The latest from The Recruitment Company

A virtual cuppa with... Nigel Harse

Thu, 20 August 2020 22:19:46

In this episode we talk to the awesome Nigel Harse, CEO of Staffing Industry Metrics. We talk about the Covid-19 crisis through the lens of the data that his company has been collating. We talk about leadership, authenticity and what it takes for a company to survive and thrive in the current crisis.

Nigel talks us through some of the unique data he has access to and what it means for the Australian economy as a whole.

So pop on the kettle and join us and Nigel for a cuppa.

Why not check out the other videos in this series here

Or subscribe to the podcast version on spotify here or Apple podcasts here

A virtual cuppa with... Lisa Annese

Wed, 05 August 2020 22:19:46

In this episode we talk to the amazing Lisa Annese, CEO of the Diversity Council Australia. We talk about the Covid-19 crisis through the lens of diversity. We talk about how different groups have been impacted, the benefits of diversity in the current climate and how to build genuinely inclusive, diverse organisations through well designed flexible working. We talk about the post-covid landscape and some of the things Lisa see's happening as we emerge.

Lisa gives her insights on how organisations can move from merely 'working from home' to being genuinely flexible and she talks about how largely female dominated industries have been impacted and how our view of these industries will hopefully change in the future.

So pop on the kettle and join us and Lisa for a cuppa.

Why not check out the other videos in this series here

Or subscribe to the podcast version on spotify here or Apple podcasts here

A virtual cuppa with... Carli Bowman

Thu, 23 July 2020 22:19:46

In this episode we talk to the awesome Carli Bowman, Talent Acquisition Team Leader from Employsure, about how her team are surviving the Covid-19 crisis, what talent acquisition teams can do to continue adding value, some of her own insights and we talk through some of the things Employsure are doing to help their own clients.

Carli gives some tips on easy to implement changes any TA manager can implement and she talks through what she see's the other side looking like and how she, and her team, are coping.

We talk about diversity, bad posture, less immediate dangers businesses face and all things WFH. So click on the video to view in YouTube. Dont forget to subscribe at the end of the video to see the next episode as it comes out.

Why not check out the other videos in this series here

Or subscribe to the podcast version on spotify here or Apple podcasts here

A virtual cuppa with... Austin Payne

Mon, 06 July 2020 22:19:46

In this episode we talk to Austin Payne, Director and founder of Convergecom, an Australian Telephony as a Service provider. Austin talks to us about emerging technology that is helping businesses through the Covid-19 crisis, about how they can make flexible working work and about his views on what the otehr side looks like.

We talk about flexibility, quality of life, easy to implement changes and some cool tech thats out in the market.

Why not check out the other videos in this series here

Or subscribe to the podcast version here

https://open.spotify.com/show/7HDxfCB5m9iTOf15BZoN8B

A virtual cuppa with... Stella Gianotto

Mon, 15 June 2020 22:19:46

In this episode we talk to Stella Gianotto, Founder and Creative Director at Brands for Brands Agency, an award winning brand and marketing company, about marketing in the time of Covid-19 and what the future might look like.

We talk about changes that Stella see's businesses needing to embrace and about truth, being genuine and building strong communities.

Why not check out the other videos in this series here

Or subscribe to the podcast version on spotify here or Apple podcasts here

A virtual cuppa with... Laurent Lambert

Wed, 10 June 2020 22:19:46

In this episode we talk to Laurent Lambert, Blockchain specialist from IBM Consulting, about what he is seeing in the world of blockchain in response to the Covid-19 crisis.

Our COO Simon Moss talks to Laurent about JIT supply chain, trust, bladerunner-esque futures and the fine balance between creating local supply chain ecosystems and nationalism.

Laurent discusses some of the current uses for blockchain that are bringing massive benefits to countries and organisations within this crisis and his views on some of the possible innovations that will happen in the blockchain world.

Why not check out the other videos in this series here

A virtual cuppa with... Ted Bonel

Tue, 02 June 2020 22:19:46

In this episode we talk to Ted Bonel from Strategy and Execution. Ted is a certified 'Scaling Up' coach and has been coaching some of Australia's most exciting businesses for 20 years (3 Top 10 Best Places to Work, multiple 'Fastest Growing' companies and a whole range of organisations in numerous industries). In this video he talks to our COO Simon Moss about his views on the Covid-19 crisis, what businesses need to do to survive it and what they can do to seize some of the opportunities it presents. .

From his position as business coach to some amazing organisations, Ted has some unique perspectives and access to interesting data and ideas that he shares with us in this interview. So pop the kettle on and join us for a virtual cuppa with the amazing Ted Bonel.

Why not check out the other videos in this series here

A virtual cuppa with... Carly Koehneman

Thu, 28 May 2020 22:19:46

In this episode we talk to Carly Koehneman from Linkedin about some of the trends that she is seeing within the market due to the Covid-19 crisis. We talk about trends and research she has access to, some positive growth signs and what she thinks businesses need to start doing to address the opportunities of the new normal. We also philosophise about the future and how the world will look on the other side.

From her position within Linkedin, Carly has some unique perspectives and access to global and local data that she shares with us in this interview. So pop the kettle on and join us for a virtual cuppa with the amazing Carly Koehneman.

Why not check out the other videos in this series here

A virtual cuppa with... Giorgio Repice

Mon, 18 May 2020 22:19:46

In this episode we talk to marital arts instructor Giorgio Repice about his thoughts on the Covid-19 crisis, its impact on the martial arts industry and what lessons we can all take from martial arts and from his experiences as a small business owner.

If you are interested in looking into martial arts, either for yourself or as a corporate activity (via Zoom for the moment, or face to face at a later date) then research local clubs as many are offering free trials. Joining via Zoom can be less daunting as you get to do the embarrassing first few lessons from the comfort of your own home. This means that, strangely, this may be a really good time to try out martial arts.

If you dont want to do too much research then Giant are doing free trials now so why not give them a go - either if you are based in Sydney's inner west or if you are looking to do something a bit different for your team over Zoom

Their website is www.giantma.com.au

Give them a call for details of latest offers (02) 9502 2626

Or view offers here - https://www.giantma.com.au/trial-offer.html

And details of corporate events here - https://www.giantma.com.au/corporate-martial-arts-workshop.html

And some school programs are here - https://www.giantma.com.au/school-services.html

A virtual cuppa with... Rolf Geerling

Wed, 13 May 2020 13:08:46

In this episode of our "A Virtual Cuppa With..." series we talk to the amazing Rolf Geerlings from Vision Australia about some of the impacts of Covid-19 on the blind and low vision communities as well some of its impacts on people with physical disabilities and the broader society.

Rolf's uplifting views on some of the positives that will come out if this situation for people attitudes towards people with low vision and for leadership within business are pretty inspiring. Make yourself a cup of tea and have a virtual cuppa with.. the amazing Rold Geerling.

Why not check out the other videos in this series here

A virtual cuppa with... Katrina Mills

Thu, 07 May 2020 13:08:46

In this video our COO Simon Moss talks to the awesome Katrina Mills, Head of Partnerships at Wisr, about her unique insights into some of the impacts of the Covid-19 crisis. As Manager of Partnerships for Wisr, Katrina has some unique insights not only from Wisr's perspective as a leading Australian fintech credit provider, but also from that of the partner organisations she works closely with.

In this video Katrina talks financial wellness, what employers can do to protect their employees, some tips that everyone can adopt, some insights into research she has seen and her predictions for what the world looks like on the other side. She also talks about Hope and how she is seeing that word solidify into action.

To find out more about Wisr and their awesome products including Wisr at Work visit their site www.wisr.com.au or download their app from the app store.

See the rest of our "A Virtual Cuppa With..." series here

A virtual cuppa with... Caroline De Kimpe

Tue, 14 April 2020 11:28:01

In this video our COO Simon chats to Caroline De Kimpe, one of Australia's leading career and leadership coaches, about her insights on the Covid-19 crisis and its impact on job seekers.

To find out more about what Caroline does visit www.newhorizoncoaching.com.au

See the rest of our "A Virtual Cuppa With..." series here

5 Things You Need to Do to Prepare for a Video Interview

Wed, 28 August 2019 09:25:43

5 Things You Need to Do to Prepare for a Video Interview

Video interviews are becoming increasingly popular with today’s advancement in technology. More employers now realise how convenient this is for streamlining their hiring processes.

Preparing for a video interview differs in some ways to a face-to-face interview. Here are the five most important things to think about to be well-prepared.

Prepare your surroundings

Your interviewers will be able to see your surroundings and hear any background noise, so choose your location wisely. Sit where you can speak freely and not feel uncomfortable with others listening in.

Choose a location that is not visually-distracting with adequate natural light if possible. If the room is too dark, consider placing a light behind the screen positioned towards your face. Ensure the angle of the light does not cast shadows onto your face. Conversely, if the room is too bright, add a partition to the room or draw the blinds to block the sunlight.

Remember to turn off your phone before the interview to minimise potential disruptions.

Do a technical check

Once you’ve chosen your location, do a technical check of all the equipment. The last thing you want to happen is the video lagging, freezing or cutting out. A high-speed internet connection will be required for video to run smoothly.

Webcam positioning is important. It should be eye level so that you’re not looking upwards or downwards during the interview. If required, elevate your laptop, so you’re seeing eye-to-eye with your interviewer.

Test the audio and make sure there is no lag between the audio and the video. Trial your setup by calling a friend.

Think about how you look on camera

Since the interview is not face-to-face, it’s easy to forget your interviewers pay more attention to your facial expressions and reactions. Eye contact is very important. It shows you are listening, interested and engaged with what they have to say. Keep eye contact throughout the interview.

Be cognizant of your posture during the interview. This will allow you to appear confident, even if you’re riddled with nerves. It’s easy to tell if you’re slouching on camera. Avoid fidgeting as it can be distracting for the interviewers. Nod and smile every once in a while to show your engagement and understanding of their questions.

Photo credits: Unsplash

Dress professionally

This is a job interview, so dress to impress. You’ll want to give your interviewers a good first impression. Furthermore, a professional outfit will give you more confidence during the interview.

As for colours, avoid whites as they will appear bright and distracting on camera. Blacks may cause your face to appear washed out and overexposed. Furthermore, bright reds and pinks can reflect and give your skin a red tint, whereas prints can appear too distracting on camera. Opt for light to medium block colours. If you wear glasses, check there is no glare when you’re on camera. Adjust the lighting if necessary.

Treat it like a face-to-face interview

Do everything you would do to prepare for a face-to-face interview. Think about how you would answer potential interview and situational interview questions. Find a friend to do a mock interview with you. This will test whether you can answer these questions under pressure.

Be sure to research your potential employer. Look through their website, especially the ‘about us’ section. A common interview question is “what do you know about the company, and why would you like to work with us?”

Interviews aren’t meant to be a piece of cake. After all, they’re set up to appoint the best potential employee to their company. Take the time not only to prepare for the questions themselves but also the setup.

Cloe Matheson is a freelance writer from the beautiful city of Dunedin, New Zealand. Cloe’s passion for writing means you’ll often find her hidden away in a café writing and editing content for numerous blogs and sites, including Crombie Lockwood. Learn more about Cloe and her work here.

How will AI affect video recruitment?

Thu, 11 April 2019 21:32:09

Artificial intelligence (AI) is one of the biggest emerging trends in the world of IT and technology. With its increasing popularity and rapidly advancing sophistication, AI is now becoming a critical component of all sorts of different sectors, ranging from smart security systems in the world of FinTech all the way through to machine learning algorithms that are changing the way we shop online. What all of these AI systems have in common however, is a need for talented IT&T employees to create, monitor and maintain them.

That's where great recruitment comes in, and we're now starting to see some of the possibilities for AI to be used during the hiring process itself, particularly when it comes to using video.

We're already starting to see the emergence of automated, AI-led interview processes.

AI and video interviewing

Traditional video recruitment is a process that typically requires a lot of time and energy. While video calls are more efficient than traditional face-to-face interviewing, they still require an employer to spend a significant chunk of their day interacting with a candidate in order to determine their fit for a business. This is an area where AI can make a huge difference, and we're already starting to see the emergence of automated, AI-led interview processes.

In a recent Forbes article on the potential impacts of AI on recruitment, Jean Ali Muhlbauer of People at Work explains that: "AI is already replacing portions of the interviewing process. I've had clients who were surprised to show up for a Skype interview and were asked questions via AI."

This new format not only saves time for employers, but also ensures that only the best candidates progress. This is because there are no longer any benefits that may be gained from visual or social cues, providing a level playing field for applicants to really showcase their qualities. At the same time, AI can eliminate some of the innate biases that can crop up during interviews, helping businesses diversify their workforces while still securing the most talented employees.

Artificial intelligence could make traditional interviewing a relic of the past.

Other uses for AI and video

Of course, interviewing isn't the only area of recruitment where video is used, and it's certainly not the only process that AI can improve. There are already all sorts of different video recruitment products available, many of which aim to not only simplify the hiring process, but also provide candidates who are a better fit for each individual vacancy.

As technology become more advanced, candidate screening will increasingly be undertaken by AI.

A great example of this are platforms such as The Recruitment Company's Dashboards, which use video and supplemental data to provide far more information than a simple CV. For businesses, this makes it easier to screen candidates and pick out key skills or qualities that may make a particular person better suited to a position than other applicants. As technology becomes more advanced, this form of screening will increasingly be undertaken by AI, using everything from keywords in a cover or reference letter to complex character assessments in order to recommend the best potential employees.

In addition, AI can be used to make the recruitment process more active, trawling the internet for candidates and improving the ability of recruiters to reach out directly. This sits in stark contrast to passive approaches where a job posting is published and candidates apply directly, which can lead to fantastic employees slipping through the cracks.

All of these innovations in recruitment aim to ensure that companies have access to the very best employees. To find out more about the technology, contact The Recruitment Company today.

By Geoff Millar

HR in the modern age: The benefits of video recruitment

Sun, 17 March 2019 11:13:50

Video has become a central part of our lives - YouTube claims people are watching 1 billion hours of their content daily. And the world is fast changing to become more video-friendly too. From political groups livestreaming speeches to global corporations engaging users with video marketing, everyone is now using the medium as their main means of storytelling.

The benefits of video recruitment are simply too compelling to pass up, which is why using this kind of content should be core to developing a digital HR strategy fit for the modern age.

Benefit 1 - You'll reach and keep the attention of a large online audience

Over 80 per cent of global internet traffic will be video format by 2022, according to a Cisco whitepaper. If video becomes the primary way of consuming content, that means it will reach a larger audience, spanning more ages, cultures and continents, than ever before.

With more people watching videos online, it stands to reason that this type of content will be more appealing for job candidates. Even employers agree that watching beats reading when it comes to learning something new. Nearly 60 per cent of senior executives say that if both text and video are available on a given topic, they would choose the latter (Wordstream).

Whether due to increased video consumption or dwindling attention spans, the power of video content to capture user interest and keep it for longer is clear. This is important for recruiters to deliver the information needed for more dynamic job descriptions. Video interviews also offer flexibility for those unable to attend an in-person interview, expanding the pool of capable candidates further.

Video recruitment broadens a business' reach to a larger audience online.

Benefit 2 - Your business brand and culture will shine through better

In the coming years, Millennials will entrench themselves as the engine driving the workforce and Generation Z will also enter the professional world on a larger scale with a native expectation for video content. To attract the best and brightest young talent recruiters need to communicate the core principles of a business brand earlier in the process.

Video recruitment strategies help you put the right people from an organisation in front of the camera to sell the workplace culture to prospective candidate. The medium helps those considering your job advertisement get a look at how they fit into the day-to-day working life - this can be decisive in someone accepting a role.

Benefit 3 - Taking the recruitment experience 3D

Paper or digital CVs are too blunt a tool for assessing the personality of potential candidates in 21st century recruitment. Using a video resume means candidates can let their communication ability and other soft skills shine through. It also means job seekers won't be judged on their ability to write a good CV first and foremost.

Video recruitment also offers recruiters the ability to create more interesting job specifications to attract the most qualified candidates to a given role. Job seekers ultimately join companies because of their people - video enables recruiters to offer insight into the human side of a business.

A video job application allows recruiters to assess and reassess candidates several times.

Video recruitment with The Recruitment Company

Video is a true game changing element in the recruitment sector, so finding leading tools to help better pair the right job seekers with the right businesses is crucial. The Recruitment Company's Video Dashboard offers organisations the chance to analyse the credentials and soft skills of various candidates side-by-side in a simple, dynamic way. Enterprises have never had more help getting the hiring process right than with the power of video - click on the Dashboard image below to discover more.

If we've sold you on the amazing impact of video recruitment in your HR strategy, you should download our team's amazing infographic 'Taking HR into the modern age: What are the benefits of video recruitment'. It offers a wealth of tips of how to get the best out of the medium - click here to see for yourself!

By Geoff Millar

Why Dublin is the ideal place to be for tech professionals

Fri, 15 March 2019 08:51:54

Silicon Valley conjures images of shiny new technology and mansions in the sunny California hills. But now the American home of innovation has to share its title with a new player with a much older history.

The meteoric rise of Dublin in the IT and technology world has been a story of rapid success. Its reputation as the ideal environment for tech professionals began during Ireland's 'Celtic Tiger' economic boom in the 1990s and early-2000s. In the 15 years since, Dublin has continued growing into Europe's Silicon Valley, with multinational names like Google choosing it as their continental headquarters.

This change has been complimented by significant private and government investment in attracting the best and brightest tech professional to work for the world's most advanced computing businesses.

So why is Dublin the ideal place to live and work for those who love all things technology?

What about Dublin makes it so great for tech professionals?

Business-focused landscape

Dublin has a major opportunity to entrench its place as a global player on the technology scene in the wake of Brexit and Trump's presidential term in America. Restrictions in US' foreign trade have led to many multinational IT and technology (IT&T) companies expanding operations to Europe. Meanwhile, the UK's exit from the European Union will leave Ireland as the only primarily English-speaking market in the free trading area.

Further, the Organisation for Economic Co-operation and Development shows business confidence in Ireland is now higher than the world average after steady GDP growth in the last decade. This has contributed to IT&T's leap in national economic value - the sector is now worth more than 10 per cent of the country's total GDP (OECD).

These factors, and the country's relaxed 12.5 per cent corporate tax rate, makes the nation's capital city fertile ground for innovative computing startups and tech workers.

Business confidence in Ireland is now higher than the world average.

Working hard, playing harder

But beyond the Dublin being a great place for tech professionals to work, it's also an exciting place to live. A Georgian city with links to Viking times, the capital's population is as young and vibrant as it is rooted in history. The Central Statistics' Office National Census shows Dublin is the youngest city nationwide, with young professionals from Ireland and further abroad flocking to the capital to enjoy its pub culture, museums, parks and, of course, hospitable people.

Dublin is renowned for historical sites and friendly people.

Discovering Dublin with The Recruitment Company

As Dublin continues to grow so too will the range of employment opportunities available for young tech professionals from all backgrounds and nationalities. Nearly two in every five residents of the city are now non-Irish nationals, according to the National Census, showing how technology is bridging cultures and communities in Ireland's capital.

Keen to learn more about what Dublin has to offer? The Recruitment Company Dublin is committed to pairing confident IT and technology candidates with the most innovative and exciting positions. Our new infographic 'Why Dublin is a great place for tech professionals' demonstrates the appeal of choosing the Fair City for your next tech role - check out this amazing resource here!

By Chris Pelow

Why Dublin is a great technology hub in one big pretty picture

Thu, 14 March 2019 15:54:06

Why Australia has become a FinTech hub

Thu, 07 February 2019 11:48:44

One of the most important IT&T industries in Australia is FinTech. Over the last several years, we've seen this sector rapidly expand, making the country a global hub for innovation and disruption within finance. Best of all, the companies in the industry are only continuing to grow, with the latest EY FinTech Australia Census revealing a median revenue growth rate of 125 per cent for 2018. This bodes incredibly well for the future, and highlights the fantastic opportunities on offer for talented IT&T professionals looking to work in Australian FinTech, as well as the companies that hire them.

To make the most of these opportunities however, it's vital to understand why Australia's FinTech industry is booming, and what to expect next.

The latest EY FinTech Australia Census revealed a median revenue growth rate of 125 per cent for 2018.

Australia: A global FinTech hub

The two leading lights of Australia's FinTech industry are Sydney and Melbourne, which have quickly become meccas for companies looking to plug into an existing technology framework and take advantage of its benefits, while retaining ties with countries as diverse as Canada, the UK and Japan. Sydney in particular is growing into a position where it can challenge Singapore as the FinTech capital of the APAC region, currently hosting over 60 per cent of the country's financial technology companies.

An enormous part of Sydney's appeal to FinTech businesses is its huge population, as well as the wealth of tech accelerators and incubators that are well positioned to support growing startups. In addition, Australia's large, tech-savvy population makes the country an ideal location to introduce new products before rolling them out on the international stage.

Congratulations to these #AustralianFinTech companies who made the @Deloitte Technology Fast 500 Asia Pacific 2018 list:
72. @Zip_AU
136. Cover Genius
239. @HowToProspa
281. @MoneyMe
385. @AvokaTech
450. @LendiAU
@TechFast50au #TechFast50au @Green_Dot @DeloitteDIGI_AU pic.twitter.com/GNPJceaH2W
— Australian FinTech (@austfintech) December 7, 2018

What's next for Australian FinTech?

While Australian FinTech performance has been strong over recent years, the data suggests there is still huge untapped potential. A recent report compiled by the Committee for Sydney and KPMG found that the country has the resources, talent and infrastructure to become the global leader in emerging fields such as payments, regulatory technology (RegTech) and blockchain, thanks in part to healthy government policies that provide the perfect environment for expansion and innovation.

In order to capitalise on this potential, it's vital for Australia's FinTech businesses to have access to the best employees, from within the country and overseas. New recruitment technologies are vital here, making it possible to quickly identify, interview and secure top talent.

That's where The Recruitment Company comes in. To find out more, candidates and employers can get in touch with us directly to start taking advantage of Australia's booming FinTech sector.

By Lee Margerum

How will Brexit affect Dublin's tech sector?

Thu, 03 January 2019 13:17:40

We've talked a lot on The Recruitment Company blog about the growth in Dublin's tech sector, but there are signs that this growth is only just beginning. An enormous factor in this is the implications of Brexit, which is set to completely reshape trade within the UK and European Union.

Even so, there's still some confusion as to what exactly Brexit will mean for the Irish tech industry in particular, especially when it comes to the future of big companies and their employees.

Brexit is set to completely reshape trade within the UK and European Union.

The impact of Brexit on Dublin tech

One of the biggest talking points surrounding Brexit is the concept of the UK leaving the European Single Market. The Single Market is governed by a universal set of rules and regulations, making it far easier for businesses to operate across multiple countries without having to worry about differences in regulations. As a result, many companies are heavily incentivised to move their operations outside of the country in order to retain easy access to the massive European market. Ireland is an obvious alternative, as it retains the same language and a similar culture to the UK, while remaining a member of the European Union.

A great example of this is the world of FinTech, where we're already seeing some of the major banks looking at relocating to Dublin. Even smaller startups are turning their eyes to the Emerald Isle, with Rob Bishop, managing director of payments company Optal describing his company's decision to expand into Dublin as a form of security.

"You don't want to get caught out at the eleventh hour. You can't assume things will be fine after Brexit and then find out they aren't," he explained to The Financial Times.

As tech firms continue to expand in Dublin, the capital has been ranked as one of the top cities in the world for foreign direct investment https://t.co/IsNN1IR9bl
— Fora.ie (@Fora_ie) December 10, 2018

New opportunities emerging

While the departure of businesses isn't great for the UK, it's fantastic news for Ireland, and the Dublin tech sector in particular. The biggest benefit is the boost to the economy, with a period of growth resulting in increased wages and job opportunities. At the same time, as tech companies in Dublin and across Ireland continue to grow, there's an ever-increasing need for talented IT&T professionals, many of whom are coming in from other parts of the world.

This has resulted in a varied, multicultural workforce that are able to enjoy a high quality of life and an enormous variety of work opportunities. Of course, it's still vital to match up the right employees with businesses where they'll be a good fit. That's where expert recruitment comes in, and you can get in touch with The Recruitment Company's Dublin office to find out more.

By Chris Pelow

What will the Dublin tech sector look like in 2019?

Tue, 18 December 2018 09:31:57

The Dublin IT and technology sector has been a fascinating industry to watch over recent years. With a huge influx of international enterprises driving the market, the Irish capital has become one of the world's undisputed tech hubs, and there's still plenty of room for more growth.

In fact, 2019 promises to bring even more opportunities to Dublin's IT&T companies and workers thanks to a few significant trends that are set to contribute to continued development.

The Republic of Ireland will be remaining within the EU, making it an attractive destination for multi-national corporations.

1. Insulation from Brexit

Every European industry is currently pondering the implications of Brexit, and Dublin offers a unique solution to the issue of the United Kingdom leaving the European Union. This is because despite being geographically located in the same area, the Republic of Ireland will be remaining within the EU, making it an attractive destination for multi-national corporations that wish to retain a location within the Single Market.

A great example of this is the financial technology sector, with JPMorgan, Barclays and Bank of America all moving substantial portions of their operations to Dublin. As a result, there will be even more job opportunities for tech workers in Ireland, keeping the flow of talent going in order to meet the increased demand.

Brexit could have a huge impact on the Irish economy.

2. High employee demand

Partly as a result of Brexit, but also due to growth within various sectors, Dublin-based companies are recruiting more intensely than ever before. This is reflected in the latest data from the Economic Eye Summer Forecast 2018, which suggested last year that 236,700 new jobs would be created in Ireland by 2022, a figure that is backed up by the predicted Irish GDP growth of 3.8 per cent in 2019.

A huge proportion of these jobs are within the sphere of IT&T, meaning there are going to be plenty of new opportunities cropping up over the next few years, as both local and international companies look to expand their Dublin operations.

Due to this demand, wages are increasing throughout Dublin in an attempt to secure the best talent. Reflecting this, the Summer Forecast 2018 also predicts wage increases of 3 per cent in Republic of Ireland for 2019, compared to 2.7 per cent in the UK.

Ultimately, all of these factors mean that Dublin is set to remain an incredibly attractive proposition for tech workers. To find out more about the opportunities on offer, contact The Recruitment Company today.

By Chris Pelow

The future of video recruitment

Wed, 12 December 2018 12:03:04

Video recruitment has gone from strength to strength in recent years, with the technology moving far beyond simple Skype interviews and now comprising everything from interactive visual CVs to company culture breakdowns in job descriptions.

At the same time, there are some quarters that feel as though older aspects of the technology - such as video interviewing - may be on the way out. So, what does the future really hold for video recruitment technology, and what developments should recruiters, businesses and candidates be on the lookout for?

Alternatives to Skype have emerged that are better suited to the recruitment process.

Advanced alternatives to video interviewing

In years gone by, the go-to software for video interviews, and video calling in general, was undoubtedly Skype. This has changed in recent times though, leading many to predict a decline in video interviewing as a core part of the recruitment process. While it's true that use of Skype may have started to decline, the reason isn't that video interviews are no longer popular, but that new technologies have emerged that are better suited to the recruitment process.

A great example of this is a program like Jobatar, which offers customisable scheduling features as well as a simple design that makes it easy to review interviews multiple times. This is a huge help to recruiters, as the performance of each candidate can be analysed side-by-side in order to determine who is the best fit.

What are the main benefits of video recruitment? In this article we discuss some of the main benefits that this emerging trend can bring. https://t.co/LyNRkMb1e9 pic.twitter.com/1v6pfkSbnl
— TRC (@TRCWorld) 1 August 2018

More opportunities for video content

If it's true that a picture can convey 1,000 words, the potential of video to inform an audience is all but unlimited. For this reason, video as a medium has moved beyond just the interview component of the recruitment process, and can now be found at almost every step of the journey.

The very best examples of this in action are job listings and CVs with video components, which provide far more information to their readers than simple text alone. For example, including a video in a CV where a candidate briefly introduces their skills and experience is a great way to include extra information without taking up page after page. As an added bonus, these videos give recruiters and businesses an insight into an applicant's personality, which can be very difficult to convey through text.

Developments like this highlight how important video technology is going to be in the recruitment industry of the future. To find out more, contact The Recruitment Company today.

By Geoff Millar

Col's predictions for the recruitment industry in 2019 We talk to Col Levander

Fri, 02 November 2018 15:57:45

Col Levander from RecTech solutions spends his days talking to recruitment leaders and reviewing exciting new tech. We asked him what he saw as being the game changers for recruitment agencies in 2019. Here is his response

To find out more about Col and RecTech Solutions simply go here www.rectechsolutions.com.au

To get more of this interview with Sol or to see our other predictions for 2019 subscribe to our blog here or find out about joining our team here

How does flexible working work in the recruitment industry We talk to Col Levander

Fri, 02 November 2018 15:17:20

New and emerging technologies are shaping every industry imaginable, leaving traditional ways of working behind in favour of new tools and approaches that are faster, easier and more productive. In sectors as diverse as finance, retail and healthcare, this disruption has resulted in a significant reshuffling of the way businesses operate, and it's vital to stay on top of the latest trends in order to ensure success.

The recruitment sector is not immune to these changes, and here at The Recruitment Company, we pride ourselves on keeping an ear to the ground and an eye on what's coming over the hill for our industry. At the moment, two of the biggest trends are the importance of better data and new recruitment tools.

Predictive data makes it easier to target passive candidates who aren't actively looking for a new job.

A renewed focus on data

Across countless industries, the collection and use of data has become a critical tool - one that can be used to make better decisions in a shorter period of time. Of course, data has always been an important part of the recruitment process, typically in the form of candidate and vacancy databases. However, this approach is slowly being replaced by a switch to 'predictive data' models, which utilise artificial intelligence and machine learning to better target passive candidates who aren't actively looking for a new job.

In the highly competitive world of IT and technology recruitment, this sort of information could prove invaluable, but it is critical to ensure data is being collected, stored and used in the right way. This is what Europe's recently introduced General Data Protection Regulation (GDPR) aimed to ensure, and all recruiters who collect data need to make sure they meet their legal obligations.

The GDPR has changed the European recruitment landscape considerably. But how has this impacted candidates interacting with recruitment agencies in Ireland? https://t.co/DyDi1VnSGz pic.twitter.com/7WrN15Wrlb
— TRC (@TRCWorld) 27 June 2018

A need for new tools and platforms

In addition to changes in data usage, one of the biggest trends that we're seeing within the world of recruitment is a shift away from traditional tools and platforms (such as job boards and recruitment portals) to more innovative alternatives.

A great example of this is the use of video, which is being deployed in all sorts of innovative ways, ranging from highlighting company culture in job listings through to adding an extra spark to a candidate's CV. One of the best video products for both candidates and businesses is The Recruitment Company's Dashboard Suite, which is designed to provide all the required information in a simple, easy-to-read breakdown.

Similarly, new video interviewing platforms are streamlining the recruitment process, making it possible to see more candidates in a shorter amount of time. Not only does this break down geographical barriers and help businesses secure the best candidate available, it also allows for easier comparison of candidates, thanks to the ability to rewatch interviews after the fact.

Ultimately, these are just two of the trends that are currently shaping the recruitment industry. What's critical to take away from them is the simple fact that if businesses don't do their best to keep up, they'll quickly be left behind.

To find out more about the future of our industry, contact The Recruitment Company today.

By Geoff Millar

2 top strategies to increase company diversity through recruitment

Tue, 30 October 2018 17:54:21

More and more organisations are prioritising diversity within their workforces, and it's not hard to see why. All of the latest research shows that diverse teams outperform their less diverse counterparts, with one of the most striking statistics coming from a recent McKinsey study. The data revealed that the most diverse companies profiled were 35 per cent more likely to outperform the least diverse companies - a significant difference.

Thanks to numbers like these, organisations are looking to increase company diversity, with hiring practises a vital tool during the process. Here are two of the most effective recruitment strategies to consider.

There's always going to be a degree of unconscious bias that creeps into the recruitment process.

1. Eliminate biases

Even in the most welcoming of workplaces, there's always going to be a degree of unconscious bias that creeps into the recruitment process, based on each individuals personal experience. The best way to get around this and eliminate biases is by promoting diversity at the top, and pulling interviewers and hiring managers from as wide a pool of backgrounds, ethnicities and genders as possible. This will broaden the scope of your recruitment, resulting in a greater variety of candidates.

Of course, biases work both ways, and candidates who may be very well suited to your company could be put off by certain wording in your job descriptions. As Forbes points out, buzzwords such as 'competitive' or 'dominant' are stereotypically seen as positive traits for men, but negative ones for women, which may result in lower levels of female applicants. Even more importantly, if your job descriptions use gendered language (e.g. the candidate must be able to work closely with his team), you're immediately limiting your candidate pool.

Diverse workforces often outperform their less diverse counterparts by a significant margin.

2. Create a diversity plan

While eliminating bias is one way to attract diverse applicants, it's just as important to actively appeal to any demographics that are underrepresented within your organisation, and who you feel could provide some benefits.

There's plenty of research that can be looked to for guidance on this. A great example for organisations with ageing workforces is that millennials prioritise work/life balance above everything else, according to a PwC survey. Similarly, McKinsey's research found that women are most attracted to flexible working schedules. To target these groups, it may be a good idea to rethink your company culture, and if you already offer flexibility, make sure to mention it clearly within the job description.

Ultimately, more diverse workforces are good news for everyone, and smart recruitment is the very best way to build up a range of different backgrounds and personalities within an organisation. For more information or advice, contact The Recruitment Company today.

By Geoff Millar

How the video recruitment process is making hiring easier

Tue, 30 October 2018 17:49:18

As in almost every industry, recruiters are always looking for ways to improve the quality of their work, while also speeding up the process and allowing them to get more done. In recent years, new technologies have made these improved workflows possible, with one of the biggest developments coming in the arena of interviewing .

Thanks to faster internet speeds, a proliferation of camera-equipped devices and new video recruitment platforms that allow for transmission and recording at the press of a button, it's now possible to conduct interviews without having to be in the same room. The benefits of this approach are significant, and can have an impact on everything from how long recruitment takes to the overall quality of each candidate secured.

One benefit of switching to remote video interviews is that it becomes possible to see far more candidates.

Speed and convenience

First things first, the obvious benefit of switching to remote video interviews is that it becomes possible to see greater numbers of candidates, and in a much more efficient way. Not only is the need for travel eliminated, but it's also possible to utilise video interview programs that are fully automated, where candidates respond to questions without an interviewer even being present on the other end of the connection.

This automated approach was recently used by Hilton Worldwide as part of its global recruitment efforts, with the company's Vice President of Global Recruitment, Rodney Moses, explaining to the Washington Post that the benefits aren't just for recruitment teams: "[Every candidate] gets the same level of interview. It's very objective. Everyone gets the same questions, everyone gets a chance to tell their story."

In the second part of our 10 part Acing the Interview video series we talk about the importance of preparing questions to ask in the interview. https://t.co/CDtVfnzZeC follow us on linkedin or subscribe to our Youtube channel to see the rest of this series. pic.twitter.com/fzgjPEIu23
— TRC (@TRCWorld) 28 August 2018

Variety and sustainability

In addition to creating a simplified, level playing field for candidates, video recruitment technology can also help address issues of diversity within a workforce by breaking down geographic barriers. In industries such as technology, where companies are increasingly needing to pull talent from different regions, video recruitment ensures that candidates from all over the world can be reached, considered, and possibly hired.

While this leads to more inclusive and diverse workforces, it also provides recruiters with an ongoing database of unsuccessful applicants from which to fill future positions. In years gone by, a recruiter would have to remember a particular interviewee, and try to recall whether or not that candidate may be suitable for a current vacancy. With video, it's possible to simply pull up the recording, and see whether or not they're a good fit.

For all of these reasons, we're seeing video become a pillar of the recruitment industry, and you can find out more about the benefits by getting in touch with our team today.

By Geoff Millar

#Untetheredlife Part 7 Its a bitter sweet symphony this #untetheredlife

Mon, 24 September 2018 21:41:36

We asked our good friend Col Levander from Rec Tech Solutions to be a guest writer for us and tell us his thoughts on emerging technology within our industry. Here is his article

As an independent advisory to the Recruitment Industry in the Asia Pacific region, Rec Tech Solutions are in the best place to review the new and emerging technology. Software companies approach us regularly to discuss ideas, obtain anecdotal opinions, their value proposition and to discuss their potential positioning in the market. There is not a week that goes by where we are not looking at some really clever software will be powering the Recruitment Industry into 2018 and beyond.

Here is our top 5 list of recruitment technologies that we predict will make an impact on our lives in 2018/19.

Smart AI

The latest trend of AI morphing into chat bots is extremely interesting. Artificial Intelligence has produced a paradigm shift in the way businesses operate across the globe. You can meet changing expectations of your users and audiences with the perfect mix of technological expertise and a disruption-ready approach. Melbourne based software technology company Smartsourcing have developed recruitment industry aligned robotics that will revolutionise your business through the use of artificial intelligence tech.

Unleash the optimum potential of conversational systems to create memorable user-experiences for your candidates whilst removing onerous tasks for your teams. Experience the provision of measurable efficiencies month on month, as your new “White Labelled” robotic friend can support your candidates and back office engine room! Report Bot, HR BOT or any BOT you like can be seamlessly connected to your business systems to optimise your business.

Ratescalc

Ratescalc has been described as the “newest bestie” for business owners and consultants alike. Created 12 months ago, Ratescalc is a “Kick-Ass” quotation tool that helps businesses win more business at the coal face with your clients. In Australia; as we are all aware, the industrial landscape is extremely complex even for white collar recruiters in the contracting space. Ratescalc simplifies quoting and helps you win more business and better margins eliminating risks and mistakes. Ratescalc has an impressive list of Front- Office software integration partners such as Fast Track, RDB, Salesforce, Bullhorn and many more on the way. Ratescalc is the missing link between “Operational” platforms and your Pay/ Bill function of your contracting and contingent business.

As the contingent staffing industry continues to grow with a range of new delivery models such as Task Based Outsourcing (TBO), an increased presence of Statement of Work (SOW) and of course ambiguity around Fair Work Legislation; Ratescalc is at the forefront of these changes.

It’s a recent nominee for “Best Innovation” at the Global Recruiter APAC Awards in Singapore and is in our top 5 ones to watch in 2018/2019.

Talentology

Talentology is an innovative new applicant screening assessment and ranking solution that will immediately focus your resources on the top candidates for your role, dramatically improving efficiency, quality and retention of placements. As a cloud based SaaS (Software as a Service), Talentology has evolved from decades of science based research, development and refinement, in-fact it’s well regarded in academic circles. Boasting qualified accuracies of up to 96%; Talentology uses proven occupational psychometric and culture evaluations, combined with a versatile job criteria screening utility, to assess each job applicant, ranking them in order of suitability. It is designed to complement (not disrupt) your existing systems and workflows, Understanding the character, human behaviour and personality traits of every applicant at a glance allows recruitment consultants to make extremely informed decisions on candidate selection.

FluentIQ

There are some powerful forces at play that are ramping up the pressure and changing the game for recruiters and employers. These include political change, Talent shortages, diversity and inclusion agendas which for many corporates are at the forefront of their positioning to be socially responsible. Statistics and trends show globally that for our economies to grow, we need to engage with potential candidates that have English as their perhaps their 2^nd or 3^rd language due to unprecedented talent shortages. However, current recruitment practices disadvantage the very applicants who are most likely to represent the talent pools required to meet the coming challenges. Until now there has not been a tool that assists recruiters in assessing a candidate English fluency.

Fluent IQ is a “rising star” Kiwi Tech companies that has developed an excellent candidate screening tool that delivers not only measurable benchmarking results but will assist your business in identifying talent that is possibly untapped or unfindable or passed over due to unconscious bias. Sourcing and screening talent are some of the most time-consuming activities recruiters take part in on a daily basis. Fluent IQ’s employability test will change the world for recruiters in this space.

Alpha7

Want data-driven decisions to be the core of your business? This technology may retire the Samurais of Excel in our industry once and for all !

Alpha7 is a Singapore based software house, providing technology solutions to the recruitment sector. Their BI tool; Alpha7 allows recruiters and business owners to review real time data analytics based on all operational and financial aspects of their business.. Their technology uses “Micro-surfacing as the core of its platform, compiling data from your systems and presenting it multiple dashboard views for all of your teams. Not to be confused with Cube 19, Northstar or Insidesquared; Alpha7 is a true BI tool that in the authors opinion runs rings around PowerBI. It can create unique and incredibly smart algorithms. Your business results can only improve with the use of Alpha. The application is amazing and with the use of its algorithms, artificial intelligence and data taxonomy this is a really smart piece of tech.

Col Levander has been involved in recruitment technology for many years and is one of the industry's leading voices on how it can be implemented to benefit us and our customers

Rec Tech is committed to helping our recruitment and staffing businesses become more sustainable, with an interest in the sustainability of the industry. effective and leading in the world of work through enhancing their internal and external stakeholders with technology.

Thanks for the article Col.

#areyouoneofthe13percent

Wed, 29 August 2018 14:36:19

In The Great Big Recruitment Industry Survey the market told us the following worrying stats

56% of us are terrible
31% are ‘meh’
Only 13% are exceptional

If you’re a recruiter and you’re reading this then chances are (87%) you’re not quite as amazing as you think. But maybe you are. Maybe you are one of the 13%. Want to find out?

Reading the results of the survey was a sobering experience. Probably the biggest surprise was the absolute consistency of message across all respondent groups. We had expected some vitriol and anger but what we got was much worse: a sense of resigned disappointment with our entire industry and the recruitment process as a whole. It would appear (to paraphrase my mum talking to teenage me) we’ve let our clients down, we’ve let our candidates down, but most of all we’ve let ourselves down.

The most commonly used word throughout the responses was “human” Our market doesn’t think that we think of them as humans. We certainly don’t treat them like humans according to our results.

The survey brought up anecdotes of people sending out hundreeds of job applicatons with not a single response, of going to client interviews and then never hearing back, of being lied to, being kept waiting indefinitely and of being verbally abused. And the worse bit – these are not isolated incidents, they relate to 87% (yes 87%!!) of our industry.

So the bad news is, they only like 13% of us. The good news is, its really really easy to change that.

The question is are you one of the 87% or #areyouoneofthe13percent

We asked people to rate the things they hated the most about our industry

The top 4 sent a clear message. The market’s main gripe is lack of any feedback, lack of quality feedback when it is given, lack of understanding of roles which translates into an inability to effectively represent roles.

These boil down to 2 main factors; lack of care and lack of quality in process.

So how do we address these?

Get back to everyone with specific, quality feedback
Spend considerable time taking good quality job information

So how do you rate here? Do you get back to every single applicant with a specific reason they aren’t progressing in your process (auto “job is now closed” emails don’t count)? For this one to count you have to give them a specific reason and closure, not a generic response. This needs to be everyone who applies to you, even of you will never make any money from them.

Do you give personal, brave, confrontational, quality feedback (either over the phone or face to face) to everyone who has been interviewed by you or by your client?

Do you spend half hour+ taking a quality job brief (even if it’s a regular client) so you can get a full understanding of it (even if it’s a role you work on regularly)?

If you’re not doing the above for everyone (not just the applicants you can make money from), then chances are you aren’t in the 13%.

That’s the bad news. This article isn’t about bad news and it isn’t written to bag out our industry. Its purpose is to give you the good news. The good news is that, according to our research, it is extremely f#$%&@g simple to be in the 13% club

We asked respondents to list the things that most impressed them about a recruitment process and here is their response:

Simple yes, easy no. To summarise those charts. To be in the 13% Club, as well as actually filling roles you need to:

Give everyone, every single applicant, a personalized response with a specific reason why they have been rejected
Treat people like humans – even the ones you’ll never make any money out of (I think that’s the definition of treating them like humans)
Give everyone clear and specific closure
Give brave feedback, even if its bad
Be thorough in your process so you can give good quality and accurate descriptions of roles

By our nature we’re vacuous creatures. We look for immediate results, in fact we’re paid for immediate results. But often we forget that out there is a sea of humans looking to us with a false sense for answers.

The 13% recognize this and spend time building good systems to facilitate a better level of service and closure, they have a thorough process to ensure accuracy and quality of information. The 13% realise the important role that our industry can play, not just to the few people we find work for but to the sea of humans looking to us for guidance.

But in doing so, in caring, in being thorough, the 13% are better recruiters.

The question is, #areyouoneofthe13percent

The Recruitment Company is looking for a contract recruiter from within the 13% to run our flagship .Net Contract desk. Click here to see the role or check out what it means to be a part of our team here

Automation and the future of recruitment

Mon, 30 July 2018 22:43:25

If there's one big talking point that's dominated the world of recruitment over the last few years, it's automation and artificial intelligence (AI). For recruitment agencies, businesses looking to hire the best staff, and candidates themselves, automation can seem like a scary concept. After all, who wouldn't be worried about the idea of robots taking their jobs?

Fortunately, there's a lot more to automation and AI than that, and the technology presents some real opportunities which we'll be exploring in this article.

There's no doubt that AI will cause some jobs to disappear, but it will also create new positions.

Automation and the job market

Starting with the job market, the most important question to address is: what positions will automation effect? There's no doubt that AI will cause some jobs - particularly within the manufacturing and financial services industries - to disappear, but what about the larger trend that we've seen over recent years of technology creating new positions? There's absolutely no reason to expect that this won't continue, as Stephane Kasriel, CEO of Upwork, explained to McKinsey Insights:

"Historically, what we've seen is, yes, technology changes are destroying some jobs. But net-net they have created more opportunities, more jobs than they have destroyed."

Many of these new jobs involve working directly with automation technology, meaning we're likely to see an increase in demand for IT and technology expertise, as well as social and emotional skills that cannot be easily replicated by AI. This is likely to create intense competition for talented professionals who possess these qualities, providing a wide variety of opportunities for experienced employees and those who are willing to retrain.

Ensuring smooth workforce transitions due to #automation requires actionable and scalable solutions in several key areas. https://t.co/bWRRQXngn4 pic.twitter.com/GlG5q9MPVP
— Sree Ramaswamy (@SreeRamaswamy) 9 July 2018

Automation in recruitment

The recruitment industry itself is not immune to automation, and recruitment agencies need to be aware of the areas where AI can help them, and where a human touch is still essential. As with other industries, the real benefit of artificial intelligence to a recruitment agency is the ability to automate basic processes and increase efficiency. A great example of this is screening CVs in real time, eliminating the need for recruiters to spend hours looking at resumes from candidates who simply aren't well-suited for a particular position.

As a result, recruiters will be able to spend more time with those candidates who are a good fit, making it far easier to find the perfect match for a particular vacancy. This is where 'human' skills such as a niche understanding of a particular industry come into play, augmenting the automated processes and improving the recruitment experience for every party involved.

For more information on the future of recruitment and securing the right IT and technology staff for the transition, contact The Recruitment Company today.

By Geoff Millar

How does video recruitment benefit businesses?

Mon, 30 July 2018 18:43:49

One of the most important aspects of being a recruitment agency in 2018 is understanding which aspects of the industry can be improved through the use of new technologies. Here at The Recruitment Company, we believe that video is one of the very best ways to modernise and update the hiring process.

While lots of the benefits of video relate to candidates - such as the ability to showcase more personality than with a standard CV - the medium can also be incredibly useful for businesses. In this article, we'll be exploring a few ways that innovative video recruitment products can help companies of all shapes and sizes that are looking to fill a position.

In the hyper-competitive IT and technology industry, the head start video provides can make it far more likely you'll secure the best employees.

1. Save time

Perhaps the most obvious benefit to using video during the recruitment process is the ability to get through applications faster and more efficiently, as wading through countless CVs and cover letters can take up a huge amount of time.

Not only does this means it takes longer for your organisation to identify - and subsequently interview - the best candidates from the pool, the knock-on effects can include everything from reduced productivity in other areas of a business to potentially missing out on top applicants who aren't willing to wait around. In the hyper-competitive IT and technology industry, and particularly specialty areas such as cybersecurity or UX design, the head start video provides makes it far more likely you'll secure the best employees.

2. Better sense of personality

Of course there's no point using video in recruitment if all it does is help you get through applications faster. It's just as important for the medium to provide businesses with a great sense of each candidate - not just in terms of their skills, but how well they'll fit in with an existing company culture.

After all, it's often pretty obvious once you meet a candidate whether or not they'll be a good addition to your team. This is another reason video works so well, as it allows an applicant's personality to really shine through, meaning it's easier to make an informed decision of who to progress with.

In our video recruitment Interview Tips Series part 10 we look at the art of keeping your answers concise and to the point. #recruiting #video #interviewing https://t.co/8G2GRisBBd
— TRC (@TRCWorld) 18 June 2018

3. Easy candidate comparison

While visual CVs often focus heavily on videos of the candidate themselves, many of the available platforms also use innovative graphs and diagrams to highlight what a potential employee brings to the table in a far more readable form than traditional resumes.

For businesses, this is a great advantage, as it's easier to look at a set of skills graphs side-by-side and use that information to decide who's the best fit for a particular role. Like the sense of personality that you get from a video, this information can't be disguised by flowery language or the omission of any key data, making it possible to select candidates based on them as a person and an employee - rather than as a CV writer.

While video is most often used by candidates during the recruitment process, there's no reason companies can't also make use of the technology to show off their vacancies.

4. Attract better talent

While video is most often used by candidates during the recruitment process, there's no reason companies can't also make use of the technology to show off their vacancies and attract the best pool of talent possible. This is where a platform like The Recruitment Company's Job Dashboard comes into play, allowing vacancies to be clearly displayed, and include everything from company culture videos and role requirement graphs through to fun facts about your organisation.

As a business, these sorts of benefits can make or break your hiring processes, and it's vital to work with a recruitment agency that understands the power of video recruitment and other new technologies. To find out more about our innovative Video Dashboard, contact The Recruitment Company today.

By Geoff Millar

How great UX designers improve service design

Wed, 25 July 2018 12:36:56

In today's world, there's almost no industry where technology doesn't play a role in delivering great products or services to an end consumer. Regardless of whether that's via online shopping or industry-specific applications, one of the most important aspects of this shift is providing a smooth and satisfying experience that keeps customers coming back.

There are all sorts of different things that contribute to great customer experience, and in this article we'll be looking at service design and UX design, as well as how the two relate to each other.

The question isn't service design versus UX design, but rather how the two work together.

The relation between UX and service design

The different elements of customer experience can be difficult to separate, with many business leaders failing to recognise the key differences between them. The difference between service design and UX design is a great example of this, and taking the time to understand the two processes can play a big role in improving key processes both internally and externally.

Put simply, service design is the process of optimising all interactions of a particular service for both employees and customers, and this can be a digital or an analogue process. UX design, on the other hand, refers specifically to the digital experience that a customer has with a single touch point, be it a website or mobile phone app. Accordingly, the question isn't service design versus UX design, but rather how the two work together.

Great article from @andybudd... "How Context is Bridging the Gap Between UX and Service Design" https://t.co/CDGgRTtl3y #userexperience #userresearch #designIRL #uxdesigner #usabilitytesting #usability #servicedesign #sharingiscaring pic.twitter.com/fCa0iVxdU4
— Lean JS (@leanjscom) 18 June 2018

How to improve service design with UX

If the goal of service design is to improve all of the interactions that an organisation has, then UX design plays a vital role in the digital, customer-facing side of this objective - a significant element in today's world. In fact, the continuing expansion of digital services has meant that the proportion of service design as a whole that focuses on UX design has grown and grown, as Clearleft CEO Andy Budd explained in a recent opinion piece:

"For service ecosystems that are primarily digital in nature - essentially where the bulk of interactions take place on or around the digital product or service - you'll find that a good UX team will be able to bring everything together."

So, what's the bottom line for businesses? Well, as ever, having the right employees is critical, with talented UX designers becoming increasingly valuable and difficult to pin down?.

To make sure that your organisation has a head start on finding the very best people, get in touch with The Recruitment Company today.

By Sam Garven

HR Managers: What do applicants want from you?

Mon, 23 July 2018 16:26:46

“What do they want from me?” can be heard hollered in frustration and bewilderment from every recruitment agency desk, HR office and hiring managers cubicle.

And when we tell you that 83% of applicants will have their buying decisions about your company’s products influenced by the treatment they receive during the recruitment process (according to The Great Big Recruitment Industry Survey), and 47% state that it will SIGNIFICANTLY influence their buying decisions, then it’s a question that warrants an answer.

So, what do they want from you? What can you do to improve the recruitment experience of your applicants? What can you do to improve your employer brand to the point where it positively impacts the brand of your products? Luckily our recent research has some answers.

The bad bit of our research is that most companies have got it wrong. Most (56%) have recruitment value chains that negatively impact their brand.

The good bit, and this is a really good bit, is that our research also tells us that it is painfully simple to dazzle, impress and blow your competitors out of the water. Want to know how?

Ready? Are you sitting down? (Drum roll please). Here it is… Get back to people. That’s it! Told you it was simple. A staggering 70% said that they were impressed by “swift Feedback” 59% went on to say that they were impressed by “Thorough feedback, even if it’s bad feedback” and 51% said they were impressed by “Closure”. See a trend?

So, it’s simple. But I didn’t say it was easy.

All you have to do is give personalized feedback to every applicant and make sure that every person in your recruitment value chain (recruitment agencies, line managers, internal recruiters) gets back to every applicant with the same level of care and swiftness as you do. Like I said, simple but not easy.

I’m not talking here about applicants who have got through to interview stage or further. I’m assuming that if you have interviewed someone then you would do them the courtesy of a phone call to reject them (although our research alarmingly shows that quite a few recruiters and organisations don’t). If not then stop reading here, there’s nothing I can do for you, you’re a lost cause, sorry.

But, let’s assume that you get back to people you’ve interviewed, what about those applicants who didn’t get a look in? Those ones who didn’t meet the grade at the entry point to your applicant funnel? Do you send them a bland automated email once the role is closed? Do you send them an auto email when they apply telling them you’ll get back to them if they’re shortlisted? Our research shows that these measures are viewed as pretty much the same as no response.

The results from our survey show that for a rejection to be classed as “exceptional” it needs to have the following 4 components:

It needs to address them by name so they know its personalised
It needs to give closure and not leave things hanging
It needs to give them a specific reason for their rejection other than the fact that the job has been closed
It needs to not read like an automated email so they feel like they have been treated like a human.

So how do you give people a more personal response? Obviously you can’t call everyone who applied. But it is possible to give them a reason why they’ve been rejected.

It’s a simple thing to build a system that lets you choose from 5 – 10 standard reasons for rejection so that every applicant gets a specific reason they weren’t successful.

It’s a simple thing to demand that your recruitment agency rejects every candidate (have you ever been a ‘mystery shopper’ through your own recruitment process?)

It’s a simple thing to demand that everyone within your organization gives the same level of response.

All of the above is relatively simple. It’s not, however, easy. But when your organization realizes that responding to every applicant is not an administrative burden, it is a marketing opportunity, then it becomes something worth investing in.

Imagine if a traditional sales channel treated potential customers with the same disdain that most recruitment processes treat applicants? If customer enquiries and warm leads were ignored or sent bland, “we may or may not get back to you” emails? If thousands of existing or potential customers (or people who will work within related corporate customers if you are a B2B business) were actively encouraged to talk to your competitors? If organisations let their downstream resellers represent their brand with no oversight or control? Well, The Great Big Recruitment Industry Survey tells us that this is literally what is happening in the vast majority of cases. And for 83% of people, this is influencing their buying decisions.

The recruitment process needs to be considered as a marketing channel, recruitment agencies are marketing partners, the applicant experience is a potential-customer experience. And like any marketing channel it can be made amazing, you can upsell, you can create leads and future business. All you have to do is care about applicants the same way you care about other potential customers.

The important point is that 83% of the people who apply to roles with your business can walk away with either a positive or a negative view of your company’s brand. Its within your power to decide which of those it is. To ensure it’s the former, all you have to do is make sure that everyone gets a good quality response. That’s it. Simple.

Look at this data, and much more, for yourself by downloading the survey here.

If you’d like some ideas on how to set up systems to give good quality responses to everyone without any added workload then let us know by dropping us an email. We’d be happy to share some of the things we’ve seen work.

We like to think we’re one of the 13%, are you?

Want to get involved? Take the survey here.

#Untetheredlife Part 2 Beach Volleyball + Recruitment = A day in the life of Sam

Tue, 26 June 2018 10:41:46

Prepping Your Candidates

This Is The Best Self-PR Exercise You Can Do.

In my opinion this is the most important part of our jobs, not qualifying candidates for a role and not closing them to accept an offer. Don’t get me wrong, both of those things are important but if your candidate cock’s up the interview then your initial qualification call is irrelevant, and you won’t have anything to close anyway. I cannot stress how important it is to prep your candidates for every interview they have and if you don’t do it yet, then you need to start right now.

There are two main reasons why this is so important, first off, you genuinely can influence how they perform in the interview, no matter who says otherwise, it is not out of your hands once they are booked in, but this all comes down to the prep. Second, this is a great self-PR exercise, this is where you get to really show your stuff and make yourself stand out compared to the other agencies they may be working with.

No.1

So, let’s start with reason number one. The fact that you can genuinely influence and have an effect on your candidate’s performance in an interview. It’s true, it’s a fact. Do not be influenced by people who say otherwise. I’ve heard it too many times where people will say things like ‘it’s down to the candidate to get the job’ and ‘it’s out of my hands, there’s nothing I can do now’. Of course, you can affect the outcome, and if you are reading this shaking your head thinking you can’t then please keep reading and then read it again. It all comes down to the prep itself. Everyone has their own way and style of prepping candidates. And if you think you can’t affect your candidate’s performance then without sounding too blunt, then maybe your prep is wrong. The two go hand in hand, if you think you can’t then you’ll prep them with that mindset.

Are you doing enough in your preps? Are you spending as much time with them as you perhaps know you should?

Are You Still Going Today?

Just calling them up the morning of the interview to see if they are going and if they have the address is not a prep!

Try something for me, if you are of the opinion that your prep can’t affect an interview, then just try this right now and think ‘what can I do to positively effect and influence my candidate’s interview?’ Whatever ideas come to mind are all good ideas, write them down, save them and use them next time round. Play around with them and expand on them, keep doing that until you get a prep you are happy with. This is not a fool proof plan, it will not guarantee you an offer for every candidate you have interviewing, that’s impossible, but it will up your game which is what I will go into next.

No.2

Reason number two, this is a great self-PR exercise. Yes, helping the candidates should be our priority, but a great prep can also help you. And it’s not a bad thing to think that either. In fact, if this is what it takes you to think differently about prepping your candidates then so be it.

You will have a much better relationship with your candidate if you spend time on the prep, they will feel like you are on their side and there to help, not just to close a deal and to move on to the next.

The reason this is a great self-PR exercise is that, not everyone out there prep’s their candidates. So you will automatically stand out compared to any other agency they are working with, and that may be reason enough for them to accept your offer over someone else’s. I have had it happen to me, where a candidate has had two offers or more on the table and has accepted mine because of the time I took to prep for them for the interview, to genuinely help them. I’ve had candidates come back to me months later if they have unfortunately taken someone else’s offer to either refer me someone they know or to ask me to help them find their next hire, again all because I spent time prepping them. It’s also a very small world out there, and you have no idea who they know, which is why it’s important to prep every single candidate you have for every single interview they have. And do it the same way every time, no shortcuts. Lay the ground work now, show them you know your stuff, show them you are there to genuinely help them and you will reap the benefits one way or another.

Show Them What You’re Made Of.

I pride myself on my prep’s, you should too, this is the part where we get to really show our stuff. It’s not all about learning the tech jargon and using buzz words. This is about showing them you are a professional recruiter who knows how to help their candidates do the best they can for every interview they have giving them the best shot they can.

Once you’ve read this, spend some time going over your current prep and what you can do to improve it. Are there gaps in it? Are you emphasising the most important parts? Are you sending them all the info they need, LinkedIn profiles, social media links, news or blog articles? What would you want to know before going to an interview?

Just be honest with yourself, are doing all you can and could you up your game?

About the author

Hi, I’m Chris Hart, my day job is as a Team Lead for Client Server in London, but I’ve also recently created and launched a new industry blog called The Recruiter Index. It’s less than a month old so it’s still in the early stages of growing but it’s growing on a daily basis at the moment. I wanted to create a place that people could go to for free advice for all the problems we face as Recruiters, but I also wanted it to be modern and honest advice as I felt a lot, not all, advice out there was written like it was written in the 80’s. The plan is to have lots of different Recruiters contributing to it so it becomes the hub or platform people go to for advice and also to grow their own personal brand by getting their thoughts and experiences out there. So if you want to contribute something then get in touch.

You can check the website out here:

https://www.therecruiterindex.com/

And follow on LinkedIn here:

https://www.therecruiterindex.com/

#areyouoneofthe13percent

Why Are You Not Calling Your Clients? Guest writer Chris Hart from The Recruiter Index

Tue, 19 June 2018 09:42:16

Why Are You Not Calling Your Clients?

Don’t Rely On Email.

This should be an easy one, we all have clients and we all have emails. We definitely can’t do business without clients and in the modern age we probably couldn’t do business without emails. They are a necessity and they do make life a little easier, but do we rely on them too much? In my personal experience the answer to that is yes.

It’s becoming more and more common and worryingly acceptable for people to be using emails as their go to way of communicating with clients and only using the phone as a worst-case scenario.

In Case Of An Emergency Send An Email!

This happens all the time, we are all guilty of it, and in some circumstances it’s probably quicker to just send an email. I’ve seen too many examples where people are emailing their clients instead of calling when someone doesn’t turn up for an interview, or the client hasn’t called the candidate, there's an offer, the client sends a job with no detail or you have a ton of CV’s waiting for feedback. It’s like we are scared of our clients.

It’s quite natural to think that, especially when you first get into managing clients. We put our clients up on a pedestal because they pay our fees. But that doesn’t mean we should be scared of them. You are not being a nuisance if you call them.

God Forbid We Call Our Clients.

Our clients pay us a fee for a reason, they have asked us to provide a service that they either don’t have the time for or know how to do themselves. We are here for a reason and we are professionals. We shouldn’t be scared of our clients, they are not more important than us, nor are we them.

Some clients are great, some are not. Some clients we get on better with and they give us feedback asap. But we all have clients that we struggle with and that are slow with feedback. But instead of being proactive and try to rectify that we allow the situation to continue.

Our jobs rely on relationships, especially with our clients. And we can’t expect to make money with them if we are too scared to pick up the phone. Because that’s what it comes down to. It’s not laziness, it’s feeling like you are being a pain in the arse if you call them, so you come up with a bunch of reasons why emailing is the right thing to do. I’ve been there.

Do Not Apologise.

If you won’t pick up the phone then you are part of the problem, in fact you are making it worse. The classic example is when you are waiting for feedback, whether it be a CV or an interview and once a day or two or more have gone by, you start to think that you are pestering them if you keep calling, so you resort to an email, and worse still you apologise in the email for asking again.

Finding good CV’s and managing good candidates through a process isn’t always easy, especially if they have a ton of other things on the go, you’ve worked hard to find them, so why wouldn’t you pick up the phone? You are letting your hard work go to waste.

It’s Not You, It’s Me.

Like I said we all have good clients and bad clients, but if you find yourself moaning that your clients aren’t coming back to you, then you need to ask yourself ‘am I doing everything I can to improve this relationship?’ And if you are not prepared to feel uncomfortable occasionally and call them for the 5th time that day, then the problem will never be fixed. Fixing the relationship is our responsibility, not theirs. Things won’t change unless you do something different, and things won’t be different unless you make a change.

About the Author

You can check the website out here:

https://www.therecruiterindex.com/

And follow on LinkedIn here:

https://www.therecruiterindex.com/

How to Approach Your First Day on a New Job

Tue, 12 June 2018 09:52:10

Guest Blogger Daniel Ross talks about some of the issues faced (and tips for overcoming them) when turning up to the first day in a new job.

The first day on the job means you’re meeting people for the first time. First impressions are always important. This is your opportunity to make a mark, to give people something to remember. The usual things to worry about are choosing the best outfit, rehearsing a one-minute introduction, practicing your body language, etc.

Before you start panicking on how to go about your first day, here are a few tips that can help you out:

Prepare Your Mind, Body and Soul

This means being mentally, emotionally and physically ready for your first day. Coming prepared for anything will always have its advantages. It’s best to keep track of all three things because it will only take one slip up to hurt your chances of making a good impression on your first day at your dream job.

Be eager to learn new things

Mentally preparing yourself requires an open mind and the eagerness to learn new things. It doesn’t matter if you’re a fresh graduate or a long-time part of the workforce. You’re new to this company, so in order to have better insight, be a sponge; absorb everything.

You know what they say, “No one is ever too smart to stop learning.”

Being open-minded will also help you know where to start, how to impress, and how to not disappoint. Be an observer, see how people work; you’ll be surprised at how advantageous this can be.

Listen more, speak less

Your first day is where you make a first impression. Usually, the easiest way to make a good impression is by being friendly, getting to know your peers and even your boss. But it is also important to know where to draw the line between making an impression and being a show-off.

If you’ve been working in same field for some time, refrain from always talking about your last job. This will not leave a good impression on your peers. It is possible that you just want to share your own experiences and some stock knowledge, but no one likes know-it-alls; especially someone new.

To make it easy, always repeat this to yourself: listen more, speak less.

Avoid office gossip

Socializing is very important, but know where you stand. Once the conversation starts steering to more personal agendas, it’s best to stay quiet. What’s worse than being told about office gossip is asking for it. Never fish for gossip; as a newbie, you’re still trying to figure out each social group. You don’t want to start feuds on your first day or first week on the job, right? Engaging in gossip, most especially, engaging in it with the wrong people can lead to having unwanted rivals.

Socialize over lunch

Normally you get to have the same lunch breaks with some of your peers. A tip that is usually neglected, but is actually very important, is to never decline lunch invitations. If your peers invite you to eat lunch with them, say yes because, why not? It’s their subtle way of showing you that they like you and would like to get to know you better. Bonding with your co-workers outside of the office will build stronger relationships, something very advantageous for everyone. If you decline, it just might throw them off.

Be on time

Always be on time, if not 15-30 minutes early. If needed, extend your hours after shift. Show your bosses that you are here to stay. Whilst doing these, of course, make sure to avoid complaining. If you easily get tired or are feeling overworked or bored, don’t be too vocal about it.

On your first day, expect the unexpected. This isn’t like the first day of class where it’s almost only all about introductions and orientations. Normally, for the first few months, you’ll be under probation or observation. This is your opportunity to give your best, to work hard enough and to prove you are worth it. Making good impressions is not just about what you say to people; it’s also about how you walk the talk.

The Key to Survival is Adaptation

You won’t always be the new kid on the block, but while you are, it’s best to take advantage of it. Whenever there are new hires, current employees are always notified. Most of them, hopefully, are eager to help. Take advantage of this opportunity, always ask questions.

The task at hand can be objective, easily learned throughout the course of your stay with the company; the hardest things to learn are the unaddressed rules. The best way to adapt is not only about being good at your job, but also about knowing the ins and outs of the office. And who would be a better teacher for these things than your peers?

Learn the little things, such as how to label your food in the shared refrigerator so it won’t get stolen, or what’s the fastest way to get coffee. These are actually the most challenging to learn. But believe me when I say that once you do get the hang of them, it’ll feel like you’ve already been working there for years.

Be Yourself

Being prepared mentally, emotionally, and physically requires making adjustment to fit in, and impressing the people that you work with. But underneath all that, the best advice to get people to respect and take notice of you, is to just be yourself. Smile, don’t be judgmental, and always have a good attitude.

Hopefully, you will be working with these people for a long time, building bonds and sharing triumphs. With that said, being smart and charismatic is just as important as being kind and trustworthy.

Author Bio:

Daniel Ross is part of the marketing team at www.Roubler.com/au/ — a scheduling and payroll software platform founded in Australia. Their mission is to change the way the world manages its workforces.

What does the GDPR mean for recruitment in Dublin?

Fri, 18 May 2018 08:33:42

Every year, society becomes more and more reliant on data. This makes it vital to have appropriate regulations in place that protect all of the information that is now being collected and kept. That's why we now have Europe's General Data Protection Regulation (GDPR).

The GDPR will significantly change laws surrounding data protection, and it's critical for organisations and individuals to understand these adjustments. One area where the new rules are particularly important is recruitment, which relies heavily on the collection and proper use of candidate data.

Let's take a closer look at the GDPR and what recruitment agencies in Dublin need to know about it.

Data Protection GDPR from Data Protection Commissioner on Vimeo.

The General Data Protection Regulation (GDPR) explained

In essence, the GDPR is a set of rules that apply to any organisation which processes the data of EU residents. While there are several different elements to this change in the law - particularly when it comes to increasing the responsibilities of businesses - the most important factor is transparency.

Under the GDPR, organisations will need to provide full clarity in regards to how they use data, as well as the security measures they have in place to protect it. They will also have to prove full accountability and oversight for any and all data processing activities.

In addition to tightening the requirements for any organisation collecting data, the GDPR also increases the potential consequences of failing to operate responsibly, introducing fines of up to €20,000,000.

The GDPR increases the consequences of failing to operate responsibly - introducing fining capabilities of up to €20,000,000.

What does the GDPR mean for recruitment?

Due to the enormous volume of data collected during recruitment, it's vital for businesses in this field to implement best practices (including secure firewalls, internet gateways and regular malware scans) early, to avoid any potential mistakes once the GDPR takes effect. Many businesses will need to hire or train a specialised data protection officer to manage the transition, as well as ongoing tasks such as drawing up documents for candidates on how their information is collected and used.

Without a doubt though, the most important element of the GDPR for recruitment companies is understanding as much as possible about the data they collect. This includes where it comes from, the circumstances through which it's obtained, where it's stored, how it's used, and much more. Failing to gather all of this information will make it much more difficult to implement any changes that may be required under the GDPR.

For candidates, this is all great news. The GDPR means that you'll no longer need to worry when handing over your personal information as part of the recruitment process, and can rest easy knowing that your privacy is backed by new laws that reflect the changing way we use data today.

By Chris Pelow

What are the latest trends in DevOps for 2018?

Fri, 11 May 2018 13:20:13

More and more businesses are embracing the various practices and tools that make up DevOps, and it's easy to see why. The efficiency, speed and reliability of DevOps is essential for modern enterprises, driving performance and making it possible to keep up with the huge consumer demand for better software and technology solutions.

The challenge, however, is knowing which DevOps market trends will emerge and dominate 2018, and how businesses can stay ahead of the curve. After all, there's a well-known DevOps talent shortage in Australia, and understanding the key developments within the field can provide an invaluable edge when it comes to knowing how, and who, is the best IT professional to recruit.

So, what are the latest trends in DevOps?

Understanding the key developments within DevOps can provide an invaluable edge.

1. Integration with IoT

Increasingly, data is being transferred between everyday objects via the Internet of Things (IoT). For DevOps teams within companies that create IoT devices, this means utilising best practice to ensure the constant improvement of products.

A great example of this is Tesla's IoT connectivity in its vehicles. This allows DevOps teams to deliver software updates wirelessly, and remotely fix problems that would previously have required complex and expensive product recalls. While vehicles are an extreme example, the trend of utilising IoT data as part of the DevOps process is becoming not just more efficient, but essential, and will continue to grow in popularity throughout 2018 and beyond.

A post shared by Tesla-Family_UK (@teslafamily_uk) on
Feb 9, 2018 at 12:51pm PST

2. Constant monitoring will replace testing

Another core development in recent years that is set to dominate DevOps' in 2018 is the rise of constant monitoring. Given the current scale of IT assets, it simply isn't possible or cost-efficient to test all the possible scenarios that may emerge after a product's launch. In addition, testing is only able to identify problems specific to those tests, making it almost impossible to guarantee that every eventuality has been considered.

By contrast, constant monitoring identifies problems as they arise, providing DevOps teams with the real-time data they need to constantly improve their products.

3. The emergence of new tools

A final DevOps trend to be aware of is the emergence of new tools, and the value of the skills associated with making the best use of these. Many of these tools are becoming essential as a response to the increasing popularity of cloud networks within businesses.

Knowing the value of these tools and having staff who understand them is critical to success.

One example of a tool - and an associated skill set - that is becoming more and more important is cluster computing. In essence, this is two or more computers joined over a network, which creates a single computer with much more power. For DevOps, the benefits of this are substantial, giving faster processing times, increased data capacity and improved storage. However, small differences between the operating environments within a cluster can cause problems, which is why container tools such as Kubernetes are so valuable. Understanding the value of these tools and having staff who know how to use them is critical to success.

For businesses, it's not enough to have a finger on the pulse of DevOps developments. It's also vital to actively pursue the best employees in this space, and make sure you are able to attract them to your organisation. With more DevOps jobs in Australia than there are experienced professionals, innovative recruitment is crucial.

That's where the team here at The Recruitment Company can help. Get in touch with us today to find out more.

By Fabian Virgies

3 questions that poor recruitment leaves candidates asking

Fri, 11 May 2018 13:14:41

Looking for a new job can be a stressful and complicated process, which is why it's so important for recruiters to understand the most common complaints that candidates have with traditional, and even outdated, recruitment processes.

These can leave candidates asking all sorts of different questions that they really shouldn't be worrying about. In this article, we'll take a closer look at three questions, and how poor recruitment causes them.

1. 'How should I prepare for a job interview'

Preparation is key for any job interview, but one common problem that leaves a lot of candidates scratching their heads is a lack of understanding when it comes to 'how' they should prepare. The root of this problem is often low-quality job descriptions, which provide the bare minimum of information and fail to paint an accurate picture of what a specific job involves and how a candidate should present themselves.

Luckily, new tools make it possible to avoid this problem, with video recruitment technology especially useful for outlining everything from fun facts about a business to a detailed breakdown of the tasks associated with a particular position. This makes it possible for candidates to more thoroughly prepare for a job interview, thanks to a better understanding of the position's demands.

2. 'How should I follow up after a job interview'

Without a doubt the most commonly cited problem with traditional recruitment is poor communication. This is hugely frustrating at every stage of the process, but arguably is most annoying after an interview has taken place. By this stage, candidates know that they are being considered for a position, so long delays in informing them of the outcome are both unprofessional and potentially damaging to a business' reputation.

One of the culprits is automation, which can be very useful during recruitment, but often lacks the 'human touch' required to deal with candidates in the later stages and provide them with a personal experience.

Congratulations to the winner of our first monthly draw Luke who wins a $50 voucher. We're still gathering feedback so take 2 minutes to tell us what you really think about recruiters. Go on, you know you want to, we can handle the truth. https://t.co/KsRiKf0EVp pic.twitter.com/k1dm8Fg4TK
— TRC (@TRCWorld) 13 April 2018

3. 'How should I follow up on a job application'

Of course, some candidates may not make it to the interview process at all. While disappointing, this is part of the process and can't be avoided in situations where an applicant simply isn't suited to the role.

Even so, it's still vital to communicate effectively, and this is exactly where automation can be useful. The difference between receiving an email stating that you haven't been selected and simply hearing nothing for weeks on end is enormous, and eliminates the need for candidates to worry about whether or not they should send a follow-up email.

It's important to understand why candidates are asking these questions, and how problems with traditional recruitment are leading to them. Here at The Recruitment Company, we're trying to better understand what people hate (and love) about the process, in order to improve recruitment for everybody.

Got an opinion to share? You can take our Great Recruitment Industry Survey here, or get in touch directly if you'd like to chat.

By Geoff Millar

Why hybrid IT is the future of IT infrastructure

Fri, 11 May 2018 13:14:15

As new technologies continue to emerge on what seems like a weekly basis, it's more important than ever to be agile enough to cope with any new developments. This flexibility is particularly critical to the future of IT infrastructure services, with many businesses now electing to implement a 'hybrid' model.

In this article, we'll explore how a hybrid IT infrastructure allows businesses to enjoy all sorts of different benefits. We'll also be looking at the challenges associated with implementing a hybrid infrastructure, and the importance of having the right IT professionals to manage ongoing maintenance.

Hybrid IT infrastructure combines on-site and off-site platforms to give businesses the best of both worlds.

What is hybrid IT infrastructure?

In essence, hybrid IT infrastructure is exactly what is says on the tin. It's a hybrid operating environment that allows businesses to enjoy the best aspects of all its different components. Typically, this will be a mix of on-premises platforms (such as legacy hardware or colocated servers) and cloud-based platforms (either public or private).

The benefits of hybrid cloud architecture will depend on the specific blend of IT infrastructure used and the priorities of a particular business, but in general there are a few key reasons why enterprises have been making the switch.

The first of these is flexibility, particularly within organisations that are expanding. In situations where more operating capacity is unexpected required, extra resources can be easily pulled from the cloud to handle the workload without causing any destabilisation within the existing infrastructure.

Another vital benefit to hybrid IT is security. While the public cloud provides incredible levels of convenience, it often fails to provide the same level of security that private IT infrastructure can. A hybrid approach makes it possible to keep high-value assets secure in a certified facility while allowing less sensitive parts of an organisations architecture to remain in the cloud.

HBS alum and Microsoft CFO Amy Hood cites a strong interest in hybrid clouds, among other factors, as key to Azure's growth. Read the full Forbes article at : https://t.co/Jzc9kZsRrG.
— Harvard in Tech (@harvardintech) 26 March 2018

The challenges of hybrid cloud deployment

So, how can organisations optimise their IT infrastructure by deploying a hybrid model? Despite the benefits, the difficulties associated with making the switch are perhaps the biggest barrier to widespread adoption of hybrid IT.

The difficulties associated with switching to hybrid IT are perhaps the biggest barrier to widespread adoption.

Some of the challenges of hybrid cloud deployment that you'll need to consider include:

Customisation: No two hybrid operating environments are the same, with each one tailored specifically to the needs of a particular business. Integration with existing assets can take time, and data transfer from an existing IT infrastructure is often an expensive process.

Scalability: One of the benefits to hybrid IT is that it can grow alongside a business, but you'll still need to decide how much flexibility you need prior to deployment, in order to make sure you're not paying for a more extensive infrastructure than you require.

Compliance: Certain industries such as finance are subject to strict regulations on how they store sensitive data. Before deployment, you'll need to make sure your new hybrid architecture is fully compliant.

Maintenance: Once a hybrid IT environment is set up, it's the job of your in-house IT team to maintain it. If your current DevOps engineers aren't up to the job, or if your team doesn't include any, then you'll need to make sure to recruit these critical employees in order to make the most of your new IT infrastructure.

With the right employees, the switch to hybrid can be simple and stress-free. To find out more about securing them for your business, contact The Recruitment Company today.

By Fabian Virgies

Why open source is becoming the standard for software development

Fri, 11 May 2018 13:13:33

The world of software development is constantly changing. New tools and the skills required to use them to best effect are constantly emerging, necessitating a continual search for the best IT professionals in order for businesses to achieve success.

One standout example of this is the rise of open source software, particularly within large enterprises. Due to the fact that open source programs are publicly accessible, the ability to use these tools properly can make a huge difference in separating one organisation's IT capabilities from another, with the key factor being the skill and experience possessed by IT staff.

In this article, we'll look at why open source software development tools are becoming the standard, and how they benefit businesses of all shapes and sizes.

The simple fact that most open source software is free is a clear and obvious benefit to every organisation .

How open source benefits enterprises

The first reason why software developers love working with open source is that it drastically reduces the amount of code, eliminating the need to rewrite routines that have already been written. Of course, it's not just employees who benefit from the ease-of-use that open source provides.

For any business, cost is always a key consideration, and the simple fact that most open source software is free is a clear and obvious benefit to every organisation. In addition to no upfront costs, the price of support from open source vendors is typically less than with similar proprietary products. These savings make it possible to spend more on talented software developers and engineers, strengthening an organisation's IT team and making it possible to work faster.

Another key benefit to open source for software development is that it helps avoid vendor 'lock in.' This means your business' infrastructure isn't running on a platform that could suddenly raise its price. In addition, there's no cost associated with deciding to switch to a new set of tools if you decide an alternative platform better suits your business.

Finally, open source is incredibly versatile, making it possible to scale a project up as required. For proof, consider the fact that OpenStack - a set of tools for building and maintaining cloud platforms - is used by companies ranging from over 100,000 employees all the way down to smaller businesses with fewer than nine.

A brief history of #opensource code.#coding #programming #software #development #softwaredevelopment #python #java #javascript #ruby #rubyonrails #business #code #data #datascience #tech #technology #html #css #nodejs #iot #AI #jQuery #webdev #php pic.twitter.com/n3mJAoSpiM
— Anson McCade (@AnsonMcCade) 8 April 2018

Everybody's doing it

The open source revolution has been in full swing for a while now, and we've seen more and more types of open source software being made available from some of the major players in the industry.

In December 2015, Apple made its programming language Swift open source.

For an example of open source software that's recently been opened up to the public, look no further than the world's biggest company. In December 2015, Apple made its programming language Swift open source, stating via a press release that: "As an open source language, the broad community of talented developers - from app developers to educational institutions to enterprises - can contribute to new Swift features and optimizations and help bring Swift to new computing platforms."

Apple isn't known for giving away valuable products for free, and the company's commitment to open source shows just how important these tools have become within the world of software development.

A final note on open source is that it places the onus of success firmly on the shoulders of IT teams. When the playing field is levelled by everybody having access to the same tools, IT recruitment becomes more important than ever, in order for organisations to rest easy knowing they have skilled professionals managing their software development.

To find out more about securing the best developers, contact The Recruitment Company today.

By Lee Margerum

How to improve your company culture by using video

Fri, 11 May 2018 13:12:01

Here at The Recruitment Company, we're big fans of innovation, particularly when it comes to the benefits of video for businesses. There are so many different ways that creative use of new video technology can benefit organisations, and one of the most important is by improving company culture.

In this article, we'll take a closer look at how this works, focusing on how video can be used to both create a great company culture, and maintain it when recruiting.

These videos can also be used as a marketing tool to make sure that your company culture is projected externally.

Using video internally

Using video is a great way to improve workplace culture and define an organisation. This doesn't have to be a high-tech affair with graphics, explosions and pumping music. Instead, the best company culture videos use imagery and interviews to provide a simple illustration of what makes your businesses unique, and how employees contribute to the right atmosphere and approach.

Once you've created or invested in a company culture video, there are all sorts of different ways that it can be used. Perhaps most importantly is during the onboarding of new employees, to give them a quick overview of what your business is all about. That's just the tip of the iceberg however. These videos can also be used for promotion on your website, or attached to job listings, in order to make sure that your company culture isn't just internalised, but projected externally as well, as in the example from outdoor clothing company Patagonia below.

Using video in recruitment

Beyond creating videos as a form of advertising and consolidating your company culture, it's also possible to use the medium during recruitment. In fact, video can make a huge difference on both sides of the hiring process, with candidates and companies alike able to use it in order to get a better sense of each other.

For job applicants, this goes far beyond the impression created by a simple CV and cover letter, with products such as Sonru, Spark Hire and The Recruitment Company's own candidate dashboard all using video (along with other tools such as graphs) to create a far more complete picture of a candidate's skills, qualifications and personality.

On the other side of the equation, tools such as VideoMyJob and The Recruitment Company's Job Dashboard provide the same ability to businesses, allowing for job listings that present a role - and the organisation it sits within - in the very best light.

By Geoff Millar

What is the future of payment technology in Australia?

Tue, 08 May 2018 08:30:28

Rapid advancements in technology are affecting almost every element of our lives, with new products and services making everything from booking a function space to recruiting a new employee quicker and easier. One sector that exemplifies this new approach is banking, particularly with payments and transactions, which have previously been slow, unreliable and complex. Now, however, disruptive technology is shaking things up, and the future of payment technology is looking brighter than ever before.

Australia is a global leader when it comes to innovation in banking and payment services, and this year we've already seen a widespread commitment to change with the roll-out of the New Payments Platform (NPP)

Australia's New Payments Platform - what is it and what does it mean for banks and their customers? #realtimepayments https://t.co/PSKxlgA3By pic.twitter.com/rIIxbm4Ujj
— Banking.com (@bankingdotcom) 13 February 2018

Australia's New Payments Platform

In essence, the NPP is a new infrastructure that can be used by Australian banks and other financial organisations as the framework for all of their payments and transactions. We've already seen the introduction of Osko as part of the NPP, which offers payments speeds of less than a minute and operates 24/7.

The NPP is a new infrastructure that can be used by Australian banks and other financial organisations.

That means no more having to wait until Monday morning for a transfer from Friday night to clear, while the ability to address a payment with just a payee's phone number or email all but eliminates the need to remember a long string of account numbers.

Of course, that's just the tip of the iceberg. The NPP's base functionality is complemented by the ability for organisations to create a new product or service, known as an 'Overlay Service' that will use the NPP's infrastructure to deliver a specific experience to consumers or businesses. For example, one possible Overlay Service could be a used car purchasing system that also processes registration transfer, financial checks, stolen vehicle checks and write-off checks simultaneously, making the experience far simpler and easier for all involved.

Customer demand for innovation can be seen in the huge success of contactless card payments.

Payment trends in 2018

To understand why the NPP is so vital to Australia, it's crucial to know what payment trends that have shaped its development. The most important of these has been a growing demand for customer personalisation from banking customers, reflected by a huge uptake of several new products that we've seen introduced over the last few years, such as mobile wallets and contactless cards. This demand is best illustrated by some of the results from a recent study by the Commonwealth Bank of Australia, which found that:

More than 60 per cent of card transactions in 2015 were contactless.
Over 70 per cent of banking customers between 18 and 24 in the Asia Pacific region intend to use a mobile wallet.

It's important to keep in mind that the onus to provide payments options like these, or newer services such as the NPP and Osko, doesn't rest solely on the shoulders of banks. There are countless businesses out there that rely on customers having a simple, pleasant payment experience with them, with the obvious example being any company that sells a product or service online. We've all been in a situation where sending money was simply too complex, so we went elsewhere.

With the NPP, this doesn't have to happen. The ability to provide New Payment Platform Overlay Services means that it is now possible to create tailored payment experiences for consumers.

In order for businesses to stay ahead, it's critical to start thinking now about these changes to payments in Australia, and the experienced technical staff that will be required to ensure a smooth transition.

To find out more about recruiting the very best in IT and technology from across Australia, get in touch with The Recruitment Company today.

By Geoff Millar

3 reasons to invest in UX design in 2018

Fri, 13 April 2018 12:47:43

If there's a single thing that almost every business has in common, it's a desire to improve the customer experience. In today's increasingly advanced technological landscape, one of the critical factors that can make or break this objective is the user experience (UX).

UX could refer to a website, an application or a piece of software, but if the product's users struggle to get what they want and need, then the business will suffer as a result. On the other hand, businesses with great user experiences enjoy the high ROI of UX investment. For these reasons, UX has become increasingly important to organisations over recent years, and talented UX designers have found themselves in short supply, leading to a recruitment arms race between companies looking to hire the best technology staff.

It's a race worth running however, especially when you consider some of the benefits of investing in UX design, particularly from a financial perspective.

The Recruitment Company's @trcleem talks about the challenges in hiring great software developers in 2018. https://t.co/qI0BkOoYMG
— TRC (@TRCWorld) 30 January 2018

1. Reduce development costs

The first benefit that underlines the importance of UX in 2018 is that investing in this area of a business can significantly cut down development costs. This might sound slightly counterproductive - after all, UX design is a form of development in itself - but the reasoning is that the various stages of proper UX design can save time and money elsewhere.

A great example of this is prototyping, an integral element of great UX design. The use of prototypes can have a huge impact on overall development costs in all sorts of different ways. Two of the most significant are better estimations of the time and energy required for implementation, as well as a radically reduced potential for 'feature creep,' where the lack of a prototype as a framework leads to the addition of new features and spiralling costs.

The various stages of proper UX design can save time and money elsewhere.

2. Increase sales

This is a simpler one. The more money a business invests in UX design and a better customer experience, the higher that business' sales are likely to be.

A recent study conducted by venture capital firm NEA on the link between user experience and sales found that in a group of over 400 companies, those which invested the most in UX design and considered it a core element of their business experienced sales increases of an enormous 75 per cent. The reasons behind this are many and varied, but it's not hard to see how products that are easy to use, aesthetically attractive and streamlined make it much easier for potential customers to convert to paying customers.

3. Lower ongoing business costs

Finally, the benefits of investing in UX design can also be felt far beyond development and point of sale. A better user experience can also reduce a lot of the ongoing business costs that are associated with less UX-focused products, such as the need for support services in the event of customers being unable to get a product to work for them. This is in addition to a markedly reduced need to spend money on reworking or repairing a product post-launch.

Because these benefits come so far after the initial spend on UX design, they are often referred to as 'hidden ROI,' but the best IT and technology companies recognise these benefits early and invest accordingly.

The Recruitment Company's Jennifer Roberts talks about three recruitment innovations to look out for in 2018 https://t.co/3IA58Bk2KD - If you're looking for recruitment innovations then check out our award winning (and free) products here https://t.co/TUZBtPrqEd
— TRC (@TRCWorld) 30 January 2018

Of course, reaping the benefits of great UX design requires access to the very best designers. That's where the team here at The Recruitment Company comes in, using our innovative Dashboards suite to connect employers and employees within the world of IT and technology.

To find out more, get in touch with me today.

By Sam Garven

Why innovative recruitment is necessary for your business

Fri, 13 April 2018 12:43:43

Innovation is one of the biggest buzzwords in recruitment, but there's far more to it than simply gaining an edge over the competition with a fresh approach. Instead, in our rapidly changing world, innovative recruitment strategies in Australia have become a necessity - simply for businesses to keep up!

However, with new technologies emerging what seems like every week, there has never been a better time for businesses to up their game and work with innovative recruitment companies to secure the best talent. After all, it's not just our industry that's changing. Yours almost certainly is as well, and you'll need the right team behind you to tackle the challenges that undoubtedly lie ahead.

Innovation makes critical processes simpler and more effective.

Why innovative recruitment is important

Perhaps you're asking yourself 'is innovative recruitment necessary for my business?' If you want to secure the best talent - or any talent at all in hyper-competitive industries like the tech sector - then yes.

Innovation isn't about change for the sake of it. It's about rising to the demands of the modern world, and making critical processes simpler and more effective. In recruitment, that means finding better employees, and finding them faster.

Innovative recruitment technology trends: 2017

Of course, this is easier said than done, which is why so many businesses that rely on highly skilled staff are struggling to find the right candidates. This may be due to a skills shortage, or it could be symptomatic of a bigger problem, such as a reputation that your business has developed for poor candidate experiences during the recruitment process. These are the areas that innovative recruitment strategies have been targeting in 2017.

For example, the use of video makes it possible to more easily interview a large group of candidates - as they won't have to physically travel - allowing your business to scour a much larger talent pool in the event of a skills shortage. Meanwhile, moving away from automation to more sophisticated recruitment platforms eliminates the potential for candidates to slip through the cracks and have poor experiences that will come back to impact your brand.

The talented team at @TRCWorld have taken out the Most Innovative Agency of the Year award #SEEKSARA pic.twitter.com/Xc3XC5Ec1H
— SEEK (@seekjobs) November 16, 2017

The most innovative recruitment agency in Australia

As you might have guessed, we're pretty big on innovation here at The Recruitment Company. In fact, we're very proud to have recently been named the Most Innovative Agency of The Year, at the Seek Annual Recruitment Awards! This is a big reward for all the hard work we've put in over the last few years, developing our unique Dashboards suite and doing our part to bring recruitment forward for our clients.

To find out more about how we innovate, and how we can help your organisation, get in touch today.

By Geoff Millar

5 examples of how Dublin's tech scene is still growing

Tue, 27 March 2018 07:49:26

In a series of recent articles here on The Recruitment Company's blog, we've taken a look at the booming Dublin tech scene, and what makes it so attractive to talented IT workers and industry-leading organisations alike. There are no signs of Ireland's IT industry slowing down, and in this article, we'll take a closer look at five factors that could contribute to even more growth.

The expansion of data centres is a great indicator of continued and future growth.

1. Growth of data centres

As the Dublin tech scene continues expanding, software companies hiring in Ireland will need to improve their capacity for various projects. One part of this is securing the right IT and technology employees, but just as important is increased data storage and handling. This is where data centres come in, taking the burden off in-house IT infrastructure and allowing businesses to outsource storage and running costs.

Considering the value of data centres to expanding IT organisations, it's a great indicator of continued and future growth to see how many have been springing up throughout Ireland. Notably, late 2017 saw approval granted for Apple's new 850 million (AU$ 1.3 billion) data centre, which will be based in County Galway.

2. More organisations moving in

We've already looked at some of the international organisations with a presence in Ireland, as well as what attracts tech and IT companies to Dublin. However, this trend of big businesses moving in has continued, and goes even further than industry giants such as Facebook and Google.

Today, we're seeing everything from large corporations to well-funded startups moving to Ireland, with some of the most notable new arrivals from the last few months including finance giants Barclays and Goldman Sachs.

Barclays is making investments in Dublin to be prepared for Brexit, CEO Jes Staley says https://t.co/v8QLECUiNt pic.twitter.com/bATqDt9juy
— Bloomberg Brexit (@Brexit) 28 January 2018

3. Brexit

A big part of the reason why so many large businesses are relocating to Dublin is in order to retain access to the European Single Market after Brexit. Of course, the exact terms of the eventual deal between the United Kingdom and EU are still far from certain, but for many businesses, relocating or investing in Dublin provides an opportunity to retain a foot in Europe.

In a June 2017 interview with The Irish Times, Kieran Donoghue of Ireland's Industrial Development Authority (IDA) explained that more than 80 inquiries had already been fielded from various organisations looking to move in, and this is likely to continue throughout 2018 and beyond.

4. A young, educated population

In addition to the business and political factors influencing Dublin's continued tech boom, it's also important to consider the local population, and how that will shape the city's future.

According to information from the IDA, Ireland has the youngest workforce in Europe, with one third of the population under the age of 25. This young population is also very well educated, providing a resource for organisations that move to the country to tap into and benefit from.

5. Strong appeal to overseas talent

Of course, it's not just Irish talent that fills the offices of Dublin's Silicon Docks. The high concentration of world-leading tech companies has transformed the city into one of the most desirable working environments in the world. A big part of this is the strong wages on offer, as companies based in Ireland are able to offer top rates in a competitive market. With Ireland's economy the fastest-growing in Europe, this is set to continue, ensuring Dublin's place as a global hub for years to come.

For more information on living in Ireland and working in Dublin's tech industry, get in touch with The Recruitment Company today.

By Chris Pelow

Why you or your business should consider video recruitment

Fri, 02 March 2018 10:28:52

As we look forward to 2018, it's important to take stock of where recruitment in Australia has progressed over the last year, and where there's still room for improvement. One of the most significant shifts we've seen is the embracing of new technologies, with more and more businesses looking for innovative solutions to find better fits for their vacancies. The same concept holds true for candidates, who can also take advantage of cutting-edge platforms to make their applications stand out from the pack.

Near the top of the list when it comes to recruitment innovation is video, which can be used in all sorts of different ways to improve processes and achieve better results. Here's why you or your business should be considering it in 2018.

One common use of video technology is during initial interviews.

Why video recruitment?

One of the most common uses of video technology is during initial interviews. The benefits of this are plain to see, regardless of whether you're using Skype or a more specialised platform like Montage, Jobvite or InterviewStream.

From being able to get through more candidates in a shorter space of time to saving money on travel costs, the practical aspects of video interviewing can make the hiring process faster and more efficient. In addition, using video allows recruiters to access a deeper pool of talent, rather than being limited to those who are close enough to come in for a face-to-face chat. In a working environment where an increasing number of industries are suffering from skills shortages, this ability to access the best candidates, wherever they are, is invaluable.

Video interviews are just one way that the technology is changing the face of recruitment.

Video for candidates

Of course, video has many other uses during the recruitment process, and some of them are just as helpful for candidates as they are for employers. One trend that has been growing from strength to strength in recent years is a video resume, which provides a far more specific, realistic and in-depth description of your skills and experience than a traditional CV. Perhaps most importantly, a video resume also gives a potential employer a sense of your personality, which can be the difference between receiving an interview in the first place and being passed over for somebody with more experience.

Video resumes are also beneficial when reviewing candidates. Having the ability to pause, rewind and rewatch a recorded clip makes it far easier to make an informed first impression, and ensure the best people make it through to the next round of interviews.

There's a product that can make the recruitment process easier for you in The Recruitment Company's Dashboard Suite.

The Dashboard Suite

Whether you're an employer or a candidate, there's a product that can make the recruitment process easier for you in The Recruitment Company's Dashboard Suite. The Suite combines innovative technology with skill assessment, matching, testing, and of course, our own specialist recruitment expertise. The result is a platform that really is a game changer for the industry, and has recently seen us awarded the prestigious title of Most Innovative Agency of the Year at the Seek Annual Recruitment Awards.

There are three different components of the Dashboard Suite, focusing on candidates, jobs and talent. This makes it simple to quickly access the information you need, and make a quick, informed decision about where to apply for a job or who to invite for an interview.

We believe products like the Dashboard Suite are the future of recruitment in Australia and abroad. If you'd like to find out more, get in touch with us today.

By Geoff Millar

The Great Recruitment Industry Survey

Tue, 20 February 2018 19:50:15

Love recruiters? Hate recruiters? Indifferent to recruiters but like chipping in your two cents worth on any subject on the internet? Whichever it is we want your opinion. We want to know what you feel about the recruitment industry as a whole.

We're embarking on a mission to make ourselves better but we need to know what it is about our industry that people most dislike. So flex your fingers and put on your keyboard warrior hat, this is the chance you've been looking for. We're asking you to rant and rave, curse and swear, vent your spleen and tell us all those things that recruiters do that you want to change.

Once we've got an idea what it is that people don't enjoy about our industry then we can focus on our purpose for being, making people enjoy the recruitment experience again.

Go on give us your worst, we can take it.

Take the survey here:

To get you in the mood heres a little music video.

I look forward to hearing your thoughts

Geoff Millar

CEO

The Recruitment Company

3 recruitment innovations to embrace in 2018

Wed, 31 January 2018 08:58:21

There's no doubting the competitiveness of the Australian recruitment industry, particularly in fields like construction, IT and finance where there's a shortage of skilled workers available to take on new roles. This can make it difficult for businesses to secure top talent, unless they have the right support to cut through the competition and stand out as providers of the very best opportunities.

Innovative recruitment technology and techniques allow recruiters to help businesses position their vacancies at the top of the pile. In this article, we'll explore three of the most important new tools and approaches to embrace in 2018.

There are all sorts of different ways that video can be used during the recruitment process.

1. Video recruitment

While video recruitment technologies have been around for a few years at this stage, we are now getting to a point where they are less of a luxury and more of a necessity. There are all sorts of different ways video can be used during the recruitment process, but some of the most common are to conduct interviews remotely, or to improve candidate resumes - as in The Recruitment Company's Candidate Dashboard.

Regardless of how your business chooses to use video, the benefits can be significant. From saving money on travel costs to viewing a much broader range of candidates than would otherwise be possible, introducing video into the recruitment process makes it possible to find the best candidates, and quickly get a sense for whether or not they will be a good fit for your business.

2. Candidate management

One area that we expect to see a renewed focus on in 2018 is the application experience, with too many candidates finding the recruitment process impersonal and disappointing. This isn't just a problem for candidates, it can have a severe effect on a business' reputation, ultimately making it harder to secure talented staff.

Part of the problem here is technology itself, with many businesses utilising automation to make the hiring process more efficient. Automated responses can indeed save time, but the candidate experience almost always suffers in one way or another. As impressive as new technologies may be, there's still no replacement for the human touch, especially when dealing with candidates who have been unsuccessful.

A better option is to work closely with a dedicated recruitment agency that specialises in your particular field and can dedicate themselves to your needs, as well as those of potential candidates. Experienced recruiters know the value of communication, good personal relationships and the candidate experience, and can apply those traits when filling a vacancy.

The Recruitment Company's @trcgeoffm talks about video job descriptions https://t.co/9ESiy7p65E
— TRC (@TRCWorld) August 22, 2017

The Job Dashboard helps your vacancy leap off the screen and grab the attention of the very best candidates.

3. Job presentation

Finally, there's the way you present your job opportunities. In days gone by, a few simple paragraphs may have been enough to get the job done, but times have changed. Today, it's more important than ever to stand out from the pack, particularly if you're hoping to attract talented candidates in an industry with a shortage of skilled workers.

That's why we at The Recruitment Company came up with the Job Dashboard, a platform that presents you, your business and your vacancy in a fresh, unique way. Using graphs, video and clear descriptions of the key requirements, the Job Dashboard helps your vacancy leap off the screen and grab the attention of the very best candidates.

To find out more about our Job Dashboard, or for a chat about how you can up your recruitment game in 2018, get in touch with The Recruitment Company team today.

By Jen Roberts

How to recruit and hire great software engineers in Australia

Wed, 31 January 2018 08:46:33

IT and technology (IT&T) are some of Australia's most innovative industries, but with rapid advancement comes significant challenges that need to be overcome for businesses to succeed. One of the most complex and fast-moving sectors within the realm of IT&T is software development. Fortunately Australian software development companies have access to a range of business strategies and innovative recruitment experts who can provide assistance, ensuring the countless challenges of the industry aren't just met, but surpassed.

Two of the biggest factors in software development are rapid growth and globalisation.

The biggest challenges in software development

There are all sorts of different factors that affect the software development industry, but two of the biggest are rapid growth (particularly in the mobile sector) and globalisation. The former has resulted in intense demand for software development projects to be completed faster, while the second has meant that there are now more businesses than ever offering the same services and competing for the same resources.

While these two trends have been clear for some time, most experts agree that the situation is only going to become more difficult for businesses that require software development - regardless of whether they are IT companies providing that service to other companies or other businesses simply bringing in an internal team to deal with their own online platforms.

To meet the demand for more software development, the Department of Employment projects that nearly 15,000 new roles will need to have been created and filled within Australia's IT&T industry between 2014 and 2019, covering everything from software engineers and testers to specialised project managers. This is where arguably the biggest challenge faced by the Australian, and indeed the global industry comes into play - how to recruit IT professionals.

Keeping tabs on Agile development trends https://t.co/oTRiYSlsA7
— TRC (@TRCWorld) 2 June 2017

How to recruit and hire great software engineers

While demand for software development is increasing ever year, there hasn't been an equal uptick in the number of skilled and experienced employees who can pick up the work. Part of the problem is a lack of talented software developers, with too many university graduates being unprepared for the realities of the industry. We have seen some new measures introduced to combat this problem, including the Turnbull government's 'innovation statement' that allocated AU$1 billion to an improved IT&T education and research framework.

The impacts of new strategies such as teaching computer coding in primary schools won't be felt for several years.

However, the impacts of new strategies such as teaching computer coding in primary schools won't be felt for several years, leaving Australian businesses in need of software development in something of a pickle. Fortunately, there are talented employees out there, and the question is simply how to find and recruit them, amidst intense competition both locally and abroad.

This is where specialist recruitment companies with a bespoke focus on IT&T, such as The Recruitment Company, can make a difference. Our experience within the industry means that we have the network and skills required to find, interview and place in-demand professionals within Australian businesses.

Of course, an industry as innovative as software development also demands an approach to recruitment that leverages technology, something our team knows only too well. That's why we've developed our award-winning Dashboards suite, which uses video to provide candidates and businesses with the very best overview of each job opportunity or potential hire. As well as this, each Dashboard uses skills assessment, matching and testing to make sure that every potential candidate is a good fit, eliminating the need for businesses to interview countless staff who aren't suitable, and instead focus on the ones who are.

To find out more about hiring software developers in Australia, get in touch with our team today.

By Lee Margerum

How to promote diversity in your construction workforce

Wed, 15 November 2017 12:30:21

Do you know what it takes to assemble an effective, well-rounded team of workers that will help achieve the goals of your construction business? While most employers recognise the need for the right skills and qualifications, there is one ingredient that can easily slip under the radar - diversity. Organisations that embrace a range of genders, ages, ethnicities and abilities can secure a number of advantages, including driving innovation, access to higher quality construction recruitment, keeping abreast with industry shifts and adding value to the company

If you've realised it's time to improve the equality and inclusiveness of your construction business, here are three ways you can achieve this and reap the benefits.

Just 8 per cent of people from minority ethnicities occupy senior level roles in construction.

1. Bust down the barriers

The best way for employers to start is by tackling the challenges that prevent diversity in an organisation. For instance, a study from the College of Estate Management on the representation of black and minority ethnic people in construction found that the three biggest barriers to diversity are the glass ceiling, stereotyping and the leaky talent pipeline.

According to the survey, only 8 per cent of people from minority ethnicities occupy senior level roles in construction organisations, and the concentration of these individuals gradually decreases up the hierarchy. In addition, minority groups are often held back by negative stereotypes, with just 38 per cent of survey respondents saying their organisation had systems to address such stereotyping.

By providing robust guidelines and processes to support minorities, construction business can ensure everyone has equal opportunity for professional growth and development.

Diversity can deliver a number of benefits for construction businesses.

2. Keep the lines open

Secondly, it's important for employers to maintain constant and open communication with their workers, and strive to cultivate positive relationships across the workforce. A lack of good communication is a recipe for negative typecasting, ignorance and misunderstanding between workers. A report from the Equality and Human Rights Commission highlights the need for leaders to drive an awareness of equality and diversity best practices, aiming to create a two-way conversation between workers and employers that looks at issues of diversity and finds viable ways to tackle them.

It's important to ensure recruitment practices are geared towards inclusiveness.

3. Give recruitment practices a reboot

Lastly, it's essential that employers carefully review the existing hiring practices within their company to ensure they promote diversity. This could mean offering flexible work options to provide opportunities to staff with other commitments, such as parents. It's also important to look at the hiring process itself, as steps like requiring a drivers license for ID could be a barrier to individuals with disabilities.

If you would like to make diversity a priority, work with a recruitment agency that understand inclusiveness and can provide the best strategies for equality in your organisation. Get in touch with The Recruitment Company today.

By Jen Roberts

Project managers: Full time or contractors?

Thu, 19 October 2017 13:00:57

There are many factors that can influence the success of a project, including resources, deadlines, and unforeseen issues. However, arguably the most important factor is the person running it - a good project manager can help deal with the challenges that inevitably come to pass, providing the best chance for the project to meet its key goals, deadline and budget. But with the option to hire a project manager on either a full time or a contract basis, which one is right for the needs of your business?

Here are three aspects to consider that will help you make the best project services recruitment decision:

The most suitable type of project manager will depend on the needs of your business and the project in question.

1. Length of commitment

The first thing to think about is how long you'll need the project manager for, and how much flexibility you require. If it's a one-off, short term project, it may be in your best interests to employ a contractor, as this means you'll have them while they are needed and their contract will end once the project is completed. However if it is a long term situation or your business regularly takes on projects of a similar nature, it could be better to hire someone full time who can become familiar with the ins and outs of your organisation and is available whenever they are required.

2. Cost savings

Cost is another key factor when deciding on the kind of project manager to hire, with a recent study from Accenture finding that almost 40 per cent of employers cite cost savings as the biggest advantage of employing contract workers. Due to the uncertainty of contract work, many of these professionals charge higher rates than traditional employees but for an inherently shorter period of time. Meanwhile, full time project managers are likely to end up costing more in the long run, so it's important to weight up costs with your business' needs to identify which will be most economic overall.

Next, consider what type of skills your project manager will need to be successful. If the project in question demands highly a specialised or technical skill set, it may be best to contract a professional with these expertise. Contractors often have greater levels of experience within narrow or unusual fields, and will also have worked in a range of different environments. On the other hand, more transferrable and well-rounded competencies can be easily found around professionals looking for full time roles. Project managers with a broader range of abilities will be well-suited to permanent employment, as they will adapt well to a variety of different projects.3. Skill requirements

Either way, working with a specialised recruitment agency will give you the best chance to find project management professionals with the expertise you need.

A recruiter can help you source a contact or full time project manager with the skills to meet your needs.

4. Technology resources

The final factor to consider is how forward-thinking and digitally adapted your organisation is. In many cases, having all your data centralised on the cloud can make it much easier for contracted project managers to access the information they need for one-off projects, and technology also allows them to communicate with your full time staff more effectively if they are working remotely. In addition, contracting a project manager can help to promote innovation in your business, as it will be exposed to new technologies and IT knowledge. Regardless of whether you employ a project manager full time or on a contract, having sufficient IT resources will be a big advantage for your project in general.

Whichever type of project manager is right for you, the consultants at The Recruitment Company can help you source quality candidates who have the skills and experience to ensure your project achieves a great outcome. To learn more about our specialist recruitment services in Sydney, get in touch with our team today.

By Geoff Millar

Adventures in employer branding: Part 3 Unweaving the rainbow

Wed, 27 September 2017 15:09:00

Like a rainbow is made from light refracting through millions of fleeting droplets, so a company’s culture is made by shining light through millions of fleeting actions, utterances, decisions and stories. These millions of tiny elements, individually inconsequential, together form something that is visible, tangible and overarching.

For employer branding within an organization trying to change its values this brings about some unique challenges. As we discussed in part 1 of this series an employer brand must genuinely reflect the true culture of the organization and in part 2 we talked about how the values presented in the employer brand will dictate the values of the people you hire. So what does an employer brand need to do to hire people to fit its aspirational culture?

Given that culture is made up of millions of tiny, fleeting elements, change isn’t a singular event. Change occurs through changing the actions, utterances, decisions and stories within and around the organization, one at a time. Recruitment of people who hold the aspirational values the organisation strives for is a key element in doing this.

In this third chapter we look at how you can hire people with the values you WANT to have even if you don’t have them YET.

Aspirational values are great but they can cause problems. Hiring someone who values innovation if the rest of your team value safety can cause friction and is unlikely to change anything. You’ll just end up with a worse culture than you started with. The key to overcoming this is communication.

Framing a cultural change as a journey rather than as a binary switch over from one state to another (“We are becoming an organization that values innovation” vs “we are now an innovative organization!”) will start to change things.

And communicating this process of change as a journey will allow you to hire for your aspirational values. Addressing issues of the past, acknowledging shortfalls of the present and playing to the challenges of the change will attract the right sort of people: the sort of people who will relish the process of change.

If this is backed up by a genuine state of change within the organization - the destination AND the journey has been sold internally, training and change management programs have been provided, systems have been amended to reward and encourage the correct behaviours, correct behaviours have been well defined, senior management live the new values inwardly, outwardly and unwaveringly – then the issues discussed in part 1 are solved. The employer brand does genuinely match the culture. If the recruitment process is also brought into alignment then the organization will start to hire (and keep) people with the aspirational values.

Conveying this story via your employer brand, the story you tell about yourself in the recruitment process, the story your recruitment partners bring to the market, is a powerful tool in driving the process of change. Being transparent and honest through the process will buy you brownie points from new employees, gaining some leniency if things aren’t exactly as promised. This is particularly true if the story is consistent throughout the hiring and induction processes.

Change is slow to start but once it begins it can take on a life of its own. Hiring people with the organisations aspirational values, communicating effectively about the journey being undertaken, and aligning the organization around a compelling roadmap will start to change things.

Different decisions will start to be made, new utterances will start to happen, new stories will begin to be told and new actions will be taken. And then these few will generate many and eventually the millions of elements that make up the organisation’s overarching, visible, tangible culture will evolve. And with them the whole rainbow.

Follow us on Linkedin to get the rest of this series or click ‘subscribe’ on this page. Go on, you know you want to, it’ll be worth it honest.

And why not check out parts 1 and 2 in the series here and here.

Exploring the link between diverse leadership and disability inclusion

Thu, 21 September 2017 14:24:01

Successful companies rely on the input and experiences of the widest possible range of people. It's why diversity is such a driving force for modern businesses - not only is being as inclusive as possible the right thing to do, it's better for the business. The more people contributing to a business, the better they communicate with their clients and customers.

Is digital fluency the key to bridging the gender gap? https://t.co/Dj8BFsOYFd
— TRC (@TRCWorld) May 16, 2017

However, for leaders to realise this potential, they need to take steps for disability inclusion at work - a concern that often doesn't get as much attention as other diversity issues. So, here's how you can make a difference for people from all walks of life in your organisation.

Why should you focus on disability inclusion?

A workplace that's designed around disability inclusion benefits everyone, not just those who need extra assistance to ensure their comfort. In a Deloitte article built from a University of New Hampshire study on the US pharmacy chain Walgreens, it became clear just how much of a difference inclusive practices can make.

A pharmacy in the US successfully built an inclusion strategy.

The fact that 40 per cent of Walgreens' staff have a disability of some kind is testament to how effective its disability inclusion strategy is. The organisation noticed a number of other positive changes in the wake of implementing new policies. These included:

Increased loyalty from both customers and employees.
Distribution centre turnover reduced to 15 per cent at one site, down from the company-wide average of 55 per cent.
A rise in discretionary effort, with many employees turning up to working up to 20 minutes earlier.
Reduced absenteeism.

The results are clear, but what do leaders have to do to ensure their organisations are environments where anyone can feel like they're a valuable part of the team?

How to embrace leading practices on disability inclusion

There are a number of ways to make an organisation more inclusive, but one of the most essential aspects is the employee culture. For disability inclusion programmes to be successful, every employee has to be supportive and work to create a positive environment.

However, organisations also need to give their managers and people the tools to support coworkers with disabilities. Training sessions should promote awareness and acceptance, and give employees the abilities needed to support each other with confidence. According to Deloitte, one of the biggest hurdles to get over is "the fear of 'what if?'" that often leads people to second guess themselves.

By Sarah Banek

Adventures in employer branding: Part 2. SHOW, don’t TELL

Wed, 13 September 2017 08:55:40

Project management is a rapidly changing industry, and as anyone within the profession will know, it's important to stay on your toes and keep abreast of the constant shifts. A keen eye for the latest trends will help you to keep your skills current and significantly improve your chances of success in project services recruitment. With half of 2017 already behind us, what are some the most important trends in project management that will define the latter part of the year? Here are three developments you should be prepared for:

Emotional intelligence is strongly linked with the overall performance of a project manager.

1. Soft skills are becoming more important

While technical skills have long been fundamental to project management success, the shifting demands of today's business landscape mean that soft skills are becoming increasingly valuable. They are highly adaptable and can be transferred across a range of projects, as well as being more difficult to teach than technical skills. As a result, many employers are looking for qualities such as emotional intelligence in their candidates, seeking out project management professionals that are not only good at managing processes, but people.

According to the State of the Heart 2016 study from Six Seconds, there is a strong link between emotional intelligence and performance, with the quality able to predict 55 per cent of variations in key success factors. Six Seconds CEO John Freedman says that emotional intelligence is a vital skill for top leaders, and thus it can go a long way to differentiating project management candidates from the rest of the talent pool.

"In the study we found people with higher-than-average emotional intelligence are dramatically more likely to be high performers - it means that essentially, emotional intelligence is a requirement," he said.

Technology gives project managers increased flexibility and helps to minimise mundane tasks.

2. Technology is driving change in the way project managers work

Another factor we can expect to continue shaping project management this year is technological innovation. New developments in areas such as digital tools and automation are transforming the nature of project management and making the recruitment of professionals with IT skills a central focus for many employers. Not only does technology help to minimise mundane or repetitive tasks, but it also allows many project managers the option to work flexibly or remotely as required. It also means that businesses have to be more adaptable and responsive when delivering projects, and work to stay ahead of the curve.

"We are implementing features and products and using technology that was not invented 18 months ago," said the Telstra Corporation's Capital Planning & Delivery Executive Bronwyn Clere, to the Project Management Institute (PMI).

"We know that what we set out to do at the beginning of that time period is not what we will finish out doing. So we are focusing on very rapid delivery cycles, asking ourselves: How do we mobilise a project very quickly? How do we use the right delivery techniques to work through it quickly? How do we get product into market or to customers or into the business, and implement that, rather than doing some big-bang transformation?"

Half of all companies credit increased agility to the expertise of their project managers.

3. Agility is rapidly increasing

Finally, businesses are increasingly prioritising agility in their approaches to projects, with the 2017 Pulse of the Profession report from PMI finding that organisations have seen a notable increase in agility over the past five years due to changing consumer demands and the pressure to be innovative.

"The world is changing very quickly around us, so much so that we cannot afford anymore to have projects taking two to five years to deliver, because, during this time, the initial requirements have changed," said Senior Partner of Progress Direction at Michelin, Phillipe Husser.

Around half of survey respondents said that this improvement was largely due to the expertise of their project managers, demonstrating how important it is to sources quality professionals through a specialist recruitment agency for such roles. Whether you're looking for a new opportunity or to expand your team, contact The Recruitment Company to find out more about our services within the project management sector.

By Geoff Millar

Video interviewing: The benefits of meeting candidates face-to-screen

Fri, 08 September 2017 12:34:36

You've heard it time and time again - technology is ruining our social skills, stopping us from building real life relationships and transforming us into nothing more than screen-poking Neanderthals. Yet despite the ever-present paranoia surrounding tools such as social media and video calling, we beg to differ. In fact, video interviewing can have a number of major perks for candidate screening.

Here are four of the main benefits of including video screening in your recruitment process.

Video screening can help improve your employer branding by providing a better candidate experience.

1. Boosts your employer branding

Firstly, utilising video screening can be a positive step towards improving your employer brand in the eyes of candidates. It helps to differentiate you from other employers, showing that you are tech-savvv and in touch with the latest innovations. Many candidates are drawn to forward-thinking organisations, so embracing this innovative step can attract more skilled workers and help give candidates a positive experience during the recruitment process.

2. Allows you to get more from screening

Another benefit of video screening is that it lets you extract every drop of information about your potential employee. Where typical screening methods can be interrupted by distractions or a bad phone connection, when you have a recorded video you are able to catch every word a well as rewind and rewatch content as required. It also means you can conduct screening at a more convenient time for you, making this stage in the recruiting process more efficient overall.

3. Gives access to a greater pool of candidates

Not only is video screening more convenient for employers, it's also easier for the candidates as well, This is beneficial because it lowers the chances of you missing out on a quality candidate because they were unable to make the appointment. As Business Insider points out, people won't have to arrange time off work or travel a long way to take part in the initial screening. With a much larger selection of applicants at your disposal, you'll be in a better position to identify the perfect professional for your business.

Video screening is more convenient and enables you to reach ore candidates.

4. Provides a sneak peak into candidates' fit for the role

Lastly, video screening is a great tool for getting an idea of a candidate's suitability for a particular job, as well as their cultural fit for the company. Video enables you to form a much better idea of the candidate's personality and mannerisms than traditional paper or phone screening techniques, giving the advantage of enabling you to read their facial expressions and body language.

If you'd like to work with a Sydney recruitment agency that has its finger on the pulse of the latest video interviewing and hiring techniques, get in touch with our team today.

By Geoff Millar

Adventures in employer branding: Part 1. The costly mistake of overselling

Wed, 06 September 2017 15:28:16

The thing with employer branding is that the more effective it becomes, often the less effective it becomes.

“Huh!?” You exclaim.

Well let me explain. Employer branding is all about making your internal culture external. There are many new channels open to employer branding and many of these channels were once the exclusive domain of marketing; Instagram, facebook, linkedin, infographics, fancy web pages, content marketing. All of these are effective tools for getting your message out there. And many of these are run, if not by Marketing per se, then at least by someone with a marketing background or training.

So here’s the problem: marketing is about selling a product. Its about creating attachment, desire, image. Products and services rarely live up to these expectations. I never became a good looking cool kid in the 80’s when I drank coke, I dont become an athlete when I eat nutri grain. But we accept this. We know we’re being sold to and we accept it. Sometimes we even like it. When we are disappointed, when the outside doesn’t match the inside – when our funky, customer oriented telco turns out to be a 70’s soviet block style beurocracy the minute we’ve signed the paperwork for instance – its too late anyway. The organsations that have sold to us rely on the old adage that, ‘its easier to ask for forgiveness than permission’. After all, they’ve got our money.

But if you carry this ethos into the marketing involved in your employer branding, if the outsides of your company – everything looks easy and modern and unbureacratic and the website has pictures of people bringing dogs to work and dooner days galore – don’t match the insides – you get a warning letter if you get in at 9.03, you don’t get a computer login for the first 3 weeks, you’ve been completely oversold the training opportunities – your shiny new employee just leaves. Or worse, they stay.

Nothing kills company culture quite like a bunch of cynical, disillusioned employees. And nothing creates a bunch of cynical, disillusioned employees quite like joining a company and realizing they’ve been duped.

And they will eventually leave and will destroy your employer brand elsewhere, but only after they have driven out your few A players, only after they have cost you thousands in real costs and opportunity costs and only after you’ve paid them for the pleasure. The cost of a mis-hire is immense (that’s a whole article for another day) but in this instance who is to blame? Them for believing you or you for putting out Coca Cola style lifestyle advertising? With employment branding, if you’re just fizzy sugar water its often best to say you’re just fizzy sugar water.

So, creating an ‘effective’ marketing campaign that makes you look really great and cool and presents a product that people want to buy, can be really ineffective if it lands you employees who are a mismatch with your actual culture. So be careful of the monster you are creating with strong employer branding. If the outsides don’t match the insides then you could be doing more harm than good.

So this brings about a few questions that we’ll try to answer in this blog series

How do you match your employer branding (your ‘outsides’) with your genuine company culture (your ‘insides’)
What if your true culture is what you are trying to change? How do you match your employer brand with your aspirational culture without creating a disillusioned workforce?
How do you use the powerful marketing tools at your disposal but tailor them for employer branding.

Follow us on Linkedin to get the rest of this series or click ‘subscribe’ on this page. Go on, you know you want to, it’ll be worth it honest.

Video killed every other star, so why not use it for job descriptions?

Tue, 22 August 2017 07:58:36

Writing job descriptions is already one of the most challenging parts of the recruitment process. You've got to pick an audience, a list of key competencies and - worst of all - try and be way too fun (those pesky millennials and their wafer-thin attention spans).

Here's where we'd normally say we've got a few tips and tricks to make it way easier, and guarantee perfect results every time. Plot twist, we're actually going to make it way harder: You need to film your job descriptions now. Here's why.

No one wants to read anything anymore

Video will account for 80 per cent of all consumer internet traffic by 2020.

One scroll through your Facebook news feed should be enough to make this point clear. Videos are engaging, and most platforms are now infinitely better at supporting them than they were a few years ago. They're only growing in popularity - telecommunications equipment provider Cisco revealed that video content will make up more than 80 per cent of all consumer internet traffic by 2020.

The trick now is to find something useful to do with that mammoth amount of traffic. Consumers clearly like the medium, so businesses looking to engage with people have to meet these expectations. With a video job description, you not only break the endless chain of text content on some job websites, you gain a whole new language in which to address jobseekers. Have a look for yourself.

Employer brand is more important than a list of tasks

There are plenty of opportunities to be an accountant or a software developer or whatever else your advertising for. Your aim is to make being a software developer at your organisation seem enticing. That type of enthusiasm is hard to exude in a genuine way in text advertisements. Video lets people be themselves, and also gives you a chance to show off how cool your office is (there are still bonus points on offer for office dogs).

Recruitment networking site ERE media believes video descriptions - or anything that isn't text really - also increases your chances of snaring passive candidates. These people aren't really looking for new jobs, and are actually quite content in their current placements, so getting their attention is all about making yourself look better in comparison. It's a tough ask, but video is a becoming a more expressive medium than text.

The potential of video when combined with specialist recruitment has even led The Recruitment Company to produce its own suite of video recruitment products, including the Job Dashboard which presents a video job description within a dashboard of visual media describing the job.

So, it's not easy, but video job descriptions are a worthy consideration if you want to make an impact on the candidate market, especially for competitive positions.

By Geoff Millar

Where are the best career opportunities in Dublin?

Tue, 22 August 2017 07:45:47

Dublin is one of the most exciting hubs of growth and innovation around today. If you're looking to make the big move to Ireland and take advantage of this rapidly changing business landscape, it's important to have an idea of where you're going to target your job search. Technology is now one of the cornerstones of the Dublin economy, and is creating new roles and transforming existing ones in a wide range of industries. Here are some of the most promising IT career opportunities available in Dublin right now:

Skilled IT project managers are in high demand across a range of Irish businesses.

1. IT project management

As digital technology continues to disrupt business processes, organisations will increasingly look for ways to use it to add value and stay competitive. Being equipped to deal with change and innovation is key to business success, so skilled IT project managers are in high demand among many Dublin employers.

While having tech skills is certainly advantageous, according to Independent.ie, good IT project management is about more than just technical expertise. Employers need professionals with excellent organisational skills, the ability to plan and manage key priorities, and well-developed communication skills. If this sounds like you, you're well on your way to landing an exciting role in one of Dublin's most innovative organisations.

2. Fintech

If there is any sector that's shaping Ireland's economic future, it's Fintech. Financial technology is gaining ground in Dublin, with innovations such as artificial intelligence and blockchain transforming existing financial services. The Irish government has developed a plan to support innovation and employment growth in financial services, aiming to deliver around 45,000 new jobs by 2020.

With this in mind, a Fintech role could be the perfect way to combine your financial skills with your IT prowess, and make an important contribution to Dublin businesses in the long term.

Software developers are vital for helping Irish business innovate and stay competitive.

3. Software development

Finally, software development is an exciting field in Ireland, with the National Skills Bulletin from the Expert Group on Future Skills Needs highlighting it as a profession with a significant skills shortage. Along with web and applications development, it is a skill set that has become highly valuable in organisations across a wide range of industries. Professionals with software development expertise will have access to numerous opportunities as Irish businesses work to deal with digital disruption, innovate and stay competitive.

If you're interested in forging a career in one of these promising fields, or in IT in general, get in touch with the team at The Recruitment Company and make use of our expert knowledge of the Dublin technology scene.

By Chris Pelow

Project management software - pros and cons

Mon, 21 August 2017 07:46:09

Good project management is key to maximising the efficiency of processes and promoting good outcomes, so it's important for businesses to get quality project services recruitment. While the skills of project managers are fundamental, having the right tools allows them to take their performance to the next level and deliver the best possible results for the organisation. Project management software can provide a number of benefits to project services professionals, but it also comes with some difficulties that need to be managed effectively to maximise the merits.

With digital disruption, innovation and globalisation making projects more complex than ever, today's project managers need all the tools a their disposal. Software can deliver a number of strengths to help these professionals do their jobs, including:Top advantages of project management tools

Easy collaboration - Software allows people at all levels to communicate easily and ensures that everyone, from staff, to vendors, to clients, has access to the data they need. It also means that businesses are able to access a wider talent pool and can utilise the expertise of quality workers no matter where they are.
Track projects accurately - Project management tools make it easy to monitor progress at every stage of the project lifecycle, ensuring that key outcomes are met and the work stays on track and within budget. This ultimately allows for more streamlined and efficient processes.
Improved transparency - Software also promotes transparency by making project information accessible on a centralised platform, helping stakeholders across the organisation feel more involved and accountable.

A business should look for software that best suits the needs of the project.

Biggest challenges to watch out for

Along with these advantages come some potential obstacles to be navigated. According to recent research from business software review platform G2 Crowd, many project management software users highlight the need for extensive training in order to implement the tools effectively in-house.

Likewise, the study revealed that it's vital for businesses to look for the software and features that best suit their needs and integration levels, rather than fall back on a one-size-fits-all solution. The key is to assess both the skills of staff and the unique requirements of the project and implement software that is tailored to fit these parameters.

Nevertheless, if used effectively, project management software can be a useful tool to augment the work of project managers and help businesses make the most of technical recruitment.

By Geoff Millar

STEM studies are driving the future of Dublin's tech industry

Fri, 18 August 2017 12:18:26

Already, Dublin boasts a world class IT industry that puts it on par with technology innovators across the globe. Yet to remain competitive, it needs to have sufficient talent to meet its future IT recruitment needs. Education in Science, Technology, Engineering and Maths (STEM) plays a key role in developing the skill sets of the next tech workforce, and as the government and many key technology businesses have recognised, it's important to encourage STEM studies in Ireland if Dublin is to continue its reputation as a global tech hub.

Dublin needs a skilled, well-rounded talent pool to continue as a technology hub.

Talent vital to developing Dublin's tech future

In the wake of Brexit, Dublin has an opportunity to put its stake in the tech startup landscape that was previously dominated by London. However, a strong talent pool is critical for continuing growth in the IT sector. Global Tech Advocates Founder Russ Shaw says that having diverse skills in the workforce is a central component of any growing IT ecosystem.

"A key part of the success of the tech sector in London has been global and local talent coming together, sharing ideas and doing knowledge transfer," he told Siliconrepublic.com. "No one tech hub has all the answers, so bringing in talent really helps to round out that knowledge base. For example, Belfast has become an important cybersecurity hub for Europe and it's part of the city's DNA.

"Dublin, likewise, has a reputation for fintech."

So what will it take for the Dublin tech industry to have to develop a strong, well rounded talent pool in the long term? According to the government's Action Plan for Education, promoting STEM education in Irish schools will help to drive a range of technology employment and economic opportunities in Dublin and around the country.STEM education creating the next generation of IT Talent

"Providing STEM education of the highest quality is essential if Ireland is to become an innovation leader at the forefront of technological and scientific change," said Richard Bruton, Minister for Education and Skills.

He argues that with the rate of technological change and disruption taking place, STEM-related studies will be essential for the Irish business world as a whole.

"We need to encourage our existing students, as well as future generations of students, to understand and embrace areas related to STEM. We must instill in our students that a STEM education can open many doors, even for those who do not pursue a STEM career."

STEM skills will be foundational to the future innovation of IT in Ireland.

Tech giants highlight the value of STEM

It's not only the government that is pushing for more STEM Education, but some of Ireland's biggest science and technology firms and well. A number of major companies including Intel, Accenture, Salesforce, Abbott and Dell have touted the value of STEM in shaping the local industry's future innovation.

"At Intel our very business relies on pushing the boundaries of science and technology and this is something that is enabled by people with a wide variety of STEM-related qualifications," said Intel's STEM programme head Sarah Sexton to The Irish Times. "Seventy-five per cent of future jobs will be underpinned by STEM and we are passionate about ensuring that people understand the opportunities of STEM and the significant role it plays in shaping the world around us."

Dell Vice President Bob Savage agreed, saying that STEM skills can be applied to a wide range of roles.

"It's vital that Ireland's young people receive the maximum possible grounding in these subjects at primary and second level, so they are ready to specialise at third level. The future success of Ireland's economy depends in part on the availability of talent with skills in the emerging areas of technology," he told The Irish Times.

With a diverse, highly skilled workforce at its finger tips, Ireland's IT industry will be in the best position to continue evolving and compete with innovative sectors worldwide. To find about more about IT roles in Ireland, contact The Recruitment Company today.

By Chris Pelow

How to make the most of Australia's gig economy

Thu, 17 August 2017 09:08:49

The gig economy is gaining ground in numerous industries across Australia, with many workers, particularly from the younger generations, attracted by more flexible and independent work arrangements instead of the traditional nine-to-five job. Opportunities in a wide range of industries, including digital IT recruitment, are set up on a task-by-task or freelance basis. The Australian Industry Group reveals that between 2014 and 2015, 32 per cent of Australian workers had freelanced, and this number is only growing.

But how can employers manage this employment model effectively and use it to their advantage? Here are three ways to reap the benefits of this employment model in your business:

Between 2014 and 2015 alone, 32 per cent of the Australian workforce had freelanced.

1. Make sure you understand gig workers' rights:

While gig workers are different to full time staff, employers still have a responsibility to look after them, so it's important to ensure your workers operate under suitable conditions and receive adequate pay. Recent cases have revealed issues around the conditions of gig workers and the evolution of the Fair Work Act, with unions stepping in to protect workers' rights.

There has been some dispute around whether or not gig workers are considered "employees" under Australian law, and as a result, major companies such as Airtasker and Uber are implementing their own minimum requirements for their gig workers. It will be to your advantage to provide your gig workers with safe, fair and reasonable working conditions that will keep them engaged and providing the best service.

2. Provide the right technology and tools

Technology is fundamental for the gig economy to run effectively, and you need ensure your workers have the tools they need to do their work well. Cloud services and other digital tools can go a long way towards ensuring all workers have access to the necessary information and are able to communicate with ease. An innovative, digitally-savvy business will gain much more value from the use of gig workers in the long run.

Finally, as modern employment models like the gig economy are evolving so rapidly, it pays to work with recruiters that know how to source quality professionals of all kinds. By leveraging the expertise of a specialist recruitment agency, Australian employers across industries will be able to make the most of their gig workers.3. Partner with a recruiter that understands flexible work

To find out more about the hiring services we offer throughout Australia, contact the team at The Recruitment Company.

By Jen Roberts

How technology will support the gender gap closing

Wed, 16 August 2017 22:20:39

When it comes to issues in the Australian workplace, the gender pay gap stands out like a sore thumb. Although this gap has improved in recent years, the average woman in an OECD country still earns around 15 per cent less than her male counterpart, according to the 2017 PwC's Women in Work Index.

This was one of the key findings from the index which tracks female economic development over 33 OECD countries. Australia placed 16th in the most recent index, down one from last year and lagging well behind perennial leaders Iceland, Sweden and Norway.

Additionally, based on the Workplace Gender Equality Agency, male graduates will also earn around 7 per cent more than a female counterpart who has the same degree or qualification.

While Australian employees are working hard to close these gaps, particularly through changes in attitude, it's important to highlight the role that technology is expected to make.

The gender gap and technology

Mr Williams noted that traditionally male-dominated roles such as accounting, legal and medicine could be more affected by technology than roles traditionally held by women such as in creative and design.Robotic process automation, artificial intelligence and machine learning - three processes that will transform both jobs and workplaces over the next decade or so. However, for PwC Leader of People and Organisation Jon Williams, this represents a potential turning point for the gender wage gap.

"However, it is these traditionally male roles that are most susceptible to automation and will shrink faster in the next decade. Some of the traditionally female roles are harder to replace with machines and computers, and in response, women's pay may surge as these female dominated roles become in more demand," he said.

The importance of diversifying skill sets

While technology is expected to replace some roles, it does present an opportunity for candidates to expand their skill sets and move about the employment market - a concept that could also assist the wage gap issue.

"The net result of this is that career breaks and changes will become more frequent and universal and therefore have less of a differentiating impact between the sexes," Mr Williams continued.

Of course, there are several challenges ahead. Firstly, the wage gap should be closed with women earning more rather than men earning less. Secondly, employers still need to have a positive attitude towards actively addressing the gender wage gap - something that will leverage changes that we'll see in the future.

By Sarah Banek

Driving and distinguishing fintech in Ireland

Mon, 10 July 2017 11:59:18

Every innovating country has a headline act that sets it apart in the digital world, and for Ireland, it's financial technology (fintech). Despite the country's relatively small population, Ireland's fintech scene is one of the fastest moving in the world. In order to make the most of the economic benefits and support new IT recruitment opportunities, the fintech industry must continue to leverage its strengths and take advantage of government support.

Fintech could create around 45,000 new jobs by the year 2020.

Planning for the future of Irish fintech

While the fintech sector is already developing well in Ireland, according to Tom Holgersson, the fintech leader of Enterprise Ireland, additional action is required in order to keep up the momentum and ensure the sector is globally competitive.

"I think that there are many great Irish fintech companies and it's very impressive that the Government has a long-term strategy to develop and expand the financial services sector. I believe that there is still a lot to do when it comes to informing the world about the opportunities in Ireland and about our fintech companies," he said in an interview with Silicon Republic.

Some of the most promising support can be found in the form of the government's IFS 2020 strategy. The plan aims to grow financial services employment by more that 45,000 people by 2020 through various measures, including driving progress in technologies such as blockchain, artificial intelligence, the internet of things and mobile devices.

Technologies such as artificial intelligence could go a long way towards supporting new growth in fintech.

Facilitating job growth in fintech

But where will these new jobs come from? One of the biggest sources of future fintech employment is likely to be new business startups. Minister Simon Harris reveals that this can only be achieved by creating a space for young fintech businesses to grow and make their mark both within Ireland and internationally.

"We need to do more in terms of the interactions between the new young company that has that great idea but doesn't have the resources of one of the big giants in terms of scale, and we need to look at incubators, we need to look at accelerators, we need to look at start-up space, we need to look at angel investors. And these are without pre-empting what a fintech policy paper would look like. I think these are all key ingredients of it," he suggested to Silicon Republic

For technology job seekers looking to progress careers in Ireland, they can do no better than work with a specialist recruitment agency that understands where Irish financial technology is moving in the long term.

By Chris Pelow

Rail projects to drive future construction growth

Mon, 03 July 2017 11:40:21

Rail is one of most important components of Australia's transport infrastructure, and having a well-built, efficient rail system is vital for economic developments across every state in the country. With a range of new rail projects close on the horizon, the prospects are good for both individuals and businesses that rely on rail transport, and the workers that will help build it. It's likely that this could be a boost for infrastructure recruitment around Australia, and job seekers will want to keep an eye out for upcoming opportunities as new developments get underway.

The Budget promises significant funding for key rail projects.

Budget support for rail construction around the country

Recognising that rail networks play a central role in Australia's long term sustainability, the latest federal budget promises extensive funding towards improving existing systems in the country's major cities. In his recent budget speech, Treasurer Scott Morrison highlighted a number of initiatives set to support key rail projects.

"In one of the biggest investments ever seen in regional Australia, the Government will fund the Melbourne to Brisbane Inland Rail project with $8.4 billion in equity to be provided to the Australian Rail Track Corporation. Construction on this 1,700 kilometre project will begin in 2017-18 and will support 16,000 jobs at the peak of construction. It will benefit not just Melbourne and Brisbane, but all the regions along its route," he said.

"In Victoria, we will make $1 billion available for regional rail and other infrastructure projects, including $30 million to develop a business case for a rail link to Tullamarine Airport. A new $500 million Victorian regional rail fund will include $100 million for the duplication of the Geelong-Waurn Ponds line."

The $10 billion National Rail Programme will support rail projects around Australia.

National rail program making way for new jobs

It's not only these projects in Victoria and the regions that will make wave in rail. The government has also pledged significant funding to facilitate other rail projects across Australia. The developments are likely to create new employment opportunities for construction workers in key areas all over the country, making it good news for the construction sector as a whole.

"Projects such as Adelink, Brisbane Metro, Tullamarine Rail link, Cross River Rail in Brisbane, and the Western Sydney Airport Rail link, all have the potential to be supported through this programme, subject to a proven business case."

The Recruitment Company's industry experts are well-versed in the latest infrastructure opportunities. To find out about the rail construction jobs we have available in Australia right now, contact our team today.

By Jack Strodder

Don't call the tech industry Ireland's pot of gold

Mon, 26 June 2017 10:54:05

Well, I guess you could call the country's tech industry a pot of gold - R&D spending hit 2 billion Euros in 2014 after all - but you'd look a bit of a fool wouldn't you? It's the written equivalent of wearing a "Kiss me I'm Irish" shirt on St. Patrick's Day. Instead of relying on jokes, here are some facts to entice you to Ireland for the next step in your tech career:

Ireland ranked 11th for R&D intensity in the EU, one step up from its neighbours in the United Kingdom.
Irish businesses have consistently outranked their EU counterparts for social media use
Unemployment has been dropping since February 2014 as the job market gets going

Through a combination of spending from multinational companies and a willingness to adapt to the many tech trends currently changing the business landscape, Ireland is in prime position to become a desirable tech hub for qualified professionals worldwide. So, what's on the horizon?

Available office space on the rise

Before we get to the cool tech trends, we have to cover the basics - like actually having space for companies to startup and grow. In previous years, Dublin has been grappling with a number of challenges in regards to its office space, as high demand and low supply lead to growing rents, The Irish Times reported.

Now, there are signs that's changing. Dublin's city centre is still hot property, but the Independent found that the amount of available office space is growing as more space becomes available. At this stage 2017 is set to double 2016 rental rates, and these numbers could double again in 2018 and 2020.

Office space is at a premium in Dublin.

Staying with the property side of the industry, Ireland is also undergoing an internet upgrade rollout that's similar to the national broadband network Australians will be familiar with. Ireland's National Broadband plan aims to bring fibre broadband to every home in the country - essential infrastructure for any economy looking to become a tech powerhouse.

Giving consumers the power to purchase

A rapidly changing retail model poses major challenges for businesses that can't keep up. The latest "bricks and clicks" model - where physical stores and interactions are supported by digital engagement - is one of the few hopes some stores have of preventing customers from fleeing to online-only megastores like Amazon.

The "bricks and clicks" model is changing retail.

However, for consumers to be able to engage with businesses - remember we established that Irish businesses are extremely active on social media - there needs to be a mobile network that allows them to do so while they're out and about.

This isn't quite the case for the whole country. The Independent reported that the current regulatory environment means there's no pressure for mobile providers to extend 3G and 4G coverage outside of major population centres. That doesn't just impact consumers, but the remote workers and contractors tech businesses so often rely on as well. Thankfully, this will change, but not until new 5G licences are issued in the coming years.

Ireland has all the usual buzzwords too

Many current tech trends have global implications, so professionals moving to Ireland will find that lots of the concerns and buzzwords they're familiar with (or bored with) in Australia are just relevant on the other side of the world. One of the major ones, according to Irish Tech News, is financial technology (Fintech).

Along with discussion about the eventual uptake and mainstream approval of Bitcoin and other blockchain technologies, Visa found that Irish consumers are making up to three million contactless payments per week. Considering the company also revealed that more than 80 per cent of Irish 18-24 year olds use their mobile phones to either make or monitor payments, there seems to be a real appetite for Fintech at a number of levels in the country.

Ireland's ongoing development in the tech space will see it become an enticing target for professionals seeking a change of scenery. Just check the terrible jokes at the door, okay?

By Chris Pelow

Budget building up Australia's infrastructure

Wed, 21 June 2017 08:30:32

Anyone who's spent hours sitting in gridlocked traffic or tried unsuccessfully to navigate a poor rail system will understand the value good infrastructure. While the construction industry is the driving force behind any improvement to Australia's infrastructure, it can only do so much without vital government investment and support.

This is where the latest Federal Budget really shines. Significant allocations to support key projects are likely to not only give the construction sector the leg up it needs, but deliver new opportunities for infrastructure recruitment, not to mention overall economic growth.

The government has prioritised infrastructure in the latest Federal Budget.

Government getting infrastructure construction in line for growth

Like any industry, construction ebbs and flows in cycles, with different parts of the sector thriving in their own time. After the recent surge in residential construction, infrastructure could be the next area of growth as the government gears up to invest significant funding through the 2017-2018 Federal Budget.

"The Federal Budget clearly has put infrastructure spending as a key priority," noted Australian Construction Industry Forum's Construction Forecasting Council Chair Adrian Harrington.

This is good news not just for the industry itself, but Australia as a whole, with infrastructure developments forming a key component of general economic prosperity.

"The Federal Government recognises that quality infrastructure is critical to ensure our cities and regions continue to grow and the significant role the construction sector plays in driving employment and productivity growth," explained Mr Harrington.

In his 2017 Federal Budget Speech, Treasurer Scott Morrison announced that the government will commit $75 billion to infrastructure with the next decade. He highlights the need to target these investments to promote growth across Australia.Budget to provide support for infrastructure

"It is important to invest in infrastructure, but we have to make the right choices on projects, as part of a broader economic growth strategy," he said. "Our new Infrastructure and Projects Financing Agency will help us make those right choices, recruiting people with commercial experience to ensure we use taxpayers' money wisely."

Regions around Australia will benefit from the Budget allocations, including long-awaited road maintenance in South Australia.

"The commitments in the Federal Budget to a number of infrastructure projects in SA will help restore confidence and provide much needed work for civil contractors," said Phil Sutherland, chief executive of the Civil Contractors Federation in SA.

The Budget allocates $75 billion to infrastructure developments around Australia.

Infrastructure projects to watch

With such a significant investment to go around, there are a number of major infrastructure projects unfolding around the country. A notable development for those in building services recruitment to keep an eye on is the $5.3 billion airport that is set to be built in Western Sydney, helping to accommodate a rising flow of travelers from both within and outside of Australia.

One of the biggest initiatives is the National Rail Programme, which will create new rail infrastructure around the country including the $8.4 billion Inland Rail between Melbourne and Brisbane.

"Construction on this 1,700 kilometre project will begin in 2017-18 and will support 16,000 jobs at the peak of construction. It will benefit not just Melbourne and Brisbane, but all the regions along its route," said Morrison

"The Turnbull Government will establish a $10 billion National Rail Programme to deliver rail projects that provide better connections for our cities and regions and create new opportunities to grow our economy. Projects such as Adelink, Brisbane Metro, Tullamarine Rail link, Cross River Rail in Brisbane, and the Western Sydney Airport Rail link, all have the potential to be supported through this programme, subject to a proven business case."

As projects such as these go underway, there is likely to be a measurable rise in construction jobs, as well as the inevitable employment that stems from the resulting business growth. If you're looking for your next opportunity, talk to the Sydney recruitment agency with its finger on the pulse of Australia's latest developments. Get in touch with the team at The Recruitment Company today.

By Anthony Dann

Are video interviews worth the effort?

Thu, 15 June 2017 11:52:41

Just in case in you didn't have enough on your plate with standard job interviews, there's now a whole new trend to worry about: video interviews. Think a regular job interview, but with the added hassle of worrying about Skype logins, internet connections and how to position a laptop webcam so it doesn't double (or triple) the amount of chins you have.

As with any good trend, you may as well jump on the bandwagon and give it a go. Along with helping your business look somewhat trendy (transmit from the bean bags so you look cool, double points for any sneaky shots of the office dog too), it can actually be really useful. Say your ideal candidate is in another city, state or even country, getting them on camera is a great way to get them in the room with you and see if they're the right fit.

Here are some ways to make the extra effort worth it.

Book a suitable space

Candidates aren't the only ones under pressure to choose a suitable space to film from. As it's up to employers to impress candidates, you don't want to do anything that could reduce their faith in your ability. Try and pick a meeting room if possible, and ensure you're comfortably framed on the screen before you dial in. No candidate wants to watch you struggle with technology.

You should also check that the space you choose has a decent internet connection. Some offices have weird black spots where the WiFi just won't reach, so test that beforehand. Video interviews are a bit more bandwidth-intensive than other Skype calls or internet functions, so it pays to be aware.

Add way more technology into the mix

In many cases, you want to look like a company that is capable of using new technology in appropriate ways, unless you want to be judged by uppity millennials. Instead of simply video calling, take the chance to add more cool stuff into the call. With screen sharing programmes, you can show candidates some of the software they'll be working with, projects they may be working on or any other relevant information.

Wireless headsets don't look cool, but they will improve audio quality.

Video interviewing is also much more interactive, using technology to enhance the regular interview process, rather than just acting as a stopgap solution for a candidate residing in another state. So, rather than get all antsy about the extra bit of admin it takes, treat these interviews as an opportunity to change the way you talk to candidates.

By Geoff Millar

3 in-demand tech skills employers want in Dublin

Wed, 14 June 2017 23:20:56

If you're looking for a new job in the technology sector and you're willing to consider relocating for it, one place you may want to look at is Ireland. Especially in Dublin, which is the nation's biggest and most economically vibrant city, there is plenty of ongoing growth in the tech sector as companies continue to move into the region and set up shop.

If you're looking for a job in the tech industry in Dublin, what skills will you need to have?

So if you're looking for a job in the tech industry in Dublin, what skills will you need to have? IT recruitment in Dublin has its own unique landscape, with particular strengths and weaknesses that have been visible across the workforce. The best way to make yourself employable is to exhibit key skills that will make you highly desirable to Ireland's top tech firms.

Here's a look at three of those skills.

1. Mastery of cloud computing

LinkedIn, when unveiling its list of the top IT skills in demand in 2016, reported that having aptitude for "cloud and distributed computing" was the No. 1 of all Irish IT skills in demand. This represented no change from 2015, as cloud has consistently taken the top spot in recent years.

It's not hard to see why cloud skills are in such high demand today. As companies begin to streamline their IT and become more efficient, having a better way of curating data is a top priority. A skilled cloud engineer can help make that happen.

2. A knack for data analysis

Taking the No. 2 spot on the LinkedIn list is a skill that's been a major driving force behind the future jobs in demand in Ireland - statistical analysis. Companies today are looking for people who know how to mine for data, analyse it and use their findings to guide the future of the business.

The Recruitment Company // Explainer Video from Home Road Films on Vimeo.

This is especially valuable for companies that have one eye on future growth. If you're planning to increase the size and scope of your business, it helps to have analytical minds who can help map out that growth and show statistically the scale at which it will happen.

3. Aptitude for web design

Looking at Ireland's occupation shortage list in 2017, it's clear that web design is an area where Dublin and the surrounding cities need talent, but don't have enough of it. A web presence is invaluable for any business - it makes it easier to connect with new customers and maintain high levels of engagement with old ones.

Unfortunately, there aren't enough skilled individuals working in the web design business in Dublin just yet. This is an area where the local workforce will still need to improve in the years ahead. In the meantime, it helps to have an aggressive staffing strategy for finding the talent that's out there currently.

By Chris Pelow

Ireland is fast turning into a hotbed for IT recruitment

Wed, 14 June 2017 22:44:59

When you think of nations worldwide that have been at the forefront of the technology industry, your mind probably doesn't go first to Ireland. Japan and the United States might jump out at you as the more prominent world powers in IT, especially when it comes to successful businesses and available jobs. Having said that, Ireland is fast gaining.

Tech business leaders have come to realise Ireland's value as a place to set up shop and run successful firms.

Tech business leaders have come to realise Ireland's value as a place to set up shop and run successful firms. There's interest in technology in the region, not to mention plenty of IT talent to go around. Ireland may soon be on the map as one of the world's leaders in tech innovation.

New open positions are sprouting up

Ireland may not have always been an epicentre of technology recruitment, but as tech companies become more plentiful and new job opportunities emerge, there starts to be a clear need for tech talent everywhere, and Ireland is no exception.

According to The Irish Times, a number of new jobs are sprouting up this year in major Irish cities. For example, a manufacturing research firm is opening 40 new positions in west Dublin. Meanwhile, a financial software company is opening up 25 new jobs at its Drogheda base. These new developments are only a small part of a much larger global movement.

Companies are getting more creative about hiring

As tech jobs have increased in supply in the 21st century and staffing has become more competitive, companies have been forced to adopt more creative strategies for technical recruitment. For example, many firms in Ireland have tried looking internationally for talent - with hundreds of millions of EU citizens within a short flight of Dublin, there's almost no limit to the amount of talent out there.

In a competitive talent market, companies are reevaluating their strategies.

In addition, some firms have begun reaching out for professional help with staffing. Because it's so difficult these days to overcome internal bottlenecks and identify specific skills needs, having HR experts around can be invaluable.

Find the talent that your tech firm needs

The IT industry in Ireland is still maturing, and many business leaders still don't fully understand its ins and outs. This can make digital IT recruitment difficult. Where is the best talent available? What specialised skills do people have? Which ones do they lack?

Connecting with The Recruitment Company and getting expert insights can help you with all those difficult staffing challenges. Give us a call if you're looking to fill a pressing talent need.

By Chris Pelow

What video interviewing products are out there?

Tue, 06 June 2017 09:03:13

For companies that are looking to quickly interview lots of candidates and find the best one for the job, video interviewing is a great way to do it. After all, it's far cheaper and easier to interview someone through a camera than in person. There are no travel costs and no hassle of shuffling people in and out of your office - you just turn on a camera and get started right away.

There are many video interviewing products, and it's not easy to find one you'll be comfortable using.

Having said that, there are many video interviewing products out there on the market today, and it's not easy to find just one that your company will be comfortable using. What's the best solution for the job? It depends on your specific needs and the capabilities you're looking for. Here's a rundown of four popular options.

1. Montage

The beauty of Montage is it works as a standalone video interviewing platform - there's no need to have any additional tools or software solutions in place, as it works smoothly on its own. It lets you conduct the interviews of your choice, either one-on-one or in a panel format, and it's easily adaptable.

Montage has the flexibility to work well for both large and small businesses. Disney and Samsung have had success with it, but more modest firms have also appreciated the support, flexibility, and control that it offers throughout the candidate vetting experience.

2. Jobvite

Jobvite is another great option for companies that are looking for an "all in one" type of product. There's no reason to have one piece of software for tracking applicants, another for scheduling interviews and a third for conducting the interviews themselves - Jobvite makes it easy to do all three using one common platform.

A lot of companies have run into efficiency problems because they've tried to integrate a wide range of different products for staffing and had trouble. Jobvite eliminates that, although it's also flexible if you do need to blend other software solutions into the mix.

Do you have the right software for your video interviews?

3. InterviewStream

It's hard to do better than InterviewStream when it comes to flexibility. The software solution works great for one-on-one interviews, but it can support as many as 20 different users if you need to hold large-scale panel interviews instead. It also offers a platform that helps job seekers practice their interviewing skills before the real thing.

InterviewStream was designed solely for conducting interviews, and not so much for broader recruiting functions. It's easily integrated with other tools, though, which makes it easy for companies of all sizes to use efficiently.

4. The Candidate Dashboard

Designed by us at The Recruitment Company to reflect the nuances of the candidate/recruiter/client relationship, the Candidate Dashboard combines the power of video screening, the benefits of using a specialist recruiter and the power of an easy-to-compare dashboard format. It won an Australian Business Award for Product Innovation in 2016.

In the 21st century, being competitive in business requires having a hiring strategy that's fast and efficient. A good video interview platform can play a key role in taking your organisation to the next level.

By Geoff Millar

What do you get when you video screen candidates?

Fri, 02 June 2017 13:52:02

For a long time, the process of screening candidates before the interview phase of the hiring process has been devoid of evolution. You ring them up and ask a series of stock standard questions to see if they're worth bringing in for an interview.

It's not a terrible way to go about it, but it doesn't always give you the full picture of a candidate. You can't see their expressions or mannerisms, so it's hard to properly connect, and can leave you with a bit of guesswork. The solution? Video screening. It could put your shyer candidates off, but those who do respond already express a desirable level of commitment.

How do you do it?

The biggest change between phone and video screening is that the latter isn't really live, so you won't be able to surprise candidates with tricky questions. The standard practice is normally to send through candidates a list of questions or tasks, giving them a deadline in which to respond in video form.

Get a better look at potential candidates with video screening.

As with any screening technique, the idea here is to get an idea of the candidate's work history and their motivation for applying for this specific position. It's also important to supply a few open-ended prompts that allow people to tell stories of past successes (or failures) at work.

What are the results?

You'll definitely notice a bunch of differences and similarities to the usual phone screening process, and it may feel a little odd to listen to responses with no way to reply or prompt for further information. The trade off is that you're likely to get answers with a much higher level of detail. Candidates have time to plan in-depth answers and explanations for the questions you give, adding a different dynamic to the process.

Video screening removes the need for a candidate to conduct sneaky phone interviews at work.

The other important result relates to freedom, both for you and the candidate. For you, it means less time spent delicately balancing calendar invites and schedules. For the candidate, it removes the annoying need to conduct sneaky interviews in the work stairwell or on a lunch break, so they'll be in a better headspace when they do sit down and record their answers.

Like any technique, there are pros and cons to adopting video screening. However, for the cost of a little extra admin work, you can get a much more personable look at your next range of potential interviewees.

By Geoff Millar

Keeping tabs on Agile development trends

Fri, 02 June 2017 13:48:08

The IT sector is one of constant change. New innovations come and go as digital technology evolves, with faster, easier and more effective workflows emerging, particularly in the realm of software development.

To keep pace with competitors, many organisations have transitioned to the Agile development methodology, prioritising speed and adaptability to ensure optimal service for customers. As with any IT field, it's important for employers and potential candidates to stay abreast of the latest trends in Agile to know what roles are necessary, and how to fill them effectively.

Agile development methodology is making its way to other aspects of operations.

Agile techniques breaking out of development

While Agile methodology has its roots in software development, the tenets that make it an effective solution have value in all manner of business operations. Software advice firm Capterra indicates that adopting Agile principles in other areas of project management will likely become more commonplace in 2017 and beyond.

No matter where they are being deployed, the skills cultivated in Agile software development are expected to be in high demand for recruiters. Betica Technology Solutions notes that research from online learning platform Udemy revealed businesses are seeking candidates with experience working in offices or on projects that utilise Agile techniques. Critical elements of the methodology - such as strong communication and adaptability - are useful regardless of industry.

Businesses are seeking candidates with experience working in offices or on projects that utilise Agile techniques.

Increased uptake for larger teams

Adoption of Agile methodology has built gradually since its inception, with research from Atlassian showing around 77 per cent of all organisations are using the techniques in some capacity. What is somewhat surprising, however, is the number of larger organisations that have adopted Agile, given its origins as a methodology most-suited to smaller teams.

Atlassian's 2016 Software Development Trends and Benchmarks report found that the two team sizes most likely to have transitioned to Agile are those between 10 and 50 individuals and those of over 150. The survey revealed that 84 per cent of teams in these two brackets had adopted the methodology, outpacing any other team size. Regardless of team size, Agile is making its mark faster than ever before, and as more and more larger teams make the leap, skilled and experienced candidates will find themselves with a wealth of opportunities.

The digital age is being defined by speed and adaptability, and whether it's in software development specifically or any other element of project management and strategy, Agile methodology has a role to play. Leveraging the skills of candidates experienced in Agile is a priority that management teams should put at the top of their list.

By Carly Pattison

Will Brexit give the Dublin IT market a boost?

Thu, 01 June 2017 10:56:03

Depending on the news sources you read, no one thought Brexit would happen. Misplaced political commentary aside, the British public has voted to leave the European Union (EU), kickstarting a long and drawn out process that is continuing to have global consequences.

The shortest possible answer to what happens next is that the decision changes everything. However, we're also heading into a bit of a no man's land. The key theme for the future is uncertainty, but it looks like we'll at least be able to offer some clarity about what might happen to European IT recruitment. Spoilers: it's good news if you live in Ireland.

Here's what we've worked out so far

It's still not completely clear when the UK will complete the Brexit process, but most sources are guessing it to be some time in 2018. For now, that translates to uncertainty and confusion for UK businesses, but a whiff of opportunity for organisations based in Ireland.

Ireland has already had significant success luring global tech businesses, with The Register noting that list already includes Apple, Facebook, Amazon and a host of others. There's a reason Ireland is so attractive - it has low corporation tax, an English-speaking population that's young and educated, and a membership to the EU.

Dublin puts its hand up

However, for Ireland to be a true force on the tech landscape, it has to grow businesses internally, not just provide a home for multinational corporations. Thankfully, the mood here is certainly not one of doom and gloom, as resident entrepreneurial spirits realise that now's a good time to start attracting the tech talent that's becoming disillusioned with Britain.

In the week following Brexit, most news outlets were uploading the article equivalents of an exasperated facepalm, lamenting the decision the British public had made. Dublin Commissioner for Startups Niamh Bushnell had other ideas, uploading a press release with the simple title of "Thanks to Brexit".

Can Ireland's tech industry unite?

The article was a call to arms of sorts, uniting Dublin-based businesses against the challenges and opportunities they're likely to face in the coming years. It's not all good news for these companies - any of them looking to scale up and into the UK have been forced to rethink what it all means - but there's hope on the horizon. There's also competition, as the announcement was effectively a wake up call for all the cities in the EU that want to be the region's tech superstars.

"Thanks to Brexit we have a new opportunity to attract Europe's serial or first time entrepreneurs to set up shop in Dublin," Niamh says. "These people have likely never been more open to Dublin than they are right now, but they're also open to Berlin and Barcelona and Stockholm and Amsterdam."

According to Niamh, Dublin alone boasts more than 1,200 startups, making for a dense yet lively ecosystem that has global leaders in financial technology, travel technology and software as a service.

What else might happen?

Brexit will affect many of the features that are essential for growing a region that is attractive to startups: Investment money, talent and prestige. Regions looking to replicate the Silicon Valley model depend on high-profile success, both at the startup and multinational level. So far, London's claim as the UK's tech leader is bouyed by the presence of Google, Facebook and Microsoft, but the city needs to appeal to small business too.

With regards to talent, that word uncertainty pops up yet again. According to a survey by techUK one on every six tech hires in the UK between 2009 and 2015 were members of other EU countries. Depending on how Brexit affects immigration to the UK, this talent may look to EU member countries such as Ireland to avoid rigorous visa processes.

To find out more about the opportunities in Dublin, get in touch with the team today.

By Chris Pelow

Mate, are you OK? Addressing mental health in construction

Thu, 25 May 2017 16:18:04

What would you do if you noticed a work mate was struggling with their mental health? With no easy solution to such a sensitive topic, it's no wonder that the construction industry's high rates of depression, suicide and substance abuse are causing a stir both in Australia and globally.

Luckily, initiatives such as MATES in Construction are providing a ray of hope for the sector, and if workers, employers and those in construction and building services recruitment get on board, it will go along way towards improving construction mental health Australia-wide.

Around 45 per cent of Australians will face a mental health condition during their life.

The ugly truth about mental health in construction

According to a recent report from PricewaterhouseCoopers, around 45 per cent of adult Australians will face mental health issues during their lifetime. Conditions such as substance abuse are particularly common in construction, and have negative effects for individuals, employers and businesses alike. While it's a problem that extends throughout the industry, Jenny Roberts, business development manager of MATES in Construction, reveals that certain types of workers are particularly prone to mental health concerns.

"Construction workers are six times more likely to die from suicide than an accident at work. We lose a construction worker to suicide every second day, that's 190 every year," she told Pro Choice Safety Gear.

"Lower skilled workers are at the highest risk of suicide, namely operators and labourers," she said, identifying apprentices as another commonly affected group.

One organisation that is working to combat the issue is the Australian charity MATES in Construction. It provides a program that aims to reduce the rates of suicide in Australian construction, and has achieved notable success so far.Mates helping out mates

"We talk about the prevalence of suicide in the industry and analyse some of the reasons for that. We encourage people to think about what they would do if someone they knew was not well," explained Ms Roberts.

The programme educates workers about conditions and the various steps they can take, and gives them a trained "Connector" to turn to when they or a colleague are battling with their mental health.

"[Connectors] learn the skills about keeping someone safe and how to ask someone if they are having thoughts of suicide and what to do if they say yes. They are also pointed out in site induction."

Ultimately, it's vital for the construction industry as a whole to work together to improve mental health in Australia and make construction a safer, healthier and more positive sector to work in.

By Jack Strodder

How a focus on diversity can make you an employer of choice

Wed, 24 May 2017 13:45:37

For a lot of people, choosing a role to apply for is about much more than how high the salary is. Now, any company that's serious about attracting the best talent in its respective industry has to take into account the career development paths it can offer, what it's doing for corporate social responsibility and whether it's appealing to a diverse range of talent.

While it's an issue that's more prevalent in some industries than others, a focus on gender diversity can greatly change the way potential candidates view a company. As the Workplace Gender Equality Agency (WGEA) found, despite even stricter criteria than ever, more organisations are proving they can meet these demands.

More than 100 organisations are getting it right

For the 2016 version of its Employer of Choice for Gender Equality report, the WGEA strengthened its criteria to ensure those businesses that are recognised for their efforts are making genuine advances in the quest for more inclusive workforces. This year, 106 businesses received the citation, a dramatic increase from 76 and 90 recorded in 2014 and 2015 respectively.

Each industry faces its own unique gender equality concerns.

The citations are earned based on an organisation's ability to provide a workplace that is inclusive to all people and can adapt to a variety of needs. Some of the trends indicative of an inclusive organisation include offering flexible hours to all employees, dedicated programs for growing women into leadership positions and tailored parental leave.

According to WGEA Director Libby Lyons, the unique gender issues faced by each industry means it is up to organisations to lead the charge in their respective sectors.

"WGEA data shows there is progress towards gender equality in Australian workplaces, but it is too slow," she began. "It is only through more employers taking the initiative to promote gender equality in the workplace that we will see the pace of change pick up."

How leaders can make a difference

McKinsey & Company also found that while there's a growing focus on gender inequality in both the media and within organisations, the overall pace of change is still too slow. The company found that three-quarters of CEOs have gender equality listed as one of their top 10 business priorities, yet the intent isn't converted into action as often as it should be.

The consultancy noted the following reasons for the discrepancy between intent and action:

Commitment from leadership isn't obvious - employees aren't seeing initiatives influence everyday actions.
The issues aren't addressed head on - pervasive negative behaviours are rarely challenged by employees or managers.
Managers can't do it on their own - frontline management should be rewarded and recognised for the progress they do make.

While the general consensus is that positive change is happening, there's still more that businesses and leaders can do to speed this process up.

By Sarah Banek

Is digital fluency the key to bridging the gender gap?

Tue, 16 May 2017 09:57:15

There's little argument that there is a perceived gender diversity problem in the IT sector. While many organisations may pride themselves on achieving balance in their employees and leadership teams, a 2015 article from The Economist noted that women's share of jobs in IT actually fell between 1990 and 2011 - from 34 per cent to 27 per cent.

Closing that gap is a multi-faceted challenge. However, new research from Accenture suggests that digital fluency may play a key role in improving gender diversity in IT. It's a field where males have typically been viewed as the best candidates, but an incoming generation of tech-savvy female workers are proving themselves more than capable.

Australia's women have the third-highest rates of digital fluency.

Equality in digital fluency

The most positive finding in Accenture's Getting to Equal: How Digital is Helping Close the Gender Gap at Work report is that 79 per cent of women surveyed believe they have greater opportunities than ever before. Much of this improvement, Accenture says, is due to higher rates of digital fluency among women.

In Australia specifically, NBN Co's analysis of the research identifies that women fare better than male counterparts when using digital technologies to secure educational opportunities, and are more capable of leveraging their digital skills to find employment. By recognising that this fluency is not exclusive to one gender, organisations will open themselves to a much wider candidate base.

"Women represent an untapped talent pool that can help fill the gap between the skills needed to stay competitive and the talent available."

"Women represent an untapped talent pool that can help fill the gap between the skills needed to stay competitive and the talent available," said Pierre Nanterme, Accenture's chairman and CEO. "There is a clear opportunity for governments and businesses to collaborate on efforts that will empower more women with digital skills - and accelerate gender equality in the workforce."

Digital fluency and IT

As more and more businesses make the transition to digital processes and workflows, engaging candidates with the ingrained skills to interact with innovative solutions is critical. Digital fluency in a broad sense is just one part of the puzzle, but people - male or female - who have grown up with technology are in a much better position to learn to leverage it effectively.

With Accenture's survey of 31 countries finding that Australia is in third place for digital fluency among women, the candidates organisations need should not be considered along gender lines. As more millennial women and digital natives develop and enter management roles, this strength of talent is only likely to grow.

By Carly Pattison

You're right, Big Brother is actually watching

Wed, 15 March 2017 09:29:34

It's time to get your tin foil hats out, because the latest Wikileaks dump has revealed that it's not just shadowy lone-wolf hackers that are working to compromise IT security across the globe, but major security agencies as well.

With every smartphone, smart TV and other internet-capable devices businesses and consumers purchase, the opportunity for information monitoring and cyber attacks increases. This is especially true as we start to load up these devices with apps that contain hugely sensitive material, like our online banking accounts. Gartner confirmed recently that smartphone purchases continue to grow, so how is this affecting our personal security and what can technology recruitment professionals do to save us?

If it collects data, it's worth hacking

Consumers are likely aware of how important it is to keep devices like smartphones and laptops cybersafe, but what about their TVs? Or even their cars? The most recent Wikileaks reveal suggests the CIA is potentially able to hack a range of devices, and as everyday devices and tools get "smarter", they become targets too.

While the leaks established that Apple and Android smartphones are hackable by the CIA (more on this later), its ability to hack TVs is less clear cut, and its desire to hack smart cars even foggier.

Pictured: Super secret CIA meeting.

With regards to the TV hacking, currently it allegedly applies to just one Samsung model - the 55 inch F8000 model. Dubbed the Weeping Angel, the hack can apparently make the TV appear to be off, yet still record activity with its built-in microphones. It also suggests the CIA lets Doctor Who nerds name its hacking tools. Creepy.

According to the Washington Post, it's not clear how the CIA would hack into cars, but the intention is there. In the past, German researchers revealed that wireless key fobs are the key to hacking some vehicles. As autonomous car functions become more common in new vehicles, this fear could soon be justified.

Can technology professionals provide a solution?

The silver lining to this rather ominous cloud is that security professionals are in high demand, especially with Gartner revealing that in five years time, an organisation's value will be closely tied to its information portfolios. For this data to be valuable, it has to be demonstrably secure.

Naturally, there will also be an ongoing need for security experts and developers on the consumer products side. In its analysis of the Wikileaks dump, CNET said the CIA - and in theory many other hackers - take advantage of "zero-day" exploits, security bugs present in brand new updates and products that developers haven't caught yet. The quicker organisations can crack down on these flaws, the more they'll be able to reassure their loyal customers.

These high-profile CIA hacks aren't even close to being the only cybersecurity concerns facing the world right now, so security professionals are in the box seat. We guess the CIA might be hiring soon?

By Richard Ivers

Women in Leadership Part 3 Is Change Happening?

Tue, 14 March 2017 12:47:12

Traditionally, the construction industry has been one mostly dominated by male workers. The conventional wisdom has long dictated that building is a strong, masculine occupation, and despite considerable growth over the last few decades in women's rights overall, it's still been a slow process achieving diversity in the construction workforce specifically.

The Australian public and private sectors are both starting to take a closer look at diversity in building.

We are seeing some change, though. The Australian public and private sectors are both starting to take a closer look at diversity in building, and they've come to realise that it's mutually beneficial - women can appreciate having a wealth of new job interviews, and companies find that their staffs are more productive when they're diverse.

Overcoming the old employment barriers

When you survey the scene in building services recruitment, it's evident that historically, construction has been a man's game. According to Dynamic Business, that's because there have been a few roadblocks keeping women from getting ahead.

"There were education barriers, a lack of opportunities and awareness of opportunities, a perception that the industry wasn't particularly 'women friendly' and a lack of role models," said Jennifer Bicknell, Director of the National Association for Women in Construction.

That paradigm is now beginning to change, however. Bicknell noted that businesses with female representation are now performing better than those without it, as there are clear benefits to having a diversity of opinions in the workplace. There's been a steady rise in construction companies employing women for this reason.

Showing support for further growth

Despite the progress seen in recent years, there's still work to be done. According to a report from the Minister for Employment, women account for just 11 per cent of the total workforce in construction. They also leave those jobs 40 per cent more often than men do.

Australia is investing in better construction talent development.

The Australian public and private sectors alike are working to reverse this trend. Master Builders Australia is planning a 12-month leadership programme to help ramp up women's development in the sector, and the government has pledged $250,000 in funding to help support that movement. There's still a long way to go, but gender diversity in construction clearly has mainstream support.

Working with a supportive staffing partner

The other thing companies can do to drive better gender diversity in employment is to work with a recruitment agency in Sydney that's committed to improvement in that area.

At The Recruitment Company, we are passionate about putting all sorts of talented people in the jobs that are right for them, and that absolutely includes women and men alike. Talk to us today about how we can find staffing success for a diverse range of modern employees.

By Russell Burford

Building a diverse sales company

Wed, 08 March 2017 23:14:17

First impressions have always been important for job seekers. However, sometimes they're meaningful for all the wrong reasons, especially in cases where they're coloured by preconceived biases and other discriminatory behaviours.

A Harvard study found that gender-based discrimination in the hiring process can come into effect as soon as a hiring manager learns the sex of a candidate, often implicitly. It's an issue that's leading many organisations to rethink the way they survey candidates in the interview process. How far are people going in their efforts to take bias out of the equation?

How to focus purely on someone's job-related abilities

A Sydney Morning Herald article reported on how the issue of gender bias had appeared in the world's symphony orchestras. Professor Iris Bohnet from the Kennedy School of Government found that many of the selection committees for these groups hadn't noticed that their existing processes were creating orchestras that were almost exclusively made up of white males.

What does this look like in the recruitment process?The solution was almost deceptively simple. Instead of hiring by quota or creating complex recruitment procedures, they simply hung up a curtain for the performers to play behind, letting the committee recruit solely on the way the musicians played their instrument. The professor commented that hiring based solely on a person's talent isn't only applicable for orchestras, but for any other organisation as well.

Performing anonymously behind a curtain isn't going to work for many businesses, but there are ways to bring the same principles from the orchestral world across to other companies. Professor Bohnet notes that one way businesses can begin to make a difference is through removing identifying tick boxes in application forms, such as those where a candidate is asked to indicate their race or gender.

Interviewers need to understand what causes bias to form and how to combat them.

It's also important that interviewers make an effort to understand not just the effects of bias, but what they can do to combat it when preparing for interviews, no matter who the candidate is. Professor Bohnet also found that bias isn't just a diversity issue, it can be triggered by all manner of seemingly inconsequential details.

"We cannot help but be influenced by irrelevant details – a shared joy of celebrity stalking, the colour of an application letter, or a person's appearance," she explained. "Maybe an applicant's jacket is your favourite shade of blue," she says.

"While this fact is unlikely to be relevant for the job he or she is applying for, after having seen a colour you like, you will be more favourably disposed toward that applicant."

Reducing bias in the recruitment process is a combination of both awareness and action. By first learning about these issues and what brings them out, it's then much easier to put a plan in place to reduce their impact.

By Sarah Banek

How to make STEM skills attractive to a diverse group of people

Wed, 08 March 2017 11:00:29

Although leaders' commitment to addressing gender inequality in their organisations is a strong one (96 per cent say they promote talent diversity, according to PricewaterhouseCoopers), the real battle for diversity in target industries starts much earlier.

For IT, engineering and other tech industries to be attractive to all people, the skills and courses that lead people to these careers must be as well. The key lies in getting a diverse group of people interested in science, technology, engineering and mathematics (STEM) skills while they're still at school so they can make informed decisions about what they'll study. What could this focus change?

Make STEM courses feel inclusive

The good news is that various organisations across Australia have launched their own unique initiatives to target people who aren't always interested in STEM courses. Last year, Senior Lecturer at Monash University Rowan Brookes recapped the way the issue was discussed at the Australian Internet Government Forum.

STEM skill education needs to start before people get to uni.

One of the key takeaways from the panel, according to Ms Brookes, was that everybody has a role they can play with regards to STEM skills if they're interested. In a perfect world, no one would feel like they couldn't participate or wouldn't be welcome.

Ms Brookes believes the best way to encourage these feelings is to have visible female role models for women interested in the industry to follow. Importantly, these role models need to be accessible as well. Initiatives where female students can talk to and be mentored by those who are already working in various IT or tech jobs are extremely valuable in this respect.

What can Australia learn from other countries?

The battle for a diverse lineup of tech talent is a global one, so Australian businesses aren't alone in their quest to make STEM skills attractive to a wide range of people. Information solutions provider Elsevier discussed the initiatives that had been successful across Germany and the US, finding that some initiatives are in fact working.

Diversity is about more than just evening out the numbers.

In Germany, between 2000 and 2011, a combined total of 319 unique STEM diversity initiatives raised the proportion of female mathematics and statistics graduates from 42 to 59 per cent. However, Dr Jan Worner, Director of the German Aerospace Center, noted that true diversity is about much more than just equalising the number of men and women in specific fields.

He said that diversity must be used "proactively as the instrument that takes advantage of different personalities, backgrounds, views and competencies". In essence, it's about creating a talent pipeline and workforce that is broad in every possible way to avoid getting stuck in certain niches.

By Geoff Millar

How to attract a more diverse workforce

Tue, 07 March 2017 12:48:24

Diversity is on the mind of many Australian leaders. While there are a number of organisations that exist solely for the purpose of promoting diversity initiatives in specific industries, leaders still have to take responsibility for the way their individual organisation responds.

Whether it's crafting a more diverse talent pipeline for the future or ensuring that executive positions aren't dominated by race or gender, there are a number of ways to make an organisation much more inclusive. From offering flexible working hours to clear paths for career development, here's how businesses can be a home for a more diverse workforce.

Australian leaders care about diversity

In its latest CEO survey, PricewaterhouseCoopers found that diversity and inclusion is one of the key HR challenges for leaders across the country. Part of this desire is born from growing skills gaps, although Australian leaders are less concerned about these talent shortages than their global counterparts.

Diversity is a leader's responsibility.

Almost all (96 per cent) of those surveyed say they actively promote diversity and inclusiveness when searching for and promoting talent. The skills they're searching for most in these campaigns are leadership, problem solving, collaboration and adaptability. More importantly, focusing on diversity while searching for these skills makes an organisation more attractive to additional talent in the future.

What can leaders change to match sentiment with action?

For a desire to create a diverse workforce to be meaningful, it has to be followed up with execution. While leaders are keen to express their commitment to inclusiveness, what can they do to ensure this is more than just good intention?

The Wall Street Journal's guide to the subject notes that building a diverse workforce is about much more than just setting policies or quotas. The publication advocates leaders getting out in their communities, talking to relevant stakeholders and asking themselves: Do the people in my team reflect the community around us?

Building a diverse workforce is about much more than just setting policies or quotas.

Oracle created a best practice guide to making diverse workforces a reality, again acknowledging there's often a gap between management intention and employee perception that can only be overcome with execution. The organisation believes companies should make diversity part of their employer brand in a way that's public and represented through social media campaigns, internships and scholarships.

Organisations also have to give people the opportunity to connect with one another at work. Leaders should ensure there are opportunities for socialising, networking and mentoring for people across the business.

Making a workplace more inclusive doesn't have to be about targets and quotas. By creating an environment where diverse groups of people can unite under a common cause, leaders can turn goodwill into execution.

By Sarah Banek

Building a more diverse workforce part 2 How to attract more women to your company

Tue, 07 March 2017 11:55:37

Outside of the many new technology developments that will change the business world in 2017, one trend uniting companies across industries is a greater focus on diversity initiatives. Business leaders are becoming more aware of the issues associated with various male-dominated industries and the role they have in changing them.

While the engineering sector is one that's often subjected to stereotypes, the Workplace Gender Equality Agency noted the category it files it under (professional, scientific, technical and other services) isn't dominated by either industry. However, there is still plenty leaders can do to create an engineering sector that's diverse and inclusive.

Diversity benefits everyone

As a range of studies have found, advocating for diversity in company teams offers much more than just a social or cultural benefit to these organisations. The Royal Academy of Engineering in the UK reported on the value of diversity for the industry as a whole, noting that diverse workforces make businesses perform better. A more inviting work environment leads to greater employee satisfaction, and McKinsey & Company found that companies with a higher proportion of women in senior leadership positions are more financially successful over time.

Diverse engineering teams are more successful.

The organisation also noted that exclusive hiring practices leave out a massive proportion of available talent and limit an organisation's ability to find the people that are going to help them succeed. The National Center of Women and Information Technology in the US reported that mixed-sex engineering teams file for 40 per cent more patents on average than those dominated by a single gender.

Engineering education needs to be diverse as well

For the engineering sector to really change, it's not just the companies hiring people that need to evolve. Women need to be exposed to what the industry could offer at a much younger age, ideally before they attend university. The earlier they engage with STEM skills, the earlier they can engage with abilities that lead to careers across a range of industries, from engineering through to IT.

The University of Queensland has more female engineering graduates than ever before.

Colorado State University found that one solution is to create student-centred experiences through its embedded Society of Women Engineers chapter. These ambassadors can help new students understand where courses can lead and what they mean for the future.

It's an approach that's echoed here in Australia too, with The University of Queensland breaking its own records for female participation in engineering courses. At the end of last year, 26 per cent of graduating engineering students were women, a record for the institution but one it will look to improve on in coming years.

By Dave Keegan

What influence will agile methodology have in 2017?

Tue, 28 February 2017 11:52:27

Speed is now a defining metric for businesses across many industries. How can teams reduce the time it takes to bring a product to market? Can an organisation react promptly to a new challenge from a competitor?

This desire for adaptability and faster product iteration is fuelling a greater focus on agile methodologies in a range of businesses, brought on in part by the way nimble startups have proven that size is not a barrier to success. Although it has its roots in software development, according to CIO, these principles are influencing people in organisations across a range of industries.

Continuous delivery is not just for software

The purpose of agile methodologies in software development is to speed up the process of building and releasing product or system updates. In this workflow method, updates are smaller, iterative changes and are released in much smaller timeframes.

Banks are embracing agile workflows to keep up with consumer demand.

It's a thought process that can be applied to a number of different operating concerns for a business. In an interview with McKinsey & Company, former ING COO Bart Schlatmann described how this methodology is helping the organisation remain relevant and compete with its digitally focused rivals.

"Transformation is not just moving an organisation from A to B, because once you hit B, you need to move to C, and when you arrive at C, you probably have to start thinking about D," he explained.

Schlatmann also made it clear that ING's move was not driven by a financial need, as the organisation was performing well at the time. Instead, the desire to take on a more agile approach to the way ING operated was born from consumer observations. Potential customers were attracted by options and flexibility. To understand and serve these customers, ING had to operate on the same principles.

Agile development for physical products

L'Oreal is also making the most of agile methodologies to better connect with its customers. Again, the motivation for this transformation is driven by a combination of needing to meet new consumer demands and the opportunities present in digital channels.

A digital market will will change the dialogue consumers have with their favourite brands.

After describing how the digitisation of the market will change the dialogue consumers have with their favourite brands, L'Oreal CEO Jean-Paul Agon described how elements of agile methodology are changing the way the company develops its products.

"Design-thinking, open labs and fast-prototyping enable us to accelerate innovation," he explained. "In parallel, the regionalisation of our R&D hubs and our unique strategy of universalisation fits particularly well with the multi-polarising world."

As consumer demands and technology both continue to evolve rapidly, management processes need to match this speed with agility or businesses could be left behind.

By C arly Pattison

Women in Leadership Part 2: Diverse boards

Fri, 24 February 2017 00:55:46

Hello, and welcome to another episode of The Recruitment Company's video blog. Today, we'll be looking at the hot skills tech employers are looking for in 2017.

Computerworld found that 35 per cent of employers are seeking experienced programmers for application development. This work can include everything from customising software for specific business uses or developing programmes from scratch for a range of different platforms.

LinkedIn analysed the advertisements hosted on its site, finding that people with user interface experience are becoming increasingly valuable. Jobs that demanded these skills moved up to number five on LinkedIn's top ten list, up from tenth place in 2015.

Big data continues to be a source of job opportunities for skilled IT professionals. According to Forbes, data scientists who are familiar with statistical analysis and visualisation are not only desired by employees, their pay has been going up as well.

To find out more about the IT job opportunities awaiting you in 2017, get in touch with our team today.

Which hot IT skills are in demand for 2017? [Video]

Fri, 24 February 2017 00:26:40

Hello, and welcome to another episode of The Recruitment Company's video blog. Today, we'll be looking at the hot skills tech employers are looking for in 2017.

To find out more about the IT job opportunities awaiting you in 2017, get in touch with our team today.

From the tough to the typical - Common job interview questions answered

Tue, 21 February 2017 10:48:47

Job interview questions come in all shapes in sizes. From the cliched to the ridiculous, some exist to learn more about how people function, and others are there to confuse, confound and amuse. If you're sick of being tripped up by rogue queries during the interview, the following guide is going to be especially useful to you.

Category 1 - The industry standards

Although some of the following questions have become cliches in many respects, they're still rolled out time and time again. Whether it's because people can't break habits or these questions still serve a genuine purpose, you can expect to hear one of the following each time you audition for a role:

Why should I hire you?
What is your biggest weakness?
Where do you see yourself in five years time?

There are all sorts of strategies to answering these questions. The overarching theme is that you at least need to have an answer of some sort. If an interviewer asks about your weaknesses or your plans for the future, "I don't know" isn't going to cut it as an answer.

It's also important to follow up any responses with tangible examples. If you mention a specific weakness, ensure there's a context surrounding it, whether that's a way of working around it or an example of how it manifested in a previous role.

Category 2 - Questions from left fieldAnother difficult line of questioning involves money. You will no doubt be asked about your salary expectations, a topic of conversation that never seems to get any less awkward. In this case, survival depends on your prior research. What's the industry standard for the role in question? Do your past qualifications or experience justify asking for a little bit extra? As long you as you don't undersell yourself or ask for disproportionate sums, you'll probably be fine.

More placements are being decided less by technical ability - which most candidates will possess to a similar degree - and more by less tangible traits such as soft skills and cultural fit. To separate individuals based on their ability to communicate and think outside the box, interviewers have to get creative.

Each year, Glassdoor releases a wrap up of the some the left field questions companies have been asking candidates. They vary from investigations into a person's psyche to hypothetical scenarios that test their practical thinking. The highlights from the 2016 list include:

"What would the name of your debut album be?"
"If you're the CEO, what are the first three things you check about the business when you wake up?"
"If you had $2,000, how would you double it in 24 hours?"

Unlike the standard lines of questioning described above, these are harder - if not impossible - to actually prepare for. The most you can do is know that they're out there, and that some recruiters will take the opportunity to push the boundary and liven the interview process up a bit. Try and get an idea of a company's culture before you head in for the interview. Does the way they present themselves on their website and through social media suggest they might try this sort of thing?

It's fine to still feel a little bit of stress before an interview, but being aware of the likelihood of certain questions appearing - and the purpose behind them - can work to reduce that fear of the unknown.

By Kimberley Wood

Are startups the answer to gender diversity in IT?

Thu, 16 February 2017 07:48:26

A number of different traits have seen tech startups gain international recognition, but beyond the disruptive products, headline-making office layouts and meteoric rises in value is one much more relatable feature: Freedom.

While not every tech entrepreneur will be excited by the prospect of an office filled with bean bags and pool tables, the opportunity to make a living free from the constraints some feel working in larger companies can be tough to resist. More importantly, in an industry that is rapidly trying to reverse a number of gender stereotypes, startups are the perfect environment for women to tackle diversity issues head on.

How startups are making IT more diverse

Deloitte's 2016 Digital Pulse Report found just 28 per cent of employees in the ICT industry are women. However, when the industry is expanded to Information Media and Telecommunications as it was in a report published by the Workplace Gender Equality Agency (WGEA), that number grows to 45 per cent. It's a figure that led the WGEA to declare the industry one that is "mixed" with regards to gender, as opposed to those such as construction which are considered male-dominated and haven't changed in the past 20 years.

Australian women are finding success in tech startups.

The reason for the change, argues the Huffington Post, is in part due to the number of women finding success in tech startup companies and using that to appeal to the next generation. Lana Hopkins, founder of fashion tech startup Mon Purse, believes current consumer trends give women an advantage, as most household buying power lies with them in Australia.

"Understanding the DNA of your customer has never been more relevant than today," she began. "The ability to relate to women and know exactly what they want is key to success so this ability to relate will likely change the current scenario."

Organisations aim for change

Startup incubators aren't just for solving the financial challenges that come with launching a new business. An organisation called SheStarts is aiming to specifically fund 10 female-led startup businesses. SheStarts noted some of the challenging statistics it'll be looking to alter with its campaigns, such as only 24 per cent of current startup founders being women and just 4 per cent attracting investment from venture capitalists.

Startups are bringing people together across the IT industry.

SheStarts believes the organisation will affect much more than just the 10 businesses it originally funds. As the startups it supports grow, they'll have to potential to bring in more talent and prove to a wider range of people that creating a diverse industry is an achievable goal.

By Simon Moss

What are Australia's marquee construction projects for 2017?

Wed, 15 February 2017 09:05:51

Australia's construction industry is one of varying scale. From individual houses through to major city waterfront redevelopments, the projects that lie in the country's future promise a wealth of ongoing work for people in the industry.

The projects listed below range from major infrastructure improvements to long-term revisions of existing city attractions. They don't just promise reliable work for professionals, but an exciting variety as well.

Sydney Light Rail

Sydney used to rely on tram travel, much like Melbourne still does today. While it ditched its original tram lines completely back in 1961, light rail services are the congestion-solving infrastructure item of choice lately - Gold Coast recently installed a service, and it's an option that remains under investigation across the ditch in Auckland as well.

While Sydney's technically got underway last year with some tracks being laid in December, this year will see construction rapidly ramp up as the project continues to head towards its target deadline of early 2019. According to NSW Transport, it's a $2.1 billion project that will eventually stretch for 12 kilometres through the CBD.

Sydney's light rail project will change transport in the city.

Brisbane's Queen's Wharf revival

The Brisbane River is one of Queensland's prime attractions, allowing visitors and residents alike to view Brisbane from the water. While few would complain about it in its current state, an ambitious project is underway to greatly transform many of the buildings that line Brisbane's waterways and ensure the waterfront remains the city's defining feature. Some of the planned elements of the project include:

12 football fields of public space
A signature "arc" building with a Sky Deck populated with bars and restaurants
Five new hotels, including the city's first six star hotel
Three residential towers
A moonlight cinema on the waterfront

For 2017, the Queensland government is expecting the Waterline Park and Mangrove Walk to begin early this year, following site preparations such as demolishing non-heritage buildings and beginning underground works. From then, the timeline stretches through to 2024, ideally acting as a vital contributor to the state's construction industry in the meantime.

Melbourne's Australia 108

As The Age reported, Melbourne's CBD is set to be a hive of construction activity throughout 2017, with projects including major roadworks and the modernisation of Queen Victoria Market. However, one in particular is towering - quite literally - above the rest. Set to be Melbourne's tallest building once it's completed, work on Australia 108 will continue throughout the year, giving construction employees the chance to work on an important piece of the city's future.

These projects are just a small sample of those planned across Australia, proving 2017 is likely to be a busy year for construction professionals across all states and territories.

By Russell Burford

Deal or no deal How to handle a low ball job offer

Tue, 14 February 2017 09:41:19

As recruiters we face the challenge of clients offering below expected salaries, or low ball offers, more regularly than we would like. In some cases the impact of a low ball offer is enough to put people off; it's an emotionally charged situation that nose dives from the onset.

I've found that the offer can sometimes be up for negotiation if handled correctly and would like to provide some tips to assist you in navigating the minefield that is the "low ball offer".

Firstly, try to take the emotion out of the situation and breathe. More often than not a low ball offer is the start of a two way negotiation. It is a common assumption the offer is non-negotiable and people have to accept or decline. I have seen people get upset about the gesture and fail to negotiate for their benefit as they cannot get past the figure. I suggest considering the following reasons why organisations make lower offers before reacting:

HR and the line manager may have different views on salary budgets and salary ranges
The organisation cannot afford any extra at this time
Other candidates are in the sidelines willing to do the job for less
You have over priced yourself or failed to do your own due diligence about your worth in the market
Internal equity - organisations don't want to pay you more than your peers
The job on offer is not as involved as your previous position
Managers are trying to shave money off the budget and are motivated by overall headcount savings set by the board
The organisation assumes that you have entered the negotiation higher and are willing to be knocked down a little
They are seeing if they can get lucky, some people have accepted in the past
You are not in employment, they assume you would except less

Dark clouds indeed have silver linings and low ball offers can be overcome. You have to decide whether the organisation is being down right cheeky or whether there is any mileage in returning a counter offer.

The majority of candidates I interview put forward that money is not the only influencer when looking at the right career opportunity. If an organisation ticks the other boxes in terms of continued professional development, great company culture, aligned values and you are genuinely excited to be part of their vision, you must make that counter offer. Yes, a low ball hurts the ego but it can be quickly remedied with a little thoughtful negotiation.

To conclude, I would like to first wish you good luck in your negotiations! Also, as promised, here are a few tips to help you if you ever find yourself faced with a low ball offer:

Do not respond immediately, time can be used to your advantage not only to think of your counter argument points but to let the situation cool down
Write down your counter points before reacting to the offer, make sure you articulate your value and the benefits you can bring to the team in an objective manner
Take all emotion out of the situation, clear your head or try sleeping on it
Talk through with your potential employer or recruiter all the elements that attract you to the opportunity leaving the salary component to the third or forth point; you need to give the impression that everything else is satisfactory before tackling the main concern
Express your disappointment in the level of offer and ask what the range is for the position
Find out the context behind their decision using my earlier prompts
If there is any upside compensation to the role and when is the next review- 3, 6 or 12 months?
Is the salary in line with what they are currently paying others in the firm?
What other parts of the package are negotiable? Short or long term incentives, flexible hours, additional holidays, parking and transport or educational support
Be creative it shows willingness and substantiates why you are the right candidate

And one last thing is just to wish you good luck with securing that great new role.

What does it take to be a UX Specialist?

Tue, 31 January 2017 15:11:46

Australia's construction industry continues to remain steady across its various sectors. According to the Australian Bureau of Statistics, the total value of building work completed throughout the country continued to rise throughout 2016, spurred on mainly by the growth in the residential construction sector.

While there was a slight downturn in the non-residential construction market towards the end of last year, the residential options continue to pick up the slack. Increasingly, these projects are involving more than just houses, as demand for multi-density projects and apartment blocks rises. In short, 2017 should provide a range of opportunities for people working in building services, both across new and upcoming projects.

What do slowing growth rates mean?

In its investigation of Australia's commercial real estate outlook for 2017, Deloitte noted that there is a cautious sense of optimism throughout the many professionals working in it. From developers and investors financing projects through to the builders who will bring them to life, there are positive mindsets throughout, despite a mismatch between demand and supply due to an ongoing labour shortage.

Building services professionals need to be prepared to embrace technology updates.

Deloitte found there will be challenges for the engineering and construction sector as well, due mainly to a slower growth rate for non-residential projects. Based on the architectural billings and backlogs in these companies the firm has observed, it's anticipating slower construction activity as they race to catch up.

Finally, there are a list of growth enablers Deloitte believes could change the way these companies operate. These include a greater focus on sustainability and health and wellness elements in buildings as well as a willingness to adapt to technology revolutions such as the Internet of Things.

Will the way building services companies work change?

Alongside the external factors companies will be dealing with, such as a nationwide focus on residential construction, there are a number of potential workflow evolutions which could change the way firms manage projects. In particular, Building Information Modelling (BIM) continues to be a divisive force throughout the industry.

Defined as a process built around shared knowledge across all people working on a project, BIM relies on digital representations of a final design to streamline decision making and reduce costly errors throughout its life span. While the process is taking off overseas (BIM is mandatory for government projects in Singapore), it's yet to be adopted heavily across the architecture and construction sectors.

Whether they look to adopt new technologies or workflows, it's likely to be a busy year for building services professionals as construction activity remains steady. A report from BCI Australia found that since its introduction, adoption has actually been decreasing, and the majority of surveyed builders haven't actually heard of it. Is there a chance that it could find favour with architects and construction professionals alike in 2017?

By Dave Keegan

Finding the benefits of gender diversity in the construction industry

Wed, 25 January 2017 11:30:54

There are a number of industries across Australia - and throughout the rest of the world - that carry an unfortunate stereotype of being almost exclusive to males. While many are evolving, the country's construction industry just one example of an industry that needs help to change and represent a much more diverse group of people.

Some of the benefits of diverse workplaces include increased adaptability and access to a wider variety of viewpoints, both of which can make a team better at solving problems and finding innovative solutions. Diversity also has a significant effect on talent attraction. The more diverse a workforce is, the more appealing it is to a range of different people. How is this manifesting in Australia's construction industry?

Australia is home to many gender-dominated industries

A report produced by the Workplace Gender Equality Agency (WGEA) found that a number of different industries throughout Australia all have their own gender biases, whether they're dominated by males or females. While the overall trend is one of change, not every industry is following suit and growing more diverse.

Female participation in the construction industry has decreased over a 20-year period.

For construction, female participation in the industry has decreased slightly over a 20-year period. In 1995, women made up 14.8 per cent of all construction employees, a number that had dropped to 12 per cent by the end of 2015. Those figures mean the industry is classed as "male-dominated", which means by the WGEA's research, women are much less likely to hold executive or management positions in construction businesses.

How will construction change?

There are a number of ways the construction industry can evolve with a focus on diversity. One option is through concerted efforts such as policy change and research projects to understand why the industry is mainly appealing to males and what has to change for that to reverse.

A research project published by the University of New South Wales Australia included a case study on a construction company that had made efforts to address diversity issues with a combination of both formal and less direct initiatives. The direct efforts included a greater focus on flexible working opportunities, support networks such as mothers groups and gender bias training for those in recruitment positions.

The construction industry is dominated by males in Australia.

Some of the less direct methods included gender bias training for management to prompt a top-down approach to change and the introduction of transparent hiring practices. The researchers concluded that a combination of these approaches, in conjunction with regular review and enforcement, is the only way to ensure that companies - and then the industry as a whole - can evolve.

By Russell Burford

Myths about Gender Diversity in Leadership Part 1

Wed, 25 January 2017 11:07:24

The next 12 months are set to be busy ones for the country's civil engineers. A range of national, multi-state and state-specific projects are expected to get underway, while the advice offered by the federal government's Infrastructure Priority List means there will be more in the pipeline for years to come as well.

Overall, civil engineers can head into 2017 with a healthy level of excitement, as job prospects remain positive in the wake of continued infrastructure development across the country.

Major infrastructure projects define 2017

One of the year's largest projects actually got underway just before the Christmas break. While workers across a range of industries were all winding down for the year, those working on Sydney's light rail project jumped at the opportunity to put down 80 metres of track as commuters began to vacate the city. However, this is just a small step for a project that will eventually span a 12 kilometre route across 19 stops. The scale of the project means it isn't due to be completed until 2019, sustaining civil engineering jobs in the meantime.

Roading upgrades continue to shape infrastructure employment.

It's not the only infrastructure project expected to boost employment in the state either, with the Department of Infrastructure and Regional Development listing a range that are either already underway, in planning or proposed. Some of the significant ones underway across NSW include the upgrades to the Pacific Highway as it expands into 4 lanes further up the coast and the Wagga Wagga Base Hospital redevelopment.

Looking at the National Infrastructure Construction Schedule's timeline, one of the main themes driving this development is continual upgrades to the country's roads. With safe roads essential to the many transport companies and public road users that travel throughout Australia, it's understandable why they continue to be a strong source of engineering roles.

How are future projects determined?

Infrastructure Australia has created the Infrastructure Priority List to ensure there is clarity surrounding the projects that are predicted to make the biggest difference in Australia. The most recent list, published in November 2016, revealed a significant focus on NSW in the High Priority category, including the Western Sydney Airport, M4 motorway upgrade and the ongoing WestConnex development. Other projects in this category included road and transport improvements in Queensland, Victoria and Western Australia.

In the high priority category, the transport theme is continued, with a nationwide focus on improving accessibility for drivers and people who rely on public transport. However, many of these are still in the business case development stage, suggesting that while they're considered priority projects, they may not get underway for a couple of years or more.

To appear on the Infrastructure Priority List, projects have to be submitted to Infrastructure Australia and assessed by its Board. Recently, there has been a major focus on infrastructure projects to meet the many challenges Australia's states and territories are facing in this regard.

Open Universities Australia investigated the employment trends facing the civil engineering talent market, finding the future is looking bright as projects continue to ramp up across the country. With the Infrastructure Priority List growing by the month, there's a significant amount of work for them to complete. A positive future for Australian civil engineers

According to Open Universities Australia, the number of people employed in the industry has grown by just over 24 per cent over the past five years, and the organisation expects this trend to continue throughout 2017. Overall, Queensland and NSW were responsible for the highest percentage of employment in this field, with both states re[resenting around 27 per cent of placements.

From 2017 onwards, it seems like civil engineering will remain a busy industry for Australia. Get in touch with the specialists and The Recruitment Company to find out more.

By Dave Keegan

The benefits of diversity within an IT team [Video]

Mon, 23 January 2017 15:31:44

Thank you for joining The Recruitment Company video blog. Traditionally, the IT industry has been dominated by male employees, both in Australia and elsewhere. According to the Workplace Gender Equality Agency, only 40 per cent of people in professional, scientific and technical services were women as of 2015.

Numerous studies have shown that gender diversity is a positive influence in the office. It helps bring a diversity of opinions to the table, enabling business leaders to broaden their horizons and include new perspectives in their thinking. IT organisations should include all different employees in their recruiting mix, if at all possible.

Diversity in staffing is an important part of any successful business. Contact The Recruitment Company to find out more about how an emphasis on diversity can help your organisation improve.

Mindfulness and empathy in leadership

Wed, 18 January 2017 23:25:58

We live in an age where we are bombarded daily with online innovations claiming to be “the death of recruitment”, the ”Uber of recruitment” or some other claim of industry wide apocalypse.

But recruitment has always been an industry in a state of flux. It was born from the chaos of the wars at the start of the 20th century and has faced numerous shifts and changes since.

Here are 5 industry wide shifts that have shaped what it means to be a recruitment agency.

Outsourcing

This is where it all started. Back in the day companies started to realise that they were expending a lot of resources on internal functions that weren’t their core capability. They realised that the peak and trough nature of many of these functions justified outsourcing to ‘specialists’ hence recruitment was born as an industry.

It grew quickly and is now a global $600bn industry.

The shift of recruitment from HR to Procurement

Recruitment agencies and HR have traditionally had a complex relationship. But that tumultuous relationship was a walk in the park compared to what developed with procurement. During the market turns of the 2000’s many multinationals pushed recruitment under the umbrella of Procurement. All of a sudden, the process for selecting a provider of the organisations people fell to the same department managing the purchasing of pens. In many instances the emphasis changed from value to price. A downward push on margins led to the commoditization of many areas of the industry and a redefining of many others.

Internet advertising

Print media dominated the spend of recruitment agencies for the first decades of its existence. Many agencies made almost as much from on-selling print advertising as they did from the recruitment fees themselves. But the emergence of internet job boards (such as Jobserve in the UK, Jobnet and Seek in Australia) in the late 90’s and early 2000’s offered recruitment agencies unprecedented access to cheap, easy and extremely targeted advertising. This lowered the barriers to entry and opened the way for smaller, less established agencies to compete on an equal footing with the old school monoliths who had dominated the papers.

LinkedIn

Every market disrupter is inevitably doomed to have its own market disrupted and such was the case with internet advertising companies. Social Media rose like an unruly teenager into the structured world of business technology and at its forefront was our good friend LinkedIn.

The recruitment industry will always have a love/hate relationship with LinkedIn. It makes our lives easier but in turn it reduces our necessity. It has forever changed our value proposition to our clients (our “candidate database of over 200,000 professionals” looks a bit lame compared with the database of billions accessible to anyone with a LinkedIn profile).

The shift to internal recruitment

The global financial crisis (GFC) changed things for us forever. One of its most dramatic changes was the bringing back of the ‘in-house’ recruitment function. We expected this to be rewound once the market picked up again, but it didn’t. Companies realised that with an exceptional internal recruitment team, combined with full access to LinkedIn, they could find people for less cost than outsourcing.

Suddenly internal recruitment, for a long time viewed as the bastion of ‘burnt out’ recruiters who couldn’t hack it out here in the trenches, became home to some exceptional recruiters. Salaries are high, the work is challenging and our industry has lost a lot of good players in this new market development.

But as with all things even this new development is evolving and many internal recruitment departments are finding themselves treated as cost centers, subject to brutal budget cuts and increases in workload.

So what does the future hold? Here are my predictions

LinkedIn – As LinkedIn becomes used more and more it will become saturated. People will move away from it as they get spammed by recruiters and internal recruiters. New technologies will rise. We’ll then need to infiltrate those.

Video – I believe that video will be a major disrupter to our industry. Most video solutions are currently aimed at internal recruitment, there isn’t a lot out there that addresses the nuances of the agent / client relationship. But solutions will rise that will forever change how we utilise video

Information exchange technologies – if everyone has access to it then it isn’t a differentiator. Technologies that utlise shared information between organisations, such as iProfile will change our industry again as we seek to find value adds that aren’t available to our clients directly.

Access to mobility technology – as globalisation continues its rapid progression, so connectivity between talent on a global scale will continue to increase. Our industry will need to reflect sites such as freelancer.com to connect our clients with resources on the international market

So the important question is, are you at the forefront of these changes? Do you want to be? We did a survey of the market and found that only 13% of our industry are considered exceptional. We think that innovation is at the forefront of being exceptional. We were named by Seek as Australia's Most Innovative Agency in 2017's SARA's. Are you excited about innovation in recruitment? Are you exceptional? #areyouoneofthe13percent if you are then why not chat to us

Emerging developments in Australia's payments market

Mon, 16 January 2017 14:20:34

In the eyes of many tech companies, the wallet is one extra item that can be made unnecessary as smartphones become even more advanced. In their perfect world, leaving the house without your wallet would no longer mean being locked off from most of your finances. We can already call and pay for an Uber to take us home, so why not add paying for our meals and splurging in stores to that list as well?

Within the past year, two of the major competitors in this space - Apple Pay and Samsung Pay - launched in Australia. What does their arrival mean for the future of digital payments?

How these systems work

Essentially, both the Apple and Samsung variants of this service work like Visa's PayWave service, just without the need to carry a card around. In the case of Apple Pay, people can hold their phone up to the receiver and confirm by touching the fingerprint scanner on the device. There's similar functions for the Apple Watch, and the applicable Samsung devices operate on the same principles.

Your wallet could become a thing of the past with new payment services.

The appeal is not just to do with convenience either, although that is a leading feature as Apple Pay works on some webstores as well as in actual stores. According to Apple, the systems were also designed with security in mind. Not only do you need to activate the iPhone version of Pay with your fingerprint, Apple says it doesn't actually store details like card numbers in its systems. Instead, each device has its own unique number and transaction code.

Are they yet to reach their full potential?

In its review of Samsung Pay, which launched in Australia in mid-June, Gizmodo noted while the service does work, there's a sense that the best is still yet to come. Currently, Samsung Pay is only available for Citibank and American Express customers, whereas Apple Pay is partnered with a much larger array of financial providers.

Apple Pay is partnered with more banks than Samsung.

However, it's a trend that could change the way people use their devices. While smartphone sales and demand continue to remain strong, wearables like smartwatches haven't reached anywhere near the same levels of adoption. According to research from Gartner, smartwatches have an abandonment rate of 29 per cent as people begin to run out of reasons to use them.

Gartner did point out that these devices are still in the early adoption phase, so only around 10 per cent of potential consumers have been exposed to the devices. As services like Apple Pay and Samsung Pay connect with more consumers and partner with more banks, they could change not only the way financial services are used, but which devices are in demand as well.

By John McMahon

Gender Diversity in Leadership Part 1 Video Blog (2 of 8)

Mon, 16 January 2017 13:35:10

The tech industry has been the unfortunate end of some of the working world's most prevailing stereotypes. Thankfully, the basement-dwelling male caricature that's dominated pop culture's representation of the techy nerd is no longer an accurate representation of what it's like to work in an IT job.

In short, the industry as a whole has long been working to combat its diversity problems, with results that suggest a positive future overall. From annual diversity reports produced by the some of the industry's most visible companies to organisations like Girls Who Code encouraging the next generation of IT workers, the sector is changing. Here's what the focus on diversity means for the next wave of development teams.

How is the industry changing as a whole?

The push for a more diverse IT industry has been a very public one, and the fact that some of the world's most high-profile tech leaders have joined in only strengthens the cause. In its 2016 Diversity Report, Apple detailed its ongoing journey to create a workplace that's inclusive and reflects the world around the company. Apple reported that, in 2016, 37 per cent of its new hires were women, up from 31 per cent in 2014.

Facebook announced its LGBTQ data for the first time.

Facebook reported similar evolutions in its mid-2016 update, with the social media giant reporting that nearly one-third (27 per cent) of its senior leadership staff is now women. The company also announced its LGBTQ data for the first time since publishing these reports. According to Global Director of Diversity Maxine Williams, these efforts are directly tied to creating stronger teams internally.

"Our goal is to create an environment where diversity is considered an indispensable part of the search for great talent," she said.

Facebook broke its diversity goals down into short, medium and long term elements, indicating how other companies could focus their goals as well.

What's happening in Australia?

The good new is that it's not just multinational corporations tackling the issue of diversity in IT. In Australia, this focus goes all the way down to the grassroots, with organisations such as Code Like A Girl set up specifically to introduce women to the many opportunities present in the country's IT sector.

Recently, Vogue Australia also expressed a desire to change the industry, launching a campaign to increase diversity across Australia's tech jobs in partnership with Westpac and HP. Editor-in-Chief of the magazine Edwina McCann explained that every part of the business is influenced by digital technology in some way, which led to the realisation that few women are currently pursuing these careers.

"There are no women developers out there. It's not just our problem," she explained. "It's time to help make women empowered by technology. I felt this was an area where Vogue could make a difference."

The future of the IT industry is set to be more diverse.

Why do diverse teams work better?

According to a range of different research, diversity programs are not just about amending social issues, they also have significant performance benefits to teams that are made up of different genders and cultures. This was reflected by a study published in the journal Scientific American, which noted that teams get complacent when they aren't diverse, and often don't challenge each other when they're working on projects.

"When members of a group notice that they are socially different from one another, they change their expectations," the researchers began. "They anticipate differences of opinion and perspective. They assume they will need to work harder to come to a consensus. When disagreement comes from a socially different person, we are prompted to work harder."

This is especially important for software development teams, where people have to work together to improve a product for a client or customer. Without challenging each other, they don't push each other forward or break new ground. As the industry continues to shift to a more diverse and inclusive one, it's likely technology will develop at an even faster rate.

By Carly Pattison

LinkedIn, Twitter, Facebook - what are their strengths, and how should you engage?

Mon, 09 January 2017 11:14:13

In today's world, social media sites are valuable for a lot more than just chatting with your friends in your spare time - they've become essential tools in the business world, allowing companies to connect with customers, B2B business partners and even potential job recruits. If you've got a smartphone with apps for LinkedIn, Twitter or Facebook on it, you've got a high-powered device for business communications sitting in your pocket.

To make the most of a social site, you must understand how it's unique and what communication strategies will be most effective.

The trick is that every social platform is a little different. This means that to make the most of any one social site, you first have to understand how it's unique and what communication strategies will be most effective. If you mix and match strategies, it won't work. No one goes to LinkedIn for the quick, 140-character blasts of text.

The following is a breakdown of the three leading social sites and how you can use them to engage with people:

Meeting key influencers on LinkedIn

Compared to the other two social sites, LinkedIn stands alone in that it's the most geared toward professional networking. People use the site to identify their professional interests and goals, congregate with others who share them and have conversations. It's a site largely geared toward connecting - whether it's with potential business partners, project collaborators or recruits.

To connect with the right people to help you advance your goals, it's wise to identify influencers who can help. Think about your industry and who the key people are. Who do you know that can help hook you up with the right contacts? Try to leverage your existing relationships into more connections that will help you later.

Social Media Examiner recommends that as you go about building your professional network, you enhance your online persona by using all sorts of rich content to bolster your profile. The more you can do to share compelling information with people in your sphere of influence, the more interest you'll draw from potential business allies. But consider keeping politics off your LinkedIn, or posting motivational cat posters and general chit chat. Let your professional personality shine through, not your pub personality. Think of it as a semi-formal business networking event.

Focusing on your passions with Twitter

In a way, Twitter is like LinkedIn - it's a great place for people who share common interests to get together. If there's a specific topic that interests you, you can easily tailor your list of follows so it's loaded with like-minded users, driving the discussions you want to have.

Twitter is a great place to interact with like-minded users.

For this reason, Forbes recommends using Twitter to focus on your passion. If there's a certain area of your industry you enjoy, you can use Twitter to emphasise it. You can engage with people who share that same passion. You can read others' content and share plenty of your own. You can even cultivate lists of colleagues in your field, which will help drive future conversations.

But again, this is a place to avoid grumpy cats, political ideologies and subjects of those natures - your profile should be kept professional. That said, you can always have two profiles if you wish to share your love of internet gossip, but beware: Arguments on Twitter can flare up very quickly, so you'll need to monitor this and remain calm.

Additionally, there are many strategies for Twitter use - some are leaders and some are followers. While certain Twitter users like to sell their ideas and influence others, others are more content to lurk and listen. Decide on the right strategy for you, and incorporate it as a consistent part of your persona.

Engaging with the masses on Facebook

Facebook is a little different. With well over 1 billion users registered, Facebook is not a niche curiosity for a few like-minded professionals - it's a meeting place where just about everyone gathers. People will be bombarded with all sorts of information, not all of it business-related.

If you enjoy posting about your personal life on Facebook, we recommend steering it away from your professional network. However, if you have a company page, you don't want to get lost in the crowd, which is why HubSpot recommends making all your key information really easy to find. Prominently feature the name, contact information and mission statement of your business so that anyone who wants to find it can do so.

From there, you might also want to consider working in some calls to action. People are increasingly willing to take action via Facebook, whether it's ordering a product or picking up a job application. By making it easy for users to interact with your brand and do these things, you can use Facebook to advance toward achieving your marketing and recruiting goals.

By Geoff Millar

Gender Diversity in IT Video Blog - Part 1

Mon, 09 January 2017 10:59:18

With Christmas a few days away and the dreaded due date for New Year's resolutions safely in the future, the desire to do sensible activities such as reviewing your CV and applying for jobs is probably tucked safely in the back of your mind. After all, you're on holiday, so that means all the recruiters are as well, right? Sort of.

Despite offices across many industries all winding down until at least a week into the new year, a survey from Accounting Principals found 94 per cent of recruiters would advise jobseekers to keep up the search. Think of it as a head start, while businesses are closed and recruiters are (potentially) taking time off, you're ready to face the New Year before anybody else. That's not the only motivating reason, however.

The complete December shutdown is a myth

According to an article from Business Insider, while plenty of people bail out of their professional lives for a week or two over Christmas, it isn't always the mass exodus it's made out to be. The article reports that, by now, many businesses know what they need in the new year, and have likely set budgets and job requirements to make it happen. All they need now is candidates, and chances are they aren't surveying those lying on Bondi Beach or camping up at Coffs Harbour. If you're ready to apply for a role, don't feel like you have to wait until the new year to hit 'send'.

Sitting at the beach all holiday won't help you find a job in the new year.

Avoid the competition

You know that a number of candidates are taking time away from their responsibilities, because you've also been planning how many episodes of Westworld or The Grand Tour you can churn through each day of your well-earned break. This shouldn't be a motivation to join those taking time off, but to do the complete opposite. It's an assumption that was confirmed by a Forbes article from November this year: the number of job applications companies receive drops notably between December and January. For you, that means much less competition, especially as it's a valuable downtime before a fresh wave of university graduates flood the market.

What you need to do

There are a number of tasks you can set aside a morning for so you still get a chance to refresh before 2017 begins. According to The Guardian, some of the essentials include:

Rewrite your personal statement - How long since you updated this part of your CV? Ensure it not only reflects where you are at the moment, but where you want to be in the future as well.
Don't add without taking away - If you've had a busy year, it's easy to over-update your CV and blow it beyond the two or three-page mark. Ensure you're only adding relevant info that will actually help you secure the types of roles you are looking for.
Review the job market - Are companies actually hiring for the role you want? If you're unsure, take the time to reach out to someone for help.

The holiday period is a time for relaxation, sure, but there's also plenty of opportunity to get ahead of the crowd and prepare a shiny new CV for the new year. Reach out to the team at The Recruitment Company to find out more about starting 2017 off on the right foot.

By Charlotte Jackson

3 common biases that you are bringing to every interview

Thu, 15 December 2016 00:17:11

Building an amazing company culture isn't easy but its worth it. Here’s the three wise monkeys approach to the basic building blocks of developing a high performing culture of engaged and happy employees.

See no evil

The foundation of any great company with a great culture is the attitude of the leader. If you want to create a team or a company that is an amazing place to work you need to evaluate how you see other people.

If your primary reason for wanting to create a great culture is because you want to make more money then your approach is already flawed. A great culture will make you more money as a byproduct in that it will reduce staff churn, it will increase engagement and motivation, it will win you awards and give you interesting stories to tell clients. But all of these things are a by product of what it is you really need to be trying to achieve, which is to create a genuinely great place to work for your most important stakeholders - your employees.

To create a great place to work you need to make sure that your attitude, how you see your employees, is in line with creating a genuinely great environment. So how do you know if your attitude is right for this task? Heres a test. Answer the following question:

My team,

a. are able to do most things well and if given the right resources can figure things out for themselves, or

b. work better under my close supervision and require me to finish things, check things or step in when its really critical.

If your answer is b. then your attitude is misaligned with creating a great working environment for your employees. I’m going to tell you two home truths about how you see the world:

1. you aren’t anywhere near as good at stuff as you think you are

2. your employees are a lot better at doing stuff than you think they are

There, I said it. If your employees aren’t doing their job well then its probably your fault.

Either,

a. you have the wrong people in the job - change them and review your recruitment process

b. you have the right people in the job being managed incorrectly - change how you manage them, the resources you give them, the freedom you allow them and the confidence you instil in them

This is a short blog so isn't a complete ‘how to’ guide to changing your management style, there are plenty of other blogs on the subject and plenty of books. But fundamentally you must accept that one of the above is true. If you see everyone else as less competent than you, if you see everyone else needing you to step in and help (no matter how genuine your intentions) then you are doing them a disservice.

People are smart. Give them guidance, boundaries, outcomes and resources then freedom, support and feedback. Mix it in with a healthy dose of willingness to let them fail and you have the start of a great place to work. Things may slip a bit, maybe they wont be as good as you to start with but in the end you’ll end up with an employee who is engaged, motivated and probably better at the job than you ever could be.

So take your hands away from your eyes, people are smarter than you give them credit for, if only you’d let yourself see it.

Hear no evil

Lets be blunt here. Negative people who aren’t on the bus and who undermine your efforts are cancer within your organisation. You need to cut them out. You know this of course, but you don't do it. We’ve all been there. There are a million reasons why we don’t.

“but they make good money” - cut them

“but they’ve been with me since the beginning” - cut them

“but they are popular with the team” - cut them

“I think I can make them change” - cut them

Be fair, treat them with respect, pay them out whatever you need to, but cut them finally and cut them soon.

It goes without saying here that you need to get some decent legal advice on how to do this, but it needs to be done.

The negativity you hear is the tip of the iceberg. Do not underestimate the amount of damage their negativity can cause. Their cynicism can spread, their questioning of your motivations can plant seeds that grow into dangerous ideas and their general unwillingness to embrace what you are trying to do will make anyone that wants to embrace it, feel silly.

The more reasons you give for not getting rid of them the more you need to get rid of them. If they are someone who other people look up to then their actions will influence others even more. Big billers, high achievers, popular socialites, long term employees create your company culture. If their actions are misaligned with the culture you want, you have no choice.

Don’t stand by and hear their negativity gradually eat away at your company culture. Take your hands from your ears and listen to your team, identify the negativity and cut it now.

Speak no evil

This is going to be revolutionary, mind blowing, ground breaking: Tell the truth. If you speak in double speak, tell mis truths and half truths, hide facts, put positive spin on negative stuff, your team will never trust you.

Creating an amazing working environment is not about providing people with benefits and prizes and googleplex offices, its about creating an environment of trust. An environment of trust allows people to be brave, it gives them the confidence to fail and learn and develop, it means they are committed to you. It means they achieve more because they want to.

But trust isn't a commodity you can buy, it is something you earn very very slowly. But it is also lost very, very quickly. So how do you earn trust? You tell the truth thats how. You give information that the team aren’t expecting to get. You are open and you don’t talk in double speak.

Saying something is “a positive thing” doesn't make it a positive thing. People are bombarded with information all day every day. Our doublespeak radars are in overdrive, we can pick up words and phrases that instantly make us smell a rat. Your people are smarter than you think. If something is bad, tell them its bad. But tell them why it isn't the end of the world, how you’ll fix it, where you need their help. Be honest.

Why hide information? Some information you cant give out for legal reasons, some for privacy reasons but some you don’t give out because you think you cant give it out. Question why. Why cant your team know about last months loss or last years profit? Why cant the team know about potential cash flow issues or greater than expected profit margins. Do you really think everyone will jump ship if they know you made a loss last month? Will they immediately tell your competitors and customers (and who cares if they do?). Will they all demand pay rises if you tell them you made a decent profit? Communicate honestly with them “we made record profit which we’re investing back into the business to give us some breathing space in the quiet period etc etc” and you’ll be surprised at how mature they are.

If your team are unable to trust you to give them truthful and unphotoshopped information then you have no trust. If you have no trust you will never create a genuinely great place to work. Don't treat your people like idiots, don't talk like a second rate politician, don't use words straight out of a business speak manual. Use clear language to tell the truth.

Take your hands from your mouth and start telling the truth.

So to conclude, building an amazing working environment is about a lot of things but there are three areas at the core of any great company culture:

See no evil – evaluate your attitude towards your team, this is where it all starts

Hear no evil - cut the nay sayers

Speak no evil - tell the whole truth

You'll be surprised at how your team react and at the company you can all create together.

Three of the most innovative recruitment campaigns in history

Tue, 13 December 2016 23:12:13

Recruitment isn’t new. People have been looking to engage with other people with a very particular set of skills (as Liam Neeson so succinctly put it) since the dawn of time.

So here are three of the most innovative recruitment campaigns in history;

Julius Caesar c60BC

JC did a fair bit in his time. Arguably the most famous Roman Emperor he conquered most of the known world, ended democracy in the empire, spawned a Shakespeare play and ultimately devised the world’s first finder’s fee.

Although he isn’t well known for being a forefather of the recruitment industry, JC devised a strategy to grow recruitment into the Roman Military, which was in dire need of men to protect the conquered lands and march ever onwards to more. So, in 60BC (approximately 2062 years before they invented LinkedIn) he announced that any soldier who recommended another man who was subsequently recruited into the army, would receive a finder’s fee in payment. Apparently the scheme was a massive success.

Veni, vidi, tirocinium

I came, I saw, I recruited

British Intelligence Services c1942

It’s difficult to understate the importance of the efforts of Alan Turing and his team at Bletchley Park.

The fact that a man who, along with a very small team, saved the lives of millions by shortening the 2nd world war by 2 – 4 years, was vilified, imprisoned and persecuted because of his sexual orientation seems crazy in today’s day and age. Add to this the fact that, unable to face the persecution by the very society he had played such a major part in saving, he committed suicide by eating a poison apple, makes for a pretty incredible story (Interestingly, he is also attributed with pretty much inventing the computer)

How the team at Bletchley Park was recruited is just as amazing. MI5 wanted to recruit a team of people with a particular way of thinking. The Germans had a seemingly unbreakable code called the Enigma code and the British knew they needed to crack it.

So they engaged in a recruitment drive via personal networks across universities, as well as going out to market. They did so by putting out a cryptic crossword in The Times. The questions were written to identify lateral thinking. They offered a prize to anyone who could complete it. They then approached successful winners with a covert job offer.

The team was so diverse that Churchill, on visiting, said “"I told you to leave no stone unturned to get staff, but I had no idea you had taken me so literally." This diverse team was so successful they pretty much won the war, saved millions of lives, spawned a movie with that guy from Sherlock Holmes, and invented the computer. As far as recruitment drives go this one could be the worlds most successful.

Google c2004AD

In 2004 Google was A search engine, not THE search engine. It’s hard to believe that back then the future was uncertain. You could be finding holes in the historical facts in this blog by Yahooing it, but you’re not. If you bother at all then you’ll probably be Googling it. But back then things weren’t so clear-cut. Realising that the way to market dominance was to hire the absolute best, Google engaged in one of the world’s best recruitment drives.

They put up, next to the freeway, a plain white billboard with nothing on it but the words

“(First 10 digit prime found in consecutive digits of e).com”

No company name, no logo, no sales pitch, no job ad, just a puzzle almost meaningless to us mere, non-genius types. Once solved the puzzle took the genius to a web page on which there was another puzzle, then another, then another. If the genius got through all of these then they were presented with the opportunity to work for Google. Needless to say Google managed to hire some of the smartest people on the planet and became one of the most valuable companies of all time. It’s all true, honest, go on, yahoo it.

So there you have it, 3 major innovations in the history of recruitment. One of which helped spread the roman empire as far north as Britain, one of which saved millions of lives and one of which defined the Internet.

Your daily tweeting about what you had for lunch doesn’t look so innovative now does it?

Four things running has taught me about leadership

Wed, 07 December 2016 09:10:16

I’m fairly new to running. When I say ‘new to running’ I mean before I got roped in to running some silly race 2 years ago I couldn’t remember the last time I’d run anywhere.

“You’ll love it,” they said. “You’ll never look back,” they protested. “Your beer gut will be gone in weeks,” they cried. So armed with a shiny new pair of trainers, an excessive amount of watches and monitors and other random stuff strapped to my body and a belief that I’d be beer gut free within a few weeks I set off into the murky dawn of my first run.

Now I love running. It’s a pastime I never thought I’d enjoy. But for me, the achievement of moving from heavy smoker/drinker/lounger, to marathon runner/stumbler is one of the crowning achievements of my life.

Running is, for me at least, more a triumph of mind over inertia. Those cold mornings when I have to drag myself out of bed, those evenings when I have to leave the pub early because I’ve got a run in the morning.

But running has taught me more than just how to strap an ipod to my arm. There are four critical things that I feel running has taught me about leadership

The importance of ‘flow’

Flow occurs when someone is so engrossed in their work that a state of contentment and absolute absorption exists. In running it occurs when your mind enters ‘the zone.’

Compare these two scenarios:
You’re running, your mind drifts happily between topics, you are only superficially aware of what your legs are doing. It seems like only a few minutes have passed. You check and you realise 2km have gone past.

You’re running, you focus on every step, on every breath. Your legs hurt and you focus on how far you have left to go. It seems like ages have passed. You check and you realise only about 200metres have gone past.

The difference is flow. When your mind is absorbed, when you have created the right environment for your mind to enter a state of flow you run further, faster and better. Time flies by.

Transfer this concept to leadership. If you can engineer an environment where your team work within a state of flow imagine how productive they could be.

Get a mentor

Waking up at 6am isn’t easy for me. I’m not one of these people who has achieved more by 7am than most people achieve in a week. So getting up to run when it’s dark and cold isn’t natural for me. No matter how much I love running I will always find it difficult to get out of the house.

But I have a running mentor. A running mentor is someone who has invested time in helping me to build my confidence, someone who has put together plans and diets for me. More importantly someone who enquires after my adherence to those plans and diets.

Most importantly, my running mentor is someone who I don’t want to disappoint. He is someone to whom I feel accountable. This accountability makes me do crazy stuff like run in the dark.

I have someone there who can answer my inane questions – yes it is normal for nipples to bleed as if I’ve been stabbed, yes I should spend ridiculous amounts of money on a watch that does pretty much everything Dulph Lungren’s equiptment did in Rocky 4, no I shouldn’t believe every theory I read on the internet.

The added motivation and knowledge I get from having a running mentor is something that makes running easier, more enjoyable and more likely to happen.

Transfer this to leadership. Getting a mentor allows you to benefit from past experience (whatever the corporate equivalent of bleeding nipples is) and from having someone to whom you are accountable.

Major change comes from little changes

In running as in business, major changes (exponential top line growth, not dying from heart disease before the age of 45 etc) can come from minor and seemingly inconsequential changes (making your product available in red as well as blue, going to bed early enough to get up in the morning for a run etc).

Breaking down big outcomes into minor changes and then focussing on making these minor changes permanent is how big outcomes can be engineered.

This is true in both running and leadership.

Have a goal

You need to know where you’re going. Obviously you need to know where you’re running, but you also need to have an end goal. Maybe it’s to run a marathon, maybe its to lose a certain amount of weight. But having an end goal allows you to visualise why it is you get out of bed each morning.

Having the ability to create a compelling and inspiring end goal for your team is a core trait of a good leader.

Me? I want to cure Cystic Fibrosis. Probably not personally, I’m not entirely sure my Degree in English Literature qualifies me for such a lofty task, but I want to help fund far smarter, better people in their efforts to do so. So I run big races for sponsorship. Having a lofty end goal helps when things get tough.

Running has taught me a few invaluable things about leadership. Turns out they were right about me loving it. I’m not so sure about the beer gut, but then Rome wasn’t built in a day.

Three things Karate Kid teaches us about recruitment

Thu, 01 December 2016 17:58:39

Recruiter armed with a good mentor and a set of chopsticks can achieve anything. Here are three things Karate Kid teaches us about recruitment;

1. Mentor ‘yes’ or mentor ‘no’. Never mentor ‘guess so’

If karate kid teaches us two things about life it is this;

Firstly, never try and hook up with the ex-girlfriend of the leader of a motorbike riding, black belt wielding gang of rich 80's in-kids, and secondly, find a good mentor.

It’s a scary world out there when you’re doing things for the first time. It’s easy to feel terrified when facing it on your own - like a simple New Jersey kid in the bewildering world of sun soaked California. But it’s a hell of a lot less daunting if you have someone at hand who has been there before.

If The Karate Kid is one of the most iconic movies of the 80's then the phrase "wax on, wax off" is probably one of the most well known of the decade. This famous scene is remembered largely for this line, yet it contains one of the most powerful lessons in the movie.

If a mentor relationship is going to work then it needs to be acknowledged, and it needs to be committed to by both parties. Each party needs to know that one will lead and the other will follow, that advice will given in good faith, and will be listened to, and taken on board, in the same spirit.

The foundation of the relationship needs to be one of mutual trust, and for this to occur there must be a time in which the 'rules of engagement' and nature of the relationship are acknowledged. Both parties need to be committed to the process with a clear idea of what they can expect from each other. It needs to be stated. “I will help you achieve amazing things but you need to trust my judgement and be fully committed to this relationship.”

In recruitment, having a good mentor, be it a sales manager, a team leader, or even a senior consultant who is willing to establish this kind of relationship, is a recipe for big billings.

2. Paint the house side to side - master the basics

Recruitment is about the basics. Practicing them so that they become second nature is the key to making money. Whether its wax on wax off, paint house side to side, or taking a proper job order, the more you practice the better you become.

Everybody likes the big ticket stuff (the recruitment equivalent of the crane kick) but it’s the less glamorous basics practiced over and over and over so that they become muscle memory, that bring home the bacon.

3. Whole life is balance

Recruitment is a tough gig. Its long hours, its mentally draining and it can eat away at you emotionally. But it pays well and it can be a buzz when it’s going well. In the daily roller coaster that is recruitment it’s easy to lose yourself and burn the candle at both ends.

But recruitment, like life and (apparently) like karate is about balance. Respect yourself enough to look at your processes, your systems and take time to get them set up right. A bit of work upfront to get the systems right, then the discipline to use them right, can save you time and give you breathing space to find that balance. Working smarter, rather than harder ,can mean that you can have success AND a life.

4. No get hit

Sometimes you just have to push yourself into the ring and fight. Procrastination, hesitation and time consuming activities such as ‘research’ and 'social media' can pull you away from what makes you money – hitting the phone. Of course those things are vitally important in today’s recruitment landscape, and everything has its place, but you know when you’re putting off picking up the phone, you’re avoiding the fight. Sometimes you just need to push yourself into the ring, mutter “no get hit” and hope for the best.

Karate Kid is a must see for any recruiter or manager of recruiters. It also makes for a pretty good karate movie.

If you like the way we think, and are keen to see what we're up to at The Recruitment Company, visit us here we're always up for a chat with recruitment ninjas.

#areyouoneofthe13percent

3 strategies for overcoming your nerves and acing the big job interview

Wed, 30 November 2016 09:16:23

Going into an interview for a new job is always a nerve-racking experience, especially if the position you're going after is a step up from your current one. If you're an entry-level employee trying to climb into middle management or a manager looking to reach the executive level, just getting that interview is a major step up.

The best way to ace the interview is to overcome the nerves, stay focused and be yourself.

It's easy to get nervous in a situation like that - after all, your career is hanging in the balance. But the best way to ace the interview and put yourself in position to advance is to overcome the nerves, stay focused and be yourself.

The following three strategies should prove helpful:

1. When in doubt, prepare better

Often, when you're feeling nervous about an impending job interview, it's because you're worried that you didn't prepare enough. Forbes notes that this is a common problem for interviewees, and the more you study for an interview, the less nervous you'll be.

Learn every detail you can about the company and the position you're applying for, so that no matter what question comes your way, you can answer confidently. Also, preparation doesn't have to be limited to the interview itself. Handling little details like transportation to the office and parking can help you de-stress and allow you to focus on acing the interview.

2. Know when to stray from the script

Preparation is good, but the last thing you want to do is look like you've overly prepared, like you've simply memorised lines from a script. Psychology Today pointed out that if your interview answers appear overly polished, it might make you seem like a less genuine candidate.

If your interview answers are obviously scripted, that's not a good look.

There's a balance to be struck between preparing well and being yourself. You want to speak in a relatable, conversational style that will allow interviewers to see your personality. The hope is that people will like you for you, not the alternate persona you scripted.

3. Give off an image of confidence

If you act nervous in the interview setting, hiring managers are very likely to notice, and that can count against you. That's why Monster.co.uk recommends "acting the part" and giving off an image of confidence that the job is yours. Even if you're terrified on the inside, don't show it outwardly.

Use the right gestures to show your confident approach. A firm handshake, good posture, clearly defined body language and solid eye contact during conversations can all help drive that point home. In the end, the hope is to show, as well as tell, that you're worthy of a promotion to the next level.

By Heather Hoskins

Building Services Boom time Pay increases, truth or myth

Tue, 29 November 2016 10:34:34

The recent speech from Reserve Bank Governor, Phillip Lowe, emphasized the fact that one of the issues facing the Australian economy at the moment is that on one hand wages are currently growing at the slowest rate on record whilst on the other we take on more debt than ever before.

Within the Building Services sector the slow wage growth issue has been a hot topic over the last 12 months. I have had discussions on this topic with both concerned candidates and troubled clients.

Our own statistics and anecdotal evidence suggest that the vast majority of role types within the sector have had no significant increases over the last 12 months.

This lack of wages growth within many organisations has resulted in some clients I have spoken to feeling that they are missing out on new staff (or worse losing existing staff) because of their own inability to increase wages when compared to perceived large increases within their competitors. Clients I have spoken to have discussed increases upwards of 20% that they are just unable to compete with.

Don’t get me wrong, the desired for an increase in wages is a significant motivator when employees start looking for a new role. But is the Building Services market supporting routine increases in excess of 20%? Our research suggests otherwise. I would expect to see between a 7%-10% increase in current salary and certainly not the 20% as some have been made to believe.

From a candidate perspective, it is impossible to deny that the market is red hot at the moment. Most engineers will be taking calls from recruiters every day with new job opportunities or receiving messages on LinkedIn. They will be getting told that there is a high demand for their skill set at the moment and whilst that is certainly true, I would urge caution in going into those conversations with salary at the forefront of your mind. If you do expect a huge hike in your salary then I’m afraid the vast majority of the time you will end up disappointed and if your expectations are not matched then it is unlikely you will make that move.

The current market situation is still a fantastic time for engineers to find new opportunities but I would move the focus away from salary and on to opportunity. Consultants of all shapes, sizes and project portfolio are hiring at the moment, whether this is your larger tier I consultants or your boutique groups, and they all offer something that is a little different. As a result, this is a great time to find the right consultancy specifically for you, one that will support you in your development, offer you true work/life balance or give you that exposure to a portfolio of healthcare work that so far has been missing in your career. Even if salary levels are not going up dramatically, organisations are continually looking at different and creative ways of supporting their staff and investing heavily internally in their own development which could prove to be of more benefit to you in the future then an initial $5k hike.

So what has kept salary growth down whilst demand has been rising? Largely this is has been an increase in supply to meet this demand, with a downturn in similar projects interstate, many Engineers have returned or relocated to NSW. There has also been a slight increase in graduate recruitment and a steady flow of overseas candidates with specific building services experience or prior experience with software such as Revit MEP securing roles in the market.

However, one of the issues that we have faced with the slow growth of salary and the increased cost of living here in Sydney is the inability to attract across engineers from interstate. Downturns in the services industry in other states and a skills shortage in NSW would normally mean the relocation of these skilled engineers with experience working with Australian standards to Sydney. The flow of interstate candidates has slowed as the cost of living continues to rise. Employers are keen to look at these skilled individuals but once the research has been done, the main concern is the cost of living. Although salary levels are generally higher in Sydney then other major cities in this profession, they are not in correlation with the cost of living. Leaving your 4 bedroom house in QLD and moving your 3 kids to a different school just does not make sense from a financial point of view for a lot of professionals. This will be a force pushing up wages in NSW as it will reduce supply in NSW.

I do expect to see an increase in the amount of UK based engineers relocating to Australia in the next 12 months. We are already beginning to see some of the results from ‘Brexit’ and it’s effect on the economy with consultants making cuts in their UK offices. This, coupled with changes in 417 working holiday visa laws which allow professionals up to 35 years of age to easily live and work in Australia, will increase the supply helping to balance out wage increases.

This should help to ease the skills shortage to a degree but it also needs to be coupled together with an increase in graduate and junior level recruitment within organisations. I started recruiting in the space in 2011 and for the first two years, graduate recruitment was scarce. I’m glad to say that we have seen a vast improvement this year but it does need to be an industry effort. The larger consultants tend to have a fantastic graduate scheme that produces excellent engineers but the smaller and medium sized groups could also offer a fantastic path for recent graduates. I have worked closely with a couple of organisations on graduate recruitment this year and we have had some fantastic results. There was a large number of great candidates out there in the market and the future looks bright as long as it’s invested in correctly. The Recruitment Company can also support smaller organisations with their graduate recruitment with their innovative and award winning candidate dashboard. An increase in graduate recruitment efforts within the industry will also help to maintain wage equilibrium.

In conclusion, wages within the Building Services sector have remained relatively stable over the last 12 months. Candidates looking for a new role can expect an increase, generally within the range of 7 – 10% but rarely up to the 20% level quoted. Several forces are in play which with push down and push up wages so we expect this equilibrium to remain for the next 12 months.

In short, the market is booming, there’s never been a better time to look for a new role but be sensible with your salary expectations. Or give me a call to discuss your specific prospects.

Recruiters, which Star Wars character is your boss? Part 5: The Party Maker

Tue, 22 November 2016 12:19:14

Its fair to say that our industry attracts its fair share of sociopaths. Most of us are nice folk; even tempered and well adjusted. But then there are those amongst us who, to put it kindly, aren’t quite as balanced. And sometimes those individuals are actually quite good at recruitment. And one of the interesting traits of recruitment is that, regardless of which side of the sociopath line people sit, if they are good at recruiting they often get promoted into management roles.

So how do we categorize them? Star Wars of course. Although we like to think of ourselves as cheeky smugglers, starry-eyed farm boys or quick witted princesses, we also have to accept that many who hold positions of authority within our industry are in fact Sith Lords, Hutt Gangsters or riddle talking small green things (metaphorically speaking). So which of these Star Wars characters most resembles your recruitment manager?

In parts 1 -4 we looked at The Motivator, The Manipulator, The Bumbler and The Dogmatist. This week we look at the recruitment icon…

The Party Maker

The Party Maker is in to partaaay, that’s it. The whole thing is a bit of a hoot. There's booze and drugs and dancing girls and lots of crayzeee people hanging out and everyone seems to think they’re living in The Wolf of Wall Street (sorry to cross over into other movie metaphors). But unfortunately it isn’t the 80’s, nobody is really making that much money and to be honest The Party Maker is pretty much just a fat obnoxious slug who has some annoying giggling pals hanging around him.

It all seemed like fun at first, you joined because he promised you “none of that micro management” stuff. The interview process was a 30 min meeting in which he told you how much fun he was. He followed that with a ‘tosser on the turps’ catch up with the team in the pub and he pretty much offered you any desk you wanted.

Its pretty much a free for all on the market (so nobody really shares anything) and every hangover filled day is just a chaotic mess of overly loud colleagues boasting about how wasted they got last night. Its all fun and games now because you’re actually quite good at recruitment, and so you’re making money, but you know that when the green slime inevitably hits the fan The Party Maker will drop you in the rancor pit without even thinking about it.

What to do

Get out now. If you’re smart, and good at recruitment, then you’re wasting away here. You’re better than this. I’m betting that you crave being challenged, that you want to work with a better caliber of colleague, and that you’re quite capable of having a good time without a boss ramming fun down your throat on a daily basis.

The Party Maker craves only the attention of the bright young things with which he fills his grimy throne room. Get out now before you’re just a carbonite encrusted smuggler hanging on the wall or worse still, find yourself clad in a bronze bikini..

If you work for someone who resembles The Party Maker why not check out our vacancies here or get in contact with me for a confidential chat. simonm@therecruitmentcompany.com

To see the rest of this series follow us on Linkedin

Or find out what it would be like to work for The Recruitment Company here

This is the final part of this series but next week we look at them all together.

The benefits of remote working [Video]

Mon, 21 November 2016 22:44:38

Welcome back to The Recruitment Company's video blog, today we're talking about the advantages of working remotely.

According to Ford's online commuter calculator, the average Australian spends around 58 minutes commuting to the office every day. Nobody wakes up in the morning eager to sit in traffic, and with congestion becoming an increasingly big problem in major cities, it's no wonder that working from home is an attractive option for many.

However, avoiding the daily commute is just one of the benefits of remote working. Insights from research company Global Workplace Analytics found that teleworking can help to increase productivity, boost employee satisfaction and reduce overall costs to an organisation.

Furthermore, businesses will have access to a much wider talent pool because they are not restricted by geographic location. If you'd like to work with a recruitment agency that understands remote working and the modern workforce, get in touch with us today.

The Benefits of remote working Video Blog

Mon, 21 November 2016 22:26:02

Having recruited for nearly 10 years it is fair to say I am pretty set in my ways. I was trained on the job in a fast pace, hold no prisoner environment in sunny Leeds, UK.

My day was very regimented, there were core hours for business development and candidate networking. You could only take a break at 11am and 4pm for 20 minutes with one hour for lunch. My manager watched the clock like a hawk and actually liked it when people walked in at 8.31am. He would destroy them.

Despite all that, the environment was productive, relatively fun and we did get results. I thought this was recruitment and the only way to attack it.

So when The Recruitment Company announced it was planning to introduce flexible working, my immediate response was negative. I was convinced a sales role needed a carrot and stick approach and core office hours.

How wrong I was.

I like to think I am a good recruiter and that has come from hard work, persistence and discipline. I was petrified about changing my ways and losing my momentum.

At first I did the same as I always did, arrived at 8.15am and left at 6.00pm, I did this for months whilst other around me embraced it. Finally, one day, I tried coming in a little later as I had a doctor’s appointment.

Then I tired taking a longer lunch so I could go to a better gym class.

Then I worked from home one day as I have to wait in for a TV repair man (something I would usually have used annual leave for).

I soon realised I felt better and empowered. I started to realise the wheels were not going to fall off.

I still like to have a fairly 9-5 day, but there are times when I like to clear my head and finish early. There are times when I like to sit in my kitchen and call my clients in silence without distractions. There are times when I finish early on a Friday and go to a festival.

I love the fact I am allowed to do this and I am so glad that I have adapted my planning to fit the flexibility of being untethered.

I probably work more hours per week and I think my work is better quality. I have the accountability to do things when I want to and when I am most productive.

It makes me feel liberated, I want to work hard for the company. I want to support them and continue to enjoy the lifestyle I have created for myself.

As much as my time in the battery hen factory set me up with the right ethics to get my recruitment desk off the ground, working untethered has taken me to the next level of my career in terms of success and accountability.

I would recommend it to anyone and I can say I am a convert!

Tales of Untethered Part 4: The New dad

Wed, 16 November 2016 22:12:29

Needless to say, 2016 has felt like a pretty seismic year for a lot of reasons. We have seen major shifts in the political world with recent election and referendum results and we have lost numerous talented artists from the world of film and music. Personally, these all pale into insignificance compared to the seismic shift in my own circumstances due to the birth of my son, Oliver. Professionally, 2016 also saw me make the step up from consultant to team leader at The Recruitment Company and this also brought with it a number of fresh and exciting challenges. All in all, it’s safe to say there has been a fair amount of change for me in 2016.

All of this has also been mixed in with the change to an Untethered way of working at The Recruitment Company and this blog is about the benefits, challenges and dirty nappies that I have had to experience this year as a new Dad.

I never quite appreciated just how much time I used to have before Oliver came along. Plans could change at a moment’s notice and a casual beer after work was never a problem. I am now in a position where my calendar is locked in for the next 3 months and the window of opportunity for ‘rest’ time is now around about 3 ½ minutes. If I’m lucky. Previously, my day would have started at around 7:00am, now it is 4:00am.

That is where the untethered model has been a major benefit to me. I can now utilize time that previously would have not been used efficiently. I am able to utilise those pre-dawn hours and my day now see’s me arrive in the office at 7:00am with a potential to leave work a lot earlier with the opportunity to spend some quality time with my son. With traditional work arrangements (or at least the hours I used to work), time with Oliver would have been limited purely to weekends and calming him down in the middle of the night when he wakes up. And we all know that is not fun time.

The untethered model has also given me the opportunity to support my wife. It does not matter how many hours I put in at work or how many stressful situations that I need to deal with, it does not even come close to being as difficult as the 24 hour role that she is performing as a new Mum. Being able to work from home once a week and giving her a break for a few hours in the afternoon or getting home early to take him for a walk has been incredibly important in keeping sanity during these 12 months. As wonderful as he is, sometimes you just need a breather.

You also need to be prepared for the odd fail as well though and it’s not all been smooth sailing. There are numerous unpredictable moments that you have to deal with as a new parent and the ability to multi-task is imperative at times. I never thought I would find myself on a video conference with my MD, holding my phone in one hand and my son in the shower with the other hand, after a particularly gruesome soiling incident but there we go….I’ve even surprised myself this year.

2016 has been a year of changes but The Recruitment Company's move to 'Untethered' working has helped me face these changes and enjoy them. As a great man we lost this year once said, "Time may change me, but you can't trace time."

Change... for good?

Tue, 15 November 2016 10:57:23

Tales of untethered- part 3

the Architect of Untethered

In my role as People & Performance Director for The Recruitment Company, my eight year journey with the company has been a fascinating one. If you’d asked me 10 years ago whether I’d see myself a decade later, still happily working in an agency environment, the answer would most certainly have been no.

Yet here I sit, on a Friday afternoon, with the privilege of working from the banks of the Hawkesbury River, contemplating my own personal ‘Tale of Untethered’ and what it means to me.

Like most of us, I have grown up in a world of traditional work places. In a world of recruitment, that is ‘always on’, fast paced and target driven. Where, like many other businesses I imagine, the measure of success has not always been based on quality of contribution, innovation, productivity and results. But also largely weighted on time chained to a desk, getting in early and staying late to demonstrate commitment by putting in the hours.

Don’t get me wrong, recruitment isn’t an eight hour a day job. We do whatever it takes to achieve target, so oftentimes early starts and long days are part of the deal. But as a leader, I started to ask myself, ‘does this need to be norm?’

A few years ago, I started looking at the way the business world is moving, in particular Microsoft’s overhaul of how they do things; shifting a global tech company of that size and scope to flexible, activity based working. I became intrigued by this new way of thinking, and wondered whether the same thing would be possible for a medium sized sales company, without the same resources, technology and spend.

I dared to ask the question; can we be as successful, or even more successful, working from where we want, when we want, how we want, and still find the right balance?

And with that question, my untethered journey began. To be a part of creating a company that not only embraces this possibility, but has been working keenly over the past few years to make it a reality.

I’m a big believer in the ‘show rather than tell’ mentality, so here are three ways that working untethered has changed my life;

I no longer feel I am rushing my way through life

Someone once said to me ‘it seems to me you’re so busy rushing through your life, I worry you might miss it.’

The beauty of working untethered for me, is that I no longer feel the pressure of time like I used to. I focus far less on time itself, and far more on what I manage to achieve with it. Time is no longer the pressured constraint I once felt it was, where there never seemed to be enough. It is now a commodity I feel I have (and enjoy) a good amount of.

I now plan and dictate my own time to a large extent. I have set anchor points in my week where I have to (and want to) be in the office to do my job effectively. But I plan for that. And having the freedom to diversify my location, and úntether’ myself from the ongoing needs and demands of a rigorous sales team in order to maximize productivity has been a game changer.

Having the choice is what it’s all about

There was a part of me that that worried that what we were trying to achieve was completely mad. Would the team step up to what we were asking of them? Would they want to spend time in the office when they could work from anywhere? Would we manage to retain our high performing culture that we’ve spent so much time and energy building over the years? Or would it all start unraveling at the seams?

As usual, our people surprised me and surpassed expectation. By how much they like being in the office, working together, spending time together, being driven on and inspired by one another. Simply having the choice creates an element of freedom. The minute you no longer have to do something, you begin to do it because you want to. And there is great power, and satisfaction in that. If you’re doing what you want to do, where and how you want to do it, work takes on a whole new meaning.

I no longer feel I have to sacrifice time for money

I have been in many phases of my life where I have either had boundless amounts of time, but no money to enjoy it the way I would like. Running out of money in the middle of my world tour, and moving to Australia with nothing but an overdraft, really stands out here. Working in recruitment, commission changed my life in that respect, but time then became the more precious commodity. I used to think it one of life’s great injustices that one either seemed to have one or the other. I now view things very differently.

Flexible working has opened up a life that affords me both. I have a great job that supports the lifestyle I have become accustomed to. I work hard for that privilege, but working untethered enables me to work where I like. I sit on the beachfront in manly, I run interviews in coffee shops (and bars) in Manly and the city, and I can work remotely on a Friday from wherever I’m heading off to for the weekend, to get a change of scenery and some extra time away. I balance my work and my lifestyle to have the best of both worlds, and I believe you can too.

I share this blog with you, not because I believe I’m extraordinary, or in any way different. I certainly don’t claim to have figured it all out. But through my untethered journey thus far, I have learned so much about just how much in life is possible.

Have you been working to create a flexible working environment in your business? Is this something as a business owner, or employee, you’re interested in talking more about? I’d love to hear from you. Get in touch with me on sarahb@therecruitmentcompany.com

To see the rest of this blog series (there are another 5) follow us on Linkedin

Or find out what it would be like to work for The Recruitment Company here

Construction industry calling for more emphasis on building information modelling

Tue, 08 November 2016 09:02:20

Building anything, be it an apartment complex or a massive industrial facility, is a highly complex and collaborative process. Getting it right requires having all sorts of people with specialised talents work together. Architects, engineers, contractors and the actual builders all have to share their insights as they design, build, redesign and adjust as they go along.

BIM entails building things more collaboratively, using one coherent system of digital models rather than many disjointed plans.

Rest assured, any way to improve this process and make it more efficient is welcomed with open arms. This is the thinking behind the construction industry's interest in building information modelling (BIM). In short, BIM entails building things more collaboratively, using one coherent system of digital models rather than many disjointed plans. Workers on building projects everywhere are clamouring for higher BIM standards.

How BIM can drive innovation

The state of building services recruitment today is that companies aren't just looking for people capable of finishing projects - they want to finish them more quickly and efficiently than ever, so as to add profitability.

According to a report from BuildingSMART Australasia, there's a clear need for greater profits. The construction industry accounts for a significant part of the region's total gross domestic product - between 6 and 8 per cent - but has seen decreasing productivity throughout the last three decades.

The Allen Consulting Report has estimated that adopting better BIM technology would have a significant effect on the Australian economy, with the added value estimated as high as $7.6 billion per year.

Hope for a new government mandate

Companies have the option of simply empowering themselves to do more with BIM, but the real hope is that the Australian government mandates it and the word trickles down from there. Climate Control News reported in October that business leaders in numerous industries are pushing for this, asking the government to drive BIM innovation.

At a forum in Sydney, 93 per cent of attendees expressed support for a nationwide BIM mandate."The need for government and industry to collectively create a supportive policy environment has become increasingly essential in order to enable the benefits of new technology and approaches," said Matthew Trigg, state manager at Consult Australia.

Staffing plays a key role as well

Whether the government makes it happen or not, construction companies are hoping to drive greater innovation in the near future. The future of their business depends on it. For this reason, it's wise to partner with a recruitment company in Sydney that's committed to matching companies with smart, creative people.

At The Recruitment Company, we're more than capable of playing that sort of role. If you're looking to drive innovation in the construction business for years to come, either as a business leader or an individual employee looking for work, get in touch with us today.

By Russell Burford

As Sydney invests in better infrastructure, employment opportunities rise

Mon, 07 November 2016 18:00:46

Sydney is already the most populous city in Australia, but it's only becoming more so over time. According to recent projections reported by ABC News, the total number of residents there is expected to grow from 4.3 million in 2011 to 6.4 million in 2036, making for almost a 50 per cent increase in just a quarter-century. As these new citizens flood in, they need a stronger infrastructure to match.

Big new projects such as Sydney Metro Northwest and WestConnex are promising developments for Sydney.

This means a better transportation system, which happens to be an area where Sydney has been investing heavily in recent years. Big new projects, such as renovations happening now with Sydney Metro Northwest and WestConnex, are promising developments for the people of Sydney. They also might mean major growth for job opportunities in the building sector.

Big things happening with Sydney Metro Northwest

When you take a look around the building services recruitment landscape, you realise that these are busy times in Sydney. First and foremost, the city has begun a major construction project at 16 different sites along the Sydney Metro Northwest route, creating eight new railway stations and 4,000 new parking spaces for commuters.

Revamping Sydney Metro Northwest - formerly known as the North West Rail Link - is a major step forward for Sydney's infrastructure. The finished product is expected to be the first fully automated metro rail system in Australia. It's a big project - but of course, making it happen will require a lot of manpower.

Investment pushing WestConnex project forward

Similarly, major developments are underway in 2016 with the WestConnex project, which is an initiative designed to link the M4 and M5 motorway corridors via tunnels. The result is that Sydney's west and southwest will be connected, making life easier for businesspeople and individual motorists everywhere.

Construction helps make Sydney a more interconnected city.

Earlier this year, the city invested $34 million in developing the WestConnex project over the next three years. Much of that money will go to paying skilled construction labourers.

New job opportunities are on the horizon

As the ongoing effort to improve Sydney's infrastructure continues, it's likely that many more jobs will open up in the construction business. This will mean busy times both for staffing professionals and individuals in the building sector looking for work.

To get the inside track on hiring in Sydney, it makes sense to partner up with a leading recruitment agency in Sydney. That's what you get from The Recruitment Company - a highly knowledgeable, experienced team of professionals that can help connect talented people with the jobs that are perfect for them. Talk to us today and find out more.

By Jen Roberts

Recruiters, which Star Wars character is your boss? Part 2: The Manipulator

Thu, 03 November 2016 10:18:44

So how do we categorise them? Star Wars of course. Although we like to think of ourselves as cheeky smugglers, starry-eyed farm boys or quick witted princesses, we also have to accept that many who hold positions of authority within our industry are in fact Sith Lords, Hutt Gangsters or riddle talking small green things (metaphorically speaking). So which of these Star Wars characters most resembles your recruitment manager? Last week we looked at The Motivator, this week we look at the creature known as …

The manipulator

To be fair, manipulators can be very productive managers. However, superficially amiable and generally likeable, their smiling exterior hides a devious, scheming sith lord inside. Focused only on their own career interests, The Manipulator cares for nobody and nothing but their own advancement. But you probably won’t know it, because they are quite good at manipulating and hiding their true intentions, until its too late and democracy has died in a hail of laser fire/ targets have been doubled etc. People who show dissent are maneuvered into roles where they can do no harm, those who cannot be manipulated are removed completely.

One common trait of The Manipulator is that he will often raise an apprentice from within the ranks, someone who can be manipulated into being the one who actually delivers bad news, who, through having their best intentions twisted into something darker, rules with an iron fist. When actual stuff needs doing The Manipulator is rarely there in person but has manipulated someone else into doing it.

They get results because results make them look good. Results help them move up the ladder. Results give them power and that is what they desire. To obtain this level and type of power The Manipulator needs to create an autocratic environment so they will gradually disassemble inclusive systems, structures and people. You might work for a company you love now but it will be a much darker place once The Manipulator has risen to dominance.

So whether it is creepily grooming young padawans into evil doers, disbanding republic senates or blaming poor sales on their unsuspecting peers, The Manipulator is to be avoided at all costs.

What to do

Get out now. The company you love will soon be transformed into a place of fear, blame and darkness. With every passing moment you make yourself more The Manipulator’s servant. The Manipulator is smarter than you, can plan better than you and cares nothing for you. If you stand between him and his rise to power you are screwed. Stay and one day you’ll find yourself confronted by a former friend manipulated into executing their own equivalent of Order 66* while the Manipulator chuckles menacingly in a far off, darkened throne room/corner office. He probably can’t shoot lightning out of his fingers in real life, but he can destroy the company you like working for and make your life hell if he wants to

If you work for someone who resembles The Manipulator why not check out our vacancies here or get in contact with me for a confidential chat. simonm@therecruitmentcompany.com

To see the rest of this series follow us on Linkedin

Or find out what it would be like to work for The Recruitment Company here

Next week we look at The Bumbler.

*for the less geeky amongst you Order 66 is where all those nice clone trooper chaps suddenly turn on and kill all their former Jedi pals.

3 reasons to move your recruitment agency career to Sydney Video Blog

Thu, 03 November 2016 09:54:02

How does a flexible working environment work in recruitment? Can it work? How does it impact recruiters and the business they work for? In our 5 part series The Recruitment Company talks about our individual, first hand experiences with becoming what we like to call ‘untethered’.

Part 2: The Sydney Newbie

9.30am, Friday, 28^th October : I’m reclining on my balcony, iced strawberry smoothie in hand, basking in the amber glow of the Sydney spring sunshine. Doesn’t sound like a typical working day, huh? That’s why I love working for TRC. After an early start, I’ve just finished reviewing my ad response, catching up with colleagues via the wonders of WebEx, and boosting my tan. Time to head indoors for a home-cooked breakfast and back-to-back calls with hopeful Sydney candidates looking to secure their next professional Government placement. Little do the candidates know, I’m sat in my pyjamas! The corporate world is changing, and in my opinion, any organisation worth their salt will endeavour to offer flexible working arrangements for their employees. For me, this means maximising my free time at the weekend and making the most of my new hometown. Fitted in between candidate and client calls, my housework practically does itself – relieving the burden of a wasted Saturday morning of chores.

I arrived in Sydney just six months ago and am still discovering the palm-fringed beaches and craterous cliffs lining the endless rolling east coast of Sydney. Homeworking enables me to squeeze in tedious tasks during the week – who wants to waste the precious weekend knee deep in laundry?! Each week as Saturday morning comes around, I’m donning my backpack, trusty trainers and a slather of suncream in search of sunshine and snapchattable sights. I’m sure Christopher Columbus didn’t waste any adventuring opportunities at home cleaning the kitchen in his pinny and marigolds! Sydney is an absolute gem of natural beauty. Just outside the city, Sydney is encircled by Royal National Parks, leafy woodlands sprawling as far as the Blue Mountains. There’s nothing better than a weekend expedition in the bush off the back of a few random recommendations – equipped only with an iphone GPS and a hearty dose of good faith. Beginning my working day early from home on a Friday means I can make an early dart and miss the weekend rush.

In my opinion, flexible working isn’t just about setting up a home office, and as luck would have it, TRC feel the same. A super-productive week together as a team at TRC HQ means an organisation-wide incentive to take a half day on a Friday. As target approaches, our work hard, play hard gang pile out of the office on a high and hit the nearest watering hole for post work drinks. And it would be simply rude not to explore the Sydney bars as much as the beaches! With a multitude of swanky, dancey, poncey and manky venues in every nook and cranny of the Sydney CBD, our team never fails to find a new spot to visit – for the purpose of research, obviously!

The family culture at TRC is a big draw and it can be hard to tear yourself away from the buzz of the office once a week to work independently. This is where one of my favourite features of the untethered culture comes in. As grown adults (ahem…) we are entrusted to work our hours as we see fit during the course of the working day. Late start? No problem. Long lunch? Treat yourself. Our office is in the heart of Sydney, just a casual stroll from the Botanical Gardens, in all their verdant splendour. I’ll take a two hour lunch, joined by one of my team, to make my daily pilgrimage through Sydney’s exquisite floral wonderland – nestled between the towering grey heights of Circular Quay’s business district, and the serene lapping water of the harbourfront. The geographic juxtaposition somehow works. Catamarans and speedboats cruise past as we chat and laugh along the winding path next to the water. Strolling back, we turn a corner to the affronting view of the Harbour Bridge and the Sydney Opera House, breathtaking each time without fail. Each day I take a moment to savour the international landmarks that I never thought I would see in a lifetime. There’s something about the city, the park, the sea and those landmarks that reinvigorates me for the rest of the day.

Australia – Sydney – TRC – it’s not a bad place to be.

If you've enjoyed the read, you're a recruiter or HR professional and my blog has sparked your interest in working for a company that does flexibility really well, check out our current opportunities here or get in contact with my colleague Sarah for a confidential chat. sarahb@therecruitmentcompany.com

To see the rest of this blog series (there are another 5) follow us on Linkedin

Or find out what it would be like to work for The Recruitment Company here

Working in Sydney Video Blog

Mon, 31 October 2016 10:02:27

Hi, and welcome to The Recruitment Company video blog.

A company's culture is what can make or break your working life, but when you're in the process of applying for a new job, is culture something you're considering? Let's quickly discuss two ways to research a work environment.

First, we recommend you investigate how the company operates from an insider's perspective. Take a moment to quiz past employees and business partners to discover what they feel the company environment is genuinely like.

Second, during the interview, ask how success and failure is celebrated by the company's managers, and what working there would look like on a daily basis. If possible, observe the ambiance of the office space to get a feeling for the team.

And that's it; With these two quick tips, you can determine if a company will fit you as much as you fit it. For more recruitment advice, have a read through our blog or contact one of our consultants today.

Tales of untethered Part 1: The Chairman

Fri, 28 October 2016 14:33:49

Part One – The Chairman

I’ve been in recruitment a long time, over 18 years now. In that time I’ve made a decent amount of money as a consultant and in doing so I’ve worked some long hours. Traditional recruitment involves being tied to a desk, to a phone, leaving the office only to visit client sites or drink the night away ‘networking’ or celebrating.

I worked my fair share of late nights, typical days exceeding 12 hours. But then, years ago, a good friend of mine taught me about systems. She showed me a better way of working which reduced my time in the office by about 25% and increased my sales by about 33%. Since that epiphany I have become obsessed with systems and finding better, more effective and more efficient ways of doing things.

So when The Recruitment Company discovered that its purpose was to become what we grandly call The ‘Untethered’ Recruitment Company, I’ve found a new obsession; how systems can set us free from the office, from the 9 – 5, from the traditional recruitment model.

I’m no longer a consultant, I need to put that disclaimer in here. My Tale of Untethered will be different to a few others in this series but the concepts that have allowed me to change my lifestyle extend out to others within The Recruitment Company.

I’m 43 and I’ve burnt the candle at both ends for a long time. But having kids changed things for me. I wanted more time! Suddenly time, that infinite resource of our youth, ran out. There was never enough of it. With 3 young kids vying for attention life was filled with guilt. There was never enough time to help with homework, build Lego, watch old movies, make stuff out of washing up liquid bottles, listen to long stories about the merits of a friends new hat etc.

So the concept of working flexible hours from anywhere I chose to do so appealed.

But I run a business in a tough industry where changes happen quickly, where poor decisions can break us, where good decisions can make us. My job is to have my finger on the pulse and check that we’re addressing these. So being away from the office presented challenges that, if not addressed properly, could prove fatal. I was concerned with how becoming untethered would impact my ability to know what was going on.

But it turned out its been the best thing I’ve ever done for The Recruitment Company, and for me.

The key has been four things

The systems we’ve put in place – knowing which numbers are important, having the right IT systems and having the right meeting structure. (Follow us on LinkedIn to read our upcoming blogs on using meetings to create the right pulse, how to use cloud to free up a sales team and how to create effective KPI’s)
The culture we’ve built – if you don’t have the right people with the right mentality and mindset then it won’t work. Full stop. (Follow us on LinkedIn to read our upcoming blog about creating a culture fit for workplace flexibility.)
The critical mass we’ve set – knowing your own maximum and minimum span of control is important. It’s different for everyone and changes over time, but knowing the upper and lower limits are important.
The financially stable business we’ve built – we’ve all been at the mercy of the feast and famine of perm recruitment and the slow build of contract. Finding the right balance between the two allows you to weather inevitable mistakes but gives you the confidence to make enough of them to find the one that works.

So what does it mean to me?

I work around my kids. I’ve two at school, one going to school in January. I still work 8 – 10 hours a day on average but I just do it at weird times.

Monday is the anchor day, everyone is in. We all review the previous week, work through any issues, set priorities and share information.

For the rest of the week I work at home and plan my day around the school run, spending at least a few hours with my daughter (some days more than others), homework/arguing about homework, making random stuff out of Lego and getting kids to bed. My working hours tend to be 8 – 10 hours per day scattered in 2 hour chunks between 7am and 11pm.

In addition, Tuesdays I can now help out at the school with 1 class for each of my sons (I’m a volunteer ethics teacher). I wanted to get more involved in the school because I’d read some well referenced, peer reviewed research (or possibly a Facebook post) about how a parents involvement in school can boost a child’s engagement. I’ve seen a marked improvement in engagement from my kids. Again this is something I never dreamed I’d be able to do before ‘Untethered’.

I now get to spend loads of time with my daughter, riding bikes, going rock climbing (which is her new favourite thing) or just sitting around in coffee shops drinking milkshakes talking about gossip from day care. To fit this in I tend to cram more stuff into evenings. Before ‘Untethered,’ spending this much quality time with my daughter in the year before she goes to school is something I never thought I’d be able to do.

I have found that the key to this level of flexibility is to rigorously plan each day the evening before and to identify which tasks are time specific (eg video conference meetings, calls to vendors, calls to clients etc) and which can be done at any time (writing blogs, reading contracts, reviewing creative work, marketing etc).

This plan is then supported by robust systems; video conferencing, succinct reporting, phone mobility, cloud technologies. With these systems I have the numbers I need at my fingertips, I can run and attend meetings from home and I can speak to clients without them knowing I’m not in the office.

Best of all I’ve freed up the people who run my business to run it. They don’t have me there second guessing them. They are free to make changes they want to make, free to run it how they want to. Have they made mistakes? Yes loads. But mistakes are where great ideas come from. The business is stronger than it’s ever been. Being untethered has been the best thing that could have happened to The Recruitment Company.

Being untethered has changed my life. Its made my kids happier, its allowed me to be more active in my community, to focus on family life, to have a better social life with my wife AND it allowed me to be twice as productive at work and free up the business to smash it out of the ball park.

To see the rest of this blog series (there are another 5) follow us on Linkedin

Or find out what it would be like to work for The Recruitment Company here

The importance of inductions Show don't tell

Fri, 28 October 2016 13:31:02

There’s three reasons why a good induction is important.

Firstly it sets the expectations of how things will be moving forward. Ducks imprint on the first thing they see. New employees do the same. Values aren’t told, they are shown and at no point during the employee lifecycle are they shown more than in the first few weeks.

Employees who arrive at work and don’t have security cards set up, a working computer or stationary are shown that the organisation values bureaucracy over efficiency.

Employees who don’t get to meet their manager properly or spend any time going over objectives are shown that the business is hierarchical.

If there is no organised way for them to meet their new colleagues they re shown it is an unfriendly organisation that doesn’t value social connections.

And if they are told that everyone is too busy for the above then they are shown that the organisation is disorganised, top heavy, micromanaged and doesn’t value new employees

But a well run induction, starting even before the new employee starts, shows organisation, demonstrates calmness, efficiency and effectiveness and sets the right tone and expectations from day one.

Effective inductions can be as simple as having everything ready, all systems and logins working and tested (harder than it sounds), meetings with colleagues and managers pre-set (with an agenda), nobody appearing stressed or disorganised and all documentation ready to complete. An effective plan for the first few days also helps immensely.

Secondly the right pace is set. Not only does this build on point one (a slow start shows the new employee that the organisation tolerates mediocre effort), but it also helps the organisation get a return on their investment quicker. We have placed candidates in organisations, major internationals and top 4 banks, where they haven’t had security access or even a computer for 6 weeks! The assumption is that the employee fills a position that in some way adds to the profitability of the organisation. Delaying them getting started in their role due to bureaucracy means that they’re just a cost to the company for this period. If they aren’t effective for a month that’s a month of wasted salary PLUS the ongoing damage done by the attitude you have imprinted on your new employee.

Thirdly research shows that an effective induction, combined with a transparent recruitment process and consistent values is key to employee attachment. Employee attachment isformed within the first three to six months of employment and is a major factor in longevity of employment. Follow us on LinkedIn to get access to our video interview with Sork HC, the leaders in employee attachment research.

An effective induction is key to this attachment and investment here will likely lead to higher staff tenure, lower staff turnover, less need to hire new people and (in a reverse catch 22 situation) less inductions.

So what makes an effective induction?

Firstly look at your values. Are they real values? If the company ones are just empty platitudes then what are your values? As a business owner? As a team leader? As a HR professional? Then make sure that these values are shown throughout the induction.

Here’s a test for you. Think through your induction in light of your values. Don’t mention the values by name and 4 weeks in ask your new employee what values they feel were demonstrated. See if they match. If not, revise for the next person.

Secondly think of induction as a holistic part of a complete lifecycle. Induction starts in the recruitment process, ramps up about 2 weeks before they start, D-Day is the first day and then on for the first 3 months. Have a plan for at least the first 3 months. Keep it pretty intense for the first 2 weeks then tail off over time. Book in follow ups, take on board feedback and revise constantly.

Thirdly nearly is not good enough. Have EVERYTHING ready on the fist day. If you settle for 99% then you are showing your new employee that 99% is OK. It’s a lot harder than it sounds – all the pens, passwords, hardware, meetings, contracts, etc – but there are a lot of vendors involved here. You need to scream, shout and bully to get this done. But get it done you must. And you must appear cool calm and collected as if it was easy.

Overall, remember that with inductions what you show your new employee is infinitely more important than what you tell them.

What has been your experience of inducting new starters into your business? We’d love to hear from you.

If you've enjoyed the read, you're a recruiter of HR professional and my blog has sparked your interest in working for a company that does really good inductions, check out our current opportunities here

Or subscribe to our blog to see what else we have to say on the matter.

Or find out what it would be like to work for The Recruitment Company here

Contracting work is becoming more common in the 21st-century economy

Fri, 28 October 2016 10:21:21

Not long ago, there was a basic expectation among pretty much all job-seekers that the goal was to find permanent, full-time work. People valued stability, and they could only get it from landing full-time jobs. Other work arrangements were seen as inferior, and many tried to avoid them.

Full-time work is still an option, but people are becoming more flexible in their employment requirements.

The paradigm is changing now. Full-time work is still an option, but people are increasingly becoming flexible in their employment requirements, and some are taking a closer look at the benefits of contracting rather than signing on for a permanent position.

What are the differences between the two? Which is right for you? Now's a good time to find out.

How contracting work is different

Plenty of companies these days, whether in digital IT recruitment or any other sector, are looking for employees who can work for them on a contract basis instead of permanently. For workers, this is an interesting prospect that's worth considering.

According to the Fair Work Ombudsman, there are a few key differences between being a contractor and an employee. For one, contractors tend to have more control over their own work - they have more freedom to choose their hours, plan their workflow and generally plan each day however they see fit.

Having said that, there are still high expectations about the quantity and quality of work they produce. Bosses usually hire contractors to complete certain specific, highly specialised tasks, and they expect to see jobs done right.

What makes a good contractor?

Being a contractor requires slightly different professional skills than being an ordinary employee. Information Week recently explained one key difference - as a contractor, your challenge is to make your boss's job easier and not harder, which can be tricky if you're remote and not "part of the team" in the traditional sense.

Working as a contractor requires great communication skills.

To make this work, it's important to show strong communication skills and a willingness to find diplomatic solutions when problems arise. Not everyone has this skill set, but those that do can go far in the contracting world.

A wide range of opportunities are out there

As you survey the job market and consider your next move, it's good to keep in mind that your future might be as an employee or a contractor. To maximise your flexibility, it would behoove you to work with a recruitment agency in Sydney that has connections to both worlds.

At The Recruitment Company, we have that kind of capability. With connections to all kinds of employers offering all kinds of gigs, we offer you the chance to keep your options open. Contact us today to begin the search for whatever type of work arrangement you desire.

By Lisa Branley

Sydney Metro creating new construction jobs [Video]

Thu, 27 October 2016 07:03:12

Thanks for joining us for The Recruitment Company video blog.

Sydney is Australia's most populated city, so it makes sense that it needs good infrastructure to support it. The Sydney Metro project that is currently under construction is set to do exactly that, and will make travel around the city faster and more accessible than ever.

Services are expected to start rolling out from 2019, and will almost double the passenger capacity of the current railway system. This is not only exciting for local Sydney residents but for construction industry professionals as well. The extensive project is likely to produce a large number of job opportunities in the coming years.

For more information or to find out about the latest vacancies, talk to the specialist consultants at The Recruitment Company and let us help you create the career you really want.

Ensuring data security is a key skill in today's IT climate

Tue, 18 October 2016 09:37:46

To a certain extent, it's always been important for corporate leaders to maintain control over their employees' data. Effective data governance is crucial for coordinating workflows and ensuring that everyone completes their daily tasks efficiently. Lately, though, data has been under the microscope even more than usual, and it's because of a key concern - security.

The total cost of cybercrime to businesses worldwide is projected to reach $2 trillion by 2019.

This is a problem that's rapidly growing in scope. Forbes reported in 2016 that just three years ago, the total cost of cybercrime to businesses worldwide was estimated at just $100 billion; now, that figure is projected to reach $2 trillion by 2019.

That's the big picture. On a smaller scale, every individual IT manager is responsible for doing their part and preventing cybersecurity issues from cropping up at their place of business.

3 key ingredients to data security

In digital IT recruitment today, companies are actively seeking talented people who can help them maintain data security. This can be a complicated process. According to the protective security policy laid out by the Australian attorney general's office, there are three distinct levels to any corporate cybersecurity plan:

Integrity: Is your company's data accurate, up to date and completely reliable?
Availability: Does everyone within your organisation who needs access to your files have that access?
Confidentiality: Are you confident that intruders from outside your organisation are blocked from viewing proprietary data that doesn't belong to them?

A good data governance plan is one that works on all three levels. This is a matter of balancing speed and convenience with security.

Controlling governance and access

In short, cybersecurity is all about wielding control over who can access your data, when, where and how. To this end, Small Business Computing recommends exerting tighter authority over the user accounts within your company's system, making doubly sure that everyone has the right level of access and no one has administrator privileges who doesn't need them.

Controlling access to your company's data is a key priority.

Similarly, remote administration is a key element to watch. If too many people have the power to access and modify corporate data from beyond the boundaries of your office, it may expose your company to further data breach risk.

Finding the right staffing partner

The IT world is complex and always evolving, and keeping up with the constant changes requires having a proactive approach to staffing. That's why it helps to work with a recruitment agency in Sydney that's got an ear to the ground, listening for the latest developments in the industry.

The Recruitment Company is currently working hard to fill a number of roles, in IT generally speaking and in security specifically. Get in touch with us and learn more if you so desire.

By Richard Ivers

State government jobs value people with strong communication skills

Tue, 18 October 2016 09:37:11

In Australia, state-level governments are tasked with handling a great many responsibilities that have a direct impact on the well-being of their citizens. Their purview includes everything from education and public health to parks and recreation to police services and prison management.

Every recruitment agency that recruits government employees wants people with communications skills.

When in you're in charge of such a wide variety of state-level challenges, it's important to have solid communications skills for collaborating on projects and drumming up public support for your new initiatives. That's why every recruitment agency, in Sydney and elsewhere, that recruits government employees is focused on finding people with strong communications skills that can help deliver tangible results.

What great communicators can do

State government officials often have a hand in many different initiatives at once, and as such, it's important that they communicate well and properly balance their many responsibilities. According to the Australian Government's National Collaboration Framework, a great communicator is someone who:

Unites people behind a common vision. With many competing goals to juggle, getting everyone on the same page is key.
Puts the citizens first. Just as in business, the key to being communicative is being customer-centric, government communications are likewise about doing what's best for the people.

If government employees are able to handle those two priorities, they'll be well on their way to carving out a better future for the states they represent.

Technology plays a key role

What's interesting about communications at the state government level is how they've changed in recent years. It's always been important to stay on message and identify well with the constituents you represent, but lately, technology has changed the way that process works.

Communication today happens via a wide variety of channels.

According to Government Technology, the key to running a state government today is being able to communicate via multiple channels. When you're announcing a new state initiative - like, for example, a public health program - the goal is to get the word out to as many people as possible, and that includes the versatility to include postal mail, email and even mobile-facing messaging.

Team up with the right staffing partner

The marketplace for government job talent is dynamic for parties on both sides. Whether you're trying to land a position or working internally to fill one, there are constant changes in the landscape you need to be aware of.

That's why it pays to partner with a recruitment company in Sydney. At The Recruitment Company, we're working actively to staff positions in government advisory roles, communications positions and more. Get in touch today to learn more about the work we're doing in the industry.

By Amy Busby

Building company culture is a key challenge for businesses today

Mon, 17 October 2016 09:38:15

At just about every place of business, there's an understanding that building a strong company culture is important. After all, if your culture is strong, it becomes easier to retain your employees for the long haul and get great work from them. This increases productivity and reduces the amounts of time and money you have to invest in recruiting and training new people.

The business world is competitive, and many employees are hopping from job to job - how can you keep your company culture?

A vibrant culture is a major challenge, though, as many companies have admitted they've struggled in recent years to maintain it. The business world is competitive, and many employees are hopping from job to job. How can you keep your employees dialed in?

Breaking down the culture dilemma

When you're working to staff an organisation, be it in technology recruitment or any other sector, it's not enough just to recruit people who look strong on paper. You also need to bring them together to build a strong culture.

The data shows how difficult this is. According to Deloitte's "Global Human Capital Trends 2015" report, culture and engagement are the most important issues companies face around the world today. Among organisational leaders, 87 per cent identify culture as a top challenge, and 50 per cent call the problem "very important."

How can this challenge be addressed? Deloitte found that assigning meaningful work is a good start. If you give people roles that fit their skills well and keep them interested, you're well on your way.

Changing the dynamic in your office

In large part, culture is based upon the way people go about their daily routines in your office every day. If they're happy at work day-to-day they tend to stay. And retention of the right people long term creates a culture of stability and consistency.

If people can communicate freely in your office, your culture will be stronger.

Inc. Magazine notes that this is why communication is so important. If people are willing to talk regularly about their work and collaborate with one another, that will be a key component of engaging them culturally.

In an ideal world, your employees care about their co-workers on a human level, not just for work reasons. They're genuinely curious about what's going on in each other's lives and engage with each other in and outside of work. They also care about the collective success of the team and company, encouraging cross selling and collaboration. If you can reach this point, you're well on your way to a strong engaging culture.

Partnering with the right recruiters

If you're passionate about building a stronger company culture, why not partner with a recruitment agency in Sydney that shares your passion. At The Recruitment Company strong culture is our biggest draw card, and there's nothing we enjoy more than partnering with like-minded customers.

So get in touch with me at sarahb@therecruitmentcompany.com or visit us on www.therecruitmentcompany.com.

By Sarah Banek

Managing the IT department is all about mitigating corporate risks

Tue, 11 October 2016 13:28:24

Nowadays, companies in all industries are reliant upon data for surviving on a daily basis. Employees must share files internally with their co-workers to collaborate on projects, as well as externally with business partners and customers. This is all baked into the job today.

The information superhighway offers speed and convenience, but it's also fraught with risk.

The information superhighway offers speed and convenience, but it's also fraught with risk. To be an IT manager today, it's important to understand the inherent dangers of 21st-century business and know how to protect against them.

Mitigating risk is part of the job

In large part, what people in digital IT recruitment tend to look for are professionals with a proven ability to manage people. Running an IT department is just like running anything else - your goal is to engage employees, motivate them and give them the tools they need to succeed.

But according to the Queensland Government, there's an added difficulty with the more pressing need to consider risk management when it comes to IT. There are many perils that corporate IT offices face, including hardware and software failure, human error, cybersecurity threats and natural disasters like flood and fire. Part of the job in IT management is preparing for all of the above - and more.

How managers can do better

If you're looking to establish yourself as a capable manager in the IT field, there are proven strategies that can help. For example, the Poynter Institute recommends investing heavily in employee training. If your staff has extensive knowledge of how to use the IT assets at their fingertips, there's a much lower probability of them making costly mistakes.

Be ready to put out fires in your company's IT office.

In addition, careful planning is key. No one wants to suffer a cyberattack or a massive hardware failure at their office, but these disasters are easier to stomach if you have a contingency plan ready for them. How will you recover? What will your employees do to remain productive? You need to have answers to these challenges well in advance.

A big part of effective IT management is not only preparing for potential IT disasters, but also training your staff effectively so they have all the necessary skills to respond when adverse events happen. Being a good manager means teaching everyone to play their roles and holding them accountable.

By Richard Ivers

Great HR talent is essential for building a strong company culture

Tue, 04 October 2016 17:40:30

Across Australia, there are a lot of industries adding new talent. Information technology, for instance, is an area where job opportunities are sprouting up and companies are aggressively hiring. It's about more than just finding people, though - the real challenge is to develop talent and build a vibrant company culture.

It's important to bring in HR talent to help mold your people into the best possible staff they can be.

This is where human resources come in. You could argue that just as it's crucial to have technical skills, it's equally important to have a capable HR staff to help mould your people into the best staff possible.

What goes into strong leadership?

The same way companies are investing heavily these days in infrastructure recruitment, they're also looking to add talented HR people who can provide leadership for the rest of the workforce. According to Fast Company, a key thing they look for is someone who not only has a vision for the entire staff, but is highly adept at communicating that vision.

Great business leaders are those who can speak well to the masses about their business plans, while also identifying with individuals and having effective personal conversations. Talented HR visionaries are those who have both big-picture ideas and the people skills to rally employees behind them.

Establishing a corporate culture framework

If you're looking to crack into IT, you need tech skills. In human resources, it's a little different. You need a strong approach to engaging employees and building a corporate culture. According to the Australia Council for the Arts, your company's cultural framework should be centred around two key ideas.

It takes teamwork to build a corporate culture.

The first is diversity. Building a great staff means bringing together all different sorts of people and helping them rally behind common goals. Embracing this is crucial to HR success.

Secondly, you want people to take pride in their work, showing a passion for tackling challenges both individually and as part of a collaborative team. If you can get an entire staff striving for excellence together, you're doing something right.

By Geoff Millar

Sound leadership needed for promoting workplace health and safety

Mon, 19 September 2016 09:40:43

In any line of work, it's important for companies to invest in human resources. The only way to build a successful business is to have an infrastructure in place for finding talent and developing it. But beyond that step, there's another key point of emphasis that business leaders are thinking about - keeping people safe.

Workplace health and safety are crucial elements of a strong organisation.

Just like HR, workplace health and safety are crucial elements of a strong organisation. This is especially the case in industrial settings that depend on risky physical labour daily. If you want your people to be happy and your staff to remain productive over the long haul, you need good safety inspectors and supervisors.

As such, this is an area where many companies are starting to hire.

A new focus on employee health

There's been a significant increase recently in Australian companies emphasising employee health, and it's no secret why - the federal government has made it a key area of focus. In its "Australian Work Health and Safety Strategy 2012–2022" report, WorkSafe Australia pledged to improve safety and productivity this decade by setting several key priorities.

One of them is paying attention to workplace injuries, finding patterns and devising strategies to reduce future incidents. Another is promoting health and wellness by stronger communication with individual workers. A third priority is fostering innovation among business leaders that will help make work both safer and more efficient.

Looking out for common pitfalls

If you're looking to carve out a niche for yourself as an employee health and safety professional, it helps to pay attention to the current safety landscape and understand the threats that workers are facing. In both private and public sector recruitment, organisations are largely looking for the same sorts of expertise.

Keeping labourers safe should always be a key priority.

Safety and Health Magazine reported that there are two major pitfalls safety experts must be ready for - the first is slips, trips and falls, and the second is fire hazards. If you understand these hazards and have bright ideas about combating them, you're sure to have a leg up on other candidates in the sector.

Find a staffing partner who can help you

As interest in employee health grows, there are sure to be plenty of positions out there for the taking in the near future. To take them, consider partnering with a recruitment agency in Sydney that has the industry connections you need.

We believe that at The Recruitment Company, we have what it takes. With years of experience delivering labour to both the public and private sectors, we have a proven track record of putting talented people in jobs that are right for them - you could be next.

By Jen Roberts

Data analysis skills are in demand in today's IT climate

Thu, 18 August 2016 07:50:05

Presenting yourself as a strong job candidate in the information technology field is always challenging. One reason for that is companies' expectations are constantly evolving - skills that were in high demand a few years ago might now be obsolete, with new ones taking over in their place. You always have to keep learning to stay employable.

Big data is the key to a better business. Companies want candidates who can help make that happen.

Nowadays, the latest trend is that companies are looking for data analysis talent. All the buzz says that "big data" is the key to unlocking a better business, and hiring managers are aggressively chasing after candidates who can help them make that happen.

Are you one of them?

Data analysis jobs open up everywhere

The beauty of looking for a data analysis position is that you don't have to be tied down to working for a certain type of company in a certain industry. According to Forbes, digital IT recruitment for big data talent is happening everywhere. Science, technology, IT, manufacturing, retail and waste management are all industries where companies are actively searching for business intelligence (BI) talent.

CIO reported that over the next year or so, BI is likely to continue being a growth area. Companies will look to diversify in terms of both the analytical skills and the programming language knowledge among their ranks.

Mastering the required strategies

It's not exactly a secret that analytical skills are in demand. Everyone knows it, and as such, technical recruitment is sure to be competitive. But if you want to stand out from the crowd, there are a couple of key skills you can focus on. One is problem-solving. Do you know how to look at a real-world business challenge, understand its intricacies and draw up a plan for analysing it?

Learning analytical skills can be an exciting thrill ride.

The other part of the analytics challenge is understanding what sorts of data you'll need to find answers, where that data comes from and how to mine for it. This is the technical aspect of the job as opposed to the more abstract, theoretical part. Both are important.

Have the right recruiters on your side

To find the perfect data analysis position for you, it helps to make industry connections with people who know how to find the best jobs. A recruitment agency in Sydney is perfect for that, which is why we recommend working with The Recruitment Company to find your next position.

We have a wide range of positions open today, including roles for analysts and for software developers who can help design the next generation of BI tools. If either of those sounds like a fit for you, we should talk. Contact The Recruitment Company today and prepare to begin your candidate journey.

By Dan Brown

What programming languages are in demand in Australia today?

Tue, 16 August 2016 18:52:44

The technology world is evolving at a rapid pace. Two decades ago, few of us even knew what a web browser was, let alone how to use one. Today, we're all online constantly, whether we use our desktops, laptops or mobile devices. A lot has changed in a short time.

It takes a staggering amount of talent to continue drawing up new technologies.

Of course, as modern-day innovations roll out so quickly, technology recruitment is moving rapidly as well. It takes a staggering amount of talent to continue developing new technologies and introducing them to the public.

Consider, for example, the rise of front-end website and mobile app development. Companies today are eager to release sleek new interfaces that are user-friendly and will help them engage with customers and B2B clients. To make this happen, they're busy tracking down recruits who have all the right tech skills.

What languages are in demand today?

Remaining competitive in the world of digital IT recruitment requires staying aware of the changing times in terms of the skills and programming languages that are in demand. Today, for example, it's all about front-end languages and development strategies.

According to recent Google Trends data, companies are eagerly looking for people who are versed in relatively new languages that work well for coding mobile apps, such as AngularJS and React, which are variants of the popular JavaScript strain of languages. The news source found that as of 2012, both of these languages were virtually nonexistent on the job market, whereas today, almost 0.20 per cent of all job openings ask for AngularJS knowledge. React is chasing close behind.

Take action and learn by doing

If you're looking to add to your coding skills and make yourself more hirable, the best way to learn a new language is just to dive right in and use it.

The best way to learn programming is just to start doing it.

If you do some digging, there are plenty of examples of sample code and open-source apps out there that allow you to view their code, make adjustments and learn valuable tips and tricks through trial and error. Programming, perhaps more so than any other profession, is one where it's important to learn by doing.

Plenty of positions available in Australia

Once you decide that you're ready to land a full-time job in the front-end development business, the next step is to work with a staffing agency that knows the landscape and can help you land the right position. The Recruitment Company is just that - an organisation devoted to IT recruitment in Sydney and highly knowledgeable about the opportunities out there today.

The highest demand in our .net market at the moment is for front-end developers - that's a particularly strong area at the moment. But no matter what languages you've mastered or programming strategies you prefer, there's likely a position out there for you. Meet with us today, and we will help you find it.

By Jean-Charles Sadoun

Booming cloud industry offers new opportunities for IT employment

Thu, 11 August 2016 15:26:38

Business technologies are constantly evolving, and nowhere is this more true than in the realm of data storage. In just the last decade, we've seen considerable change. It began in the mid-2000s, when companies began to invest in servers that could house large volumes of data. From there, the next step was building entire data centers that could do the same thing on an even greater scale.

The new trend is cloud data management. Moving into the cloud lets companies curate their files in a way that's convenient.

Now, the new trend is cloud data management. Moving into the cloud offers companies the chance to curate their files in a way that's simple, convenient and highly nimble to adjust to their changing needs.

As the cloud industry continues to grow, it's sure to create job openings for IT professionals everywhere.

The cloud market booms

A quick glance at today's marketplace makes it clear that cloud computing is one of the hottest sectors in digital IT recruitment today. According to research from Frost and Sullivan, the total value of the cloud services market in Australia is growing from $1.23 billion as of 2013 to $4.55 billion by 2018.

"Two thirds of companies that have adopted cloud services believe it has significantly improved their overall business performance," said Phil Harpur, Senior Research Manager for Australia and New Zealand at Frost and Sullivan. "A significant proportion of organisations feel it has enhanced their ability to innovate and explore new business models."

As cloud computing continues to gain momentum, it's going to need one thing - talent. Companies will have to hire if they want to keep ramping up their cloud capabilities.

Make yourself a marketable candidate

So what does it take to get a job in the dynamic cloud marketplace today? First of all, just as in any area of technical recruitment, it helps to have specific skills. Anyone can say they're "cloud-proficient," but if you have actual hands-on experience with particular platforms like AWS, that will play a lot better.

Present yourself as a marketable IT job candidate.

Secondly, as InfoWorld recently reported, there's a growing level of emphasis on cybersecurity in today's business climate. This means cloud companies are more likely to hire IT specialists who bring security expertise to the table.

Land a job in the cloud industry

To become gainfully employed in today's tech job scene, you've got to work with a recruitment company in Sydney that stays constantly abreast of the latest opportunities. At The Recruitment Company, that's what we do - we're always on the lookout for openings that might fit your needs.

When it comes to cloud computing, there are positions available now in engineering, analysis, tech support, management and more. Contact us today, and we'll begin hunting for exactly the role that's right for you.

By Chris Pelow

Making the most of your recruiter: Finding the best agency [Video]

Fri, 05 August 2016 11:57:43

Here are our tips for how to get the most out of your recruitment company.

Hi there, welcome back to The Recruitment Company's video blog. Using recruitment services can be a great way to find yourself a new job, but choosing the right agency isn't always easy. There are a few ways to find the right match for you. Turning to others for advice is a great way to get a feel for which recruitment company might serve you well.

User surveys and reviews are a quick and easy way to assess a company's quality, so look for agencies who make this information available. If you aren't convinced by user feedback, you can even search for companies that have received awards for their performance.

Recruitment companies are only as good as their results. If a particular agency is highly recommended or the recipient of industry awards, it's at least worth talking to them so see what they have to offer. With the support of the right recruiter, you'll be on your way to employment in no time.

3 traits of a good recruiter [video]

Fri, 05 August 2016 11:54:07

Hello, and welcome to The Recruitment Company video blog.

A good recruiter is an important asset to companies and job seekers alike, as their ability to match the right candidate with the right vacancy is invaluable to the success of business practices.

There are certain traits that make a recruiter great at their job. Listening skills are essential, as paying attention to the unique needs of your client will help to promote a good outcome from the recruitment process.

Having tenacity is a big advantage, as sometimes it can take a bit of perseverance to get the right result when matching job seekers and businesses.

Lastly, a good recruiter should not be afraid to get on the phone and reach out to people - if you are proactive and go the extra mile you will stand out from others in your industry.

Do you think you've got these traits? If so why not look into what it means to be part of the TRC family.

#areyouoneofthe13percent

3 things a CV tells you without having to read it [video]

Fri, 05 August 2016 11:53:48

Thanks for joining us for latest installment of The Recruitment Company video blog.

Recruiters get inundated with CVs on a daily basis, so you need to develop strategies for reading them efficiently. Did you know that you can get a lot of information from a resume before you even read it?

Firstly, look at the way the CV is structured. Is it logical? A systematic presentation can help you access the info, and tell you if the person is organised.

Is the CV specific or too vague? This can show you whether the candidate has put effort in and taken the time to tailor a specialised resume.

Finally, does the resume seem to be carefully crafted, suggesting the person is driven and meticulous, or is it carelessly thrown together?

Looking for these things will go a long way to making the process more efficient, and make you a more effective recruiter as a result.

Making the most of your recruiter: Preparing questions [Video]

Fri, 05 August 2016 11:53:21

Here are our tips for how to get the most out of your recruitment company.

Welcome back to The Recruitment Company video blog. This time, we're going to have a look at some ideal questions you can bring to your recruitment agency to help you in your job hunt. Seeking the help of a recruiter is an excellent move along the path to a new job, but you should be prepared to ask your recruiter questions about your market to ascertain if they are genuine specialists in your field.

Your recruitment company should be experienced and knowledgeable about a whole range of industries, so if there's anything you want to know ahead of applying they're a great resource. Working with your recruiter can also be a great way to generate some insightful questions to take into your upcoming interviews. Almost every interview ends with "do you have any questions?", so it pays to be prepared for that.

Think about what things you need to know as you begin the job hunting process. Learning about which industries have a lot of employment openings, or areas in which your training or experience can be well adapted, can give you a leg up on your competition.

A checklist for starting a Sydney recruitment career [video]

Fri, 05 August 2016 11:52:09

Welcome back the The Recruitment Company video blog.

Making the move to a new country for your career can be a really exciting step filled with opportunity, but you need to take several factors into account to ensure the change goes smoothly. Here's our checklist for starting your recruitment career in Sydney.

Firstly, know where you should live and the schools and other features of the area. There are many great suburbs in Sydney, and many London-based recruiters are gravitating towards the large ex-pat recruiter communities of Bondi, Manly and Paddington.

Take note of the time of year and the kinds of weather you can expect. Luckily, Sydney has a temperate climate, and enjoys pleasant weather throughout the year.

Also, the overall cost of living in Sydney is around 20 per cent cheaper than that of London on the current exchange rate, though things like housing and food can still be quite expensive.

Lastly, make sure you understand the local recruitment market, and have a long term plan in place to help you be successful in the future.

Questions to ask a recruitment agency before moving to Oz [video]

Fri, 05 August 2016 11:51:41

Hi there, welcome to The Recruitment Company video blog.

While relocating can help your recruitment career progress, the success of this exciting opportunity will depend on the questions you ask your future employer before you head off.

One of the major things you'll want to find out is whether any extra benefits will be available to you, giving you a fuller picture of what the company has to offer.

You will also need to know the company's expectations around KPIs and workplace activity. This will give you an idea of what will be required of you and also what a typical day in the job might look like.

Finally, you should ask how people are treated when they leave, a potentially tricky question that can give you priceless insight into the company's values and culture.

Open-source software engineering is a major growth industry

Tue, 02 August 2016 23:22:44

For decades now, we've been witnessing the rise of the software engineering industry worldwide. Companies everywhere have shown their demand for talented people who can help them design high-tech solutions, and they've expressed a willingness to pay top dollar for them.

We're currently seeing a growing level of interest in open-source programmers.

Now, though, the landscape is changing. Software design has become more collaborative. We're currently seeing a growing level of interest in open-source programmers - people who can design software collaboratively, sharing their ideas and their code with the rest of the world and bouncing ideas off of others.

This is a growth industry today, and it's an area where companies are starting to pursue talent quite aggressively.

Open source is a top priority

There's always a pretty active market where IT applications recruitment in concerned, but that's especially the case in the realm of open-source development, according to the data. Market research from research organisation Dice found that in the next six months, 65 per cent of IT hiring managers expect open source to increase hiring more than any other part of their business.

"Demand for open-source talent is growing and companies struggle to find experienced professionals to fill open roles," Bob Melk, President of Dice, said in a company release.

Because talent in the business is relatively scarce and companies are eager to find skilled people, there's likely to be fierce competition - and substantial paychecks - for those who have the skills.

The recruiting process is complex

For IT organisations that are looking to fill open-source development roles, there's a complicated process they have to observe. Technology recruitment isn't simply a matter of finding people who possess talent, in abstract terms - it's more specific than that.

IT companies must find people who fit their design plans.

Software companies must think about the precise "road map" they have in mind for developing a given application. What skills will they need to complete the project? Design, UX, code optimisation and many more elements all might come into play. There's also the question of what programming language or languages might be involved. Not everyone has software skills that translate easily, so finding people who fit a company's needs is sometimes challenging.

Work with the right agency for success

There's a delicate balancing act that goes into pairing talented IT people with the right employers. This new, open source-dominated software market is highly innovative and collaborative, but companies still must be careful to hire people who are the right fit.

At The Recruitment Company, that's our job - we help find the perfect matches between talented people and employers. If you're looking for a recruitment agency in Sydney to help with your staffing needs in the applications and digital space, you'd be wise to contact The Recruitment Company today.

By Dan Brown

Retaining talented IT people is getting tougher every year

Tue, 02 August 2016 23:22:04

Software development talent has become one of the most sought-after commodities in the modern economy. Building both software solutions and mobile apps are vital functions in today's economy, and there might not be enough talent in the world today to meet the substantial needs that exist.

In a marketplace where software developers are so highly valuable, retention is a challenge.

In other words, there's sure to be a fiercely competitive battle to recruit IT employees for many years to come. And of course, once you've landed a talented individual, your challenge is far from over - the next step is keeping them. In a marketplace where software developers are so highly valuable, retention is definitely going to be a challenge.

Retention challenges mounting in IT

Employee retention is always daunting for any business, but the data indicates it's especially tough in the tech sector. According to research from TinyPulse, 2016 has been a difficult year. The company polled employees and asked them "On a scale of 1 to 10, how likely do you see yourself working here in one year?" Employees at large rated themselves an 8.19; among tech people specifically, the figure was significantly lower, only 7.95.

This is particularly worrisome since, as the Society for Human Resource Management pointed out, the total cost of replacing an employee can be up to 200 per cent of their income in a year. The future environment may well place a heavy burden on IT project services recruitment.

What can your company do?

For companies who have struggled with digital IT recruitment in recent years, they're only going to find it even tougher in the near future as the marketplace becomes even more competitive. That's why it's crucial for tech companies to improve their retention strategies.

If you can improve your business, it's easier to retain talent.

One idea is to simply work harder and gain a competitive advantage over other businesses. People want to work for a winner, and if your company is outearning its competitors, people will take pride in that.

Another important priority in IT retention is good communication. If managers and upper-level executives are willing to build relationships with their employees and prove that they care, workers are more likely to stay for the long haul.

Start with impeccable recruiting tools

Retention is always difficult in the tech sector, but one thing your business can do is begin with a solid foundation. If you have great candidates in the first place, your chances of keeping people around are better. And to find those great candidates, there's no better tool for IT recruitment in Sydney than the candidate dashboard offered by The Recruitment Company.

Our solution combines three key elements - video interviewing, skill testing and specialist recruitment - all into one convenient platform. If you want to save time and money while still finding the best possible candidates for every job, you can't go wrong with our free dashboard.

By Dan Brown

Contract hiring is increasing, resulting in new IT job opportunities

Mon, 01 August 2016 22:19:07

Now is a good time to be in the market for an IT position. Companies worldwide are investing in designing websites, engineering software solutions and creating mobile apps. All of the above lead to considerable job creation. The positions are out there for the taking.

Contract jobs aren't the most stable opportunities in the world, but they can be rewarding and lucrative.

The only catch is that not all IT jobs are permanent, full-time gigs. Some simply consist of signing on with a company on a contract basis, staying to complete one project, then continuing on your way. These jobs aren't the most stable opportunities in the world, but they can be rewarding - and lucrative as well.

Contract hiring rising in 2016

If you're looking for opportunities in digital and IT industries this year, you're probably in luck. There's a good deal of survey data showing that you're likely to find something if you look hard enough. Finance, engineering and IT are among the top sectors in which jobs are readily available.

However not all new positions this year are sure to be full-time ones. While many employers intend to do more permanent hiring this season, another strong contingent says they'll be relying more on temporary and contract contributors.

The keys to solid contract arrangements

The prospect of a contract job can be scary to those who value long-term security the most, but it also offers considerable benefits such as variety of work and autonomy over your career choices. And if you work hard, it is possible to carve out a successful career by relying on IT project services recruitment.

Talk with an expert who understands the IT job market.

The most important step in this process is engaging in open, honest communication with staffing agents who can help you meet your career needs. Sit down with a recruiting expert and discuss your goals and expectations. How can contract jobs help you develop skills, make new industry connections and, of course, take home a paycheck?

The Recruitment Company is here for you

To land a promising job in the IT field on a contract basis, you need to work with a recruitment company in Sydney that understands the job market and has connections to all the major employers. Fortunately, that's exactly what you get from The Recruitment Company.

There is no shortage of positions out there today to be had. Whether you want to work as a software engineer, web designer, mobile app creator or any other IT specialist with skills to offer, you can get the job of your dreams. First, you've got to pick up the phone and call an expert who can help.

Jean-Charles Sadoun

Communications and marketing are rapidly evolving fields

Mon, 01 August 2016 14:52:05

Business technology has come a long way in recent years. We now have cloud solutions for storing and accessing data, social media for sharing information in real time and mobile applications that add convenience to our daily lives. All of these have made it easier for companies to devise strategies and get things done in record time.

It's an entirely new world for people who work in industries like marketing, communications and PR.

As a result, it's an entirely new world for people who work in industries like marketing, communications and PR. Now that it's easier to share all sorts of messages at such a rapid pace, there's more pressure on communications professionals to be quick and adaptive in the ways they do business.

This means, if you want to break into the business today, you'll need a diverse range of talents.

Filling modern-day skills gaps

The rise of business technology has had a remarkable ripple effect across many industries. Just as digital IT recruitment is now more daunting than ever, hiring for communications jobs is also a dramatically different challenge. According to HubSpot research, skills demands are mounting in the marketing world, as companies are looking for a wide variety of skills.

Traditional roles like copywriting and public relations are still in demand, but they're now supplemented with additional technical needs. Success in communications now often requires skills in programming, web design, audio/video editing and more. To stay viable, companies must constantly adapt to new hiring trends.

Staffing to drive change management

Staffing for communications jobs nowadays is about more than just skills, though. Because skill demands are changing so rapidly, it's impossible to predict what sorts of talent people will need to have three years from now. That's why one of the most important traits to look for is the ability to handle change.

Are you a worker who can handle change well?

Companies are now actively looking for people who have undertaken daunting new projects, added varying types of work to their repertoires or handled dramatic shifts in responsibilities. Regardless of the actual technical skills that go into one's work, being able to adapt and make changes is as important as anything today.

Find an agency that's ahead of the game

Are you ready to work in a field that's as dynamic as it is rewarding? Communications just might be that field, and you can get in the door by working with a recruitment agency in Sydney that knows the job landscape and has a finger on the pulse of the job market.

At The Recruitment Company, we have a wealth of experience staffing for positions spanning many industries including communications, marketing, human resources and many other industries in addition to IT. Give us a call, and we'll hunt down a job that's right for you.

By Emer McNally

Why should jobseekers pay attention to company culture?

Fri, 29 July 2016 15:42:45

One of the biggest factors that determines the way a business functions and whether it is a good working environment is its culture. Company culture is valuable not only for executives but for people looking for a job, as it can help tell them if the new position is suitable.

Consequently, it's important for candidates to understand how to detect company culture, both by utilising the services of a Sydney recruitment company and by asking the right questions in an interview.

Close to 90 per cent of professionals see company culture as important.

Culture is the lifeblood of an organisation

The latest Human Capital Trends report from Deloitte has revealed that 87 per cent of respondents see culture as vital to a business. However, just 28 per cent of them could say that they fully understood their company's culture. Likewise, only 19 per cent of respondents claimed that their organisation had the right culture.

This suggests that there is still some work to be done, as culture must be comprehended before it can be managed and improved. While few cultures are perfect, jobseekers will want to look for one that is positive and shows signs of growth and improvement.

However, all cultures are different, and some will be better suited to your personality and style of work than others. Technology insights site CIO says you can determine whether a company's culture will be a good fit for you by establishing the things that you value most in a workplace, and doing research through avenues such as social media. In addition, asking the right questions in an interview can reveal useful information about the company's practices and environment.How can you tell if it's the right fit?

According to Forbes, there are several subtle things you can ask to uncover a potential employer's culture and whether it is what you're looking for.

Ask whether anyone keeps pictures of their family and friends in their workspace, as this can reflect how family-oriented the company is.
Find out how often colleagues meet. Employees that come together regularly probably work in a collaborative environment, as opposed to one that is more isolated and autonomous.
Finally, get the interviewer to talk about a busy time of year for the company, as it can reveal a lot about the expectations and levels of pressure that exist.

Regardless of how good a new position may seem, if it is not a good cultural fit, it may not be the right place for you to take your career. So next time you're looking for a job, pay attention to the company culture and ensure you're going work in a place that can benefit you as much as you can benefit it.

By Geoff Millar

The modern business needs talent for bolstering network security

Wed, 27 July 2016 22:55:45

At numerous places of business in recent years, we've seen companies branch out in terms of the different sorts of high-tech resources they rely on. The modern staff uses cloud solutions to share data smoothly and make collaboration easier. They use mobile devices for accessing their work files in the office or remotely. They've never had more ways of storing or accessing information.

There's been a boom in IT infrastructure, but that also leads to increased risk of data breaches.

With this growth comes a need for cybersecurity. There's definitely been a boom in high-tech corporate infrastructures, but that also leads to increased risk of data breaches. That's why a hot area in technology recruitment recently has been hiring for network security jobs. In today's climate, every company needs talented people to help keep its data safe.

A heightened level of awareness in Australia

As data breaches have become more of a threat in recent years, the whole business world has taken notice. So has the federal government. According to the Australian Attorney General's office, cybersecurity is now considered one of the top national security priorities.

Australia aims, between now and 2020, to form a national cyber partnership between government agencies, researchers and the nation's businesses to strengthen leadership on cyber issues. For this to be successful, however, the private sector needs to have talented people leading the way. This is contributing to the rise of infrastructure recruitment services.

Companies sharpening their cybersecurity focus

There's a growing level of awareness among business leaders that hiring smart cybersecurity people needs to be a point of emphasis. InformationWeek noted that recent breaches at high-profile businesses such as Sony, Home Depot and Target have opened people's eyes to their need for better protection.

Hacking attacks have led companies to reconsider their IT plans.

Today's businesses know that cyberattacks are real and could happen to them. They've become more active in looking for the warning signs and preventing attacks in advance. It's no secret, however, that doing so requires having considerable talent at your disposal.

Looking for work in the field?

If you're a talented IT person looking to get a foot in the door in cybersecurity, now is the time to chase that dream. One way to do so is to work with The Recruitment Company, as we have demonstrated a commitment to IT recruitment in Sydney and elsewhere in Australia.

Now is a good time to pursue employment in the network security field. Whether you're chasing a career as an engineer or looking to move into more of a managerial role, the positions are out there for the taking. We can help you land one.

By Richard Ivers

3 simple things to do today for a $10K payrise

Thu, 30 June 2016 00:01:41

Many recruiters would like to get a payrise, but often don't know how to achieve it. Did you know that earning yourself a $10,000 pay increase can be as simple as doing little things to get more from your day?

We at The Recruitment Company believe that it is not the big things you do, but the small steps you take consistently that will make the biggest difference to your career in a Sydney recruitment agency. Here are our top three things that you can do everyday to help earn yourself a extra cash.

Have your day planned out before you get to work in the morning.

1. Get organised and remove distractions

How much of your work day are you spending trying to decide which tasks to pursue?

By taking some time at the end of each day to plan out what you will do tomorrow, you will be more productive and able to make the most of all your time at work. Divide your day into one-hour blocks with exactly how many people you need to contact, who you'll be calling and why you're calling them.

In addition, be sure to remove distractions like the phone or email, so that you will be forced to focus all your attention on each task alone.

2. Take advantage of an early start

Another way to improve your productivity is to start early instead of staying late. Coming to work early means that you will be able to take advantage of being fresher at the beginning of the day. According to the Australian Business Insider, an early start can make a good impression on your boss and help to demonstrate your commitment and motivation.

By coming in just an hour early, you will have that little bit more time on the phone. Taking advantage of the extra time and making the morning your most productive time, will help you to get your day off to a good start and have allot accomplished before your colleagues even arrive.

Regular breaks and exercise are known to boost brain function.

3. Take breaks and get moving

It can often be tempting to skip lunch, but leading business media site Fast Company says that taking regular breaks is key to maintaining your productivity levels throughout the day.

Don't just stay at your desk however, make the most of the time by getting out and taking a walk or some other form of exercise. You can even walk while on the phone. Physical activity is known to help your mental focus, making you more efficient.

Consistently doing these things on a daily basis will go a long way to making you a more effective recruiter, and reaching that extra pay as a result.

By Simon Moss

How to get sponsored to work in Australia as a recruiter

Wed, 29 June 2016 23:45:00

Are you thinking about moving your recruitment career to Sydney? Relocating can be an exciting step for recruiters, as it can both widen your job prospects and offer you a positive lifestyle change. However, before you pack your bags, there are several things you need to know about getting a 457 visa.

Here are three things to check before you can start looking into your Australian 457 visa.

A 457 visa gives you the permissions you need to work in Australian recruitment.

1. Check you have enough experience

The first thing you should do is make sure you are eligible to get a 457 visa. There are several requirements you need to meet in order to qualify.

What you need is the right education and expertise for the position you are applying for. To be sponsored as a recruitment consultant, you will either need a relevant degree qualification coupled with transferable experience, or a minimum of five years of specific industry-related experience, with references to support this.recruitment professionals.

Additional criteria include English language competency and good health.

2. Find out if you will earn enough

Your salary is another important part of obtaining a 457 visa. The Temporary Skilled Migration Income Threshold was introduced by the Australian government to ensure that migrants are able support themselves and will not depend on the state to survive. In order for a visa nomination to be approved, the market salary rate of the prospective job must be enough to satisfy the threshold.

The threshold for a recruitment consultant position is currently approximately AU$54,000. If you are looking at roles paying less than this then you are unlikely to be successful in a 457 visa application.

Lastly, the most essential aspect of the 457 visa is securing an employer to act as a sponsor. You need to be sponsored by an approved business that cannot find an Australian citizen or permanent resident with the skills to fill the vacancy. Your potential employer must already be, or must become, an approved sponsor and then nominate you for the position prior to you applying for a visa. They must themselves meet a set of criteria to be in a position to nominate you.3. Get an employer to sponsor you

It is also important that you find the right Sydney recruitment agency for you. At The Recruitment Company, we can offer our employees a number of benefits including flexible work, a business casual environment, and a great company culture. If you'd like to hear more about moving to Sydney to work for us, check out our vacancies or contact me to chat about your recruitment future. Regardless of who you choose, good luck with your move and hopefully see you for a beer at the Opera House.

Are you a social media superstar? Strategies for the modern recruiter

Wed, 22 June 2016 09:15:35

Did you know that social media is not just for keeping up with your mates, but can actually be a great digital recruitment weapon? A 2014 survey by Jobvite revealed that 59 per cent of recruiters use social networks to find the highest quality candidates.

Yet the key to accessing this talent-ripe source is to understand the differences between various platforms. Facebook is best reserved for personal use, but LinkedIn and Twitter have different capabilities and as such need to be approached individually. While this is not an all-encompassing strategy, it's a great foundation for making the most of the tools available to you.

Aim to stay relevant by posting regular Tweets throughout the day.

Tweeting your way to a terrific talent pool

When using Twitter, it's important that you keep laser-focussed on your market. Don't throw in random Tweets about what you had for lunch - keep it professional only and save the pictures of food for your personal account.

As a baseline, you should aim to follow around 10 organisations or people everyday that have a big presence in your market. This can help you to boost your online reach and encourage people to follow you back. Once you have followed a generous number of accounts, go back through and clean out the people who aren't following you back - those ones are going nowhere.

Likewise, ensure you are posting at least five Tweets daily so you remain relevant and maintain your followers' attention. Whether you are Tweeting original content or Retweeting other people's, be sure to space it out using a product like Hootsuite or Buffer so that you sustain a timely and continuous online presence.

In addition, Entreprenuer highlights the importance of ensuring your Twitter account reflects your personal brand, using hashtags wisely, and incorporating compelling links and images to keep it interesting.

Use social media to engage your market through compelling content.

Luring them in with LinkedIn

LinkedIn, meanwhile, demands a different approach. As its name suggests, this platform is about making connections with others, so be sure to grow your network by joining a variety of groups. Another important thing to remember is that your LinkedIn profile is not meant to be a bland CV, so treat it as a sales tool and use it to grab attention. The Undercover Recruiter says that you can do this with a unique pictures and headlines, as well as effective keywords and a summary that encompasses your professional mission.

Likewise, aim to post compelling content to your account weekly, and professionally engage others through the content you share, like and comment on each day.

If you would like to join a forward-thinking recruitment agency that understands how to use digital tools such as social media effectively, contact us at The Recruitment Company today.

#areyouoneofthe13percent

A day in the life of a Sydney recruiter

Mon, 20 June 2016 13:04:40

There are many great reasons to move your recruitment career to Sydney, but perhaps the biggest one of all is the lifestyle offered by many of the city's beachside suburbs.

One of the hottest places to live is on the North Shore, in Manly, where the beautiful beaches and myriad of shops, restaurants and bars provide endless opportunity for you to take advantage of a flexible working environment. So what is normal day like in a Sydney recruitment agency?

6:30 a.m.

Wake up and head to the beach for your morning run on the sand. Walk, swim or surf, enjoying the sunrise and crisp salt air.

7:30 a.m.

Never have to sit in traffic again. Jump on an 18 minute fast ferry into the CBD, stopping on the way to the wharf to grab a world-class coffee from a local cafe. Sip your beverage as you sail past the Sydney Opera House and the bustling Harbour Bridge every morning.

Manly offers everything from stunning beaches to popular bars and restaurants.

8:00 a.m.

Feeling energised after the coffee and exercise, get to work and put in some power hours until lunch.

12:00 p.m.

With the option to take your breaks whenever you want, head out of the office to have lunch with friends, hit the gym, head to the botanical gardens for a walk, do a spot of shopping, or crack on through and leave early.

1:00 p.m.

Back in the office and ready for a productive and profitable afternoon, balancing candidates and clients with resourcing and core business development. Plan for tomorrow before you head home.

5:00 p.m.

Having put in a profitable eight hours, knock off work and relax on the ferry ride home, soaking in the late afternoon sun or watching the sunset over the bridge (depending on the season and time of day).

Hit the beach for a sunset surf - with most people still commuting home from work, you pretty much have the waves to yourself.6:00 p.m.

7:00 p.m.

It's dinner time, and you have the choice of dinner out in Manly with friends. A particular favourite of mine is sitting down on the wharf at Hugo's eating pizza, lingering over a glass of wine in a world class restaurant with a world class view of the water. Alternatively, choose to stay in and put your feet up for some good quality rest and relaxation.

Managing your own time means you can mix this up, perhaps getting into the office early before anyone else arrives and leaving early to get the rest of the afternoon on the beach. Otherwise, enjoy a two hour surf in the morning and get into work late, and avoid the lunchtime rush at the gym by having it all to yourself at three in the afternoon. Whatever it means to you, the possibilities are endless.

I still pinch myself at how lucky I am to live in one of the most beautiful places in the world with all this at my doorstep. If this sounds like the life you've always wanted, but never quite achieved, check out some of The Recruitment Company's current vacancies here.

By Sarah Banek.

Can a recruiter work in a flexible workplace?

Thu, 09 June 2016 15:43:51

In the digitally-enabled business environment of today, employees in many industries no longer have to come in to the office to get their work done. But is recruitment one of them? How does the traditional recruitment sales floor survive in a world of cloud technology, and how can a recruiter share client information in an environment with a dispersed workforce? Do the benefits of avoiding rush hour commutes outweigh the disadvantages?

These are all considerations that recruiters need to take into account before deciding if flexible work and a company offering flexible working conditions is right for them.

Around 80 per cent of satisfied employees are allowed to work from home.

Is flexible working a viable option?

Offering flexible work can be advantageous for businesses, which is why an increasing number of them are embracing the work-from-home trend.

A 2013 report by Deloitte Access Economics suggests that there is a link between employees satisfaction and flexible practices. About 80 per cent of employees who reported feeling satisfied with their jobs were allowed to use technology to work from home.

Likewise, Deloitte's 2016 Millennial survey shows that flexible working is the third most important factor that jobseekers look for, and the most important is a good work-life balance, favoured by over 17 per cent of respondents.

Satisfied employees who appreciate flexible work can be more motivated to do their best for the company, and consequently hit targets and deliver better results. Investing greater trust and autonomy into their employees through flexibility can be very beneficial for businesses as a result.

Within the world of recruitment, a motivated, committed sales force can only be a good thing. Empowered, happy consultants are more likely to go the extra mile.

Although flexible working can sound like an ideal situation, it needs to be managed in the right way to be successful. If you are looking at a recruitment job within a company promising flexible working conditions, there are a few questions you should ask to check that the company isn't just jumping on the 'flexibility' bandwagon without thinking it through.

Should you work for a recruitment company that offers flexible conditions?

What structure is in place for flexible work, and what systems do they use to accommodate it? How will you be held accountable for your tasks? And how do they measure whether flexible work is successful? Without clear answers to the questions, flexibility can equal chaos. Chaos equals poor billings and that leads to less commission.

Once you know the answers to these questions, you will be better able to judge whether flexible work within that particular company will be suitable for you.

At The Recruitment Company we believe in flexible working conditions, and we also believe that we have built the infrastructure, systems and culture to reap the benefits without the chaos. Our team enjoys flexibility AND structure, empowerment AND support. They work when they want, they pretty much work where they want AND they still smash their targets. If you think a flexible recruitment role would suit you but want to make sure the company has thought it through then get in contact with us today for an initial chat.

#areyouoneofthe13percent

3 reasons recruiting in Sydney trumps London every time

Wed, 01 June 2016 17:39:50

Are you considering a job with a Sydney recruitment agency? Can you hear the sun and sand of Bondi Beach calling your name, but aren't sure whether to follow? Although choosing to relocate for your career can be a challenging decision, it can be greatly simplified by comparing the benefits and drawbacks of moving.

So, how does recruiting in Sydney trump London?

Recruiting in Sydney means you can head to the beach after work.

1. The lifestyle

There are several lifestyle benefits to having a recruitment career in Sydney as opposed to London. Firstly, with a range of stunning beaches including Manly, Maroubra and Bondi, a small piece of summer vacation is always right on your doorstep. Similarly, the average temperature in Sydney is much higher than that of London, so you won't have to endure a bitter winter before you see a glimpse of sunshine.

A recruitment career in Sydney also affords you a much better work-life balance, which education site Boundless says can help reduce stress, improve health and increase productivity. In London's high-pressure environment, you are often forced to come into the office at the crack of dawn to get ahead of the competition, and working late into the evening. Take advantage of the flexible hours you have in Sydney and head from the beach to work and back again.

2, The market

London's recruitment market is extremely competitive; saturated with a high volume of agencies and professionals all targeting the same demographic. This means it can be very difficult to succeed in the industry and attract candidates who are hounded day and night by desperate recruiters. You can be forced to work very long, fast-paced hours, and with a candidate drop-out rate of around 20-30 per cent in some London agencies, you are often forced to use pushy tactics or cut corners to close the deal.

In Sydney, however, the industry is a lot more focused on thorough and positive consultancy, giving you the opportunity to really listen to and advise candidates, and build lasting relationships.

Your Sydney colleagues are always keen to catch up for a coffee.

3. The culture

Lastly, the workplace culture is a lot more positive in Sydney. There is a much higher focus on cultivating relationships in Sydney and your colleagues, candidates and clients are always up to meet for a coffee. Research from Globoforce shows that happiness can be driven by work friendships, and with 39 per cent of people spending more time with colleagues than family, it's vital to have a great bunch of people to work with.

If work-life balance, beach living, flexible working and great culture sound good to you, contact The Recruitment Company to discuss why moving your recruitment career to Sydney could be the best decision you ever make.

By Sarah Banek

Researching for your recruitment career in Sydney [video]

Tue, 31 May 2016 14:04:21

In this instalment of The Recruitment Company video blog, we are going to discuss your imminent move to Sydney to take the next step in your recruitment career. One of the biggest decisions you'll need to make will be the company you eventually work for.

There are a number of avenues you can use to find out about Sydney agencies.

Firstly, decide what sort of agency you want to work for. Do you want formal or fun? Corporate or casual?

Next, take a look at job sites such as Seek.com.au and research companies that advertise roles similar to those you are used to recruiting. Follow them on LinkedIn as well. What do their updates and articles tell you about their culture? What values and attitudes do they reveal? Connect with a few of their staff and see what they are like, and do the same with Twitter.

Finally, tap into your own networks to find people who have worked with agencies in Sydney and see which companies they recommend.

It's a long way to come, so you want to make sure you make the right choice in employer.

Why are awards important for recruiters? [video]

Tue, 31 May 2016 14:04:08

Hi there, and welcome back to The Recruitment Company video blog. In this instalment, we are going to look at why winning awards is important for recruitment agencies.

Recruitment is a tough industry with a reputation for high staff turnover, and many companies accept this as a fact of the profession. However, a company that values industry awards will need to be constantly developing and advancing. This can lead to innovative initiatives that increase productivity and in many cases improve the culture of the company.

A recruitment agency that has won a lot of awards isn't guaranteed to be the best, but it does demonstrate that they value improvement and want to keep their staff happy.

So if you're choosing a recruitment agency to work for, or with, then picking one with an impressive trophy cabinet is a safe bet.

#areyouoneofthe13percent

3 things most recruiters do wrong on social media [video]

Tue, 31 May 2016 14:03:44

Hello, and welcome to The Recruitment Company video blog. As all recruiters know, social media is a powerful tool that has drastically changed our industry. However, most of us are using it wrong. Here are three social media evils you should be aware of.

Firstly, it's very easy to spend too much time recruiting on social media platforms, meaning you will have less time on the phone. No amount of LinkedIn Inmails can take the place of good phone-based recruitment.

Social media platforms make it easy to get in contact with business prospects, but it can also mean you are in danger of untargeted spamming. And nobody likes to be spammed.

Finally, it's easy to overlook the differences between various platforms. Some are more formal, while others are more casual. Forgetting which is which can leave you looking foolish.

So be sure to keep these things in mind when recruiting online, and make the most of this valuable addition to your toolkit.

Recruiters, can you walk what you talk? Interviewing for your recruitment job

Thu, 26 May 2016 16:43:40

So you've made it through to the interview stage - now is your big chance to show the Sydney recruitment agency that you have what it takes. As a recruiter, you give out interview tips every day - but can you follow your own advice? Now is the time to wow your future employers and actively demonstrate your recruitment prowess.

With that in mind, here are our tips for conquering the interview and moving into the next phase of your recruitment career.

A large proportion of your success lies in how well you prepare beforehand.

Before you go...

While you will already know the importance of preparing for an interview, don't let your industry experience make you complacent. It's very different being on the other side of the table, so ensure you have researched thoroughly no matter how confident you feel.

Glassdoor highlights several things to find out, including the company's mission and what it values in its employees, so find these out and prepare well thought out questions accordingly.

You should prepare a plethora of questions to ask while you are there, as Business Insider reveals, this can help you appear more engaged and professional. Don't take the chance on remembering everything - write it down! Even the best of us can go blank when we're nervous, and that could cost you the opportunity.

During the interview...

Never underestimate the value of a first impression, think back to the times you met candidates for the first time and how your initial feelings influenced your opinion of them. As such, remember to find out what the dress code is, dress accordingly, and arrive on time. Even one minute late is too late - so aim to arrive around 5 minutes before the interview is scheduled.

This is the time to show off your expertise and bring out the questions you prepared. You should also ask the interviewer whether they think you are suitable and establish a timeframe to get feedback.

Make sure you show your interest by following up afterwards.

When it's all over...

After the interview, send a brief thank you note to the hiring manager and follow up a couple of days later if you haven't heard from them by then. You can also take the opportunity to clarify anything you think you answered poorly. According to a 2014 survey by recruitment website Reed.co.uk, 82 per cent of employers reported that doing this presents the applicant in a positive light, and you will know from experience that a courteous and pro-active candidate is more likely to get a good response.

Regardless of the outcome, reflect on the interview and ask yourself what you could do better next time. As recruiters, we so often share these tips with job seekers but may not be doing them ourselves. So make the most of your industry knowledge to land the Sydney recruitment job of your dreams. Maybe thats us?

#areyouoneofthe13percent

Is recruitment an 'Old Boys Club'?

Thu, 12 May 2016 22:16:11

So you're a European based recruiter looking to move your recruitment career to Sydney. How do you know which of the recruitment agencies vying for your attention are right for you? Ending up working for the wrong agency can be detrimental to your career in Australia. Finding the right environment and the right culture for you is half the battle won.

The good news is that there are great agencies to work for in Australia - the key to finding the right one is to know the warning signs that show which companies to avoid. To aid you in this process, here are three things to look out for when you're hunting for your Sydney home away from home.

If the interviewer doesn't ask many questions it may be a sign they aren't committed to success.

1. The interviewer doesn't ask challenging questions

An agency that doesn't ask you the tough questions is likely one that is desperate for people. They don't want to challenge you for fear of putting you off. This is a major red flag. Do you want to work for a desperate employer? They may offer you the world but if they don't challenge you then they won't challenge anyone else, so you'll end up working with B players, and the likelihood of them delivering on their promises is slim.

Pick a company that challenges you in the interview process. You'll work with a better caliber of people. And make sure you challenge them in return with well researched and prepared questions of your own.

2. The company doesn't offer any formal training or onboarding

According to coaching and human resource consulting company House of Change, a formal onboarding process is very important for helping to ready a new employee, promoting better performance from the get-go, improving engagement and reducing turnover.

As such, if an agency does not offer training for new hires, this may suggest it does not invest in its employees and is not willing to provide you with the tools you need to do your job well. Starting a new job, especially in a different country, can be challenging, so you want to look for an agency that will invest heavily in you, at the outset, and on an on-going basis, to give you the foundations and tools you need to be a success.

Unhappy employees can be a big red flag.

3. There are hints of a toxic culture

Lastly, if you see signs of a bad company culture, you'll definitely want to avoid that agency. Employment specialist Monster highlights several things that reflect a toxic culture, including negative communication, a bad reputation, unhappy employees and a careless hiring process. If you see these things - stay away, the workplace may be a negative environment.

By paying attention to these warning signs and looking out for things like awards for culture, visable customer references, and low staff turnover, you will be better equipped to eliminate unsuitable companies and find the perfect Sydney recruitment agency to call home.

The Recruitment Company is recruiting now. We'll certainly challenge you, we're big on structured onboarding and thorough training, and pride ourselves on a great culture. If you're looking to bring your recruitment career to Sydney then check out our current vacancies, or get in contact with me for an initial chat.

We did a survey of the market and found that 87% of our industry is viewed as terrible or 'meh'. The important question is, #areyouoneofthe13percent if so, we want to talk to you

How to build a unique selling point as a recruiter [video]

Fri, 29 April 2016 08:55:01

Welcome to The Recruitment Company's video blog.

When you're a recruiter working within the competitive world of the recruitment agency, it's important for you to develop a unique selling point that will help you stand out from others in your field and make you more attractive to candidates. But this can often be more difficult to do than it sounds.

Entrepreneur magazine points out that you need to think about what it is that makes you different and better than your competitors. Why should candidates work with you? Get in their shoes and figure out what they want from a recruiter, and tailor your approach to match.

We at The Recruitment Company believe the key to a unique selling point is to make sure it's original enough to differentiate your services, ensure that it's going to sell, and keep it straightforward and relevant, epitomising advantage of working with you. This way, you'll be able to show candidates that you're the best person for the job.

Recruiters recruiting themselves

Wed, 27 April 2016 14:13:34

Although filling jobs is our specialty, job searching can be just as complex for us recruiters as it is for everyone else. Consequently, it is important for recruiters to know the best ways to approach the job hunt.

So, if you are looking to join a Sydney recruitment agency, here are our top tips for employment success.

Knowing your priorities and doing your research will help you to find agencies that are a good fit for you.

1. Understand your priorities

The first thing you should do is decide what is important to you, and make sure you understand what that really means. For example, if you value company culture, you need to know what you think makes up a good culture, how you'll fit into it, and what to look for.

The Houston Chronicle says that there are several ways to assess the culture of a company, including their dress code, the office environment, and their business values.

2. Do your homework and narrow it down

One of the most important steps you can take early on is to research the companies you are interested in to find out if they're a good fit. There are several areas of a company you can look in to, including the team members, values and services listed on their website, their brand, market presence, points of difference, and their company culture.

This will help you to get a better understanding of the agencies and narrow down the list. Additionally, Glassdoor states that you will also be better prepared for an interview.

3. Capitalise on your Rec-to-Rec

If you are utilising a Rec-to-Rec, don't forget to make the most of their services. They can be an excellent source of insight on specific agencies, as well as the conditions of overseas markets you are unfamiliar with.

Come to the interview ready with what you want to know.

4. Prepare questions

A great way to impress during an interview is to come ready with questions that will demonstrate your interest and obtain more information. Forbes suggests a number of things you could ask, such as:

Can you tell me about plans for future growth?
Can you describe your ideal candidate?
What is your favourite thing about working here?

5. Be proactive

Lastly, being responsive and accessible is essential to improving the outcome of the hiring process. A survey by Reed.co.uk revealed that 82 per cent of recruiters said it reflected well on a candidate if they took matters into their own hands and followed up after an interview. This proactivity will demonstrate your enthusiasm for the position and you may have a better chance of getting an offer.

For more information on your recruitment career, contact The Recruitment Company today. #areyouoneofthe13percent

Why should your business embrace personal devices?

Mon, 04 April 2016 21:39:00

Like it or not, today's employees are constantly connected to their digital technology, even while at work. Many employers have harboured an overarching fear that the use of devices like smartphones and tablets on the job would result in tasks being disrupted and security being compromised.

However, studies are showing that there are multiple benefits available to businesses that embrace personal devices in the workplace, having a positive impact on everything from digital IT recruitment to general productivity.

Mobile devices can be a great tool to reach more candidates.

Hire talent from their smartphones

The positive results created by digital devices can begin to take effect before employees are even brought into the office.

A 2014 survey conducted by Jobvite shows that there is significant potential for using mobile platforms to recruit new talent. A 19 per cent majority of respondents claimed that the biggest benefit of mobile recruiting is reaching a larger pool of candidates, followed by time-effectiveness, which was reported by 14 per cent of employers, and better quality candidates at 13 per cent.

Expanding your recruitment approach to include mobile tech can enable you to tap into these potential perk, and may help to make the process more efficient.

Use devices to keep employees happy

Allowing employees to bring their own devices to work can also help to make them more content on the job.

A 2013 report by Deloitte Access Economics discovered a link between the use of personal devices and employee satisfaction. About 80 per cent of employees who were allowed to use their personal devices claimed to feel satisfied with their job. It gives workers more flexibility in approaching tasks, and greater levels of freedom to do their work at alternative times and locations.

For companies worried about how they will allocate the costs associated with the use of devices, Gartner's Vice President David Willis suggests that they only pay for the price of the service plan rather than the device itself.

Allowing personal devices at work can help improve employee satisfaction.

Increase productivity with personal devices

In addition, 2013 research from Cisco IBSB reveals that the use of personal technology can influence the overall level of productivity that a company experiences. About 36 per cent of employees who can use their own devices at work reported that they saved themselves two or more hours a week as a result.

This is in contrast to common worries that smartphone and tablet use could be detrimental to productivity, proving that employees are willing to be proactive in how they utilise devices to accomplish more.

Overall, it's apparent that you may experience a world of new solutions and improved capabilities if you choose to be open to personal devices in your business, rather than succumbing to the mobile-paranoia.

By Carly Pattison

Why should you cultivate a diverse workforce?

Fri, 18 March 2016 13:47:39

The world is filled with people of all different types, personalities and abilities. This should also be the case for the workplace, where people from a variety of backgrounds and expertise can work together to contribute to the overall dexterity of the business.

Actively seeking diversity in areas such as digital IT recruitment allows companies to promote their inclusiveness and increase their profitability as a result.

Diversity originates from the tone set by those in leadership.

How do you implement diversity?

The Australian Government defines diversity as taking on employees with a variety of attributes and backgrounds including different genders, ethnic groups, ages and levels of experience. The Recruitment Company's People and Performance Director Sarah Banek says that obtaining a diverse workforce comes down to the values, and employment and growth strategies of a business.

"We have really good systems for hiring, performance coaching and promoting, which is all based around our values, cultural fit and ability", she says.

Approaches like this can help to ensure that a business remains fair and consistent in its dealings with all types of people. This involves addressing equality issues such as bridging the gender pay gap. It's important that the same policy is extended from the recruitment process all the way up the hierarchy, encouraging a balance in the leadership roles which set the tone for the rest of the company.

"Nothing impedes anyone from moving up the ladder within the organisation, which is essentially where the diversity of leadership has come from", says Sarah, highlighting the route to diverse leaders.

There are a number of benefits for companies who cultivate diversity among their employees.The benefits of workplace diversity

"Recruiting and retaining a diverse, inclusive group of employees lets your company reflect the world around you and makes your team better able to develop fresh ideas that will meet the needs of the whole marketplace", said Glassdoor Recruiting Trends Analyst Kim Abreu, in an article for Entrepreneur.

Diversity promotes innovation and creativity, because people from different backgrounds will have alternative views about a situation. There will be fewer skill gaps among employees and leaders, so the overall makeup of the company will be stronger and more well rounded. Additionally, a diverse business may appeal to a wider range of consumers, thereby extending its market reach.

Representing different groups can have the added benefit for recruitment, as they will be able to attract a higher quality pool of candidates. For Example,the Australian Government found that women between the ages of 25 and 34 are 20 per cent more likely to hold bachelor degrees than their male counterparts. Consequently, they are more equipped to move into positions of leadership.

Ultimately, embracing differences can improve the effectiveness of a business, and give them more options and collective expertise than ever.

By Geoff Millar

Acing the interview: 10 tips for nailing your interview!

Wed, 16 March 2016 12:18:24

Working for a recruitment agency its sometimes easy to forget that interviewing is difficult. Well here are 10 simple tips that we've put together that, if followed, will make interviewing less stressful and more fruitful :

Research the company and the person interviewing you (on LinkedIn, Twitter, etc.) - Read their website and get your head around who they are and what they do.
Write down questions to ask them - Bring neatly written notes in with you, so when they ask any questions, you can demonstrate your preparedness and insight.
Practice answers to common interview questions - Practice answers at home to common questions such as "What are your key achievements" and "What are your weaknesses."
Know your CV and LinkedIn profile inside out - Make sure they are both fully up-to-date and paint the best picture of you.
Dress for success - Ask your agent or the HR person what the dress code is and dress accordingly.
Don't be too early and definitely don't be late - Arrive exactly 10 minutes beforehand. Give yourself plenty of time, but wait outside the building if you have to.
Make a good first impression - This goes for the interviewer and receptionist, as well as everyone you meet at the organisation.
Get your handshake right - Practice on friends if you need to.
Be confident - And make sure your body language is too!
Keep to the point and answer the question.

For more recruitment advice, come speak to one of our experts and have a look at some other articles on our blog. Good luck for your interviews! (Well, if you follow these tips, you probably won't need luck, will you!)

Acing the interview - Tip #7: Making a first impression [Video]

Tue, 15 March 2016 07:22:44

In the seventh video of our 10 part series, Acing the Interview, we cover how make a good impression on everyone as soon as you walk in. For more recruitment advice, keep an eye out for other great tips on our blog!

From the moment you step into a potential new workplace, everyone will be judging your character and your fit for the role. While this can be daunting, building a good reputation is easy with a few key pointers.

According to the Market Research Society, making a good first impression starts with a positive introduction, a firm handshake and a bright smile. By focusing on the interviewer as a person, you'll be able to build a strong connection. Remember, it is also important to avoid being overly enthusiastic as this can make you seem disingenuous.

Your interviewers aren't the only people you need to impress. Receptionists, personal assistants and other workers will all be keeping a close eye on you and could potentially report back with anything they notice. To ensure they only have positive things to say, be polite and friendly to everyone you come across. This includes anyone you speak to on the phone.

Acing the interview - Tip #10: Keep your answers precise and concise [Video]

Tue, 15 March 2016 07:10:15

In the final video of our 10 part series, Acing the Interview, we're talking about staying on point when answering interview question. For more recruitment advice, keep an eye out for other great tips on our blog!

A short and sweet answer is always key to success. The temptation to fit as much information and qualities in is strong, but keeping your answers short is critical. But for those who are perhaps overly verbose, what is the best way to trim the waste of syllables from our responses?

Before you utter your first word, it's important to stop and think about what the interviewer really wants to hear. Taking a few seconds to do so will stop you rambling away without actually giving the interviewer the key points. Although it may seem like there's no wrong way to answer a question, sticking to a structure will help keep you on a good track.

In situation-based questions, following the star technique can be a good way to naturally guide your answers in a tight, logical fashion. This involves outlining the situation, the tasks required of you, the actions taken to complete them, and the results you achieved.

Acing the interview - Tip #9: Be confident with your body language [Video]

Thu, 10 March 2016 13:57:23

In the ninth video of our 10 part series, Acing the Interview, we tell you how your body language says a lot about you. For more recruitment advice, keep an eye out for other great tips on our blog!

Making a stellar first impression in an interview is one of the most important parts of the process. However, the way you present and conduct yourself can be just as important as what you say.

According to Amy Cuddy of Harvard Business School, appearing strong and confident is vital for putting your prospective employee at ease. This is also a good way to build trust quickly and assure you can walk the walk as well as talk up a storm.

Even if you are feeling nervous, it is a good idea to practice confident body language. This means pulling your shoulders back, head up and adopting an open posture to express that you feel comfortable and secure. This confidence building technique can work wonders right from the moment you enter the office.

Until next time, keep your head high and thanks for watching!

Acing the interview - Tip #8: Get the handshake right!

Wed, 09 March 2016 17:24:31

In the eighth video of our 10 part series, Acing the Interview, we look at how much a handshake matters. For more recruitment advice, keep an eye out for other great tips on our blog!

In today's commercial world, a good handshake is the cornerstone of a strong first impression. In an interview situation, this simple gesture can speak a thousand words about your personality and business competence.

Research from The University of Illinois found that starting an interaction with a handshake significantly builds a positive correlation between the two parties. In a formal situation, it is a vital part of the socialisation process. A good handshake is balanced and confident. While you don't want to present a weak hand, a vice grip should also be avoided. Instead, a firm hold and a couple of shakes should do the trick.

As with any interview, getting your family and friends on board is a good way to nail the handshake. As always, practice makes perfect, so get as much feedback as possible and see what works for you. Remember to accompany this gesture with a winning smile and genuine eye contact to build rapport from the get go.

Returning to work after parental leave

Tue, 08 March 2016 09:52:32

There's no doubt about it - Australia in the 21st century is a terrific place to live.

With that said, being able to live and raise a family in such a wonderful place can carry a heavy financial burden.

The decision of if and when to return to work after having children is a sensitive issue, particularly in a city like Sydney that is among the most expensive cities in the world.

The reality is that most families cannot live on a single income, so going back to work after parental leave in many cases becomes a necessity. Making that transition will be a different experience for everyone, but there are ways you can ease the process for yourself and your family.

The Australian Fair Work Ombudsman states that anyone who has been on unpaid parental leave has the right to return to their previous job, even if a replacement has been filling their position in the interim. Obviously the choice is there to look for an alternative occupation should your previous role not fit with your new lifestyle, but the chance to return must be there if you want it.

What to consider when preparing to return to work

In some cases parental leave can stretch over many months, so it's possible that structural changes could be made to your workplace in that time. In the event your position no longer exists, any changes should have been discussed with you, and a comparable role must be offered if and when you choose to return.

Returning to work after parental leave can be a difficult decision.

Easing the transition

An increasingly popular option for new parents seeking to return to the workforce is requesting flexible working arrangements from their employer. Not all occupations are conducive to modern notions such as working remotely, but with the development of digital technology, the office experience can be replicated from almost anywhere.

For many, flexible working arrangements mean working in a part-time capacity - scheduling office hours around childcare, for example. However, research from McCrindle shows that not only are many Australians happy to work from home, they actually report higher personal productivity.

The point is that, while returning to work after parental leave can be a difficult decision, there are options offered by many employers to make that transition as easy as possible.

No one will argue that the first few months of parenthood can be an incredibly challenging time, one that can make even your busiest days in the office seem like a walk in the park. When things begin to settle however, and you begin to develop routines for juggling all aspects of your new life, returning to work may soon seem like an achievable goal.

Keeping your foot in the door

While you may not be quite ready to get fully back into the swing of professional life, reaching out to your recruitment agency in Sydney early can make your re-entry a more gradual affair. If you are among those who opt for an entirely new position, getting a feeling for the job market through consultation with a recruiter can also help your application strategy.

Having children may be the biggest decision you will ever make, but in the modern world maintaining a career while also raising a family is becoming the norm. When you're ready to make the leap, give The Recruitment Company a call.

By Geoff Millar

Acing the interview - Tip #6: Arriving on time [Video]

Tue, 08 March 2016 07:25:26

In the sixth video of our 10 part series, Acing the Interview, we talk about arriving on time to prove that you are punctual and reliable. For more recruitment advice, keep an eye out for other great tips on our blog!

One of the key traits companies look for is reliability, and as a candidate, your interview is the best way to demonstrate this. Tardiness and rushing in late can leave a bad impression so you need to ensure you leave plenty of time to make a punctual entrance.

As a rule of thumb, you should always aim to arrive at the premises of your interview 10 minutes early. This will give you plenty of leeway for traffic issues or navigating an unfamiliar part of town. You'll be feeling nervous enough without the added stress of rushing around town.

However, if you do arrive with time to spare, you shouldn't necessarily head straight up to the interview. Wait outside the building and use this opportunity to run through your notes and any preparation material. Once you reach three minutes before your designated time, enter the doors and you'll be prepared to make the best impression possible.

A close look at women in project management

Thu, 03 March 2016 13:13:42

When it comes time to help your business evolve and grow, developing smart ideas and following them through to completion can be a highly challenging endeavour. Often an entire team of people will need to be dedicated to a project, each with their own part to play in the process. At the top of the ladder, however, should be the right person in the project management position.

According to the Project Management Institute, by 2020 there will be over 375,000 project management roles in Australia. With the approach of International Women's Day on March 8th, perhaps it's time for your organisation to take a more equal approach to project services recruitment, and bring some more women into important positions.

Advice for Young Women Entering Project Management @Gartner_inc https://t.co/jEsJ8c1qrF pic.twitter.com/HoHlglVltK
— Steven Lewis (@Consult_SLewIS) January 14, 2016

The case for women in project management

As much as modern societies are trying to promote equality between the genders, there is evidence that favours women over men in the case of successful project management. A recent column in CIO from Ronald Bisaccia states that studies have proven women to not only be better at judging risks, but also adapting their actions to address or avoid those risks.

Mr Bisaccia goes on to note that research has also proven that female project managers perform better when it comes to meeting budgets and schedules, however at most only 30 per cent of roles are actually filled by women. Mr Bisaccia speculates that it's an excess of bravado that leads men not only to the top of project roles, but also to a greater rate of failure.

Finding a conscientious, level-headed project manager is a perfect place to start.

Is greater caution the right model?

Whatever the cause of project failure, a greater capacity for identifying and minimising risks can only be a benefit when it comes to project management. Gartner's 2015 CIO Agenda Special Report found that female CIOs were expecting 2.4 per cent increases in IT budgets across last year, while male counterparts only predicted 0.8 per cent.

The reasons for such a discrepancy aren't particularly clear, however Gartner fellow Tina Nunno suggests that it may come down to a risk and resourcing issue.

"Further survey data indicates that female CIOs are more concerned about underinvestment in risk initiatives than male CIOs [and] are more focused on the resource side of the digital equation than their male peers," she says.

Whatever your project, finding a conscientious, level-headed manager is a perfect place to start. If you are looking to bring more talented women into your organisation, speak to an effective recruitment agency in Sydney today.

By Hannah Banks

Acing the interview - Tip #5: Dress for success! [Video]

Wed, 02 March 2016 16:21:07

In the fifth video of our 10 part series, Acing the Interview, we talk about choosing what to wear for the interview. For more recruitment advice, keep an eye out for other great tips on our blog!

After securing the interview, it is important to prepare as best you can. This includes selecting a presentable outfit that will have you looking your best.

While business wear was fairly standard back in the day, many companies now have their own unique styles and level of formality. If you are unsure of the dress code, you can always ask your recruiter for some guidance. This will also show your attention to detail and initiative. For the most part, you should try to match the level of formality to the dress code within the business.

In all cases, you should err on the side of smartness. For men, a well-tailored suit will always make you look sophisticated. Chose neutral colours such as black, navy or grey and show some personality with a favourite tie, if this suits the dress code.

As for women, there are many options to choose from, but it is best to keep it simple. Pairing a pencil skirt or pants with a blouse or well-fitted top is a good way to go. Top it off with a smart blazer.

So dig deep in the wardrobe, iron everything and you'll be ready to give the best impression from the moment you walk through the door.

Acing the interview - Tip #4: Update your CV and LinkedIn [Video]

Tue, 01 March 2016 16:06:41

In the fourth video of our 10 part series, Acing the Interview, we look at why you should know your CV inside out and always update your LinkedIn profile. For more recruitment advice, keep an eye out for other great tips on our blog!

Everyone knows how important it is to have a strong CV. However, in our modern world, a good LinkedIn profile is becoming a necessity too. Here are some top tips to ensure both mediums are best representing you.

Your CV should be up-to-date, free of errors, and relevant for the role you are applying for. Throughout your career, you should add in achievements, new responsibilities and roles as you gain them.

Becoming familiar with each detail on your CV is also important. In an interview, you should be prepared to answer any question regarding the finer points within your resume.

When making a LinkedIn page, you should take the opportunity to add something new that differs from your CV. Here you show some personal flair and your career passions and goals.

If you are a skilled writer, you may want to try your hand at writing a few blogs to accompany your profile. This is a fantastic way to show your insight and interest in current industry trends.

Until next time, happy job hunting!

Acing the interview - Tip #3: Practice answering questions [Video]

Mon, 29 February 2016 15:32:52

In the third video of our 10 part series, Acing the Interview, we the importance of practicing common interview questions. For more recruitment advice, keep an eye out for other great tips on our blog!

While you can never know what exactly a company will ask during your interview, there are always common questions that crop up. These include your strengths, weaknesses, key achievements and how you dealt with problems or conflict.

Rather than try to memorise a perfect answer, think of some examples of your key qualities and positive outcomes from your work experience that can cover each point. Clear evidence will always make a stronger case and this is just as true in the interview.

To best replicate the interview situation, practising with your friends or family is a great way to feel more prepared. Choose people who are business minded or have some experience in your industry and give them an outline of the job description. Not only will this create some new questions for you, it will make you more comfortable with coming up with good answers under high pressure.

Good luck and we'll see you next time for another top recruitment tip.

Achieving gender balance in ICT

Mon, 29 February 2016 12:55:01

Take a look around most programming offices anywhere in the world, and it's likely you will encounter one overwhelming statistic - the vast majority of people working in this industry are men. According to research from Deloitte, women comprise less than 20 per cent of the ICT workforce in Australia, concerning figures in an age when society is supposed to be moving towards greater gender equality.

It's not just Australia however, as many of the world's biggest digital companies also suffer from the same inequality. Take Twitter for example, one of the biggest social networking platforms around, and a cornerstone of modern digital media. According to a blog post by the firm's former Vice President of Diversity and Inclusion Janet Van Huysse, just 10 per cent of their global tech workforce are women, compared 50 per cent for non-tech roles.

Achieving gender equality mustn't be relegated to just one day a year.

International Women's Day is a time for us to take stock of how we are evening the playing field for women in the workplace, however achieving equality mustn't be relegated to just one day a year. When it comes to IT recruitment in Australia, taking advantage of the talented women we have on offer can be a great way to set your company apart, and bringing fresh, original visions to projects.

Gender division in senior ICT positions

In a 2014 survey from Gartner, it was found that the percentage of women in chief information officer roles had remained relatively stagnant for the previous decade. With so much of the modern business environment dependent on digital technology, big data and all manner of IT-adjacent concerns, the position has rapidly become one of the most important in a company.

In fact, in CIO Magazine's 2015 State of the CIO survey, 85 per cent of respondents felt that the role was more important to their organisation now than ever. With that increased profile and importance - not to mention salary potential - it may seem unusual that so few women are attracted to the field compared to men.

Women have a great deal to offer in the ICT sector.

Women in Australian digital IT recruitment

There's little argument that to allow women to gain the skills and experience necessary to reach the upper echelons of ICT positions, the business world needs to do more to encourage them into the digital workforce. Precisely how to do that, however, is yet to be clearly defined.

In an article for The Conversation, Karin Verspoor from University of Melbourne's Computing and Information Systems Department outlined some crucial moves to be made:

Start early and encourage creativity: Computers and other devices are commonplace in the classroom nowadays, so teaching young girls to be innovative and creative with modern tools can spark an interest early on.
Champion the success of others: With figures such as those above, considering the ICT industry as a "boy's club" is understandable. Highlighting those women who have made their mark - people like Van Huysse, or, closer to home, Pip Marlow at Microsoft, Maile Carnegie at Google and Kate Burleigh at Intel - can show the career potential in the sector.
Break free of old stereotypes: The notion of activities targeted at boys and girls as separate groups needs to be stripped out of IT education altogether. Setting the genders apart only reinforces the idea of women as outsiders, arguably making the industry somewhat intimidating.

Whether you are a woman seeking career opportunities in ICT, or an organisation looking to improve your performance around gender equality, finding the right opportunities can be difficult given the nature of the industry. This search doesn't have to be conducted alone, however.

If you're in search of an effective recruitment agency in Sydney, contact The Recruitment Company today.

By Carly Pattison

Acing the interview - Tip #2: Prepare questions! [Video]

Fri, 26 February 2016 14:03:42

In the second video of our 10 part series, Acing the Interview, we look at how to ask the right questions. For more recruitment advice, keep an eye out for other great tips on our blog or subscribe to our Youtube channel

As we've covered in previous blogs, being prepared for a job interview, both with a recruitment agency and with the end client, is a critical part of securing the role. Although a candidate will mostly be on the receiving end of questions, there will also be a chance to ask your own.

This is not only a good opportunity to find out more about the role, it is a fantastic way to show your enthusiasm and sincere interest in the company. Inquiring about the strategy, your future teammates and new products or services are all good areas to focus on. Of course, this may require some research into the company so you can start thinking these up ahead of time.

Having your insightful questions ready is all well and good, but it is important that you have them written down. In a high-pressure situation, all your queries may not come to mind in time. With your questions on paper, you can also ensure you are asking them with the correct tone, with no room for misinterpretation.

How well is Australia bridging the gender pay gap?

Tue, 23 February 2016 22:09:42

You may not be aware of it, but an increasingly important annual celebration is just around the corner. It's an occasion we should be doing more to champion, given the centuries of inequality that this particular group have had to endure.

We're talking about March 8 - International Women's Day. Each year, the day of acknowledgement and celebration is structured around a particular theme in Australia, and for those in the market for a new job or involved in the recruitment industry, 2016 is an especially relevant year.

That's because the theme for 2016 International Women's Day is 'Pledge for Parity', presenting an opportunity to look at equality in our professional industries, and discuss solutions to eliminate the gender pay gap.

Employing more women in IT roles is a focus for Australia.

Salary inequality in Australia

You might think that this far into the 21st century the gender pay gap in Australia had been left in the past, however figures suggest the problem is as bad as ever - if not worse. Women have now occupied some of the leading positions in our society, including the office of the Prime Minister. Yet in early 2015 the Workplace Gender Equality Agency recently found that the full-time gender pay gap reached a record-breaking 18.8 per cent.

That's an unacceptable amount, translating to a disparity of almost $300 per week between men and women. It's little wonder that an occasion such as International Women's Day needs to exist - to cast a light on a distressing element of the so-called modern world we live in.

The National Innovation and Science Agenda places special emphasis on attracting women to STEM education and careers.

Where is progress being made?

For those involved in IT recruitment who might be looking to give greater opportunities to women, Australia might just be one of the best places to be. According to CIO, 65 per cent of the country's organisations have employed more women in IT roles over the past five years. Compared to nations with a longer technological history such as Germany (36 per cent) and Japan (31 per cent), it's a promising sign.

In addition to this upward momentum for women in digital IT recruitment, the federal government's National Innovation and Science Agenda places special emphasis on attracting women to STEM (science, technology, engineering and maths) education and careers.

Seeing the people in power getting behind initiatives designed to even the employment playing field is cause for some celebration. However, until the salaries offered to women in IT match those of men, making any significant progress could be an uphill battle.

Is gender equality a factor in your IT recruitment strategy?

Acting now is crucial

In an age where the IT industry is expected to become one of Australia's biggest sources of jobs - employing as many as 700,000 people by 2020 according to research from Deloitte - the apparent lack of engagement with women is very troubling. Advocacy group Girls Who Code note that while women made up 37 per cent of computer science graduates in 1984, today that number has dwindled to just 18 per cent.

These issues don't necessarily stem from a lack of interest in the sector for women. ComputerWorld reports that a survey carried out in the US in 2013 found that 95 per cent of female respondents said they liked technology, however just 9 per cent said they wanted a career in IT. Cracking the code that leads to this disconnect is an ongoing challenge.

For anyone engaged in IT and technology recruitment, be they job seekers, employers or recruiters themselves, making greater opportunities available to women in the field is something that can be started today. Implementing parity for salaries, no matter what the gender of your applicant, is just one way to get the ball rolling.

By Geoff Millar

Preparing your business for cloud computing

Fri, 19 February 2016 09:00:03

It seems like we have been hearing about the potential of the cloud for years, and it has become an everyday part of our online lives. However, despite constant development, wider availability and improved internet infrastructure, figures from the Australian Bureau of Statistics indicate that only around one-fifth of the nation's businesses pay for any cloud services.

That said, some industry observers are predicting that 2016 could be the year when small and medium companies take their business to the cloud in a big way. On the back of a recent study by research firm Clutch, analyst Alex Miller doesn't see an end to the upward trend anytime soon.

Organisations planning to adopt cloud technology should begin to consider their digital IT recruitment strategy.

"Businesses are continuing to expand into cloud services and operations. More and more companies are either moving to the cloud or moving more operations to it. I think this will be a big year for the cloud and that should be the same for 2017," he told Computerworld.

With predictions about the bright future of cloud uptake coming thick and fast, any organisations planning to adopt the technology should begin to consider their digital IT recruitment strategy. Having people in the workplace trained and experienced to manage network infrastructure is likely to become more vital sooner rather than later.

Cloud on the horizon

The expected increase in the number of Australian companies taking their business to the cloud runs parallel with the continued rollout of the National Broadband Network (nbn) to more parts of the country. In a recent media release, nbn announced that the service has now reached almost 1.7 million premises, with new activations averaging 10,000 per week.

Is your business experiencing the benefits of the cloud?

While it had a somewhat rocky start, nbn CEO Bill Morrow remains pleased with the progress of the rollout.

"There is accelerated growth across all areas of the network, while important milestones are continually achieved with customers, industry partners and the nbn workforce. The organisation is focused on delivering our full year commitments and on bringing the benefits of fast broadband to more and more communities across Australia," he said.

That ever-accelerating connection rate is also a promising sign for technical recruitment organisations, as the organisation demands more telecommunications technicians to cope with the constant demand.

Keeping your business up to date with cloud technology

You may be surprised how much of a difference shifting a portion of your business operations to the cloud can make to your company fortunes. Research from Deloitte found that SMEs using cloud technology experience growth 26 per cent faster than those that don't, and deliver 21 per cent higher profits.

That study also found that much of that growth is tied to leaders within those companies having a solid understanding of cloud technology, and experience with building the necessary infrastructure to tailor and optimise the deployment strategy. The challenge for many Australian SMEs is finding those leaders, an area where smart IT project services recruitment will become increasingly valuable.

The good news is the federal government appears committed to nurturing the next generation of the IT workforce, with initiatives being put in place to promote the study of STEM (science, technology, engineering and mathematics) subjects in Australian schools. Through the National Innovation and Science Agenda, announced in 2015, students of all ages are set to have more opportunities to focus on technical disciplines opened up to them.

Staying on top of the most current cloud computing technologies can have a significant effect on your business, however having the right employees in place to manage the infrastructure is crucial. Reaching out to a specialised recruitment service provider can set you on the path towards staffing your business with the people to help take you into the future.

By Chris Pelow

Teaching the next generation of IT recruits

Wed, 10 February 2016 10:05:48

There is little doubt that, as traditional Australian industries shift and evolve to meet the future, demand for skilled ICT professionals is only set to increase. For many workers nowadays, transitioning from one industry to another requires a significant amount of re-training and upskilling, however in the future it is expected that the employee base in these areas will be much more robust.

In fact, a key part of Prime Minister Malcolm Turnbull's $1.1 billion National Innovation and Science Agenda (NISA), announced in 2015, focuses on training the top tech talent of tomorrow. That means starting students young in fields like programming and coding, making this vital computing language an important area of schooling into the future.

Kids who code are the future of IT recruitment.

In fact, figures from advocacy group Code.org indicate that the number of computing job openings in the United States will double by 2024 to an estimated 1.2 million. Despite this rapidly increasing demand for trained workers, only one in four schools currently teach computer programming. So what is happening to address the issue at home in Australia?

Investment in our future

Taking the Prime Minister's ideas about education to heart, PricewaterhouseCoopers (PwC) has announced the foundation of a new accelerator program to boost science, technology, engineering and maths (STEM) education initiatives across Australia.

With support from a number of large government and corporate interests, including the Office of the Chief Scientist, Google, Microsoft, NAB, BP and GE, PwC's ambitious new plan is aimed at students of all ages. PwC Managing Partner Tony Peake indicated excitement about the interest the organisation had received regarding the scheme so far.

A key part of the National Innovation and Science Agenda focuses on training the top tech talent of tomorrow.

"The quantity and quality of applications received proves overwhelming that, not only is there a need for support to get STEM education initiatives off the ground, but that there is depth of innovative talent out there. The business community just needs to nurture and support that talent," he said.

Cracking the code

Attracting young people to coding has been on the agenda for Australian companies for some time, however it's only recently that real moves have been made in the training space. In May 2015. Microsoft Australia partnered with Code.org for the #WeSpeakCode campaign, in which 7,000 students from across the country took part in coding workshops, in the interests of boosting the subject's profile.

"We have a problem in Australia around the uptake of coding amongst our young people which needs to be addressed now otherwise students could miss out on huge career opportunities," said Pip Marlow, managing director of Microsoft Australia.

"It is important for educators to move on from asking whether or not to offer coding as a subject – but how it can be integrated into the curriculum as soon as possible."

The future of the IT workforce

According to a 2014 report from the Office of the Chief Scientist, research indicates that 75 per cent of the fastest growing occupations in Australia require some level of STEM skills and knowledge. Initiatives such as those recently announced by PwC and the federal government have been developed to meet those needs, however technology recruitment is already a dynamic industry.

Today's candidates potentially run the risk of being swept aside in future by the new wave of highly-trained IT professionals. For those in coding and programming jobs, keeping up with the expectations of employers has never been more important, and continuing to develop and upskill is the best way to stay relevant in a rapidly moving field.

Getting on the radar of specialist digital IT recruitment service providers is a great path to building your experience, the key ingredient that can give you an edge in the race for the coming bounty of computing positions.

By Anna-Maria Julie

Are there opportunities to develop interactive media in Australia?

Tue, 09 February 2016 09:13:02

Moving from a niche product for a limited number of platforms to a mainstream industry spanning a number of devices, the video game sector is one of the fastest-growing media segments in the world.

Will Australian developers get a chance to join the fray? We'll look at some of the trends in the domestic market and the future directions for the industry moving forward.

Report reveals new directions for digital media

The Interactive Games & Entertainment Association recently released a comprehensive report that showed just how enamoured our country is with interactive media.

The average Australian plays games for 88 minutes a day.

In 2016, 65 per cent of households own three or more gaming devices and the average Australian uses these for 88 minutes a day. However, people are turning to games for more than entertainment, with 89 per cent stating that games could help improve their thinking skills. A further 79 per cent believe games can improve dexterity and 73 per cent are turning to games to help manage the ageing process.

"Today attention is on the potential of this amazing medium to reinvigorate education, workplace training, consumer engagement and social and political conversation," the report read.

Interactive media is no longer limited to the stereotypical market of young male gamers playing into the wee hours of the morning. Interactive media and games in particular have a much wider market appeal, creating new opportunities for technology jobs in this arena.

Senate to investigate domestic video gaming industry

If there is a more adamant sign that the video game industry is serious and full of potential, then it's the government's current inquiry into the future of this sector. Many organisations and individuals in the industry have entered submissions for the final report, due in April.

Interactive media has a much broader market.

According to Swinburne University, the game development industry in Australia has the potential to serve niche and emerging markets, such as healthcare and for use in correctional facilities. However, this will require a regulatory framework and more opportunities for professionals to build networks.

IGEA CEO Ron Curry stated that encouraging young people to engage with video game development will be a key focus for businesses in the industry.

"Nurturing games development skills is a key component of a successful industry, and this takes a whole of industry approach," he said.

The final report should have a major effect on video game development and now is the time to prepare for the changes.

By Carly Pattison

What does the future hold for the development of technology and jobs

Fri, 05 February 2016 09:42:11

Ever wanted to have the power to look into the future? While we don't use crystal balls, tarot cards or tea leaves at the Recruitment Company, we can paint a picture into how jobs markets and trends will play out in the next few years. Here are some recent reports that shed some light on the future of technology, businesses and jobs in the new year and beyond.

A third of the skills that companies will need in 2020 do no currently exist.

How will the global workforce evolve?

According to the Future of Jobs report from the World Economic Forum, certain industries will see an increase in roles while others may see a fall in the number of roles.

The worldwide computing and mathematics sector will expand rapidly through to 2020, with 405,000 new roles created in this field. Engineers can also expect to see more recruitment opportunities as roles increase by 339,000.

Many organisations will see their business model disrupted and will require new talent to ensure they can build a more relevant strategy. By 2020, a third of the skills that companies will need do no currently exist yet. However, so-called soft skills such as persuasion, emotional intelligence and leadership will still be relevant, seeing higher demand in support of technical skills.

Social skills do not always come naturally to people so here is a video highlighting the importance of perfecting your handshake to get you off in the right direction.

Tech trends for 2016

As we advance into the new year, Accenture has collated a list of key technology trends for the next wave of innovation.

The five underlying forces for the year will be intelligent automation, a liquid workforce, predictable disruption, digital trust and the platform economy. Overarching all these factors is the digital space, which will comprise 25 per cent of the global economy by 2020. Those with skills in this area will be set to gain the best technology jobs in the future.

However, these trends will be meaningless without a focus on people. Collaboration with customers and peers will become the norm as companies seek to create better solutions for an array of problems. CEO of Ricoh Europe David Mills reiterated this sentiment in a recent IBM report.

"We anticipate relying more heavily on partnerships and adjacencies, and on innovating by listening to clients and developing solutions together," he said.

C-Suite prepares for new challenges in 2016

With the lines between industries becoming less defined, this is presenting both opportunities and threats for many businesses. A recent survey from IBM looked at the top influencing factors cited by the C-Suite and industry divergence topped the list across all departments. Lowered barriers to entry and increasing capabilities of companies mean that established conglomerates could be more easily overtaken in the market.

Many smaller firms will have a chance to disrupt markets.

To help secure a position among these competitive forces, having an understanding of technology will be key for the top professionals. While 72 per cent of C-Suite members agree that technology is a significant factor, many are unsure of its full effect.

Of course, cybersecurity remains a top concern, especially for COOs and CIOs. Other key factors included the "anywhere" workplace, the redistribution of consumer purchasing power and a need for sustainable practices.

Embracing the future of technology can be a challenging undertaking, but with the right vision and a strong team of professionals, any organisation can adapt for a new world.

By Anna-Maria Julie

Infrastructure outlook pretty swell for NSW

Tue, 12 January 2016 15:54:54

For anyone looking for a new engineering opportunity in 2016, NSW has plenty to offer prospective candidates. The number of planned initiatives and projects has been growing steadily throughout the year, setting a great scene for the coming 12 months.

Here are some of the key areas to watch in the new year.

The next station is...

The Transport Department of NSW recently revealed the 31st station for the Sydney Metro Line.

The new stop at Waterloo will deliver a large number of jobs.

According to the organisation, the new stop at Waterloo will deliver a large number of jobs, including opportunities for engineers and other construction workers.

"The metro station creates the opportunity to transform Waterloo and make it a better place to live for future and existing residents, many of whom are amongst the most vulnerable people in NSW," he said.

Overall, things are looking up for public transport in the state, with the Premier highlighting the wide variety and vast number of projects planned in the near future. These included the ongoing developments in light rail, road and infrastructure projects to support job growth in other industries.

Looking forward to the new year

Just up the road in Newcastle, engineering had a stellar two years, at least according to the Engineers Australia division report.

Some of the key achievements for the group included strengthening relationships with local politicians and universities, establishing new training and up-skilling schemes, increased sustainable practices and a high number of quality presentations.

President Michael van Koeverden highlighted the efforts of many parties, including employees, volunteers and other members involved with the organisations.

"I feel very privileged to have led Engineers Australia Newcastle during 2015 and have met many members who have provided very important feedback on how Engineers Australia can better represent our profession," he stated.

The organisation is looking to continue this streak in 2016, preparing a number of statements and reports regarding the key infrastructure issues for the city.

With the expected rise in activity, selling yourself as a high-quality candidate becomes all the more vital. To help you get started, here's a tip from one of our video blogs that will help you better answer questions in an interview.

The future is bright for engineering professionals, but it pays to be as prepared as possible to capture the opportunities in a busy market.

by Ciaran Canavan

Let's get digital: Embracing transformation in 2016

Tue, 12 January 2016 10:29:25

As we move into the new year, the importance of digitalisation is holding more weight than ever for businesses in Australia.

In order to avoid being left behind, it is important to ensure you have the right skills and know-how to embark on new projects, possibly aided with technology recruitment efforts.

What is in store for 2016?

The National Innovation and Science Agenda created a massive wave across a variety of industries and the technology sector was no exception. Many organisations had a lot to say about the new measures, including Internet Australia.

Technology hubs and strong collaboration are key to spurring agility and innovation.

CEO Laurie Patton stated some of the key actions that the country need to take to consider in order to capture opportunities.

"Australia has the potential to lead the world into the digitally enabled global economy of the future but we need a bipartisan strategic approach if we are to become a serious player," she stated.

Ms Patton went on to explain the importance of technology hubs and strong collaboration across industries to spur a culture of agility and innovation.

New centre combines tech and creativity

Creative agency Imagination has created an exciting innovation lab, the first of a global series to be opened in Australia as reported in a December 18 CMO article.

The purpose of the centre was to introduce advanced digital technology to marketing professionals and brand managers. Embracing emerging innovations are becoming a key priority for all departments, with augmented reality, touchscreen surfaces and data-driven apps all the more common. Technology interacts with many other sectors in Australia and these partnerships are key for the overall prosperity of the country.

Public sector opens its arms to digital

In the past year, this sector has made a greater strides to adapt to technology, as we explained in an earlier video blog below.

According to KPMG's Digitising Government Service Delivery Week report, 80 per cent of public sector seniors feel that digitisation is a clear need for their organisation. However, only 36 per cent had a clear goal in mind and just 37 per cent had compiled a list of potential projects for their organisation to tackle.

To help spur these changes, KPMG had some helpful suggestions for organisations in this realm. These included getting a strong grasp of the planning basics for digital projects, creating more connections between silos and empowering all members of an agency through a cultural change.

by John Watson

'Appy new year: How can developers get ahead in 2016?

Fri, 18 December 2015 08:57:37

Application development is no doubt one of the most fast-paced and exciting areas of the technology sphere.

How can professionals engaging with technology recruitment best prepare themselves for the coming year?

Moving to new devices

Australians can't get enough of their smart phones. According to Deloitte's 2015 Mobile Consumer Survey, we check our phones an average of 30 times per day. For 52 per cent of participants, this device is in our hands within the first 15 minutes of the day.

The number of applications for wearable devices are expected to grow to 349,000 by 2019.

However, this isn't the only technology that is showing strong potential for application development. According to IDC's analysis, the number of smartwatch and other wearable device applications are expected to grow from just 2,500 in 2014 to a whopping 349,000 by 2019. Consumers and companies alike are expected to become more open to these cutting-edge devices.

Research Vice President John Jackson had some stellar advice for professionals looking to develop applications for the future.

"To succeed in what we expect will quickly become a very crowded category, consumer-oriented app developers need to focus on intelligent service delivery and 'always on you' experiences that leverage the human factor improvements that smart wearable devices offer," he said.

Addressing cybersecurity

Of course, moving into new devices and platforms comes with a different set of challenges. As a recently highlighted by KPMG, security in the IoT is becoming a major concern for businesses around the world.

Although 92 per cent of global companies stated they had worries regarding their IoT platforms, 44 per cent are neglecting the risk of third-party attacks and breaches.

KPMG's Global Chair of Technology, Media and Telecommunications Gary Matuszak explained that everyone within the business needs to take action against breaches and cyberattacks.

"We believe that the technology sector must come together with other vertical and horizontal players in the IoT ecosystem to create a unified approach to security and standards that everyone can live by, and grow with," he stated.

Security isn't the only area that is capturing interest among companies. Here is one of our blogs outlining the shifting trends in the world of business.

As we prepare bid adieu to 2015, getting yourself in shape for these trends will help secure the exciting opportunities around the country.

by Mitch Wade

Technology and the public sector: A brighter outlook for 2016

Mon, 14 December 2015 11:13:39

As the year draws to a close, it is important to reflect on the activity within state governments and the market as a whole. The public sector has been a key place to watch, following many announcements and investments over the last 12 months.

Here are some of the key trends and predictions we've seen this year and how they will affect the job market in 2016.

How is the public sector stacking up?

Government organisations are adopting a much more agile approach to projects. Some departments have been early adopters of cloud technology and are at the forefront of innovations, even in comparison to the commercial sector.

Departments in NSW are starting to outsource their service desk and infrastructure requirements to offshore providers more frequently.

Economically, the government is always driving hard to achieve a good price and value in their investments. They pay reasonably well for contractors, however, the current rate is just below the market average.

As conditions change to a more candidate-driven market, we need to to see an upswing in rates and we expect this to happen within the coming year. To attract the best candidates in the market, governments will have to offer competitive salary rates.

Setting the stage for job opportunities

A key driver we've seen for recruitment is economic growth in NSW. Over the past year, our state has been growing the fastest compared to any other region. This puts NSW in a strong position for jobs in the coming year, yet the transition away from mining will also create challenges in terms of transformation. Australia has been heavily geared towards mining in the past two decades, but now that the industry is slowing down, other markets are opening up. Technology is a big part of fostering growth and the NSW is seeing the benefits in this area.

There has been talk of Sydney becoming a new Silicon Valley and there has certainly been more activity in terms of small business grants. The state has been seeing a lot more innovation and a good relationship between state governments and private businesses

Another pleasing point is the employment figures. Unemployment in NSW has sat below the national average for the past 18 months and this is expected to drop to around 5.5 per cent by 2017. In the next four years, the state government has also committed to creating over 100,000 new jobs in the state. This will mean better prospects, yet also a potential war for talent in some cases.

Despite the hype seen a few months ago, the recent change in prime minister has yet to make a huge impact on the state. However, in the long term, things are looking more positive as we see increased investment in innovation and re-building NSW.

What can candidates do to prepare?

Companies have been demanding more crossover in terms of skillsets. Previously, a developer would focus on either the front end or the back end but now the expectation is that they can cover both. Application development is also highly sought after, so having this knowledge is a key advantage.

Nowadays, state governments are not just looking for anyone off the street. There are looking for the best of breed in the market. However, for the right candidate, the public sector can offer a great career prospect in terms of upskilling and the sheer scope and innovation of projects.

Building a career in the construction industry for 2016

Tue, 01 December 2015 10:59:50

No industry in Australia has seen as much divided discussion as the construction sector. Over the past few months in particular, many industry bodies have been doubtful concerning success in the future.

However, as we prepare to leave 2015 behind, the prospects for the new year are looking undeniably strong in construction, following a number of different reports and announcements.

Ai Group makes turnaround predictions for 2016

After stating the construction industry would fail to see growth between 2016 and 2017, the Australian Industry Group and the Australian Constructors Association have sung a new tune following a recent announcement.

In their joint survey, the organisations found that large companies will see the value of work increase by 4.7 per cent in 2016-2017 as well as growth in key sectors.

The much-lauded apartment sector will continue its miraculous expansion, growing by 13.7 per cent in 2015-2016 and only slowing to 8.1 per cent by the same period next year. Meanwhile, the value of commercial construction work will increase by 2.3 per cent in 2016 and 4.3 per cent the following year.

Australian Industry Group Chief Executive Innes Willox was confident in the prospect for the coming two years overall.

"The improving outlook for Australia's diverse construction sector and the balanced composition of that outlook are good news for the sector and for the broader economy," he said.

But what does this mean for construction recruitment? Here is one of our video blogs that explains more:

Strong need for better infrastructure

A report from Infrastructure Australia outlined some key issues that infrastructure will need to address in the near future. One of these issues was growth in urban centres. Our state capitals contributed $854 billion to the economy in 2011 and this number is expected to rise to $1.6 trillion by 2031.

By this time, over 30 million people will live in Australia, most of which will need to be supported by urban areas. Current issues with congestion will only worsen without any measures taken to address the issue.

The good news is that this growth will create plenty of opportunities for people to get involved in building supporting infrastructure. In order to see success, the report outlined Australia's reliance on a consistent pipeline of high-quality projects, which will create good opportunities for construction recruitment. While infrastructure comprised of 13.3 per cent of GDP output in 2011, this proportion is expected to double by 2031.

Transport initiatives on track in Sydney

Some of the biggest and most notable construction projects in the last few years have been related to the development of the metro rail system in Sydney. Transport is a key way to reduce congestion and support growth within the state capital.

In a recent release, the NSW government announced that the first boring machines for the CBD section will be on site by 2018. This compounds earlier announcements covering new a new central underground station, as well as others to be built in Crows Nest, Victoria Cross, Barangaroo, Martin Place and Pitt Street.

Premier Mike Baird emphasised the importance of the ongoing work, a key priority for the state.

The Sydney metro project will benefit many urban dwellers.

"We're wasting no time delivering Australia's biggest public transport project," he said. "Sydney Metro will change Sydney forever – it will help boost capacity of our rail network by 100,000 people every hour, servicing our growing global city for generations to come."

With these and many other initiatives planned for 2016, professionals in any field of construction should feel pretty happy about their employment chances as we say goodbye to 2015.

By Jen Roberts

The key considerations for the future of application development

Thu, 19 November 2015 08:47:00

Ask anyone in the application industry about the trends within Australia and they'll be able to write a list as long as your arm regarding all the innovations and trends in the field.

Although there is no way to cover all the developments, here are two key areas that have seen a lot of attention in the IT applications recruitment sphere as of late.

Security issues spread to new systems

Cybercrime has become a more widespread focus for businesses in the last few years, yet not all companies feel prepared to handle more sophisticated threats.

36 per cent of organisations are not confident in their ability to detect cybersecurity threats.

In a global survey conducted by Ernst & Young (EY), it was found that 36 per cent of organisations are not confident in their ability to detect threats. More staggering is the fact that 47 per cent of organisations have no security operations centre.

The need for a strong cybersecurity system became even more apparent following a recent global case.

Linux users have been put under threat from the spread of Ransomware. According to Bit Defenders Lab, the outbreak of Linux.Encoder.1 is similar in nature to CryptoWall, TorLocker and other notorious Ransomware seen on Windows, although this is the first case on a Linux system.

Professionals in this field must not get complacent in addressing security concerns as they are constantly evolving and affecting IT systems in new ways.

Speaking the right language from an early age

Recently, many organisations have seen the importance of getting young Australian more engaged with IT.

One particular group has already seen success, gaining attention and praise from the prime minister. Code Club Australia is an after school club run by volunteers that teaches students aged nine to 11 about the basics of coding. Youngsters in over 300 schools have the opportunity to learn the process of creating applications, games and programs.

"Coding is not just about learning a new skill - it's about learning how to think critically and solve problems," said Prime Minister Malcolm Turnbull, as quoted in a November 9 Australian Financial Review article.

"These are the most important skills to have in the 21st century, so I commend Code Club Australia for their very important work and for equipping our children with the skills to have a bright and prosperous future."

For grown-ups, here's a video blog about some of the most highly demanded development languages for the market right now.

Having a good stock of skills in coding will help secure a better future for software development in Australia.

Keeping up with the project management space

Thu, 05 November 2015 09:23:56

Project management is one of the most challenging yet invigorating roles within the IT space in Australia. With such a heavy focus on innovation and agility across all industries, these kinds of professionals are instrumental in spurring organisational change, whether this is in the public sector or within private enterprises.

Here are some of the latest developments within the world of IT project management.

DevOps opportunities continue to rise

The demand for workers who have a strong knowledge of DevOps is holding steady across Australia. Here's a recent video blog that delves deeper into what DevOps specialists can bring to organisations.

The aforementioned report from Puppet Labs also explored how leaner management can lead to better performance outcomes in IT as well as among employees.

For project managers, there are three components to satisfy to successfully implement this.

The use of work-in-progess limits to drive process improvements
Adopting visual displays to monitor productivity
Making the most of IT architecture monitoring tools in decision making

Through these factors, project managers can lower the level of burnout, increase throughput and stability in IT systems and develop a performance oriented culture within the workplace.

CIOs leading the charge of innovation

When it comes to managing innovation, CIOs are making good progress in Australia. According to a survey conducted by Gartner, 52 per cent of these CIOs are leading digital transformation in their business, with revenues expected to grow from 14 per cent of total revenue to 32 per cent by 2020.

Project management is one of the biggest skill gaps in Australia.

However, despite the positive outlook, Gartner also highlighted that project management is one of the biggest skill gaps in Australia that is holding back further growth. Businesses may require specialist IT recruitment services to help spur digital transformation.

Having strong role models within the IT sector is always a good motivator to upskill and the recent winners of National Project Management Achievement Awards set a great benchmark in this field.

Telstra and the Queensland Department of Science, Information Technology and Innovation took away the prize for the ICT/Telecommunications section. The two organisations developed the Government Wireless Network for the G20, which offered improvements for emergency services in the region.

Through better use of narrowband data communications and enhanced digital radio voice, Queensland police, fire and ambulance services will be able to utilise technology for increased collaboration and safety.

With the right project managers behind you, the scope of improvements is ever expanding and new heights are easier to reach.

By James Lovelock

How Is the Public Sector Handling Digital Transformation?

Tue, 03 November 2015 07:57:55

Across the world, government sectors are working hard to stay ahead of the curve when it comes to technology. Lagging behind isn't an option as organisation in the public sector must learn how to apply innovation to existing and new processes that deliver benefits to everyone.

In the global race for innovation, how does Australia stack up in the quest for digital transformation and how can IT recruitment offer a hand?

Challenges afoot for public sector

In a recent survey from Deloitte, only 27 per cent of public sector agencies stated they were confident that their organisation could react effectively to digital change. Considering the speed of innovations, this figure should be a bit of a wake-up call to start seriously considering adopting technologies and innovation measures.

Just 35 per cent of Australian organisations had a strategy for digital change.

While 46 per cent of global agencies stated that they have a clear strategy to handle digital trends, just 35 per cent of Australian organisations said the same. However, having a coherent plan can offer outcomes such as improved customer experience, increased efficiency and more detailed insights for better decision making.

Our domestic agencies also struggled with a lack of funding and too many other conflicting priorities and tasks to juggle. However, investments into digital will be key in boosting innovation and delivering cost-saving solutions in the long run.

New centre offers innovative help to government

According to the World Economic Forum (WEF), Australia ranks 23rd out of 140 countries when it comes to innovation. Despite positive ratings for our research institutes and availability of skilled professionals, Australia ranked 70th for the government procurement of advanced technology.

To assist with innovation efforts, SAP recently opened an Institute for Government that will help develop better insights and a familiarity with digital trends.

"The quality and innovative spirit of Australian public administration is widely recognised," said Isabella Groegor-Cechowicz, general manager of public services. "As a think tank, the SAP Institute for Digital Government will help conceptualise new service models that improve livability for all."

Sharing ideas and knowledge is a vital part of innovation and this is where public sector recruitment can be a massive advantage. Getting the best talent and specialised knowledge behind you can be the way to successfully adapt to the changes in the digital sphere.

For skilled individuals, the public sector offers good opportunities for a fulfilling role.

How does technology help improve user experience?

Wed, 28 October 2015 09:08:39

The need for user experience (UX) specialists is on the rise in Australia. Intense competition and a wide range of user-facing technologies means that businesses producing applications will need to work even harder to appeal to their target market.

However, like most technological buzzwords, there are some grey areas on what this concept really entails for businesses, especially when it comes time to recruit a new IT professional. So what does UX design really entail and how can technology be best utilised to improve customer satisfaction?

What does a UX specialist do?

To help clear up some confusion surrounding this role, we covered the factors that made a legitimate UX specialist in one of our recent videos:

Filling the role of a UX specialist can have some lucrative outcomes for Australian IT professionals. A recent survey from UX Designer Salaries found that the average income for a specialist in Australia sits at US$72,099 (or roughly $99,500 Australian). Even if you are just starting out in this area, you can expect to earn $69,535 for up until three years experience in the role.

Why is UX design so important to businesses?

Developing a system that is optimised for customers should be a goal shared by both the marketing and the IT department. According to a survey conducted by Gartner, 89 per cent of marketing professionals compete mainly on customer experience. Building a strong platform to communicate and reach markets more effectively is critical and seeking the help of IT recruitment may be a wise option to get the right people on board.

Seeking the help of IT recruitment may be a wise option to get the right people on board.

UX has a particularly strong application in the gaming industry. As explained in an October 26 Develop-Online article, developer Bigpoint left the market in 2012. However, with a new CEO and strategic direction, the firm made a triumphant return in 2014.

Khaled Helioui, the new head of the company, said that his team have refocused on UX, especially after the acquisition of Little Worlds Studio.

"We adopt a decentralised approach in terms of development and let producers determine the shape and structure of their team," he explained to Develop-Online.

"If we look at our teams we can see that mobile teams tend to be smaller, with sizes ranging anywhere between eight to 20 people - versus up to 50 for PC - to allow more agility and flexibility in terms of development and a much stronger focus on UI and UX ."

Bigpoint's recovery is a good example of how UX can help turn operations around for a business and how incorporating user considerations into a strategy is a key to success in the modern market.

Cloud developments continue to capture Australian market

Tue, 27 October 2015 13:07:21

Cloud computing is one of the most dominating trends in the business sphere. Australian organisations have adapted at various paces and the benefits of this technology are hard to pass over.

However, will the market continue to develop and present opportunities for technology recruitment?

Survey shows high competition in cloud market

A report from Pacific Crest Securities has revealed the growth predictions of cloud software providers for the end of 2015. On average, companies are expecting revenue increases of 46 per cent by the end of 2014, after 44 per cent seen in 2014. For firms that make under US$2 million in revenue, growth is expected to be more subdued at 36 per cent, the same level reported in the previous year.

While the market is steadying somewhat, there are still good prospects for IT work. In fact, we covered the opportunities for developers in a recent video blog:

Microsoft leading cloud developments in Australia

The Australian market is still in demand for cloud services across all sectors. Most recently, cloud computing news has been dominated by Microsoft, after the organisation sealed a deal with the NSW state government, bringing good news for public sector IT recruitment.

Cloud services will allow for more collaboration and better service delivery for the NSW government.

Microsoft will provide a suite of tools to allow for more collaboration and better service delivery to citizens, which got Minister for Finance, Services and Property Dominic Perrottet pretty excited.

"Taking advantage of new technology is integral to the NSW government's commitment to delivering the best possible service to the people of NSW," he said.

"Working with leading edge suppliers to implement cloud-based technology means our agencies can be more responsive, agile and innovative, delivering citizen focused services anywhere, anytime while benefiting from increased scalability and flexibility."

Not to be outdone by the big conglomerates, US-based company World Software Corporation revealed that it will extend its cloud-based document management solution to Australian businesses.

As Director Anthony Ridley-Smith explained, the software does not require users to download materials such as large PDFs, which greatly extends the capabilities of the platform. Mr Ridley-Smith also stated that the software can be applied to a number of different industries and purposes.

Firms in Australia will always need support in adopting the cloud and skilled professionals can expect to stay in high demand as the cloud rollout continues across the country.

By Charlie McGillian

Top trends for 2016 will have major impact on digital sphere

Mon, 12 October 2015 10:48:19

IT professionals around the world have been given the opportunity to peek into the not-so-distant future following the release of predicted tech trends for 2016.

Gartner revealed its top 10 list of technologies that will shake up the industry next year at the Gartner Symposium/ITxpo. All of the technologies the organisation mentioned interlinked in some regard and the over-arching concept of the "digital mesh" will drive many of these trends. For technology recruitment, next year will no doubt pose some exciting opportunities.

The usual suspects found their way on the list again this year, although with some interesting caveats to acknowledge for 2016.

The full scope of 3D printing is yet to be realised.

For example, 3D printing will be available over a broader range of materials, including nickel alloys, carbon fibre, and even biological materials. This will propel the scope of what can be produced with the technology, leading to an annual growth rate of 64.1 per cent in enterprise 3D-printer shipments right up until 2019.

"3D printing will see a steady expansion over the next 20 years of the materials that can be printed, improvement in the speed with which items can be printed and emergence of new models to print and assemble composite parts," said Gartner Vice President David Cearley.

IoT remains relevant to Australian Businesses

While some new terms were introduced in this year's list, there was still room for old favourites. One of these, the Internet of Things (IoT), has high potential to drive further growth in Australia.

Spending in the home IoT market will grow to $3.2 billion by 2019.

According to Telsyte's figures, spending in the home IoT market will grow to $3.2 billion by 2019. This will be an eleven-fold increase on this year's estimated value of $289 million.

As Senior Analyst Steven Noble explained, the high rate of internet connectivity is the main factor in this predicted rise.

"While long mooted, the Internet-enabled 'whitegood' will finally become the norm, as most manufacturers - aided by the lower cost of micro-processing - build wireless Internet connectivity into most of their products," he said.

In order to capitalise on these opportunities, organisations will need to address a number of barriers. As outlined in Microsoft's IoT whitepaper, the top three issues that companies cited were IT challenges, affordability and security concerns.

While an IT manager may not be able to drum up the extra money for a project, they can take the lead on IoT initiatives. Seeking the expertise of a skilled technology professional will put firms in a competitive position moving forward.

By Mark McGreal

IT industry body welcomes cabinet shake-up

Fri, 25 September 2015 12:11:11

In the past few years, the coveted spot of prime minister has been hotly fought over. Following on from the trend of leadership contentions, prime ministers stepping down (and sometimes back up), Malcolm Turnbull's rise to the top seat has been taken in the stride of many Australians.

However, his changes to the cabinet roster have been swift and some major shake-ups have seen a rather different line up than what was seen with previous fixtures.

Industry body Australian Computer Society has welcomed Mr Turnbull's choice of new Communications minister Mitch Fifield.

Speaking on behalf of the society, acting CEO Kim Finch announced her excitement at the potential reforms to digital policy from Mr Turnbull's new line up. Over the nest few years, the organisation will work to boost the opportunities for IT professionals, spelling good news for digital IT recruitment.

"We look forward to working with the Minister and helping him build Australia's digital capability, which will be critical to securing a strong future for the Australian economy."

So who exactly is Mitch Fifield?

Ms Finch stated that Mr Fifield will bring a lot of valuable skills and experience to his new role, but how has he built this up during his career?

From his start as Senator for Victoria in April 2004, Mr Fifield has gone on to hold the position through the 2007 and 2013 general elections.

During September 2013, he received a promotion to Assistant Minister for Social Services, taking charge of all concerns surrounding disabilities and ageing.

As well as his various positions in government, he is also a founding member of the Sir Paul Hasluck Foundation, which is focussed on honouring the work of the former Governor General and this contributions to the arts. This knowledge has also gained him governmental responsibility of Arts in Australia.

With such a wide range of experience, Mr Fifield may help continue Australia's progress towards a better IT environment.

By Charlie McGillian

3 common sense tips for a productive job interview

Fri, 25 September 2015 10:47:16

Regardless of whether you've been out of the workforce for a long time or are looking for your first job, the prospect of a job interview can be nerve-wracking.

Of course, you want to present yourself in the best light, but this can easily be overdone and you'll end up doing more harm than good. With this in mind, it pays to know a few tips about getting ready for a job interview and ensuring you have the best chance to receive a contract offer.

1) Memorise every item on your resume

In the heat of a job interview, a recruiter could ask about almost any item on your CV. Skills, job history and qualifications are all a possibility, nothing is off the table.

As such we suggest studying your CV and knowing every facet inside and out. You don't want to be caught on the hop not having further information to add about a certain job or skill as this can make you appear unprofessional.

2) Research the company

Learning more about the business that is offering you a job interview can set you apart from the other candidates. Intelligent questions about company culture, market success or even recent projects will highlight your commitment to the role.

We would note note that these questions need to be genuine and appropriate though. This means you have to be engaged with the process and ask questions that you actually want answered.

3) Dress for the occasion

Based on findings from Adecco, as cited by Forbes, 75 per cent of hiring managers believe the top interview mistake millennials make is wearing the wrong clothes.

There is no doubt that choosing attire for an interview is tough so if in doubt ask your agent. A guide is to be slightly smarter than the norms of the company you are interviewing with.

For more assistance about preparing for a job interview, contact our expert team today.

Sydney stadium projects a good opportunity for engineers

Mon, 21 September 2015 16:08:22

Engineering professionals have had a tough time looking for sustainable employment in recent times. Hopefully, however, we've come to a turning point, if a recent announcement from the NSW government is anything to go by.

According to a September 4 media statement, engineers and other building professionals will soon benefit from the construction and upgrade of a number of Sydney's premier sporting venues.

The NSW government has committed $1 billion to the stadium projects which include a brand-new venue to be built on the current Pirtex Stadium ground in Parramatta. With both the Parramatta Eels and Western Sydney Wanderers calling this stadium home, authorities are hopeful that the work will be able to begin as quickly as possible.

"Our first priority is building a new 30,000 seat stadium at Parramatta on the site of the existing facility, with work to begin as soon as possible and construction expected to be completed by 2019," NSW Premier Mike Baird said.

"This huge investment in our stadia will boost our capacity to attract big ticket events to NSW, as well as create and support thousands of jobs."

Sydney's population continues to grow, with the Australian Bureau of Statistics stating that the greater region is now home to nearly 5 million people. As such, this is adding strain to the city's infrastructure and means improvements must be made in the near future.

Stadium projects across Sydney

In what is shaping up to be the largest widespread stadium upgrade since the 2000 Olympics, the NSW government has announced a number of other projects which will further boost employment.

This includes Stadium Australia which will be redeveloped with a retractable roof, a new rectangular stadium at Moore Park and the completion of the SCG upgrade.

Engineering opportunities in Sydney are always hotly contested. As such, if you are looking for a role to expand your career, contact the team at The Recruitment Company today.

By Jen Roberts

Equal pay opportunities in focus this September

Fri, 04 September 2015 10:33:44

Australia is a global leader in many social issues. Gender equality isn't always one of them. Its seems staggering that here we are in 2015 and we still need to have an official 'Equal Pay Day'

You may not have heard of it but it's happening this Friday. Why this Friday you may ask. Well this Friday is 65 days after the start of the new financial year and 65 days is (not coincidentally) the number of extra days the average woman would need to work each year to earn as much as her male peers. 65 days! That's staggering isn't it?

While the message of equal pay and opportunities is getting louder, it seems very few businesses are willing to take it seriously. According to the Australian Bureau of Statistics, the national pay gap fell just 0.4 per cent in 2015 to reach 17.9 per cent.

That means it is still at levels similar to those experienced in the 60's and 70's. Those were the days portrayed in Mad Men!

DCA CEO Lisa Annese explained what this means for women today.

"The current gender pay gap means women are earning just over 82 cents for every dollar their male colleagues earn, down from an average of 85 cents, eleven years ago," she said. "It's pretty depressing that we still find ourselves in this position in 2015."

Annese added "Frustratingly, a lot of organisations appear to be dragging their feet when it comes to investigating exactly what's going on in their organisations - only one in four reporting to the Workplace Gender Equality Agency had conducted a gender pay gap analysis," she continued.

The DCA findings also show that having a child will result in an average 17 per cent lifetime drop in earnings for women.

The reasons for this staggering disparity are many and complex. The Diversity Council of Australia has rafts of research papers and articles covering the subject. Their archives are well worth a read. Not all of their conclusions and findings are as intuitive or obvious as you would think.

Reasons such as differences in negotiating style and unintentional bias are cited often.

So in the lead up to equal pay day I thought I would pose a question. Why don't organisations with a zero gender pay gap advertise it more? Why isn't it a differentiator they use to their advantage? If the search for talent is so fierce why isn't it something that is used as a tool to attract top resources?

The flip side of the question is, why don't candidates ask about the gender pay gap within individual companies? Do you know how many candidates have asked me that question in my 17 years in the recruitment industry? Zero, that's how many.

So why isn't this a hotter topic during the recruitment process? Why aren't HR departments of progressive companies publishing and advertising this information for all to see? Why aren't candidates looking for progressive companies asking about the gap?

Here's our figures:

We employ a 50/50 male/female mix
We employ 50/50 male/female mix in senior management positions
We have a 50/50 male/female mix at Director level

Comparing male and female salaries with those of their peers shows us that overall female employees earn 8 per cent more than their male counterparts.

Returning mothers earn 5 per cent more than the average salary of other female employees and 11 per cent more than the average salary of their peers.

For the record all of the above has occurred by accident rather than by design

What are your figures? What do they say about your company? Could they differentiate you from your competitors? Could they be a valuable asset in your search for talent?

So, let's spend some time on national equal pay day considering the part we can play in bringing down this unforgivable disparity. Maybe the part you play is as simple as asking a few small questions.

By Simon Moss

Developers taking advantage of cloud benefits

Mon, 31 August 2015 10:54:44

Software developers often have a tough time keeping up the latest trends. As soon as one piece of technology is relevant another one comes along and takes over. However, it's this innovation that keeps developers producing high standard outcomes for their clients and stakeholders.

With this in mind, it is interesting to note the results from the recent Global Development and Demographic Study from Evans Data. According to the report, close to 5 million software developers use the cloud as a platform for their work. This number is set to grow fast though, with 4.1 million set to join this movement over the next six months.

In fact, within the next six to 12 months, an additional 5.2 million software developers also have plans to adopt this technology.

Evans Data CEO Janel Garvin explained this is in more detail.

"Cloud represents a sea change in the way that developers work," he said in a media statement.

"Not only does it increase productivity and decrease cost, but it provides a level of flexibility unavailable before which paves the way for new technology trends like IoT. That's why so many developers have embraced Cloud as a development platform, and why so many more expect to do so in the future."

Who uses cloud as a platform today?

The Asia Pacific region, in particular, is a hub for software developers using cloud, according to Evans Data. This part of the world features more developers than any other region, with Australia at the heart of this growth.

However, this is something that will continue to expand across the globe with businesses demanding software developers who have the skills to lead them forward.

Contact the expert team at The Recruitment Company to learn what roles you could be eligible for.

By Mark McGreal

Case study: Scrapping performance reviews TRC in the press - Shortlist

Wed, 26 August 2015 17:48:24

Case study: Scrapping performance reviews

Wednesday 26 August 2015 10:19am

Trading traditional performance reviews for transparent communication of company goals and results has significantly strengthened the team at The Recruitment Company, according to managing director Simon Moss. Moss told Shortlist the Sydney-based recruitment business owes its recent selection as an Employer of Choice in the Australian Business Awards to its non-conventional approach to staff performance. "The whole concept of performance reviews is something we scrapped very early on... The annual review, the quarterly review – people would go in and not know how it was going to go. We spent a long time thinking about [how] everybody in the company has to know if they're doing really well, really bad, or whether they're doing their job," he said. "Rather than saying, 'we catch up quarterly and do a bland review', it's more we step in once [consultants are] a month off track, because everybody knows they're off track, and we can look at why they're off track and we can do a whole change management process around education, around instilling change, [and] making those changes permanent."

The Recruitment Company's thinking is in line with a recent trend to scrap annual performance reviews that is gaining popularity among larger employers, including Accenture, Adobe and Deloitte. Recent research shows that numbers-based performance ratings can unwittingly encourage employees to try and look smarter, rather than learn and achieve more.

Moss said The Recruitment Company does believe, however, consultants should monitor their performance through access to company financial results. "We're very transparent with our people, so we tell them all our financials. I don't understand why companies don't share their financial results with their team. We do. So everyone knows how much profit we're making, when we're making a loss – how much money we're losing, they know how much we spend," he said. Moss said this transparency – which also encompasses the company and directors' personal goals – creates a level of trust that fosters employee satisfaction. "We've got a very good relationship with people who have worked here previously. So people become advocates for the company once they've left. That's the major benefit," he said.

Strong culture leads to record year despite lower headcount

The Recruitment Company identified workplace culture as a major area of focus as far back as 2011, and that helped the company see out "a really difficult year" in 2013, Moss said. "We're very transparent with people about the issues we're having. We cashed in a lot of the 'trust chips' we'd built over the years, which really got us through," he said. "What got us out of that bad patch was sitting down and saying to people, what sort of company do we want to build together? What is it we're trying to create here? What is it that all of us want to be? Who are we? What are the important traits? We're all good recruiters; we could work anywhere we wanted, probably for more money, why are we all still here? What is it that keeps us here?" The company then reinvented itself around those values, which contributed to a record year in 2014, Moss said. "A real tangible benefit for us was with half of the people, we increased revenue by 27%. People really stepped up to the mark, really went the extra mile."

Video Blog - Employee Attachment

Mon, 24 August 2015 22:35:14

In Part one of this two series blog, I wrote about the four cornerstones of driving great culture and the value this culture can bring to your business. In part two, I’d like to look at how to externalize your culture in raising the bar on customer service.

Having spent the last few years developing The Recruitment Company's culture, working tirelessly as a team, to transform our business into the recruitment agency we want it to be, we realized that our external brand no longer matched who we'd become. It was all very well to be recognized out in the market as a Best Place to Work, and an Employer of Choice, but what kind of a company did our customers think we were, did they know what made us great, and most importantly how did this strength of culture benefit them?

We realized that in order for us to take our service offering to the next level, and give our customers the best possible experience, we needed to involve our customers in who we had become and match our new personality to our brand.

So how do you externalize culture?

Take a step back. Ask yourself, do your outsides match your insides? When your customers come into contact with you, interact with you, do they get an immediate feel for who you are as a business and what you stand for in terms of your service offering? When you look from the outside in, do you like what you see, and does it have you written all over it?

Invest in your brand. Your brand is your vehicle to externalizing your personality and stamping it all over your marketplace, creating synergy between who you actually are and how you’re perceived. Embed your culture into your brand at every opportunity, treating them as one and the same.

Make every employee a brand ambassador. Empower every person in your business, from your front line entry level employees to your highest ranking execs, to live your brand at every opportunity.

How do you raise the bar on customer service?

Centre everything you do on making the customer experience exceptional.

In part one I talked about the importance of having a clear idea of why you exist. At The Recruitment Company we exist to raise the bar, one exceptional recruitment experience at a time. Every morning we talk about how we are going to make it exceptional today. Talk about it, and talk about it some more, until it is engrained into fiber of your business, and be amazed at the impact this undiluted focus will have on your customer service offering.

Make great culture and great customer service synonymous.

Your brand ambassadors are at the heart of this bit. Take this happy and engaged team that you work so hard to keep happy and engaged, and get them involved. If they are living and breathing your company values, and experience the benefits of great culture everyday, get their ideas on how to take this one step further to positively impacting the lives of your customers.

Hold think tanks and focus groups on how you can improve customer touch points across every facet of your business. Find out what it is that your customers would love to see from you in terms of your service offering, and challenge your people to make it a reality. From their first point of contact through to the end of their journey with you, empower your people to make it exceptional.

Recognize great customer service when it happens, and celebrate it.

Make sure you’ve got a finger on the pulse of what your team is doing to go above and beyond, and every time it happens, no matter how big or small the gesture, recognize it, communicate it, and celebrate it.

In summary, driving great culture creates an engaged, happy, lasting team that brings untold value to your business. Use your brand to externalize this strength of culture, taking it one step further to directly impact your customer experience. Centre everything you do around making great culture and great customer service synonymous and be amazed at the impact this can have on making your customer service offering exceptional.

What are your thoughts on, and experiences around, driving great customer service? I’d love to get your take on it.

Delivering great customer service through driving great culture Part 1

Wed, 19 August 2015 09:00:37

Driving strong company culture is something that I write about a lot, as I'm a firm believer in the power that great culture has to impact the level of customer service across every facet of your business, for all types of business, not just for a recruitment agency.

Great customer service, however, means a myriad of different things to different businesses. Whatever it means to you, in terms of your industry, product line or service, you have the ability to significantly raise the bar on your level of service through looking inwards, and focusing time, energy and resources on getting your company culture right. Then looking outwards, at how to successfully externalize this culture to positively impact the experience your customers have with you.

In this two part article, I'll be looking firstly at how to drive great culture, and secondly at how to use this culture to raise the bar on your service offering.

So what are the 4 key steps to driving great culture?

1. Know where you're going

On any important journey, knowing where you're going is the very first step. You have to know where you're going before you can figure out how to get there. Having a BHAG, a big hairy audacious goal, that everyone in your business can get behind is key. Are you collectively working towards something that gets the people in your company out of bed in the morning? Do your team know what it is they're working towards, why its important, and what it means for them? Having a stretch goal that challenges your business on every level, a team who understands the part they play in making it a reality, and what it means to them, is a great place to start.

2. Know why you're going there

You need to have a very clear idea of why you exist, and how your customers are positively impacted by your existence, in the value that you bring. Once you know what this is, you need to create a clearly defined mission statement that communicates this internally to your team, and externally to your customers at every conceivable opportunity. Care less about the choice of words, care more about making it meaningful. Working in the recruitment industry, great customer service has been one of our industries long standing challenges. So we made it our mission statement to significantly raise the bar, one exceptional recruitment experience at a time. In everything we do, across every touch point of our business, our team know that it is in support of making this mission statement true.

3. Live your values

Having a strong set of core values defines how you expect your team to behave. They help guide you in the plethora of choices and decisions that you, and your team, make everyday. Your core values act as your compass. You know where you're heading, you know why, and now you need to know that the decisions you and your team make daily, are steering you in the right direction. Strong values communicate who you are as a company. They define your personality. They create a culture of stability where everyone understands what's expected. In our company we like to do things differently. We pride ourselves on challenging the norms, breaking the mold so to speak. We're always looking for new ways to surprise with service and surpass expectations. Inside and out. In their simplest form, our four core vales are; we're quirky and fun, we're accessible and responsive, we're recruitment renegades, we're always learning. We live by them, hire by them, and fire by them. We incorporate them into every decision we make. We talk about them. We talk about them some more. And we have them visible. Everywhere.

4. Put your people first

Now that you've got your team behind where you're going, what you're doing and why. Get them excited. Find out what motivates them, and do that. Find out what drives them, and reward them that way. Make it all about them. When you have a team who are engaged, because they feel like they're a part of something meaningful, it becomes easy to effectively incentivize and reward. Involve your people at every level, from the most junior person in the company to the most senior, get their input, generate their ideas, demonstrate to them first hand how they are taking a hand in shaping the journey. Empower your people. Become a multiplier (Liz Wiseman's Multipliers is a book I'd recommend every leader read).

If you have read this, and can comfortably say that you have all of these steps in place already, then you can feel great about yourself as an employee, manager, leader, business owner, because you are already way ahead of the curve. If there are areas of your business in here that could do with a bit of input, nurturing, tweaking, full throttle 360 overhaul, do it. Invest your time, energy and resources to getting your culture to where you need it to be.

In the second part to this blog I will be writing about taking all this hard work that you've done to get to this point and successfully externalizing it to significantly impact your level of service and the experience that your customers have with you.

If great culture is something that you're passionate about, I'd love to hear from you on your insights and experiences in creating your own uniquely successful journey.

How to capture the imagination of your next employer

Mon, 17 August 2015 19:33:49

Every candidate will know the struggles of trying to find a job. Although you might have the best experience or top qualification, with so many people vying for roles it can easily turn into a lottery.

As such, it is vital to stand out from the crowd during the recruitment process to ensure that your resume and cover letter capture the imagination of the reader. Polling more than 2,000 US-based hiring and HR managers, CareerBuilder looked into this very topic.

Based on the statistics, 70 per cent of respondents review a resume for less than five minutes with fewer than half (48 per cent) committing under two minutes. CareerBuilder explained that many candidates are offering misleading information to sway the odds in their favour as their window to impress closes.

However, Rosemary Haefner, chief human resources officer at CareerBuilder, explained that this can do more harm than good as most hiring managers are willing to recruit even if the candidate doesn't meet all their criteria.

"Job seekers have the unenviable challenge of grabbing - and holding - a hiring manager's attention long enough to make a strong impression," she said.

"Embellishing your resume to achieve this, however, can ultimately backfire. Job seekers can increase their chances for consideration by proving past achievements that exemplify an ability to learn, enthusiasm and cultural fit."

How can candidates draw positive attention?

Instead of lying on a resume, CareerBuilder offered candidates advice with regards on how to win around potential employers. The most common response was customising the resume based on the available position, highlighted by 61 per cent of hiring managers.

Others ways included adding a cover letter (49 per cent), addressing the application to a particular person at the business (26 per cent) and supplying links to online blogs, websites or portfolios.

If you want to stand out from the crowd, you'll need to work with a recruiter that knows how to get the job done. For more information on how to get started, contact The Recruitment Company today.

By Jodie Scott

The Recruitment Company recognised as an Employer of Choice by Australian Business Awards

Fri, 14 August 2015 10:38:02

With technology always changing shape and scope, it can be tough to keep up with all the comings and goings. However, for Generation Z (those born after 1990), managing technology is what they have grown up with.

As many of these Generation Z professionals exit university and begin applying for technology-related jobs, businesses that understand how to cater to this demographic will be in the best position to hire.

Fortunately, recent research from US-based Robert Half and Enactus has offered insight into Generation Z, based on the responses of close to 800 individuals.

One of the key areas of research surrounded career potential. A commanding 64 per cent of Generation Z respondents indicated that they wanted the opportunity for career growth in any job they worked in.

Additionally, this generation noted that their employer needed to be honest and have a sense of integrity above all other qualities. A total of 38 per cent cited this point, with mentoring ability receiving 21 per cent.

Senior Executive Director of Robert Half Paul McDonald explained that Generation Z has lived through "economically turbulent times" and therefore are smarter about what they want in a job.

"Gen Z employees bring unique values, expectations and perspectives to their jobs," he said.

"Companies with a solid understanding of this generation's values and preferences will be well prepared to create work environments that attract a new generation of employees and maximise their potential."

Work/life balance

While working all hours of the clock was important to previous generations, the survey reveals that Generation Z want to concentrate on balancing both career and personal life. This was their top future career concern ahead of remuneration and a stable job.

Recruitment can be a tricky businesses, so it pays to understand what your potential candidate wants out of you. For more insight on hiring the next generation of technological stars, contact the team at The Recruitment Company today.

By Mark McGreal

Data and analytics insight fails to meet expectations

Wed, 29 July 2015 16:41:25

For 21st century businesses, data and analytics play a critical role in making decisions. Whether it is in relation to customer trust, purchasing stock, deciding on expansion, valuable insights are likely to come from collected data.

However, according to the recent Going Beyond the Data - Turning Data from Insights into Value study from KPMG International, the vast majority of businesses are struggling to derive any meaningful data from their analytic programs.

The consultancy firm polled over 800 business executives from 15 countries and learnt that a massive 97 per cent of organisations are using data and analytics. But, in reality, only 19 per cent are satisfied with what they are finding.

KPMG Partner Anthony Coops explained that quality insights are about bringing data, people and technologies together.

"For organisations to successfully turn their data and analytics insights into value, businesses need to understand that insights do not come from data alone," he said.

"The ability to apply advanced analytics that can map the data to the critical business drivers and issues calls for stronger alignment between the business and the analytics process."

What is data being used for?

The KPMG International study also offered some interesting insight into what businesses are using this data for. A considerable amount (92 per cent) of respondents said sales and marketing purposes. This was followed by 81 per cent who are improving customer understanding and 41 per cent who are establishing better offers to new customers.

KPMG Global Head of D&A Christian Rast stated that there were many other scopes for data and analytics and hopes that businesses can get the right balance between insight and value.

"Generating long-term value from data requires that organisations continue to move toward a robust, enterprise-wide D&A strategy that embeds D&A solutions and tools in every part of the organisation," he said.

This could start with recruitment. By hiring professionals with a passion for digital insight and data extraction, you will be able to take your business to the next level.

For more information on how The Recruitment Company can help, contact our expert team today.

By Carly Pattison

Asbestos purchase and demolition scheme accepted

Fri, 24 July 2015 11:25:41

Asbestos exposure has been a constant threat to the health of workers and the general Australian public for many years now. As such, every state government is working hard to minimise this threat and ensure that fatality rates remain as low as possible.

It is then pleasing to report that the NSW state government has accepted all the recommendations of the Loose Fill Asbestos Insulation Taskforce. As part of its final report, the government will begin the process of purchasing and demolishing NSW residential properties with loose-fill asbestos insulation installed.

The buy-back scheme is completely voluntary, but is recommended to all property owners whose land has tested positive for the deadly fibres. Under the scheme, the government will be in a position to purchase both premises and land or just the building itself.

Property owners have until August 1 2016 to register their interest with the local government to get involved in the sample testing program.

"Ensuring the health and safety of NSW residents is our top priority. This package will provide safety, certainty and support for our citizens and an enduring solution to the problem of loose-fill asbestos insulation," Minister for Finance, Services and Property Dominic Perrottet explained.

The program, overseen by the newly created Loose-Fill Asbestos Implementation Taskforce, has a number of tasks to completed to continue to campaign against asbestos in NSW. This will include producing a public register of the state's asbestos affected properties, identify asbestos risk on planning certificates and introduce a hazard labelling system.

For businesses involved in construction, these types of programs come with the danger of asbestos exposure. As such, it will be important to recruit professionals who have the OHS skills and knowledge to help all members of your team on site.

To begin this recruitment process, contact the expert consultancy team at The Recruitment Company.

By Jen Roberts

Social media recruitment: What do candidates need to know?

Fri, 24 July 2015 10:27:44

Ah, social media.The technology that connects our distant friends and family and allows us to show off our sunny holiday snaps. However, online networks aren't just purely for fun - recruiters are actively trawling these sites for professional reasons.

According to the results of a recently published CareerBuilder survey, the number of employers using social networking sites for research is increasing. More than half (52 per cent) of the 2,000 hiring and HR managers admitted to this, up from 43 per cent in 2014 and 29 per cent in 2013.

Interestingly, 76 per cent of IT hiring managers said this was a part of their recruitment process. This industry was by far the most likely to use social media in this way.

Rosemary Haefner, chief human resources officer at CareerBuilder explained job seekers shouldn't be surprised by this trend.

"Researching candidates via social media and other online sources has transformed from an emerging trend to a staple of online recruitment," she said.

"In a competitive job market, recruiters are looking for all the information they can find that might help them make decisions."

What can ruin your chances of an interview?

It is important to note that the absence of a social media profile could do harm as well - 35 per cent of hiring managers wouldn't offer a job interview without this information.

Nonetheless, there is a lot of content that a hiring manager would consider inappropriate would be considered inappropriate to a hiring manager. According to CareerBuilder's survey, provocative photographs (46 per cent) was the most common issue. This was followed by alcohol or drug use (40 per cent), statements about previous companies (34 per cent) and poor communication skills (30 per cent).

Ms Haefner had some suggestions for prospective employees.

"Rather than go off the grid, job seekers should make their professional persona visible online, and ensure any information that could dissuade prospective employers is made private or removed," she said.

For more career advice or if you are interested in changing roles, contact the expert team at The Recruitment Company today.

By Geoff Millar

DevOps - an emerging trend in IT

Tue, 21 July 2015 10:07:50

In the last decade or so, organisational infrastructure has been undergoing a change. Businesses are striving to become more agile, doing away with silos.

Traditionally, the IT department was an isolated function - however, this set up is fast eroding making way for a leaner and more connected way of doing this thanks to Development Operations (DevOps).

What is DevOps?

DevOps is an up and coming field, which combines system administration and operations, in order to make the organisational processes and procedures quicker and more effective.

According to an article published in the Cutter IT Journal, DevOps is a bridge that connects the project management teams that build complex systems and the operations teams that maintains these sophisticated solutions.

While the former are judged based on the delivery of the end product, the latter are assessed on sustainability and stability. This is where things get complicated - the developers never end up using the systems they create so for them reliability is not as high on the priority list as it is for the operations teams.

This is where DevOps can help by combining quality with software development and operations.

The idea of continuous delivery

Essentially, DevOps aims to provide continuous delivery without glitches. This means businesses need to reduce production cycle time so they can get feedback from their users and reduce the risk and cost. Ultimately, this helps the organisation achieve a level of maturity whereby systems can be released on demand with zero risk.

"Deployments become non-events (because they are done on a regular basis), and all team members experience a steadier pace of work with less stress and overtime. IT waits for the business, instead of the other way around," explains the Cutter IT Journal.

Receiving feedback from software that works reduces business risk, helping IT to become further integrated with the organisation.

Security becomes top concern among CIOs

Thu, 25 June 2015 09:13:42

As Australia continues to battle cyberattacks and data breaches, it is becoming evident that Australian organisations are beginning to understand the consequences of no action.

The International Data Corporation (IDC) reported that security is now the top concern for Australian CIOs across all of its 3rd Platform technology pillars including Big Data, Social for Business, Cloud and Mobility. This represents an important step for Australia as if C-Suite can begin to implement security processes and systems, businesses can operate more confidently in the market.

In recent years, security wasn't always a boardroom discussion - it was a topic saved for the ICT department. However, with CIOs taking a more active role in proceedings, more value is placed on data and the risk management of corporate assets is taken more seriously.

Software and Security Market Analyst at IDC Lydie Virollet, explained why security is only going to become more important in the coming years.

"With a fast-evolving threat landscape and Australia being one of the top target countries for attackers, Australian companies must invest in security to protect their intellectual property and other assets," she said.

This investment needs be strategic and will primarily be targeted at protecting the network and sensitive data through a combination of integrated solutions."

How can Australian businesses make security a priority?

The IDC offered a three step process for businesses to "take control" of their IT security. This included:

Assessment - Businesses should make an assessment of the solutions in place to identify any weak points.
Budget - Create a sustainable budget for security processes. This can incorporate recruitment, new technology etc.
Supplier - Work with a trusted provider with adequate risk management expertise for the size and scope of your business.

For more information about establishing a solid security protocol, consult the expert team at The Recruitment Company. Whether to do with business analysis or project management - we can ensure your business has the right personnel in place.

By James Lovelock

IT professionals in high demand - report

Tue, 23 June 2015 17:50:30

There is no doubt that whatever industry you are involved in, digital technologies is having a significant influence on your progress. From the public to the private sector, IT professionals have made key differences in recent years. However, this demand is highlighting a serious skills shortage.

The Australian Computer Society and Deloitte recently released its collaborative report titled Australia's Digital Pulse. According to the statistics, there has been a 5 per cent growth in the number of ICT professionals in the last year with more than 600,000 individuals now working across the country. In fact, digital technologies contribute around 5 per cent of the country's GDP.

Despite these figures, the report calculates that Australia needs another 100,000 workers over the coming six years.

Deloitte Access Economics Director John O'Mahoney explained the need for more IT professionals.

"The contribution from ICT to Australia's economy, and our successfully meeting our productivity challenges, are at risk if we don't ensure there is an adequate workforce equipped with the necessary ICT skills," he said.

"We urgently need to boost both awareness and opportunity around ICT skills development."

One of the key statistics to emerge from the study was that 47 per cent of all ICT trained professionals are actually working in industries outside IT. This included professions in accounting, advertising and marketing.

In fact, this could be a way to address the ICT skill shortage in the coming years - recruiters looking outside normal channels to ensure that roles are filled with qualified people who are willing to move back into ICT. This industry is full of potential, but it needs candidates who are willing to return and enjoy what is a growing and innovative sector.

For more information about ICT recruitment in the public sector, contact the expert team at The Recruitment Company today.

By Jodie Scott

How to take a stress-free holiday away from work

Wed, 17 June 2015 16:51:42

Most of us have annual leave coming out our ears. With the thought of being away from the action too much for some, a holiday is something of a distant memory.

However, time away from work is wonderful for so many reasons. A chance to catch up with friends and family, view stunning locations around the world or simply to enjoy the peace and quiet of not joining the morning commute.

With this in mind, we've developed a few tips and tricks to ensure that you can take a stress-free holiday without the temptation of checking your emails:

1) Finish major projects

It can be tempting to pull off the accelerator in the final days before a holiday and just cruise until your departure. However, in most cases, this will cause you more stress on upon your return.

To ensure you give yourself the best chance to reintegrate comfortably after your break, make sure all major projects are finished before you leave. While it might mean putting in a few extra hours in the final week, it'll result in a more relaxing time at the beach and avoid worrying about upcoming deadlines.

2) Organise yourself

Another good trick is to clean your desk of unnecessary paperwork and rubbish before you go on holiday. There is nothing more depressing than returning from a sun-soaked holiday vacation to a pile of reports and clutter. Take the chance to tidy your desk and mind prior to a break.

3) Hire cover

One of the major reasons why people don't go on holiday is the fact that there is nobody to provide cover - especially if it is very technical. This is where The Recruitment Company can help. Through our dedicated recruitment consultants, we can source candidates to work on contract for a set period of time.

As a result, your responsibilities and tasks are covered by someone with adequate knowledge and you can enjoy your holiday - minus the stress and anxiety.

By Carly Pattison

How to ace a telephone interview

Tue, 16 June 2015 08:16:42

With IT roles becoming available across Australia, it is possible that you'll be applying for a job where you can't actually get to the interview in person. As such, a phone interview is conducted to analyse your suitability.

While this situation removing the sometimes awkwardness of a physical job interview, candidates still need to prepare themselves properly. There is no doubt that phone interviews are becoming more popular, so what tricks might make the difference?

1) Have the internet open

For candidates, the true benefit of a phone interview is the fact that you can essentially cheat your way through it. Open up your C.V, references and the company website to ensure that you have all the answers on tap when asked.

This way, you can ask intelligent questions about the brand, work and career progression and make it look like you've done a lot of homework on the subject.

2) Smile while you talk

It can be easy to sound bored or disengaged over the phone so remember to smile. While nobody can see your pearly whites, smiling adds an element of energy and excitement to what you are conveying.

To a hiring managers, this highlights your enthusiasm for the role and gives them something to remember you by when they are making their decision.

3) Be ready

At a physical job interview, you might have a few minutes to compose yourself before heading in. However, there is no such luxury in phone interviews as the business could ring at any point. As such, remember to have all your documents ready at least 10 minutes before the scheduled time and ensure the environment is as quiet as possible.

Some hiring managers use this as a technique to reveal your organisation skills - so plan ahead of time!

For more information about getting a role in the public sector, contact the expert team at The Recruitment Company today.

By Charlie McGillian

Experience vs certifications: What's more important?

Fri, 10 April 2015 12:29:08

When it comes to recruitment - businesses usually have their own process to adhere to. However, the person in charge of recruitment probably has a different strategy altogether.

The perfect example of this is the old conundrum of whether a candidate with experience in the industry is better than one with a certification, but no history of working in the real world.

In this article, we will look at the positives and negatives of hiring these candidates and give insight into how you should work this balance out.

Experienced candidate

Positives

One of the main advantages of hiring a candidate with substantial experience in the industry is their real world knowledge. Having been in the workplace, they understand what issues are common, how do deal with problems and how to work in a team.

They also have experience in working under pressure with higher executives looking over them - something that can't be learnt in the classroom.

Negatives

A major negative to hiring an experienced candidate is the chance that they are not up to speed with the latest technology or processes in the industry. It could be some time since they worked - so they might require additional training to be brought up to standard.

An experienced candidate might also not work well with a team made up of younger, fresh-faced university students.

Certified candidate

Positives

With a degree or industry-related qualification behind them, certified candidates are in the perfect academic position to fill the role. These candidates are usually excited to apply their theoretical knowledge and are up-to-date with trends, problems and technology associated with the role.

Negatives

However, what these candidates bring in qualifications is in stark contrast to their experience levels. Operating in a classroom is much different than in the real world so it might take some time to get used to working in a professional environment.

There is also the question to whether they can utilise their knowledge in difficult situations. Often it is easy to solve problems you've seen before, but more challenging when real money, contracts and jobs are on the line.

Conclusion

Recruitment is a subjective concept. While neither group is perfect, each brings different elements to the table.

A recruitment provider can assess your needs and present candidates with a mix of experience and knowledge to cover all bases if you're struggling to fill open roles.

3 interview questions to have a good answer to

Fri, 10 April 2015 12:10:32

Job interviews are stressful at the best of times. In a room with strangers, being asked personal questions that will decide whether or not you get a job offer.

While it would be great to know what hiring managers are going to ask, most of us mere mortals can't read minds - yet. This means it is important to think about what they could ask and prepare an answer that will knock their socks off.

To help with this, we've decided to let you have three answers for free.

1) Can you tell me a little about yourself?

While this might seem like an invitation to explain your family genealogy, the hiring managers don't want to know about your Irish roots. This is a question that features in 99.9 per cent of interviews so it pays to know what to say.

Come up with a couple of accomplishments or experiences that highlight how great you are for the job. This could include qualifications or past roles.

2) What do you consider to be your weaknesses?

Unfortunately, we are not perfect and stating this as your answer will probably win you a trip back to the job column. Hiring managers want to see how honest, open and self-aware you are.

Think about some areas where you need improvement such as public speaking or presentations etc. Then address how you are working to improve these aspects. This shows that you care about being the best worker possible.

3) Where do you see yourself in five years?

On a beach and drinking cocktails? No, not the answer that hiring managers are looking for. The cost of recruitment is massive for businesses so they need to assess whether or not you are a flight risk. Hiring managers are also interested in your career ambitions or goals.

Think about how far you can get with the company and apply this to your goals. It is important to note that you can say you don't know, but try and relate to how the business will help you decide.

For more information about job interviews and placements, contact The Recruitment Company today.

3 key skills of a software developer

Tue, 07 April 2015 20:54:04

Software development is a growing and lucrative sector of the IT market. With many businesses depending on quality products to sell to clients, the process is both stressful and imperative.

Get this step wrong and businesses could face significant costs, both in the back pocket as well as to their reputation.

This means that recruiting individuals with the right software development skills is key. As such, companies need to understand what skills they should be looking for in order to make their project a success.

As such, we've compiled a list of the top three skills that every software developer should have.

1) Code

It often goes without saying that a knack for programming code is essential for any software developer. Software is created through the building blocks of code and - without a passion to learn more - the end product isn't going to meet anyone's standards.

Businesses should be looking for individuals with a long history of success with programming code and the ability to solve any potential problems.

2) Attention to detail

Any defects found by clients and customers is a disaster for the business involved so it pays to recruit a developer with a keen eye for detail. Sloppy deployments or poorly created installation packages can bring down entire projects and cost the business months of hard work.

3) Teamwork

It isn't often that quality software projects only require one person, which makes teamwork an important element for businesses to consider. Top software developers can write clear reports and instructions and talk openly with clients, customers and other members of the team.

In a project so crucial, teamwork becomes a cornerstone of getting a development from the idea stage to full implementation.

For more information about hiring software developers, contact the expert team at The Recruitment Company today.

By Carly Pattison

Construction opportunities heading back to school

Sun, 22 March 2015 00:53:46

Sydney's oldest university will undergo a major $1.4 billion upgrade which will expand both the economy and construction jobs.

In a February 27 media statement, Minister for Planning Pru Goward announced that the concept proposal had been approved for work at both the Camperdown and Darlington campuses. The new education facilities will mean that the university is able to cater for close to 10,000 more students, as well as provide additional accommodation for another 4,000.

The Campus Improvement Program will create 15,000 jobs during the construction phase with 400 full-time employees at its conclusion.

Ms Goward explained why this type of project is important to the state.

"The University of Sydney is part of our $15 billion education sector, and is world renowned for its quality education standards," she said.

"Our universities in NSW are in high demand, both domestically and from around the globe. It is critical that our exceptional education facilities can grow to cater for that demand."

What will be built?

Sydney University's growing student population and diverse offerings mean there isn't a lot of space available anymore. As such, the Campus Improvement Program will see a wide range of new education facilities built.

This includes lecture theatres with state-of-the-art technology, classrooms, and laboratories. However, there is also a focus on infrastructure such as car parking, public open spaces and administration facilities.

Although the plan has just gained approval, construction won't begin for a couple of years. Ms Goward explained that this is part of a wider plan for a growing Sydney.

"The approval means the university can play a major role in providing the world-class education facilities that are essential to the competitive Sydney of the future that our metropolitan growth plan envisages," she concluded.

For more information about construction roles or the state of the industry for job seekers, contact the recruitment experts at The Recruitment Company today.

What are the benefits of innovation?

Sun, 22 March 2015 00:49:22

Innovations such as cloud computing and data analytics are sweeping across the world at a fast rate. However, it is the mark of a smart and progressive business that it can pick up on these trends and ensure they lead to sustainable growth.

Based on the findings from Microsoft Australia's Culturing Success report though, not enough businesses are embracing innovation and using it to their advantage. The internet giant polled more than 500 small and medium-sized enterprises (SMEs) and found that seven out of 10 aren't reaching their full potential because of their attitude towards workplace innovation.

Managing Director of Microsoft Australia, Pip Marlow noted that innovation was vital to the success of businesses both large and small.

"However, our research reveals that many businesses find it difficult to develop a culture of innovation because of barriers including working in silos, fear of failure, employee distrust and poor collaboration," she said in a March 17 media release.

Separating the contenders from the pretenders

Microsoft categorised the SMEs based on their attitudes towards innovation. The largest group was described as innovation cruisers (43 per cent). These businesses like the idea of innovation, but lack the motivation to actually make changes.

A total of 33 per cent of SMEs are innovation leaders - adept at responding to changes, opportunities and threats in the market.

Unfortunately, 24 per cent were noted as laggards, businesses with very little desire to change what they were doing.

Benefits of innovation

Technology innovations such as cloud computing can make a big difference to business outcomes. In fact, 39 per cent of leaders are enjoying a faster rate of growth than their entire industry. This compared to 24 per cent of cruisers and 23 per cent of laggards.

Additionally, these businesses recorded better performance in a range of parameters, including total revenue, market share and staff satisfaction.

Contact The Recruitment Company today to find out how recruitment can play a critical role in turning your business from a laggard to a leader.

Urge to get websites mobile friendly

Fri, 20 March 2015 12:32:12

Technology has meant that consumers have internet access nearly everywhere they go. As a result, there has been a shift away from desktop computers and towards tablets and mobile devices.

For businesses, this means making their website mobile-friendly is more important than ever. However, with a major Google update set for next month, organisations need to get around to this in a hurry.

From April 21, businesses that don't have mobile or responsive websites might see their traffic drop between 20 and 30 per cent., according to SmartCompany. This is because Google is looking to reward websites, through rank, that can cater to a wider audience.

In the past, Google has penalised companies that use techniques such as cloaking and buying links. Improving search engine optimisation (SEO) for businesses is seen as an important process for the internet giant as more consumers switch to tablets and mobile devices with smaller screens.

According to Google in a February 26 blog post, the change will make a significant difference to mobile searches.

"Consequently, users will find it easier to get relevant, high quality search results that are optimised for their devices," Google said.

"Starting today [February 26], we will begin to use information from indexed apps as a factor in ranking for signed-in users who have the app installed. As a result, we may now surface content from indexed apps more prominently in search."

Google also offered information for web developers about how to make their site mobile-capable. The internet giant directed developers to test their progress to ensure they aren't affected next month.

Web design has certainly come a long way in recent years so it's vital for any candidates to be up-to-date with the latest industry news. This way, they can be an asset to businesses looking to improve their SEO value.

Engineers to prosper with new WA stadium

Fri, 20 March 2015 12:31:54

NSW engineers will understand the benefits of quality stadium infrastructure. In the past 20 years, many new stadiums have been built in the state mostly thanks to the 2000 Olympics and the many codes that feature regionally.

With this in mind, it is pleasing to report that Perth's new stadium project is progressing nicely. In fact, a local company has recently been awarded the contract to supply and install the more than 14,000 tonnes of structural steel. This follows a similar announcement a couple of weeks ago when another construction company won the tender to supply the formwork and concrete.

Commerce Minister Michael Mischin noted the shear number of tenders that will be awarded for the project.

"More than 100 tenders will be awarded during the stadium's three-year construction phase and 5,700 workers will help build this world-class sporting facility," he said in a March statement.

"This will not only change the way we watch sport, it is also generating huge economic and employment benefits for the WA economy."

Construction started at the site in December and is expected to take three years to complete. Stadium officials are hoping the structure will be ready to host the West Coast Eagles in the 2018 AFL season as well as be an alternative venue for the Western Force and Perth Glory.

With the project ongoing, it highlights the importance of engineers and other professionals remaining alert to the prospect of work. A project of this size can require months or even years of work in the industry.

TRC Group specialise in placing engineers and construction professionals into sustainable roles. If you are interested in learning what projects are available at present or need assistance finding your perfect career, contact our expert team today.

Construction set to soar in Queensland

Thu, 19 March 2015 21:09:32

For many years, the Australian construction industry has performed below expectations as a result of poor consumer confidence and a fluctuating dollar.

However, it seems that 2015 will see a busy year of home building in one state in particular - Queensland.

According to a recently released media statement from the Housing Industry Association (HIA), the Sunshine State has experienced a 13 per cent rise in detached home construction over the past 12 months. In fact, total state dwellings approved are up 10 per cent since last January.

HIA Executive Director Warwick Temby explained that all regions are set for growth except Mackay.

"Home building will be making a significant contribution to growth in the Queensland economy over 2015 and also to growth in Government revenues from the taxes and charges that apply to home building," he said.

"The three components of the home building industry, namely detached homes, multi-units and renovations, are moving differently across the state based on the January building approval figures."

What regions are experiencing strong growth?

Mr Temby highlighted two regions of real note. Firstly, the Gold Coast which has seen a 51 per cent rise in detached home approvals, 137 per cent in multi-units and 103 per cent in total dwellings.

Secondly, greater Brisbane with a 30 per cent increase in detached home approvals since January 2014.

As a result of more building approvals across Queensland, Mr Temby said that there will be more work available for construction and engineering professionals.

Queensland is not the only state that is experiencing this type of growth with Victoria and New South Wales construction also increasing.

If you are a construction professional or an engineer looking for work, contact The Recruitment Company today. Our consultants are up-to-date with industry trends and can provide you with the information and tools to find your perfect role.

How to lift internal workplace safety outcomes

Thu, 19 March 2015 20:46:08

One of the biggest responsibilities for employers across Australia is work health and safety. Countless studies in the past have found that a healthy and safe workplace is also a more productive one.

With this in mind, it's hard to believe that some businesses let their standards slip. Either through neglect or simply forgetting their role, these lapses in concentration can lead to serious consequences down the line.

At The Recruitment Company, we take workplace health and safety issues very seriously so we've compiled a list of the top three things that businesses can do to lift their standards.

1) Demand the best

If you want your employees to take workplace safety as seriously as you, it's important to set the standard and culture from the start. By practicing what you preach and pursuing safety over productivity, you can send the right message to the team.

This also puts you in a good position to identify the areas or staff members that are putting workplace safety in jeopardy.

2) Practice, practice, practice

When it comes to workplace safety, one of the best approaches is to practice those good habits.

Whether it is a fire drill, emergency situation or even avoiding office trips and falls, the more time that your employees spend learning about the right processes, the better the outcome for all involved.

3) Follow up feedback

As employees are on the ground every day, they are likely to observe workplace safety hazards before they come to your attention. However, without an outlet to explain these problems, the risks might not get solved.

As such, plan and undertake regular OHS meetings with staff to gather intelligence on issues and ways these can be solved. Often they are only small hazards, but as we all know, a tiny risk can soon snowball into a massive problem.

Survey: Increasing pressure on project managers

Thu, 19 March 2015 20:45:35

Project managers undoubtedly have many aspects to deal with when working through an IT project. From planning, recruitment, concept implementation and risk management, the list can go on and on.

It is then no surprise that according to the results of a recent survey, project manager workloads have increased significantly over the past 12 months. Document control business Workfront polled close to 400 project managers to find out what pressures and stresses they were under on an everyday basis.

More than half (55 per cent) of the project managers confirmed that their workload had grown considerably. This figure is ever more damming as 38 per cent have had to turn down additional opportunities , work longer than contracted or outsource aspects of the project to other businesses.

What is the problem?

Based on the results of the survey, the main issue is that project managers are wasting time on updating project statuses rather than the project itself. In fact, 27 per cent of respondents noted that "project information scattered across too disconnect tools" was their major issue. This leads to delays or even projects failing.

Director of Enterprise Solutions Team Go-to-Market Shawn Dickerson explained the need for change in the industry.

"The survey shows that project managers are slammed like never before," he said.

"Too many tools, cumbersome spreadsheets, Agile transformations, and manual status updates are constantly stealing their focus from the things that matter most."

Silver lining

This survey suggests that businesses need to find a way to manage project manager's workloads over the coming year. However, if this can be achieved, then they can expect an employee who is committed to the organisation.

A total of 82 per cent of the project managers involved in the survey had been working in their role for more than five years. Additionally, more than half (53 per cent) had been there for longer than 11 years.

For more information about project management recruitment, contact The Recruitment Company today.

Major bridging project aimed at productivity

Sun, 15 March 2015 14:14:35

Freight is easily one of the most important parts of the Australian economy so it makes sense that the federal government has announced a widespread project to improve the quality of the country's bridges.

In every state, the government has agreed to fund the upgrade of a number of locations including 29 in NSW.

Totalling $25.8 million in federal funding out the new $300 million Bridges Renewal Programme, there were 100 proposals by local councils and stakeholders in NSW.

What are the benefits of the programme?

In order to create safer, more reliable road access for road freight and traffic movement, many one-lane timber bridges will be turned into two-lane concrete ones.

New South Wales Minister for Roads and Freight Duncan Gay explained that the councils will be funded for the approved projects and will then be able to contract out the work. This means there could be many construction and engineering opportunities created as a result of this programme.

"The value of these upgrades in small communities is directly reflected by the quality of proposals received from local councils, with 28 of the 29 NSW successful projects being from councils across the state," Mr Gay said in a February statement.

"One example is the Harpary Bridge near Narrabri, which on completion will improve access to the Maules Creek Coal Mine and the nearby agricultural area, ultimately contributing to NSW and the national economy."

As much of Australia's infrastructure ages, there is the possibility that further projects of this kind will come to light. Already this year, the federal government has announced plans to fix country roads - another way of boosting the country's economy.

For construction and engineering professionals, the key will be connecting with a dedicated recruitment provider who can find a role suited to your skills and past experience. Contact TRC Group today if you have any further questions.

Financial businesses eager for cloud solutions

Sun, 15 March 2015 14:13:45

Financial organisations such as banking, insurance and investment firms are the latest to show their intentions towards cloud computing.

Based on the findings of the recently released survey How Cloud is Being Used in the Financial Sector, it seems many could be in the market for an IT contractor in the coming months.

The survey, conducted by the Cloud Security Alliance (CSA), polled more than 100 professionals from across those three industries to understand the increasing desire to have cloud computing part of their network.

How rapid is the cloud computing trend in these sectors?

The Cloud Security Alliance report that 61 per cent of respondents are currently in the midst of planning a cloud strategy. In fact, 39 to 47 per cent want a mix of different cloud networks such as in-house IT, private and public systems.

Additionally, 18 per cent of financial businesses are planning on a purely private cloud network.

CEO of the CSA Jim Reavis explained that this is a positive sign for the industry as a whole.

"The results of this report are insightful into understanding how the financial services industry is progressing in terms of cloud adoption and how cloud providers can best serve their interests and needs," he said in a March 5 media statement.

"We hope that cloud providers and financial institutions can use this as guidance to help accelerate the adoption of secure cloud services in the financial industry."

Why are financial businesses pursuing cloud networks?

The report also released details on why financial firms want to establish cloud computing. The most common answer was flexible infrastructure capacity (68 per cent). This was followed by reduced time for provisioning (63 per cent) and customer relationship management (46 per cent).

For cloud projects to run smoothly, financial businesses will need to contact a recruitment provider for an IT specialist. This means the project is efficiently implemented and there is an ongoing support point.

Worksafe WA launches new work health and safety survey

Sat, 14 March 2015 21:31:14

Regardless of the size or scope of your business, one of the most important considerations is workplace health and safety. There are many hazards and risks in the work environment, but it is up to businesses to reduce these issues and create a productive space for all.

It is then pleasing to report that WorkSafe WA has launched its Small Business Safety web page which is designed to help organisations stay on top of their obligations.

According to WorkSafe, around 97 per cent (209,000) of Western Australian businesses are classed as small (employing 1 to 19 people). In fact, there are more than 514,000 employees throughout the state in smaller businesses.

WorkSafe WA Commissioner Lex McCulloch explained that all businesses need to do is finish a basic questionnaire on the site in order to understand what health and safety challenges their staff face.

"Once completed, the questionnaire provides small business owners with a tailored checklist of the work safety issues they need to address in their workplaces," he said in a February statement.

"The questionnaire also links to simplified versions of other WorkSafe documents that will help small businesses develop appropriate systems to establish and maintain safe work environments."

Mr McCulloch concedes that many businesses don't know where to start in relation to workplace safety. However, the website will make the process easier for all concerned.

"Making and keeping these workplaces safe and healthy is crucial, and this new web page aims to support small business by providing the information they require to comply with occupational safety and health legislation," he stated.

"Being web-based, this information is available 24 hours a day, seven days a week, catering for small business owners and employers who we are aware do not have a lot of spare time during the working day."

TRC Group takes workplace safety seriously and is committed to ensure our candidates are employed in roles that are safe and secure. For more information about work health and safety concerns for IT contractors, contact our expert team today.

3 ways to ensure committed contractors

Sat, 14 March 2015 21:29:56

As a business that has just gone through the recruitment process, the number one goal is to get your new contractors into work as quickly as possible. Any form of delay can set projects back even further and cost a business more in the back pocket.

With this in mind, organisations need committed, engaged contractors who are ready to begin adding value to your business.

How can this be achieved? Here are three simple steps.

1) Clear outline

Businesses get contractors in for a reason, so it's important to outline what the project is and what it means to the organisation. Whether it's in relation to data analytics, cloud computing or software development, contractors should understand the project inside out before it starts.

At the initial stage, businesses should have also worked out any potential roadblocks or problems with the project and told contractors how to solve or manage them.

2) Constant supervision

Throughout the project, contractors will need to be kept under close supervision to ensure that goals are being met and they are still committed to the end result. Often IT projects can last many months so checking to see if the project is meeting time deadlines becomes critical given the commitment of man hours and revenue from the business.

3) Feedback opportunities

One of the best ways to ensure that your contractors remain committed and engaged to the project is by allowing them to provide feedback. As they are on the project every day, contractors get a good sense of what is working and what isn't.

If contractors can get a feel that they are contributing to the success, they will be more focused and committed to seeing the project through to any implementation or launch.

For more information about working with IT contractors, contact the expert team at TRC Group today.

Software vulnerabilities increasing globally

Tue, 10 March 2015 09:29:54

When your company implements a new piece of software, you don't expect any problems to arise. However, according to new research, the frequency of software vulnerabilities is increasing over time.

The US National Vulnerability Database revealed that the number of problems encountered totaled 7,038 in 2014, up from just over 4,500 in 2013.

GFI Software product manager Cristian Florian explained that despite the number of high security vulnerabilities dropping over the past 12 months, the real issue is that the total figure has increased significantly.

Problems with applications

There is no doubt that applications have the highest risk potential to businesses. Based on Mr Florian's estimations, 83 per cent of reported issues came from this source. By far the largest majority compared to the 13 per cent associated with operating systems and 4 per cent amongst hardware devices.

"Not surprisingly at all, web browsers continue to have the most security vulnerabilities because they are a popular gateway to access a server and to spread malware on the clients," he explained in a February blog post.

"Adobe free products and Java are the main challengers but web browsers have continuously topped the table for the last six years."

For the second year in a row, Internet Explorer topped the list with 242 vulnerabilities - 220 of which rated severe. Google Chrome finished in second place with 124 vulnerabilities and 86 rated high.

Firefox (117, 57), Java (104, 50) and Flash Player (76, 65) rounded out the top five.

Importance of IT recruitment

Software installation is a process that might be done correctly and by industry-qualified professionals. Although you can simply download applications, if the surrounding infrastructure is not set up right it's easy for cyber criminals and viruses to enter the system.

This makes IT recruitment key to ensuring a safe operating network for your business moving forward.

More time required to place IT candidates into roles

Fri, 27 February 2015 15:11:32

The IT sector is one of the fastest growing areas of the Australian economy with new roles, jobs and opportunities constantly being created.

However, one of the impacts of this trend is that it's taking IT recruiters longer to place contractors into certain roles.

This was one of the findings out of the recently released Information Technology Contract and Recruitment Association (ITCRA) ICT Employment Trends Report. Taking data from the association itself and government and industry sources, it provides critical insight into ICT employment in Australia.

ITCRA CEO Julie Mills explained that as more businesses seek candidates, contractors have more choice to where they lend their services.

"The market is feeling confident which is being reflected in strong job advertising growth, so it is not surprising that it is becoming more competitive to place ICT contractors," she said in a February 19 media statement.

State by state analysis

ITCRA also offered information about where the IT demand was greatest among the states and territories. While the ACT (45 days) remains the longest wait for businesses, Victoria saw the sharpest rise in the October to December 2014 quarter (16 to 33 days).

All states and territories bar South Australia (25 down to 20 days) saw the number of days to place an ICT contractor increase as more roles become available.

"This means that in most of Australia, it is getting harder to find the right ICT contractor for each role," Ms Mills stated.

With this trend only expected to increase over the coming months, it highlights the importance of connecting with a dedicated recruitment provider which can analyse your open position.

The more information that is collected and investigated, the more chance that the role will be filled quicker and vital IT systems can be covered.

For more insight into the current state of the Australian ICT recruitment market, contact the expert team at TRC Group.

Software testing: Why is it so important?

Fri, 27 February 2015 12:52:26

It's fair to say that nothing in life is perfect - relationships, sports teams and careers. While it's often better not to dwell on our problems in some cases, we must take a closer look in order to prevent expensive or dangerous mistakes.

Take software for example. Developed and implemented over many years, one single mistake can lead to major issues not only for businesses, but for customers and clients as well.

This is why before software is released on the open market, it's important for professional testers to ensure a product is up to standard. Why throw away all your hard work by simply not testing the product?

Here are three reasons why software testing is vital:

1) Problem areas

While the software might look perfect from your point of view, the customer might get a different experience entirely. By testing the software from the client's side, you are able to get a grasp on what errors have been made during the development phase and identify other areas for improvement.

This ensures that customers get a quality product that delivers on your promise on the box.

2) Costs

It can be extremely expensive to modify software after the product has been released into the open market. Recalls and refunds can all begin to add up.

However, this situation can be avoided. So consider employing a software tester to trial the package and ensure you don't need to amend the software past the point of no return.

3) Optimal performance

You wouldn't write a book without someone editing your work so why would you release software without it being tested by the appropriate parties? Without someone else reviewing the software, there's no way that the software can be improved for effective performance in the long term.

For assistance in your IT recruitment, contact the expert team at TRC Group today.

North West Rail Link providing health and safety opportunities

Tue, 24 February 2015 17:06:28

As Sydney's population continues to soar, the pressure goes on the state government to ease the strain on local infrastructure.

In response to this, the North West Rail Link project was announced and construction is now well underway. Encompassing eight new railway stations and 4,000 commuter car parking spaces, the link is the country's largest public transport infrastructure task at present.

The government expects the population in the north-west Sydney to increase by 200,000 over the coming decades so establishing vital transport links now is key.

Expected to be completed in 2019, the most of the early works has been completed. According to the program of work, 2015 will see all station sites excavated and the start of viaduct construction, as well as the commencement of tunnel excavations and surface works.

2015 should prove a vital year for the North West Rail Link as plans suggest that from 2016 onwards the focus will be on station construction. This means the preliminary track, station and tunnel development will be completed by this time.

Construction employment

The entire project is expected to provide more than 145,000 jobs in the area by 2036. Although that includes workers after the link is finished, this is still a considerable number on the construction side.

As construction is one of the most high risk jobs in Australia, the North West Rail Link has opened up a number of opportunities in the health and safety recruitment market. Across the 16 total construction sites, site safety is key with many individuals concentrating on workplace hazards and risks.

This is definitely one area where candidates are in demand. Job seekers with relevant qualifications or construction sites are sought after - and there is no doubt that they have plenty of choice when it comes to what projects they work on across New South Wales.

2 cloud risks that IT contractors can solve

Mon, 16 February 2015 01:06:02

There is no doubt that cloud computing will continue to be a buzzword in the technology world in 2015. For a number of years now, thousands of businesses across Australia have started moving vital information and data into an online platform.

While many are enjoying the benefits of implementation, there is another group of organisations that have yet to make the leap. They're commonly concerned about the installation process - who is going to conduct it and manage the system over time. However, with a professional IT contractor on board, cloud computing is relatively simple and quick to implement.

Here are two cloud risks that an IT contractor can assist with:

1) Accessibility

Some businesses are concerned that once their private data is in the cloud anyone in the world can get their hands on it. However, when done right, only authorised personnel should have access to the cloud - which is where IT contractors can come in.

Creating personal login details, encrypting information and establishing controls are part of the professional's job description. They are also able to set up measures to monitor the cloud environment constantly and deal with problems as they come up.

2) Availability

Although we would like technology to be foolproof, total or partial cloud unavailability is a common concern. What would happen if you couldn't access the cloud and you didn't have a physical copy?

With this problem in mind, IT contractors establish comprehensive back-up options in times of natural disaster, power failure or other technical issues. As this is usually created offsite, you can trust that information and data located in your cloud system is always available no matter where in the world you are.

While cloud computing still has a number of risks associated with it, working alongside a trusted IT contractor will ensure that your best interests are always at the top of the agenda.

Offshoring IT : Is it worth it?

Mon, 16 February 2015 00:59:25

Every business has the potential for greatness. However, this search of excellence can be hampered by a lack of funding, personnel or even direction.

There is no point operating a business with a good idea if the infrastructure around it isn't working though. This is why some organisations consider outsourcing different departments, such as IT. It's a cheap option - but is it more trouble than it's worth?

Here are three reasons how offshoring can negatively affect your business:

1) Security

Whenever you outsourcing, a portion of your information and data has to be released to the overseas company you are working with. In relation to the IT department, this could include passwords, encryption data or important contracts.

This means that you are trusting another company for security - not always the wisest move given the spate of data breaches in recent years.

2) Commitment

It is likely that the outsourcing company managing your IT department is also working with many other similar organisations at the same time. As a result, they can't concentrate on the problems in great depth or commit a lot of devotion towards your business.

Overall, it is much harder to manage business processes with another company than internally.

3) Hidden costs

Funding your own IT department is rather simple. Just recruitment costs and technology developments are required on an ongoing basis.

However, if you go down the outsourcing route, you might be in for a bit of a surprise come payment time. There are often hidden payments and the initial fee and final cost may differ considerably.

It is recommended to keep your IT department locally sourced. As well as keeping costs down, it is easier to run and problems can be dealt with internally rather than from a business located halfway around the globe.

Importance of work health and safety highlighted

Fri, 13 February 2015 23:52:08

The early months of the year are a perfect time for organisations to consider their work health and safety standards. As we are only four weeks into the new business calendar, it's the perfect time to analyse key hazards and risks and put processes in place to minimise their impact.

Safe Work Australia Chief Executive Officer Michelle Baxter explained last month that employees should focus on improvements that benefit the entire business, not just themselves.

"Improvements to workplace health and safety don't have to be difficult or expensive tasks. They can increase productivity, and could save someone's life," she said in a statement.

What are ways to improve work health and safety?

Safe Work Australia identified several areas where businesses can improve the management of their health and safety standards.

This included organising training or refreshers, consulting workers to identify areas for improvement and making the topic a top agenda item at team meetings. You can even recruit employees with a work health and safety background who can implement changes to risk management strategies across the business.

"Getting people committed to health and safety only happens if they really understand why it matters to them, their workmates and their employers. This year why not make sure everyone at your workplace knows the real costs of getting safety wrong and the real benefits when we do it right," Ms Baxter stated.

Becoming a safety leader in your given industry is a key attribute for many businesses today. However, the trick is to have the right personnel in place to drive change and to stick to core values.

Work health and safety is a concept that is unique to each business and industry, so contact TRC group today to find out how we can help.

2 ways to generate positive company culture

Thu, 05 February 2015 17:42:02

There is no doubt that operating a company is a two-way street. Firstly, you require attention from clients and customers - turning positive relationships into revenue.

However, secondly - and potentially, more important - is the input from your employees. Without their commitment and passion, it's difficult to create a business that outsiders want to interact with.

This is where company culture plays a massive role.

What is company culture?

By definition, company culture is the personality of an organisation from the employee's point-of-view. This includes the work atmosphere, expectations and company's mission.

This concept can be hard to build, but easy to destroy so here are two ways to create and maintain positive company culture:

1) Consistent leadership

They say that examples start at the top - and company culture is no different. A positive work environment relies on the CEO with the senior leadership team to set the tone throughout the rest of the business.

Essentially, CEOs and higher executives are role models and if you present a culture that demands hard work and lofty standards - then it is vital to follow your own lead.

Moreover, it's your job to pull someone back in line - regardless of position - if they demonstrate behaviour that contradicts company culture.

2) Hire people with similar values

In order to keep your company culture consistent, you must hire individuals who hold similar values. While you might have a lot of talented and experienced candidates to choose from, they might not fit and work well in the company culture.

To assess viability, ask them about their motivations, past workplaces or even behavioural standards. This ensures that the right person is chosen to fit the company, rather than changing the whole dynamic of a business just to accommodate a new employee.

3 benefits of having an engaged workforce

Wed, 04 February 2015 21:47:19

It is fair to say that in the current recruitment scene, the concept of employee engagement has never been more important.

Employees have a fair amount of choice when it comes to jobs - so the last thing that businesses want is to push their talent into the arms of the opposition.

This makes employee engagement a vital part of any small business - but what exactly does this term mean?

Employee engagement has no set definition, however, it can be broken down into communication, recognition, personal development and employer interaction. Basically, if an employer creates a positive engagement conducive to a stress-free, happy worker - then widespread benefits are possible.

Here are just three of those benefits:

1) Productivity

One of the overarching benefits of employee engagement is improved productivity. Those employees who are engaged with their working environment are more likely to come to work more often and commit to going the extra mile for the business.

An engaged employee usually wants career progression so in turn works harder for the business - definitely a win-win situation for both parties.

2) Innovation

The offset of a productive, engaged worker is innovation. As these individuals are working at a higher level, bringing an element of passion, commitment and interest to the job - there is a high chance that they will come up with innovation in the workplace.

Engaged workers also want the best for the business so are more likely to come up with new products, services or even solve problems.

3) Job expectations

When businesses are recruiting, one of the worst events that can occur is an employee leaving after a short period of time without warning. From a productivity and financial point of view, the consequences could be severe.

To avoid this, employers need to open up the lines of communication with new employees in particular. If there are any problems, then these can be addressed and solved. This also engages the worker in their environment ensuring that isolation isn't the cause of their departure.

Cloud applications causing security concerns

Mon, 02 February 2015 15:40:40

There is no doubt that cloud is becoming a major part of the infrastructure of any business - but at what cost?

Cloud applications are readily available for employees on laptops, mobiles, tablets and desktop computers. However, according to Netskope's January 2015 cloud report, many are putting entire businesses at risk.

On average, organisations are using 613 cloud applications each, but 90 per cent of them aren't enterprise ready or have been checked by an IT contractor. This problem is highlighted in even more detail when Netskope reveal one in five businesses have over 1,000 cloud apps in use among all employees.

According to the survey of more than a million users in the Netskope Active Platform, the most popular enterprise cloud applications were Google Drive, Facebook and YouTube. It is also important to note that iCloud, Dropbox and OneDrive all made the top 10 list.

Sanjay Beri, CEO and founder of Netskope explained that 21st century employees want to and are capable of using cloud applications for nearly all aspects of their work.

"Employees today have shifted from thinking of apps as a nice-to-have to a must-have," he said in a January 8 media statement.

"CISOs must continue to adapt to that trend to secure their sensitive corporate and customer data across all cloud apps, including those unsanctioned by IT."

What department is both at fault?

Netskope also revealed which department was more likely to be using applications that weren't enterprise ready. Those in the marketing, collaboration and HR departments had used a massive 96 per cent of apps not ready for widespread use.

With cloud computing becoming more prevalent, it's likely more employees will be using non enterprise ready applications. However, businesses are urged to have all applications installed and monitored by IT professionals who can ensure important data and information doesn't fall into the hands of cybercriminals.

The apple that rocks the cart

Fri, 24 October 2014 10:29:33

Sometimes you find that everyone is onboard with a new idea. Except one.

Here's some options for helping someone who's resistant to change.

Talk to them one on one

Get the whole team together and let them know that you'll be having one on one chats with each of them about the change. That way you don't single out the one who's resistant.
Explain the reason for the change, what other options were considered and why this option was chosen.
Ask about their concerns and listen carefully - just because someone has a different opinion doesn't mean they are resistant to change. A diverse range of opinions are necessary. Listen carefully. What concerns do they have? Are they valid?
Are they feeling scared or uncertain? Help them understand what can be done to mitigate the impacts.
Hopefully, you've been holding regular one on ones through out the year, so you've already built a solid relationship with them.
Let them know that you will support them through the change.

Give them some time.

Give your team members some time to absorb the change. Remember that you're likely to be a few steps ahead on the change curve.
As manager, you usually know about a change before your team. You probably had some time to absorb the news prior to briefing the team. You may have felt angry or confused or scared as well, but now you've moved on. Remember that your team are hearing it for the first time and will go through similar emotions, but not at the same time as you.
We all take time to process something new and may go through a range of reactions before coming on board.

What if that doesn't work?

Unfortunately, you may still find that they continue to resist the change.
If it continues, you will need to decide if they should remain in your team. You can't force someone to change, but you can indicate that you're building a team of committed team members.
Don't underestimate the impact to other team members and the emotional energy required to work with someone who is actively resisting change.

While resistance to change can be inevitable in any organisation, it's hoped these tips will provide insight about how to approach the situation when it arises. What are your experiences with change resisters? What was the result of your approach to the situation? Let me know below.

Guest blogger Geoff Saxby is an expert in the field of pragmatic and effective management with over 10 years experience. Click to learn more about his company Refined Consulting.

Counter Offers And why you shouldn't accept them

Thu, 16 October 2014 19:21:09

It’s the moment of truth. The bliss (or boredom) of maternity leave is over and it’s time to return to work. Balancing a new baby and the all too familiar responsibilities of work can be difficult and you'll find that 24 hours in a day may not seem enough. The biggest adjustment that new mothers face is the challenge of time management. Going from being a full time mum to a full time working mum means you will need to find a way to combine the needs of both roles, often with little sleep and little time to relax and do things for yourself! It's not ideal after a long eight hour work day, but for working mothers, your job unfortunately doesn't end at 5:30pm. Once you get home, your duties as a mum take over. It can be a very difficult, stressful and exhausting transition and may require a change in the way you would usually think and do things.

Having already (hopefully successfully) dealt with the change of having a new child, you will need to be ready for plenty of other changes on the horizon. Things like less time for yourself and your partner, lack of sleep and an overall increase in exhaustion, possible emotional distress both from missing your child and from the guilt of having to leave them at day-care or with someone else. You won't be able to stay back in the office or take work home with you anymore because your job as a mum starts once you pick up your child from day-care. A short window of time is available for meals, bathing, bedtime and the preparations needed to start it all again the next day.

However, it's not all bad news. New mums who return to work will find some satisfaction in being around adults again, having the opportunity to socialise with colleagues and to be a part of work events and projects.

The key to getting your career back on track after maternity leave is convincing your co-workers that you are still focused on the job. Unfortunately, sometimes this means being careful not to talk too much about your new baby or about how happy or exhausted you are.

What you can do to be on top of things:

1. Gradually return: If possible, you can negotiate a gradual return to work either by working part time or working less hours a day. Speak to your employer about available options and when in doubt, refer to the Right to request flexible hours policy introduced in Australia in 2010. This policy has been designed specifically for new mums wanting to return to work.

2. Make Lists: If you weren’t a list-maker before you had a baby, you’ll probably become one. Think realistically about how long it will take you and your child to get ready in the morning. How long do you need to shower and dress? Do you have to get yourself together before your child wakes? Or can he amuse himself in a playpen?

Brainstorm with your partner. Make sure you both have time to get everything done and be on time to work. Be explicit about who will dress, feed and amuse your child. You may prefer to divide up tasks, or take turns each day.

Write down the exact time you need to be up, dressed, fed, and out the door. Work backwards from when you’re due at work, leaving plenty of room for traffic or a lingering goodbye with your child. Set your alarm accordingly, and get out of bed when it rings!

3. Consolidate Work and Home Calendars: Even the greatest day-care centre/nanny will be unavailable sometimes. That’s why it’s important to have a single calendar with key work obligations as well as family appointments. While you’re scrambling to get a sick kid to the doctors, you will know which meetings you need to cancel or find a colleague to cover.

4. Prioritise Ruthlessly: Tackle the most important things early in your work day. That will leave fewer loose ends when you get called to pick up a sick kid at school.

Working mum, Laura Yang is a big advocate of prioritising. “Working mums are brutally efficient -- we have to be. I can honestly say I worked harder and more efficiently then ever before and after I returned from maternity leave after having my first daughter. I also found that I didn’t get involved in office politics at all, I had enough on my plate so I really really enjoyed my work”.

And brace yourself: the first few months of daycare are usually punctuated by colds, fevers and ear infections. The only silver lining is that minor illnesses strengthen your child’s immune system.

5. Manage Expectations: Every role/company/boss is different so ascertain an appropriate approach to ensure colleagues understand that you won't be in a position to stay back or take work home anymore. Discuss this with your direct Manager in detail so you both are on the same page and ‘softly’ educate your colleagues. Remember that your working agreement is nobody’s business but your own. Should a fellow employee be applying pressure or passing remarks that make you feel uncomfortable, talk to your manager. If you’re up for it, confidently reply that you get your work done in the working day.. and smile. It will be difficult at first but once a habit is set, you'll find colleagues will work with you within the working day and stop making unreasonable demands.

6. Get a good night's sleep: Your first week back will be a draining and exhausting experience no matter how prepared you are so go to bed as soon as possible each evening. Organise back up plans that may involve speaking to family members or a trusted friend who can help you pick up your child in day care if they suddenly become ill and you can't pick them up right away.

7. Prepare and organise everything the night before: This includes lunch, milk bottles, clothes, shoes, nappies etc. for your child and what you'll be wearing the next day. This will prevent instances of having to return home because you've forgotten something which can make you late for work.

8. Food glorious food! Stock up on travel-sized breakfast foods like muesli, yoghurt and cereals which are easy and quick to consume during any rushed morning you may have. Always allow extra time in the morning for unexpected events such as dirty nappies or a tantrum.

9. Reward yourself: After all this planning and transition, you deserve a treat. Plan a reward that will help you get through the first week back at work. Maybe it’s a manicure/hair appointment or coffee with your best friend. Or even spending a Saturday morning in bed with your baby to reconnect after being apart all week. You deserve it, and it will help refresh you for the second week back at work. Don’t forget your partner either, keep communication going as this will help to keep you both connected and maintain a healthy, happy relationship.

Going back to work after maternity leave is hard and for many women, there is a significant feeling of guilt towards their child because they have to leave them at day care.

“Probably one of the biggest surprises for me was that my child loved day-care. I was never expecting that.. I guess I always looked at it as a negative thing whereas it turned out to be one of the best things we ever did. Her confidence, social skills and positive experiences grew from nearly day one.” Laura Yang recalls of her daughter's early experiences.

It's crucial to remember that you shouldn't expect yourself to be superwoman and you need to allow yourself bad days - it happens!

Just because you feel guilty, doesn’t mean you are guilty.

That’s the most important bit of information that any working mother needs to absorb.

If you know that going back to work after having children is the right decision for you and your family, you can rest assured that you’ve made the right choice. But even mums who are confident in their decision to return to work after having a child still struggle with working mum’s guilt. You can’t be all things to all people. Once you’re able to grasp your limitations, you’re better able to manage your expectations.

Good luck!

Interview checklist

Tue, 09 September 2014 19:07:19

This is a checklist to make sure you stay focused before, during and after the interview. Creating a cheat sheet will help you feel more prepared and confident. You shouldn't memorise what's on the sheet or check it off during the interview. You should use your cheat sheet to remind you of key facts. Below are some suggestions for what you should include on it.

In the days before the interview

Draw a line down the centre of a piece of paper. On the left side, make a bulleted list of what the employer is looking for based on the job specification. On the right hand side, make a bulleted list of the qualities you possess that fit those requirements.
Research the company, the industry and the competition.
Prepare your 60-second personal statement: Your answer to the, "Tell me about yourself," question.
Write down at least five success stories to answer behavioural interview questions ("Tell me about a time when…" or "Give me an example of a time…").
List 10 questions to ask the interviewer about the job, the company and the industry.
Get permission from your references to use their names.
Before you go to the interview Do you look professional? Check yourself in the mirror; part of your confidence will come from looking your best.
Carry these items to the interview: Several copies of your CV on quality paper, a copy of your references,pad of paper on which to take notes (optional), directions to the interview site.

Upon arrival

Arrive early - enter the building 10-15 minutes before your appointment.
Review your prepared responses to the most commonly asked interview questions.
Go to the restroom and check your appearance one last time.
Announce yourself to the receptionist in a professional manner.
Stand and greet your interviewer with a firm handshake. Smile and make eye contact.

During the interview

Try to focus upon the points you have prepared without sounding rehearsed or stiff.
Relax and enjoy the conversation.
Learn what you can about the company.
Ask questions and listen; read between the lines.
At the conclusion, thank the interviewer and determine the next steps in the process.
Ask for the interviewer's business card and give them yours (if applicable).

Have you any tips or interview success stories to help others who struggle to keep their confidence because of nerves? Do you do something before an interview that has worked for you? Perhaps it will work for someone else, share it with us!

The Boomerang Effect

Thu, 14 August 2014 16:06:50

TRC Group has recently been recognised as an ABA100 winner for Employer of Choice in the Australian Business Awards. In 2013 we were announced as the 12th best place to work in Australia by BRW Best Places to Work and in 2012 they named us as the 10th best place to work in Australia. I’m often asked about how we went about creating an award winning company culture within a lowly little recruitment company. How did we create a culture akin to that found at companies such as Salesforce, Red Balloon Day, Atlassian, and Google? Winning awards isn't everything and it doesn't mean that TRC’s culture is necessarily better than anyone else, not everyone needs the affirmation of winning awards like we do :) But we do have a genuinely good culture, that culture does drive higher performance and we did build this culture carefully and deliberately. So here are 10 tips that I picked up along the way to becoming an award winning employer of choice.

Be honest and open

Transparency is key. Here are two questions for you. Firstly, if I asked anyone in your business would they be able to tell me your profit/loss for last year? If the answer is “no” then the follow up question is “why?”

If you work for a company and you don't know how much money they made or lost last financial year then you need to ask yourself some serious questions about why that is. Maybe they don't think you’re grown up enough to handle the information, maybe they don't trust you enough not to tell you , maybe they are trying to create a false reality or maybe (and most likely) they just have a very old fashioned way of thinking and are just dogmatically doing what everyone else does. Maybe some people are trusted with this information and some aren’t. Why shouldn't you know this? What harm can it do? A company that hides key information and treats its employees like children is not an employer of choice. An employer of choice is open and honest when the news is good or bad. Every decision has a context around it, and context is key. Without the context how can a team understand a decision? Without information the team is being asked to trust the company even though the company clearly doesn't trust them. I don't know about you but I don't trust anyone that doesn't trust me.

Every company has tough times, hell, we lost money last year. But telling the team about it, admitting our mistakes, communicating where we had gone wrong, telling them what we planned to do to rectify it and asking for their help and trust at the same time turned the company around. It was their ideas, their work, their commitment that enabled that to happen.. We’ve now made back the money we lost and more and the team know that they were pivotal in that turn around. We rightly share the pride in that together.

Set expectations

There is a oft quoted Jack Walsh saying that goes “I never fired anybody who was surprised.” I’d take this even further and add “never promote anybody who was surprised”. Being able to tell, almost without thinking, if you sit within one of three camps is critical to creating an amazing workplace. The three camps are:

not performing as expected - change or move on
doing just fine - left alone to keep going
up for advancement - get a pay rise and/or promotion

The middle one is often forgotten but is probably the key one. Do your team know if they are doing just fine, the point at which there is no more pressure for them to improve if they don't want to.

Number 3 is also critical. I’ll set you a challenge. If an employee who deserves one asks you for a pay rise or a promotion you have failed as a manager. Every employee should have clear expectations as to what they need to do to advance. They should know what that advancement will look like. Once they do it they should automatically advance. There should be no shifting goal posts, negotiation on salary, begrudgingly half hearted training. You should embrace the advancement. If you begrudge it then you've foolishly set the standards too low. Make it visible, let everyone see what happens when they perform to the higher level of standard you’ve set. But also, never penalise someone for wanting to stay within the ‘leave me alone’ band -you need these guys too.

Do cool stuff

One of the most powerful ways of making people love where they work is by giving them things they can tell their friends about. Nothing makes people happier in their work than having friends and family telling them how lucky they are. If you are going to provide your team with benefits spend some time thinking through where you can get the biggest bang for your buck. Make sure some of the benefits you provide are the kind of things your employees will talk about. This will depend on the demographic of your team. Parents of young children will tell their friends about childcare assistance or family health cover, 20 something single hipsters wont. Make sure you have benefits that people in your team will want to tell their friends about.

The same thinking goes for incentives. Spending time thinking about interesting incentives will double the value you get for your money. Picking the first thing you think of will inevitably lead you to thinking of an incentive that everyone else has also thought of. Make it original, interesting and something on the boundary of your team’s comfort zone and they will tell their friends, they will get the “wow I wish I worked there” response and your employee satisfaction levels will rise.

Create a winning culture

Orchestrate wins, lots of wins, but make sure you set the bar high

Get rid of culture vultures

You know you need to, just do it. That person who popped into your head when you read the words “culture vulture”, you know, the one who makes loads of money so you try to ignore the negative impact they have on your culture? Get rid of them now, they're doing you more harm than good. Spend some time with a lawyer, do it fairly, do it firmly but do it soon.

Don’t give them what they want, but give them what they want

Henry Ford once said “if I had asked people what they wanted they would have said faster horses”. If you ask your team what they want they’ll give you some fairly bland ideas well within their comfort zone. For recruiters that usually means the pub or a nice lunch. But these things don’t get talked about or remembered and they don’t set you apart from other companies. You need to do something your team wouldn't normally do, something a bit original.

On the flip side you have to make sure they’ll enjoy it. Going over the top (parachuting out of a plane dressed as elvis, operatic recitals, paint-balling, walks in the botanical garden , monster truck shows etc) work with certain types of teams but fall pretty flat with others. Pick incentives and benefits that your team will like but wont expect. Make sure they are aligned with your company values (If your company is built on the values of respect and equality then a company wide trip to a jelly wrestling bar probably isn't going to work).

Ask for help

Get your team involved in your journey to become an employer of choice. Ask for their ideas, input and criticism. If you’re asking for feedback be prepared for what you’ll get. Needless to say an employer of choice wouldn't sack someone for giving negative feedback when asked.

Diversity is not “political correctness gone mad”

In business your greatest challenge is getting the right people on board. If you get the right people on board then everything else will (usually) work itself out. Hiring people for your team without recognising your own selection bias means you lose out on good people. Build a system that hires people based on ability and cultural fit regardless of creed, colour, age, sex, blood type, shoe size etc etc. A genuinely good system will result in a genuinely diverse team. If you don't have a diverse team (have a look around, be honest with yourself, your team makeup will tell you the pervading bias within your selection process) then you don't have a good system and you are losing out on talent.

Consistency between what you say and what you do

You’ve got company values right? Maybe you’ve got them up on the wall? Great. You and your management team have to be the living embodiment of these from the second you wake up to the second you fall asleep, all the time, forever. If anyone on your management team isn't then change your values or change the manager. If you struggle with them then they aren’t your values, they are just a bunch of words that mean less to your team than they do to you. Living company values shouldn't be a struggle for your team. If it is then they aren't your values. If you don't sack people who don't live your values then they aren't your values. If your decisions aren't made using your values then they aren’t your values.

Consistency isn’t just critical for values. If you say something and then act contrary to that then you don’t just negate that statement you negate the credibility of EVERY statement you make.

To create a great working environment you have to figure out who you are, what your company is about and then hold true to that no matter what.

Treat people fairly

High performers, low performers, new starters, prospective employees, visitors, customers, suppliers, people making complaints, people who have wronged you, the cleaners, ex-employees, partners and friends of all the above - treat them fairly and with respect all the time. Your team will see how you treat others, this will create the culture of your company.

Being an employer of choice doesn't fix all your woes, quite often it adds to them, but an engaged workforce is a more productive workforce. Having awards to hang on the wall isn't the be all and end all but it does help you attract better talent which in turn does give you an edge over your competitors.

This list is in no way an exhaustive list but hopefully there are some key takeouts here for you. Let me know your thoughts.

TRC awarded ABA Employer of Choice 2014 Award

Wed, 30 July 2014 20:22:05

TRC Group has been recognised as an ABA100 Winner for Employer of Choice in The Australia Business Awards 2014.

TRC Group’s Managing Director Simon Moss said of the award “this is a major achievement for us. We’ve working hard to create a company unlike any other in our industry and this award lets us know we’re on the right track.”

The Australian Business Awards are a national, all-encompassing awards program honouring Australia’s most innovative businesses. In their ninth year, the awards honour 100 organisations (ABA100) who have excelled within a number of categories. TRC Group is a winner within the Employer of Choice category.

Moss added “2013 was a tough year for us, as it was for a lot of recruitment companies, but we kept our focus on building a great company culture and on looking after our team and we came into 2014 leaner but stronger. Winning this award is the result of keeping a real focus on building a winning culture within the company and of being completely transparent with the team through good times and bad”

This is the third time TRC Group has been recognised as an ABA100. The last time was in 2013 within the Service Excellence category and prior to that 2012 in the Employer of Choice category. It also follows TRC Group’s place as the 12th best place to work in the BRW Best Place to Work Awards last year (the highest placed recruitment company) and 10th Best Place to Work the year before.

Sarah Banek, TRC Group’s Talent and Training Manager and architect of TRC Group’s award winning culture, said “we’ve implemented an industry leading benefits package, rolled out a compelling vision for the company, re-vamped our commission structure and included the entire team in developing and implementing company wide initiatives. But most importantly we’ve hired an amazing team, set them high standards and given them the tools to live up to them.”

Competency Based Interviews for the Interviewee

Wed, 23 July 2014 19:13:52

What is a Competency-based interview?

Competency-based interviews are more rigid in structure than most interviews and involve the interviewer giving a series of probing questions to the interviewee which have been worded to ascertain how their competencies fare against the core competencies of the role. The aim of competency-based interviews is to gather evidence. This can be accomplished by asking the job applicant to describe specific situations and to give actual examples of when they used specific skills.

Many organisations have opted to utilise competency-based interviews for several reasons, the most important of which is to ensure the best candidate is chosen based on their competencies and skills sets and not on any other factor. This comes with the added benefit of minimising the risk of bias or discrimination in hiring decisions and an over all result of a more accurate recruitment decision.

The most common competencies

The word 'competency' refers to the skills necessary to achieve an effective performance level for a role. Every role has a set of competencies, some of which are essential and others desired but all are required to do the job properly. Here are some examples:

Communication skills
Results-delivery
Interpersonal skills
Ability to plan and organise
Analytical thinking
Strategic thinking
Team work

Examples of competency-based interview questions

The questions asked during a competency-based interview have been designed to discover how your behaviour in a previous role or situation can contribute to your performance in the job you are applying for. These questions usually begin with phrases such as: Tell me about a time when you... Give an example of a situation when... Describe a scenario...

To answer such questions successfully, you must take the time to prepare by having relevant examples of real-life experiences you have had. The 'practice makes perfect' proverb may sound cliché in this instance but it will save you from being unprepared and failing to properly explain yourself or resorting to inventing scenarios on the spot which interviewers are likely find flaws in the further they ask questions and investigate. By taking the time to prepare, you'll avoid giving long, rambling answers resulting in a low score.

How best to prepare for a competency-based interview

The best way to prepare for a competency-based interview is to study the job description and the person specification in detail to discover the competencies required for the role. By determining the key competencies, you will be able to sort through your past experience and achievements and pinpoint the best examples and situations to use for each competency. For example, if Teamwork is an essential competency for a particular role, take the time write down your past experiences of when you have had to work in a team. Consider what was involved during the experience, what part you played and the outcome/s of your actions.

The extent of your preparation will reflect upon your confidence in delivering your responses. By being prepared, you will be able to provide relevant example in detail and you will be able to easily relate these to the core competencies of the role.

Strong, confident and relevant answers mean you can outshine other interviewees because you took the time to think through your answers and to clearly demonstrate to the interviewer that you possess the competencies required.

What to remember

When answering competency-based interview questions, keep the following format in mind to assist you in structuring your responses:

Always answer in the first person using 'I' rather than 'we' even if you're referring to a team effort. Remember that interviewers are keen to hear specifically about your part in achieving results in the real-life examples you give.

State and then explain the problem, situation or task that you have decided to use as an example in no more than 2-3 sentences. Give sufficient details to assist the interviewer in thoroughly understanding the situation. Describe the action you took in response to the problem, situation or task.

The last step is to reveal the outcome or results of your action. Detail statistics or figures highlighting the magnitude of your success if they are available, mention any positive feedback you have received and any relevant things you have learnt from the experience and incorporate these to how they will be beneficial to the job you are applying for.

When preparing for a competency-based interview, remember to choose examples based on real experiences and avoid the temptation to invent or to embellish.

Sample Competency-based questions

Describe a situation where you successfully overcame a setback in order to achieve an objective or meet a deadline?

Tell me about some risks you have taken in your business or professional life. How did you go about this

Describe a time when you had to work under a high degree of pressure.

Describe a situation where you had difficulty influencing someone to adopt your point of view

What is the worst communication problem you have experienced?

What have you done to build good working relationships within a team? Give an example?

Describe when you worked the hardest and felt the greatest sense of achievement.

Tell me about a time when you went above and beyond your job requirements to meet a client’s expectations.

Describe an occasion where you had multiple competing deadlines

Driving engagement in today's hard and fast workforce

Tue, 27 May 2014 11:24:12

See no evil

The foundation of any great company with a great working environment is the attitude of the leader. If you want to create a team or a company that is an amazing place to work you need to evaluate how you see other people.

If you want to create a great culture to make more money then your approach is already flawed - it will make you more money as a byproduct in that it will reduce staff churn, it will increase engagement and motivation, it will win you awards and give you interesting stories to tell clients. But all of these things are a by product of what it is you really need to be trying to achieve, which is to create a genuinely great place to work for your most important stakeholders - your employees.

My team,

a. are able to do most things well and if given the right resources can figure things out for themselves, or

b. work better under my close supervision and require me to finish things, check things or step in when its really critical.

If your answer is b. then your attitude is misaligned with creating a great working environment for your employees. I’m going to tell you two home truths about how you see the world:

1. you aren’t anywhere near as good at stuff as you think you are

2. your employees are infinitely better at doing stuff than you think they are

There, I said it. If your employees aren’t doing their job well then its probably your fault. Either,

a. you have the wrong people in the job - change them

b. you have the right people in the job being managed incorrectly - change how you manage them, the resources you give them, the freedom you allow them and the confidence you build in them

This is a short blog so isn't a complete ‘how to’ guide to changing your management style, there are plenty of other blogs on the subject and plenty of books - Liz Wiseman’s Multipliers is a start, Brad Smart’s Top Grading is another great (if heavy going) guide. But fundamentally you must accept that one of the above is true. If you see everyone else as less competent than you, if you see everyone else needing you to step in and help (no matter how genuine your intentions) then you are doing them a disservice.

So take your hands away from your eyes, people are smarter than you give them credit for, if only you’d let yourself see it.

Hear no evil

Lets be blunt here. Negative people who aren’t on the bus and who undermine you, the trust you are trying to build within your team and your vision for the working environment you want are cancer within your organisation. You need to cut them out. You know this of course, but you don't do it. We’ve all been there. There are a million reasons why we don’t.

“but they make good money” - cut them

“but they’ve been with me since the beginning” - cut them

“but they are popular with the team” - cut them

“I think I can make them change” - cut them

Be fair, treat them with respect, pay them out whatever you need to, but cut them finally and cut them soon.

It goes without saying here that you need to get some decent legal advice on how to do this, but it needs to be done.

Don’t stand by and hear their negativity gradually eat away at your company culture. Take your hands from your ears and listen to your team, identify the negativity and cut it now.

Speak no evil

This is going to be revolutionary, mind blowing, ground breaking. Tell the truth. If you speak in double speak, tell mis truths and half truths, hide facts, put positive spin on negative stuff, your team will never trust you.

If your team are unable to trust you to give them truthful and unphotoshopped information then you have no trust. if you have no trust you will never create a genuinely great place to work. Don't treat your people like idiots, don't talk like a second rate politician, don't use words straight out of a business speak manual (“we’re delivering shareholder value” - who cares?). Use clear language to tell the truth.

Take your hands from your mouth and start telling the truth.

So to conclude, building an amazing working environment is about a lot of things but there are three areas at the core of any amazing place to work:

See no evil – evaluate your attitude towards your team, this is where it all starts

Hear no evil - cut the nay sayers

Speak no evil - tell the whole truth

You'll be surprised how your team react.

Preparing for a phone interview

Tue, 14 January 2014 18:47:02

As the Talent & Training Manager for TRC Group, people and performance have been at the heart of what I do for the past 2 years. Having come 10th and 12th in BRW's Top 50 Best Places to Work in Australia in 2012/13 I thought I'd write about our journey in creating a Best Place to Work within the recruitment industry.

I joined TRC Group more than 5 years ago, and have been fortunate enough to experience the ebb and flow of the significant growth and change necessary to getting us to where we are today. I have both watched, and played an integral part, in the process of building and maintaining an industry leading culture.

I'd like to share some of the things I've learnt on this journey over a series of posts each dealing with a specific aspect of creating a Best Place to Work. I thought I'd start with the four common elements across all aspects. If you can get these four right you'll be well on your way to becoming an employer of choice.

1. Care about the little things. Attention to detail is a differentiator. If you're going to do something, take the time and do it well. Others will inevitably try and replicate what you do, but rarely will they compare, as you're the genuine article. The 'little things' amount to big things. Whether it be creating your office environment, celebrating your cultural diversity, channeling ideas, or marketing and branding, this attention to detail, whether you realise it or not, is a game changer.

2. Involve your people in shaping the face of your business. Our culture has grown organically over the years because we chose to involve our team in defining the type of company we wanted to become. And this stands strong to this day. We hold on-site and off-site quarterly think tanks to generate ideas on how to move forward as a business, increase productivity, streamline systems and processes, and reduce costs. Your people are hands down your greatest asset; by giving them a voice, understanding what drives them, what they care about most, and finding ways to integrate this into your business, your culture begins to take care of itself.

3. Constantly work on your communication. Just when you think you've communicated enough, you haven’t. I've leaned that people genuinely appreciate honest and open communication. We have always believed in transparency, and at times we probably give our team more business critical information than we should. Yet, with the right intention this has always benefitted rather than hindered. We've always found that helping people to understand the 'why' behind the decisions we make, enables us to move forward with, often times, difficult initiatives, whilst maintaining our sense of community and culture.

4. Have fun along the way. This is important. The journey of creating great culture is wildly unpredictable, exciting, often times full of surprises, at other times downright challenging. At TRC we constantly strive to be creative, to be different, and importantly we recognise our cultural diversity by celebrating multicultural milestones and international events. I think it's important to celebrate your wins, however small, and to stamp your individuality on the way you do things. Make the good times, and sometimes even the not so good times, memorable. For us, creating good culture is an ongoing initiative. It's about inventing, trying things out, risking failure, and trying again.

Are you someone who thrives on great culture? These are some of the things we do here at TRC - what do you do in creating a Best Place to Work? We'd love to hear from you.

The Holiday Myth Busted

Tue, 12 November 2013 20:36:15

There is a myth that permeates the recruitment industry - as with many other industries I don't doubt - that I want to dispel. The myth is the self-fulfilling prophesy that "things slow down at the end of the year."

Although it is true that the end of December and early January are slow, it is in no way true that the period of time broadly classed by purveyors of the myth as "the end of the year" (from late October through to early February) see a slow down. What this period of time does see is companies and individuals postponing decisions because they believe that they can. The basic components of the myth go as follows:

"I don't need to make a decision on this individual/opportunity because they will still be here early next year."

"Everybody looks to hire/find a role in the new year, nothing happens at the end of the year."

"All recruiters slow down at this time of year, mine is no different."

The purpose of this article is to dispel this myth and to give you, whether you are a client with a critical requirement or a candidate looking for a new opportunity, some guidelines on how to use the fact that this myth exists to your advantage.

So why does the myth exist? It is my belief that the myth is largely perpetuated by recruiters themselves. Why? Because they can't accept that they need to change their approach for the last 2 months of the year? Probably. Because they want it to be true so that they can wind down a bit? More than likely. Because they genuinely believe it? Almost definitely.

But the fact remains that, when clients begin to use the "end of the year" as an excuse for delaying a decision, recruiters take this as gospel and communicate the sentiment back to the market. The market gets this feedback from multiple sources and then feeds it back to those sources in an ultimately self-fulfilling cycle. The myth circulates like bad air in an airplane, getting more potent the more times it is circulated.

But the reality is very different and you, as someone who is looking for a positive outcome before Christmas, shouldn't take this myth as gospel.

I've always rallied against this myth, running incentive programs, special training sessions and an almost totalitarian ban on consultants repeating the sentiment before mid-December. The result of this has been that sales, for TRC, hasn't slowed down. In fact, if we look back over the last 5 years at TRC's average monthly sales in the months of November and December and compare these to the other 10 months in the year, we see that there is virtually no difference in the number of placements made.

So does this evidence hold true for both permanent and contract recruitment? Doubters of my theory may suggest that although the total numbers of placements remains consistent, the split between permanent and contract will change. The logic behind this argument is that over the holiday period employers look for a temporary workforce for the holiday period.

In fact, historical data shows that there is virtually no change in the mix between permanent and contract recruitment over this period and neither permanent nor contract placements reduce as an average compared to previous months.

I admit that it would be naive of me to claim that there is no slow down in the market at the end of December and through the first few weeks of January. But evidence suggests that the period leading up to this is just as busy as previous months.

One of the great ironies of the myth is that decisions are postponed "until the start of the new year". My proposition on this is that once a decision is assigned to the vague dusty cupboard under the stairs that is the "start of the new year" it will likely gather dust for all time. January is genuinely a very quiet time in the recruitment calendar. Decisions delayed from early December until the new year will, at best, come to fruition early February but many will likely remain delayed indefinitely.

This error in judgement is fueled by another recruitment myth: people start looking for a new role in the new year (we've all seen the plethora of adverts in January "new year, new job" etc. etc). It has in fact been my experience that the opposite is true. After a bit of a break, some time at home with the family away from the stress and the daily grind, job seekers often give it another go - a break is as good as a change. Your boss doesn’t seem so bad the other side of a 2 week break. It often takes a couple of months for the old gripes to reappear thus ensuring that decisions delayed by either party are never actually made.

The evidence shows that, (for TRC's clients and candidates at least), January is in fact not the time when everyone starts the new year looking for a new job.

It is the role of a good recruiter to make things happen, to facilitate an outcome that both client and candidate are happy with. If your recruiter takes their foot off the pedal in the lead up to Christmas then they are doing you a disservice. If they do not push you a little bit when you take the easy option of delaying a difficult decision until the "start of the new year" then they are doing you no favors. If you sense your recruiter drifting into holiday mode just when you have critical decisions to make then maybe it is time to do some Christmas shopping around.

So how can you, as someone who needs things done before the end of the year, use this perceived slowdown to your advantage?

Firstly, it is key to remember that people do make decisions before the end of the year, the good candidates do take jobs, the good jobs do get filled.

Secondly, it is worth remembering that your competitors (be it companies searching for the limited top resources on the market or other candidates vying for the plum roles) most likely believe the myth and have taken their foot off the pedal. Fortune favours the brave!

Thirdly, (and this may seem like a bit of a plug for TRC), find a recruiter who is noticeably active in the lead up to the end of the year. Who is advertising multiple roles relevant to you? Who is sending out a positive message to the market? Who is publishing freshly pulled opportunities rather than farming old, stale adverts? Find this recruiter, speak to them about their perception of the market, let them know you want to make a decision before the end of the year and see what they say. Ask them:

Do they have clients/candidates who will also make decisions within your timeframe?

Have they checked with their client that all decision makers are available up until the end of the expected interview process?

Are they themselves working up to the end of the year?

Do they have multiple opportunities relevant to you?

Don’t accept sub-standard service just because it is the holiday season, expect top-standard service because you are giving them an opportunity to gain market share from their competitors.

December is traditionally the month when TRC gains the most new clients. Many of these have called us in the absence of their usual recruiter and most have stayed on as regular clients post Christmas.

What better time is there to grab the best candidates or the best opportunities than while your competition (and the recruiters they rely on the represent them) are resting on their laurels and their mince pies. If a decision is worth making it is worth making now. What better time to sign up a new employee or land yourself a nice new role than just before the Christmas break.

There are so many things to worry about at Christmas; who bought you the inappropriate present in the office Secret Santa, visits from annoying relatives, over indulging. Don’t spend the break worrying about all the decisions you've delayed just because you believed something you heard from a recruiter – Christmas is no time for myths.

5 keys to effective performance coaching

Thu, 03 October 2013 10:32:54

Coaching is an effective means of developing and stretching your high performers.

As the manager, you also benefit by having more proactive, self-reliant, confident, motivated staff to whom you can delegate more.

For coaching to be successful, you must believe that the coachee "has the answer within them". Your job (as coach) is to ask powerful questions and guide them on a structured conversation that challenges them and leads to their "ah ha!" moment.

Here's five key principles to keep in mind when coaching:

1) Clearly articulate the goal

The team member must be clear on what outcome you expect. That means you (the manager) must be clear! Working toward a vague goal is frustrating and painful for all.

Get them to restate the goal to you in their own language to check for understanding.

2) Make sure they know you'll be coaching them

If your normal style is somewhat different, make sure they know that on this piece of work, you'll be acting as coach. Make sure they know why you think coaching is appropriate here.

Be clear about how often you'll meet and how those sessions will be structured.

3) Don't tell them how to do it

You need to specify the outcome that's required and then give the team member flexibility in how they get there.

Your questions can probe areas of concern in an open way e.g. "What will be the impact on other teams?", "What other options do you have?" but you must let the coachee make the decisions.

4) Coaching is not for everyone or everything

Coaching isn't a panacea or cure-all. As a manager-coach, you need to carefully choose the times when you will act as coach. The following probably aren't good opportunities to coach:

If time is very limited, you may have to be prescriptive to get the work done in time.
If the project is critical, you may need to be personally involved.
If someone is brand new, coaching is probably not appropriate. They will need specific guidance in order to complete the task.

Use coaching for established, competent team members who are already performing at a high level.

5) Be aware of potential conflicts

Being manager and coach can be hard. As coach, you need to give the coachee space to discover their own way. That includes making mistakes. As manager, you want results. Fast. Be aware of this potential conflict and consider this when selecting the areas to coach in.

One way around this is to use external coaches or have managers coach others who are not in their team.

Have you used coaching as a manager? What worked? What didn't work? Let me know below.

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