Friday, April 29, 2011

Agencies beat in-house when it comes to agility and expertise?

Here's an interesting article that gives some insight into the way some of our larger clients might look at their options. It is pretty biased ,however. But useful when pitching to the CEO/CFO rather than the HR department. We've always been unique as RPO for small business, and our skill set is growing to offer RPO for big business too.

RPOs, agencies and in-house recruitment teams each have their advantages, but overall, agencies win out when it comes to speed, agility and market knowledge, according to a veteran of all three. 

Speaking at last week's Recruitment and Retention in IT conference in Sydney, Ericsson Australia and New Zealand recruitment manager Rob Papworth said there was no magic bullet for managing recruitment.

(Papworth is a Talent2 staffer who has headed up Ericsson's RPO for the past two and a half years. He has also worked for an RPO at Coles, has been an internal recruiter for CSC Australia, and has done agency recruiting with Candle, Paxus and Ambit.)

He said employers needed to weigh up a raft of factors in deciding which model, or which combination of models, suited them best.

"You've got to think about your budget... You've got to think about what demand is going to be like.

"And, importantly, think about what the business is doing and what it's trying to achieve. Sometimes that's hard because businesses change their minds fairly quickly."

Having worked in RPOs, internal recruitment teams, and recruitment companies during the course of his career, Papworth said that - in his view - there were different areas in which each of these three approaches performed best.

Stressing that the following was strictly his own opinion,

Saturday, February 26, 2011

Manpoor! A little poor judgement can go a long way

Manpower moves quickly to defuse furore over seek ad

Manpower has apologised for the "poor judgement" of one its consultants, who posted an ad on SEEK New Zealand aimed at luring shell-shocked Christchurch candidates to Australia.

The ad, which was posted shortly after the massive earthquake which has so far killed at least 113 people, said:

"Our hearts go out to all those affected by the recent events in Christchurch... If you are looking for an opportunity to get away for a while, Australian Engineering firms could be your silver lining. With paid relocation and resettling assistance, the next 2 years could be an experience that you and your family will not regret."

The ad was taken down within a day, but not before attracting the attention of others in the recruitment industry and generating a torrent of criticism.

In response, in a comment on NZ recruitment blog The Whiteboard, Manpower Australia and New Zealand managing director Lincoln Crawley said the company regretted any distress the ad had caused.

Crawley said the consultant had shown poor judgement and

Thursday, February 24, 2011

Deloittes graduate recruitment program - clever!

Deloitte boosting 2011 grad program with Facebook, iPhone

Deloitte Australia has launched a new Facebook page and iPhone application, designed to help communicate with the 10,000 candidates it expects to attract for its graduate recruitment program this year.

Deloitte national recruitment director James Elliott told Shortlist the company had the biggest annual grad intake in the country - 500 graduates, plus 400 summer vacation interns.

He said as far as he knew Deloitte (which manages all its graduate recruitment internally) also received more applications than any other graduate employer in the country - about 10,000 each year.

Elliott said the Facebook profile had been live for the past three weeks, and had 1,000 followers so far.

The key point, he said, was that the

Monday, February 14, 2011

2011 to be a boom year for recruitment industry M&A

2011 will see a big spike in merger and acquisition activity in the recruitment sector, predicts long-term industry adviser and M&A expert Rod Hore, from HHMC.

Hore told Shortlist that the recruitment M&A market had slumped through the GFC, with vendors opting to hang on to their businesses rather than try to sell at vastly reduced multiples.

He said in many cases, proprietors had opted to cut their costs, ride out the slump and sell once profitability had been restored.

These vendors, many of whom were baby boomers looking to retire, were now putting their businesses back on the market.

The rise in committed sellers had been matched by the return of buyers, with publicly listed recruitment companies, niche international companies and large cashed-up Australian companies all back in the market looking for acquisitions.

Hore said there was also some interest from private equity companies that had existing businesses in the HR/recruitment space, or were looking for opportunities.

"We haven't seen activity at this level since 1999," he said.

He said the general return to confidence in the Australian and Asian economies was encouraging recruitment industry buyers to take a longer-term view and invest here.

Hore said while multiples paid for recruitment companies generally hadn't risen significantly yet, prices were higher because vendors were more profitable.

Buyers were also prepared to strike longer earn-out deals that rewarded vendors for successful performance.

Monday, January 17, 2011

Skroo's flood disaster update

The QLD Floods and FCL (update by Skroo on Monday 17th Jan.)
The last week has seen devastation and destruction in SEQLD as well as a lot of human tragedy. (other parts of QLD NSW and VIC have suffered too of course) In the FCL Brisbane world we have had an event that tested our people, our support areas and our systems. Business areas like Peopleworks, Finance, Land and Air, IT, Web and ecomm, Marketing and Artworks much of FCL Australia (indeed some of Global) are dependent on the services that are based in Brisbane. The story so far ...

Monday
The rain storm was particularly devastating to the west of Brisbane with  the Lockyer Valley and Toowoomba receiving extremely heavy rain in a short time after days of steady rain. In the Lockyer Valley area Spicers Hiddenvale, which some of you know, received 300mm that  day. Around Toowoomba they received up to 100mm in 30 minutes at one stage. Many lives were lost and it was still raining heavily that night. Wivenhoe Dam was over capacity to 160% and would be at 200% in a day or two. (then the water release becomes uncontrolled by parts of the wall releasing)

Tuesday
Brisbane and Ipswich were in the firing line of huge volumes of water coming down the Lockyer and Bremer valleys as well as very large controlled releases from the flood mitigation dam - the Wivenhoe. We were told to prepare for one of the worst floods in hstory. Every thing at FCL was operating normally with contingency plans for the support of the rest of Australia being put into place.

Wednesday
With great credit to the Leaders of Peopleworks, Finance, Land and Air, IT, Web and ecomm, Marketing and Artworks and their people, there was minimal disruptions to our services and businesses during a pretty stressful and disruptive time in the CBD of Brisbane and many outlying areas. The CBD became deserted as the waters rose.

Living on the river at New Farm I initially dressed in my uniform to come to work and see how things were going  until getting a clear message from Jude that sandbagging our place was my first priority.

Being fully sandbagged at home, in at Queen St it was planned that people were either working from home or were supported by their compatriots interstate. Greg Parker and Murph actually flew people interstate to do their jobs (eg Ticketers and Payroll) or worked from shops that did not have to shut. This meant support in general happened  relatively seamlessly over those few days. 

Late that afternoon I did a 3 hour bike ride tour of the flooded areas to see how things were. It was very quiet but sunny in most areas with a lot of people having finished sandbagging now waiting for the peak and checking out what was going on. Few people were working. Many businesses were shut. We saw that in places like Eagle St, Coronation Drive, West End, Rosalie, St Lucia and Chelmer and Graceville the water was already high and still rising. Our family company headquarters at Chelmer by now was under about 6 feet of water. Places like Ipswich and Oxley, Rocklea, Jindalee and Sumner Park were already flooded.

Watching the river that night from our balcony we saw numerous sailing boats, pontoons and various debris flowing down the river at 20km an hour. At about 10.30 having dinner with the kids we saw a huge  hundred metre  or more chunk of the river walkway tearing down the river, accompanied by a police boat.

Thursday
The flood peaked at high tide around 4am and again at 4pm. As predicted, Ipswich and the western suburbs of Brisbane were very badly flooded - generally accepted at near worst flood ever. The CBD seemed a little better off. At New Farm our place missed flooding by a metre. Many people were without power.
Rachel and her SWOT, Carole and the X Team met first up to see how well support in the various areas were working and to keep people informed. Queen St Head office had power on and Adelaide St had emergency power so anyone who could come in was asked to. We were getting back to normal operations by midday.

Friday
Friday in Head Office nearly everything was back to normal (Obviously some people still flooded in or started cleaning up). This was a great effort by the leadership and their teams and their determination to look after their businesses and customers. QLD went from 60 shops and business closed on Wednesday, down to about 20 not open on Friday and the teams from them were working in other shops. 

From my observations on Thursday and Friday, FCL stands out in stark contrast to many other Brisbane CBD based businesses in being open and trading and doing the essential support for the rest of Australia (and some Globally). 

Later on Friday I went out to our family business head office in Chelmer to find scenes of utter destruction. It looked like a war zone. Clean up had started and the suburb was packed with the householders and many volunteers throwing out the furniture and removing the copious amounts of mud. The street was piled with rubbish along both sides. The house had been inundated to the ceiling and most things lost (It is however an office and we are insured - many uninsured lost everything)

Saturday and Sunday
Volunteers were everywhere. When we rolled up to our Chelmer office at 10am Sunday there were 30 volunteers ripping out the plaster board and inbuilt furniture. They did in a few hours what would normally takes days. After a few hours they moved onto another house down the road to do the same.

Monday after (today)
An important part in  the recovery of QLD will be getting businesses and tourism in particular back to normal as quickly as possible. A huge credit to all at FCL for making this happen. Any suggestions in how we could improve on our support from Brisbane during a crisis like this would be welcome.

Donations
The FCL Foundation will be coordinating the raising of funds for FCL people and others hit by this flood. FCL itself will be donating a minimum of $2m to the Government appeal by  donating $10 a ticket or package. Hopefully with a lot of tickets sold now to the end of February we can get that up to $3+m and perhaps another million or so from customers. Overseas countries will be best to donate to the foundation.

Wednesday, January 5, 2011

Recruitment: 2011 Workforce/Workplace Forecast.

2011 Workforce/Workplace Forecast.
By Joyce Gioia, Strategic Business Futurist
Sunday, 2nd January 2011

Every year at about this time, we issue our annual forecast and again, this year, we offer you our full forecast (longer than our usual alert) for the coming year. Enjoy.


1. Recruiting will intensify. We are already seeing the large companies looking for increasing numbers of employees. Later in 2011, the small and medium-size companies will join the scrimmage. More companies that had eliminated their recruiting function will hire inside people to offset their expenses of headhunter fees.

2. Unemployment will remain relatively high. We expect unemployment to remain over 8 percent for the coming year. The challenge for employers is that many of the unemployed do not have the skills they are looking for.

3. Workforce development will increase in importance. As communities realize the disparity between desired skills and those people actually possess, the issue of workforce development will become more important. The federal government will pass legislation to assist in this process.

4. More employers will embrace technology to manage processes and keep track of relationships. Companies providing software to employers will see their businesses grow. Employers will face the challenges of training their people in these new systems.

5. More companies will tap women for executive positions. With increases in the percentage of women in colleges, universities, and graduate schools, the world is graduating more capable, qualified women who will move into positions of authority in corporations.

6. The levels of corporate growth will depend on the region. The United States and Europe will lag behind Asia and South America in job growth and profits. Lingering high levels of unemployment and housing situations will hamper expansion.

7. Any remaining companies that had not restored sales incentives will do so next year. Recognizing the competitive disadvantage employers not only restore incentives to previous levels, but will also look for innovative ways to augment these programs with meaningful non-financial incentives keyed to the individuals' social circumstances.

8. The repeal of the Don't-Ask-Don't-Tell law will have far-reaching repercussions. This law, governing gays openly serving in the US military, will open the door to more recognition for domestic partners. More employers will acknowledge these partnerships as civil unions with attendant expenses and benefits.

9. Employers will pay increasing attention to retention. Higher employee turnover and greater difficulty in recruiting will again challenge more employers. By necessity, employers will once again be forced to look at employee retention.

10. The escalating regulatory environment will cause employers to need employment lawyers more than ever. With OFCCP (The US Department of Labor's Office of Federal Contract Compliance Programs) inspections and other onerous regulations, employers will have no choice but to engage their employment lawyers at higher levels.

© Copyright 1998-2010 by The Herman Group of Companies, Inc., all rights reserved.  From 'The Herman Trend Alert,' by Joyce Gioia, Strategic Business Futurist. (800) 227-3566 or http://www.hermangroup.com/.
The Herman Trend Alert is a trademark of The Herman Group of Companies, Inc.

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