recruitment extra magazine Dec./Jan REA 2013 Special Edition by Thomson Reuters

December 2013 â&#x20AC;&#x201C; January 2014 30172894

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2013 RECRUITMENT EXCELLENCE AWARDS 2013: A year in review

The leading magazine for recruitment professionals in Australia and New Zealand

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Contents InsideDecember

Features 13

2013 Recruitment Excellence Awards pull out

ManpowerGroup: A Year in Review

Inch wide and a mile deep

Times they are a changing

2013 RECRUITMENT EXCELLENCE AWARDS Regulars

News The latest news, events and announcements

34 37 35

Head to Head

Online Recruitment

Social Recruiting

Legal Eye

The Panel

On the Move Movers and shakers in the industry

Directory Advertising directory

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4 December 2013 recruitment extra

from the editor Welcome to the last issue of the year for recruitment extra. Inside you will find a pull out celebrating the 2013 Recruitment Excellence Awards. It was a fantastic night and I would once again like to congratulate both the winners and finalists and thank our valued sponsors. It was great to see so many of you there and to see how committed and passionate you all are about the industry we service. Also in this issue we review the last 12 months and hear from some industry experts on their predications for 2014 – there’s no resting on our laurels that’s for sure! On behalf of Thomson Reuters and the team here at recruitment extra we would like to wish you all a very happy Christmas and a prosperous new year.

News

Competition for talent hots up in AsiaPac Australian businesses are more concerned about workplace productivity than any other country in the region, according to the annual Randstad World of Work Report, with only 17% of businesses in Malaysia, Hong Kong and Singapore noting productivity as a major concern. Australians are also the least confident in their ability to overcome productivity challenges in the coming year, with only 5% saying they are in an excellent position to improve workplace performance. Mike Roddy, Strategic Account Director of Randstad, says while workforce productivity has been an issue facing business leaders for a number of years, the rapid growth of neighbouring economies means workforce issues need to be a primary focus for business leaders. “With Asia-Pacific economies and regional business sectors on a growth trajectory, the onus is on local business leaders to ensure their organisation is conducive to a productive, high performing and positive workforce. “This becomes even more important with the growing appetite amongst neighbouring countries for talented and motivated employees. With opportunities increasing for Australian workers to move within the region, local businesses are going to have to work hard to keep talent in the country. “With a skilled workforce key to maintaining productivity levels, workforce management needs to become a central business consideration

in the coming year,” says Roddy. The research also highlights a fight for talent could be brewing within the Asia Pacific region. Managers in China (18%), India (18%), Malaysia (23%), Singapore (22%) and Hong Kong (26%) all noted that finding staff to foster growth plans was the biggest challenge facing their business, and all were confident in their ability to attract employees. In Australia almost two thirds (63%) said they are concerned about attracting high calibre employees, while 67% say they are worried about their ability to attract talented middle managers into their organisation. Roddy says in order to counter this increased competition for workers, organisations need to look at what their employees value in the workplace and ensure these are incorporated into the heart of business and talent management plans. “Employee satisfaction and high engagement can be achieved through providing enjoyable, challenging and rewarding work, in a supportive, fun and productive environment where high performance is valued and recognised,” adds Roddy. Randstad’s research shows that for 63% of Australians flexible working options were their prime consideration in choosing a workplace. Other important considerations included training and development programs (54%), leadership opportunities (41%) and sufficient recognition (22%). However, concern about attracting

Sydney startup wins Stevie Awards Sydney based online jobs platform OneShift, and its 23-year-old founder Gen George, have won three awards at the 10th annual Stevie Awards for Women in Business held in New York. OneShift was awarded a "Silver Stevie" in both the New Company of the Year and the Most Innovative Company of the Year categories, and George was also awarded a "Silver Stevie" in the Young Female Entrepreneur of the Year award category. “It’s a remarkable achievement for OneShift to get recognition like this internationally," George said. "As a team, we've worked extremely hard to create a business that not only helps jobseekers find employment – be it temporary or permanent – to suit their individual skills and job expectations. Equally, we've made hiring so much easier and more cost effective for Australian businesses. It's a huge advantage, and something the business community is quickly recognising.”

workers does not seem to have translated into an increased focus on workforce planning or leadership development, with 82% of businesses saying they only plan their workforce a year or less in advance. Roddy says businesses need to be more serious about workforce planning, talent analytics and invest in strengthening their employer brand if they are going to remain an attractive proposition in Australia and throughout the region. “Business leaders can see the talent acquisition challenges on the horizon, so those wishing to stand out from local and international competition will start placing a greater focus on workforce planning and analytics sooner rather than later.” Over half of businesses in Malaysia, 42% in India and 31% of organisations in China spend 30% or more of their planning time considering workforce strategies, something Randstad’s Steve Shepherd says could draw high potential employees out of Australia. “We can no longer just view other Australian companies as our competition. Organisations need to pay attention to developments taking place overseas and understand how these may draw talent away from Australian operations,” said Shepherd. “And with workforce planning gaining steam throughout the Asia Pacific region, it’s important Australian businesses are putting the same effort into their strategies. Otherwise we risk being left behind.”

Five million mark reached LinkedIn announced in October that its membership base in Australia had surpassed five million, exceeding expectations in March this year when the company announced four million members. Following a year of record growth for LinkedIn in Australia, the business has also expanded its local presence with over 150 staff across three offices in Sydney, Melbourne and Perth. Across the Tasman the figures in New Zealand are somewhat different with the one million mark being reached this November.

recruitment extra 2013 December 5

News

Workplace flexibility not key to gender equality The Diversity Council Australia’s Annual Debate found that flexible working was not the key to gender equality. The audience decided that real change would require much more than just access to flexible working and quoted gender pay equity and factors around sex-based harassment and discrimination as additional factors that were as important as flexible work practices. However Nareen Young, DCA’s Chief Executive Officer said the debate was important for all employers and that: “Audience feedback shows gender equality and flexible working are top of mind for business leaders. Both sides agreed that employers can’t afford to

ignore flexible working as a pathway to gender equality.” Professor Marian Baird, Director of the Women and Work Research Group, The University of Sydney and speaker for the negative team added that it was important to recognise that flexible working could lead to inequality. “Evidence shows that women, especially mothers, use flexible work policies more than men and this then leads to hours gaps, pay gaps and promotions gaps. Flexible working can also mean career death, when it is assumed to signal that an employee is not career focused and lacks commitment,” she said.

Renewed confidence in oil and gas sector The Hays Oil & Gas Global Job Index for the third quarter of 2013 suggests that business confidence is returning to Australia. The index, which measures the number of jobs posted on the major job boards for the oil and gas industry, found that in Australasia the index stood at 1.60, up from 1.42 three months prior. “This quarter has seen the award of many large scale employment services contracts for big ticket LNG projects further moving into construction phases,” said Paula Kirwan, Regional Director of Hays Oil & Gas. “Offshore trades and labour resources specifically focused on vessel crewing and logistics are beginning to see increased recruitment levels gearing up for new packages of work set to start early 2014. “Australia has also seen increased demand for their Specialist Fabrication and QAQC candidates from overseas markets as work continues to build in major fabrication yards. “As these large projects continue to run through their lifecycles further strain on resources in Subsea and Installation Engineering disciplines exist. Operators,

6 December 2013 recruitment extra

EPCM’s and contractors continue to compete for the industry’s top talent,” she said. According to Hay’s, Abbot’s much touted phrase that the country is now “open for business” has had a positive affect on business confidence. However, Unions remain wary about Abbot’s new 457 Visa system with the Construction Forestry Mining and Energy Union (CFMEU) calling the Labour Market Testing (LMT) system “a cruel hoax on Australian workers, especially young people.” The new system, which is far less stringent on requirements to advertise jobs and does not enforce any regulations or record keeping around why Australian candidates miss out to temporary foreign workers, came into force in November. Although widely welcomed by the business community, the CFMEU National Assistant Secretary Dave Noonan commented, “These 457 LMT rules show the Abbott government is not serious about protecting the job rights of young Australians, but is deadly serious about doing the bidding of business.”

The new ‘passive prepared’ candidate pool The results of Clicks IT Recruitment’s annual IT Job Seekers’ Report show that 84% of Australian IT workers now update their CV at least every six months, when just three years ago it was 47%. Additionally 89% of the survey respondents said they had been contacted from a recruiter about a job which they had not applied for and, of those, 37% secured a new job this way. The shift in the way passive and active jobseekers are approached reveals how the role of the recruiter has evolved. Clicks’ Managing Director, Ben Wood, says, “With a large proportion of the market no longer applying for jobs, the role of the recruiter is more important than ever. A recruiter can identify superior performers and build talent pools for organisations. We target and track top talent, building relationships that last the course of their careers.” Traditionally a candidate was considered ‘active’ because they were actively looking for a new job and were available to start at short notice. Recruiters considered candidates to be either active or passive (employed and not looking). Through a combination of job boards that allow job seekers to register their details, professional networking sites such as LinkedIn and advanced internet searching, around 60% of today’s working professionals are considered ‘passive prepared’. They may not make the first move, but they are ready to move for the right opportunity. “In a world of 'passive prepared' candidates, recruiters become an important conduit for both employers and job seekers. For job seekers we assist career development by finding new jobs when people are ready for a change, effectively aggregating the best opportunities and making the job hunting experience as efficient as possible. For employers, we are talking to active and 'passive prepared' candidates all day every day, so we are best positioned to create and manage effective talent pools now and for the long term. In short, advancing technology has increased, not reduced, the need for ‘the human touch’,” said Wood.

News

In the market with the search party The Search Party’s newly launched ‘marketplace’ is an online model that aims to link candidates, recruiters and hiring managers in a way that is mutually beneficial to all, says the company. The marketplace works by holding a pool of candidates that have been supplied by recruiters who pass through resumes from their own databases. The jobseekers are validated by the recruitment agencies and are stripped of indentifying information before they go into the pool – so only their skills and experience can be searched for. Employers looking for jobseekers answer some questions that help identify the resumes of suitable candidates and can then pick the candidates they want to meet. They determine commercial terms with the agency that represents that candidate and arrange interviews. If employers don’t find the right candidate they do not incur a cost. At the launch the marketplace had close to two million certified candidate

profiles represented by agencies that were handpicked by The Search Party. “The current employment models are out of date and broken,” said Jamie Carlisle, CEO of The Search Party. “The Search Party provides a solution that is focused on what’s important – finding great talent, quickly and cost effectively. We’ve built an online marketplace that gives employers access to deep knowledge on candidates by using the expertise of the best recruitment agencies to screen candidates. Alongside this we’ve designed a powerful search and a management function that makes sure only the most relevant candidates are viewed so employers don’t get inundated with CVs.” Ben Hutt, Chief Financial & Operating Officer, The Search Party, added: “in less than 10 weeks The Search Party has managed to capture 20% of CVs in the Australian workforce and the candidate pool is growing 10% week-on-week. We expect to have the vast majority of the

Australian workforce in Marketplace by the end of 2014, represented by some of the most successful agencies in the country. The Search Party is looking to re-shape the global recruitment industry and will open a number of offices across the globe, starting with London in January 2014.” The new model has been endorsed by Paul Lyons, Managing Director at Ambition. "The recruitment industry is ripe for change. Its business models are failing with our clients not placing the same value as us on the work we do, especially where we are working competitively and only get paid when we place candidates,” he said. “We need a new solution that will help us deliver better results for our clients and The Search Party's new approach is a game-changer for us. It allows us to focus on what we're good at which is building relationships with great talent and filling live job vacancies – all in a pricing model that's a win for both recruiters and employers."

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recruitment extra 2013 December 7

News

JOB HOPES ON THE HORIZON Twice as many businesses intend to hire staff in the New Year compared to the final months of 2013, reversing 18 months of weak expectations on employment and signaling that confidence in the economy is building. Despite the International Monetary Fund forecasting that Australia’s unemployment rate will rise from its current official level of 5.7% to over 6% in 2014, the

most recent Business Expectations Survey from Dun & Bradstreet suggests that companies are more optimistic. Ten per cent of businesses surveyed intend to take on new staff in the first quarter of 2014, in the previous quarter just 4% of businesses indicated they would lift employment, and a year earlier the response was 7%.

Boom in debtor financing According to recent data from the Debtor and Invoice Finance Association (DIFA), total debtor finance turnover in the September 2013 quarter was $16.5 billion, an increase of 7.2% on the June quarter and up 2.2% from a year earlier. According to Bibby Financial Services this jump in debtor financing reflects greater business confidence, with small and mediumsized enterprises taking on more credit from non-bank lenders to fund growth opportunities. Mark Cleaver, Bibby Managing Director, Australia and New Zealand, said: “We’re seeing more businesses come to us and request debtor finance facilities to help grow their businesses. We can expect business confidence to continue rebuilding next year, buoyed on by rising share prices, a stronger US economy and signs that the Chinese economy is still growing at a robust rate, which will benefit Australia. Given these factors, we can expect an even

greater appetite for debt, including debtor finance, through 2014. “In addition to greater political certainty after the federal election, record low interest rates and the lower Australian dollar are finally working through the economy to boost business confidence. This will help to stimulate economic growth in 2014 and create more jobs for Australians,” he added. Growth in turnover was led by Tasmania where total debtor finance was 14%, followed by Victoria with turnover jumping 10%. In Queensland, total debtor finance rose 9.5% while in New South Wales and the Australian Capital Territory, total debtor finance turnover increased 7% to $6.64 billion. Industries using debtor finance the most during the September quarter were wholesale trade, followed by manufacturing, labour hire and transport and storage.

SEEKing improvements SEEK has announced two major product developments as part of its drive to increase the technological capabilities of the site. The new features aim to allow hirers to make targeted and more personal connections with the candidates they want to apply for their job. "Our driving goal is to match more people with job opportunities than any other organisation. We'll do this by offering the best personalised experience for finding job opportunities and candidates by drawing on our rich data and analytics to make the process more effective and efficient,"

8 December 2013 recruitment extra

said Michael Ilczynski, Managing Director of Product Development and Strategy at SEEK. The new 'Send Job' feature allows hirers to send their job ad directly to specific candidates they want to apply, along with a personalised message through the 'Message' feature. "We have seen over 41,000 Send Job's sent since we started trialling it in September, and it has been really well received by hirers and candidates alike. It's totally redefining the way people think about and use SEEK," Ilczynski said.

Clarius raises $100,000 In 2013 Clarius raised just under $22,000 for CanTeen through their fifth consecutive Give-a-Day campaign and funds from bandanna sales and their Work Place Giving Scheme. The Give-a-Day campaign works by staff donating a day’s pay, or a day’s annual leave, to charity. Clarius staff across Australia donated 222 days and reached their fundraising target of $100,000 in four years rather than five. Funds raised and donations made by Clarius will help CanTeen deliver psychosocial support programs to help young people overcome the physical, practical and emotional issues they face along their cancer journeys.

AWARD FOR RANDSTAD Randstad has been awarded first place in the Large Specialist Recruitment Category at the Seek Annual Recruitment Awards for the second year in a row. Randstad Group Director, Steve Shepherd, said: “We work extremely hard to ensure our clients, candidates and our own employees have an enjoyable and unique experience working with us, and see us as leaders in the industry. It is a true testament to the hard work and dedication of everyone involved in the company that we are the proud recipients of this award for the second year in a row.”

In addition to the features SEEK has also developed a new job search platform. "At SEEK, we are changing the way people search for jobs and candidates through our unique matching experience," said Ilczynski. "Having the best search technology is imperative to help us accurately understand people's intent when they search, efficiently access and analyse our data and then deliver the most relevant matches for a world-class experience. Our big focus for 2014 is to harness the data behind the technology to deliver the very best experience for hirers and candidates.”

News

Breaking down the barriers at the inaugural NCIN summit The inaugural National Indigenous Corporate Network (NICN) National Summit was held in Sydney in November to explore the challenges and opportunities that Indigenous people face in the workplace. Key takeaways from the summit included the need for companies to have an action plan or strategy that focuses on the retention of Indigenous employees, beyond just initial job placement; the importance of targets for indigenous employment to drive employment outcomes and the need for companies to respect Indigenous culture and values. The summit also emphasised the need for Indigenous people to strive for the career they want, to set their sights high and continue to break down barriers that stereotype. The summit was sponsored by Telstra and additional corporate participants included the Commonwealth Bank of Australia, Ernst & Young, PwC, AFL (NSW), Essential Energy, National Australia Bank and CareerTrackers. Nareen Young, DCA’s CEO, commented that: “DCA research has found that retention of Indigenous employees can be improved by mentoring schemes and providing career development and progression. There is also a real need to promote the wide range of career options available to Aboriginal and Torres Strait Islander peoples. There is a lot of talent out there so it’s important to think beyond entry level roles.” Journalist Stan Grant who also spoke

at the summit said it was imperative that Indigenous people continued to break down the barriers in mainstream Australia. “For too long we have been sidelined and marginalised and limited by how others seek to define us. I want to see the day when the treasurer of Australia is an Indigenous person, when the chief justice of the high court is Indigenous, when we run major companies or stand on the stage accepting an academy award for playing a role that is not an 'Indigenous defined' role. In my career I have sought to challenge others preconceptions. I wanted to be a foreign correspondent to report from around the world and thankfully I have achieved that. We don't need favours and now it is up to us to kick open the doors.” Earlier this year the DCA released a report Closing the Work Gap in Corporate Australia which showed new approaches to Indigenous community engagement by the corporate sector was needed in order to close the gap in employment outcomes for Aboriginal and Torres Strait Islander people. Specifically it noted too many key Indigenous engagement positions in the corporate sector were still being filled by non-Indigenous people and that insufficient attention had been given to measuring the progress of engagement strategies and picking the right metrics to do this. Creating an inclusive working environment and taking the time to build successful relationships with Indigenous communities was also highlighted.

A TALE OF TWO STATS In October 2013 an estimated 1.33 million Australians (10.7% of the workforce) were unemployed, according to a Roy Morgan survey. The figure was up 36,000 (0.3%) from September. The composition of the Australian workforce was reported to be virtually unchanged and comprised 7,417,000 full-time workers (up 4,000), 3,715,000 part-time workers (down 42,000) and 1,333,000 people looking for work (up 36,000). The report additionally found that 1,077,000 Australians that were employed were actually under-employed an increase of 88,000 from the month prior. An estimated 2.410 million Australians were said to be unemployed or under-employed in October, an increase of 1.5% from October 2012. Roy Morgan said its latest unemployment estimate of 10.7% is 5% more than the figure currently quoted by the ABS for October 2013 and called on the Abbott Government to establish a working committee to “demand the ABS release the true and complete unemployment figures each month.”

Australian workers stressed and depressed A survey conducted by the Australian Psychological Society has found that stress is having an impact on the physical health of 75% of Australian workers and the mental health of 68% of workers. In addition the survey revealed one in seven working Australians reported depressive symptoms in the severe to extremely severe range. Professor Lyn Littlefield FAPS, Executive Director of the APS, said the survey data presented a compelling argument for a widespread review into the methods for dealing with

the causes of workplace stress. "Work-related stress is a problem that not only affects the health and wellbeing of employees, but also workplace productivity. Stress can occur in a wide range of situations, but is often made worse when employees feel they have little support from supervisors and colleagues or little control over their work. Thus, it's a problem that demands a collective solution,” said Littlefield. "It is vital for us to examine why workers are feeling this way. The survey has shown that common

factors include employees reporting significantly lower job satisfaction and significantly lower levels of interest in their job than in previous years. Only 46% of working Australians also reported receiving regular feedback and recognition for their work, which should be of concern to employers." With Worksafe figures showing stress is the second most common cause of workplace compensation claims in Australia, the Australian Psychological Society says it is an issue employers should seriously consider addressing.

recruitment extra 2013 December 9

Head to Head

THE BIG ISSUE

STRUCTURAL This month Rod Hore and Nigel Harse get together to review 2013 and

Rod: There are a number of factors which have really reared their head in the recently completed financial year and continue to stand out in 2013. Nigel, let’s start with the RIB Report. What issues have stood out in the past year from your benchmarking of agencies? Nigel: The #1 long term trend identified from the RIB Report that is causing increasing concern is the amount of Gross Profit (or NDR) returned on total team salaries. For clarity, total team salaries include commission, bonus, super and fringe taxes. This ratio has now been falling for the last six years! The average return for 2004 to 2007 was $2.25, it dropped to $2.09 in 2008 and has been falling ever since. The most recently completed financial year hit an all-time low of $1.80 and for the period January to September in 2013 it has fallen again to a new low of $1.78. Rod: Well that is disturbing. It is hard to make a consistent profit when salaries are well over 50% of NDR. What’s driving the change? Nigel: There are three main factors we discuss with our RIB Report clients. First, staff churn is above 30% so agencies have the cost and disruption of new hires, many of which are not working out. New hires absorb great energy and cost in training and also have the unintended consequence of slowing down other productive team members.

10 December 2013 recruitment extra

Organisations are finding many rookies are just not robust enough to cut it in this tough market. Secondly, too many organisations have ineffective remuneration schemes. Agencies are finding themselves in the untenable position of salaries rising but productivity dropping. Thirdly, and this is an area you would see, is that agencies are often stocked with too many staff for the work that is being won. Combined with continuing inefficiency in process, the result is low productivity. Rod: That is true, we do see the recruitment industry being slow to respond to modern business practices when it comes to process efficiency. Who would have thought that the recruitment industry, which itself relies on “outsourcing” a client function, would be so conservative when it comes to process design and outsourcing. From what I have been able to see this year, the US, UK and Asia are ahead of Australia and New Zealand when it comes to seeking cost efficiency and flexibility, such as the use of offshore outsourcing for repetitive tasks. What else stands out in the RIB Report data? Nigel: The #2 long term trend that is causing increasing concern is the long term decline in Temp and Contractor NDR as a % of sales. Last financial year’s RIB Average hit a record low return of

12.9%. I’m not sure how people will get this back to a reasonable level. For comparison, pre GFC it was 18%. Is this the “new norm”? The #3 long term trend that is causing increasing concern is that too many firms are still over dependant on the perm market and this segment is tracking at its lowest level since we started keeping records. The decline in volumes seems to have abated but there really aren’t any signs that give me confidence it will return to healthier levels. Placements per firm in the first nine months of 2013 are down 31% on 2012 and this was down 19% on the prior year. Again, are these volumes of placements the new norm too? Rod: All of that points to your benchmarking participants displaying structural business issues – something needs to change. In last month’s recruitment extra Head to Head the issue of structural change was raised. It seems many recruitment agency owners have been slow to respond to the trends, possibly allowing economic malaise to mask the issues really happening in the industry. Nigel: One of the advantages of doing business in Asia Pacific is that, in general, we can watch the emerging trends from the big UK and USA markets and analyse what their impact might be on our business.

Head to Head

FOR 2014 –

CHANGE

discuss some of the issues that need attention in 2014

Many organisations are finding alternate ways to undertake their recruitment. We had over fifteen years of continuous growth in the recruitment industry and most organisations have not been prepared for the model to change. Some reports are saying 80% of vacancies that used to come to agencies, mostly on a contingent basis, are now being addressed in alternate ways. Rod: I agree with the magnitude of the change. Recruitment businesses now need to operate like businesses in other sectors – they need to decide which parts of the recruitment industry they wish to operate in. I keep coming back to strategy. I do not think there is enough attention being paid to what is happening in the recruitment industry globally. There is plenty of information available – good blogs locally and overseas, great conferences in different parts of the world, and more relevant research and commentary to help you analyse different trends. Doing more of what you did last year is clearly not a winning strategy. There are many valid strategies for any organisation but whatever is chosen needs to be executed well. Nigel: In addition to strategy I’d like to see more focus on clearly portraying the value proposition. We’ve discussed this as “what will make the client ring you back as opposed to your competitor?” All businesses today need to undertake their marketing and sales activities in a mature and modern

manner that reflects the buying cycles of their target clients. For the recruitment industry have we finally arrived at a situation where cold calling is not a valid strategy? Having a marketing strategy that includes social media, great content and disciplined, structured activity will reap rewards. Rod: As a third leg to Strategy and Marketing I’d add “process”. Agencies these days need to be excellent at process or they can’t meet compliance requirements. But it goes further than that – a modern organisation needs a corporate capability to rapidly change processes (and cost structures) to meet market needs. From a process perspective, you can’t talk about the unchanging “way we do things around here”. Having a knowledge of your internal costs allows you to creatively meet client’s requirements. Sometimes you need a unique way of working profitably with just one client. And if you don’t do it someone else will. Nigel: It is shaping up as a shocker of a year for those that don’t change the way they are working. As always there are agencies that are outperforming and taking market share off others. Rod: That’s true. While I am really confident about the future of the recruitment industry I am concerned for agencies that will be victims of the change that is occurring.

Nigel Harse Nigel commenced his recruitment career in the UK in 1977. In 1990 he came to Australia and launched ECCO Personnel, and in just five years took the company from $7 million to $75 million in sales. Throughout the 90s Nigel was instrumental in the creation, development and delivery of training for the Special Interest Groups within the NAPC (now RCSA). He also served as a Councillor for five years and is a former Vice President of the NAPC. Nigel was appointed as a Non-Executive Director for Catalyst Recruitment in October 2001 and is a Fellow of the Australian Institute of Company Directors. In 2003, Nigel launched the RIB Report and has established himself as a business coach and mentor to recruitment firms throughout Australia and New Zealand.

Rod Hore, Executive Director, HHMC Australia Rod was born and educated in Western Australia and works with organisations throughout Australia and New Zealand from his base in Sydney. Rod has 20 years, experience in the Information Technology industry undertaking a range of sales management and leadership roles. Since 1999 Rod has been the Executive Director of HHMC Australia Pty Ltd providing advisory and M&A services to global, locally listed and private organisations in Australia and New Zealand. Much of Rod’s work is with emerging private companies, providing advisory services to owners who are seeking to deﬁne and achieve their growth ambitions.

recruitment extra 2013 December 11

Online Recruitment

Year-on-Year market share for Business and Finance Employment and Training, in All Categories Based on market share of visits to the industry. Monthly rankings for the month of October 2013 This category features online job databases, employment classified websites, employment agencies and human resource management services. It also includes any websites related to job seeking, vocational training and career development. Rank

Website

Domain

Visits

Seek Australia

www.seek.com.au

25.04%

www.linkedin.com

17.84%

indeed Australia

au.indeed.com

6.22%

Jobfinder

www.jobfinder.com.au

4.62%

jobrapido Australia

au.jobrapido.com

3.58%

MyCareer

www.mycareer.com.au

3.32%

CareerOne

www.careerone.com.au

3.19%

Job Seeker

www.jobseeker.com.au

2.26%

Australian JobSearch

www.jobsearch.gov.au

2.23%

SimplyHired Australia

www.simplyhired.com.au

2.11%

Woolworths - Careers

www.wowcareers.com.au

1.77%

SpotJobs

www.spotjobs.com

0.75%

Fair Work Online

www.fairwork.gov.au

0.68%

Star Now Australia

www.starnow.com.au

0.67%

Jobs.com.au

www.jobs.com.au

0.59%

Coles Careers

www.colescareers.com.au

0.57%

Service Seeking

www.serviceseeking.com.au

0.54%

Hays Personnel Services

www.hays.com.au

0.49%

About.com - Job Searching

jobsearch.about.com

0.48%

Wiley Job Network

www.wileyjobnetwork.com

0.46%

Date

Market Share

Date

Market Share

Oct-12

0.84%

May-13

0.99%

Nov-12

0.84%

Jun-13

0.93%

Dec-12

0.69%

Jul-13

0.99%

Jan-13

0.94%

Aug-13

0.96%

Feb-13

0.99%

Sep-13

0.93%

Mar-13

0.95%

Oct-13

0.98%

Apr-13

0.96%

12 December 2013 recruitment extra

SPECIAL 20-PAGE LIFT OUT

RECRUITMENT EXCELLENCE AWARDS 2013 On Friday 25 October 2013 the Art Gallery of New South Wales hosted the sixth annual Recruitment Excellence Awards. Over 230 industry professionals gathered to hear the results of the hotly contested awards and were treated to an evening of superb entertainment, ﬁne dining, artistic displays and plenty of surprises. Dancers emerged out of paintings, tap dancers caused a sensation, our sponsors generously gave away gifts and DJ Chad kept the dance ﬂoor buzzing. The highlight of the evening was, of course, the presentation

of the awards. The buzz in the air was palpable as the ﬁnalists and winners were read out. Whoops of joy and excited applause greeted the winners as they were called up to the stage to collect their trophies. The calibre of entries was once again exceptional and brought home the very real successes, outstanding achievements, true innovation and genuine professionalism of the industry.

Please head to our website www.recruitmentextra.com.au to watch a video of the night and visit our facebook page for more photos of the event.

Astute Payroll congratulates Itcom on winning the 2013 RE Award for ‘Excellence in Application of New Technologies’ “The Recruitment Excellence Awards are an acknowledgement of the efforts, accomplishments and innovation achieved by this country’s leading recruitment and Human Resource professionals. Astute Payroll is proud to continue our association with this important industry event for the third year.”

– Nicholas Beames, CEO Astute Payroll

Nicholas Beames, CEO of Astute Payroll presenting the award to Harley Kirkwood, National Operations Manager of Itcom Australia.

Astute Payroll’s award-winning software and outsourced payroll solutions assist the recruitment sector by automating the management of temporary & contracting on-hire employees – including compliance, induction, TFN submissions, online timesheets, expenses, award interpretation, invoicing and payroll. Purpose built for the recruitment industry, Astute Payroll’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 to manage an effort free workforce, accurate payroll, or they can select Astute Payroll’s Outsourced Payroll service and absolutely everything is managed for them. Highly qualified Implementation, Account Management, and Support teams are available to work closely with clients that require assistance. For those who choose to not take up the offer of assistance a comprehensive support center is available online with tutorials and help guides with step-by-step instructions. For more information please visit us at www.astutepayroll.com

AWARD JUDGES

“

Again we have been delighted by the quality of submissions from organisations for the Recruitment Excellence Awards. It is such a genuine pleasure to see the thought and care that is put into the submissions and it is especially nice to receive submissions from smaller organisations that have not previously entered. Well done to all. ROD HORE

BRONWYN MURPHY Bronwyn is the Owner and Principal Coach/Trainer of BJ&M Consulting Services. The business provides its clients with tools to improve the recruitment skills of recruitment consultants and managers, HR professionals and executives responsible for hiring decisions. Bronwyn is passionate about helping companies retain staff through better hiring decisions and ongoing people management. Bronwyn can also assist with business process improvements in order to streamline systems and positively impact the bottom line.

NIGEL HARSE Nigel commenced his recruitment career in the UK in 1977. In 1990 he came to Australia and launched ECCO Personnel, and in just ﬁve years took the company from $7 million to $75 million in sales. The company doubled in size, turnover and proﬁtability each and every year for four years. This Australian subsidiary of the worldwide Ecco Group was consistently ranked within the Top 3 performers. Nigel

“ “

served as a Councillor for five years and is a former Vice President of the NAPC. In 2003, Nigel established the Recruitment Industry Benchmark Report (RIB Report) in response to frequent requests from industry members to find a means of comparing the results and successes of peers. Currently, Nigel is a business coach and mentor to recruitment firms throughout Australia and New Zealand.

PAUL MASTERS Paul Masters is a tax partner at Deloitte Sydney. He specialises in providing taxation advice to recruitment companies, particularly in the areas of M&A, restructuring and tax planning. He is the tax adviser to four ASX listed recruitment companies and numerous private recruitment companies. As national leader of the Deloitte Recruitment Industry Group, Paul indirectly oversees the services provided to over thirty recruitment companies in both Sydney and Melbourne. Paul is a regular contributor to recruitment extra magazine and has presented on Sky Business News.

”

RICHARD SPENCER

Richard is the Head of Two Social, a specialist Social Media agency, which is an iSentia Group company. As well as being a regular media commentator, Richard advises organisations on how to maximise their opportunities across Social channels. Prior to founding Two Social, Richard was Senior Vice President, Global Marketing and Interactive with TMP Worldwide, Global Head of Marketing for Michael Page and has been working in digital communications since 1996.

ROD HORE Since 1999 Rod has been the Executive Director of HHMC Australia providing advisory and M&A services to organisations throughout Australia and New Zealand. Much of Rod’s work is with emerging private companies. Rod is an enthusiastic supporter of the Recruitment Industry and is an accomplished presenter on topics related to small business. Prior to founding HHMC, Rod had 20 years experience in the Information Technology industry in

a range of sales management and leadership roles in Perth, Canberra and Sydney.

ROSS CLENNETT As a professional recruiter, between 1989 and 2003, Ross screened over 80,000 resumes, interviewed over 3,000 people and successfully placed over 1,500 people in work. Over this time he worked in London, Sydney, Adelaide and Melbourne. He has been professionally recognised by the designation FRCSA (Fellow) awarded by the RCSA (Aus & NZ). Since 2001 Ross’s opinion pieces and articles have been regularly published in both Australia and around the world. Ross has also become one of Australia’s most popular and controversial recruitment bloggers. In 2011 and 2012 Ross was a national ﬁnalist in the RCSA’s Outstanding Contribution Award given in recognition of, amongst other criteria, to a person who has raised the professionalism of the industry through their contribution. Ross has been a judge for the Recruitment Excellence Awards since their inception in 2008.

This year the winning entries comfortably stood out as the most creative and most effective.

”

RICHARD SPENCER

The standard of REA entries continues to climb each year and this year contained a couple of categories where it was extremely tough to differentiate the winner from the other ﬁnalists. It’s very exciting to see such a high standard of competition within the Australian recruitment industry. ROSS CLENNETT

right: The 2014 judges from left to Rod Hore, Bronwyn Murphy, r, Nigel Harse, Richard Spence Paul Masters Absent: Ross Clennett

”

The 2013 Recruitment Excellence Awards SPECIAL 20-PAGE LIFTOUT

OUR MC Our MC for the night was Ben Read – a tap dancing lawyer from Newcastle. An original cast member of Tap Dogs Ben joined the legal profession in 2010 whilst continuing to be involved in the entertainment industry. Ben led the awards ceremony with former Tap Dogs’ members who teamed up with some of the audience for a marathon tap off. The talented audience members showed us a thing or two about tap dancing without missing a beat – even in killer heels!

Also entertaining us on the night were human statues and dancers who emerged out of paintings to stun and delight us with their artistic and acrobatic moves.

recruitment extra 2013 December 17

AWARD CATEGORIES The Deloitte Recruitment Excellence Award This category recognises firms who display innovative techniques in managing their firm for successful financial results. Successful nominees will be able to show strategies that have increased sales and gross margins and/or decreased overhead expenses. Our expert panel of judges will be looking for initiatives such as innovative remuneration strategies for consultants and identification of synergies to reduce or remove unnecessary costs.

The IMS People Best Business Innovation Award Profiling some of Australia’s most creative operators and organisations this award will firmly set apart businesses with a focus on innovation. Nominees will be required to provide a well developed business strategy that defines the innovative process or activity, evidence of the success of the innovation and its impact on the business, client, candidate or staff .

astutepayroll.com Excellence in the Application of New Technologies The availability and application of new technologies within the recruiting sector is changing the way we work - for the better. To stay ahead of competitors ﬁrms need to engage their community of candidates and clients in a number of ways, whilst at the same time continually streamline their internal processes to lower cost and increase margin. This award will recognize a ﬁrm whose superior efforts at engagement through social media and/ or streamlining through the use of cloud computing applications far outperforms.

18 December 2013 recruitment extra

Best Start-Up A unique opportunity for new and young businesses to put themselves on the industry map. This award will focus on the business plan, structure and operational aspects of recently launched businesses, examining closely how goals have been implemented and the business objectives achieved. * Nominees must have a business of 5 years old or less.

Best Boutique Agency Profiling some of Australia’s best niche operators this award will firmly set apart businesses with a focus on best practice. Nominees will be required to disclose client and candidate contacts for referrals, evidence of a thorough understanding of the business niche across consultants and a well developed business plan that reflects knowledge in the chosen market.

Best National Agency National recruiters will have the opportunity to showcase how a successful business model can flow across more than one location. Here we will be looking for consistency in service and delivery, a definitive company culture that is echoed throughout each branch and a level of quality that is upheld across the entire firm. Nominees will be required to disclose client and candidate contacts for referrals.

Best Candidate Management Program Candidates are king! This award will highlight those recruiters who have a deﬁnite candidate management plan in action, which is adhered to by every staff member from reception to consultant and into management. Details of candidate feedback, follow up, retention and referrals will be just some of the information we seek from nominees.

Best Learning and Development plan This category is designed to highlight those employers who are dedicated to the ongoing personal and career development of their people. Nominees will be required to show evidence of internal training material, along with external courses, coaching opportunities, mentors, buddy systems and or any other focus around development. Staff will be communicated with to evaluate the employee experience.

Best use of Print Advertising This category is open to a single advertisement, a campaign or the print component of an integrated campaign, designed to drive trafﬁc to a careers site or to attract candidate applications. This category is open to display, small space or classiﬁed advertisements.

Best use of Digital Media This category is open to any digital media designed to drive trafﬁc to a website or to attract candidate applications. This category is open to careers websites, social media campaigns, digital advertisements, banner adverts or any other digital media.

Best Graduate Campaign This category is open to a single advertisement, a print campaign or an integrated campaign, designed to attract graduate applications during 2012. This category is open to recruitment campaigns designed to attract graduates or interns only.

The 2013 Recruitment Excellence Awards SPECIAL 20-PAGE LIFTOUT

Best Employer Brand This category is designed to recognise employers that can demonstrate success in promoting their organisation’s employment brand. Key criteria are a clear explanation of the brand, the methodology used to position and communicate the brand to applicants and employees, the results achieved and the beneﬁts that the employment brand has brought to the organisation as a whole.

Best WH&S Program Nominees will be required to participate in an on-site or desk-top audit of policies and procedures pertaining to work health and safety for internal employees and or contractor/casual workers. Businesses will be required to clearly demonstrate measurement of processes, along with any review practices in place.

Meet the secrets behind our success

We’ve set out to build the most enviable recruitment agency in Australia for one purpose – to help our clients and candidates achieve greater success. This focus has led us to continue investing in the professional growth of our employees. To become better in every way. So to these real winners who continue to contribute to our clients’ and candidates’ success, thank you. You make us proud.

www.mtr.com.au

recruitment extra would like to thank our valued sponsors for their continued support of the Recruitment Excellence Awards Headquartered in Australia and operating for over 21 years, CXC Global (CXC) provides contractor management and payroll services from offices in five continents in over 30 countries. CXC is a specialist contractor management organisation (CMO) - not a recruitment firm; engaging contractors post recruitment, and managing their payroll and engagement throughout their contract lifecycle, from on-boarding through to dis-engagement. In addition to payroll, CXC offers contractors a full suite of services including choice of remuneration structure, salary packaging including novated vehicle leasing, financial planning and taxation services, finance and property solutions, insurance coverage plus an extensive list of value added services. CXC’s competitive advantages are systems and expertise that enable organisations to translate visibility of their contractor landscape into value by reducing costs and risk e.g. “deemed employer”, taxation, insurance and visa risk. Contractors should be an efficient profit centre not diverting you from your core business. CXC’s services can free you up to focus on what you do best…recruitment.

“

CXC Global is proud to have been a part of the Recruitment Excellence Awards as a sponsor in 2013. CXC considers the REA as an opportunity to celebrate the industry’s achievements throughout the year with the recruitment sector as a collective group. Congratulations to all nominees and winners. SONIA MCMAHON-CLARK, AUSTRALASIA OPERATIONS MANAGER, CXC GLOBAL

”

Astute payroll’s award-winning software and outsourced payroll solutions assist the recruitment sector by automating the management of temporary & contracting on-hire employees – including compliance, induction, TFN submissions, online timesheets, expenses, award interpretation, invoicing and payroll. Purpose built for the recruitment industry, Astute Payroll’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 to manage an effort free workforce, accurate payroll, or they can select Astute Payroll’s Outsourced Payroll service and absolutely everything is managed for them. An Astute Payroll account can be activated online with the clients’ own choice of colors, logo, and preferred settings. For accounts with10 or less Users everything is totally free, and larger accounts with up to 10,000 temporary & contracting on-hire employees can cost as little as $5 monthly per User. Highly qualified Implementation, Account Management, and Support teams are available to work closely with clients that require assistance. For those who choose to not take up the offer of assistance a comprehensive support center is available online with tutorials and help guides with step-by-step instructions.

“

The Recruitment Excellence Awards are an acknowledgement of the efforts, accomplishments and innovation achieved by this country’s leading recruitment and Human Resource professionals. Astute Payroll is proud to continue our association with this important industry event for the third year. NICHOLAS BEAMES, CEO ASTUTE PAYROLL

”

Ayers isn’t your typical payroll and contractor management business. In fact it’s not your typical business. We’re a team of enthusiasts who work hand in hand with Recruitment Agencies, Corporations and Contractors to provide the professional administrative services they need to maintain efﬁcient, compliant operations. Over the years, Pat Bourke the owner of the business has built a team of people who are as passionate about the business as him. Together, we’ve purpose built sophisticated systems using our many years of collective experience. We’ve been established in Australia since 1988, and today we’re one of the country’s most trusted, innovative business brands within our sector.

“

Great venue and great event, well done to all involved… They seem to get better and better! A BIG congratulations to all the nominees and the winners in each of the categories! COLIN CUTHBERT, AYERS

”

The 2013 Recruitment Excellence Awards SPECIAL 20-PAGE LIFTOUT

Deloit has a group that specialises in servicing the recruitment industry. The group is made up of partners and Deloitte from audit & advisory, taxation services, corporate finance, management consultancy, security & privacy staff fr services, and the workplace responsibility group. The group is a reflection of why more leading recruitment service companies choose Deloitte to provide taxation and audit services than any other accounting firm in Australia. compa

“

We have been a proud sponsor of the awards for six years. The award is given to agencies who demonstrate innovative techniques to achieve increased sales and gross margins over a sustained period. The 2013 winner of the Deloitte Recruitment Excellence Award was Stellar Recruitment who demonstrated world class strategic corporate planning to achieve outstanding growth over the last three years to be major player in mining, energy and oil & gas industry. We love the recruitment industry!!! PAUL MASTERS, PARTNER - TAX LEADER, DELOITTE

”

IMS has an offshore team of well-trained and highly successful recruiters who provide flexible service offerings to quickly respond to fluctuations in client demand. IMS helps recruitment and staffing companies to confidently take on significant new opportunities without adding staff, or accommodate changes in internal staffing levels caused by employee vacancies. IMS helps absorb those recruitment functions that are necessary but not critical, such as compliance requirements, database regeneration, job postings or resume formatting. IMS is positioned to help optimize work force, reduce operational costs and risks, and allow recruiters to focus on their core skills and expertise. Headquartered in Ahmedabad, India, IMS is part of UK-based Empresaria Group plc, a publicly traded, international specialist staffing organization. IMS is both ISO 9001:2008 and ISMS ISO/IEC:27001 certified and ensure the highest level of information security and protection for their client data.

“

Congratulations to all the worthy ﬁnalists and winners! The awards really are a recognition of excellence in the industry. We would also like to congratulate Thomson Reuters for again organizing a spectacular event. They seem to be taking the benchmark higher and higher each year.” SONAM DAVE, IMS

”

Having just opened its first Australian office, Indeed was founded on a simple idea: to help people find jobs. It is a comprehensive job search site for job seekers, providing them with free access to millions of jobs from thousands of direct employers, staffing agencies and job boards. Indeed displays all of these jobs, in one simple search, making it easy for job seekers to drill down by keyword and location to jobs that fit their requirements precisely. Indeed also works with employers who want measurable results from their recruitment spend and with Indeed, employers pay only when job seekers click on their jobs. This is a new, performance-based and more targeted way to recruit online.

“

Indeed were proud to support the 2013 REA Awards. Many thanks to the team at recruitment extra magazine who did themselves proud and congratulations to all the winners and ﬁnalists. Indeed recently opened its Australian ofﬁce and it was a very valuable event help tell our story to such informed recruitment leaders! CHRIS MCDONALD, SENIOR DIRECTOR OF SALES, INDEED

”

Kinetic Super is an industry fund with over 20 years’ experience in managing super savings for Australians. We are modern and progressive, priding ourselves on our personalised service to members and employers. Beneﬁts of Kinetic Super: • A $2.3 billion industry fund that operates for the beneﬁt of over 350,000 members • Low fees with competitive investment performance • Online services – 24 hours a day, 7 days a week • Affordable, highly-competitive insurance options

“

The Art Gallery was a fantastic venue for the awards night. The event was a great opportunity to showcase the high achievers of the recruitment industry, and we were thrilled to be a part of it. An entertaining evening was had by all. PHILIP SEUBERT, RELATIONSHIP MANAGER, KINETIC SUPER

Congratulations to the Recruitment Excellence Award Winners 2013 Best Candidate Management Program FINALISTS RMA recruit

WINNER M&T Resources The Astute Payroll Excellence in the Application of New Technologies Award FINALISTS Hays RecruitLoop

Best WH&S Award WINNER WorkPac Group Best Use of Digital Media FINALISTS Lush TV for Rio Tinto Reagent for Citic PaciďŹ c

WINNER Blaze for EY, I Heart Accountants Best Employer Brand

WINNER ITCOM

FINALISTS Aspect Personnel Reagent for SKM TRC GROUP

Best Use of Print Advertising

WINNER Telstra

FINALISTS Reagent for Coles Blaze for ASC

Best Start Up

WINNER Blaze for Make it at Lion

WINNER u&u

The 2013 Recruitment Excellence Awards SPECIAL 20-PAGE LIFTOUT

Best National Agency FINALISTS Manpower Group M&T Resources

WINNER Talent International Best Learning & Development Plan FINALISTS Clarius Group Launch Recruitment

WINNER M&T Resources Best Boutique Agency FINALISTS Aspect Personnel Australia Wide Personnel Launch Recruitment Stellar Recruitment

WINNER MitchelLake Group Best Graduate Campaign FINALISTS Blaze for Lion Eight Steps West for IMC Reagent for QGC

WINNER Blaze for Mars Australia

Deloitte Recruitment Excellence Award FINALISTS Hender Group M&T Resources MitchelLake Group Talent International

WINNER Stellar Recruitment

24 December 2013 recruitment extra

One small step for you. A giant leap for your career. Weâ&#x20AC;&#x2122;re a pioneering executive search and specialist talent agency for the new digital frontier. Join our mission. We need Consultants, Principals, Delivery Managers, Researchers and Space Cadets to join us in all locations. Contact our head of talent Neil Smith: neil@mitchellake.com, or visit our careers page at mitchellake.com/join-us

Proud to be voted Best Boutique Agency in the 2013 Recruitment Excellence Awards

mitchellake.com SYDNEY

MELBOURNE

BRISBANE

SAN FRANCISCO

SINGAPORE (2014)

SPACE (SOON)

26 December 2013 recruitment extra

The 2013 Recruitment Excellence Awards SPECIAL 20-PAGE LIFTOUT

recruitment extra 2013 December 27

28 December 2013 recruitment extra

The 2013 Recruitment Excellence Awards SPECIAL 20-PAGE LIFTOUT

recruitment extra 2013 December 29

30 December 2013 recruitment extra

The 2013 Recruitment Excellence Awards SPECIAL 20-PAGE LIFTOUT

WE LISTEN GUIDE PROVIDE FACILITATE EMPOWER YOU SUCCEED

Congratulations to the 2013 ﬁnalists and winners

every et for nd us g r o f Dont ral you se refer for a qualify n a ... and c d r you a w Contractors should be an efﬁcient proﬁt centre 0 re draw to win a 5 1 $ not diverting you from your core business. the b, go into Galaxy Ta hers! * g n ouc At CXC Global we specialise in contractor management; everything from payroll to administration and compliance Samsu r shopping v o ... giving you greater visibility and peace of mind, while reducing costs and freeing you up holiday to increase your placements and revenue.

2355AU

* Refer to website for terms and conditions

www.cxcglobal.com.au 1300 724 082 (Aust) www.cxcglobal.co.nz 09 358 4133 (NZ) Australia & New Zealand · Europe · Africa · North America · Asia · Middle East

32 December 2013 recruitment extra

Feature

It’s a mobile, mobile, mobile, mobile world! By Richard Spencer, Director, TWO Social

n the developed world, the internet has revolutionised our lives. It has fundamentally changed the way we communicate with one another, the way we access information and the manner and form in which we buy products and apply for jobs. It has altered and, in some cases, destroyed individual businesses and even business models and it continues to simultaneously change both the way we work and play. But up until recently it has been a hard wired experience – we have grown used to accessing the internet through a desktop PC. According to the UN’s latest World Population data there are 7.2 billion people living on this planet and just over 38% of them have access to the internet. According to GlobalWebIndex, 57% of global media consumption is now internet based. However, the game changer, particularly for the International Telecommunication Union (ITU), the United Nations agency for information and communication technologies, is the mobile. Smartphones have been around for a few years now and the seemingly ubiquitous iPhone, the granddaddy of them all, is six years and many variations old. But even so, I think 2013 may well be remembered as the year the smartphone came of age. Around the world there are 371,000 babies born each day and 378,000 iPhones bought! Globally there are now 6.8 billion mobile phone subscriptions, almost as many as there are people and a significant number of them are connected to broadband. More interestingly, cost effective mobile broadband is empowering developing nations where fixed broadband didn’t. eMarketer has social media use growing by 20% over the last 12 months

– from a pretty significant base. At the same time, we are demonstrating that on a global basis, our social network of choice is becoming more and more obvious. Homogeny for marketers used to come from terrestrial television. Like it or not, it now comes from Facebook (at least for the time being). Facebook is now the dominant social network in all but 10 countries around the world, and it’s banned in two of those. And a huge amount of that change comes through mobile access to the net and therefore to Facebook. For the first time in the last few weeks, Facebook released their data on access to the network through mobile devices in Australia. They have released global data on mobile access for some time, but have traditionally resisted requests for local data. Globally 67% of all access to Facebook is through a mobile device. Locally here in Australia that figure is 82% with 7.3 million of the nine million daily users accessing the site through a mobile device. Accordingly, you would expect Facebook revenue to be derived more and more from mobile devices and if we review the recent Facebook Q2 results, 41% of their US$1.8 billion revenues for the quarter came from mobile advertising, up from literally nothing 12 months ago. In effect, these statistics and the fact that 14% of all web traffic in Australia is now through a mobile device means that your digital and indeed your social media strategies should be mobile led – not mobile inclusive – but mobile led. But what does this mean for recruitment? Everything. It is a brave new mobile world in which we live and the rapid expansion of mobile broadband penetration in the Middle East, Africa and Asia will be huge drivers of social media growth, social media revenue

generation and therefore social media application development – you only have to look to the huge growth in mobile chat in Asia to see how quickly behaviour can be changed by the right app. Networks will alter and adapt their business models to suit, you just need to reference the speed with which Facebook has adapted its revenue model to be more mobile inclusive. Will brands be able to adapt their thinking as quickly and how will we react as recruiters? History would suggest that we’ll wait and see; maybe it’s time to take more of a leading position? 

Richard Spencer is a Director of TWO Social, a specialist Social Media agency. As well as being a regular media commentator, Richard advises organisations on how to maximise their opportunities across Social channels. Prior to founding TWO Social, Richard was Senior Vice President, Global Marketing and Interactive with TMP Worldwide, Global Head of Marketing for Michael Page and has been working in digital communications since 1996.

recruitment extra 2013 December 33

Feature

A YEAR IN REVIEW T By Lincoln Crawley, Managing Director ManpowerGroup Australia and New Zealand. his year has certainly been challenging for our industry. Our quarterly survey results continued to see the hiring outlook in Australia weaken, hitting a four year low, in line with a year of tough economic conditions and political uncertainty. At the same time, we are working with the most diverse workforce in Australia’s history. We face an ageing population, more generations in workforce working side by side than ever before, a disconnect between tech natives and mature workers and persistent groups of under-employed segments in the market. However, there has also been a sense that this industry is rising to the challenge. We’re all looking to 2014 as the year of building confidence levels and business growth, as the new government has promised to work more closely with businesses and we are all expecting a return of confidence to the market. Early signs are promising, such as the announcement that unnecessarily tough 457 Visa restrictions will be wound back. To succeed next year, the most important factors will be adaptability, a willingness to embrace innovation at both an individual and corporate level, and the ability to look ahead in terms of human capital needs.

The Changing Workplace This year we have continued to hear a lot of talk around flexibility as the way of the modern workplace. We are in a fast-paced world; individuals must adapt and respond to change, and organisations need to be just as agile in order to meet the challenges of the marketplace. Employers need to give people the freedom and autonomy to get their work done effectively. All of this requires flexibility in our attitudes and our practices. As organisations are constantly moving toward leaner, lower cost organisations, being flexible with how employers buy labour will make a big difference to the bottom line. Recruitment Process

34 December 2013 recruitment extra

Outsourcing has gained momentum in the market as a solution that builds workforces with maximum efficiency and minimum downtime. The globalisation of work has meant offshoring or outsourcing segments of business is now common. As well as a growth in the contingent labour force with the increased use of contractors and freelancers. Technology continues to shape the way we work, driving productivity on an enterprise level, through things like performance management systems, and also at an employee level, allowing workers the freedom to work remotely and flexibly. It is important for employers to remember that talent is the most important asset within an organisation.

Continue to Make Talent a Priority Crucial to any industry’s success is the development and investment in people. We’re in the talent business, so we must lead by example and demonstrate how organisations can benefit from workforce best practice. First and foremost an organisation needs to foster its own workforce by ensuring individuals are in a role which aligns with their strengths and ability to reach and achieve day to day targets. Business leaders need to establish and build a solid talent pipeline by offering stretch projects and opportunities to expand and grow expertise, and implement a “build-versus-buy” mentality by reviewing employee development schemes. Up-skilling and looking for opportunities; to leverage training initiatives will also help to build a sustainable pipeline of future leaders.

Looking Ahead ManpowerGroup’s research shows that 76% of global institutions are operating without a fully implemented workforce

“As 2014 approaches, it is important to steer clear of tunnel vision that focuses only on the here and now and instead build a pipeline of talent for the future.”

strategy. As recruiters it is our role to help our clients to develop and progress a sustainable workforce plan: only the strategic, progressive employer will be able to gain an edge through their people. Moving forward, it is important that employers embrace practices that will allow employees to work smarter and more effectively, which will then lead to real business gains. Investing in innovative technology, training and development and importantly, finding the right people to match business needs over the long term, will help your organisation weather economic and political changes. As 2014 approaches, it is important to steer clear of tunnel vision that focuses only on the here and now and instead build a pipeline of talent for the future. 

Lincoln Crawley joined ManpowerGroup in 1997. He established Manpower’s IT practice in New Zealand and was promoted to Country Manager. In 2001, Lincoln moved to Australia and set up Manpower’s Managed Services & RPO business and was subsequently appointed as the Director of Sales. Following a two year assignment with Manpower Asia Pacific Lincoln returned to Australia in 2008 as Managing Director, ManpowerGroup Australia & New Zealand. Lincoln is President of the RCSA and publishes Mining for Skills.

Feature

INCH WIDE and a MILE DEEP… By Craig Watson, Director, Scott Recruitment Services

2013 was a wild ride … there were ups and downs, closures and acquisitions, and more twists at the senior end of the recruitment market than a M. Night Shyamalan movie… well his earlier ones anyway. It has been a year of constant change for our industry, re-invention and evolution … and for some of us, flying by the seat of our pants with no clear direction or strategy. Let’s face it, none of us know what the hell is going on with the world economy and don’t get me started about politics and the mining sector slide… I’m a rec2rec and I’m lucky enough to speak with recruitment people everyday … did I hear a muffled snicker when I said ‘lucky enough to speak with recruitment people everyday’? Thought not… What it does do is allow me to be very close to trends – what’s working in the industry, what’s not working, best practice etc. And the single most important (and recurring) trend that has continued to develop over 2013 is Specialisation. That’s right. Specialisation. It’s by no means a new concept, but it is more important than ever. With more and more margin pressure on high volume PSA accounts… not to mention competition with internal teams and RPO solutions. The humble Generalist is struggling and the trend suggests this will continue. To be honest, these days anyone can throw an ad on Seek – and apologies to the ‘Advert Writing Trainers’ out there, but in an environment of medium and – in some centres – high unemployment, job ads don’t need to be that good to attract candidates. Believe me, any client – with or without an internal team – is capable of writing an ad to connect with the ‘active candidate pool’. But… can clients – or in-house teams

– develop a functioning, relevant and engaged talent community? Can clients – or in-house teams – advise on competitor modelling? Can clients – or in-house teams – develop a network so niche and deep, that it pre-empts their own strategic direction? If you’re struggling to find the answer let me put you out of your misery. Quite simply the answer is NO. And nor should they, because that is the role of the third party recruitment partner. To be successful in 2013 and beyond revolves around your ability to work an ‘inch wide and a mile deep’ or for the metrically minded out there a ‘centimetre wide and a kilometre deep’ – doesn’t have quite the same ring to it… does it? What I mean is you need to know everything about your market. Where the best people are, who has work/projects coming up, who makes the decisions, what every person in your market is doing and why. You must be able to add value to your clients and candidates by knowing things they don’t. Not only that, you need to be able to make their jobs easier for them. It’s tough I know… with the support of Google™, LinkedIn™ even Wikipedia™ it makes it almost impossible to know things that others can’t find out, but to survive, and prosper… you must. 2014 will bring a new set of challenges for our industry; I can make predictions – last year I was sure Richard Branson was going to launch Virgin Recruitment™, surpassing Skype™ by flying people from state to state, continent to continent for initial face-to-face interviews on his own airline, but that didn’t happen… yet. All I can say is focus on your specialisation, own your space and add value. Do that, and no amount of change will affect your success. 

Craig has spent the last 20 years blending his recruitment, HR and training skills locally and globally, has afforded Craig the unique opportunity to gain first hand experience of recruitment trends and processes across the world. Craig is now Director of Scott Recruitment Services nationally. He publishes a weekly blog (with Luke Collard) – The Written Reference – on topical recruitment issues and challenges with over 3,000 weekly views. He also consults to the recruitment industry and corporate HR teams on business modelling, engagement, retention, social media, change management, remuneration and incentive structure and measurement matrix. Craig lives in Melbourne and is married with two young sons.

recruitment extra 2013 December 35

Feature

Times they are

a-changing Imogen Tear spoke to Karen Lawson, CEO CareerOne, about the major trends of 2013 and what’s on the horizon for 2014 What have been the major trends during 2013 and where do you see the industry heading in 2014? There are a number of hot topics and emerging trends from 2013 that will flow through into 2014 such as social hiring, use of data, multichannel marketing and employer branding. For an industry that hasn’t seen a huge amount of innovation I think it’s a very, very exciting time. Recruiters are really starting to understand digital and how online can actually change the communication method. Online has really democratised the way we gain access to people and information through social networks. [As a result] some of the reasons you would hire a pure play recruitment firm aren’t as strong – you can do a lot of these things yourself. The effect this has had on the industry is that those pure play recruitment houses are declining pretty much month by month, year by year, on job listings. The roles are still there, but they are being placed in a different way. We are still seeing fairly good industry strength in niche and specialist recruitment firms and those difficult to hire roles. But pure play recruitment firms are starting to decrease. Another trend we are seeing is that once recruitment comes back in-house people start to realise that it is in fact a highly skilled and time consuming area. As a result there are those businesses that are now looking to outsource the entire recruitment process. We’re starting to see a real acceleration in RPO. Businesses that have an RPO element to them, such as Harrier and Hudson, are seeing real growth. Employer branding is another significant area. Businesses are no longer just posting a job, they have to communicate the values and the culture of the business. We are seeing businesses move away from the post and pray approach to being much more

36 December 2013 recruitment extra

proactive around the passive candidate. They are using online media to attract people to their brand – to the company. It really is a race for talent.

With the increasing use of social recruitment platforms do you believe recruiters are being edged out? Like any business if you do what you were doing yesterday tomorrow the likelihood is that you are going to go out of business. The challenge in recruitment is that there hasn’t been a great deal of innovation in what has traditionally been very much a human form of interaction. Industry recruiters can’t just keep doing what they have been doing, they have got to learn to evolve, to become experts in new technologies and play more of an advisory role. Recruiters are still incredibly relevant but they need to develop a much more rounded digital skillset to be able to harness all the different multichannel marketing methodologies that are out there.

Are you seeing an increase or decrease in skills shortages in any particular sector? Over the last six months sectors like mining have been significantly affected by the iron ore prices and have shed jobs quite dramatically. As a result we have seen a reduction in the speed of the economy, particularly in WA and consequently we are also seeing a decrease in international recruiting for this sector. Hospitality continues to be real challenge for a lot of businesses in Australia. Finding hospitality staff of the calibre needed is difficult because many people view the job as a transient career. Employers are looking to France and the

US to find people with the appropriate skillset. We are seeing employers look internationally to hire for retail, hospitality and education, and in Australia and we are seeing increasing skill shortages in healthcare, retail and engineering.

How is Australia faring internationally? There is a driver of disconnect in Australia between economic and market performance and the failure to meet investor expectations. So whilst comparably Australia is doing very well there is still a nervousness that is probably holding back a lot of growth in the marketplace. Hopefully with a new government the economy will become more confident. Certainly if you place our employment statistics against the US and UK we’re in a very strong position.

Other observations? Interestingly there’s been quite a significant change in the casualisation of the workforce. If you dive into the statistics there’s been a trend of full time jobs decreasing and part time roles increasing. With the nervousness of the economy businesses want to maintain flexibility around whether growth is strong, continuing and sustainable. So while they may not be ready to commit to a full time employee a part time employee gives them flexibility. The temp market is very strong. It gives flexibility to both employers and people who are looking for a better work/life balance. But it’s not just about employment – it’s about movement. It’s about how frequently people change jobs. If the movement slows down the industry is affected. The transaction that sits behind the movement is what powers the revenue for the entire industry. Less movement from job to job affects us quite significantly.

Feature

Tying Up Legal Loose Ends By Joanna Oakey, Director, Aspect Legal

The new year is almost here and it’s the right time to make a list of the legal loose ends to tie up now, or perhaps in those first weeks back before the new year madness descends. Below are some legal items that recruitment businesses should address: 3 Business Structure – does it suit where you are now, and where your business is aiming to be in the future? Reconsider whether your current business structure is right for you, in terms of the asset protection for the business owners, and the future of the business. For example if you are thinking of selling in the future do you have the right structure in place? Restructuring for a sale should ideally be done years before a sale, so it’s never too early to start planning. Businesses can grow suddenly, and what might have been a suitable business structure for you last year might not fit your current risk exposure or future business plans. 3 Agreements with Business Partners Review your agreements with any partners in your business – do you have clear guidelines on how decisions are made, disputes will be dealt with, and how each party can exit the business? And if you already have these things in place, ensure that they properly reflect where your business is today. 3 Employees and Contractors Check that employees and contractors are signed up to proper and current agreements. Ensure that your employment and contractor templates comply with current legislation. Check your agreements include protection against employees taking any confidential information of your business or clients. Ensure you have strong nonsolicitation clauses to protect against staff taking your client base! Ensure that any workers you consider to be ‘contractors’ have been correctly classified. Sometimes the initial relationship with a worker might be a

contracting relationship, but can develop into something that looks more like employment. For example, if you pay your worker an hourly rate, your relationship might actually be one of employment. Make sure you have a solid process for documenting employee issues such as warnings. Termination of staff can be a tricky area, so ensure that you are capturing a thorough paper trail. 3 Intellectual Property Check whether you have protected any brands that you use – for example your business name, or any product names that you spend money on marketing. Google search your name, and check if competitors use your name as a sponsored google adword, stealing your traffic. Re-check your agreements with employees, contractors and suppliers to ensure that you are the owner of any intellectual property rights for work that is created for you. 3 Clients Check your client agreements to ensure they are reflective of your current business practices, and comply with current legislation. For example we still see terms and conditions that haven’t been updated with changes to the Competition and Consumer Act and the new Personal Property Securities Act. Check how your client terms and conditions ties in with any proposals or quotes that you provide. We often see businesses that have forgotten to link these documents together, thereby losing protection that their terms and conditions documents would provide. Check that client agreements provide you the right to charge interest on late payments, and require clients to pay for enforcement costs you incur. It’s easier to levy these charges when the right’s clearly in your client terms. Ensure your clients are well trained in the payment of your accounts. Review your process, and the content and timing of follow up correspondence.

Now is the time to get tough with problem payers, before they disappear into the Christmas holiday period! 3 Funding Review your balance sheet and check if there are any shareholder or director loans in place. If the business owes you money, ensure you are a secured creditor of the business and have all of the right agreements and PPSR registrations in place so that you rank higher in priority to other creditors of the business. If you owe the business money, ensure you have relevant agreements in place (eg if you run out of a company structure you will need a Division 7A agreement) in case you are ever subjected to an audit. 3 Privacy Laws Are you compliant with the new privacy laws? Now is the perfect time to check your privacy policy relating to information you hold about candidates. This is a long list, so if you want some assistance Aspect Legal is happy to help by reviewing key areas of your business to identify any potential risk.

Joanna Oakey is the director of Aspect Legal, and works with organisations ranging from SMEs through to corporates in the areas of commercial law, mergers and acquisitions, procurement, and branding. Aspect Legal provides a range of proactive and commercially driven services to assist recruitment businesses in all facets of legal business risk and growth.

recruitment extra 2013 December 37

The Panel

Nicola Pohlen

Sinead Hourigan

Founding Director Recruitment and Human Resource Consultancy Pohlen Partners

Director Robert Walters Queensland

The recruitment industry is deeply immersed in the change mind-set of the 21st century through consultation with clients across industry sectors. The work we do contributes to improving their business performance in the context of a growing New Zealand economy, where business confidence is increasing and the employment market is optimistic. The 10 major trends are: Strategic sourcing – ensuring a current and future pipeline of talent is adding complexity and reward to recruitment consulting and requires deep knowledge of clients and candidates. Removal of location and demographic barriers – there is far more national and global mobility leading to offshore enquiries being welcomed and the introduction of effective evaluation processes for seamless execution. Creation of talent networks – this is fundamental to high performing consultants and their ability to add value through connecting and developing strong relationships, including via social networks. Hiring for attitude – skills are useful and provide a sound base from which careers develop but it is the ability to add value to an organisation, through contribution across functions internally and with customers externally that creates success. Recruiters need to be able to identify and assess these. Knowledgeable recruiters – curious and commercial are key attributes of a successful recruiter whose consulting expertise must extend beyond sourcing and assessment in a more complex employment market. Increased use of psychometric tools – there is a resurgence of their application in the recruitment process as a filter, and to confirm impressions gained from interview, with additional increased use within teams for career development. Importance of company brand – the reputation of employment brand is being merged with overall company brand as people become more discerning about the organisation for which they wish to work. Superior customer experience – consistently people are seeking fast, simple and effective solutions. Therefore communication, processes and systems need to be streamlined to provide a great experience and make customers feel valued. HR data – with so much information readily available, there is significant opportunity to use this powerful business tool constructively to improve how things are done. Organisational structure and change – as changing business models are necessary to meet market conditions, restructuring will continue creating demand for new and different skill sets. These trends will continue to develop in 2014 with increasing demand for knowledgeable recruitment consultants who have a partnering approach to customer relationships. Nicola is a founding Director of the Recruitment and Human Resource Consultancy Pohlen Partners. Working with contemporary organisations that embrace change towards growth, her business is involved in national and regional projects that assist clients in the attraction and retention of great talent, as well as workforce planning.

38 December 2013 recruitment extra

2013 has been an undoubtedly challenging year for the Australian recruitment industry as a whole. There was certainly some contraction in the market in the first half of the year, when our clients focused only on critical hires on the permanent front and used contractors to supplement operational needs at peak times. Looking more closely at each state, a distinct difference can be drawn between the performance of markets in Sydney and Melbourne and those in Perth, Adelaide and Brisbane. The Sydney and Melbourne markets were sustained to a great extent by the financial services sector’s return to a more active recruitment environment, which in the latter half of the year flowed through to other regional centres as well. In Queensland and WA, the concentration of mining and resources organisations had a significant impact on local jobs. Many organisations underwent cost-minimisation programs and there was a subsequent influx of candidates on the market. As the year comes to a close, we have noticed that business sentiment has improved, with more organisations looking at restrained growth plans for 2014. The mining sector is unlikely to show signs of significant improvement unless the economic data from China shows uplift in demand for commodities. The general view is that quarter two will be the time when the market starts to show genuine signs of recovery across most sectors. Major trends: • Business confidence is gaining momentum at the back end of the year, as the federal government moves to implement some of its major election commitments such as the repeal of the carbon tax and potential revisions to the minerals resource rent tax • There has been a definite move to contract hiring over permanent hiring, as organisations seek to manage the cost base more tightly and ensure ongoing flexibility from a workforce planning perspective • Salary movements have been minimal in 2013 and, if anything, have showed some signs of retraction. There have been no signs of any significant movements in remuneration over 2014 for permanent hires, but as the year progresses we may see an increase in contracting rates for specific skill sets as the candidate pool starts to diminish again with rising demand Industry trends: • The ICT sector is undergoing a significant shift as organisations move towards Clouds-based solutions, and candidates with specific skill sets in the area are in high demand • In the area of accounting and finance, professionals with proven experience in reducing operational costs will be the most soughtafter in 2014 • Skilled contracts and procurement candidates will continue to be in demand as organisations seek to review current procurement contracts and identify scope for better professional outcomes • OH&S specialists with both site and corporate experience will continue to be in demand as will change management professionals, as organisations continue to undergo major transformation and restructuring projects. Sinead has been Director of Robert Walters Queensland since 2004 and has been recruiting in the Brisbane market for over 10 years. Prior to entering the recruitment industry, Sinead worked within the ‘Big 4’ in Sydney, and previous to this, worked in executive positions within the Irish Government. This experience has been extremely beneficial in assisting Sinead with developing the ability to deal effectively with all levels of personnel within an organisation, from heads of state through to professional and support personnel.

The Panel

Rebecca Wallace Managing Director Launch Recruitment

What major trends emerged in the recruitment industry during 2013 and how do you see them developing through 2014?

The speed of change in the industry has surpassed our expectation with a plethora of topics to discuss, as a start; mobility, technology investment, increased importance of social media, procurement’s focus on indirect spend, growth of internal recruitment teams, actionable analytics and LinkedIn. In 2013 mobile devices passed PCs to be the most common web access tool. Specifically some stats from our industry: 48% of traffic to Seek came from mobile devices, an increase of 13% on the previous year. LinkedIn stated that in Q3 of 2013 mobile accounted for 38% of unique visiting members and in some markets outside of Australia it is greater than 50%. The message – a responsive website and job search function is a necessity for any agency or organisation wanting to engage the candidate market. Our industry has seen significant investment in recruitment technology to assist in more efficient ways to source, access and hire. This is across job boards, assessment systems, CRM’s, social networking sites and interviewing software. Investing in smart technology is necessary to stay competitive however technology will never replace the human element required in a recruitment process. Like never before, our consultants require specialist knowledge, skills and personal networks in their niche area to differentiate in a changing market. Those who attended Greg Savage’s recent seminar would have heard his strong message regarding social media and its importance in brand building, talent attraction and business development. It’s a compelling argument with plenty of supporting evidence to demonstrate growth success through social media activity. However ‘likes and followers’ don’t make the placement, social media is necessary in today’s market, yet managing consultant time on social will become increasingly important. Investment in a Social Media Manager to assist your consultants in strategy and time management whilst building their social brand could be a wise appointment for 2014. Over the past few years many organisations have invested in the permanent employment of internal recruiters to complement their HR team or opted for an RPO model to fully manage the recruitment function. Previously recruitment would make up only a part of the HR generalist’s role and would often be outsourced to a trusted agency partner. In 2013 we saw internal recruitment teams grow and now even small organisations hve a designated headcount to focus specifically on recruitment. These teams can access the same vast talent pool through social media sites. In March 2013 LinkedIn hit four million members and just seven months later in October they announced five million members in Australia, beyond their own growth predictions. There are 259 million members globally and professionals join at a rate of two per second. So it’s not access to candidates that now differentiates us, but our ability to mine the data effectively and our consultant’s expertise in convincing top candidates to make the move to our client’s opportunity. It’s a combination of expert skills and knowledge of the recruiter, supported by great systems and teams, with a strong social brand – this is the winning formula to a great year in 2014. Rebecca Wallace is the Managing Director of Launch Recruitment. In addition to managing the strategic direction of the business, Rebecca remains an active search consultant. Rebecca started her career in the Public Sector however after finding her entrepreneurial flair built and sold her first business prior to 30. She founded Launch in 2006 and has successfully grown the business into a highly acclaimed recruitment firm with a values-based team committed to quality. recruitment extra 2013 December 39

On The Move

 

ON THE

MOVE Talent appoints non-exec director

Chris Gabriel has been appointed Non-Executive Director of Talent International and Chairman of Talent International’s foundation – Talent Rise. Gabriel, who has over 25 years’ board leadership experience, is an angel investor who holds various roles including senior advisor to Macquarie Group (Middle East and Africa) and Chairman of Alive Chris Gabriel Mobile Group. Gabriel’s appointment was announced by Talent International Managing Director, Richard Earl, on his return from a trip to Cambodia to visit various projects established by the Classroom of Hope, a not-for-profit organisation that improves education, health and literacy for underprivileged children in that country. Talent Rise is a supporter of Classroom of Hope and has held a number of fundraising initiatives involving Talent International employees and Talent contractors. Earl said he was delighted to witness the “fantastic progress” that Classroom of Hope founder Duncan Ward and his team had made in their efforts to bring elementary education to children in regional areas of the country. Commenting on his appointment Gabriel said: “It is with pleasure and pride that I join Talent International to leverage the skills and passion of its global team to improve the lives and prospects of unemployed and underprivileged young people, through an extensive program of education, mentoring and work experience opportunities. This is a unique and exciting opportunity to build on Talent International’s existing workplace giving program and develop our leaders of tomorrow.” Earl welcomed Gabriel to the team and said Talent was “privileged” to have him on board “to lend his exceptional skills to the foundation.”

New Chief Human Resources Officer for Adecco Adecco Group has announced the appointment of Mark De Smedt as Chief HR Officer and member of the Executive Committee, effective as of 1 January 2014. Mark De Smedt joined the Adecco Group in 2009 as country manager for Adecco Belgium and Luxembourg. Previously he had been the founder and managing partner of professional staffing specialist XPE Group, acquired by Adecco in 2009. Prior to this he was responsible for Adecco’s Benelux operations between 2002 and 2007. Before Mark De Smedt joined the staffing industry he held executive positions in marketing, sales and general management at Wang, Apple, Citibank and Scoot in France, Spain and Belgium. Patrick De Maeseneire, CEO of Adecco Group, commented: “Mark combines a proven HR know-how with in-depth business knowledge and work experience in different countries. Together with our strong HR community he will further improve the Group’s employee retention rate, one of our six strategic priorities.”

40 December 2013 recruitment extra

Ampersand’s Asia Expansion Ampersand has expanded into Asia with the opening of a hub in Singapore. The move coincides with the firm’s fifth anniversary and the launch of Ampersand Advisory. The growth into Asia has seen the high profile appointment of Josephine Garniss, Managing Director, Asia, who brings with her over 10 years executive recruitment and management experience across the Australian and Asian markets. Ampersand has also launched a third service line, Ampersand Advisory, an extension of its existing Executive Recruitment and Search operations. Spearheaded by Norah Breekveldt, Ampersand Advisory enables organisations to harness leadership potential via Ampersand’s bespoke program The Leadership Agenda. Ampersand Founder and Managing Director Hayley James said, “Having transformed the firm from a new market entrant and challenger brand in 2008 at the peak of the GFC, to an Australian market leader in our areas of expertise five years on, we are now ideally placed for continued, strong growth and strategic diversification across Asia Pacific. “Ampersand Advisory represents the next stage in the evolution of the Ampersand brand. With the average tenure of senior executives declining – with 4-5 executives derailing within their first 12-18 months – we see a real need to go beyond the search and placement of executives, and help organisations protect their leadership investment for more sustainable people and customer growth, ” she added. Norah Breekveldt, Director for Ampersand Advisory, said, “The goal of The Leadership Agenda is to drive sustainable profitability for our clients. We do this by working with individuals and teams to cultivate and optimise high performance leadership, drive cross-functional engagement, encourage collaboration and promote diversity. The Leadership Agenda champions a customer centric approach, because we know that organisations who place customers at the heart of what they do, achieve stronger revenue growth compared to those who don’t.”

On The Move

KEY APPOINTMENTS FOR BIBBY PICS IN IMAGES Bibby Financial Services has appointed Paul Rose as Business Development Manager for Western Australia. Based in Perth, Rose will be responsible for Paul Rose driving new business and will report to Nigel Thayer, State Sales Manager for Western Australia at Bibby Financial Services. Gary Green, National Sales Director, Bibby Financial Services said, “Paul has over 25 years’ experience working in business development, nine years of which were spent in the debtor finance industry. We have firm plans to expand our market share in Western Australia over the next 12 months and Paul’s appointment will help build awareness of Bibby’s debtor finance solutions.” Rose joins Bibby from FactorONE, a

debtor finance company division of Scottish Pacific, where he worked as Business Development Manager. Prior to that, Rose worked for Barclays for over four years as a Business Banking Specialist. Bibby has also made a further key appointment in Patricia Kruse who has taken on the role of Senior Business Development Manager for NSW and Patricia Kruse the ACT. Based in Sydney, Kruse will be responsible for new business and will report to Brendan Green, State Sales Manager for NSW/ACT. Kruse joins Bibby Financial Services from Octet Finance where she was National Manager, Marketing & New Membership. Prior to that she worked for several years at debtor finance provider Scottish Pacific as a

New Business Development Manager. Green commented, “Patricia brings a wealth of experience to Bibby, especially in the areas of cash flow finance, credit risk management, trade finance and working capital, which will benefit our clients enormously. Patricia has worked in the financial services sector in both Australia and the United Kingdom for over 20 years with a particular emphasis on small and medium-sized enterprises (SME) and we welcome the expertise she will bring to our clients.” Kruse said she, “I’m drawn to the challenge of helping Bibby’s build its business in NSW and the ACT. Like Bibby, I’ll go the extra distance for SMEs and provide real funding solutions. Debtor finance is especially effective in freeing up working capital and smoothing out cash flows, which are crucial to helping SME businesses grow.”

People2People expands to Brisbane White-collar recruiter People2People has announced the acquisition of a small Brisbane agency specialising in accounting and finance roles. People2People non-executive director and major shareholder Greg Savage told Shortlist the Sydney-based company has acquired 100% of BMW2 Recruitment, a niche agency set up by Chris McGinty. People2People, which specialises in accounting, business support, legal and call centre roles, launched seven years ago and has headcount of 40, in Sydney and Chatswood offices. People2People’s annual revenue is “in the vicinity” of $20 million, Savage says, and the merged entity will have between $23 and $24 million in annual sales.

Savage declined to comment on the details of the transaction, but says there is a two-year earn-out for McGinty, and the company’s eight staff will remain with the company. BMW2 is a “small but significantly profitable” business, he says. “Chris McGinty has two decades of experience in the Brisbane market; there’s hardly a senior account in Brisbane who doesn’t know her,” said Savage. “So a lot of BMW2’s revenue comes from senior perm placements, but we’ll certainly be leveraging [its market position] to grow the temp business as well.” BMW2 will be rebranded to People2People over the next three months.

ManpowerGroup appoints WA Manager Darren Cook has been appointed State Manager, ManpowerGroup Western Australia. Cook, who joined ManpowerGroup in 2004, previously held positions in a range of teams including Manpower Business Solutions, Global Marketing and, most recently, the Global Strategy and Talent group. Cook will now lead the Manpower, Experis and ManpowerGroup Solutions operations in Western Australia. Lincoln Crawley, Managing Director ManpowerGroup Australia and New Zealand, said Cook was a welcome addition to the national team and would enable ManpowerGroup to grow their share of business in the Western Australian Market.

Ambit opens Adelaide office Ambit Engineering Recruitment, a Peoplebank brand, has announced the expansion of its operations to Adelaide. The Adelaide office will be headed by Craig Salmon, who brings to the role more than a decade of industry experience, including eight years as an engineering recruiter in South Australia. Salmon joins Ambit Engineering from his previous role as Team Leader – Technical & Operations of Talent2. Ambit Engineering’s CEO, Peter Acheson, said: “We’re pleased to welcome Craig to the team at this exciting time. We’re confident that Craig – with his deep construction and engineering sector expertise, his energy and track record as an outstanding recruiter – will make good use of our database, processes and other resources to achieve great results.” Ambit Engineering will operate from 4/20 King William St, Adelaide – sharing facilities with Peoplebank’s Adelaide team.

recruitment extra 2013 December 41

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Simply activate your ‘Astute Payroll’ account to utilise our award-winning online timesheets, expenses,

For most of us, Christmas is

Payroll’s newest partner, ‘APositive Cashﬂow’ provides

pay conditions interpretation, invoicing and payroll. Then link

cause for festive spirit and

100% ﬁnance on your invoices

your 100% APositive Cashﬂow

celebration. For business

over the Christmas break, or as

facility, now sit back and

owners, it is not quite the same. The ruling spirit might be one

long as your business requires them. Now you can have the

breathe easy. Call 1300 794 070 and keep

of unease and even serious

Christmas break you need.

your cash-ﬂow ﬂowing.

Activate ACCOUNT

Link with

100% Finance**

NO Set up fees

NO Lock-in Contracts

NO Delays

Copyright © 2013. The ‘Astute Payroll’ word and device are registered trademarks of Astute International and used under licence. All rights reserved. 44 December 2013 recruitment extra *A-Positive Cashﬂow Finance is subject to approval criteria. **Up to 100% ﬁnance subject to approval criteria.