RCSA Journal June 2011 by RCSA

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Australia & New Zealand | June 2011

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INNOVATION: where do good ideas come from?

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Contents 2 0 11 R C S A I N T E R N AT I O N A L C O N F E R E N C E

THE RECRUITMENT AND CONSULTING SERVICES ASSOCIATION LIMITED

FOCUS: INNOVATION

The RCSA Journal is published by the Recruitment and Consulting Services Association Limited. 2 0 11 R C S A I N T E R N AT I O N A L C O N F E R E N C E

RCSA AUSTRALIA & NEW ZEALAND PO Box 18028 Collins Street East VIC 8003 Australia. T: +61 3 9663 0555 Toll Free NZ: 0800 441 904 F: +61 3 9663 5099 E: info@rcsa.com.au www.rcsa.com.au

2 0 11 R C S A I N T E R N AT I O N A L C O N F E R E N C E

RCSA JOURNAL EDITORIAL ENQUIRIES The Editor: Sally Matheson Matheson Publishing T: +61 3 9820 2676 E: sally@mathesonpublishing.com.au

RCSA JOURNAL ADVERTISING & SUPPORTER ENQUIRIES Julie Morrison RCSA Manager Marketing & Communications T: +61 3 9663 0555 E: jmorrison@rcsa.com.au www.rcsa.com.au

SUBSCRIPTION ENQUIRIES Bulk orders and subscriptions are available: contact the RCSA at the address details above.

DESIGN Perry Watson Design +61 3 9596 0899

PRINT GEON Impact Printing The RCSA Journal is printed in Australia on recycled paper. NOTE All material published in the RCSA Journal is subject to copyright and no part may be republished, photocopied or transmitted electronically in any form without written permission. Opinions expressed by contributors are their own and are not necessarily endorsed by the RCSA or the editor. Advertisers and contributors to the RCSA Journal should be aware of the provisions of the Anti-Discrimination Act 1977 and the Trade Practices Act 1974 in relation to false and misleading advertisements or statements and other unfair practices. The RCSA and the editor accept no responsibility for such breaches. While every effort has been made to ensure the accuracy of the information in this publication, no responsibility is accepted for errors or omissions.

INNOVATION: Where do good ideas come from?

Your last chance to book for the 2011 RCSA International Conference

4 President’s Report: Lincoln Crawley

MARKETING

6 CEO’s Report: Steve Granland

30 Publish and educate to build profile, credibility and win new clients

8 INNOVATION: Where do good ideas come from? 12 Award winners at the RCSA Annual Gala Ball

32 Book reviews

16 I nternational Comment: Lessons from a maturing market

ASSOCIATION NEWS

17 A voice on the global stage: RCSA and Ciett

34 The benefits of Corporate membership

18 A MRANZ Profile: world’s first national registration scheme protects Australian patients

36 Professional Accreditation Framework (PAF) Excellence

20 AANRA Survey results: member agencies delivering care

39 RCSA’s new Life Member

19 RCSA PEARL Program – up and running! BUSINESS MANAGEMENT ISSUES 22 Update: regulations and other matters affecting the recruitment sector

33 Business Solutions resources

38 RCSA International Conference Program 40 The Professional Practice Council 41 The RCSA Service Delivery Standard: 42 New Zealand Outlook 43 Communicating with you!

24 Data quality – a key to recruitment genius?

43 Special Interest Groups: AANRA and AMRANZ

25 Last chance to register for the 2011 RCSA Conference!

44 RCSA Supporter Profiles

26 Innovation, invention and ideas: what do we really want or need?

45 Member Benefits

28 Industry research – RIB Report third quarter results

45 RCSA Partners and Premium Supporters 46 RCSA Board, Life Members and Fellows 47 2011 RCSA CPE & Events Calendar

29 Protect your company’s future

The Recruitment and Consulting Services Association (RCSA) is the leading industry body for talent management and workforce solutions in Australia and New Zealand. With approximately 3,500 members, Corporate and Individual, the Association sets professional standards, conducts research, educates and develops members’ skills, monitors industry developments and lobbies state and federal governments on issues directly affecting members.

June 2011

PRESIDENT’s REPORT Lincoln Crawley

APRCSA

Engaging with members and external stakeholders

ince the Autumn RCSA Journal, the Board, the CEO and I have been focusing on some of the issues raised in my article: recognising the professionalism of our industry, engaging with our members and partnering more effectively with government and industry stakeholders. Firstly, in response to feedback and from a housekeeping perspective, there were a couple of things we needed to do quickly: launching the new website and returning to the print version of the RCSA Journal. I’m very pleased with feedback I’ve received about the quality of both. The website is easier to use and therefore, more of an asset. So we have improved communications by using both print and electronic media. They were both delivered on time and on budget and the response has been excellent. Looking at increasing professionalism, I’ve been exceptionally pleased with the launch of the PEARL Program (Professional Emerging and Aspiring Recruitment Leaders). I had the chance to talk with some of the people in Sydney who’d gone through the program and they were not only energised by it but were also very impressed that colleagues from the industry were willing to share so much of their valuable expertise. This underlines the fact that as long as we engage in the right way, we have exceptional talent who are willing to engage with the industry and are passionate about it. The launch of the RCSA Awards honouring significant achievements in OH&S, contribution to the industry and young achievers, highlights the importance of recognition within the industry. These awards also demonstrate outside the industry that OH&S is important to us: many of our members have huge workforces and we have shown that we recognise the importance of keeping those people safe. The awards also highlight that we are currently embarking on a change to the membership structure. In July, the RCSA is launching the new Professional Accreditation Framework for individual membership. This means that individuals will find it easier to join the Association. Organisations will

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also be able to use that program as part of their own rewards recognition program – certainly we will at Manpower. As part of that change, the opportunity to become a Fellow of the RCSA is going to become more practically available with changes to the Fellowship criteria recognising some of the talent we have in the industry. As part of our increasing professionalism, the RCSA is participating in the Ciett global study of our industry. I mentioned in my last column the need for empirical data. We will be aligning with the Ciett initiative and that will provide us with information about our market that we don’t have at the moment – and which will assist how our industry supports the productivity goals of Australia and New Zealand. Additionally, later this year we’ll be embarking on other surveys in which we encourage you to get actively involved. The survey will be done by a third party, with total anonymity and it will gather solid empirical data that will help us promote and add value to the industry in Australia and New Zealand. To date, we have held a number of meetings with the head of the ACTU, with Government and Opposition ministerial departments in education and employment – and there are other meetings planned. We are really “upping” the level of the meetings as well as the quality of the discussions. The good news is that this is giving us a real indication of what we need to focus on and, by creating these relationships, giving us the opportunity to provide them with our empirical data as it becomes available. Secondly, it will enable us to become involved in some of the taskforces reviewing critical issues that might be changing in the world of work. Finally, of course, the best way to increase professionalism is to engage in the 2011 RCSA International Conference – I encourage you to book if you haven’t already done so and I look forward to seeing you all there.

Lincoln Crawley APRCSA RCSA President, Australia and New Zealand

Of course, the best way to increase professionalism is to engage in the 2011 RCSA International Conference – I encourage you to book if you haven’t already done so and I look forward to seeing you all there.

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CEO’s REPORT Steve Granland

Welcome to the June edition of the RCSA Journal

would like to start my column by thanking all our readers for their positive feedback on the return of the RCSA Journal. The Journal will continue to evolve based on member feedback and I encourage you to send any suggestions you may have to our Manager, Marketing and Communications, Julie Morrison, jmorrison@rcsa.com.au. As featured in the first edition of the RCSA Journal the new RCSA website is now live. Feedback received to date has been overwhelmingly positive and includes: • 100 times better than the old one. • Much easier to find what you are looking for! • By George I think they’ve done it! I can actually navigate easily. • Great improvements. • It is fantastic! It looks really good and works! • Love the new website, much better than the old one. I can even find things on it! One of the key website improvements is the new RCSA Business Solutions webpage which is now an open book with great access to all resources. There are two key pages: the first page is for members only, so logon before you start, and provides a list of and access to free resources (more than 340 including 46 templates). The second page provides a list of all titles available which is over four hundred titles – and continuing to grow on a weekly basis. The RCSA website will be a living site which we will continue to refine and adjust based on member feedback – any suggestions can again be forwarded to Julie Morrison. The RCSA Gala Ball was held at The Ivy in Sydney on 26 May and was a great success. We were confident the night was going to be a success when registrations closed four weeks prior to the Ball and we proudly put up the SOLD OUT sign. I can say everyone had a great night and interest is already building for 2012. Congratulations to all award finalists and winners! You’ll find full details and photos on pages 12-15. I am pleased to report the number of registrations we have received for RCSA events and education programs continues to be strong as our members look to invest in training and education. We are looking to ramp up activity across all regions with

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discussions underway with councils for the development of local keystone events. Keep your eye open also for “FREE” networking events which are planned for 2011/12. Over June 6-8, for the first time the RCSA had an exhibition stand at the Australian Human Resources National Convention. This represented a great opportunity to take key RCSA member messages to two thousand senior HR managers. We focused on ensuring HR managers are aware that RCSA members must abide by a Code and when looking at using a recruitment firm, they should be insisting on RCSA member organisations. It was a very positive experience for RCSA members and we will be ramping up all activity focused on raising the profile of the RCSA and its members over 2011/12. We have been very active over the last three months on the lobbying and advocacy front with key meetings with politicians from both sides at both a national and state level. Meetings have also been held with the ACTU, FWA and industry groups including AIG and COSBOA. Additionally a number of new working groups have been formed, including Independent Contracting and Immigration (I encourage any member with an interest in these areas to contact the RCSA for information on how to become involved). Stakeholder communications, lobbying and advocacy and working group activity will continue to be ramped up further over the next 12 months. As noted in the Journal (page 39) we will be undertaking a member communications survey in the next few months. I encourage you to take part in this survey to ensure your views regarding RCSA member communications are considered as we look to refine for 2011/12 and beyond. As featured in the article on page 36, the RCSA Board has approved the new RCSA Professional Accreditation Framework for implementation from 1 July 2011. This new individual membership model has been introduced to encourage and build individual membership and continue the journey to build and recognise professionalism in our industry. The RCSA Professional Accreditation Framework (PAF) aligns individuals with recruitment career paths and provides public

recognition of a member’s knowledge, skills, experience and commitment to continuing professional education. RCSA Corporate members who support the RCSA PAF are actively advancing the recruitment industry and building its standing as a true profession and have a competitive edge and credibility that clients look for in today’s professional market. To launch the RCSA PAF and ensure it has impact in raising industry profile and standards, the RCSA is providing a unique and exclusive opportunity to RCSA Corporate Members. All of your staff can receive complimentary 12 month individual RCSA membership if they apply by 31 December 2011 – yes, everyone! I would like to take this opportunity to thank RecruitmentSuper for renewing their Principal Partner commitment to the RCSA for the next three years and OAMPS who have renewed their Business Partner relationship with the RCSA for the next three years. Without the support of both these significant partners we would not be able to invest in quality events and education programs. I encourage you to support both RecruitmentSuper and OAMPS. My congratulations and sincere thanks to our former RCSA President Steve Shepherd who was awarded Life Membership at the Gala Ball on 26 May. His contribution over many years has been remarkable and we look forward to his involvement for many years to come. In closing, I encourage anyone considering attending the RCSA International Conference (Sheraton Mirage Port Douglas August 31 – September 2) to book early. We have a great program of speakers and networking events planned. Don’t be disappointed, book early and hopefully, I will see you there. Steve Granland Chief Executive Officer

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INNOVATION: where do

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2 0 11 R C S A I N T E R N AT I O N A L C O N F E R E N C E

good ideas come from? How do you as an individual or you as part of an organisation “target innovation for productivity”? This is the theme of the 2011 RCSA International Conference so the RCSA Journal asked three of the major speakers to share their ideas with readers. Amanda Gome, Peter Sheahan and Dr Tom McKaskill have some brilliant ideas to help you and your organisation target innovation.

here does innovation come from? And how can organisations create an environment to encourage innovation? Answer these questions and you have the key to a successfully creative and innovative life as well as the key to future growth for your organisation. However, coming up with innovative ideas is only the first step. The tricky part is implementing innovations into the organisation’s culture. Our speakers have ideas for achieving that too.

Where does innovation come from? Is innovation best developed or nurtured in isolation or with other people? Do your best ideas come to you as a result of reading and research or while you’re doing something else – sailing, for instance? “The best ideas come from responding to a problem,” says Amanda Gome, keynote speaker and CEO of online publishing company Private Media which owns Smart Company. com.au, StartupSmart and Crikey. “You can respond to a problem anywhere you think about it. I always find the gym or a walk a very good place for ideas to surface.” Dr Tom McKaskill, entrepreneur, educator and author, believes we all react differently. “Some people are innately creative and will come up with novel ideas in almost any environment. Some people are best stimulated by discussion around a topic or problem. They let ideas drift around them and then latch on to two or three disjointed comments

Peter Sheahan

Amanda Gome

and suddenly have a breakthrough. Others, generally those who are less creative, need some form of process whether that is brainstorming, “six hats thinking”, mind mapping and so on. “In the end, it is a combination of all of them which you would use to engage as many people as possible” he says. Peter Sheahan, keynote speaker and expert in workforce trends and generational change, says that in the last few years there has been a plethora of outstanding work done in this field. He says that ideas come from four places and summarises the research, providing examples of each method: 1. Focus: digging deep in an area of expertise, and staying very narrow in your areas of exploration. 2. Fringe: ideas that sit just outside the current capability, scope or market for a company. 3. Fused: bringing two distinct ideas together, where one-plus-one equals three or more. 4. Folded: when a platform, metaphor or organising model from one industry is applied to another.

How can organisations create an environment to encourage innovation? Amanda Gome said that although she finds going to the gym or for a walk a great way for ideas to surface, she acknowledges that it is a bit expensive for most companies to

Dr Tom McKaskill June 2011

international conference 2011

People must be able to recite the company’s vision and goals in their sleep. That way they know whether their solution to a problem fits into the short and long term goals of the organisation.

– Amanda Gome

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install a gym. However, she says, “What they can do is ask their people to always be thinking of solutions and never punish or ridicule ideas.“ Amanda also says we should have a lot of meetings. “Sounds silly, but at those meetings the problem is articulated and then people over the course of the day or week can think on it in a place they find inspiring. “And always encourage people to think about how things are changing by sending articles and information to each other. This means that the company has a strong culture of reading, thinking, commenting and doing.” Amanda has another critical point: “People must be able to recite the company’s vision and goals in their sleep. That way they know whether their solution to a problem fits into the short and long term goals of the organisation”. Dr Tom McKaskill believes that we need to create both a culture and a process. “The culture encourages and recognises ideas and rewards those who have a go. It treats failure as lessons learned rather than something to be penalised for. “The process is a series of steps which generates ideas, evaluates them, puts them in a trial to gather further evidence and then funds the good ones,” he says. Peter Sheahan says asking how organisations can create an innovative environment is an impossible question to answer in a small space, and has been the subject of hundreds of books. However he says we could consider the following points: Practices: do you have repeatable processes/ events which are designed to generate new ideas and to question assumptions? Questions: great leaders always have a set of questions that force them and their teams to go deeper. Questions such as What if the opposite were true? What assumptions are you basing your conclusions on? Is there a third alternative? If we were to start this project again from scratch, how would we do it differently? Consider embedding a set of these questions in every meeting. Time: do you actually allow people to explore new possibilities? Do you give them the time?

Incentives: people will often do what they are rewarded for both financially and culturally. Do you celebrate salespeople who hit their numbers? Do you pay people for doing so? Of course. Well, this is what you will get more of: innovation requires mistakes. It requires that we go against the grain, that we do things differently. How many failures have you celebrated lately? When someone tries something new and it falls short of expectations, do you kill it, or learn, adapt and try again? Space: connections, networks and serendipity are crucial in the generation of new ideas. Does your physical environment facilitate these interactions? Do you have shared kitchens? What about stairs connecting floors? Do you still have offices? Are there plenty of options when it comes to meeting rooms to generate different kinds of discussions? Space is increasingly being leveraged to create greater connection. Peter has some further suggestions for creating environments which encourage innovation: he says organisations need to embed practices which do the following five things, to better exploit the opportunities in the white space: 1. Elevation: leaders must regularly get above the chaos and operations and see not just the business, but the entire value chain from a gestalt perspective. This allows them to see the gaps, consider how it works together, and ask the fundamental questions such as, is there a better way? Bill Gates is famous for his Think Weeks. 2. Focus: serendipity plays a part in breakthrough thinking, but rarely in isolation. Far more often, breakthroughs are created when a network of people (not necessarily a team) are focused on a specific opportunity or outcome. 3M invents the next one thousand small things every year in its pursuit of twenty per cent of revenue from products that did not exist five years before. 3. Connected exploration: people need space to explore new ideas and possibilities, and people to bounce their thoughts off. This can be through the allocation of time, through the reordering of physical space, the planning and review systems (time horizons, acceptable rates of failure) and through cultural permission such as the celebration of novelty, failure and un-exploited progress or, by simply turning a blind eye.

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4. Open contribution: counter-intuitively, studies of the one thousand greatest innovations of all time reveal a startling fact. Non-market networks outperform (six to one) incentivised groups and individuals (both incentivised and not) in the creation of breakthrough ideas which lead to genuine innovation in business and society. In other words, letting go of control and bringing more people into the development and exploration process. The explosion of things like open source development communities and so forth are further evidence of this. At the very least this suggests organisations should rethink their closed door approach to R&D, and at the extreme, consider collaborating beyond their four walls in areas previously secret and protected by patents. 5. Manufactured visibility: organisations exist primarily to scale. In doing so, they inevitably create distance from the work itself, through hierarchies, through geographical spread and so forth. As such it is crucial that organisations manufacture opportunities for those with disproportionate power to gain access to new ideas and perspectives. 6. Parallel development: finally, we must not apply existing business processes, metrics, planning and review processes to new ideas and opportunities. Measuring performance in a mature segment, with critical mass and scale has a completely different set of criteria, and should not be applied to new ideas. Incubator style models in organisations are models of parallel development. Rather than incorporating new ideas into the existing business, let them develop alongside.

Three steps to implementing innovation? Now that you have innovative ideas happening, in your organisation and in your own life, how can you make sure the ideas are not filed and forgotten as so many good ideas can be? The RCSA Journal asked each of the speakers for three steps organisations can take to make sure these innovative ideas are captured and put to work.

Peter Sheahan‘s three steps: 1. Establish a dedicated team responsible for executing the ideas. With the immense pressure we are all under in our day jobs, assuming innovation will just happen or execution of new ideas will just happen is a delusion at best. Hitting your quarterly numbers with existing services and products will always take priority. 2. Develop new metrics for measuring success that are not borrowed from the more traditional business. Start with “speed of learning” as opposed to return on investment, and quarterly growth. Incubating a new idea is as much art as it is science. With no history to benchmark against, with no real evidence of the likely market success, it is more essential that you learn, and learn quickly, than it is that you deliver sales results immediately. 3. Never elevate the status of the dedicated team above that of the more traditional business. If the traditional business feels as though it missed out on an invitation to the cool kids’ table they will sabotage its progress. It is crucial to leverage the assets of the traditional business: animosity between the dedicated innovation team and the traditional business will kill any chance of progress. A leader can ensure this happens by ensuring they don’t talk too much about the new project, that they continue to celebrate and reward those executing against existing plans and strategies, and applying equal accountability to the dedicated team (though most likely for learning than for their numbers, as per number 2). Dr Tom McKaskill says it’s best to start small and then work up. His three steps are: 1. Start with a suggestion scheme. 2. Introduce a quality program so that people get the idea that small incremental ideas and improvements all help. 3. Find a champion who is senior in the organisation who will take responsibility for the promotion and management of a program. The champion will need resources to drive it and will need permission to allow

people to take time out from their regular duties to participate. Amanda Gome’s three steps are: 1. Make sure you have the team in place to execute ideas. Form them into a hub and give them a name like Project Tomorrow. 2. Set times for presentations, assessment and delivery dates so the project doesn’t get lost in day-to-day activities. 3. Make sure the leadership team make a big song and dance about the innovation. Always refer to the person who came up with the solution as the innovator and make sure they are rewarded well. Amanda Gome, Peter Sheahan and Dr Tom McGaskill are speaking at the 2011 RCSA International Conference in Port Douglas in August. Go to: www.rcsa.com.au/conference2011 for information about these speakers and their presentations.

June 2011

FO CU S: I N N OVAT I O N

Award winners at the RCSA Gala Ball RCSA Award winners were announced at the sell-out Gala Ball held at The Ivy in Sydney in May. The Principal Event and Awards sponsor was RecruitmentSuper.

lmost three hundred attendees representing 68 organisations enjoyed the evening’s festivities. Attendees were mostly from New South Wales, Victoria and Queensland with people from Perth and New Zealand. RCSA President Lincoln Crawley APRCSA welcomed guests and outlined his plans for the Association before the award presentations began. RCSA CEO Steve Granland said, “I’d like to congratulate the winners and finalists for their outstanding submissions. It was a fantastic night of achievement and celebration for the winners, their organisations, the recruitment sector and RCSA. And there was a great sense of camaraderie and entertainment as members caught up with colleagues and friends”. Award sponsors were MyCareer, SEEK and WorkPro.

The award winners are: Young Recruitment Professional Award

Lincoln Crawley APRCSA, RCSA President

The winner of the Young Recruitment Professional Award was Peter Bateson of Robert Walters NSW. Peter is Associate Director IT and took the lead over a very tight field of five other finalists. The Young Recruitment Professional Award was proudly sponsored by MyCareer. The Young Recruitment Professional Award finalists were: Peter Bateson – Robert Walters NSW Marc Denholm – Manpower NZ Kurt Gillam APRCSA- Alliance Recruitment WA Nathan Hannigan – Manpower ACT Leah Moule APRCSA- Manpower Australia QLD Courtney Rowe APRCSA- Fusion Workforce VIC .

Megan Bolton, RecruitmentSuper CEO

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Outstanding Contribution Award The Outstanding Contribution Award was won by Greg Savage MRCSA (LIfe), CEO of Firebrand Talent Search. Greg was also MC at the Gala Ball. The Outstanding Contribution Award was proudly sponsored by SEEK. The Outstanding Contribution Award finalists were: Ross Clennett APRCSA Bob Olivier APRCSA and Greg Savage MRCSA (LIfe).

McLean Award for Workplace Safety There was a very tight finish for the McLean Award for Workplace Safety with WorkPac named as Award winner. The McLean Award for Workplace Safety is proudly sponsored by WorkPro. The McLean Award for Workplace Safety finalists were: Chandler Macleod Manpower WorkPac. The call for nominations for the 2012 RCSA Awards will open in February 2012.

FO CU S: I N N OVAT I O N

McLean Award winning team WorkPac. Third from left Phil Smart Managing Director with Nan Carroll FRCSA (Life) and Cameron Hockaday

Young Recruitment Professional Award winner Peter Bateson received his award from Lincoln Crawley APRCSA and Nicola Kahui, Category Manager Employment, MyCareer

Congratulations to the winners and finalists for their outstanding submissions.

McLean Award for Workplace Safety winner Cameron Hockaday from WorkPac receives his award from Lincoln Crawley APRCSA, and Tania Evans, Workpro Outstanding Contribution Award winner Greg Savage MRCSA (Life) receives his award from Lincoln Crawley APRCSA

The RecruitmentSuper team: Calvin Lake, Justin McMinn, Glenda Garmey, Bobby Khalah, Gil Sebbag, Mark Ashburn, Megan Bolton CEO, Ruth Ross, Matt Ball, Nick Chew, Ross Fisher FRCSA (Life), Chair

FO CU S: I N N OVAT I O N

RCSA Life Members enjoying the Gala Ball, L-R: Paul Veith MRCSA (Life), Matthew McArthur MRCSA (Life), Graham Jenkins MRCSA (Life), Greg Savage MRCSA (Life), Sue Healy MRCSA (Life), Ross Fisher FRCSA (Life), Kaye Strain MRCSA (Life), Janet Vallino FRCSA (Life), Robert Blanche MRCSA (Life), Nan Carroll FRCSA (Life), Rodney Troian MRCSA (Life), Rosemary Scott FRCSA (Life), Kris Hope-Cross MRCSA (Life)

RCSA President Steve Granland congratulates Steve Shepherd MRCSA (Life) on being appointed an RCSA Life Member

Danial Mullin and Matesh Patel from OAMPS

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Kathryn O’Brien, General Manager Jobserve and from MyCareer, Nicola Kahui Category Manager Employment, Michael O’Donnell, Aaron de Ruiter and Maria Kamberidis

Nick Murray, Sales Director, SEEK

FO CU S: I N N OVAT I O N

Jan Spriggs – retiring director Jan Spriggs APRCSA has recently retired from the RCSA Board after six years’ service to the Association. She has also been Chair of the RCSA Standards Committee. Jan has more than 25 years’ recruitment experience and has owned and managed businesses successfully for more than 15 years. Jan is the owner of Placer Management Group. She will remain on the WA Council. The RCSA is very grateful for Jan’s involvement and passion since she was appointed to the National Board in 2005 and is delighted that she has chosen to remain on the WA Council.

Clare Carpenter, Sharon Henderson and Kellie Rigg from Randstad

Matt Hodges, Fred van der Tang, CEO Randstad and Christine Curphey

Carolyn Hyams, Bronwyn Savage, Jenny Gottlieb from Firebrand

Jellybean Jam

Meet the RCSA team: George Lambrou, Miranda Vickis, Julie Morrison, Claudia Gray, Steve Granland, Pam Iverson and Christina Pargeter

June 2011

FO CU S: I N N OVAT I O N

International Comment

Lessons from a Maturing Market Kevin Green, Chief Executive of the Recruitment and Employment Confederation (REC) reports on the situation in the UK. REC is the representative body for the United Kingdom’s £19.7 billion private recruitment and staffing industry.

ere in the UK, as in most parts of the world, the recruitment market has had a very tough time. In the period from April 2008 to March 2010, the recruitment and staffing market declined by thirty per cent, dropping from £27 billion to £19.7 billion. This decline was disproportionate as the whole UK economy only shrunk by 6.6 per cent in the same period. The reason for such a significant decline was the double whammy of the jobs market going into decline and fluidity in the labour market also drying up. The global staffing market, according to Ciett, showed a similar decline (21 per cent) reducing from €256 billion to €203 billion between 2007 and 2009.

Kevin Green, Chief Executive of the Recruitment and Employment Confederation

RCSA JOURNAL

However, as the world’s third largest market, the headlines don’t tell the whole story. This market decline has caused a major shake out with clients wanting more for less and margins coming under significant pressure. The clients have also been active in implementing new supplier models, often via intermediaries. These managed service type organisations have been supplemented by a growth in Recruitment Process Outsourcing (RPOs). We gather that this is also a growing trend in Australia and New Zealand. As an ex-HR Director, I know the value of consolidating your resourcing supply chain with one invoice, one set of management information and one set of processes which can be audited, all adding value in themselves. However, if you add in the potential to reduce costs as well, it’s no great surprise that these models are being pursued by clients. What does this mean for small niche recruiters who now find themselves as second and sometimes third tier suppliers, who often aren’t allowed to talk directly to the end user and supply CVs through a portal? Well, it radically diminishes the value they traditionally provided to clients and candidates by undertaking the matching activity. For us, the real worry is that these models, if they continue to reduce the value recruiters provide, will commoditise our industry, where price becomes the only differentiator. Also, some of these intermediaries have introduced contractual terms such as pay-when-paid, which are making it more difficult for smaller agencies to get access to finance. So what’s the role of the trade Association as these fundamental shifts take place in our market? Firstly, it is to educate all parties in the process that only a sustainable model will work for all in the long term. We have created a special group of these intermediaries so we can have a dialogue and we are working with them on a specific code of conduct. Many have also removed the worst contractual

terms. We are also spending a growing amount of our time talking to HR and procurement professionals so that we can get our message across that while we can all see some of the benefits for them, they need to ensure that the good smaller agencies are nurtured and supported. We have also researched the managed service provider market and trends so we can track the changes and again use this to educate and influence. Here in the UK, we have greater use of flexible working than anywhere else in the world. Nearly five per cent (over 1.3 million temps every single week) of all employment is temporary. This has greatly contributed to unemployment only peaking at 2.5 million or eight per cent – over a million less than was predicted by all forecasters. The REC highlights that the depth and breadth of the recruitment industry with a high density of niche professional recruiters is a significant factor in our flexible labour market working so well. Hence the need to work with all parties concerned so that we don’t damage one of our few huge international competitive advantages by being too short termist. There may be a few lessons in here for the RCSA and your market. I would be keen to hear from you at my email address which is kevin.green@rec.uk.com.

FO CU S: I N N OVAT I O N

A voice on the global stage Steve Shepherd MRCSA (Life) and Immediate Past President, is the RCSAâ&#x20AC;&#x2122;s representative with Ciett and a member of the Ciett Board. He explains the importance of the relationship.

first met with the President of the International Confederation of Employment Agents (Ciett) while on a business trip to Europe in 2009. The aim of the meeting was to establish dialogue between RCSA and Ciett and learn from their experience in establishing a position of strong political influence within the European community.

Ciett was founded in 1967 with the aim of representing the interests of private employment agents around the world. Headquartered in Brussels, Ciett is recognised by international bodies such as the European Union and the International Labour Organisation (ILO) and is regularly consulted in relation to issues that impact on employment. Ciettâ&#x20AC;&#x2122;s mission is to seek greater recognition for the contribution private employment agencies make to a fully functioning labour market in the areas of job creation, access, and integration into the labour market of diverse groups of workers and economic growth and as a result they have been very effective in gaining recognition for our industry with legislators and key political decision makers. Through our meeting I was able to share the experiences of the RCSA in Australia and New Zealand and hear about the tactics they had deployed to establish their position. In May 2010, I was invited to join the Ciett Board to represent the interests of our members in Australia and New Zealand. Through this Association the RCSA has been able to gain valuable insight in to strategy and tactics that have helped shape our thinking and our position in relation to our strategic plan. It has also been extremely useful as we develop our tactical approach to political position to gain insights and learn from the experiences of Ciett Board Members from Europe, North and South America and Asia. Another key benefit arising from our association with Ciett has been the access

we have gained to comprehensive research they have conducted around the world and more recently we have also had the opportunity to participate in global research being undertaken by Boston Consulting on behalf of Ciett to create an international fact base on the positive impact of staffing agency work. The aim of this research is to provide a view of the global temporary employment market and the contribution our members market to a functioning labour market, our role as labour market intermediaries and developers, our impact on national economies and compare the benefits gained by temporary workers when compared to other forms of employment. This research will be released later this year. Our participation in this will enable us to benchmark Australia and New Zealand against the leading economies around the world and be able to show clear comparisons that will support our conversations with governments, employer and employee organisations in the region. Our involvement with Ciett has not all been one way: many of the member countries are keen to learn about our experiences in working directly with and in the public sector â&#x20AC;&#x201C; particularly as a number of these countries are now looking more closely at these issues as they look to ways to reduce unemployment while maintaining employment flexibility. I look forward to sharing the results of the global research with you later in the year.

June 2011

FO CU S: I N N OVAT I O N

AMRANZ PROFILE:

World’s first national registration scheme protects Australian patients One in twenty Australian workers is a registered health practitioner and is directly affected by AHPRA – the Australian Health Practitioner Regulation Agency. AHPRA CEO Martin Fletcher explains the importance of the new scheme.

Martin Fletcher, AHPRA CEO

RCSA JOURNAL

ustralia has introduced the world’s first national registration scheme regulating health practitioners in ten professions, underpinned by a nationally consistent law. This scheme came into effect on 1 July 2010. The National Registration and Accreditation Scheme (the National Scheme) has patient safety at its heart and regulates the practice of more than 528,000 health practitioners in eight jurisdictions. The scope and ambition of the National Scheme is wide-reaching. One in forty Australians (or one in twenty Australian workers) are registered health practitioners and are directly affected. All of us are indirectly affected through consistent national standards for health practitioners with patient and public safety at their heart and greater transparency and accountability in health practitioner regulation. The vision of national registration began with a 2005 Council of Australian Government (COAG) initiative to examine issues affecting the health workforce, including supply and demand. In 2008, COAG signed an intergovernmental agreement to establish the National Scheme, with a start date of July 2010. The National Scheme aims to maintain professional standards and patient safety while addressing workforce pressures faced by the Australian health system. The underpinning principles are flexibility, responsiveness, sustainability, mobility and administrative efficiency. These are all crucial factors to working effectively in Australia, with its geographic spread, urban/rural mix and multicultural population. The National Scheme promises benefits to the community, practitioners and the profession including: 1. Mobility: practitioners with general and specialist registration can register once and practise in any state or territory in Australia. 2. Uniformity: there are consistent, national standards in registration and professional practice for each profession. 3. Efficiency: before national registration was introduced, registration of health practitioners in Australia involved 85

separate health practitioner boards, more than 65 different pieces of legislation, eight separate state and territory regulatory systems and more than one million names and addresses spread across 42 databases. The new National Scheme meant “red tape” associated with registration and notifications will be reduced over time, processes will be streamlined and there will be considerable efficiencies of scale. 4. Collaboration: professions can share, learn and understand innovation and good regulatory practice. 5. Transparency: the National Registers of Practitioners provide online, publiclyavailable information about all registered health practitioners, including current conditions on practice (except healthrelated conditions). The National Law established ten National Boards regulating practice in the professions of chiropractic, dental, medicine, nursing and midwifery, optometry, osteopathy, pharmacy, physiotherapy, podiatry and psychology. The role of the National Boards is to protect the public by: • registering health practitioners and students • developing standards, codes and guidelines for the health professions • investigating notifications and complaints, noting that NSW has retained its own system for dealing with notifications. • conducting panel hearings and referring serious matters to Tribunal hearings • assessing health practitioners who trained overseas and who wish to practise in Australia (in conjunction with accredited authorities also recognised under the National Scheme) and • approving accreditation standards and accredited courses of study (in conjunction with accreditation authorities). The National Law established the Australian Health Practitioner Regulation Agency (AHPRA), which supports the National Boards in protecting the public. The Boards and AHPRA work together to implement the National Scheme.

FO CU S: I N N OVAT I O N

AHPRA transferred close to half a million registered health practitioners to the National Registers of Practitioners which were published online at www.ahpra.gov.au on 1 July 2010. This involved consolidating more than one million names and addresses across 42 state and territory databases into a single, national, publicly-available Register which is now available for patients, practitioners, employers and educators. Since the start of the scheme, AHPRA has renewed the registration of more than 370,000 health practitioners, more than seventy per cent of them online. This is a considerable efficiency on previous paperbased systems. Further uptake of online services is expected over time as practitioners increasingly take advantage of the benefits of online services. AHPRA has registered almost 38,000 health practitioners new to practice in Australia since 1 July 2010 and there has been an increase of almost 13,000 in the Australian health workforce. AHPRA has also established a Register of Students in March 2011, with 75,000 students registered nationally for the first time. Implementing such ambitious and complex change has required AHPRA and

health practitioners to adapt swiftly to a new environment by: • New ways of doing things: encouraging registrants to change from often paperbased registration processes to online practices – at the same time as significant new registration requirements have been introduced – has required significant communications and information support. • Better response systems: an overwhelming response to the introduction of the National Scheme triggered AHPRA to review its centralised customer service model and instead embed local customer service teams in each state and territory – resulting in ninety per cent of calls answered within four minutes and between seventy per cent and ninety per cent of email inquiries answered within 48 hours, in line with sector benchmarks. • Mobilising employers: increased services for employers enables them to bulk-check employees’ registration status online and • Harnessing the web: increasing uptake of online capacity supported expanding services, including the ability for practitioners to check their applications to renew registration had been received, allowing them to continue practising while

applications are processed. This service will soon be expanded to allow new applicants to track progress of their application for registration to practise in Australia for the first time. AHPRA will continue to improve the services it provides to Australia’s half-millionplus health practitioners. Through these services, Australians will continue to enjoy the benefits of a mobile, efficient and collaborative health workforce, which meets uniform and transparent standards of practice. These benefits will continue to assure all Australians that their safety is at the heart of the national registration and accreditation scheme. AHPRA is committed to realising the full potential of the National Registration and Accreditation Scheme. I believe the best way to unlock the benefits of national registration is to work closely in partnership with our stakeholders such as recruitment consultants towards this common goal. I look forward to ongoing collaboration and partnership. For more information, visit www.ahpra.gov.au. To lodge an online enquiry form, go to Contact Us. For registration enquiries: 1300 419 495 (within Australia) +61 7 3666 4911 (overseas callers).

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June 2011

FO CU S: I N N OVAT I O N

AANRA Member Survey results – member agencies delivering care The first AANRA Member survey has found that AANRA Member agencies deliver in excess of 180,000 hours of care per week in healthcare facilities across Australia.

Alan Bell APRCSA, AANRA Chair

he survey was completed by fifty Members of the Australian Association of Nursing Recruitment Agencies (AANRA), a special member group of the RCSA, which represents the interests of nursing recruitment agencies in Australia and New Zealand. “This survey is significant as it is the first time AANRA has taken a snapshot of the nursing recruitment industry through its Members,” said AANRA Chair Alan Bell. “Nursing accounts for approximately 65 per cent of those hours of care with Aged Care and Home and Community Care representing a further 46,000 hours of care per week.” In providing context to the survey results, AANRA Deputy Chair Graham Bower noted that in the case of the Aged and Home and Community Care sectors (45,000 hours of care) an average assignment is one to two hours in duration meaning agency staff and AANRA member agencies co-ordinate and deliver on average 30,000 contacts per week to home based clients1. Healthcare staff continue to be in high demand due to an increasing demand for healthcare services from an ageing society and a healthcare workforce of qualified nursing staff in acute and specialist areas that is growing slower than the demand for services. Other key findings from the survey include: 1 AANRA Members Survey 2011 (based on average 1.5 hours per client contact)

Hon David Davis, Victorian Minister for Health and Ageing, addresses members at the AANRA Professional Development Series

• AANRA member agencies employ over 3,000 FTE staff as allocators, recruitment consultants and in administrative duties within agencies. • A majority of respondents come from a nursing background having trained as a registered or enrolled nurse. • Aged Care and Disability Care are identified by respondents as two areas they consider will experience the most growth in the coming two years. AANRA Council has determined to conduct future Member Surveys on an annual basis.

Advertise in the RCSA Journal You can reach owners, managers and consultants in the recruitment industry across Australia and New Zealand through the RCSA Journal. Contact Julie Morrison, RCSA Manager Marketing & Communications for information: jmorrison@rcsa.com.au or call 1300 727 504

RCSA JOURNAL

FO CU S: I N N OVAT I O N

RCSA PEARL Program – up and running!

he recently-launched RCSA PEARL program has been a huge success with the inaugural Emerging and Aspiring Recruitment Leader Award presented to Peter Bateson of Robert Walters NSW at the Gala Ball last month (see page 12). The PEARL Program (Program for Emerging and Aspiring Recruitment Leaders) is being developed to help young professionals connect with the RCSA, each other, and collectively to further develop the skills that will help them be more successful and valuable to their employers and ultimately themselves. Reactions have been extremely positive and committees have now been formed in

Professional Emerging & Aspiring Recruitment Leaders Are you interested in being an industry MENTOR?

Victoria, New South Wales, Queensland and Western Australia with other states forming soon. Committee members are all either Accredited Professional Recruiters (APR) or work for a member company and they have provided advice and expertise on appropriate workshops, programs and events relevant to this sector. To date, programs are in place with Northern Melbourne Institute of TAFE (NMIT), the Australian Institute of Management and the Maura Fay Group.

• Are you keen to be an advisor and facilitator? • Are you prepared to support and act as a safety net? • Would you like to learn the skills of a coach? • Are you a RCSA Member?

Do you want to be a MENTEE? • Would you like to gain a different Professional Emerging & Aspiring Recruitment Leaders and objective view on issues?

• Are you interested in having an experienced sounding board?

Mentoring

• And to learn from others from within the industry?

“We’re also delighted to announce that PEARL is launching a national Mentoring Program in July,” says Co-ordinator of the PEARL Program, Claudia Gray.

For more information, go to the RCSA website or contact Claudia Gray cgray@rcsa.com.au.

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BUSINESS MANAGEMENT ISSUES

Update: Regulations and other matters affecting the recruitment sector The Fair Work Act and Modern Award system has now been in place for almost 18 months, Division 2B State Awards are phasing out, a new national model Health and Safety Act is to be introduced, equal remuneration cases for the Social, Community and Disability Services (SACS) industry are being heard, casual to permanent conversion confusion and cases are continuing to hit the courts, changing how businesses employ and terminate staff – the following update aims to summarise what is affecting the industry.

Annual Wage Review 2010-2011 The 2010-2011 review is due for consideration in the coming weeks. There is a number of submissions which have been presented by both union and employer groups outlining their particular view and any specific industry based considerations that should be made during the hearing. These are available to view at www.fwa.gov.au. There are also statistical reports available which will also be used in determining if and by how much a wage increment will be.

Equal Remuneration Case A hearing on May 16 2011, focused predominately on the SACS industry throughout Australia. The hearing discussed if, due to the female domination and generally female characterisation of work

in this industry, whether the inequality in remuneration was due to gender inequality or other industry-based factors. No determination was made and a further hearing will take place in August 2011.

Model Work Health and Safety Act The Australian government has developed a model Work, Health and Safety Act through its national health and safety body WorkSafe Australia, to oversee one of its priority areas for reform – that is, moving towards one set of health and safety laws throughout Australia. Although there are many similarities between how the states create and monitor safety, the new model Act, Regulations and Codes of Practice for Work, Health and Safety, requires each state and territory to pass its own laws that mirror the model’s laws and adopt them

Verify Your Candidates Increasingly candidates are tailoring their resumes to promote themselves favourably to you in a competitive labour market. You can now validate who they really are and that they have the skills, experience and qualifications stated. Verify, the RCSA Premium Supporter in candidate and staff background verification, can assist you reduce your risk in candidate placement. • The most extensive range of checks from criminal record, credit history, qualifications, on-line psych assessment to employment medicals. • Guaranteed low cost and fastest turnaround times in the industry. We strive to uphold your professional image and care for your candidates. Call 1800 009 956 or visit www.verifycv.com.au Australia | United Kingdom | South Africa | SE Asia | New Zealand | Canada | North America

RCSA JOURNAL

by December 2011. Transition principles have also been outlined and further information is available at www.worksafeaustralia.gov.au.

Modern Award Resources The Shared Industry Assistance Projects (SIAP) grant program has developed a range of modern award resources aimed at providing some clarity around specific industry awards. These resources have been jointly developed by the Fair Work Ombudsman and employer organisations. Access to the guides and resources is available at www.fairwork.gov.au.

Division 2B State Awards Transition to the Modern Award System On 1 January 2010 all states (except Victoria – who had already done so – and WA, who have not agreed to), referred their workplace relations powers to the federal government. State-based awards which were in place at

the time were referred to as Division 2B State Awards and continued to exist despite the introduction of the modern award system. From 1 February 2011, those employers still acting under a Division 2B State Award are now required to comply with all pay and conditions within the modern award including any transitional provisions.

Sham contracting The Fair Work Ombudsman is continuing to target industries to uncover incidents of “sham contracting” – that is, when an independent contractor relationship is entered into (rather than an employee/ employer relationship) as a means of avoiding pay and/or condition requirements under an award or the Fair Work Act. The cleaning, building and construction and hospitality (particularly fast food) industries have already been targeted.

Termination, Unfair Dismissal and Adverse Action Termination of employment and unfair dismissal claims continue to appear in courts. Success and/or mitigation of costs often seems to be around documentation and procedural fairness. There is also an increasing appearance of Adverse Action claims in the courts and businesses should be very aware of the differences between unfair dismissal and Adverse Action, particularly due to a greater group of personnel being able to claim, including probationary staff and even contractors. If you would like to read the ABCC inquiry discussion paper and provide input into the RCSA submission, you are invited to contact RCSA Business Solutions at bussolutions@rcsa.com.au. Article by Wendy Jeffery-Lonnie, Stratecom Workforce Management Consultant.

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23 TM

BUSINESS MANAGEMENT ISSUES

Data quality – a key to recruitment genius? Privacy requirements in Australia and New Zealand provide a very valuable means of ensuring you are protected against many of the risks that might arise from the collection, use or disclosure of poor candidate data. Andrew Wood Hon MRCSA (Life) looks at the pitfalls.

ou could probably consider yourself to be a “recruitment genius” if most of the time you could be reasonably certain that the information that you collected, used or disclosed about your candidates was sound! Privacy requirements in Australia and New Zealand cast quite a heavy onus on you to achieve that very result; but in doing so, they also provide a very valuable means of ensuring that you are protected against many of the risks that might arise from the collection, use or disclosure of poor candidate data. Legal risks could include risks of unlawful discrimination, negligence, defamation, misleading conduct, breach of contract or breach of consumer guarantee. Business and professional risks arising from poor quality service and or unprofessional conduct might also be avoided by diligent attention to quality of the data that you collect, use or disclose. Let’s have a look at how the NPPs and NZ Privacy Principles address these requirements1. A comparison is set out in the table below.

Australia An organisation must take reasonable steps to make sure that the personal information it collects, uses or discloses is accurate, complete and up-to-date.

New Zealand Andrew Wood Hon MRCSA (Life), Barrister

An agency that holds personal information shall not use that information without taking such steps (if any) as are, in the circumstances, reasonable to ensure that, having regard to the purpose for which the information is proposed to be used, the information is accurate, up to date, complete, relevant, and not misleading.

You can see that there are some subtle differences. In Australia, the data quality principle applies to any information that you collect, use or disclose; whereas in New Zealand, it relates to information that you hold and use. That might not make a great difference; because, presumably, if you hold information – that implies that you have collected it; and, if you disclose information, 1. Australia NPP-3; New Zealand NZPP-8.

RCSA JOURNAL

you do so for a purpose – and that implies that you make some use of it. If you only collect information that is necessary for the proper performance of your tasks and functions (a requirement in both Australia and New Zealand), it is probably going to be “relevant”; and if it is “accurate, complete and up-to-date”, it is probably not going to be misleading. So, for all practical purposes, you can see that the data quality principles in Australia and New Zealand are very similar. Careful attention to the data quality principle in Australia and New Zealand, we think, is one of the keys to professional and ethical recruitment practice. Think about what it entails. The requirements of accuracy, currency, completeness, relevance and contextual truth (“not misleading”) must involve a degree of diligence on the part of the recruiter with regard to both the processes of collection (selection, filtering, validating, and assessing) and the processes of use and disclosure (evaluation, application, judgment). Diligence to that degree is one of the hallmarks of what it is to be professional. Where the imperative for it arises from an appreciation that the dignity and interests of candidates and clients are to be valued and preserved, we discover, perhaps, the basis of a respect for persons, which lies at the very core of the RCSA Code for Professional Conduct’s insistence that Members observe “… a high standard of ethics, probity and professional conduct which … extends to honesty, equity, integrity, [and] social … responsibility in all dealings”. So what can we say about data quality? A key to recruitment genius – possibly; a key to recruitment professionalism and ethical practice – certainly!

2 0 11 R C S A I N T E R N AT I O N A L C O N F E R E N C E

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his insurance is available for Professional indemnity professionals across a range of industries and covers the costs and insurance protects expenses of investigating, defending and professionals and their settling a legal claim, as well as any damages payable. Losing a claim against you can personal assets Would youbylike to createresult a competitive in enormous costsedge? and expenses. Some claims take more than five years to providing cover against Do you need to train to updated settle, leavingtechnology? a large bill for court costs and potential threats, such as legal expenses. Even whenplaces? successful, Is it time to try new or untapped market defending a claim can be costly. claimsIsforit alleged negligence General liability policies time to try something different that willspecifically add value to your business? and error in the performance exclude claims arising for breach of professional duty, particularly when there is a “Targetingservices. Innovation for Productivity” the 2011 Recruitment and Consulting of professional advice 2 0 1 1Association R C S A (RCSA) I N T E International RfeeNpaid A TforI such O NConference A L orCservice. ON FPure E R E N C through E Services will showcase financial loss liabilities are generally insurable Under the Australian Trade only under a specialist professional indemnity industry and business keynote speakers, workshops, knowledge exchange insurance policy. Practices Act, a professional and networking with industry peers and key business providers that Many professional indemnity claims come may also be held liable for Innovation is one of the key drivers of economic growth. many months or even years after a service has been provided to a client. As professional a mistake, even if the Ensure that youact know how to:policies expire when they are indemnity was not negligent. cancelled you may not be covered if the

»» Utilise new technology claim is made after you cancel the policy. You may have to keep your professional »» Increase productivity indemnity insurance current for several years »» Drive new business growth after you retire. This same issue also arises if you change »» Deliver improved commercial outcomes insurers. If you change insurers and someone »» Provide a competitive advantage makes a claim against you from a time when you were with your old insurance company, »» Improvise efficient management practices your new insurance company will not »» Develop fruitful engagementprotect with you. market andinsurance customers Your old company will also not protect you as your insurance will »» Increase staff engagement and lead to increased have expired. Be mindful of this when commitment and improved performance. changing insurance companies and ask your new insurer what provisions they have in the event of this occurring. If your immediate employee fails to See the Conference program on page 38. a proper qualification check on a perform candidate for permanent placement and that candidate makes a mistake or misappropriates funds, you could be sued by the client for negligence. OAMPS Professional indemnity insurance not only protects you and your immediate employees but also your on hired employees or contractors. The policy wording is broad giving you a greater cover. OAMPS is endorsed by the RCSA and has an outstanding claims service. Contact an OAMPS broker today on 1800 552 551, recruit@oamps.com.au or visit oamps.com.au/rcsa

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June 2011

BUSINESS MANAGEMENT ISSUES

Innovation, invention and ideas: what do we really want or need? What drives us to innovate? Is it our needs? And if needs are what drive us to innovate, then the key to business success is to keep identifying those needs, understanding them, and then responding to them, writes Dzu Huynh, Marketing and Communications Manager of RecruitmentSuper.

RCSA JOURNAL

ccording to the proverb, necessity is the mother of all invention. The saying is believed to come from Greek philosopher Plato, but there was no recorded publication of it until the 17th century. Since then, however, we have been enthusiastic about inventing things. In fact, in today’s hyper-fast world, it seems that new inventions and ideas appear on a daily basis. As a result, we are changing the way we consume and interact all the time. Just think, ten years ago, we’d never heard of “friending” someone on a website. In fact, the verb didn’t even exist. However, it’s just one more dimension to a very old concept – personal relationships. For inventions to stick they need to meet a particular need – or want. Sometimes no one (except the inventor) realised they needed it. Did you ever think, “Gee, I’d like a 140-word update on what my favourite celebrity is doing at this moment”? Well, the Twitter guys guessed that you might. New technologies have also changed how we satisfy our needs – for example, how we search for, process and use information. The internet means we now have access to lots of different things, and can look them up at any time. In fact, there are almost 3.7 million topics covered in Wikipedia – and that’s just in English. However, it doesn’t mean we know anything about those things in any great detail. We like headlines and soundbites – but dig deeper, and very few Australians could provide an in-depth explanation of a carbon tax versus an emissions trading scheme. Necessity is an interesting word in itself, when it comes to inventions. What’s “needed”, and what is simply “nice-to-have”? Nowhere is this confusion between needs and wants more apparent than in the humble automobile. In simpler days, the cigarette lighter was an innovation to suit a particular need. Then we wanted a vanity mirror for the passenger, and next came the ubiquitous cup holder. Now, the ever-more-mobile modern driver needs heated massage seats, in cars that work by voice command – what will we “need” next?

Recruitment has not been immune to this ever-flowing tide of innovation, and these changes have fundamentally transformed our needs, wants and expectations. Job ads in newspapers have given way to online job boards, index cards have been replaced by CRM databases, and a Google search is now the ultimate reference-checking tool – for both candidates and employers. In theory, these inventions make life easier, but have also created the vehicle for all parties to find, research and apply faster, and at a greater volume. It’s up to every consultant to find a balance between using technology and nurturing relationships the old-fashioned way. If needs are what drive us to innovate, then the key to business success is to keep identifying those needs, understanding them, and then responding to them. It’s no different for super funds. RecruitmentSuper is always looking for new ways to connect with members and make their lives a little easier. We do this by talking to members, conducting research and ensuring we are up to date with industry best practice. But even when we focus on new initiatives, such as our revamped website, we know that it’s not all about the technology or the gadgets. We will always be committed to personal service and strong relationships. And that’s the thing about invention. No matter how shiny and new some things look, there are always things we want to hold onto. Some people will always prefer a phone call over an email, or a real book over an e-book. But I can’t think of anyone who doesn’t love a good cup holder in their car.

BUSINESS MANAGEMENT ISSUES

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BUSINESS MANAGEMENT ISSUES

RIB third quarter results: perm placements equal to pre-GFC peak Reporting the facts. Each quarter the RCSA Journal provides current facts and figures from the Recruitment Industry Benchmark Report (RIB Report). Selecting from their “Top 20 Business Performance Indicators”, we’ll share factual data on what’s being achieved. Tracking trends in real time, the benchmark report processes data from 100+ recruitment firms each month, measuring a range of performance

Rib Report – Average (of 102 Firms)

indicators, with the combined results determining the monthly RIB Average. This issue puts the focus on Temp and Perm performance activity during the July 2010 to March 2011 period compared to the same period in 2009-10. Insert your data in the table to find out how your results compare.

Ordinary

What is the RIB Average? The RIB Average is the absolute average of the performance of firms participating in the benchmark report. July 2010 to March 2011 • Strong improvements in the Perm market continue with record high placements in March 2011 with growth of 144% on the last year to date. • Record volume of Temp & Contract Hours processed for a review period with growth of 116% on previous year to date. • RIB participant Gross Profit for the nine months sets a new RIB record high for any nine – month period since the commencement of the RIB Report.

Great

Outstanding

What defines Ordinary performers?

What defines Great performers?

What defines Outstanding performers?

An Ordinary result is achieved by the majority. Ordinary performers usually meet expectations but rarely exceed them. July 2010 to March 2011 • The RIB Average Perm Fee is $6,800 year to date, down from $7,300 last year. Year to date Perm Sales are up 134% on last year. • Year to date Temp Avg GP Per Hour has fallen in value by 5% compared to the prior year. • Temp GP as a % of Sales has slipped from 16.2% last year to 14.4% year to date.

They recognise what they’re good at and keep refining the niche and their specialisations. July 2010 to March 2011 • Great performers have lifted Perm Placements by 191% to 240%. These results are a strong indicator that market conditions are continuing to improve. • The RIB Average Total Gross Profit (for Temp + Perm) is up 121% on last year. • Firms that are having a great year were able to achieve Total Gross Profit growth of 143% to 175%.

Outstanding performers are the top 10% of participants. They achieve the best results in most RIB sectors. July 2010 to March 2011 • Outstanding performers grew Perm Placements by 241% or more on the year to date. • They also achieved 196% or more increase in Temp/ Contract Sales year to date. • Their Total Gross Profit year to date is up by more than 176% and • Year to date Gross Profit Per Person (in the business) is in excess of $251K.

Benchmark Performance Ranges July 2010 to March 2011 results compared to July 2009 to March 2010 – how do you compare? Compared to 2009

RIB Average Actual

Ordinary Performance

Great Performance

Outstanding Performance

Temp/Contract Sales

Up 127%

100% to 155%

156% to 195%

196% Plus

Temp/Contract Hours Processed

Up 119%

100% to 138%

139% to 165%

166% Plus

Temp/Contract GP as a % of Sales

14.4% Ytd down from 16.2% in 09/10

10% to 18%

19% to 23%

24% Plus

Perm Placements Number Invoiced

Up 144%

100% to 190%

191% to 240%

241% Plus

Perm Sales Volume

Up 134%

100% to 170%

171% to 200%

201% Plus

Perm Average Placement Fee

Down 7% at $6,800

$4,000 to $9,600

$9,700 to $14,000

$14,000 Plus

RIB Report comment by Nigel Harse, email: info@ribreport.com.au, www.ribreport.com.au.

RCSA JOURNAL

BUSINESS MANAGEMENT ISSUES

Protect your companyâ&#x20AC;&#x2122;s future P Professional indemnity insurance protects professionals and their personal assets by providing cover against potential threats, such as claims for alleged negligence and error in the performance of professional services. Under the Australian Trade Practices Act, a professional may also be held liable for a mistake, even if the act was not negligent.

rofessional indemnity insurance is available for professionals across a range of industries and covers the costs and expenses of investigating, defending and settling a legal claim, as well as any damages payable. Losing a claim against you can result in enormous costs and expenses. Some claims take more than five years to settle, leaving a large bill for court costs and legal expenses. Even when successful, defending a claim can be costly. General liability policies specifically exclude claims arising for breach of professional duty, particularly when there is a fee paid for such advice or service. Pure financial loss liabilities are generally insurable only under a specialist professional indemnity insurance policy. Many professional indemnity claims come many months or even years after a service has been provided to a client. As professional indemnity policies expire when they are cancelled you may not be covered if the claim is made after you cancel the policy. You may have to keep your professional indemnity insurance current for several years after you retire. This same issue also arises if you change insurers. If you change insurers and someone makes a claim against you from a time when you were with your old insurance company, your new insurance company will not protect you. Your old insurance company will also not protect you as your insurance will have expired. Be mindful of this when changing insurance companies and ask your new insurer what provisions they have in the event of this occurring. If your immediate employee fails to perform a proper qualification check on a candidate for permanent placement and that candidate makes a mistake, or for example, misappropriates funds, you could be sued by the client for negligence.

Losing a claim against you can result in enormous costs and expenses.

OAMPS Professional indemnity insurance not only protects you and your immediate employees but also your on-hired employees or contractors. The policy wording is broad giving you a greater cover. OAMPS is endorsed by the RCSA and has an outstanding claims service. Contact an OAMPS broker today on 1800 552 551, recruit@oamps.com.au or visit oamps.com.au/rcsa

June 2011

MARKETING

Publish and educate to build profile, credibility and win new clients Why do so few recruiters self-publish and demonstrate their knowledge and views about their market? Why do clients call you and not someone else, asks Ross Clennett. Do the clients’ demands and price drive the transaction, or does your known expertise, excellent service and quality outcomes, ensure your clients choose you first?

Ross Clennett APRCSA

RCSA JOURNAL

I recently completed hosting duties for the RCSA May 2011 breakfast series that launched Nicholas Beames’s book Different Thinking. Breakfasts were held in Perth, Melbourne, Sydney and Brisbane and in each city I had the chance to chat to a number of recruiters about a range of topics. In each city there was one topic raised with me constantly; my free weekly newsletter/ blog, InSight. The general feedback was consistent: recruiters appreciated the range of information I provide each week and my willingness to take a stand on issues of importance to them. I produce this newsletter/ blog with a self-serving goal: to demonstrate my knowledge, make my views and philosophies about recruitment and the recruitment industry well known, be viewed as credible and, consequently to generate greater demand for my paid services, both live and online. No doubt my approach generates the opposite response in some recruiters (“Now I know the way Ross sees recruitment I would never use him.”) but overall, after 180-plus articles and blogs, it’s an approach that is working for me. Why don’t more recruiters do the same? I mean why do so few recruiters selfpublish and demonstrate their knowledge and views about their market? Jonathan Rice, of New Zealand rec-to-rec firm, Rice Consulting, is an excellent example of how it can be done really well. His weekly blog The Whiteboard is compulsory reading for me. Recruiters often lose sight of how much knowledge and expertise they actually possess about talent in their niche market, and recruitment, generally. The value a client places on this expertise depends upon whether they see the recruiter as a McDonald’s recruiter (order taker) or a McKinsey recruiter (consultant) In other words, do the clients’ demands and price drive the transaction, or does your known expertise, excellent service and quality outcomes, ensure you are chosen first by clients?

Effectively educating clients provides two major benefits to the recruiter: • communicating and establishing your expertise, ahead of any competitors • assisting with the management of client expectations. Recruiters are in the market for talent every minute of every working day (and many non-working days) and very quickly gain significant, valuable, knowledge.

A matter of experience? What holds many recruiters back from being more confident in displaying and communicating their knowledge, is that they perceive themselves to be inexperienced and therefore lacking knowledge and credibility. Consider this, with only six months recruitment experience (approximately one thousand hours at the recruitment coalface), a recruiter has more relevant recruitment experience than a client who spends half a day per week, every week for five years, on recruitment. Also consider that clients have the disadvantage of only having a view of the market from inside their own organisation. They have no capacity to have an independent, objective view. In other words, they are inside looking out, whereas a recruiter is outside, looking in. Critically, this market knowledge the recruiter possesses makes little difference to the recruiter/client relationship unless this knowledge is used to effectively educate clients. Carol Mahoney, Vice-President of Talent Acquisition at Yahoo! in California, said at the Australasian Talent Conference in April 2008, that the market information (about such things as salaries and benefits, jobs on offer, candidate supply, competitor plans re growth or down-sizing) that her recruitment team gained through their daily activities was recognised by the Yahoo! Executive Leadership Team (ELT) as so valuable that the ELT requested weekly updates. In his closing presentation at the same

marketing

Australasian Talent Conference, US recruitment expert, Kevin Wheeler, said that as recruiters, we risk being left behind if we pigeon-hole ourselves solely as recruitment experts. We have an opportunity and a need to extend our expertise more broadly. The areas of expert knowledge that clients are most interested in are: 1. the availability of relevant talent 2. what remuneration and benefits are necessary to recruit the best talent 3. what strategies are most effective in retaining the best talent 4. what competitors (of the client) are doing in the area of talent attraction, recruitment and retention 5. articles or books on relevant talent issues. Your expertise and more critically, the way

you communicate this expertise, has the potential to create a clear difference between you and your competitors and give the client a genuine reason not to select a recruiter based on the lowest fee, as is too often the case. Modern branding, a sharp website, the latest you-beaut database and slick business cards, might be impressive on the surface but what makes a real impact with a client is expert market knowledge that is directly relevant to the talent issues they are grappling with right now. How valuable is your independent expert knowledge? More importantly, how effectively are you using it to educate your clients?

Ross Clennett APRCSA, has been a regular contributor to RCSA publications and professional development events since 2005. He runs Australia’s only online training and professional development membership site for recruitment company owners, managers and recruiters. For more information or to subscribe to Ross’ weekly newsletter, InSight, please visit www.rossclennett.com

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marketing

Book reviews Different Thinking: 20 Inspirational Leaders By Nicholas Beames Published by Astute Corporation Pty Ltd. RRP: $32.95 Inc. GST

A Faster Future: The Future of Broadband: What it Means for Business, Society and You By Brad Howarth and Janelle Ledwidge RRP: $33 Inc. GST

Nicholas Beames’ new book provides “lessons, tips and inspiration from twenty of our most successful, inspiring and astute recruiters”. The first book of this type, First Interview by Tony Hall, was published 11 years ago and now Different Thinking provides and fresh and timely update of advice from industry leaders and rising stars. As you’d expect, the people Nicholas interviewed are a formidable galaxy of industry luminaries: Andrew Aston, Andrew Banks, Andrew Staite, Luke Henningsen, Dalia Klien, Giles Keay, David Marriot, Graham Jenkins MRCSA (Life), Greg Savage MRCSA (Life), Ian Hamilton FRCSA, Jo Burston, John McCluskey, Mary Dowrick APRCSA, Natalie Piro, Neil Colquhoun, Nick Waterworth, Paul Lyons, Rebecca Wallace, Rosemary Scott FRCSA (Life), Sally Mlikota APRCSA, Sam De Longis, Sean Blanche and Tony Cooke. Nicholas himself came from a background in finance recruitment, building his first business into Astute People which is “an award-winning provider of business critical HR software and outsourced payroll services for the recruitment industry”. He says that through Different Thinking he hopes to help people through the industry find their own particular path and way of understanding what their future in the industry could be. Different Thinking has featured at RCSA Breakfast events in Sydney and Melbourne. The book is available through www.differentthinking.com.au

A Faster Future gathers the wisdom of many of the world’s leading thinkers on broadband applications and services and explores the impact these services will have on business, society and individuals. Australian authors Brad Howarth and Janelle Ledwidge spent 18 months researching the future evolution of broadband services. A Faster Future interviews more than one hundred of the world’s thought leaders, business executives, researchers and entrepreneurs, including Vint Cerf – Father of the Internet and Chief Internet Evangelist at Google, Seth Godin – bestselling author and marketing guru, Marc Benioff – Founder and Chief Executive Officer of Salesforce.com, Håkan Eriksson – Chief Technology Officer of Ericsson and Hugh Bradlow – Chief Technology Officer at Telstra. The book has been written to be accessible to a broad range of readers, and will appeal even to a novice Internet user. Brad Howarth is a freelance journalist, author and speaker covering the technology and marketing industries. Brad has been IT editor and marketing editor for BRW and is also the author of Innovation and Emerging Markets, a study of the path to commercialisation for Australian technology start-ups. Janelle Ledwidge is a professional coach, communications practitioner and digital media industry specialist. A Faster Future has featured at RCSA Events in both Sydney and Melbourne. The book is available through the website www.afasterfuture.com

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RCSA JOURNAL

The People, The Products, The Capacity.

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Association news

Business Solutions resources RCSA Business Solutions has been developed for Corporate Members as an ongoing commitment to assist members with business best practice. There is a comprehensive range of resource materials available on the web page and also via our rapid response free email service. • There are 47 free templates for Corporate Members, 26 Australian and 21 New Zealand. • There are 304 free guidance notes and memos for Corporate Members, 284 Australian and 13 New Zealand. • These are heavily discounted for members: 47 templates, and seven Modern Award files and WebinRs. In a dynamic table on the Business Solutions web page you can search on these categories for your business needs: • business management (43 files) • immigration (16) • occupational health & safety (55) • professional practice compliance (79) • taxation (five) • workplace relations (18). Formats include templates and forms (95), guidance notes and memos (311) and include professional knowledge, references, readings, policy, procedures, legislative requirements, awards, contracts and agreements, letters and notices, checklists and questionnaires, and WebinRs (real time).

Sub categories include: • checklists (4 files) • contract management and client service agreements (33) • EEO including discrimination and harassment (44) • employment (56) • Fair Work Australia (62) • hold harmless (1) • immigration (18) • independent contracting (5) • insurance (9) • IT, health and engineering (1) • legislation – including licencing (5) • modern awards (28) • payroll tax (3) • privacy and confidentiality (15) • professional practice (28) • record keeping (4) • reference checking (7) • superannuation (6) • taxation (1) • work health and safety (formerly OHS) (62) • workers’ compensation (10).

How to access Business Solutions resources: For member access to free files 1. Go to www.rcsa.com.au 2. log on in the top right hand corner 3. go to Tools and Resources 4. RCSA Business Solutions 5. Free Templates and Business Resources 6. Search as per instructions on that page 7. Click on FREE hyperlink to access that file.

For a list of all files – free and ones to purchase:

1. Got to www.rcsa.com.au 2. Tools and Resources 3. RCSA Business Solutions 4. All Templates and Business Resources 5. Search as per instructions on that page – you can export the whole list if you like 6. Download a form on the same page to order ones that have to be purchased.

Rapid response email support RCSA has a team of Business Solutions supporters who assist with answering questions. Corporate Members have access to FREE basic email advice on most legislative, compliance and business issues and can also access the services of the Business Solutions providers at special rates. Email bussolutions@ rcsa.com.au and your question will be forwarded to the most appropriate provider. This is an email service only – same day, within 24 hours!

Do you have a suggestion for a new Business Solutions template? Please let us know if there is something missing and we will get our team of experts to develop a solution to your problem. For any Business Solutions enquiries please contact bussolutions@rcsa.com.au

And there’s more… Code related resources Did you know there are 29 free Code related templates, WebinRs and training files on the Code Resources page? Learning Centre resources On the Learning Centre page you will find 49 heavily discounted WebinR recordings on various topics.

Tel: 02 9279 4415 Web: www.voyager-software.com.au Email: sales@voyager-software.com.au

June 2011

Association news

The benefits of Corporate membership RCSA Corporate membership is your commitment to professionalism. Here are some of the many benefits. RCSA Corporate membership: • demonstrates your company’s commitment to professional standards and accountability • tells clients, candidates and stakeholders that the company is bound by the Code for Professional Conduct and subject to disciplinary procedures if it should breach the Code • solidifies your brand and increases your company’s credibility with clients, so you can retain business and win new accounts • signals that you are committed to excellence for everyone in your organisation • builds customer confidence in your people • assists with training and qualifications for your staff to add extra credibility – a workforce committed to learning wins business and creates the competitive edge • helps you to attract and retain the best talent when integrated into your own human resources strategy • helps your staff members to grow and develop their careers • provides an opportunity to be recognised as a profession • opens doors to success.

1. Demonstrate your commitment to ethical practice and industry standards The Code for Professional Conduct. Authorised by the ACCC in Australia and recognised by the Commerce Commission in New Zealand, the Code demonstrates RCSA members’ commitment to the highest professional standards. RCSA provides free online Code training for members with Certificates provided on completion. Ethics Management. The RCSA Code is supported by the Disciplinary & Dispute Resolution Procedures and an Ethics Management system which is robust and respected.

RCSA JOURNAL

RCSA Service Delivery Standard. A rigorous benchmark for delivering excellent service to clients and candidates. RCSA Professional Accreditation Framework (PAF). RCSA’s individual membership framework supports industry professionalism and provides corporate members with a marketing edge. Corporate members can have their in-house training approved by RCSA and receive one year’s complimentary inaugural RCSA Individual Membership for your staff.

2. Access to business tools and resources through RCSA Business Solutions Free Templates and Business Resources. Approximately sixty Australian and New Zealand free templates for members only in the areas of business management, immigration, occupational health and safety, professional practice compliance, taxation and workplace relations. This number continues to grow as we develop solutions according to legislative and operational needs of our members. Discounted Templates and Business Resources. Approximately 340 heavily discounted templates, guidance notes and memos, categorised as per the above paragraph. These resources include policies, procedures, forms, contracts, management guides and checklists covering a wide range of workforce management and compliance practices that impact organisations operating in the recruitment sector. RCSA Business Solutions. Rapid response free email service Free quick answers to your questions, relating to any industry matter, answered within one business day or a phone call to ensure your concerns are addressed. Some past sample questions include: client service agreements, indemnity clauses, EBA coverage for on hire workers, terms of business, casual conversion clauses, award coverage, on hire contracts, and offer of employment. Do you have a question? RCSA Business Solutions has an answer.

3. Keep up to date with the latest news and information RCSA Journal. The premier quarterly recruitment industry publication. RCSA Newshub. Monitor a wide range of sources to keep up to date with compliance, legislative, business and recruitment industry news. Receive the latest release of templates, guidance notes and memos from RCSA Business Solutions. Research and Statistics. Access to industry research and statistics.

4. Lobbying and advocacy Have your voice heard as RCSA’s lobbying team represents its members when policy decisions are being made by governments: • highlighting and solving industry and collective member problems by putting them on the agenda, confirming policy, recommending solutions and building support for action on both the problems and solutions • influencing the public interest through organised, systematic and intentional action to influence a particular process or outcome • influencing government policy and legislation by way of actions aimed at changing the policies, laws, positions and programs of the government and other institutions.

5. Build your member profile Member Directory Listing. Be listed in the members’ online directory on the web page as a RCSA Corporate Member. Declare your membership and ethical standards for all to see. Corporate member logo. Usage of the RCSA Corporate member logo: improve your reputation in the marketplace through your entitlement to use the RCSA member icon on your promotional and business collateral.

6. Education and events RCSA Learning Centre. Programs, workshops, seminars, events, conferences, networking, interactive webinRs (including free online Code training), e-learning, business briefings, leaders luncheons – professional development for all staff members. Members attend approximately 200 RCSA

Association news

Learning Centre and networking events per annum with up to 10,000 participants. Consultant Forum. For consultants looking to change the way they do business and implement new recruiting skills for maximum growth. RCSA Professional Emerging & Aspiring Recuitment Leaders Program (PEARL) Mentoring, networking and education programs designed to help build future industry leaders. Awards Program. Owned and run by the recruitment profession. The Awards provide an opportunity to celebrate achievements and significant contributions to the industry. Gala Ball. A night of networking with colleagues and friends, celebration and announcement of RCSA Awards winners. International Conference and Exhibition. Outstanding presenters and

Integrity assured.

program to develop your managers and leadership team, network with peers, refresh your thinking and re-energise staff.

7. Get your organisation connected and involved Join Specialist Member Groups. Opportunity to join specialist groups such as AMRANZ (Association of Medical Recruiters of Australia and New Zealand) and AANRA (Australian Association of Nursing Recruitment Agencies). Join Working Groups. Opportunity to join specialist working groups such as Safety & Risk Working Group, Workplace Relations Working Group and Independent Contracting Working Group Join Councils, Committees or Board. Opportunity to be part of a RCSA Council, Committee or Board.

8. RCSA business and lifestyle benefits RecruitmentSuper Strives to make your super payments hassle-free, while also providing services to your employees. We provide a number of services to employers including dedicated relationship managers, workplace education sessions, easy account access via employer/member online services, email newsletters and access to a clearing house facility for RecruitmentSuper default employers. OAMPS insurance provides a broad range of recruitment industry insurance solutions at discounted prices. Member Benefits Program. Travel, accommodation, box office, clothes, wine, flowers, gym, motor vehicles, finance and plenty more.

We’re passionate about recruitment. Everything we do is focussed on enabling recruiters to raise the quality of the recruitment process – with less effort than ever. It’s not about technology. It’s about people. And the more people use TRIS, the more the recruitment industry will thrive. Find out more on facilitating excellence at www.recruitmentsystems.com

Recruitment Systems Global Headquarters Canberra, Australia Phone: +61 2 6296 7777 Fax: +61 2 6296 7177 Email: info@recruitmentsystems.com.au

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June 2011 17/06/11 3:19 PM

Association news

Introduction: Professional Accreditation Framework The RCSA Professional Accreditation Framework (PAF) aligns individuals with recruitment career paths and provides public recognition of a member’s knowledge, skills, experience and commitment to continuing professional education. Individuals can apply for any level of membership, provided they meet the minimum criteria.

RCSA Corporate members who support the RCSA PAF are actively advancing the recruitment industry and building its standing as a true profession. The RCSA PAF provides a professional identity, competitive edge and credibility that clients look for in today’s professional market.

Levels and Criteria of Professional Membership Accredited Professional (APRCSA) Criteria There are 4 possible entry points to APRCSA: • Minimum 2 years’ recruitment industry experience (assessable via submission of CV); OR • Completion of a RCSA approved training/education program (list to be maintained by RCSA, external providers including corporate members can apply to have a course approved) (proof of completion of the course will be required); OR • Completion of a relevant minimum diploma qualification (eg business, human resources, psychology, law, health (proof of completion of the qualification will be required); OR • Completion of a minimum 25 RCSA CPE points over the previous 12 months. Points can come from the 6 learning activity types including: formal education, learning activities, conferences and seminars, presentations of papers, service to the profession and informal learning (assessed via submission of proof). (See CPE Guide for additional information) Member (MRCSA) Criteria • Minimum 3 years’ recruitment industry experience (assessed via submission of CV) and completion of a relevant undergraduate qualification (eg business, human resources, psychology, law, health) (proof of completion of qualification will be required); OR • Minimum 7 years’ relevant recruitment industry experience (assessed via submission of a CV). Fellow (FRCSA) Criteria • 7 years’ recruitment experience with a minimum of 2 years in a senior management/leadership role (assessable via submission of CV) and completion of a relevant postgraduate qualification (eg business, human resources, psychology, law, health) (proof of completion of qualification will be required) OR • minimum 10 years’ recruitment industry experience with a minimum of 2 years in a senior management/leadership role (assessed via submission of CV); AND • Demonstrated contribution to the recruitment profession (examples include presenting at conferences, seminars, schools and universities, formal lecturing and tutoring, involvement with local, state, national and international business groups in which expertise is utilised, involvement with research projects, volunteering with RCSA, writing and contributing to academic papers, journals and other publications) Note – applicants are required to provide with their application two written references/testimonials from appropriately senior people, specifically supporting the application for Fellow.

Life Member (FRCSA Life or MRCSA Life) Criteria • Nominees must be existing members (either at Member or Fellow level) • Life Membership is the most distinguished award the Association makes • Life Membership is by invitation (not self nomination) • Nominations in writing for the award of Life Membership may come from a Region Council or the RCSA Board.

RCSA JOURNAL

Professional Accreditation Framework RCSA PAF = Excellence Why should RCSA Corporate Members support the RCSA PAF? When your staff members commit to high standards: »» »» »» »» »» »» »» »»

you advance the recruitment profession you attract and retain the best talent your reputation and brand is reinforced client loyalty increases new business is generated you commit your staff to excellence your clients have confidence in your staff commitment to continuing professional education creates a competitive edge »» you are better positioned as an employer of choice »» it signifies you have standards, you encourage staff excellence, and tells clients that their business is in safe hands.

Together, we are on a mission to build professionalism, increase credibility, enhance status, and create a powerful voice.

What’s in it for individuals? RCSA Professional Membership clearly indicates to your peers, clients and candidates that you: »» are serious about your profession and identify yourself as a professional »» adhere to the industry’s code »» are committed to maintaining your knowledge and skills »» have a professional identity, competitive edge and credibility »» are intent on developing and enhancing your career »» are personally committed to excellence and best practice.

What’s the great offer? All staff of RCSA members who are not existing ‘Individual’ members can receive complimentary 12 month RCSA membership if they apply by 31 December 2011 – yes, everyone! How does my organisation take this up? Individual staff members are required to: Complete the application form in full T ick the complimentary membership box in the payment section Email, fax or mail to RCSA.

June 2011

Association news

RCSA International Conference 2011 Program Wednesday, 31 August 1330 14:00 – 18:00

Registration Open Choice of 9 or 18 holes Golf Afternoon (Sea Temple Golf Course) MASTERCLASSES

15:00 – 17:00

18:30 – 20:30

1: The Innovative Organization: Creating a Culture that Fosters Creativity, Capability and Change. David Rendall

2: Planning, Establishing and Managing Offshore Outsourcing for Recruitment Agencies. Amit Somaiya, CEO, Interactive

Poolside Welcome Reception BBQ Sponsored by SEEK

16:05 – 17:05

Fight or Adapt – What Should On-Hire Look Like in 20 Years? – Panel Session. Facilitated by Charles Cameron

16:40 – 17:25

Immortality: Lessons from the Lives and Deaths of Innovative Leaders. David Rendall

19:30 – 23:30

Conference Mystery Dinner Sponsored by RecruitmentSuper

Friday, 2 September 08:00 – 09:00

Registration

09:00 – 09:45

Achieving Success Through Innovation. Amanda Gome – Sponsored by SEEK Managed Service Providers Panel

Thursday, 1 September 07:30 – 17:45

Registration Open

08:30 – 08:45

Welcome & Opening

08:45 – 10:00

FL!P: Creative Strategies for Turning Challenge into Opportunity and Change into Competitive Advantage. Peter Sheahan – Sponsored by CareerOne

10:00 – 11:00

Dare to be Innovative – Panel Session. Facilitated by Ross Clennett APRCSA

11:00 – 11:25

Morning Tea – Sponsored by Oxford Funding

11:25 – 12:10

Retention and Innovation – Two for the Price of One. Neer Korn

12:10 – 12:55

Build an Innovation Process. Dr Tom Mckaskill

12:55 – 13:45

Buffet Lunch – Sponsored by Oxford Funding

13:45 – 14:30

Global Strategies: The Future of Talent, a Global Perspective. David Arkless – President – Corporate and Government Affairs – ManpowerGroup. Sponsored by RecruitmentSuper CONCURRENT SESSIONS

09:45 – 10:45

CONCURRENT SESSIONS

11:10 – 12:05

14:30 – 15:15

• Build Value for Growth and Succession. Dr Tom Mckaskill • Understanding, Maximising and Leveraging Innovative Social Media Practices in Recruitment and Employer Branding. Mariah Gillespie

15:15–15:40

RCSA JOURNAL

Afternoon Tea – Sponsored by Oxford Funding

• Outsourcing for Recruitment Agencies – The Strategic Benefit. Rod Hore • Is Collaboration Useful in our Business? Cath Lawrence • Fresh Thinking, New Ideas and Useful Tools. Graham Jenkins MRCSA (Life) • Focusing on Resilience (in Management and People). Rob Collins

12:05 – 13:30

Knowledge Exchange Lunch Discussion – Sponsored by CareerOne

13:30 – 14:15

Embrace Technology: Create an Environment of Urgency and Innovation. Joris Luijke Global Director Human Resources/Talent – Atlassian

14:40 – 15:25

Key to Productivity Growth Locked in the Mindsets of Australian Organisational Leaders and Managers. Steve Vamos – Sponsored by RecruitmentSuper

15:25 – 16:10

Unleashing the Collaborative Potential of Your Workforce. Dom Thurbon – Sponsored by OAMPS

16:10 – 16:30

Conference Close

17:30 – 19:30

Sunset Cocktail Close Party – On the Inlet Restaurant. Sponsored by OAMPS

• Do you have a high performance culture? (And how to build one if you don’t). Ross Clennett APRCSA • Keys to Engaging Innovative Leadership & Productivity. Vanessa Fudge

This session is aimed at giving delegates a better understanding of why customers are looking to these programs and how they can work with MSP providers. Faciliated by Steve Shepherd MRCSA (Life), Group Director, Randstad John Rawlinson, Ceo Talent2 International Limited John W. Healy, Vice President, Enterprise Workforce Solutions Robert Brimm, Executive Vice President, Worldwide Sales Fieldglass Inc

Association news

RCSA’s new Life Member Immediate Past President Steve Shepherd MRCSA (Life) was awarded Life Membership at the recent RCSA Gala Ball in honour of his services to the industry and the Association. “It is an incredible honour to receive Life Membership and one I hardly feel worthy of. When I read the list of industry luminaries that have been given this recognition before me and have done so much to get us to where we are today, I am very proud of the Association,” Steve says. “It hardly seems possible that I was on the RCSA Board for ten years – the time really did fly past. During that time I have had the opportunity to work with some truly great people and to build on the legacy created by previous Boards. The depth of passion that exists in our profession and the willingness to work together to create a better environment never ceases to amaze me. “I still remember quite vividly one of my early Board meetings when Malcolm Jackman was President and we were focusing on developing a strategic plan. At the time, many of our aspirations seemed like wild dreams but ten years later many of them have been surpassed and we now have an Association that is recognised by governments and employers as setting the standards and leading the way in ethical business practice,” he adds. Steve is Group Director, Randstad and joined the recruitment industry 21 years ago after arriving in Australia from the UK on a working holiday. He joined the RCSA in 1998 and was elected to

RCSA Past-President Steve Shepherd MRCSA (Life) and CEO, Steve Granland at the RCSA Gala Ball 2011

the Board of Directors in 2000 and appointed National President in 2005. In his broad-ranging career, Steve has had exposure to markets in the US, Singapore, Malaysia, India and New Zealand as well as Australia – and this experience has provided a backdrop to his role with Ciett (International Confederation of Private Employment Agents). He explains: “In the last year I have also had the opportunity to meet with representatives from recruitment industry associations around the world as part of my role on the Ciett Board and this has opened my eyes to how much we really have achieved with many countries in markets we considered to be more mature than ours, still struggling to achieve the goals we have and looking for guidance from us as to how they can do better (See page 17). “I would like to thank everyone I have worked with over the last 13 years that I have been involved with the Association for your contribution to our success and I hope to work with you for many more years to come,” he says.

Innovative Social Media Practices Understanding, Maximising and Leveraging Innovative Social Media Practices in Recruitment and Employer Branding! Facebook, Twitter, LinkedIn, Foursquare, Yammer and Skype. The buzz words of 2011 are all social media, and everyone wants to know the who, what, where, why and when of these platforms. How do I establish a presence on Facebook? What’s the difference between a group and a page? What’s a hashtag on Twitter? Who do I follow? Are candidates really going to social media sites in their search for a job? Join Mariah Gillespie, JXT social media strategist, for an intensive and educational breakfast briefing.

Did you know there are currently 67 programs and events on our calendar? Go to www.rcsa.com.au/ events/eventscalendar

Did you know there are 25 different free files to help with your understanding and application of Code Principles?

Adelaide Wednesday 10 August 2011 Perth Thursday 11 August 2011 More information: www.rcsa.com.au

June 2011

Association news

The Professional Practice Council The RCSA Professional Practice Council was approved by the RCSA Board of Directors to oversee the Professional Practice requirements of RCSA Members. This Council has a chair appointed by the RCSA Board of Directors and nine Council Members who are RCSA Life Members.

he Council’s role is to review the information and education provided to members with respect to professional practice, participate in the development of best practice models, determine additional schedules to be provided to enhance the RCSA Code for Professional Conduct and regularly review the Code and Disciplinary and Dispute Resolution Procedures, and make recommendations for amendments as required. The Professional Practice Council monitors ethics matters as they appear on the Ethics Register in order to provide advice on amendments to training and information materials and also as mentors to Ethics Committees to ensure procedures are duly followed and, when required, participate in Ethics Committees. The Professional Practice Council provides a report to the RCSA Board which is included in the Annual Report, reflecting matters addressed by the Ethics Committees during the year and any steps taken to address trends. (The Professional Practice Council will not represent itself as a replacement for an RCSA Ethics Committee.)

Professional Practice Council Members Ross Fisher FRCSA (Life) – Chair Ross has been actively involved in the recruiting profession for more than forty years and is principal of Fisher Recruitment, professional recruitment specialists. He is Chairperson of RecruitmentSuper, the

RCSA JOURNAL

Industry Superannuation Fund. Ross is a past President and Director of the RCSA and he has served as industry spokesman for industrial and government relations, taxation, superannuation and ethics. He was instrumental in the formulation of the Code for Professional Conduct and is the current Chairperson of the Professional Practice Council. Ross was elevated to Fellow (Life Member) Membership in 2000 in recognition of his outstanding contribution and services to the recruitment industry.

Sylvia Moreno FRCSA (Life) Sylvia has spent more than thirty years in the recruitment profession, primarily with Riddells the Recruitment People and Centacom Staff. During her role as the State Manager, Victoria, for both companies, she was a Director of the NAPC (now RCSA) on both the National and Victorian Board and a Director of the IPC, the educational arm to the recruitment profession. The primary function of this Institute was to develop and conduct the recognised training course for consultants within the industry. Sylvia also held the position of Secretary-General for the International Personnel Services Associations. Following the sale of Centacom, Sylvia purchased the Riddells name and re-opened that brand, growing to three branches prior to its sale. Currently, Sylvia is a Trustee Director of RecruitmentSuper, the Industry Superannuation Fund. Sylvia was inducted as a Fellow (Life Member) of RCSA in 2006 in recognition of her outstanding contribution and services to the recruitment industry.

Graham Jenkins MRCSA (Life) Graham has more than twenty years’ experience as an executive search consultant and recruitment strategist. For the last five years he has been a Chair with TEC – The Executive Connection, and in this role mentors CEOs and other senior executives. He is also a non-executive Director of a large recruitment company called Beilby Corporation. Graham joined the executive search and selection field in 1987 and in 1991 he established Trinity Group, an executive search and selection company and progressively built the reputation, expertise and size of the business. He sold that business in 2004 to a publicly-listed company, and then became a partner in the Sydney office of Boyden Global Executive Search,

remaining until 2007. For five years Graham was NSW President of the RCSA and also sat on the National Board. He presided over a period of substantial growth for the Association and was heavily involved with government lobbying on behalf of the industry. In recognition of his achievements he was honoured with Life Membership in 2005.

Nanette Carroll FRCSA (Life) Nan joined the Recruitment Industry in 1981 and her career spanned 11 years with Slade Consulting. Nan mounted a management buyout of Brook Street Bureau Pty Ltd QLD with Kathryn Devine, following the sale of Slade Consulting to Blue Arrow. Over the next nine years, Brook Street QLD experienced spectacular growth winning some of the largest tenders until it was sold to TMP Worldwide Inc where Nan remained as Joint Managing Director. In 1996 Nan was awarded the QLD & Australian Telstra Business Woman of the Year (Business Owner Category). In February 2000 Nanette was appointed Joint Managing Director of Morgan & Banks Office Service Division for Australia & New Zealand incorporating Alectus, Lampen and Brook Street QLD, the position she held until her retirement in December 2001. Over the years Nan has served on a number of boards and as a tutor for the Institute of Personnel Consultants, and held various positions with the RCSA. She was instrumental in organising and assisting the first Owners & Managers Conference on the Gold Coast. Nan was inducted as a Fellow (Life Member) of RCSA in 2002 and has been a member of the Professional Practice Council since its inception in 2003. Nan has and is currently on the board of Workpac, a role she has held since 2007.

Rodney Troian MRCSA (Life) Rodney has been in the recruitment industry since 1977 and has accumulated more than 34 years’ experience. In 1984 he was a founding member and Managing Director of Accountancy Aid Australia which specialised mainly in accounting staff. The business developed into a multi branch organisation until he sold the company in 2008 to McArthur Management Services and is currently employed as General Manager of their Accounting & Finance Division. Rodney has been involved in various areas within the

Association news

RCSA serving as a NSW Region Councillor from 1985 and on various committees as Chair and/or a Member of the Ethics Committee, Professional Development and PR & Marketing. In 1987 he was elected President of NSW Region Council, holding this position until 1991. During this time he was also Chair of the National Conference “Towards the 21st Century”. In 1990 he was a State Councillor of The Employers Federation NSW and a National Board Member 1988-1991. Rodney was elevated to Life Membership in 2002 in recognition of his outstanding contribution and services to the personnel recruitment industry. He has been a member of the Professional Practice Council since its inception.

Julie Sattler OAM MRCSA (Life) Julie has been in the recruitment industry for 32 years, thirty of which was with HOBAN Recruitment. Julie is now retired and for last two years has been facilitating training courses for recruitment consultants. Julie served on the Institute of Personnel Consultants Victorian Committee for 15 years most of which as Secretary and an IPC Course Tutor. When RCSA was set up she was a member of the Victorian Council for five years where she was Chair of the Professional Development Committee for the majority of this time. She also spent two years on the RCSA National Board. Julie was elevated to Life Membership in 2002 and has been a member of the

Professional Practice Council since its inception. Julie was awarded a Medal of the Order of Australia (OAM) in 2008 for “service to the personnel recruitment and consulting sectors, and to the community”.

Kim Shearn MRCSA (Life) Kim was elevated to MRCSA (Life) in 2000 and has been involved in recruitment since 1975. He has only recently retired. While Kim was Managing Director of HORNER Recruitment he filled numerous roles on State Committees. He was NAPC National President when the board moved to approach the IPC and form the RCSA. Kim also served as Victorian President and has a long standing interest in creating Membership value and the promotion of professional practice within the industry. Apart from being a long time member of both State and National Ethics Committees, he is an inaugural member of the Professional Practice Council.

Kaye Strain MRCSA (Life) Kaye commenced her career in the Recruitment Industry in 1984 and in 1990 opened her own recruiting practice – Futures Recruitment which specialised in recruiting for the financial services sector in Sydney. Kaye has been involved with the RCSA since 1988, as a NSW Council Member, Chairing the Membership and Office Support Committees for two years, three years as the NSW State President combined with four years as National Vice President and

Treasurer. Kaye was elevated to MRCSA (Life) in 2003 and retired in June 2009 after selling her business. Kaye is currently a Council Member of the Professional Practice Council and still trains and mentors recruitment consultants on an ad hoc basis.

Wendy Rae FRCSA (Life) Wendy joined the staff of Centacom in 1978 after the change of ownership of the Centacom. Wendy left Centacom in July 1992 and nine months later opened her own agency “Wendy Rae & Associates”, specialising as a boutique agency with a goal of achieving long term relationships with clients and candidates. Wendy was one of the first twenty recruiters in Australia in 2000 to be honoured by being made a “Life Fellow of the RCSA” in recognition of her input to the industry. Wendy was originally a Tutor with the Institute of Personnel Consultants: the then educational side of the industry which ran a nine month correspondence course, with monthly tutorials and examination – all run by volunteers within the recruitment industry. Wendy also served a number of years as a Director of IPA and is currently a Member of the Professional Practice Council. In 2006 Wendy retired from the industry after selling her company and now spends her time travelling and enjoying a lifestyle with minimal commitment after being on that merry-go-round for so long.

The RCSA Service Delivery Standard – an introduction

n the recruitment industry, the highest levels of ethics and professional conduct are vital to establish an atmosphere of trust with both clients and candidates. The RCSA Service Delivery Standard (SDS) has helped establish member organisations as the authority in recruitment practice, helping them create a sense of trust and credibility with both clients and candidates. The Standard sets a benchmark for the highest quality service and operational efficiency in the recruitment sector. The RCSA SDS is similar to and complements

the ISO 9001:2008 Quality Management System Standard. The Standard starts with the RCSA Code for Professional Conduct to which all members of RCSA must adhere. Organisations which display the certification symbol can demonstrate their commitment to recruitment excellence. Since being launched in March 2005, many RCSA member companies have become certified, ranging in size from three-person to multinational businesses. The RCSA SDS is managed by Fathom Business Architects on behalf of the RCSA.

Only RCSA Member companies can qualify for the RCSA Service Delivery Standard which focuses on constantly improving customer satisfaction. Check the RCSA website for more information including online Learning for SDS; Becoming Certified in RCSA SDS; SDS Readiness Survey Form and SDS Certified Companies as well as Frequently Asked Questions or contact Dianne Gibert at Fathom Business Architects, email: Dianne@fathombusiness.com.au or call +61 3 9585 8241.

June 2011

Association news

New Zealand Outlook RCSA Director Jacqui Barratt APRCSA reports from New Zealand.

Proud RCSA Premium Supporter

s a New Zealand council we took the show on the road and headed to Christchurch to have our first face to face meeting for the year and catch up with members to share what the RCSA has been doing and, equally importantly, simply to take time out with members in Christchurch who all had a story to tell. Our members were in great spirits and while many have been impacted professionally and personally it was wonderful to see the fighting spirit and camaraderie that clearly exists, not just within Christchurch but within our industry. The willingness to share the learning and support each other was second to none and the range of members we were able to connect with is always a great reinforcement of the fact that our industry really does represent every sector in the marketplace. As an industry body, we are committed to understanding what our role is when disaster strikes and how we can both proactively support our members and also be responsive when the need strikes. The Board has been

researching whatÂ other associations do around the world and also talked to our members in Christchurch to understand what they need and what role they want the RCSA to play. It has been a great exercise and we are now charged with developing this further to provide a clear framework. The New Zealand council is focused on working with the board to deliver on the objectives of engaging with our members, raising the professionalism of our industry and ensuring we are the voice of the industry through working more effectively with government and related stakeholders.Â As a result we are looking to further our working relationship with Ministry of Social Development and in particular our work with WINZ and Immigration to shape the employment landscape. We are currently engaged in a number of discussions to drive this further and will share the outcomes and seek your further involvement as progress is made. I look forward to seeing you all at a RCSA event soon.

RCSA International Conference 2011 Sponsors

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Association news

New Indigenous career-seekers report A report into Indigenous careers has been launched by national not-for-profit indigenous employment organisation, the Aboriginal Employment Strategy Ltd (AES). The independent research by Newspoll surveys three hundred Indigenous career seekers and placed candidates and portrays them as focused, motivated and ambitions with a deep-rooted commitment to education and training to further their career goals. The report calls for action from corporate Australia to harness this energy and determination and provide support and training for Indigenous Australians to secure careers. To see the report in full go to www. aes.org.au. It is also available on the RCSA website www.rcsa.com.au.

Communicating with you! As a membership Association the RCSA has relationships with many stakeholders – the most important being with its members. Key to maintaining strong member relationships is providing quality member communications. As we have recently launched the new RCSA website and returned to a hard copy journal now is a good time to review how, what, why and when we communicate with you. As your Association, we want to communicate with you in an electronic way that suits you best, and to do that we need to find out what your needs are now. In the next few weeks we will be launching a member communications survey. It would be greatly appreciated if you could take approximately three minutes of your time to complete the survey to enable us to gather this important member data. The survey will be available on our home page and through direct email with you in the coming weeks. There will be tick box answers for those having a busy day and space to add comments if you have time. The results will be analysed and utilised in forming the RCSA member communications strategy for the next 24 months. We look forward to your feedback and thanks in advance for your time.

Special Interest Groups A M R A NZ NEWS

A A NR A NEWS

Inquiry into Registration Processes and Support for Overseas Trained Doctors

AANRA Welcomes Victorian Minister for Health and Ageing

The medical newsletter 6 minutes quoted the AMRANZ submission to the inquiry and asked for comment. You can find the submission on the RCSA website under Lobbying and Advocacy.

AANRA Members welcomed the Hon David Davis, Victorian Minister for Health and Ageing who spoke to members in Melbourne on 27 May about planned reforms of the Victorian health system to meet the growing demand for healthcare services in the state. The Victorian Government’s Metropolitan Health Plan which calls for the development of greater private sector collaboration and expanding the services and capacity of the healthcare workforce in Victoria. Mr Davis noted the Framework calls for reform to address inconsistencies in data gathering and reporting which have hampered effective planning in the past. The Metropolitan Health Plan calls for a focus on building capacity for out-ofhospital care and improving access to primary medical and primary health care. The next AANRA Professional Development Series will be held in Brisbane in August.

National Registration and Accreditation Scheme On 1 July 2012 the following occupations will be added to the National Registration and Accreditation Scheme NRAS: • Medical Radiation Practitioners • Occupational Therapists • Aboriginal and Torres Strait Islander Health Practitioners • Chinese Medicine Practitioners For further details go to www.nras2012.ahpra.gov.au

RCSA Service Delivery Standard Medic OnCall in Victoria, the first medical agency to receive certification, has been re-certified. Plexus Recruitment Melbourne and Ochre Recruitment Hobart have also attained the RCSA Service Delivery Standard. Congratulations! AMRANZ Council: Ron Crause APRCSA – President, Corinne Taylor – Vice President, Alan Bell APRCSA, Melissa Bennett APRCSA, Shaun Hughston APRCSA, Roslyn Melrose APRCSA, Martina Stanley.

AANRA Council: Alan Bell APRCSA – Chair, Graham Bower APRCSA – Deputy Chair, Kim Estelle APRCSA, Peter Hill APRCSA, Jo Jakobs, Margaret Scott OAM, Danielle Wallace, Nigel Woolford.

June 2011

Association news

RCSA Supporter Profiles

RecruitmentSuper

OAMPS Insurance Brokers

Bank of Queensland

Rcsa Principal Partner

Rcsa Business Partner

Rcsa Premium Supporter

RecruitmentSuper – Australia’s leading industry super fund for the recruitment sector. With more than 400,000 members, RecruitmentSuper is one of the largest industry funds by membership, uniquely positioned to deliver competitive fees and benefits to members. As the Principal Partner to the RCSA, RecruitmentSuper maintains a close and collaborative relationship with the Association and supports the positive growth of the recruitment industry. RecruitmentSuper is dedicated to providing members with low cost super and high quality services. The size and focus of the fund enables RecruitmentSuper to deliver very competitive fee arrangements – with no application fees, no switching fees and no commissions to advisers. RecruitmentSuper offers the flexibility, options and services required to make super easy for members and their contributing employers. In September 2010, RecruitmentSuper SelectSuper product was awarded the highest accolade of five stars for outstanding value. RecruitmentSuper supports positive growth of the industry, offering education programs, seminars and roadshows. RecruitmentSuper is dedicated to making superannuation quick, simple and hassle-free.

As a Wesfarmers Company, OAMPS is one of Australia’s leading insurance brokers with strong relationships with all major insurers across Australia and overseas. OAMPS is the leading insurance broker for recruitment agencies and their contractors and have provided the industry with insurance and risk management solutions for over ten years. Understanding your industry risks: We have long enjoyed a reputation of working with some of Australia’s most professional associations, such as the RCSA. Our professional knowledge and access to a wide range of respected underwriters, combined with RCSA’s experience, has fostered a strong partnership to develop a professional insurance package that covers the specific risks relating to all recruitment and consulting agencies. Our ability to provide innovative products in local and global insurance markets is what sets us apart from our competitors.

Bank of Queensland is Australia’s fastest growing retail bank offering customers a full suite of consumer and business products and services. Bank of Queensland has opened 82 of its full-service owner-managed Branches and ten Business Banking Centres in Queensland, New South Wales and Victoria over the past four years, almost doubling its network. Special RCSA Member Programs include home loans, personal loans and credit cards for employees of RCSA members including casuals; low rate home loans and debtor financing.

To learn more about RecruitmentSuper visit www.recruitmentsuper.com.au To contact the RecruitmentSuper team: Employers call: 1300 304 044. Email: employerservices@recruitmentsuper.com.au Members call: 1300 304 000. Email: memberservices@recruitmentsuper.com.au

RCSA JOURNAL

Not a RCSA Member? To find out more about individual or corporate membership or becoming a Supporter, call +61 3 9663 0555

Career One Rcsa Premium Supporter CareerOne, a joint venture between News Limited and Monster Worldwide, offers national reach through its website and across 130 metropolitan, regional and local News Limited papers. Whether you’re looking for a single new employee or an entire team, CareerOne.com.au makes it easy to advertise online. With an audience of over 1.7 million1 searching for jobs on CareerOne.com.au every month, shouldn’t one of Australia’s leading online job boards be part of your recruitment strategy? 1. Source: Nielsen Online, Market Intelligence, Domestic Unique Browsers, November 2010

Association news

RCSA Partners and Premium Supporters The RCSA Supporters Program, launched in November 2010, provides a tangible and strong connection to the recruitment industry. Becoming an RCSA Supporter sends a message of commitment to the recruitment industry to your existing and prospective clients. You can use the RCSA Supporter program to expand your profile, grow

networks and improve business opportunities with the recruitment, on-hire and workforce consulting sector. The RCSA is proud to welcome the organisations listed below to the Supporters Program, led by Principal Partner RecruitmentSuper and Business Partner OAMPS Insurance Brokers Ltd.

RCSA Premium Supporter & Principal Partner

Lipman James Matheson Publishing MemberBenefits Pty Ltd Microdec Plc Mindset Group NMIT – Preston Campus – BEC Oxford Funding Pty Ltd PayMe Australia Pty Ltd Pendragon Management Peninsula Partnerships Perry Watson Design Psylutions Pty Ltd QualSearch Quinntessential Marketing Consulting Pty Ltd RecruitAdvantage Recruitment Academy Pty Ltd Roskow Independent Advisory Pty Ltd Sage MicrOpay Pty Ltd Savage Seminars Saxton Corporation Pty Ltd Selectus Pty Ltd SGMC Australia Pty Ltd Shirlaws Pty Ltd Skillcheck Pacific Pty Ltd

RecruitmentSuper

RCSA Premium Supporter & Business Partner OAMPS Insurance Brokers Ltd

RCSA Premium Supporters Ad Logic Pty Ltd Bank of Queensland CareerOne Comscentre/Vodafone Craig Smith Business Services FastTrack Pty Ltd Liberty International Underwriters Recruitment Systems Pty Ltd SEEK Ltd Verify CV Pty Ltd WorkPro

RCSA Supporters Advertiser Newspapers Pty Limited Allianz Finance Pty Limited Astute Payroll Australian Human Resources Institute Blaze Advertising

BSRP Asia Pty Ltd BULLHORN Careers Multilist Pty Ltd Conference Action Cumberland Courier Newspapers CXC Global – Head Office David Penglase Seminars EASI Management Services Group Pty Ltd Fathom Business Architects First Advantage Australasia Pty Ltd Geoffrey Nathan Consulting Inc Hart Consulting Group HHMC Australia Pty Limited IPAR Rehabilitation Pty Ltd IProfile JobAdder Jobmart Australia Pty Ltd Job Capital JobServe Limited JXT Consulting Lander & Rogers Lawyers Liberty Financial Pty Ltd Lifestyle Careers LinkedIn LinkMe Pty Ltd

Southern Cross University School of Commerce & Management SRM Risk Stratecom Pty Ltd Synergy Business Centre TestLogistics Pty Ltd The Canberra Times The EI Group The RIB Report This Planet Pty Ltd Verify An ID Pty Ltd Voyager Software (Australia) Pty Ltd Work & Income, Ministry of Social Development Workdesk Recruitment Software

NZ RCSA Supporters EEO Trust – Equal Employment Opportunities Trust Human Resources Institute of New Zealand – HRI SEEK Ltd The Dominion Post The Press

For information about joining the RCSA Supporters Program, contact Julie Morrison, RCSA Manager Marketing & Communications, Telephone +61 3 9663 0555 or email jmorrison@rcsa.com.au

RCSA Member Benefits money with the equivalent of fleet pricing on a range of brand new makes and models. They can also assist with trade-ins, vehicle disposals and after-market accessories. Visit your RCSA Member Benefits website for more information or contact the RCSA Member Benefits Team on 1300 657 227 to be referred to an AVBS specialist.

Shopping for a new car? The Australasian Vehicle Buying Service will ensure the next new vehicle you purchase will be the easiest ever. They will take all the time, stress and effort out of buying your new car and save you

Accor Hotels Accor’s Away on Business Program offers you 10% off the best available unrestricted rate at 1600 participating hotels worldwide including Sofitel, Pullman, MGallery, Novotel and Mercure and 5% off the best available unrestricted rate at Ibis and All Seasons.

Visit your RCSA Member Benefits website for more information and to book online or simply call Accor Reservations on 1300 65 65 65 and quote company Accor ID code SC743602190.

June 2011

RCSA D I RECTOR Y

RCSA Board, Life Members and Fellows President

RCSA Life Members (Fellows)

RCSA Life Members

RCSA Fellows

Lincoln Crawley APRCSA

Jim Bailey FRCSA (Life)

Pauline Ashleigh-Marum MRCSA (Life)

Bill Dalby FRCSA

Dorothy Caldicott FRCSA (Life)

Robert Blanche MRCSA (Life)

Ian Hamilton FRCSA

Mike Carroll FRCSA (Life)

Larry Grima MRCSA (Life)

Michael Hannaford FRCSA

Robert van Stokrom APRCSA

Nanette Carroll FRCSA (Life)

Michael Hall MRCSA (Life)

Rosemary Urbon FRCSA

Helen Olivier APRCSA

Jane Fanselow FRCSA (Life)

Sue Healy MRCSA (Life)

John Wilson FRCSA

Ross Fisher FRCSA (Life)

Kris Hope-Cross MRCSA (Life)

Dawne Kelleher FRCSA (Life)

Malcolm Jackman MRCSA (Life)

RCSA Honorary Members

Matthew McArthur MRCSA (Life)

Barry T Knight FRCSA (Life)

Graham Jenkins MRCSA (Life)

Hillard McMullen Hon MRCSA

Jacqui Barratt APRCSA

Roger Lampen FRCSA (Life)

Ruth Levinsohn MRCSA (Life)

Julie Mills Hon MRCSA (Life)

Denis Dadds APRCSA

Reg Maxwell FRCSA (Life)

Matthew McArthur MRCSA (Life)

Joan Page Hon MRCSA

Peter Langford APRCSA

John McArthur FRCSA (Life)

John Plummer MRCSA (Life)

Malcolm Riddell Hon FRCSA (Life)

Laura Mabikafola APRCSA

Sylvia Moreno FRCSA (Life)

Beryl Rowan MRCSA (Life)

Reg Shields Hon MRCSA

E Leigh Olson FRCSA (Life)

Julie Sattler OAM MRCSA (Life)

Jill Skafer Hon MRCSA

V John Plummer FRCSA (Life)

Greg Paul Savage MRCSA (Life)

Andrew Wood Hon MRCSA (Life)

Wendy Rae FRCSA (Life)

Kim Shearn MRCSA (Life)

Rosemary Scott FRCSA (Life)

Stephen Shepherd MRCSA (Life)

David Shave FRCSA (Life)

Kaye Strain MRCSA (Life)

Geoff Slade FRCSA (Life)

Rodney Troian MRCSA (Life)

Jean Tait FRCSA (Life)

Paul Veith MRCSA (Life)

Janet Vallino FRCSA (Life)

John K Williams MRCSA (Life)

Hugh Whan FRCSA (Life)

George Zammit MRCSA (Life)

Vice Presidents

Directors

Rcsa Premium Supporter & Principal Partner

Rcsa Premium Supporter & Business Partner

rcsa Australia and New Zealand PO Box 18028, Collins Street East, VIC 8003 Australia Tel: 1300 727 504 | Toll Free NZ: 0800 448 299 | Fax: 61 3 9663 5099 Email: info@rcsa.com.au Website: www.rcsa.com.au

RCSA JOURNAL

A ssociation n e ws

2011 RCSA CPE & Events Calendar Date

City

Event Type

Event Name

All Year

Sydney, Melbourne, Brisbane

Date

City

Event Type

Workshop

Certificate in Recruitment & Selection

All Year

Distance Learning

Certificate

Certificate in Talent Management

All Year

Distance Learning

Certificate

Certificate in Recruitment & Selection

All Year

Distance Learning

Certificate

5-Jul

Auckland

6-Jul

16-Sep

Brisbane

Breakfast

Model Work Safety Law – Practical Implications for On-Hire Firms and their Safety Systems

19-Sep

Perth

Workshop

The HOW-TO of Social Media Recruitment, a hands on (interactive) approach

Certificate in OHS Risk Management (On-Hired Worker Services)

20-Sep

Adelaide

Workshop

The HOW-TO of Social Media Recruitment, a hands on (interactive) approach

Breakfast

How well do you really know your clients?

20-Sep

WebinR/ Online

Business Solutions WebinR, Introduction to Environmental Management

Wellington

Breakfast

How well do you really know your clients?

21-Sep

Adelaide

Lunch

7-Jul

Christchurch

Breakfast

How well do you really know your clients?

Model Work Safety Law – Practical Implications for On-Hire Firms and their Safety Systems

8-Jul

Brisbane

Workshop

Running a Profitable Temp Desk

21-Sep

Melbourne

Workshop

The HOW-TO of Social Media Recruitment, a hands on (interactive) approach

8-Jul

Sydney

Workshop

Running a Profitable Temp Desk

8-Jul

Melbourne

Workshop

Running a Profitable Temp Desk

22-Sep

Perth

Breakfast

Model Work Safety Law – Practical Implications for On-Hire Firms and their Safety Systems

21-Jul

Sydney

Workshop

Dealing with Manipulation in the Workplace

23-Sep

Sydney

Workshop

Introduction to Recruitment

21-Jul

WebinR/ Online

CPE WebinR, Creating a High Performance Culture

27-Sep

Brisbane

Workshop

The HOW-TO of Social Media Recruitment, a hands on (interactive) approach

26-Jul

Melbourne

Workshop

28-Sep

Sydney

Workshop

The HOW-TO of Social Media Recruitment, a hands on (interactive approach

5-Oct

WebinR/ Online

The Induction – Melbourne Two Day Workshop

Event Name

29-Jul

Brisbane

Workshop

Introduction to Recruitment

29-Jul

Sydney

Workshop

Introduction to Recruitment

2-Aug

WebinR/ Online

Business Solutions WebinR, Introduction to Quality and Service Delivery Management

14-Oct

Sydney

Workshop

Running a Profitable Temp Desk

WebinR/ Online

CPE WebinR, How Leaders Inspire – the What, How, and When of Motivating Recruiters

28-Oct

Sydney

Workshop

Introduction to Recruitment

9-Nov

Sydney

Certificate

Certificate in Recruitment & Selection

9-Nov

Melbourne

Certificate

Certificate in Recruitment & Selection

9-Nov

Brisbane

Certificate

Certificate in Recruitment & Selection

4-Aug

WebinR/ Online

10-Aug

Adelaide

Breakfast

SOMO: Social Media and Mobile in the Recruitment Space

11-Aug

Perth

Breakfast

SOMO: Social Media and Mobile in the Recruitment Space

12-Aug

Sydney

Workshop

16-Aug

WebinR/ Online

26-Aug

Sydney

Workshop

Marketing from the Desk Business Solutions WebinR, Risk management – what is it, and why is it important? Introduction to Recruitment

Business Solutions WebinR, Keeping auditing simple – an easy introduction to conducting internal audits

16-Nov

Sydney

Certificate

Certificate in OHS Risk Management (On-Hired Worker Services)

16-Nov

Melbourne

Certificate

Certificate in OHS Risk Management (On-Hired Worker Services)

16-Nov

Brisbane

Certificate

Certificate in OHS Risk Management (On-Hired Worker Services)

25-Nov

Sydney

Workshop

Introduction to Recruitment

Business Solutions WebinR, Document Control – some clever ways to make this simple and effective

30-Nov

WebinR/ Online

Certificate

Certificate in OHS Risk Management (On-Hired Worker Services)

30-Aug

WebinR/ Online

31-Aug

Port Douglas

Conference

RCSA International Conference 2011

30-Nov

WebinR/ Online

Certificate

Certificate in Talent Management

6-Sep

WebinR/ Online

Business Solutions WebinR, Drafting Policies and Procedures. Avoid the proverbial “rabbit hole”

9-Dec

Sydney

Workshop

Interviewing Essentials

31-Dec

9-Sep

Sydney

Workshop

Running a Profitable Temp Desk

WebinR/ Online

Breakfast

WebinR/ Online

Certificate

Melbourne

Model Work Safety Law – Practical Implications for On-Hire Firms and their Safety Systems

31-Dec

14-Sep

15-Sep

Sydney

Breakfast

Model Work Safety Law – Practical Implications for On-Hire Firms and their Safety Systems

Various E-Learning Opportunities Certificate in Recruitment & Selection

For more information and to register for these events, go to the RCSA website: www.rcsa.com.au

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