RCSA Journal March 2012 by RCSA

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Australia & New Zealand | March 2012

Recruitment at the speed of tomorrow In this issue: How technology will change the industry

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2012 RCSA Awards and Gala Ball

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Contents THE RECRUITMENT AND CONSULTING SERVICES ASSOCIATION LIMITED

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FOCUS: RECRUITMENT AT THE SPEED OF TOMORROW

The RCSA Journal is published by the Recruitment and Consulting Services Association Limited.

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2012 RCSA Awards and Gala Ball

How technology will change the industry. RCSA members and suppliers share their visions

4 President’s report: Lincoln Crawley

MARKETING

6 CEO’s report: Steve Granland

30 Your value proposition: does anyone care? And what you can do about it?

8 2012 RCSA Awards and Gala Ball 10 FOCUS: Recruitment at the Speed of Tomorrow – How technology will change the industry. RCSA members and suppliers share their visions

ASSOCIATION NEWS

16 Technology – CRM: invest yourself

34 RCSA Service Delivery Standard

INTERNATIONAL COMMENT 18 I t may be dark but there is still light in the tunnel: the UK recruitment industry 19 Ciett Report from Steve Shepherd FRCSA (Life) BUSINESS MANAGEMENT ISSUES

31 Working Groups Update 32 New Board members 34 Special Interest Groups: AANRA 35 Special Interest Groups: AMRANZ 35 In the Media 36 Meet your Regional Presidents 37 NT Update 37 New Zealand Update

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.

20 RCSA Code Training: are you up to date?

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.

22 What is Corporate Social Responsibility? 23 Income protection: what would you do if you temporarily couldn’t work? 24 Are you trashing RCSA corporate communications? Is that important?

38 RCSA Supporter Profiles 39 RCSA Partners and Premium Supporters 39 Member Benefits 40 2012 RCSA Events Calendar 42 RCSA Board and Fellows

25 Australians keeping an eye on new opportunities 26 Compliance and performance management 28 Say “No” or expect an OH&S nightmare!

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PRESIDENT’s REPORT Lincoln Crawley

FRCSA

Welcome to the first issue of the RCSA Journal for 2012

e are at the end of the first quarter already and while summer holidays seem quite a way behind us now, it’s important to keep the optimism and promise of the New Year at front of mind. The two nations of Australia and New Zealand are prospering as a whole and for that we must remain positive. A “nation” is not just an abstract noun; a nation is determined by the values of its people who make many personal individual choices. So it is with our Association. You, our members, define the RCSA and it is through your personal choices and actions every day in your businesses that the industry and its reputation continue to thrive. Certainty was in short supply last year and 2012 will possibly hold the same for us. However, I believe that implementing strategies which look to a positive future, rather than worrying too much about the uncertainty presented to us by economists, is a useful way to approach this year. Solutions to problems always require dedication and commitment and I have every faith in the resourcefulness and determination of our members to meet these demands. You have expressed very clearly to RCSA your disillusionment with the unethical behaviour of non-member organisations. RCSA members, leading by example, understand that actions define us and have consequences always. Working within the law and behaving with integrity and respect shows that our members fully understand ethics – and consequences.

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We will continue to lobby government and stakeholders on this and other issues important to our members. Increasing all levels of RCSA membership plays a huge part in reducing non-member unethical behaviour and I am pleased to advise that at 31 January 2012 Individual membership through the Professional Accreditation Framework has doubled in the last 12 months. The RCSA will continue its attraction campaigns in the pursuit of professionalising the industry and raising the bar. An important measure which contributes to this professionalism is the RCSA Code for Professional Conduct and its training. Make sure you read about the training relaunch in this issue and ensure your staff members and peers are aware of how to access it. While resting over the holiday break I read in the local press that good health, and even better health, should give us reason alone to be optimistic. The World Health Organisation says that global life expectancy has increased by two years for men and three years for women in the past decade. Make sure you take good care of yourself so you can take care of your people, your business, and your families. I look forward to catching up with many of you at the Gala Ball on 10 May in Melbourne.

Lincoln Crawley FRCSA RCSA President, Australia and New Zealand

An important measure which contributes to this professionalism is the RCSA Code for Professional Conduct and its training. Make sure you read about the training relaunch in this issue and ensure your staff members and peers are aware of how to access it

CEO’s REPORT Steve Granland

“Recruitment at the Speed of In this issue of the RCSA Journal we are looking at “Recruitment at the Speed of Tomorrow” – the theme of our 2012 Conference. This time we relate the theme to technology. We all know how much technology has changed the industry but what does the future hold? Will it improve productivity and market share? Will we ever see the end of the face-toface interview?

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he beginning of any year is often a time when one looks both back and forward, and the start of 2012 has been no different for me. Looking back 12 months at my CEO Report from the March 2011 RCSA Journal, it is pleasing to note that the areas highlighted for attention in 2011, such as launching a new individual membership model, building a new user-friendly website, building a program focused on supporting emerging leaders (PEARL), introducing an industry Gala Ball and re-launching the RCSA Awards have all been delivered successfully and now provide a great foundation to build on for 2012. Perhaps the most pleasing aspect is that the March 2011 RCSA Journal was distributed to only approximately 3,000 members. With the great work of many RCSA volunteers and staff over the last 12 months I am very pleased to report that this issue of the RCSA Journal will be distributed to approximately 5,000 members. This increase in member numbers across Australia and New Zealand provides a great platform on which we can continue to build professionalism, raise profile and increase our influence. As you will see in this issue, a key focus point for 2012 will be RCSA Code training. As the highest rated member benefit and a fundamental key in differentiating a non-member from a member, it is vital that all RCSA members take their commitment to Code training seriously. Over 2012 we will be investing heavily in the development of key messages and campaigns which more actively promote to a wide audience, the differences between RCSA members and non-members. We want to educate clients, candidates and consumers that choosing a RCSA member is a wise decision and a good investment. One of our key points of differentiation with non-members is the RCSA member commitment to the Code for Professional Conduct and as such it is vital that members understand the Code. The new Code online training system is free to members and individuals who complete the

training will receive a certificate. You can find full details about the new system on page 20 of this issue. Another exciting project for 2012 involves the redevelopment and release of the revised RCSA Certificate of Recruitment. Developed for the industry by the industry, this RCSA program is made up of three workshops – Introduction to Recruitment Consulting, Interviewing Essentials, and Sales and Marketing from the Desk. These workshops will be run on a stand-alone basis with the option for members to do all three, resulting in a RCSA Certificate in Recruitment. To achieve the RCSA Certificate, participants will be required to complete assessments on the three modules. The newly revised Introduction module ran in January in Sydney, Melbourne and Brisbane with participants providing positive evaluations. Our lobbying and advocacy efforts also continued over the holiday season with focus on completing submissions to Treasury on the Building and Construction Industry Contractor Payments Reporting draft legislation; preparing submissions to Treasury, and surveying RCSA members in relation to proposed amendments to FBT legislation as it relates to the treatment of Living Away from Home Allowances; the development of research information supporting the Ciett “Adapting to Change” report; completion of submissions and meeting with Queensland Health in relation to AMRANZ member concerns pertaining to standard form contracts; and meeting with Australian Industry Group to ensure a consistent approach to the Modern Award and Fair Work Act reviews. Applications for the RCSA Awards program for 2012 closed on 22 February and I am very pleased to confirm we have had a great response with over forty applications received across the four Award categories of Young Recruitment Professional, Outstanding Contribution, McLean Award for Workplace Safety and the new Corporate Social Responsibility Award. It is

Tomorrow” important that in order to continue to build professionalism as an industry, we recognise and celebrate excellence through this Awards program. The Awards will be presented at the RCSA Gala Ball on 10 May in the Plaza Ballroom at the Regent Theatre in Melbourne. Last year’s Gala Ball was a huge success and I am anticipating this year will build on that success. Early indications are strong with over 170 registrations at the time of writing. There are limited places available and the 2011 Ball sold out four weeks early, so I recommend you visit the RCSA website and book today!

In closing, I would like to remind all readers that the theme for this year’s annual conference is “Recruitment at the Speed of Tomorrow”. The conference will run from 29-31 August at the Sofitel in Fiji. Last year was a great success and the line-up of speakers for 2012 is looking very impressive. At the time of writing, we had close to 150 expressions of interest in registration – once again I urge you to book early to avoid disappointment.

This increase in member numbers across Australia and New Zealand provides a great platform on which we can continue to build professionalism, raise profile and increase our influence.

Steve Granland Chief Executive Officer

AT THE

2012 RC SA INTERN A TI O N A L CO N F E RE N CE

2 9 - 3 1 A UG US T 2 0 1 2 | S O F IT E L FIJ I

Recruitment at the Speed of Tomorrow, the 2012 Recruitment and Consulting Services Association (RCSA) International Conference, will showcase through industry and business keynote speakers, workshops, knowledge exchange and 2 0 1 2 R C S A I Nnetworking TE R N A T IO Nwith AL CO N F E R Epeers N CE and key business providers, that the decisions industry we take today will shape AT tomorrow’s business outcomes. THE

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»» Utilise new technology

»» Provide a competitive advantage

»» Increase productivity

»» Develop fruitful engagement with market and customers

»» Drive new business growth 29-31 AUGUST 2012 | SOFI T EL FI JI »» Deliver improved commercial outcomes

»» Increase staff engagement which leads to increased commitment and improved performance

It’s time to create that competitive edge.

Book now! www.rcsa.com.au/conference2012/ 2012 RCSA International Conference Platinum Sponsor

SOFITEL FIJI RESORT & SPA 29 – 31 August 2012

MARCH 2012

2012 Rcsa Awards The annual RCSA Awards are the industry’s opportunity to recognise, reward and celebrate excellence. They will be presented at the RCSA’s glittering “night of nights” the Gala Ball on 10 May in Melbourne.

The Principal Award partner is RecruitmentSuper and this year’s awards are: • Young Recruitment Professional Award • Outstanding Contribution Award • McLean Award for Workplace Safety • Corporate Social Responsibility Award. “As the leading industry fund for the recruitment sector, RecruitmentSuper has proudly partnered with the RCSA for over twenty years. We are excited at the opportunity to support the RCSA awards, and look forward to a night of celebrating the growth and success of the industry, acknowledging those who have made significant contributions.” Megan Bolton CEO, RecruitmentSuper Principal RCSA Awards Sponsor and RCSA Principal Partner

Proudly sponsored by

Young Recruitment Professional Award This award, launched in 2011, is part of RCSA’s commitment to encourage and celebrate the contribution of young professionals to excellence in recruitment. “CareerOne is proud to be sponsoring the Young Recruitment Professional Award 2012. We share the RCSA’s commitment to encourage young recruitment professionals and celebrate their contribution to the industry. Forward looking and innovative young recruitment professionals will continue to shape and drive the industry’s success for years to come and we look forward to awarding this year’s outstanding young recruitment leader in May.” Dawn Tingwell National Sales Director CareerOne.com.au

Proudly sponsored by

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and Gala Ball Outstanding Contribution Award

McLean Award for Workplace Safety

Corporate Social Responsibility Award

This award recognises an individual who has made a significant contribution to the growth and success of the recruitment industry.

This award, named in honour of Malcolm McLean, recognises a Corporate or Individual member demonstrating commitment to workplace safety activities, a specific workplace safety solution or safety system.

This award is designed to foster a culture of CSR throughout the recruitment industry as well as raising the profile and recognising the achievement of the sector within the community.

“SEEK is proud to sponsor the RCSA’s Outstanding Contribution Award. It’s always great to recognise individuals who have not only made a significant contribution to the growth and success of the recruitment industry, but who have done so with great passion and skill.” Nick Murray National Sales Manager SEEK Limited

Proudly sponsored by

“WorkPro sponsors the McLean Award for Workplace Safety, to publicly encourage individuals and organisations to foster a safety culture that develops unique ideas to improve worker safety, and promote and award those who continue to commit to safety.” Tania Evans general manager Workpro

Proudly sponsored by

“CSR programs aim to have a positive impact among their various stakeholder groups. The RCSA awards provide a forum for the recruitment industry to showcase some of its members’ initiatives in implementing CSR programs. FastTrack is proud to continue its support of the industry through our sponsorship of the RCSA’s 2012 CSR Award.” Phillip Collins Client Services Manager FastTrack

Proudly sponsored by

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focus: RECRUITMENT AT THE SPEED OF TOMORROW

Recruitment at the speed of tomorrow! What do recruiters want technology to do for them? And how do the experts see recruitment technology in the future? RCSA members and technology experts envision a better, faster future.

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nce upon a time, a recruitment consultant only needed a desk, a telephone and a few cards recording candidates’ details. When you took an order, maybe even writing it on an order form, you flicked through the cards, found a match and booked the candidate on the job. Then you wrote the client details on the back and typed up a timesheet. Basic? Absolutely. Effective? Amazingly so: back in the last century, that simple system built many businesses from one consultant to multi-national offices. Today, technology makes the process increasingly fast and efficient – and tomorrow it will be even more so. What do recruiters need to help them “recruit at the speed of tomorrow”? The RCSA Journal asked some RCSA members what technology they currently use and what they’d like to see in the future. We also asked some technology experts for their ideas.

focus: RECRUITMENT AT THE SPEED OF TOMORROW

The Recruiters Jane Fanselow FRCSA (Life)

What technology do recruiters use currently? Jane Fanselow FRCSA (Life), Director of CareerDynamix Group in New Zealand says, “We use ResMan as a relational database and also as a means of managing client (candidate and employer) relationships. We use an IP technology for our phones and through this feature record all our references which we provide to employers as sound bytes. We utilise Skype for interviewing remote applicants. We make short video presentations of clients (candidates) and provide these to employers as part of the CV and brief. We use LinkedIn and Facebook to a limited extent”. “FastTrack Enterprise is our main database, we also use Outlook for managing communication and consultation,” says Courtney Rowe FRCSA, Managing Director of Fusion in Victoria. International Medical Recruitment took a different approach. “We have an individually designed database and we also utilise the web, Skype and social media tools,” says Corrine Taylor FRCSA, IMR’s Managing Director. Stephen Porter, Director of Searson Buck, based in Tasmania, says: “We use a Dialog Axiom client management database with Navision accounting linked. We use Microsoft Office tools. Our website is linked to Axiom to import candidates, and Axiom is linked to Outlook to allow email traffic, CV and information storage, Axiom is linked to external job boards to post jobs. The website lists jobs and enables candidate registration and job application. We also use Facebook and LinkedIn.” In a different field, Kevin Blogg of Catapult, a supported employment provider says, “We have a new server based computer/telephone system with purpose built software with remote desktop facility. We also have a modern website, however that is really all of our technology.

What will recruitment technology look like? The recruiters had some strong suggestions. Stephen Porter would like: “Continued automation of recruitment functions to improve efficiencies, better use of social media to assist with candidate contact and job news, better video capacity and psychometric tools online to help with candidate assessment, fast communications to allow group videos (panel interviews without participants having to be together), better internet search

tools to identify potential candidates, global compatibility of software and mobile enabled.” Courtney Rowe would like industry-specific products. “An ideal scenario is to have better service from technology solution providers with more suitable products available. Our industry is so specific that technology needs to keep up! When we are trying to find competitive advantages through our processes, sometimes it feels like the marketplace offers limited options. Fusion are in the process of obtaining Quality, Safety, RCSA SDS and Environmental accreditation, so in the future, our goal is for a paperless office (as much as is possible).” Kevin Blogg wants a web-based system. “This would provide not only help in recording and reporting, but also evidence of the value of services we use, and the ability to match appropriate jobseeker customers to advertised jobs, as well as facilities to assist with other aspects of our service including funding streams.”

The technology experts’ vision The technology experts have some other suggestions. Nicholas Beames, CEO of astutepayroll.com, says, “Recruitment organisations who embrace integrated applications into the processes of their organisation will, without doubt, be the winners of tomorrow. These integrated applications allow them to have the very best application designed exclusively for one process. The ‘integrated’ part of this means the two applications talk to each other and so remove most or all manual processes from the organisation. This leaves their personnel to focus more on what is important – making sales and managing clients”. WorkDESK Director Geoff Hall says, “The recruitment industry is becoming increasingly globalised and sophisticated. We see the way forward as a continuous process of evolution of our single solution software product. We have major development work currently in progress including a rewrite of the software to encompass new and future technologies and functionality”. “Technology will be vital to the recruitment industry and the improvement of results,” says Justin Sway, CEO of FastTrack. “Patterns of employment will continue to move away from permanent recruitment towards more contract and contingent recruitment. As this happens, agencies will differentiate not only on service provision and costs but increasingly on the ‘quality’

Director, CareerDynamix Group, based in Wellington, New Zealand: a one stop HR business, working in recruitment, mentoring and coaching, retention programs, career development and support, outplacement, HR consultancy, talent management, executive search.

Courtney Rowe FRCSA Managing Director, Fusion Workforce: a wholly Australian owned and operated recruitment company specialising in providing human resource, recruitment and safety services to the blue collar and horticultural industries.

Corrine Taylor FRCSA Managing Director, International Medical Recruitment: a medium size organisation specialising in medical recruitment – specifically doctors.

Stephen Porter Director, Searson Buck, Tasmania’s largest locally-owned HR company provides perm and temp white collar recruitment in most occupations and levels, nurses and healthcare, security staff, blue collar labour hire.

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Kevin Blogg Established Catapult in 2003. It is primarily a supported employment provider registered as a charitable trust, working with people who face significant barriers in gaining employment. As well as making prospect/job matches, they provide ongoing employment support to ensure a smooth transition into work.

The Technology Experts Nicholas Beames CEO, astutepayroll. com: online contingent workforce management solutions for recruitment organisations of all sizes. astutepayroll.com’s awardwinning web application and managed payroll solutions automates the management of contingent workforce employees – including compliance, induction, TFN submissions, online timesheets, expenses, award interpretation, invoicing and payroll. Purpose-built for the recruitment industry, astutepayroll.com’s unique workflow tools improve cash flow, probity, reliability, and seamlessly integrate the front and back end of any recruitment business. Clients can choose one or more of the modules they need or outsource the lot.

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of the Information known about a candidate. “For example, the information held on any one candidate will be a combination of profile (currency and relevance) and supplementary data owned and gathered by the agency. Handled correctly and marketed properly, this supplementary data will differentiate recruiters. “Recruitment companies will continue to need to reduce costs and improve efficiency, and this will require more, not less, from technology and technology providers. New technologies, social media and communications techniques will be harnessed to deliver improved candidate care programs that improve the connections and engagement candidates have with their preferred recruiter,” Justin adds. Neil Bolton, CEO of Recruitment Systems, believes technology is creating many more opportunities for good recruiters, but is threatening the future of low-quality “tick and flick” recruiters. “Any client can put an ad on the internet and get a hundred responses, choose the top two or three and interview them. A recruiter has to add value to survive. After a few frustrating hiring exercises, clients want something better – they don’t want a recruiter to only do what they do – they want and need more quality.” Paul Thompson, Sales Director of Voyager Software, says; “While the recruitment industry has been hit hard with its own challenges, many recruitment sectors and individuals are doing extremely well. The recruiters flourishing are the ones who are flexible in their approach to recruitment and the tools they use. New legislation, head-count freezes and an increasingly challenging market have all ensured that for some, success as a recruiter is not as easy as it once was. With recruiters becoming ever increasingly mobile, candidates harder to source, and clients looking for a more involved service, there are many reasons to question if the recruitment software you use is fit for purpose.” “Recruiters now demand a greater range of services from their software supplier. Recruiter technology needs to be flexible in its deployment, payment options, how it’s supported and the sectors it caters for,” Paul adds.

Will the face-to-face interview ever disappear? With the advances in technology what will happen to the traditional methods of selecting staff? When the Journal asked recruiters this question, reactions were mixed. “I’m sure as senior management changes there will be more willingness to trust technology interviews,” says Jane Fanselow. “We’re finding that even though initial interviews are done via Skype on most occasions, there is a face-to-face

Technology is creating many more opportunities for good recruiters, but is threatening the future of low-quality ‘tick and flick’ recruiters.

interview before appointment – although we have made placements without this occurring. In the future, if the candidate is local, I don’t see employers completely giving up the face-to-face meeting phase – even if it’s for coffee before contracts are signed. But if the candidate is offshore, I think there will be a growing comfort with Skype or other technology.” Corrine Taylor says, “Yes, they will disappear: we often recruit candidates internationally without having face-to-face interviews, particularly in a candidate-short market where a clear skill assessment can be made and there are registration authorities involved in the recruitment process to assist with the credentialing and verification of qualifications“. Others disagree. Stephen Porter says it’s unlikely, although he acknowledges the interview might be done over a video screen rather than in the same room. “The face-to-face aspect of our service is most important, and I can see no way that it will become obsolete in our service,“ says Kevin Blogg of Catapult. “I would certainly hope not – it will always be a part of how we do things at Fusion irrespective of what other organisations do,” says Courtney Rowe. “I think sometimes our industry forgets that we are all about people and there are significant benefits for all parties when conducting face-toface meetings versus moving to a complete on line, impersonal process.” Interestingly, the technology experts had very

focus: RECRUITMENT AT THE SPEED OF TOMORROW

definite views on the importance of the face-toface interview. “Never!” says Nicholas Beames. “It will just change in format. However, I see the ‘next’ user adoption on a mass scale to be using web cams. Using a webcam and Skype-type service from a work computer will be more and more considered a normal replacement of a telephone call. So combining this with web applications like LinkedIn to garnering data may mean a ‘physical’ face-to-face is not needed.” “Armed with the experience of having seen professional recruiters in action and the combination of skills they bring to the process, I cannot see face-to-face interviews disappearing in the foreseeable future,” says Geoff Hall. “That said, individual conversation products like Skype and multiple participant products like TeamViewer already enable remote interviewing of candidates,” he adds. “Absolutely not!” says Neil Bolton. “It will be as necessary as ever – but there will be more preliminary steps to weed out the obviously wrong people, such as video interviews, better psychometric testing (and a greater uptake of psychometric testing, primarily for veto purposes). “Recruiters can sell their services by claiming – quite honestly – that they are better qualified to do the interviewing – they are more experienced, more efficient and less emotionally involved in the hiring process,” he adds. “Face-to-face interviews will remain,” says Justin Sway. “They may morph in format and methodology as new technology becomes available but they will remain an important source of information gathering during the recruitment process. With the proliferation of mobile devices there is a possibility that face-to-face interviews will increase: think of iPhone’s ‘facetime’.” Paul Thompson believes there is a much bigger question to address: “Recruitment is a one-to-one business; it always will be. The internet has made recruitment a global market. You can be engaging with a specialist recruiter working from his/her home-based office in another country. Unless it’s a top role, the face-to-face interview with the recruiter is unlikely to happen. But that’s where the recruiter’s skill and experience can get almost as much from a phone call as they could from actually meeting the candidate. “For the hirer, it’s another story. Primarily they’re looking and thinking about whether the other staff will like this person, will they fit into the team swiftly and is this someone you are willing to put in front of your clients? It’s as much about gut feel as their skills and track record. The real question is – why isn’t there a video conferencing boom among recruiters? It amazes me that video conferencing has been slow to catch on among recruitment teams and hiring managers – at a

minimum for the initial round of interviews. Shouldn’t Skype’s video conferencing be used more freely in the office and don’t many business professionals already use it for chat and voice?” he asks.

How will improved technology help the recruitment industry improve results? “Technology should be used as a tool that provides a quick correspondence in a time-poor world. It should enable recruitment consultants to respond promptly but still personally to both candidates and clients,” Corrine Taylor believes. “It will allow us to be more efficient so more time can be spent on the important bits like talking to applicants and clients rather than the surrounding processes. Technology will allow clients to do more themselves and have direct links to candidates so we need to be able to show value in what we can do and to be able to deliver the right person quickly and cost effectively when they can’t. Our ability to source ‘passive’ candidates will be key. Job boards and newspaper adverts will become redundant,” says Stephen Porter. Jane Fanselow adds another viewpoint: “I’m not sure technology is ever going to take away the ‘feel’ a good recruiter has for a candidate. New Zealand needs a faster broadband speed to make video technology easier to use because this can be a problem. I think our results improve when we truly understand the needs of the employer and partner with them in a way that helps them achieve their goals rather than our own. Perhaps that may mean adapting our technology to interact more effectively with theirs. “I personally like the face-to-face interaction with employers, being inside their business and understanding what their issues are,” Jane continues. ”When success and results for us means solving the employer’s problem longer term, the satisfaction is far greater than just throwing a person into a job and hoping they stay for a guarantee period. I think that’s how our industry becomes an irreplaceable and integral part of an employer’s business. Technology has helped employers find all the applicants they need via Seek or LinkedIn or Twitter, so we need to be doing something extra.“ For Catapult, Kevin Blogg sees exactly how technology could help improve his organisations results; “For our type of service, getting the message of successful positions held by people with disability, illness or other significant barrier out to other employers.” Courtney Rowe sums it up: “Efficiencies, competitive advantage, document control etc, will help. Improved technology reduces the potential for human error and oversight”. The technology experts agree that technology

Justin Sway CEO, FastTrack Pty Ltd: FastTrack provides a fully integrated product offering – incorporating applicant tracking, recruitment CRM and payroll and billing – as a complete package. Specific products are FastTrack Job Post, SkillsBase & Recruitment Manager and Recruitment Payroll Manager. FastTrack products support the different recruitment types including permanent, temporary, contract and labour hire specialisations. FastTrack’s software solutions are delivered to more than five hundred small, medium and large clients including global businesses. There are more than 6,000 users, processing more than 500,000 pays every year.

Neil Bolton CEO, Recruitment Systems: TRIS is more than a recruitment database – it is a CRM for recruiters. Caters for all businesses of all sizes, but the majority of our clients are in the ten to fifty recruiters, two to three offices size. It is equally relevant to all industry sectors, but if there is a specialty, it is in white collar temporary and permanent recruitment.

Paul Thompson Sales Director, Voyager Software: recruitment software solutions span the entire permanent, contract and temporary recruitment landscape including front office, timesheets and integration to back office. They are best known for delivering solutions to the SME market space.

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Geoff Hall Director, WorkDESK: a complete fully integrated software product designed with the specific requirements of the recruitment industry in mind. WorkDESK, provides front and back office functionality in one product. While the typical client is small to medium sized, the system is also used in larger businesses, providing for single and multi- location operations – with a server in-house or in the cloud.

can improve results significantly – if recruiters take advantage of what’s available. “Improved technology will enable the recruitment industry to provide a better service, and solidify its position within industry and government – if, and only if, recruiters use technology to provide a service that their clients can’t or are unwilling to provide,” says Neil Bolton. “Comprehensive business software is crucial to the management of daily operations, providing for default monitoring of key performance indicators. While this in itself is nothing new, the information available from current refined software products is far more extensive than it has ever been,” Geoff Hall adds. Justin Sway comments: “Our vision of the future sees technology playing a more important part in the industry and the recruitment process. The key to this will be the data held in the recruitment system. Simple profile and contact information needs to be up-to-date and accurate to be of value. Additionally, associated information such as recent work history, referrals and recommendations, will all add to the relevance of the data. “The quantity of candidate data will increase, as more information is gathered, so improved filtering and searching tools will be required,“

Justin continues. “While a lot of this data will become more and more publicly available, recruiters must capture and systematise their ‘knowledge’ of the candidate to add real value for their clients above what is publicly available.” Paul Thompson says: “Most employers now have the same tools at their fingertips. Recruiters need to offer a better, more involved service if they’re going to justify that fee. These services could include talent mapping, tracking compliance with legislation, and better tools to filter and search. And recruiters need to be increasingly mobile. The best recruiter isn’t likely to be on your High Street so being ‘social media savvy’ will be key to get your recruitment brand in front of your clients. “Technology is an enabler of better practice – but only for those who want to practise better!’ warns Nicholas Beames. “And this includes using webcams and Skype-type interviews or using LinkedIn as your résumé format – maybe even embracing web-based CRMs like Bullhorn, TRIS, or JobAdder. Then having those applications ‘talk’ to other web-based applications. All this helps those who want to be better, get better – to do more in less time.”

One recruiter’s story By Robert van Stokrom FRCSA CEO, DFP Recruitment From the days of temp secretaries and telephonists sitting in the foyer thirty years ago drinking cups of tea waiting for the jobs to come in, DFP has become a technology-based company supplying admin, call centre, government, health, blue collar and resources staff in a highly sophisticated environment. DFP’s core management product is FastTrack and we have made a significant investment in training to ensure maximum utilisation through effective payroll practices, invoicing, candidate and client management and real time usage of the FastTrack system. DFP has many other internally built solutions such as customised micro site ATS for specific campaigns, call centre simulators, auto-generated client and candidate satisfaction surveys, regular auto employee sentiment measuring, and an automated ref-checking product, to name a few. We use group video conferencing capabilities for internal and external requirements, and have total VOIP comms utilising our data network. These IT solutions are supported by the continual updating of all systems and hardware, including a fully virtualised environment with instant DR failover, central data access and total remote VPN access using terminal services running over high grade internet links with built-in redundancy. Data is stored on enterprise class storage area network and backed up using a fully automated robotic tape library. DFP also has a custom Ajax modular intranet system supporting DFP tools, documents and procedures. After all this techno speak, what does this mean for our view of

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the future? Quite simply, if we do not invest, and keep investing, in these technologies, we will not be competitive in the speed-tomarket race. Our investment decisions are based on sound capital payback models, using client and candidate satisfaction as the guide for choices, which in turn, lead to the ultimate success measure, profit. This technology race is not to replace the essential face-to-face interview, but to resource the business for better candidate acquisition, greater client satisfaction, stronger staff engagement and a healthier more sustainable business. The present is brimming with communication technologies, and more will come. Video interviews are used now instead of telephone screening, but they will never replace face-to-face. Hologram communication exists now, and in a few years will be with us every day. Recorded video résumés exist now and will become commonplace. Social media is part of all of us: Facebook, Twitter, Linkedin – and whatever else is around the corner – will be with us for ever. Clients are more demanding: they want the résumés immediately, but will wait two days to provide feedback. Candidates expect, in fact, demand to be informed, coached and placed. Technology will just keep getting more sophisticated in an effort to increase the speed from job brief to fill, while improving the quality of the assignment. Recruiters need to stop complaining about margins and declining placement ratios. You need to invest in the right technology, resource your amazing consultants, and keep your clients and candidates happy through technology – then you deserve to have a cuppa yourself!

focus: RECRUITMENT AT THE SPEED OF TOMORROW

Technology – CRM: invest yourself Picking up the phone, grabbing a coffee together and building a relationship the old fashioned way may always be what developing customers is all about – but you also need a good CRM system. Mark Ashburn has some suggestions that make success more likely.

It’s easy to blame technology for breaking down good ol’ fashioned personal relationships. But sometimes technology actually improves the way we interact: in fact, a good Customer Relationship Management system is crucial for any customer-focused organisation. At RecruitmentSuper, our customers are the fund’s members, as well as the employers who make contributions on their behalf. But whether you’re dealing with candidates, clients or fund members, the fundamentals of a strong relationship are the same: understand their needs, remember their preferences and keep them informed. After all, positive relationships aren’t just about feeling warm and fuzzy – they underpin your business strategy. RecruitmentSuper’s CRM system is a valuable tool for gathering better customer intelligence, and allocating sales efforts accordingly. It’s also vital for managing exposure to “key person” risk: if one of our team members were to leave, how else would we understand how they interact with their customers? The data gathered by our CRM technology is also useful from a financial management perspective – for example, it’s an efficient mechanism for managing incentive remuneration, and it neatly demonstrates the size and profile of the fund’s membership base.

Successfully choosing a CRM solution

Mark Ashburn, General Manager – Sales, RecruitmentSuper

RCSA JOURNAL

Choosing and implementing the right CRM solution is by no means a walk in the park, but there are some things that make success more likely. • Firstly, be clear on your strategy – what is the purpose, what are the deliverables, and what is the plan for execution? It’s also critical for the business owners or senior managers to be involved from the start – don’t leave it to IT, Sales or anyone else. You absolutely, positively need to know the details – as painful as that may sound! • Training is vital in adoption of technology, and not just a one-off session that leaves everyone reeling with information overload: ongoing training is a must, especially when you have new starters.

• While you need to ensure you have a good administrator who understands, lives and breathes the CRM system, you should also use it yourself – and make it obvious that you do. Embedding it into the culture of the organisation means it will be used properly and willingly, rather than becoming a white elephant. • The other way to boost adoption of the technology is to make sure that the user’s life is better because of it. If you make people’s lives more complicated, you are destined to mediocrity at best. It needs to have automated process and workflows to maximise efficiency, and make the experience simple and timesaving. • Give people an incentive to use the CRM, by building in reward structures, and recognising and praising the right behaviours. • And lastly, give your CRM tool some love. Keep investing in updates and improvements. Stay involved. Be patient while people get their heads (and hearts!) around it. RecruitmentSuper’s CRM story is a case in point. We started five years ago, when we realised that managing and communicating with more than 450,000 members required a significant investment and a bold plan. Our CRM system had humble beginnings, with an off-the-shelf product and a one team focus. Once the team had the fundamentals mastered, we upgraded our CRM and looked at integrating across the business. With the increased functionality we saw the scope and application of our CRM grow dramatically and is now proving to be a valuable resource for all departments. Like any piece of technology – or any person for that matter! – our CRM solution has its flaws. But overall, the efficiency and intelligence that a good CRM system provides is invaluable, especially for organisations who really do put their customers first.

focus: RECRUITMENT AT THE SPEED OF TOMORROW

Customer Relationship Management – the old-fashioned way

echnology is fantastic, but sometimes, nothing can replace genuine, face-toface relationships. So, when I was asked about my own approach to relationship management, I pulled out a business card (far right) that lives in my wallet. It’s from 1995, and on it is written the philosophy my team and I came up with way back when. It’s the answer to the question, “What do we need to do, as a sales team, to be a great success?” I’ve never been able to get the statement tighter. While it doesn’t cover things like innovation and product development, for the most part these are not the things that make a sales team great. Sales and winning make the team great. But they are the outcomes: you have to have a process.

The process above gives no escape. Listening is the only way to understand what the customer needs. Without enough understanding, a salesperson can try selling what the customer asks for, but sometimes there is a difference between what a customer asks for and what they need. Once you understand, you can deliver – and relationships are built when you deliver. Delivery is a million things: returning a call, sending a copy of an interesting article to a client, finishing the job on time. Sometimes the best you can do in sales is to help the customer in some way other than selling your service or product. You can take a relationship a long way forward by being honest when you don’t have the right product to meet the need of the client. And finally, great sales people sell within the envelope of the organisation. The usual

boundaries are time, profitability and product “ Take e n o u gh range. A great team will time to unders match what they have t an d w hat available to the market the cus tomer and not continually expect s , th e n annoy clients and work deliver th e b e s colleagues with the t result you dramas of unrealistic can by m an a g in g timelines, constant th e constr aints o repricing and f time, profita non-standard bility a nd product selling. p ro d u c t ra n g e Beyond that, it’s .” about picking up the phone, grabbing a coffee together and building a relationship the old fashioned way. – Mark Ashburn

More than

7 in 10 online placements

are made via SEEK Making SEEK the single largest source of candidates *Source: The GFK SEEK Job Market Update - Nov 2011 Base: Nationally representative sample of Australians who found their last role online in the last 12 months (n=79) Q: L4: Through which one of these online sources did you find your last role? E1. When did you start your last job?

MARCH 2012

international comment

It may be dark but there is still light in the tunnel David Head, publisher of Recruitment International magazine reports on why 2012 is going to be one of the most challenging on record for the UK recruitment industry. In my previous article I provided a concise history of the UK recruitment industry. This narrative looks forward to what I can only foresee as a testing year ahead for UK recruiters, and explores how this in turn may create some opportunities for Australian recruiters.

UK unemployment The latest government figures show that the UK unemployment rate in December 2011 had risen to 2.67 million, its highest figure for 17 years. By the time you are reading this it will have gone higher! More concerning are the one million or 22.3 per cent of young people aged between 16 and 24 who are now unemployed with very little job prospects to look forward to. Many of these talented young people are educated to degree standard but are finding that there are simply not enough supermarket shelves to stack. Blair and Brown’s Labour government were hellbent on pushing as many people as possible through university, a policy that has returned to bite them as many have left education with degrees that simply don’t match the requirements or skill sets required by UK employers. This situation has been exacerbated by the current coalition government who has instigated a number of austerity measures resulting in large numbers of jobs losses in the public sector, the civil services and education in particular. While to some degree these have been offset by jobs created in the private sector, this trend is unlikely to continue as companies look to reduce costs and mitigate

RCSA JOURNAL

risk with the threat of meltdown across the Euro Zone where the Greek economy is more precarious than a china shop in the middle of a stampede. It all means more unemployment and more jobseekers. At the beginning of 2011 there were 2.9 people unemployed per new vacancy created; by the end of 2011 this had risen to 3.5. Too much talent, not enough vacancies and a worsening economy has created a tough environment for many recruiters.

grown so quickly. They are all in specialist markets and virtually all of them only specialise in one sector: finance, medical or IT, for example. A closer look reveals that the majority of them are in a niche of that industry, i.e. Locum doctors or SAP contractors. The real UK winners are definitely those who are active in these niche sectors and especially those who have chosen to export their talents and spread their exposure to more than just a single economy.

Recession

Globalisation

The dreaded “R” word! You’re doomed if you say it, damned if you don’t and it’s a subject about which the UK media loves to run negative stories. The simple facts are that even if the UK isn’t technically in recession (two quarters of negative GDP) it may just as well be. All of this sentiment has hit UK recruiters. Despite an upturn in share prices towards the latter half of 2011 the publicly quoted UK recruitment sector collectively underperformed their FTSE benchmark by almost 25 per cent, which for most listed recruiters has meant a 40-50 per cent drop in share price. Respected UK analysts are also saying they believe we are a long way off the cyclical low point for recruitment company share prices. Ouch. So where is the light in the tunnel coming from? Historically every recession has taken its toll, however, the recruitment sector always comes back bigger and stronger. A downturn sorts out the weak from the strong and there will always be companies who continue to make calls, see clients, come up with innovative solutions and place people. These will be the winners, especially as it’s much easier to build market share in a tough market when others are closing down or downsizing. Rupert Murdoch’s Sunday Times runs an annual publication which ranks the UK’s fastest growing companies, The Fast Track 100. Last year an amazing 14 per cent of the entrants were recruiters, despite the economic backdrop. What is important to consider is why these 14 recruiters have

Recruitment companies have been establishing international operations for many years; however, it’s really been the last decade which has bought about the biggest rise in the number of businesses going global. At least fifty per cent of the UK’s largest recruitment companies now have an international operation, many in Australia; Hays, Michael Page and SThree, as well as smaller privately-owned recruiters such as Aspire, for example. Naturally, this process can work both ways so while the UK markets are tough, the set up costs or acquisition values are much lower. Ambitious Australian recruiters may see this as an opportunity to spread their own geographical footprint. Yes, it’s a challenge but there is still plenty of light for some. Agree or disagree with David? – email him at david@recruitment-international.co.uk and copy Julie Morrison at the RCSA, jmorrison@rcsa.com.au

David Head, publisher of Recruitment International magazine

international comment

Ciett Report Ciett has partnered with the Boston Consulting Group to produce a global report, entitled “Adapting to Change”, which examines the contribution that the private employment services industry makes to the economic growth. This report is from Steve Shepherd FRCSA (Life).

The world has changed over the last few years – economic cycles are becoming more volatile and adapting to these new dynamics is one of the greatest challenges societies face today. This ever-changing economic landscape is revolutionising the way societies and labour markets operate, and it seemed an opportune time to examine the role our industry plays in facilitating the adaptation to these shifts. The findings of the report reveal that private employment services have made a significant impact: our industry has provided a bridge to social and economic progress by enabling adaptation to change, ensuring better labour markets, and delivering decent work. However, to continue this work further we still have barriers to overcome. Many of you will have already seen the ACTU’s report on “Secure Jobs in Australia” and would be aware that they are currently undertaking an “independent enquiry” in to what they consider to be insecure work. To tackle the challenges that exist around the perceptions of our industry, we need to raise the awareness of our industry and engage with trade unionists, policymakers Steve Shepherd FRCSA (Life) and employers at a level that is above the and Immediate Past President, current circular arguments. is the RCSA’s representative To this end, in March and April we will be with Ciett and a member of holding a Forum in Australia and New the Ciett Board.

Zealand that will bring together these influential stakeholders to consider the topic “Can the Private Employment Services Industry Build a Bridge to Social and Economic Progress?” These events will examine the specific environment and challenges that the Australian and New Zealand labour markets face and consider how we can collaborate to develop effective solutions. However, this event is only one step on a much bigger journey that Ciett has embarked upon to change the perception, and the insights and resolutions achieved through these debate sessions will be aggregated to form a global action plan for the industry, providing tailored recommendations to challenges and proposing solutions to help us in our journey to become change enablers in every country and region in which we operate. This is an exciting time for our industry. This is only the beginning of a wider campaign and we hope you will join us on this journey. I look forward to sharing more information at the report launch and debates so please watch out for more information from the RCSA in the next few weeks.

Is something holding you back? If your recruitment system isn’t getting you there, call us at FastTrack. Our proven, single-entry solutions are designed to boost the profitability of any-sized consultancy.

Recruitment Software

Call 1800 063 555

sales@fasttrack.com.au www.fasttrack.com.au

From the start: Reliability. Performance. Success.

MARCH 2012

BUSINESS MANAGEMENT ISSUES

RCSA Code Training â&#x20AC;&#x201C; are you up to date? Members tell us (through the 2010 Survey) that the RCSA Code for Professional Conduct is one of the most important reasons for joining RCSA. When they join the Association, members commit to ethical practices and agree to abide by the Code.

RCSA members network regularly at RCSA functions, even though their organisations compete in the same field. And they do this because they are comfortable in the company of people who share the same values, ethics and standards. Thatâ&#x20AC;&#x2122;s why we keep pushing to increase membership numbers. Increasing the number of members means increasing the commitment to the Code. Code training is an important part of membership.

Individual Member Code obligations From 1 July 2012 all new members will commit to completing RCSA Code Training within three months of admittance as a member. A Code Training Certificate will be automatically issued on training completion. All new individual members will be asked to email to info@rcsa.com.au a certificate number to confirm that Code training has been completed. Final membership acceptance depends on evidence of Code training completion and approval by a member of the RCSA Board. Individual members will be required to complete an annual Code update which includes studying three documents from a library of Code related resources. This is on an honesty-basis and no certificate will be issued for the annual update. However, every five years the full Code training is compulsory

for all individual members and a certificate will be issued each time Code training is completed. Existing Individual members may choose to complete Code training now if they have not done so over the last year or more.

All Corporate Member Code Obligations RCSA recommends that all Corporate Members, whether long-time members or new members, undertake to train their employment service staff in the Code. Staff of Corporate Members may choose to email the completion certificate number to info@rcsa.com.au, however this is not compulsory. RCSA will record Code Training Certificate numbers of staff of Corporate Members who volunteer this information. By renewing your Corporate Membership you are confirming that practices are in place to ensure that individual employment service staff can remain up to date with the Code. You will be asked to confirm this when renewing membership. Administration rights can be given to HR managers at Corporate Member organisations to assist with monitoring staff Code training. Members will have noted that Code Principle 7 states that members must work to develop a satisfactory and up to date level of relevant professional knowledge.

ARE YOU UP TO DATE WITH YOUR OBLIGATIONS AS A RECRUITER? Complete the RCSA Code for Professional Conduct today!

RCSA members non-RCSA members

FREE $25.00

To access these courses and more visit: learningseat.com/public/rcsa

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BUSINESS MANAGEMENT ISSUES

Where to find the Code Training You can now access the free Code Training through E-learning on the RCSA webpage which connects to the LearningSeat platform. Once you have created an account on LearningSeat you can do some training and come back to it later or complete it in one sitting. Some organisations do it as a group so you can talk through the scenarios with your peers. Here’s a step by step guide to getting started: • Go to www.rcsa.com.au > Learning Centre > E-learning • Under the heading “RCSA Members – Commence Code Training now” click on “enrol now” • You will see the Learning Name RCSA Code

for Professional Conduct 2010 – just click on “Add to cart” • Tick the box (as a member you won’t have to pay!) and proceed to check out • Create logon details if you have not done this before. You must enter your Corporate or Individual member number at this step. You can use your RCSA logon and password if you wish. Then select next. • And you’re ready to get started!

By renewing your Corporate Membership you are confirming that practices are in place to ensure that individual employment service staff can remain up to date with the Code.

Where to find the Code Updates The annual Code updates which include studying three documents from a library of Code related resources are listed at www.rcsa.com.au > RCSA Code > Resources to support the Code.

MARCH 2012

BUSINESS MANAGEMENT ISSUES

What is Corporate Social Responsibility?

e are all familiar with the term corporate social responsibility but what does it really mean? Having taken on a project with the Board around Corporate Social Responsibility (CSR) and the role of the RCSA, I thought the best place to start was to understand what CSR really meant. I soon found that was easier said than done as there is no internationally agreed definition. However, I subscribed to a newsletter CSR Wire and I liked their explanation so thought I would share this with you. Corporate Social Responsibility (CSR) aligns business operations with social values. CSR integrates the interests of stakeholders – all of those affected by a company’s conduct – into the company’s business policies and actions. CSR focuses on the social, environmental, and financial success of a company – the triple bottom line, with the goal being to positively impact society while achieving business success.

By Jacqui Barratt FRCSA, RCSA Director and Director, Salt, Auckland.

LR RCSA Ad 0811_final.indd 1

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We are all now far more aware of how corporate behaviour affects social, political and natural environments. With this understanding, all organisations come under greater scrutiny from investors, clients, employees and the community in general about their sustainable business practices. What we do appreciate is that every business will be unique in their approach to CSR and tailor policies, procedures and activities that fit their organisation. We are learning that for an organisation’s CSR and sustainability efforts to take hold, employee education and engagement at all levels is essential. Employees need to be empowered to take action, both in the workplace and in the community, and, as a result, you will see a culture in which CSR and sustainability is embedded. Some organisations are creating “green teams” volunteers from across the company who work on educating the business and identifying and implementing solutions to help the organisation operate in a more environmentally sustainable way. Sometimes it is about taking small steps and seeing incremental improvement and other times it may be the big bang with a complete change in the way they operate. What is clear is that each organisation needs to strike the right balance between channelling employee passion and providing the structure and support to ensure the activities are aligned with the overall company goals and objectives. This balance

will allow greater sustainability and generosity of spirit to exist. A recent US survey revealed that 65 per cent of respondent companies (a total of 1183) said they valued job applicants with CSR and sustainability experience and knowledge very highly, and it is expected to rise in importance when making hiring decisions.

What are you doing in your business? • Do you have clear goals or objectives in place related to CSR and sustainability? • How have you communicated these to your team? Is it part of your company induction? • What methods of education have you used to grow the team’s knowledge? • How have you empowered your team to come up with ideas and solutions? • What measurement do you have in place to see what’s working and to report this? It’s all food for thought, as we continue to explore CSR and what we can all do, how we can do it and how we can share great case studies and insights into the ways organisations and individuals are making a difference. Do you have a CSR case study to share? Email the RCSA Journal editor: sally@mathesonpublishing.com.au

30/8/11 10:04:07 AM

BUSINESS MANAGEMENT ISSUES

Income Protection – what would you do if you temporarily couldn’t work? Your most valuable asset is your ability to earn an income that allows you to provide for your family and maintain your desired lifestyle. It makes sense to protect it. OAMPS has some valuable advice.

As a business professional, you have invested years working towards securing your future and building your business, and no doubt there is still a great deal you would like to achieve. But what if a serious illness or injury interrupted your plans? What would it mean for you, the business and your family’s long-term financial security? A health crisis can jeopardise your earning potential, your ability to service your debts and the lifestyle you have worked hard to build. If you do not know how you would pay your family’s living expenses, or your own if you are single, without receiving your regular income, you should consider purchasing an income protection policy. Income protection is an insurance policy that provides you with a monthly benefit of up to 75 per cent of your income if you are unable to work because of a serious illness or an accident. The benefits are paid monthly for the period of incapacity or the duration of the policy, whichever is the shorter period.

Income protection is generally tax deductible and is designed to ensure that you can continue to pay the mortgage, put food on the table and carry on financially until you return to work. It covers you 24 hours a day seven days a week worldwide.

Case study John is a 34-year-old recruitment consultant. He is engaged and recently took out a $350,000 mortgage to buy his first home. On the advice of his bank manager he sought a financial adviser to assist him in applying for income protection. John earns $90,000 per year and was insured for 75 per cent of his salary, giving him a monthly benefit of $5,625. Three years later John suffered a serious knee injury playing football, meaning he needed a full knee reconstruction. This meant he would be away from work for three months while recuperating. John knew his income protection policy would cover 75 per cent of his income while he wasn’t working, however he was worried that dropping into work to keep an eye on things would jeopardise his insurance benefits. Fortunately, his financial adviser had ensured his policy included a “10 hours” definition for severe disability. John satisfied this definition and was allowed to work up to ten hours per week without jeopardising his entitlements. For the first three months after the waiting period*, John received full benefits. He was then able to work twenty hours per week for the next two months, receiving partial disability benefits, before he could return to work full time. His income protection cover remains in place should the need arise to claim again. Contact an OAMPS insurance broker today on 1800 240 432 or visit oamps.com. au/lifesolutions * The waiting period is the length of time you have to wait until the income protection benefit payment begins. The waiting period varies depending on the individual policy but usually is 30 days or 60 days or 90 days from the time you are unable to work.

MARCH 2012

BUSINESS MANAGEMENT ISSUES

Are you trashing RCSA corporate communications? Is that important? RCSA communications provide a wealth of information to help members to meet their compliance and Code obligations: Andrew Wood looks at member responsibilities under Principle 7.

Andrew Wood, Hon MRCSA (Life), Barrister

RCSA JOURNAL

Julie Morrison, RCSA Marketing & Communications Manager, raised an interesting matter with me the other day. She wrote: As you know, we have corporate delegate/ contacts for each corporate member. The corporate delegate represents the face of the organisation to us and is a conduit (hopefully) to all employees of that organisation. We have a range of e-mail communications, of which part or all contents may be of interest to someone in a member organisation. Going forward, I am hoping that we can ask the corporate delegate/contact to take responsibility for accepting e-mails and forwarding them on to the relevant people in their organisation. Julie wanted to discuss whether a corporate delegate/contact needed to be provided with an “unsubscribe” button so that they could elect to stop receiving RCSA emails. While it would be usual to provide an unsubscribe button, a member should not normally “evade” RCSA corporate communications simply by opting out of the information loop. That is because RCSA would expect that corporate members, at all times, maintain an effective subscription to RCSA’s corporate communications, including its electronic communications. That is important because those communications provide a wealth of information that will assist members to meet their compliance and Code obligations. It is not necessary for RCSA to insist that information be passed on to staff within the member’s organisation who might have an interest in the content of its communications. That is because Principle 7 of the RCSA Code already provides:

Principle 7 – Professional Knowledge 1. Members must work diligently to develop and maintain satisfactory and up-to-date levels of relevant professional knowledge. 2. Members must ensure that their staff are adequately trained and skilled to undertake their responsibilities. In some jurisdictions, there are corresponding legislative provisions that require employment agents to maintain a reasonable level of current professional knowledge. Those provisions are wide enough to require that members, through their corporate delegates/contacts, take steps to keep staff up to date on important professional developments. So in those cases (rare, we hope) where a RCSA corporate delegate/contact was found to have been consigning RCSA’s corporate communications to the wastepaper basket (or its electronic equivalent) there would likely be a question as to whether or not the member was complying with its Code obligations. That is a serious matter and it is one with which all members should be concerned because the cost to RCSA of providing support to members and of dealing with complaints that arise from a lack of current professional knowledge can be significant and is ultimately subsidised by the membership at large. So RCSA hopes that members would not be consigning its communications to the trash bin and it would seem more than clear that RCSA goes to great lengths to ensure that the content of its communications to its members is relevant, topical and timely.

Australian workers keeping an eye on new opportunities The New Year is always a time of fresh movement in the workforce as employers often return from the holiday period looking to hire new staff and people start to action New Year’s resolutions to find a new job.

In February alone, SEEK attracted over 15.4 million visits* from jobseekers, a new record high and up 16 per cent on the same period last year. Not only are we seeing an increase in the number of people visiting the site, but a new independent study commissioned by SEEK* also revealed that 75 per cent of the Australian workforce are either actively “seeking” new roles (27 per cent) or “monitoring” the market for future job opportunities (48 per cent) (see Jobseeking cycle chart below). This equates to around 8.6 million Australian workers currently keeping an eye out for their next employment opportunity. The main reasons cited for seeking a new job often include the desire for a new challenge, better pay and benefits or a general feeling of being unappreciated in their current role. The remaining quarter of the workforce are quite settled and do not plan to move on in the short-term. This group includes the self employed, as well as older generations and those who have recently changed roles.

ed ttl Se 25%

Summary: Jobseekers go through a continuous “jobseeking” cycle with three distinct phases. In the “settled” phase, they are typically happy in their current role and are not doing anything to look for a new job. Then after a period of time, they will start to browse for new opportunities – this is known as the “monitoring” phase. Typically, at this point, they will only apply if the right job comes up. In the final phase, they are “seeking” a new opportunity and this means they are regularly looking and actively applying for roles.

SE E 27 KIN % G

Jobseeking cycle

Monitoring 48% (Source: Jobseeking cycle, SEEK as at 8 Feb 2012)

SEEK Job market update The SEEK Job Market Update is an independent research study conducted by GFK on behalf of SEEK. This study is run on a quarterly basis and reaches out to 1000 Australian jobseekers each quarter; 4000 each year. Research is conducted using an independent research panel and the data is weighted to be nationally representative of the Australian labour force population (employed and unemployed looking for work). Australian data has been weighted to the population statistics sourced from the Australian Labour Force Survey, June 2011, based on age, gender, labour force status, and location for 20-64 year olds. No data was available to include 18-19 year olds. When the new census data is produced, the data will be weighted to adults 18+. Data in this release refers to Q1/Q2 2011 (from June 2011 – March 2012). Online penetration for the working population is now on par with or exceeds fixed-line telephone access. This is therefore the most statistically reliable and valid way of ensuring data represents the national population. Population numbers have been extrapolated to the available Australian working population (aged 18-65) as determined by the ABS. These figures are estimate-based proportions observed in a survey of Australians and are intended to be indicative only. Each number has been rounded to the nearest thousand.

*Source: Nielsen Online Ratings, Market Intelligence traffic data, monthly, Feb 2012 **Source: SEEK Job Market Update

MARCH 2012

BUSINESS MANAGEMENT ISSUES

Compliance and performance management How do you manage performance while making sure you comply with all the legislative requirements relating to employees? Wendy Jeffrey-Lonnie has some practical pointers. Any good human resources article will discuss the benefits of processes, policies and procedures that ensure a robust workforce who are legislatively compliant and performing to their best. This article will be no different, except that it will also provide some practical steps and hints to employers

Integrity assured.

to ensure a professionally managed workforce where performance expectations are determined early, effectively managed, and performance issues quickly addressed.

Compliance Employees are more resourced, more trained, and more aware of their workplace rights than ever before. Safety, industrial relations, and anti-discrimination are just a few of the compliance initiatives that are required to be introduced and followed within a business. Compliance goes beyond formal legislative requirement and extends to all work practices within your business: • Why do you have this work process? Will it minimise risk, ensure speed and accuracy, comply with health and safety issues, and ensure consistency and control?

• Is it doing what it was developed to do? When was it last reviewed? Has anything in the process changed that will affect the use of the system? Have you ensured you have implemented a review program? • How was it developed? Who was involved in its creation? Did affected staff get involved? Was it tested prior to being introduced? • How was it communicated to staff? Were staff trained in the new system? Did staff need to sign off to it? What was provided for low literacy or NESB? • What happens when staff don’t comply? What are the consequences if people do not follow compliance procedures?

Performance management If you do nothing else as a manager, the way you deal with a poor performance will set you apart.

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RCSA JOURNAL

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Poor performance impacts the whole business in more ways than one. It lets the team down, puts pressure on others to increase their performance, and it can lead to absenteeism, workplace injuries, and staff turnover. It will impact on your ability to find and keep good staff, and if that is not enough, it will cost you results, time and money.

Aim of performance management The aim of performance management is, naturally, to improve performance. It is the ongoing management of performance and conduct to ensure successful achievement of work and business outcomes. It is used to identify and discuss situations where performance does not meet the required standard. Absenteeism, high turnover, team conflict, poor sales results, increased mistakes are all signs that the performance is not right. Are there underlying issues that you are not aware of? Is it a group issue or can it be pinpointed to an individual? Review the following points to make your next approach to performance management successful. Ensure that action is necessary: review the

issue and determine if there is, in fact, an issue. Gather your facts/evidence: data, information, results, reports, customer feedback, rumours, and gossip all help to build a profile of what is going on, who is involved, what part of the team/business it affects and whether it is a one-off, regular or ongoing issue. Has it been addressed previously and, if so, what was the result and why is it different this time? Plan your approach beforehand: some performance issues need to be dealt with immediately, others can be discussed over a longer period of time. It is important to spend time – even a few minutes – planning how the discussion will take place. Approaching the employee: regardless of what level of seriousness the issue is about, employees should be approached with regard for their sensitivities, personality and confidentiality. Hold a meeting and get right to the point: if the employee knows that he/she has been asked to see you for a disciplinary or performance issue, get to the point and discuss is. Follow-up: If solutions, timeframes and

standards of expected performance are set during a performance management meeting, ensure follow up dates are also set.

Other tips When you are gathering the facts and developing appropriate meeting plans and possible solutions, consider the following: • Are the employees clear on the expectations of their roles? • Have they been provided with full instructions on the required standard? • Has the employee’s performance consistently been below expectations? • Examine attendance patterns – has there been a recent change? • Investigate the reasons for sick leave. • Look for examples of deteriorating behaviour. • Consider changes in personality. • Are there any external factors that may be impacting on performance? If you would like more information about the best ways to manage the performance of your people contact the RCSA Business Solutions Centre. Wendy Jeffery-Lonnie, FCB HR Senior Consultant, wjl@fcbgroup.com.au

Phone +61 7 5450 1599 I www.thisplanet.com.au I info@thisplanet.com.au

MARCH 2012

BUSINESS MANAGEMENT ISSUES

Say “no” or expect an OH&S nightmare! Robert van Stokrom FRCSA, RCSA Vice President, says there are times when recruiters need to learn how to refuse an order. This really happened in an Australian recruitment company I know: the worst nightmare of every manager in this industry. I would like to share this story with you, although the names of the parties are disguised to protect the innocent and not slander the guilty. The Adelaide state manager of “Good Recruitment” managed to successfully tender

RCSA JOURNAL

and secure a PSA with the head office of “Ordinary Manufacturing”, a national manufacturer of steel products. The deal was for the supply of a variety of blue collar temp roles in Adelaide, Brisbane, Sydney, Melbourne and Perth. The majority of the business was in Adelaide, with smaller opportunities in the other states. The margins were low, it was a PSA panel of three, and the roles often resulted in temp-to-perm after a short period. As well as this, there were some rumblings that Ordinary Manufacturing was not at the top of its game in OH&S at some of its plants. But times were tough, and Adelaide needed the hours, and after all, it was a win. The CEO of Good Recruitment was not as excited with the tender win as some in the

organisation, for the reasons already mentioned above. To provide some peace of mind, he insisted that everyone associated with the contract make sure that all requirements for the regime of site inspections, OH&S training, and site inductions be double-checked and be the focus of close scrutiny. He also insisted that senior Good Recruitment staff meet regularly at head office with senior HR at Ordinary Manufacturing. It was three months before the first accident claim, a minor hand injury, then a knee, then a back, then a finger. Site inspections were increased, with new area inspections when they were required, training was intensified, all site inductions were reviewed, and all that should be done was done, UNTIL that day a few months later.

Robert van Stokrom FRCSA, RCSA Vice President

The order is placed An order came through to Good Recruitment’s Brisbane office from Ordinary Manufacturing for a person who could operate a particular type of crane. Good’s consultant Chris checked the job requirements, checked the licence required, consulted with Sam the supervisor from Ordinary Manufacturing, and found the right qualified person. Ted was available, lived close by and was eager to start, so Ted completed the site induction and the OH&S training and waited for the call. Sam wanted the temp on site ASAP. Chris was in the final stages of the process and did another check of the site inspection form, which had been done the previous month, BUT the particular area where Sam wanted Ted to work was not noted in the inspection report. Chris immediately rang Sam and said she needed to come out straight away to do a specific area site inspection as it may have been missed last month because it was not noted on the report. Sam said he just did not have the time, it will disrupt production and he was under pressure to get the Crane operator immediately. If Chris couldn’t send Ted out in the morning he would cancel the order and go to another supplier on the panel. This is where Chris should have said NO. She should have said she would not send Ted until the inspection had been done, even if that meant losing the order and upsetting the

client. However, Chris didn’t say no, she wanted the order, she wanted to build business, she wanted to keep the client happy, and besides, she could do the inspection during the week when Sam would allow her, and really, Chris just didn’t know how to say no. Ted reported for work that very next day, and that afternoon was lifting a five tonne roll of steel with the crane onto a truck and didn’t put the safety lugs in. Couldn’t he find them? Were they there at all? Did he know they were needed? Was the procedure explained and available for Ted to read? The roll dislodged from the cradle, and rolled off the truck, Ted jumped out of the way – but not far enough. The steel came crashing down on Ted’s foot, severing half of it, permanently disabling him. Ordinary Manufacturing and Good Recruitment were both charged by Workplace Health and Safety Queensland. Good Recruitment had an impeccable safely record: it had one of the best documented OH&S procedures and policies in the industry. Good Recruitment also had a strong internal training program, great internal recruitment procedures, and above all, caring capable and meticulous staff. The Good Recruitment company now has a new addition to its training modules: how to deal with the ultimate challenge in customer service: “When and how to say no”.

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MARKETING

Your Value Proposition: does anyone care … and what you can do about it! In 2011, TrainedUp! launched Who Stole My Lunch? – a breakthrough research study representing the views of 813 individuals across 520 recruitment organisations in our region – many of them RCSA members. The study explored the responsiveness of the recruiting profession to the dramatic changes occurring around it. The study highlighted the impact of technology – which has increasingly led to “our clients doing our job for us”.

Jason Ellenport is a Director of TrainedUp Media Pty Ltd

RCSA JOURNAL

Six months on, we reflect upon three key themes that go to the heart of organisational capability in the recruitment industry, and provide some insights regarding how they can be addressed to advantage.

Key Theme #1: Are we actually any different from our competitors? Our research indicates that 82% of respondent organisations have a clearly defined unique selling proposition (USP)… however, only 56% of them believe theirs is absolutely unique. In addition, only 60% of respondents believe most of their clients even know their USP, and that just 66% of their clients perceive their USP to be of great value! So what are the implications for recruiters large and small? • Identify your value proposition, then check to ensure your clients value it too! • Once you and your clients believe your USP, communicate it tirelessly! • Challenge your value proposition regularly, what’s of value today may not be tomorrow!

Key Theme #2: What candidates really think of your unique selling proposition! One of the staggering findings from the study is that just 49% of respondents believe most of their candidates even knew their USP! Of even greater concern is that only 52% of respondents believe their USP to be of great value to their candidates! In an industry in which candidate care would seem paramount – what advice can we offer to bridge the gap? • If you believe your offering is “the same as the next guy” – your people are all that differentiates you! • A refocus on candidate care can underpin the ongoing sustainability of the recruitment profession. • Make candidates the centre of your world and the “litmus test” of your value proposition.

Key Theme #3: Why you must leverage technology to remain relevant! While 78% of survey respondents see a direct link between training and competitive advantage, only 60% believe training is part of the fabric of their organisation! So too, as technology uptake enables a power shift to our clients, how can it be leveraged to enhance organisational capability? • If our people are the basis of our competitive advantage, training is the fuel that drives them. • It’s not what you say, it’s what you do – integrate your USP into all key businesses processes. • Once your USP is clear, leverage technology to “lock down” consistency in service delivery.

Leader or laggard? In the months following the launch of this research we met with senior executives across a broad range of recruitment organisations. Invariably, the conversation turned to consistency of service delivery. For laggards, achievement of consistent service delivery was most often an opportunity that still lay ahead. However, leaders often described consistent delivery of their service experience as the very basis of their USP. Leaders realise well-trained people are not a “nice to have” – but the key to delivering competitive advantage. They underpin their success through a commitment to learning and invest aggressively in “better, faster, smarter” technology. We are now seeing leading organisations extend the use of such technology to their clients. In doing so, they are effectively reducing risk, improving the quality of client outcomes achieved, and deriving the benefits of “trusted advisor” client relationships in the process. Jason Ellenport is a Director of TrainedUp Media Pty Ltd. Prior to joining trainedUp!, Jason was a Founder and Director of Vertical Talent, and has successfully founded and run a number of companies. T +61 (0)419 351 560 E jason.ellenport@trainedup.com www.trainedup.com

Association news

Working Groups: Update Independent Contracting Working Group The Independent Contracting Working Group met on 8 February and reported on the following developments and agreed on the following initiatives, reports Wendy Jeffrey-Lonnie of FCB Group. • The Australian Building and Construction Commission Sham Contracting Inquiry report which found that there were no significant issues linking on-hire with sham contracting. • Continued focus of the Fair Work Ombudsman on sham contracting within specific sectors. • Treasury’s proposal to remove FBT exemptions for living away from home allowances. • The need to establish a clear vision statement to promote the principles of contracting and its suitability as a method of engagement for individuals making informed and deliberate choices to work in this manner.

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• The development of a good practice guide to protect vulnerable workers. • The development of a good practice guide to help clients with suitable conduct in relation to the management of on-hire contractors. • The development of a fair engagement notice for issuing to candidates before selecting contracting as a form of engagement.

Workplace Relations Working Group Key Agenda items for the Workplace Relations Working Group are: • Submission for Fair Work Act Review – the RCSA submission focused on the following key areas of the FW Act: – RCSA submits that the Fair Work Act should be amended to prohibit restrictions on the engagement of on-hire worker services within enterprise agreements and awards. – RCSA submits that employers and

prospective employees should be able to create an IFA prior to the commencement of an employment contract on the condition that there are penalties for coercive conduct to act as an effective deterrent. – RCSA supports Individual Flexibility Arrangements remaining protected by the “better off overall test” as currently stands within the Fair Work Act. – RCSA suggests the termination of IFAs to be agreed by both parties, rather than by notice, except in extraordinary circumstances and by order of the Fair Work Ombudsman. – RCSA requests that the Act be amended to clarify that transition of on-hire employees from one firm to another, where there is no sale of the business. – RCSA submits that any general protection claims the onus of proof should be upon the applicant. – Secondly, there should be a sole and continued page 32

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Association news

New Board Members Steve Heather MRCSA Managing Director and Principal, Executive Search, Mining People International (MPi). Steve qualified as a Mining Engineer gaining 15 years’ experience completing his time in the resources industry at general management level. He co-founded MPi in 1995. MPi currently has offices in three Australian states and a strong permanent recruitment consulting and contract hire business. As well as his full time role with MPi, Steve previously concurrently sat as a non-executive director of a publicly listed recruitment business. Steve takes a keen interest in business management and service ethics generally. In addition to his overall role as managing director, Steve also plays an active role on all of MPi’s executive search committees and has editorial oversight of MPi’s two newsletters.

Alan Bell FRCSA Alan is a representative member of AANRA Council on the RCSA Board. Here is Alan’s background: I am the CEO and Founder of CM Health. We are the only healthcare recruitment agency to have been conferred Sponsor and Affiliate

status with the College of Nursing in recognition of our wider industry support, such as the newly launched Emerging Nurse Leader (ENL) mentoring program. I have also been the CEO and or Director of my own businesses in Malaysia, Olmec Consulting and Peoplebank, and have recently been asked to become a director of a publicly listed mining company. In 2006, the Nursing Agencies Association of Australia (NAAA) joined with the RCSA to form the Australian Association of Nursing Recruitment Agencies (AANRA). I was appointed AANRA Chair in 2010 and was reappointed for a further two-year term in November 2011. A focus of my time as Chair has been to provide a bridge for all members of the association to address these concerns and to represent broadly the interests all sectors of the membership. I have worked with the AANRA Secretariat to restructure the workload and to engage more broadly with the membership through Member Peer Groups and at the associations quarterly Professional Development Forums. I have also lead the discussion and development of an “AANRA Business Practice Certification” which council has agreed should be ACCC approved following strategy discussions between myself and Andrew Wood. This is seen as an important initiative to work positively with healthcare clients and in particular the ANF.

Bruce Ranken FRCSA Bruce Ranken Managing Director, VIP Personnel, has been actively and passionately involved in the hospitality industry for more than twenty years. In 2000, Bruce successfully made the transition from hospitality operations into specialist recruitment by joining an iconic Melbourne based hospitality recruitment company. During his tenure, Bruce was instrumental in re positioning the business to become the trusted recruiter of choice. He created a business synonymous with his clients’ culture by employing equally focused and talented consultants who shared his vision for success. In 2003, Bruce was invited to join Melbourne’s most reputable and longstanding hospitality recruitment company, VIP Personnel as Managing Director. VIP Personnel has grown in size and positioning in ensuring that the business maintains its brand position in today’s ever changing market. As a past member of the RCSA Vic/Tas Council and with his involvement with Restaurant & Catering Association of Victoria, Bruce is often called upon to form part of judging panels at hospitality colleges including William Angliss Institute and NMIT. Bruce became a Fellow (FRCSA) of the RCSA in 2011.

Working Groups: Update continued from page 31

dominant reason test introduced, such that the applicant would be required to prove that the adverse action was taken solely or predominantly for reasons relating to the infringement of the applicant’s workplace rights. – Thirdly, the time restrictions for claims of unfair dismissal and adverse action do not align. Employees are in a position where they can make a claim for adverse action within sixty days.

RCSA JOURNAL

RCSA submits that the time limit for unfair dismissal and adverse action should be equally 14 days from the date of the alleged termination or adverse action. • Submission for the Modern Award Review – members to be surveyed on key issues under the Modern Award system, • Ensuring members are updated on the changes proposed under the Superannuation Reforms including the introduction of the budget cost “MySuper” product,

• Identifying key elements from the recent Sham Contracting Reviews in the Cleaning Industry and Building and Construction Sectors.

Immigration Working Group Alan Chanesman reports that 2012 will be a year full of news in the migration space – watch for details in the next RCSA Journal.

Association news

AT THE

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Services Association (RCSA) International Conference, will present industry and business keynote speakers, including: »» Paul Slezak, RecruitLoop – online »» Avril Henry, management consultant: recruitment platform reinventing leadership, change/talent management, the way recruitment works. recruitment and retentions. » » Mike Walsh, author and CEO, » » Bridget Beattie, Right Management, 2 012 R C S A I N T E R NA T I ONA L CONFE R E NC E innovation research agency Tomorrow, regular commentator in The Australian, authority on the digital future. ATNZ and Indian business press. THE »» Nicole Underwood, combines »» Ngahihi o te ra Bidois, “The Face recruitment, leadership and of New Zealand”, international coaching expertise. leadership speaker. »» Rachel Botsman, social innovator, »» Chris Savage, STW Group, leading on the power of collaboration marketing content and through network technologies. communications services group. 29-3 1 A U GU S T 2012 | SO FI T E L FI JI »» Tony Hall, CEO of GreenBizCheck, »» Greg Savage, founder and driving global online environmental force behind Firebrand Talent Search. certification company. »» Jeff Doyle, CEO, Adecco Group Australia and New Zealand.

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eighty per cent of the state’s population age 14+. To find out how you can find the best people in SA with our newspapers and online platforms contact us today. Dimity Gill, Group Sales Manager, CareerOne, Advertiser Newspapers Pty Ltd P: 08 8206 2562 F: 08 8206 3626 M: 0437 212 800 E: gilld@adv.newsltd. com.au www.AdelaideNow.com.au

MARCH 2012

Association news

RCSA SDS Case History: Skilled Medical How valuable is the RCSA Service Delivery Standard to members? Skilled Medical CEO David Campbell and Susie Tobin, Administration Manager, have recently been through the process with the RCSA’s official supplier, Fathom Business Architects. What value has completing the SDS process had for your company? Very valuable: we are a growing business, and using the framework and structure of the RCSA SDS to support our development in the area of our service delivery policy and procedures has been of great benefit to the business. We strive to provide a quality service and best practice standards at all times: achieving and maintaining our RCSA SDS accreditation ensures we don’t lose sight of this goal. We value the accreditation symbol because it reassures our clients and customers that we take our business and their custom seriously. Our feedback processes are an area we have greatly enhanced and now value highly. We have many clients and customers out in the field that we do not have regular face to face contact with. By establishing regular feedback opportunities we are gaining a stronger understanding of issues and challenges faced by our Medical Officers and Health Services and we are better equipped to provide support and find solutions to these challenges.

How was your experience? Our experience with gaining and maintaining the RCSA SDS has been a positive one. We embraced the audit program from the start as we can always find ways to improve our business and an audit can often help identify areas we may not be excelling in.

Would you recommend the SDS process to other organisations? I would recommend RCSA SDS to others. Agreeing and committing to professional standards will assist the business with achieving a high level of service and this is an extremely important factor to any successful business. We have found the involvement with the RCSA and the Fathom team extremely professional and believe they are here to support the process not hinder it. If you would like to know more about the RCSA Service Delivery Standard, contact the RCSA’s official supplier, Dianne Gibert, Fathom Business Architects. Email: Dianne@fathombusiness.com.au or call +61 3 9585 8241.

RCSA JOURNAL

Special Interest Groups A A NR A AANRA Council elected A new AANRA Council has been confirmed for the next two-year term. Elected Council members represent a diverse cross section of the 150-strong AANRA membership from the nursing recruitment and agency sector. AANRA Council members are: • Alan Bell – Chair (Chandler Macleod Health) • Graham Bower – Deputy Chair (Nightingale Nursing) • Danielle Wallace (Alliance Health Services Group) • Kim Estell (CQ Nurse) • Tracey Cumbers (Randstad) • Maria Kourtesis (Prime Medical Placements) • Nigel Woolford (Your Nursing Agency). AANRA Chair Alan Bell has also recognised AANRA Council Member Peter Hill (Oxley Group) who stepped down from Council in early 2012 to focus on his numerous outside business interests. Peter has provided the Council with valuable insights into the complex areas of legislation and national workplace environments. The Council thanks Peter for his willingness to impart his knowledge and understanding. AANRA Council, on behalf of all AANRA Members, also extends its thanks to outgoing Council Members for their dedication and efforts in advancing the voice and profile of the industry over the past two years.

AANRA Professional Development Series By the time you receive this copy of the RCSA Journal AANRA members will have attended the first AANRA Professional Development Series meeting during February in Sydney. A full report will appear in the next issue of the RCSA Journal. In the meantime, during 2012 three other Professional Development Series meetings will be held: 11 May in Melbourne, 16 or 23 August as a National Health Workforce Forum and 15 November in Brisbane. Further information about the National Health Workforce Forum will be provided over the coming months. Members are encouraged to support these meetings as they provide speakers and information relevant to your industry.

AANRA and ANF Education and Development The AANRA/ANF Education and Development program continues to develop. A number of AANRA Members have joined the program with several moving to integrate the available modules into the training and professional development regime for their healthcare workforce. AANRA is pleased to announce that commencing in March, this program will be expanded to include an Aged Care Training Room, offering a range of education and professional development modules relevant to the Aged Care and Community care environments. This is a substantial development for this program and one AANRA Members have been requesting for some time. A joint announcement will be made shortly, so stay tuned.

Association news

A M R A NZ

Shaun Hughston APRCSA – new AMRANZ President If you are treated in a public hospital, there is a good chance the doctor was placed there as a permanent or locum (casual) employee by an AMRANZ member. Medical recruiters operate in an arena which faces significant public scrutiny because it deals with the most basic, essential and highly funded government service – healthcare. We move in quick turnaround timeframes, and whether or not we can perform often means the difference between a remote country town having access to a doctor – or not. As a small, niche recruitment group, it is of vital importance that industry issues are dealt with collaboratively, with a sense of professionalism and in the spirit of knowledge exchange and ongoing education. As the incoming AMRANZ President, I can see that our members have embraced those philosophies to transition through some important issues over the past few years – the introduction of national medical registration, drastic changes to specialist recognition, and the implementation of quality standards to some state health service contracts.

With the leadership of my predecessor, Ron Crause, and the Council members, many of these issues have been successfully navigated to the benefit of our industry. I welcome our new Council members, and congratulate Corrine Taylor and Sheridan Power on their appointment as Vice-Presidents. This year brings new challenges and potentially some dangerous times for medical recruiters. In an industry so candidate short, it sometimes appears that the innovative and professional efforts of our members to support the Australian health system are consistently challenged by an outdated bureaucracy, and thick red tape. When we explain the process of coming to work in Australia to a new candidate, they are regularly shocked and disappointed to learn what lies on the road ahead of them – months of myriad regulatory bodies, countless forms, and frustration. And sometimes, with an undesirable outcome. The reasons for this are many. Mostly it lies in the fact that there is no single organisation that manages the transition of doctors into Australia in a coordinated way; and this must change. Our members report to us regularly on specific cases where government policy or particular decisions result in a high need location not being able to employ a doctor who is ready, willing, and qualified to work there. There are many challenges with placing doctors in their facilities – it seems more

and more difficult for the hiring managers to staff their empty rosters. I find it inspiring and encouraging that a group of competitive companies and individuals can pull together cohesively to take carriage of these issues in their own time, as volunteers, to move the industry forward. Through this work, we have established very successful relationships with people within regulatory organisations, health departments, and health services. We value those relationships, and wish them to continue in the spirit they were formed. However, it ought to be our role as an Association to constantly walk the tightrope between the mindset of advocate and agitator, and at times we will need to agitate to get the best for our members. We need to be prepared for the struggles to maximise the potential of our industry in supporting the healthcare needs of Australia. This is the work we have ahead of us for the years to come, and personally I look forward to working with our friends and stakeholders to get things done.

In the media In the last quarter (1 November 2011 to 31 January 2012), a historically quiet season, the RCSA achieved media coverage in The Age (Melbourne), ABC Radio and Shortlist.

Media releases • RCSA Auction & Raffle Catalogue • Shortlist No need for more regulation of on hire employment, ABCC • RCSA annual charity breakfast raises funds for sick children • Collaborative Approach to Increase Workforce Participation.

Media Coverage

• No need for more regulation of on hire employment, ABCC (Shortlist) • Are recruitment agencies worth the trouble? (The Age) • RCSA calls for stakeholder co-operation on mature-aged workforce participation (Shortlist) • Changing labour market driving increased on-hire use: RCSA (Shortlist).

• RCSA/ITCRA release joint recruitment tax guide (Shortlist) • Ron Crause Wire (ABC Radio)

MARCH 2012

Association news

Meet your Regional Presidents Qld/NT Region Denis Dadds FRCSA RCSA Board Member “My position is Work Health Safety and Environment Manager for ManpowerGroup Australia and New Zealand, a world leader in innovative workforce solutions providing recruitment and assessment, training and development, and career management, to outsourcing and workforce consulting. I lead a team engaged in ensuring the Health and Safety of ManpowerGroup employees as well as Associates placed on assignment with ManpowerGroup’s clients each day. I joined ManpowerGroup in 2000.” How long have you been involved with the recruitment industry? I have been involved with recruitment in a human resources environment for approximately thirty years, including 12 years with ManpowerGroup. Prior to joining ManpowerGroup I occupied a number of human resources positions across a range of operations within Telstra ranging from Corporate Head office, to operational branches, of which recruitment and selection was a significant component. I originally joined the Queensland OH&S Working Group in 2001, and joined the Queensland Council soon after. I have been involved with the Queensland Council since 2003, as Councillor, and in recent years, as President. I have been a member of the National Board since 2006. What is the most important aspect of the RCSA Council’s role? The Council has a number of roles, all of which are important. One of these is to represent our members in the region to industry and government, and to do this effectively, the Council needs to be informed of member concerns. Engagement with stakeholders across industry is crucial, and an example of the profile the industry has gained in recent years has been an invitation extended to RCSA to participate in a Forum to discuss Skills Shortages in the Greater Brisbane Labour Market from 2012-2021. The Council provides feedback to the RCSA Board on local issues and also assists in With Pendragon as organising seminars, conferences and other events.

What does the Council offer members in your region? The Council offers a great deal to members in the region, from the professional education programs, and breakfast events to networking events. These events all provide opportunities for members to engage with the industry, and improve their knowledge, skills and professionalism, so that they in turn can be able ambassadors for the industry. The RCSA offers members who are interested in making a difference the opportunity to join Council when Councillor positions become available for election. Contact Denis by email denis.dadds@ au.manpowergroup.com

PROFILE

John Plummer FRCSA (Life) QUESTION: What have you done since retiring as RCSA President? ANSWER: Yet to give up my day job. When I was with the RCSA, I also was working full-time with Chandler Macleod and while I have forgone the day-to-day pleasure of managing staff, I have yet to retire. These days I sit on a number of public and private company Boards, including Chandler Macleod where I am Deputy Chairman. I have varying degrees of involvement and time commitment depending on the unique requirements of each company. My primary focus is on maximising value and creating wealth for shareholders. Of the odd occasion, this focus has led me to some strategic consulting work outside of my directorships. I have my own company office in North Sydney, Gold Tiger Management, with a couple of terrific staff who are able to take care of business when I am off either travelling, working or enjoying the pleasures of Boardroom meetings. In the last year I have divested my interests in an Asia-wide recruitment agency (no more travel to Hong Kong), walked the Great Ocean Road Track, visited the tigers in Central India and generally kept busy challenging myself both physically and mentally. Comment: Many complex issues can be solved over good coffee but none are resolved if the coffee is bad.

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RCSA JOURNAL

Association news

NT Update

A voice from the north – Alison Hucks FRCSA, CAHRI, Principal, Avant Personnel, NT. The Territory is unique. The pioneering spirit is close to all Territorians’ hearts, and here, “your word is your word”, deals are still made on a handshake and reputation is everything. Having lived and worked on the East Coast and in Tokyo for many years, these were some of the key things that drew me to the Territory. I may just be considered a Territorian after having lived here for over 17 years, two of those at Ayers Rock. I started Avant in 2003, after working as General Manager NT for Dunhill Management Services and then Robert Walters. Avant was awarded the Telstra NT Business of Year in 2006, achieved our RCSA certification in 2008 with a record of no non-compliances and this January we successfully moved to ISO 9001, again with no non-compliances recorded. I am honoured to have recently been appointed to the RCSA Queensland/Northern Territory Council. I firmly believe

in our industry body: it is critical for not only continuous improvement, professional development and support, but also for our industry to have a voice in Australia’s future – and that voice has not been heard from the Territory for many years. The Northern Territory operates in a distinctive market space. Strategically placed to Asia, we have a small but rapidly growing population*. The Territory is rich in resources and there are a multitude of billion dollar projects on the table or underway including the Inpex Ichthys $20 billion LNG plant. We are moving into a rapid growth phase with these resource projects, along with the Darwin Marine Supply Base development, Defence projects and the infrastructure to support them. The RCSA Queensland/ Northern Territory Council has a definite role to play in increasing the RCSA presence in the community, increasing awareness of the RCSA Code for Professional Conduct and encouraging dialogue between recruitment agencies, government (at all levels), commercial enterprises and the RCSA. We need our industry’s voice to be heard. * Population: • Northern Territory: 229,700 with an annual growth rate of 2.2%, second fastest growth rate in Australia (ABS 30.6.10) • Unemployment rate: 4.2% (Northern Territory Government 20.2.12) • Capital city Darwin – population: 127,500 with an annual growth rate of 2.1% (ABS 30.6.10) • Indigenous population – primarily community (i.e. remote) based: 68,661 (Northern Territory Government White Paper – Northern Territory Population Projections, 2011)

New Zealand update We are now at the end of the first quarter and the RCSA is positioned to continue the gains it made in 2011 through continued support to members, training to those in the industry and engagement with those who shape and develop policy. It is very pleasing that Corporate Membership in New Zealand By RCSA New Zealand has increased by 17 per cent over the last year and we are committed to ensure President Steve Kennedy APRCSA members, new and old, receive value from their Association. During the year we have a variety of networking events, training and conferences, all positioned to provide development opportunities for people at all levels within the industry. Our future events include: • CEO Panel: A selection of the industry leaders come together for a Q&A breakfast session in Auckland to talk about trends, challenges and opportunities for the industry. • Consultants Conference: 1-day conference for recruitment consultants with a fantastic line-up of speakers (not to be missed). • RCSA Conference: The theme for this year’s conference is “Recruitment at the Speed of Tomorrow” – 29- 31 August at the Sofitel in Fiji. Over the last year we have had requests from members for information on several topics that impact their business daily. Topics we will cover over the coming months include: • Politicians and legislation: an interview with Minister Paula Bennett. • Ethical Behaviour in the Industry: Above and Below the Line. • BNZ Employment Market Update. • Corporate Social Responsibility: our role as an industry. • Terms of Business: What are we actually signing up for? • Insurance and Risk. • Succession Planning: An industry strength or not? Once again, thanks to all members for their involvement, feedback and participation and we look forward to the continuing to support your business throughout 2012.

Direct Connection – special for RCSA members The RCSA Direct Connection program gives members exclusive RCSA member-only offers from RCSA Supporters. Visit the Membership/Direct Connection section of the RCSA website for details. If you are a RCSA supporter and would like to be part of this program, please contact the RCSA office. New Special offer: astutepayroll.com

MARCH 2012

Association news

RCSA Supporter Profiles RecruitmentSuper

OAMPS Insurance Brokers

CareerOne

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 2011, for two years running, RecruitmentSuper’s 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.

Whether you’re looking for a single new employee or an entire team, CareerOne. com.au makes it easy to advertise online. Our regular audience of 1.8 million unique visitors1 provides you many opportunities to access a number of exclusive candidates. CareerOne.com.au is a leading online recruitment website supported by News Limited’s extensive reach throughout Australia and Monster Worldwide’s innovative technology and global connections across the world. At CareerOne.com.au you can access a range of innovative and comprehensive recruitment solutions that go beyond traditional job listings. Our recruitment solutions provide you with the opportunity to effectively source the best people and reinforce your employment brand to a huge audience of both active and passive job hunters, here in Australia, as well as across the Monster worldwide network in sixty countries. To learn more about CareerOne.com.au: call 1800 555 010 or email advertising@ careerone.com.au

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

1. Source: Nielsen Online, Market Intelligence, Domestic Unique Browsers, February 2012

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. (See page 46 for 2011 RCSA CPE & Events Calendar). Contact Julie Morrison, RCSA Manager Marketing & Communications for information: jmorrison@rcsa.com.au or call 1300 727 504

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 a 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 Logicalis Australia Pty Ltd Matheson Publishing MECA NSW Pty Ltd MemberBenefits Pty Ltd Microdec Plc Mindset Group NewsLocal Next Telecom Pty Ltd NFC Global NMIT – Preston Campus – BEC Onetest Pty Ltd PayMe Australia Pty Ltd Perry Watson Design Profiles International QualSearch Quinntessential Marketing Consulting Pty Ltd RecruitAdvantage Recruitment Academy Pty Ltd Redmos Sage MicrOpay Pty Ltd Savage Seminars Saxton Corporation Pty Ltd SDP Solutions 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 astutepayroll.com CareerOne FastTrack Pty Ltd Learning Seat Pty Ltd Oxford Funding Pendragon Management Recruitment Systems Pty Ltd SEEK Ltd WorkPro

RCSA Supporters Advertiser Newspapers Pty Limited Allianz Finance Pty Limited AustJOBS Pty Ltd Bank of Queensland Bibby Financial Services Australia Pty Ltd Blaze Advertising BSRP Asia Pty Ltd BULLHORN Conference Action

Consortio Pty Limited Cordell Information CXC Global – Head Office EASI Management Services Group Pty Ltd Fathom Business Architects FCB Group First Advantage Australasia Pty Ltd Fragomen Geoffrey Nathan Consulting Inc Global Virtual Supply Pty Ltd GreenBizCheck Hart Consulting Group HHMC Australia Pty Limited HRO2 Research Pty Ltd IPAR Rehabilitation Pty Ltd IProfile IT Easy JobAdder Jobmart Australia Pty Ltd Job Capital JobServe Limited JXT Consulting Kandula Pty Ltd Lander & Rogers Lawyers Lester Associates Lifestyle Careers LinkedIn LinkMe Pty Ltd

Southern Cross University School of Commerce & Management Synergy Business Centre The Canberra Times The EI Group The RIB Report This Planet Pty Ltd Trained UP! Verify An ID Pty Ltd Verify Holding Australia 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 Employment Today Human Resources Institute of New Zealand – HRI Jobs.co.nz The Dominion Post The Omnia Group Ltd 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 Best Western Australasia Best Western Hotels have more than two hundred properties across Australia, New Zealand and Fiji. Whether you are travelling for business or leisure, you’re sure to find a Best Western that’s perfect for you. They also offer RCSA members a Rewards Loyalty Program providing you with rewards including free accommodation and room upgrades. Members receive 10% off the best available rate at Best Western Australasian properties. Visit your RCSA Member Benefits website

for more information on Best Western properties, locations and booking details or call 131 779 and quote Member Benefits Corporate ID Number 01524930.

Motorpass – more than a fuel card! Motorpass can save your business time, money and paperwork with its range of fuel cards that are accepted at participating service stations that cover up to 90% of the Australian fuel market. RCSA members can benefit from NO joining fee (normally $50),

60% off the normal monthly card fee (ongoing), NO transaction fees, FREE FBT reports and Annual Tax summaries and great savings on tyres, servicing, car parking, accommodation, car rentals, taxis & more. Visit your RCSA Member Benefits website for more information and how to access this offer. Alternatively phone Motorpass on 1300 130 523 and quote RCSA.

MARCH 2012

Association news

2012 RCSA CPE & Events Calendar Date All Year

City Online

Event Type

Event Name

Date

City

Event Type

Event Name

Certificate

Certificate in OHS & Risk Management (On-hired Worker Services)

10-May

Melbourne

Gala Ball

RCSA Gala Ball 2012

11-May

Brisbane

Workshop

Brisbane Workshop, Interviewing Essentials

11-May

Melbourne

Workshop

Melbourne Workshop, Interviewing Essentials

11-May

Sydney

Workshop

Sydney Workshop, Interviewing Essentials

18-May

Brisbane

Workshop

Brisbane Workshop, Sales & Marketing from the Desk

All Year

Online

Certificate

Certificate in Recruitment & Selection

27-Mar

Auckland

Workshop

Auckland Workshop, Introduction to Recruitment Consulting

27-Mar

Auckland

Certificate

New Zealand RCSA Recruitment Consulting Certificate (Pearl)

28-Mar

Auckland

Workshop

Auckland Workshop, Interviewing Essentials

18-May

Melbourne

Workshop

Melbourne Workshop, Sales & Marketing from the Desk

18-May

Sydney

Workshop

Sydney Workshop, Sales & Marketing from the Desk

28-Mar

Perth

Breakfast

Perth Breakfast, Managing your Time to Maximise your Productivity

29-Mar

Adelaide

Breakfast

Adelaide Breakfast, Managing your Time to Maximise your Productivity

22-May

Christchurch

Workshop

Christchurch Workshop, Introduction to Recruitment Consulting

29-Mar

Auckland

Workshop

Auckland Workshop, Sales & Marketing from the Desk

22-May

Christchurch

Certificate

New Zealand RCSA Recruitment Consulting Certificate (Pearl)

30-Mar

Online

Entry Level

Australian Entry Level Program (January – March 2012)

22-May

Perth

Breakfast

30-Mar

Brisbane

Workshop

Brisbane Workshop, Sales & Marketing from the Desk

Perth Breakfast Masterclass, Presentation & Pitching Skills – How To Awe Them Not Bore Them!

22-May

Perth

Workshop

Perth Breakfast Masterclass, Presentation & Pitching Skills – How To Awe Them Not Bore Them!

Workshop

Melbourne Workshop, Sales & Marketing from the Desk

23-May

Adelaide

Breakfast

Adelaide Breakfast Masterclass, Presentation & Pitching Skills – How To Awe Them Not Bore Them!

23-May

Adelaide

Workshop

Adelaide Breakfast Masterclass, Presentation & Pitching Skills – How To Awe Them Not Bore Them!

23-May

Christchurch

Workshop

Christchurch Workshop, Interviewing Essentials

24-May

Christchurch

Workshop

Christchurch Workshop, Sales & Marketing from the Desk

1-Jun

Brisbane

Workshop

Brisbane Workshop, Introduction to Recruitment Consulting

1-Jun

Melbourne

Workshop

Melbourne Workshop, Introduction to Recruitment Consulting

1-Jun

Sydney

Workshop

Sydney Workshop, Introduction to Recruitment Consulting

5-Jun

Sydney

Workshop

Sydney Temp Desk Masterclass

6-Jun

Adelaide

Lunch

Adelaide Leaders Lunch, ‘Creating a Great South Australia – Lessons SA Can Learn...’

6-Jun

Brisbane

Workshop

Brisbane Temp Desk Masterclass

19-Jun

Auckland

Workshop

Auckland Workshop, Introduction to Recruitment Consulting

19-Jun

Auckland

Certificate

New Zealand RCSA Recruitment Consulting Certificate (Pearl)

20-Jun

Auckland

Workshop

Auckland Workshop, Interviewing Essentials

21-Jun

Auckland

Workshop

Auckland Workshop, Sales & Marketing from the Desk

4-Jul

Melbourne

Workshop

Melbourne Temp Desk Masterclass

30-Mar

Melbourne

30-Mar

Online

Entry Level

New Zealand Entry Level Program (January – March 2012)

30-Mar

Sydney

Workshop

Sydney Workshop, Sales & Marketing from the Desk

20-Apr

Brisbane

Workshop

Brisbane Workshop, Introduction to Recruitment Consulting

20-Apr 20-Apr 1-May

Melbourne Sydney Wellington

Workshop

Melbourne Workshop, Introduction to Recruitment Consulting

Workshop

Sydney Workshop, Introduction to Recruitment Consulting

Certificate

New Zealand RCSA Recruitment Consulting Certificate (Pearl)

1-May

Wellington

Workshop

Wellington Workshop, Introduction to Recruitment Consulting

2-May

Perth

Workshop

Perth Temp Desk Masterclass

2-May

Wellington

Workshop

Wellington Workshop, Interviewing Essentials

3-May

Wellington

Workshop

Wellington Workshop, Sales & Marketing from the Desk

4-May

Brisbane

Workshop

Brisbane Workshop, Introduction to Recruitment Consulting

4-May

Melbourne

Workshop

Melbourne Workshop, Introduction to Recruitment Consulting

4-May

Brisbane

Certificate

RCSA Recruitment Consulting Certificate (PEARL)

4-May

Melbourne

Certificate

RCSA Recruitment Consulting Certificate (PEARL)

4-May

Sydney

Certificate

RCSA Recruitment Consulting Certificate (PEARL)

Adelaide

Workshop

Adelaide Temp Desk Masterclass

Sydney

Workshop

Sydney Workshop, Introduction to Recruitment Consulting

5-Jul

4-May

7-Aug

Sydney

Workshop

Sydney Leadership Masterclass

8-May

Sydney

Workshop

Sydney Leadership Masterclass

30-Oct

Sydney

Workshop

Sydney Leadership Masterclass

For more information and to register for these events, go to the RCSA website: www.rcsa.com.au 40

RCSA JOURNAL

RCSA Homepage Banner

I T M E N T A N D C O N S U LT I N G S E R V I C E S A S S O C I A T I O N P R E S E N T S

Association news

Principal Event Partner

2012, , Events Key

1 0 M AY, P L A Z A B A L L R O O M , M E L B O U R N E My Booking Manager Banner (620px wide) MailChimp Banner (600px wide) 2012 RCSA INTERNATIONAL CONFERENCE

Principal Event Partner

2012 ,

10 MAY, PLAZA BALLROOM, M E LBOU R N E

RCSA Awards Gala Ball

NewsHub Banner

Plaza Ballroom, Melbourne 10 May Join us for the annual RCSA Gala Ball as we celebrate the success of our industry for the past year. With Mike McLeish as MC for the evening, the historic Plaza Ballroom as our venue and Velvet Corporation entertaining us, you are sure to enjoy this fabulous event! Mike is best known to Australian audiences for his portrayal of Paul Keating in Casey Bennetto’s hugely successful production of Keating! The Musical, as well as many other important acting roles. Mike also appears in the ABC’s Miss Fisher’s Murder Mysteries.

AT THE

29-31 AUGUST 2012 | SOFITEL FIJI

2012 RCSA International Conference Fiji 29-31 August 2012 The theme is “Recruitment at the Speed of Tomorrow”. Visit the Conference website for full details of speakers, presentations, accommodation and pre and post Conference ideas. Registrations are now open! www.rcsa.com.au/conference2012/

Senator Nick Xenophon Adelaide, 6 June Don’t miss this important event! Bookings through: mybookingmanager.com/ RCSAADELH10612. For more information about all RCSA events nationally and locally, visit the RCSA website: www.rcsa.com.au

PEARL: Calling All Potential Mentors & Mentees! Expressions of interest are being accepted for the 2012 RCSA mentoring program, the 2nd round (expected to be in September 2012). The RCSA mentoring program facilitates mentoring relationships, allowing members to share advice, knowledge and experiences. The aim of the program is to provide a link between experienced recruiters from within the RCSA membership with members who are seeking to develop their professional and leadership qualities. Fundamental to the success of a mentoring relationship is the appropriateness of the match between MENTOR and MENTEE. The information requested in the application is designed to gather the necessary information required for the most suitable match possible. You can be assured that this will be carried out under strict guidelines to ensure confidentiality. Visit the RCSA’s website to register as a Mentor or Mentee and join this exciting new RCSA program.

RCSA PEARL Learning and Development Pathways for Aspiring Recruitment Professionals

Professional Emerging & Aspiring Recruitment Leaders

Calling all Aspiring Recruitment Leaders

To enrol

The RCSA provides practical and relevant pathways toward significant recruitment qualifications that are of particular value for recruitment entry level consultants through to those managers with staff and/or operational responsibilities.

Tel: 61 2 9922 3477 Email: cgray@rcsa.com.au

Through the RCSA E-Learning portal, RCSA Introduction to Recruitment Certificate, the extensive range of units in the NMIT Certificate program, AIM Diploma of Recruitment Management or the Shirlaws Keys to Leadership or Leadership Masterclass workshops, your commitment to obtaining a Recruitment and HR excellence professional qualification and industry accreditation can be achieved via various modes of learning.

Contact Claudia Gray, Learning Centre and Major Events Manager:

Alternatively, contact AIM’s Business Development Executive Elvis Gonano to register for your courses Contact AIM’s Customer Service & Sales Team with any other queries: Tel: Fax: Email: Web:

1300 651 811 1800 659 807 info@aimnsw.com.au www.aimnsw.com.au

MARCH 2012

Association news

RCSA Board, Life Fellows and Fellows

RCSA Board President Lincoln Crawley FRCSA

Vice Presidents Robert van Stokrom FRCSA Helen Olivier FRCSA

Directors Denis Dadds FRCSA Matthew McArthur FRCSA (Life) Jacqui Barratt FRCSA Peter Langford FRCSA Bruce Ranken FRCSA Steve Heather MRCSA Alan Bell FRCSA

RCSA Life Fellows Pauline Ashleigh-Marum FRCSA (Life) Jim Bailey FRCSA (Life) Robert Blanche FRCSA (Life) Dorothy Caldicott FRCSA (Life) Mike Carroll FRCSA (Life) Nanette Carroll FRCSA (Life) Jane Fanselow FRCSA (Life) Ross Fisher FRCSA (Life) Larry Grima FRCSA (Life) Michael Hall FRCSA (Life) Sue Healy FRCSA (Life) Kris Hope-Cross FRCSA (Life) Malcolm Jackman FRCSA (Life) Dorothy Jellett FRCSA (Life) Graham Jenkins FRCSA (Life) Dawne Kelleher FRCSA (Life) Barry T Knight FRCSA (Life) Roger Lampen FRCSA (Life) Ruth Levinsohn FRCSA (Life)

Reg Maxwell FRCSA (Life) John McArthur FRCSA (Life) Matthew McArthur FRCSA (Life) Sylvia Moreno FRCSA (Life) E. Leigh Olson FRCSA (Life) V John Plummer FRCSA (Life) John Plummer FRCSA (Life) Wendy Rae FRCSA (Life) Beryl Rowan FRCSA (Life) Julie Sattler OAM FRCSA (Life) Greg Savage FRCSA (Life) Rosemary Scott FRCSA (Life) David Shave FRCSA (Life) Kim Shearn FRCSA (Life) Stephen Shepherd FRCSA (Life) Geoff Slade FRCSA (Life) Kaye Strain FRCSA (Life) Jean Tait FRCSA (Life) Rodney Troian FRCSA (Life) Janet Vallino FRCSA (Life) Paul Veith FRCSA (Life) Hugh Whan FRCSA (Life) John K Williams FRCSA (Life) George Zammit FRCSA (Life)

RCSA Fellows Julian Azzopardi FRCSA Jacqui Barratt FRCSA Nicholas Beames FRCSA Jane Beaumont FRCSA Alan Bell FRCSA Victoria Bethlehem FRCSA Kevin Blogg FRCSA Lisa Bousfield FRCSA Nicky Brunning FRCSA Sandra Chiles FRCSA

Michael Close FRCSA Ron Crause FRCSA Lincoln Crawley FRCSA Christine Crowe FRCSA Denis Dadds FRCSA Bill Dalby FRCSA James T de Berg FRCSA Pam Dew FRCSA Charlie Duncan FRCSA Jason Elias FRCSA Chelsea Forster FRCSA Ken Fowler FRCSA Norm Geist FRCSA Angela Giacoumis FRCSA Tony Greaves FRCSA Allison Guy-Ritchie FRCSA Ian Hamilton FRCSA Michael Hannaford FRCSA Nick Hays FRCSA Jennifer Hobbs FRCSA Matthew Hobby FRCSA Steve Hoggett FRCSA Alison Hucks FRCSA Phil Isard FRCSA Tim James FRCSA Linda Kemp FRCSA Maria Kourtesis FRCSA Peter Langford FRCSA Colin Levander FRCSA Des Linehan FRCSA Gaynor Lowndes FRCSA Laura Mabikafola FRCSA Ian McPherson FRCSA Annie Milne FRCSA Tracy Morgan FRCSA Stephen Noble FRCSA

Rcsa Premium Supporter & Principal Partner

Not a RCSA Member? To find out more about Individual or Corporate membership or becoming a Supporter, call +61 3 9663 0555 42

RCSA JOURNAL

Helen Olivier FRCSA Kathie Oâ&#x20AC;&#x2122;Malley FRCSA Penny Perkins FRCSA Stephen Porter FRCSA Bruce Ranken FRCSA Tony Ricketts FRCSA Scott Roberts FRCSA Sophie Robertson FRCSA Deborah Ross FRCSA Courtney Rowe FRCSA Lee-Martin Seymour FRCSA Ian R Stacy FRCSA David Styles FRCSA Lyn Tanner FRCSA Corrine Taylor FRCSA Scott Thomas FRCSA Gayleen Toll FRCSA Nicole Underwood FRCSA Rosemary Urbon FRCSA Scott Van Heurck FRCSA Robert van Stokrom FRCSA Craig Watson FRCSA Paula Watts FRCSA John Wilson FRCSA

RCSA Honorary Fellows Hillard McMullen Hon FRCSA Julie Mills Hon FRCSA (Life) Joan Page Hon FRCSA (Life) Malcolm Riddell Hon FRCSA (Life) Reg Shields Hon FRCSA Jill Skafer Hon FRCSA Andrew Wood Hon FRCSA (Life) * Correct at time of printing.

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