A summary and interesting read from a paper written by Dave Nerz, the President of the NPA Network. The future of global recruiting will undergo significant changes between now and 2020. The influences of technology, demographics, and the global business climate will shape the future of recruiting over the next 10 years. The following trends will define the future of global recruiting. Trend 1: Job Search is Evolving Technology is changing the nature of job searching by candidates. Job search is becoming more personal and social. Social network tools such as LinkedIn and Facebook are becoming important tools for recruiters to source candidates. Now days, the majority of jobs are found through network connections. Trend 2: Business Moving to Low-Cost Markets The global transition of manufacturing for high-cost markets to low-cost markets has been underway for years. This speed of this shift has exacerbated in the last 20 years. Traditionally strong manufacturing economies in North America and West Europe are shifting to Asia and other developing markets around the world. The talent to run these manufacturing organisations will need to move where the work is located. The talent shift will include jobs in the areas of engineering, production planning, logistics and quality. Trend 3: Consumer Markets are Shifting The fastest growing and largest consumer markets in the world are being redefined. What were once agricultural societies are becoming manufacturing-based and production –focused economies. By 2020, China has the potential to rival North America and Western Europe as the largest consumer economy. This means jobs for marketing and promoting consumer goods will shift as these markets grow. Trend 4: Demographics The ageing population in the western world is a known fact. As a result skill shortages will occur, especially in the math-based and science-related professions, at a time when established economies are in need of technical skill sets. Generational changes will impact company loyalty, the length of time candidates remain in a job and the focus on work projects rather than a goal to be hired by a single employer for a lifetime. Trend 5: The Changing Educational Landscape Education is a factor in off-shoring. While numbers remain relative static in developed nations, Asia will produce an ever-increasing pool of doctoral talent. In countries like China, South Korea and Taiwan, the percentage of the workforce with a secondary education or better will increase from 10 – 20% in the next 10 years. Trend 6: Company Structure and Brands are Global The biggest and best companies are considering and reacting to global changes. Employees of such companies will shift their focus to international assignments. Company leaders will have experience from several global markets, not just the home country of an employer. Trend 7: The Changing Nature of Work We have moved from an agricultural society to a manufacturing-based work. We shifted to an information-based and serviced-focused economy. This shift is creating an “any time, anywhere, and in many ways” approach to work. We are no longer confined by a specific physical place where work must be accomplished. These shifts allow work to be done from anywhere. Accounting and engineering firms offshore the time-consuming, process orientated and technically focused parts of their works to teams of people in India and China. These teams complete three shifts of work in the same time a North American based operation might only perform a single (eight hours) of work. http://www.premiumconsulting.com.au/newsitem.asp?ID=234 13/12/2011 02:23:04 The NPA network has extended their services to provide a job board for job seekers. This modern careers website provides access to jobs from international recruitment firms. Many of these career opportunities are not advertised or available through other popular, mainstream job search engines. Job seekers will interact with professional recruitment companies with international reach and scope. This also enables NPA members’ ability to compete globally by engaging more candidates in an international job search. To access the NPA Job Board go to; http://npajobboard.pcrecruiter.com/indexj.html http://www.premiumconsulting.com.au/newsitem.asp?ID=233 04/10/2011 05:04:29 A Big Thank You! I would like to thank the team at Premium Consulting for giving me the opportunity to get my first work experience with them. They are friendly and helpful and made it easy for me to adjust to the work environment. I was never bored and was always learning something new. I wasn't a number and my contributions were always valued. This experience increased my confidence, my knowledge and best of all it triggered even more interest in the human resource management and consulting fields. My highlights: * Getting hands-on experience in my domain of interest: HRM * Learning about the recruitment process from job advertisement to screening, interviewing and psychometric testing * Developing strong time management, organisation and customer service skills * Attending training sessions: Cbiz data training, CareerOne training ("Optimise your listing") * Managing the company's database, recruitment administration and clerical duties * Being creative: designing the company's newsletter and flyers for candidates What are you waiting for? I would strongly encourage companies to do the same as Premium Consulting so that they too can make a difference for a student. It can only be a win-win situation; so contact Premium Consulting now, whether you are a student or a company, to get more information about how the team can help you learn more and achieve your full potential. http://www.premiumconsulting.com.au/newsitem.asp?ID=232 01/09/2011 04:55:35 Over the last 10 years people have become confused by whether a CV should be one page, two pages or longer, whether it should be chronological or functional or skills-based, where and how they should summarise what they have to offer and which ideas are valuable amongst all the sources of advice in books and on the Internet. Take a deep breath; these are the only rules you ever need worry about. What MUST appear in your CV: * WELL STRUCTURED information about your experience, skills, knowledge and potential that is appropriate to the level and type of role you will be applying for. A CV must position you properly and immediately resonate with recruitment professionals. *Writing a GOOD CV is paramount to obtaining your place within the interview process, therefore you should ensure that you have included all relevant information relating to your chosen job on your CV. Most recruiters receive dozens of applications for each role and more often than not, will only shortlist candidates by matching the required skills from their initial overview of each CV. * Check for accuracy with spelling, dates of employment and study. Any gaps in employment need to be covered (i.e. travel, raising family). * Do not assume that you will have the OPPORTUNITY to ELABORATE on your job descriptions at the interview. If you do not give the recruiter an overview of your job role & capabilities, you may not get the opportunity to attend interview at all. * Always ask for a JOB DESCRIPTION relating to the role which you are applying for. Check the company’s website (where applicable) and vacancy sections to ensure that you have a good understanding of the company & the role, before submitting your application. * Most applicants write a PERSONAL PROFILE on their CV. This section should change for each job where applicable. Example: If the candidate states that they are looking for a role that involves lots of customer contact and you are applying for an accounts role, handling data entry with no telephone contact, it’s very likely that you will not be short listed for interview, therefore apply attention to detail every time you send out your CV. * Ensure that you always write a COVER LETTER to summarise why you are applying for each role. It may not be apparent on your CV that you are suitable, however if your opening statement is impressive and your reasons for applying for the job role are qualified, it is likely that you may be short listed for interview. Good luck with your job search and always remember that your CV is the Employers 1st impression of YOU! http://www.premiumconsulting.com.au/newsitem.asp?ID=231 01/09/2011 03:17:57 The key to a successful employer brand is... Promoting an organisation as a "great place to work" is a whole-of-business, strategic concept that requires a far more stringent approach than many employers are accustomed to providing. This is where most organisations fail, because they leave managing the employer brand solely to the human resources or marketing department. Your employer brand is reflected through the behaviours and actions of leaders and if the behaviours don't reflect the brand image no amount of employer or company marketing will save you. Leaders must have an employer brand mindset, which means they must understand what a brand is, how it is impacted, how to manage it and how intangible assets (people) deliver value to the bottom-line. http://www.premiumconsulting.com.au/newsitem.asp?ID=230 30/08/2011 05:51:55 Employee onboarding is a critical aspect of talent management. The onboarding process is designed to help integrate a new employee into the organisation’s culture and develop their skills and training needs. Good onboarding can drive employee retention. The four fundamental principles to ensure onboarding are: 1. Onboarding should highlight to new employees how their job aligns the organisations mission and vision. 2. Onboarding must connect to the culture, enabling new employees to understand the organisation they’ve joined. Onboarding goals should be built around the organisational priorities. 3. Integrate activities – all players must be accountable for meeting shared onboarding goals. 4. Apply to all employees, regardless of location and level, and tailor to specific types of employees. Managers/Supervisors should also play a role in onboarding. Managers should; - Welcome new employees and meet with them as early as possible - Clearly communicate job responsibilities - Explain and set cultural expectations - Develop individual performance plans with performance expectations - Assign meaningful work as soon as possible - Discuss career development - Monitor performance and provide frequent formal and informal feedback As organisations face increasingly complex challenges, employees need to be fully productive. Strategic onboarding provides a framework to integrate new employees to maximise their productivity, engagement and retention. Source: People Factor Group. 2011. http://www.premiumconsulting.com.au/newsitem.asp?ID=229 01/06/2011 02:38:42 It's an important question to ask. In the post GFC climate, companies are running a lot leaner with fewer staff. The lines between contractors popping in and employees are blurring. Furthermore, we have many more people telecommuting and there is the rise of the Wi Fi Warriors, the people you see all over town in cafes, bars and restaurants tapping away on a lap top, their smart phone sitting next to the latte. They don't need the office. A new survey reveals that six out of 10 workers around the world feel they don't need an office any more. They say they can work as productively at home or on the move as they can in the office and they want the tools and management flexibility to make that happen. Are companies prepared to go down this direction? A number are already in this space. Rentoid a NZ company, is a really cool local outfit that positions itself as the eBay of renting. Rentoid doesn't really have an office and has employees right around the world. It has 10 staff, 5 are local, the others are overseas, with coders in Russia and administrators in India. Company founder of Rentoid said “I don't care where they are, I just care they get it done. I have never even met these people face to face. We just talk on Skype and chat. I trust them and they tell me how many hours it took to build a certain part of the website. I don't know how many hours but I know it's done and I trust them and I just pay them for the hours they said they did. We have never been an office. Everyone works where they want. I don't care where they are, I just care they do the job. The point of that story is that you can run a good business these days without an office. Can we expect more companies to move in this direction? It's certainly a lot cheaper. Or is it more that what we call the office will morph into different places? So the Wi Fi Warrior is in effect working from an office when they are sitting in a café. Similarly, people like myself are sitting at the office when they are working from home. That means the office of the future is going to be three places: work, home and somewhere else. And that will create real management challenges for companies dealing with staff who need to do things like care for family members, from the old and frail to children. The focus will have to be less about supervision and more about recruiting and managing the kind of people who can deliver results from anywhere. It also means that corporations could emerge from the GFC renting less real estate. http://www.premiumconsulting.com.au/newsitem.asp?ID=228 27/04/2011 06:44:12 I have been fortunate to work with Premium Consulting from both perspectives – candidate and employer. The professionalism, thoroughness and quality feedback has allowed our business to engage staff suitable to the roles advertised. After analyzing the time taken to advertise, pre interview and reference check candidates the value for money is certainly a more than viable option compared with internal recruitment processes. I would strongly recommend Premium Consulting to other businesses. John Morrissey Julie has a friendly, personal approach, an extensive recruitment network and demonstrates a comprehensive understanding of her market and the needs of her clients. I highly recommend her as a professional and an essential contact if you are serious about doing business in Brisbane. Marie Carroll I would highly recommend Aaron to any service provider looking to acehive outstanding results to any difficult task. Aaron's high level communication and problem solving skills, makes him a valued asset to any organisation. Toni Reid Aaron has done some recruitment work for me since my time at Toll SPD and have always found him great to deal with and certainly knows his stuff and I highly reccommend him. I rate Aaron fairly high and dont think others in his field even come close based on the dealings I have had over the years. He knows his stuff and listens to your requirements therefore is able to hit the target and provides great results. Jayson Johns I utilised Aaron to find a national Line haul Manager for our business and given the nature of the role and our company culture I knew it would be difficult. Aaron took the time to fully understand both the role and our culture and then found an exceptional candidate who has excelled in the position and delivered more than what we expected since joining us. I highly recommend Aaron for any roles within the Transport and Logistics industry. Jim Cooper I have worked with Julie from the early days of our business, and on every occassion have found her to be an absolute professional in what she does. Her willingness to share information and opportunities is a credit; she is genuinely interested in achieving the best outcomes for everyone involved, which I'm sure is ultimately why she is so respected by her candidates and clients alike. Deon Haar Julie is a pleasure to work with. She is knowledgeable in the industry with a proven track record of success. I would highly recommend Julie and her business as a recruitment service provider. Pauline Gill I have known Aaron for a number of years on a professional basis and I am happy to recommend Aaron. I have approached Aaron on more than one occasion to provide profession expertise and unique skills to organisations I have been involved with. Aaron has always persisted to ensure we were introduced to the right professionals who were capable of fulfilling our requirements. The years I have been associated with Aaron he has always been diligent and has built a great client / partner relationship. Aaron conducts himself professionally and expertly to ensure clients requirements are met. Alastair Graham http://www.premiumconsulting.com.au/newsitem.asp?ID=227 07/04/2011 07:29:22 I had the pleasure of dealing with Aaron during a recent recruitment process. Unlike too many in the recruitment industry, Aaron gave a commitment to keep me updated as the recruitment process progressed and followed through with that commitment. He knew about the company he represented, the position and what was on offer and went to great lengths to make sure I was fully informed. I found Aaron to be honourable, trustworthy and open and would recommend him to any potential recruiter or job-seeker. Not a bad guy either! Greg Wilson Aaron was extremely helpful in assisting me seek employment opportunities within the logistics industry. Aaron is very honest and works with a very high level of professionalism and dedication and is very loyal to his clients. Aaron is a great networker [still keeps contact with me after 14mths from our initial contact]. He always kept me up to date with feedback and I particularly respect Aaron's commitment to matching a potential employee's personality/skills to a employer's culture/role requirements. Aaron always strived to achieve the right balance and never took shortcuts. Aaron has a strong business presence; an important attribute to have in the executive recruitment business. I would recommend Aaron without hesitation to any senior consultancy position. Joe Kosecki For over three years Aaron has tirelessly worked to help me find a new employer to continue my successful career after the completion of a two year contract with a world class firm. Where other professionals gave me promises and lip service only to fall by the wayside when the task got too hard, Aaron showed on more than one occassion that he had my best interests at heart securing roles for me with some of the most iconic, world reknowned firms in Australian industry today. I do not hesitate in endorsing Aaron as a thorough professional who delivers what he promises no matter how long he has to work to achieve for his clients. I actively recommend Aaron to any person I meet looking for employment in the supply chain & procurement professions and will continue to do so into the future. You will not go wrong with Aaron. Noal Southall Premium Consulting placed me in a role which I was perfectly suited to and they never wasted my valuable time in the recruitment process. They are a stand out recruitment company in every aspect of their business. Their expertise and communication far surpasses the majority of other recruitment companies which I have dealt with. If communication and an experienced understanding of your career needs is your criteria, then I cannot speak highly enough about my experience with Premium Consulting. Frank Miletic I had the pleasure of dealing with Aaron when he recruited me for a specialist role. I enjoyed Aarons understanding of the Supply Chain activities, appreciated his advice on remuneration expectations and valued the effort he took to listen to what I wanted and the career direction I want to take. I am a professional contractor within engineering construction projects and have dealt with many recruiters over the years. The thing with Aaron is that he imparts a real sense of credibility, what this means is not only can he build relationships with employers based on mutual industry understanding, but also give you a sense of confidence that you have one of the best recruiters representing you to the industry. It’s a pleasure to deal with Aaron and keep his number on my phone for the time my contracts draws to a close. Justin King I met with Julie Parsons from Premium Consulting after applying for a position advertised on-line. I had already "registered" with 2 recruitment agencies with no result after 3 months of chasing them reguarly for updates on any prospects. Julie Parsons met with me and was both professional and personal regarding our desire to find me a new career. Within 1 week of our discussion I have a new career underway. I have no hesitation in recommending Premium Consulting to individuals or companies for assistance in career placement or staff recruitment. Brad Kelly I started with Kings Resources and I thank you for referring me here. It has been exciting 10 days so far and its lovely to work with Scott and team. There is plenty of work to keep me challenged and motivated. Thank you for all the time you took in meeting with me, understanding my skills and referring me. I have and will always have highest regards for you and the work you do. Sonalee Arvind http://www.premiumconsulting.com.au/newsitem.asp?ID=226 07/04/2011 06:48:36 Growing at an amazing rate and attracting a wide range of users, there's no denying the strength of online social networks today. The potential to reach incredibly large groups of people beyond close friends and colleagues is certainly increasing in appeal to individuals seeking new career opportunities. However, just like any job search method, you have to know what you want to accomplish before you begin. One of the traps many of us fall into when we're starting a job search is that we tend to jump into it with a ready-aim-fire behavior before being really ready. By doing that, one of the first things we blow is the chance of making a good first impression. You've got to have a strategy in balance with what the data tells you; the data is networking. http://www.premiumconsulting.com.au/newsitem.asp?ID=200 21/01/2010 05:42:29 Employers around the world are indicating an uptick in hiring in the new year. However, some regions — such as Asia Pacific — are projecting a healthier outlook than other regions, such as the US. Hiring in the Asia Pacific region will likely return to pre-recession levels at the start of 2010. In year-over-year comparisons, employers from 19 of the 35 countries and territories surveyed said they expect stronger hiring activity during the first three months of this year compared to the first quarter of 2009. Employers in the US are more confident than they were just three months ago about employment prospects. At the same time, recruiters anticipate a promising rebound in 2010. Executive recruiters said they expect a 15 percent increase in assignments in 2010. The industries those recruiters project the greatest opportunities for executives in 2010 are healthcare; clean/green technology; energy/utilities; life science; and high-tech. http://www.premiumconsulting.com.au/newsitem.asp?ID=190 22/12/2009 01:42:54 • Make a confident entrance - carry yourself upright and proudly. • Initiate the handshake where possible. • Be conscious of your posture, sit upright. • Hold your head up high. • Have a positive attitude and speak using powerful and positive words. • Make and maintain eye contact during the interview. • Smile where appropriate. • Use silence frequently; take time to gather your responses. • Talk in a calm manner. • Avoid fidgeting and excessive arm and hand gestures for example biting the lip, finger or feet tapping or folding arms. http://www.premiumconsulting.com.au/newsitem.asp?ID=181 02/12/2009 02:09:36 Flexible work practices can deliver benefits to both employers and employees. They can lead to greater job satisfaction and help attract and retain skilled and valuable staff. Flexibility in the workplace may also improve productivity and efficiency by helping maintain a motivated workforce with reduced staff turnover and absenteeism. http://www.premiumconsulting.com.au/newsitem.asp?ID=167 09/11/2009 02:39:24 The traditional resume has worked well in the past. It worked well for the technology that we had to work with. It worked well when resumes were mailed out to companies or faxed to managers (how many people remember faxing resumes???). However, over the past few years people have been flocking to use various social networks as part of their professional lives. As people get more comfortable sharing their work history online, engaging with each other online and as this becomes more engrained in the corporate culture this will lead to the passing of the traditional resume. http://www.premiumconsulting.com.au/newsitem.asp?ID=154 14/10/2009 23:17:21 The phone interview is a normal part of the recruitment process and mastering it is critcial in any job market. Here are some tips for your next phone interview; • Remain as relaxed as you can. • Have your resume, the job ad and your application in front of you, if possible. • If the call occurs when you are in a location with no privacy, try to reschedule the interview to a mutually convenient time. • Ensure there is no background noise. It is fine to ask if they can wait a moment while you move into a quieter room to ensure that you won’t become distracted. • For some people, standing up and walking around when speaking creates more energy and enthusiasm. This is then portrayed in their voice. • The interviewer will guide the agenda, so be sure to listen to their questions and answer honestly. MAKE EVERY WORD COUNT! http://www.premiumconsulting.com.au/newsitem.asp?ID=150 06/10/2009 04:47:21