what are some ways that you've watched the industry change
Posted: Sun Jan 19, 2025 9:43 am
You started working in public relations back in 1984 as a junior consultant at the Adelaide office of Burson-Marsteller, where you were eventually promoted to CEO of Australian business in charge of 5 offices and over 120 employees. Again, were you in charge or involved with recruitment at any stage of your career with Burson-Marsteller? If so, in that time? What are some of the opportunities businesses have now that you didn't back then? Are there any pitfalls or drawbacks of the way things are currently?
I have been directly involved in recruitment for 30 years across all my roles. Throughout that 30 years, there was an apparent "war on talent." I always thought the war ended decades ago. Talent won!
What's changed is the pool of available talent keeps diminishing. New-age businesses like Google, Facebook and many others are plucking the cream of talent that traditionally would have evolved into my industry. Companies have become adept singapore phone number library at using social media tools to source their own talent. The talent pool itself has become far more fickle - happy to jump jobs much faster - and loyalty has diminished. The key is to focus on your top tier of talent: find the best and lock them in. Do all you can to ensure longevity and loyalty, and accept inevitable churn at the lower levels.
In an article for the website job-hunt.org, they break down the criteria for a successful campaign into three categories: form, fit, and function. Are there any other criteria that you would add to the list that you would look at when interviewing a prospective employee?
Yes- I look for four things:
interpersonal communications skills
attention to detail
In an article for The NonProfit Times' "6 Questions To Focus Your Recruitment Campaigns," they break down campaigns into two categories: focused and unfocused. In your experience, what are the benefits of focusing a recruitment campaign? How can it help employers find the best employees that will fit in with the company culture - and hopefully stick around for a while?
Create what I call the "Minimal Viable Candidate" criteria. Think hard about what the top four traits a candidate simply "must have" to be considered for the role. Then focus all your efforts to find candidates that score on average 80% against each of those four "must haves." ONLY meet those candidates that hit that level against your Minimal Viable Candidate. Too much time is soaked up by wasteful recruitment practices. Get very focused.
I have been directly involved in recruitment for 30 years across all my roles. Throughout that 30 years, there was an apparent "war on talent." I always thought the war ended decades ago. Talent won!
What's changed is the pool of available talent keeps diminishing. New-age businesses like Google, Facebook and many others are plucking the cream of talent that traditionally would have evolved into my industry. Companies have become adept singapore phone number library at using social media tools to source their own talent. The talent pool itself has become far more fickle - happy to jump jobs much faster - and loyalty has diminished. The key is to focus on your top tier of talent: find the best and lock them in. Do all you can to ensure longevity and loyalty, and accept inevitable churn at the lower levels.
In an article for the website job-hunt.org, they break down the criteria for a successful campaign into three categories: form, fit, and function. Are there any other criteria that you would add to the list that you would look at when interviewing a prospective employee?
Yes- I look for four things:
interpersonal communications skills
attention to detail
In an article for The NonProfit Times' "6 Questions To Focus Your Recruitment Campaigns," they break down campaigns into two categories: focused and unfocused. In your experience, what are the benefits of focusing a recruitment campaign? How can it help employers find the best employees that will fit in with the company culture - and hopefully stick around for a while?
Create what I call the "Minimal Viable Candidate" criteria. Think hard about what the top four traits a candidate simply "must have" to be considered for the role. Then focus all your efforts to find candidates that score on average 80% against each of those four "must haves." ONLY meet those candidates that hit that level against your Minimal Viable Candidate. Too much time is soaked up by wasteful recruitment practices. Get very focused.