ANMF is the first organisation to use the new site which provides some great benefits including the ability for ANMF to respond much faster to ANRA member requests for topics, and for a lesser cost, so it provides greater freedom to tailor the site to suit everyone’s needs. The new site is available at http://anmf. cliniciansmatrix.com and username and password details remain the same for registered users. If you are not a registered user simply hit the ‘register’ button and signup to access a huge library of high quality CPD training for nurses and healthcare workers.

anra

Association of Nursing Recruitment Agencies

AUS: 1300 332 867 • NZ: 0800 72 68 72 scottishpacific.com

A finance partner you can rely on. Easy to work with, flexible and fast. Scottish Pacific currently provides funding to 200 labour hire businesses across Australia and New Zealand, with combined annual sales revenues of $1.5B and credit lines totalling over $200m. Talk to the industry specialists to find out how we can help you to grow your business. Why Choose Scottish Pacific? • Fast access to the cash tied up in your outstanding invoices. • A facility that grows in line with turnover. • No real estate security required.

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Queensland Health Nursing Agency Panel planning tender in Q3 2017.

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AUTUMN 2017

AMR ANZ UPDATE

ASSOCIATION NEWS

AMRANZ has been lobbying government and the RACGP in response to recent announcements by the Assistant Minister for Health of additional funding to address the mal-distribution of doctors in rural and regional areas and, the college about its 2017 Specialist Pathway program.

Health Workforce Planning AMRANZ Co-Chair and AMRANZ met with Assistant Minister for Health Dr David Gillespie MP in Canberra during March to advocate for the role of private medical recruitment agencies, in response to an announcement by the Assistant Minister in February of additional funding for Rural Workforce Agencies. AMRANZ has consistently advocated that the expertise and role of members is recognised and engaged as an integral part of efforts to recruit suitably qualified doctors and specialists. AMRANZ Co-Chair Corrine Taylor and AMRANZ is discussing with the Assistant

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Ministerâ&#x20AC;&#x2122;s office development of a pilot project that will demonstrate an outcome focused approach for recruitment. Further details will follow.

RACGP AMRANZ provided a submission to RACGP in response to proposed changes for the 2017 RACGP Specialist Pathway Program as part of the Collegeâ&#x20AC;&#x2122;s consultation. AMRANZ Co-Chair and AMRANZ participated in a teleconference on Wednesday May 3 with the RACGP CEO, Dr Zena Burgess and Dr Mark Rowe the GM Education to further discuss the proposed changes to this pathway. AMRANZ continues to communicate with RACGP and members will have the opportunity to ask questions of RACGP when Dr Rowe speaks to AMRANZ members at the AMRANZ Member Forum in May in Sydney.

Let RCSA take care of your learning & development needs in 2017 WORKSHOPS

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MENTORING PROGRAM

EXECUTIVE COACHING

Learn from our experts Sophie Robertson FRCSA Leadership and Business development Sophie Robertson FRCSA has 18 years of Australian recruitment experience and 10 years of professional coaching skills to build capability and excellence at every level in recruitment companies. Sophieâ&#x20AC;&#x2122;s mission is to raise the standard of recruitment practices across the board to enhance the industryâ&#x20AC;&#x2122;s reputation within the wider business community.

Tanya Williams Digital marketing As an outsourced Digital Specialist, Tanya Williams is experienced in all aspects of digital, has a focus on outcomes and ROI with a goal to use the right digital channels to make your business more visible. Tanya is passionate about educating and helping businesses understand how to use digital to engage, connect and be relevant to their audiences.

Paul Slezak FRCSA Communication and Personal development With nearly 20 years in the recruitment industry and having worked for both an international publicly listed group as well as a global niche recruitment business, Paul Slezak has been a hands-on recruiter, manager, trainer, coach, mentor, and regular speaker for the industry across Australia, Asia, Europe and North America.

Visit www.rcsa.com.au to book your learning and development needs or contact learningcentre@rcsa.com.au and let us guide you on the path to growth in 2017.

ASSOCIATION NEWS

RCSA CPD & EVENTS CALENDAR JUNE 2017 07 JUNE

20 JUNE

23 JUNE

»» CPD Webinar, 21st Century Leadership Tools Delve into what the critical skills are that you need to hone to motivate a team to perform and bill.

»» Video Workshop, How to Source and Attract Talent Ensure your sourcing processes are not a barrier to attracting and engaging prospective talent in today’s labour market.

»» Melbourne Workshop, Introduction to Recruitment Consulting This one day intensive workshop will bring new consultant up to speed!

»» Brisbane Workshop, Mastering Labour Hire Contracting Safety Learn the knowledge, know-how and tools to avoid work health and safety litigation and workplace injuries. 13 JUNE »» Webinar, How to Build your Emotional and Social Intelligence Transform your success in gaining clients and selecting emotionally intelligent candidates »» CPD Webinar, Employee Brand Ambassadors Having Employee Brand Ambassadors will build the profile of your team and allows you to leverage this to help grow your business. 14 JUNE »» Melbourne Workshop, Temporary Desk Masterclass A temporary desk is the best way to recession proof your recruitment business. »» How to Build Rapport in 23 Seconds First impressions matter, but when you’re in the sales game it is absolutely crucial 15 JUNE »» CPD Webinar, Managing Stress and Building Resilience Discover how to take control of stress, let go of the small stuff and become a more relaxed and resilient person. »» Melbourne Workshop Business Development Masterclass This is a hands-on practical workshop which will give you strategies to immediately increase your conversions and therefore your bottom line.

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»» Brisbane Workshop, Temporary Desk Masterclass A temporary desk is the best way to recession proof your recruitment business. 21 JUNE »» Brisbane Workshop Business Development Masterclass This is a hands-on practical workshop which will give you strategies to immediately increase your conversions and therefore your bottom line. »» Brisbane Workshop, Introduction to Recruitment Consulting This one day intensive workshop will bring new consultant up to speed! »» Auckland Workshop, Building Communities on Social Media Social recruiting puts the ‘social’ back into social media. This workshops provides real life examples and shows you step by step how to build talent pools. »» CPD Webinar, Understanding What Makes Procurement Tick This webinar will provide some tools for developing a strong proposal when dealing with procurement. »» The Art of Influential Conversations Trust creates the foundation needed to transform companies; it enables conversations to connect people for higher performance. »» Auckland Workshop, Digital Tools and Apps to Manage Your Team Now is time to use the available technology to work smarter, not harder. Knowing what digital tools you need and how you and your team can use them.

»» Sydney Workshop, Introduction to Recruitment Consulting This one day intensive workshop will bring new consultant up to speed! »» CPD Webinar, Word Sex Winning Words for Recruiters In this webinar, you’ll be introduced to the importance of words and language in the recruitment sales and contracting process. 27 JUNE »» CPD Webinar, Using Content to Attract Candidates & Clients Creating the right type of content is vital to your digital marketing success »» Sydney Workshop, Networking Skills in a Modern World This half-day workshop will demystify the “art of networking”. »» Sydney Workshop, Advanced Influencing Skills This workshop will give hands-on, practical advice around how to make people want to say “yes”. »» Auckland Workshop, Business Development Masterclass Are you uncovering and converting key accounts on a consistent basis to grow your client base? This is a hands-on practical workshop which will give you strategies to immediately. 28 JUNE »» Auckland Workshop, Temporary Desk Masterclass A temporary desk is the best way to recession proof your recruitment business. To register, visit www.rcsa.com.au

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