Australia & New Zealand | September 2011

r e c r u i t m e n t a n d c o n s u l t i n g s e r v i c e s a s s o c i a t i o n l i m i t e d

PRIN

TPOS

T AP

PROV

ED P

P352

380/

0006

5

Targeting Productivity

in this issue

2011 RCSA International Conference Report

This information is of a general nature only and does not take into account your personal objectives, situation or needs. Before making a decision about RecruitmentSuper, you should consider your own requirements and the relevant Product Disclosure Statement. For a copy call us or visit the RecruitmentSuper website, www.recruitmentsuper.com.au. Professional Associations Superannuation Limited (PASL) (ABN 14 056 917 303 AFSL 222590 RSE L0000352) is the Trustee of Professional Associations Superannuation Fund (PASF) (ABN 78 984 178 687 RSE R1000429). RecruitmentSuper is a Division of PASF. 1. There is no investment choice in EasyChoice. Super is automatically invested in RecruitmentSuper’s Growth option. Members can choose to upgrade to SelectSuper to have a choice from nine different investment options. 2. PASL has engaged eo Pty Ltd (ABN 53 000 013 276 AFSL 232501) to provide general financial advice, marketing and sales services for PASL. Financial services provided by eo Pty Ltd are provided under eo Pty Ltd’s Australian Financial Services Licence. Consultants are employed by eo Financial Services Pty Ltd (ABN 57 103 181 844) and are Authorised Representatives of eo Pty Ltd. 3. The Superannuation Clearing House is provided through the Link Group of companies and not PASL. The Trustee is not responsible for the products or services, views or actions of this organisation. You should use your own judgement before taking up any product or service offered by a third party. 4. Based on the average fees for a $50,000 account balance, measured against all Australian Public Offer funds.

Making the business of super, simpler

We make it easy for employers

The leading industry super fund for the recruitment sector.

Quality product options with low fees and affordable insurance cover.

A range of investment options to make investment choice easy for your staff1.

Competetive investment performance.

A dedicated Relationship Manager to assist you and your staff2.

Workplace education sessions at no additional cost.

Access to a clearing house facility at no additional cost3.

Awarded Canstar Cannex’s 5 stars for outstanding value for SelectSuper product.

Gold rated and in the top ten for lowest fees by SuperRatings4.

Why choose RecruitmentSuper:

SelectSuper

✔

✔

✔

✔

✔

✔

✔

✔

✔

PRINCIPAL PARTNER OF

Contact a Relationship Manager to see how:

P: 1300 304 044 E: info@recruitmentsuper.com.au W: www.recruitmentsuper.com.au

We understand your business and the unique relationship between you and your workforce. We are dedicated to making super quick, simple and hassle-free while providing a high quality service for both employers and members. This commitment is why we are the leading industry fund for the recruitment sector.

september 2011 3

Contents

4 President’s Report: Lincoln Crawley

6 CEO’s Report: Steve Granland

8 2011 RCSA International Conference Report

16 International Comment: Ciett Conference – Report from Rotterdam

19 The last decade! How do we respond?

20 Mature age workers make good business sense

21 AMRANZ Profile: Recruitment of senior doctors in Victorian public service

BUSINESS MANAGEMENT ISSUES

22 Are you too busy to succeed?

24 Protecting your business

26 Are your “introductions” an “effective cause” of anything? Do they need to be?

27 RCSA Immigration Working Group regroups

28 Update: National harmonisation of work health and safety laws – the impacts for you

30 Criminal record risk mitigation

31 Do you want a résumé or a CV?

32 How to guarantee a productivity boost from recruitment software

33 Industry research – RIB Report results

FOCUS: PRODUCTIVITY

MARKETING

34 Recruitment process feedback: nine tips to help you get the most from your feedback process

ASSOCIATION NEWS

36 RCSA PEARL Learning and Development

37 Direct Connection – special offer for RCSA Members

37 Meet your Regional Presidents: WA and SA

38 RCSA Service Delivery Standard relaunches

38 RCSA Professional Accreditation Framework

39 Events

39 RCSA Business Solutions

40 In the Media

41 New Zealand Report

42 Special Interest Groups

43 RCSA Supporter Profiles

44 RCSA Partners and Premium Supporters

44 Member Benefits

45 RCSA Board, Life Members and Fellows

46 2011 RCSA Events Calendar

The Recruitment and Consulting Services Association (RCSA) is the leading industry body for talent management and workforce solutions in Australia and New Zealand. With approximately 3,500 members, Corporate and Individual, the Association sets professional standards, conducts research, educates and develops members’ skills, monitors industry developments and lobbies state and federal governments on issues directly affecting members.

the recruitment and consulting services association limited

The RCSA Journal is published by the Recruitment and Consulting Services Association Limited.

rcsa australia & neW Zealand

PO Box 18028Collins Street EastVIC 8003 Australia.T: +61 3 9663 0555Toll Free NZ: 0800 441 904F: +61 3 9663 5099E: info@rcsa.com.au www.rcsa.com.au

RCSA JOURNAL editorial enQuiries

The Editor: Sally Matheson Matheson Publishing T: +61 3 9820 2676 E: sally@mathesonpublishing.com.au

RCSA JOURNAL advertising & suPPorter enQuiries

Julie Morrison RCSA Manager Marketing & CommunicationsT: +61 3 9663 0555E: jmorrison@rcsa.com.auwww.rcsa.com.au

suBscriPtion enQuiries

Bulk orders and subscriptions are available: contact the RCSA at the address details above.

design

Perry Watson Design +61 3 9596 0899

Print

GEON Impact PrintingThe RCSA Journal is printed in Australia on recycled paper.

NOTEAll material published in the RCSA Journal is subject to copyright and no part may be republished, photocopied or transmitted electronically in any form without written permission. Opinions expressed by contributors are their own and are not necessarily endorsed by the RCSA or the editor. Advertisers and contributors to the RCSA Journal should be aware of the provisions of the Anti-Discrimination Act 1977 and the Trade Practices Act 1974 in relation to false and misleading advertisements or statements and other unfair practices. The RCSA and the editor accept no responsibility for such breaches. While every effort has been made to ensure the accuracy of the information in this publication, no responsi bility is accepted for errors or omissions.

© Copyright RCSA 2011ISSN 1838-8736

8 22RCSA International Conference 2011 Report

Are you too busy to succeed?

This information is of a general nature only and does not take into account your personal objectives, situation or needs. Before making a decision about RecruitmentSuper, you should consider your own requirements and the relevant Product Disclosure Statement. For a copy call us or visit the RecruitmentSuper website, www.recruitmentsuper.com.au. Professional Associations Superannuation Limited (PASL) (ABN 14 056 917 303 AFSL 222590 RSE L0000352) is the Trustee of Professional Associations Superannuation Fund (PASF) (ABN 78 984 178 687 RSE R1000429). RecruitmentSuper is a Division of PASF. 1. There is no investment choice in EasyChoice. Super is automatically invested in RecruitmentSuper’s Growth option. Members can choose to upgrade to SelectSuper to have a choice from nine different investment options. 2. PASL has engaged eo Pty Ltd (ABN 53 000 013 276 AFSL 232501) to provide general financial advice, marketing and sales services for PASL. Financial services provided by eo Pty Ltd are provided under eo Pty Ltd’s Australian Financial Services Licence. Consultants are employed by eo Financial Services Pty Ltd (ABN 57 103 181 844) and are Authorised Representatives of eo Pty Ltd. 3. The Superannuation Clearing House is provided through the Link Group of companies and not PASL. The Trustee is not responsible for the products or services, views or actions of this organisation. You should use your own judgement before taking up any product or service offered by a third party. 4. Based on the average fees for a $50,000 account balance, measured against all Australian Public Offer funds.

Making the business of super, simpler

We make it easy for employers

The leading industry super fund for the recruitment sector.

Quality product options with low fees and affordable insurance cover.

A range of investment options to make investment choice easy for your staff1.

Competetive investment performance.

A dedicated Relationship Manager to assist you and your staff2.

Workplace education sessions at no additional cost.

Access to a clearing house facility at no additional cost3.

Awarded Canstar Cannex’s 5 stars for outstanding value for SelectSuper product.

Gold rated and in the top ten for lowest fees by SuperRatings4.

Why choose RecruitmentSuper:

SelectSuper

✔

✔

✔

✔

✔

✔

✔

✔

✔

PRINCIPAL PARTNER OF

Contact a Relationship Manager to see how:

P: 1300 304 044 E: info@recruitmentsuper.com.au W: www.recruitmentsuper.com.au

We understand your business and the unique relationship between you and your workforce. We are dedicated to making super quick, simple and hassle-free while providing a high quality service for both employers and members. This commitment is why we are the leading industry fund for the recruitment sector.

Please pass on to:

_______________________

_______________________

_______________________

_______________________

_______________________

rCsA JOUrNAL4

As you will all know by now, the RCSA International Conference was a huge success! Among the three hundred

participants we had international visitors with us from India, United Kingdom, the US and New Zealand – and every Australian state was well-

represented. We were especially delighted to

welcome our local Australians who travelled the

furthest to Port Douglas in far north Queensland –

around twenty Western Australians and ten

Tasmanians.

It was great to see attendees visiting the RCSA

stand at the Conference and taking the opportunity

to talk with RCSA Board members and staff to

let us know how we could serve you better.

My thanks and congratulations to all the extremely

professional speakers for their contribution over the

Conference and to the organisers who went to

extra lengths to make this such a successful

and memorable event.I’d like to put on record my sincere thanks

to our conference sponsors without which such events would not be possible. Firstly, our Platinum Sponsor and RCSA Principal Partner, RecruitmentSuper and our Gold Sponsor and RCSA Business Partner, OAMPS. I’d also like to thank these Conference Sponsors who are also RCSA Premium Supporters: Silver Sponsor – Seek and Bronze Sponsor – CareerOne. We thank the Innovation Sponsor – Recruitment Systems, Cafe Bar Sponsor – FastTrack and Catering Sponsor – Oxford Funding. As well as these valued sponsors, the Golf Sponsor was JobAdder, one of our RCSA Supporters and our Concurrent Session sponsors were Liberty International Underwriters (also a Premium Sponsor) and Berkley Insurance Australia. And last but not least we thank our exhibitors for their participation.

At the Conference, I also took the opportunity to remind everyone about the three planks of RCSA policy going forward.

Firstly, professionalism and standards are absolutely critical. The Code for Professional Conduct is rated by you, our members, as the most important part of being a member of RCSA.

We want to be seen as an industry that sets the bar very high when we’re engaging with stakeholders and state and federal governments. The standards we expect of our members and, equally, that our members expect of us as an Association are key to us becoming the benchmark for professionalism.

Secondly, we need to influence policy. It’s too late for our expertise when we are on the receiving end. We need to be at the table to discuss challenges facing our industry. To add validity to these discussions we need to present ourselves with empirical data and hence credibility – so people are willing to listen to us.  We need to focus on identifying people in state and federal government with whom we should be engaging, and then through our working groups, we must candidly reflect on our progress and continue to develop plans for the future.

Finally, being relevant to and engaging with our members. I’ve heard that we had much work to do in this area in providing services which are specific, relevant and add value and in providing a framework and culture which is inclusive. There is a huge amount of talent, experience and subject matter expertise throughout the current membership, in lapsed membership and in those who have not yet been members. I am pleased with the progress we’ve made in improving our services and the new membership framework which, as well as driving membership numbers, makes it easier and more attractive to become a Fellow. Together with improved data, Fellows are key to us getting to the pointy end of public debate and legislative development.

Next year’s RCSA International Conference will be held in Fiji – an exciting prospect! Remember, the RCSA Conference is your opportunity to set aside the demands of the workplace and to meet up with your peers to exchange ideas, knowledge and experience in a relaxed environment. It’s a very valuable opportunity.

lincoln crawley aPrcsa RCSA President, Australia and New Zealand

2011 rCsA Conference – a huge success!

Your opportunity to set aside the demands of the workplace and to meet up with your peers to exchange ideas, knowledge and experience in a relaxed environment.

presIDeNt’s repOrt

Lincoln Crawley APRCSA

Closer to clientsCloser to communities®

Running a business involves a significant investment and an effective insurance program is an important component of protecting it. Seeking professional advice is a vital step that will enable you to find the most appropriate insurance to minimise the financial risks associated with unexpected events. OAMPS Insurance Brokers has been the Business Partner of the Recruitment and Consulting Services Association (RCSA) for over 10 years. This long term relationship has enabled OAMPS to remain at the forefront of the industry to develop specialised recruitment insurance policies for both corporate and individual members.

RCSA members have access to discounted rates. For an obligation free quote contact OAMPS today.

Protect your Investment

1800 552 551 recruit@oamps.com.auoamps.com.au/recruit

Ref:

005

3SEP

2011

0053 - OAMPS RCSA Ad Aug2011.indd 1 17/08/11 12:06 PM

rCsA JOUrNAL6

CeO’s repOrt

Steve Granland

Welcome to the latest edition of the RCSA JournalIn this issue we bring you highlights of the 2011 RCSA International Conference with extracts from some of the presentations as well as photos of some of the attendees learning and networking and yes, thoroughly enjoying themselves in sunny Port Douglas.

In our FOCUS section we also bring

you a report from RCSA Vice President

Robert van Stokrom APRCSA who

attended the Ciett Conference in Rotterdam

recently. And there’s a report on mature

workers and how they make good sense

for business and, in the AMRANZ Report,

we look at the recruitment of senior doctors

in the Victorian public health service.

We continue the “productivity” theme in

the business management section of the

Journal with Mark Ashburn asking the critical

question, “Are you too busy to succeed?”

He says it all comes down to the idea of

busyness versus productivity. Andrew Wood

covers “introduction fees”, we look at

protecting your business through the right

kind of insurance, and there is an update on

the RCSA Immigration Working Group which

has, in fact, regrouped. We also look at the

important issues of the national harmonisation

of the work health and safety laws and criminal

record risk mitigation. All in all, it’s another

issue packed with information for you!

Annual Conference a resounding success

I am very pleased to report that the 2011

RCSA International Conference, Targeting

Innovation for Productivity, was a great

success. This conference was the largest

single gathering of senior recruitment

industry leaders in the Asia-Pacific region

for a number of years, providing business

owners and senior executives with the

opportunity to access a comprehensive

catalogue of industry and business thought

leaders, keynote speakers, workshops and

this year, a dedicated knowledge exchange

luncheon.

I am also very pleased to announce that

next year the RCSA Conference will be held

in Fiji – the dates are 29-31 August 2012 and

venue details will be advised to members

shortly – and given the success of this year’s

event I would certainly encourage you have

your passport ready and to book early.

Recent RCSA activitiesOnce again we have been very active

over the last three months on the lobbying

and advocacy front with key meetings held

with the ATO, the FWO, Department of

Treasury, DEEWR and Standard Business

Reporting. A major stakeholder communication

and industry awareness project is planned for

the remainder of 2011. I have been working

with RCSA regional councils in identifying

key local political and regulatory contacts

and developing communication plans and

strategies. The RCSA Working Groups have

also been very active over the last three

months with the newly formed Immigration

Working Group preparing a RCSA submission

in response to the Howell Report.

Support from all regions for PAF I would like to thank all RCSA Corporate

members who have supported the launch

of the RCSA Professional Accreditation

Framework (PAF). The launch has been a

great success with close to three hundred

new individual members welcomed on

board. RCSA Corporate members who

support the RCSA PAF are actively advancing

the recruitment industry and building its

standing as a true profession, and have

created a competitive edge and credibility

that clients look for in today’s professional

market. A reminder that all Corporate Member

employees who are currently not individual

members of RCSA can receive complimentary

12 month individual RCSA membership if

they apply by 31 December 2011.

Upcoming eventsThe RCSA events teams and regional

councils have been working very hard

planning events for the next few months.

I am pleased to confirm we have secured

Senator Nick Xenophon as a speaker for

a Leaders Lunch in SA and I urge our SA

members to support this event. I am also

pleased to advise we have a series of free

networking events scheduled over the next

few months – make sure you keep an eye

september 2011 7

2012 RCSA International ConferenceFiji, 29-31 august 2012.

grab your passport, add some extra leave, bring your partner, and the kids – book early!

open for these. Details of RCSA Awards program

for 2012 will be released shortly. At this point it

would be a good idea to pencil in 10 May 2012 as

the date for the RCSA Gala Ball to be held at the

Plaza Ballroom, Melbourne.

Our greatest strength – the CodeAs highlighted with the launch of the new RCSA

individual membership model, fundamental to

any profession is a commitment to continuous

education and professionalism. One of our strengths

as an industry body and one of the most highly

rated member benefits is the RCSA Code for

Professional Conduct. The Code allows the

RCSA to differentiate its members as organisations

in the industry which commit to the ACCC

authorised set of professional standards.

To ensure the Code is successful for members

individually and collectively, it is important that

we have increased focus on the requirement

for members to train staff in the RCSA Code for

Professional Conduct. It is vitally important that

Corporate members of the RCSA accept the

responsibility of training their staff in the Code

and we will be looking at ways to monitor this

mandatory requirement more closely. Code

training is available online at no cost to staff

of RCSA Corporate members. Individuals who

complete the training will be sent a completion

certificate.

As always, if you have any feedback please

email me at sgranland@rcsa.com.au. We are

always looking at ways to serve our members

better and we value your opinion.

steve granland

Chief Executive Officer

I would like to thank all RCSA Corporate members who have supported the launch of the RCSA Professional Accreditation Framework (PAF). The launch has been a great success.

rCsA JOUrNAL8

2011 INterNAtIONAL CONfereNCe

Targeting Innovation for Productivity

2011 International Conference reportRCSA Members and guests from across Australia and New Zealand and international visitors from around the globe enjoyed the RCSA International Conference in Port Douglas, Far North Queensland from 31 August – 2 September. More than three hundred people flocked to the Sheraton Resort to enjoy professional development and networking with their peers. A host of internationally renowned speakers and presenters shared their ideas for creating a competitive edge, updating technology and adding value to members’ businesses.

T HERE were networking events each night

including the Poolside Welcome BBQ and

the traditional Conference Dinner – this year,

a magical mystery tour called “Flames of the

Forest” with fire-dancing and exciting entertainment

under the stars. The traditional Sunset Cocktail Closing

Party held at the On the Inlet Restaurant closed the

official events and many people took advantage of the

glorious location to take some post-Conference tours.

Conference evaluations already received indicate that

attendees rated presentations very highly – an excellent

result! In the following pages, you will find just a few of

the highlights from some of the presentations and you

can find more notes from the presentations by Dr Tom

McKaskill and Steve Vamos starting on page 14.

Organise your operations to get things done – and look for innovation that unlocks value.Peter Sheahan

september 2011 9

Some members of the RecruitmentSuper team enjoying the Conference Mystery Dinner. L-R Helen Hermans, Relationship Manager; Balinda Caratti, Sarah Medcalf, Tanya Harvey, Liz Hunt, Members Services Team; Charlotte Jones, Marketing & Communications Specialist and Ean Newbold, Relationship Manager.

Jane Devereux, Director, Jane Devereux Group; Maria Kourtesis MRCSA, MD, Prime Medical Placements: and Peter Wadmore, CFO, Prime Medical Replacements.

Bob Olivier APRCSA and Helen Olivier APRCSA, RCSA Board Member.

Danial Mullin, Team Leader Recruitment Insurance, OAMPS and Michael Poon, Branch Manager - Speciality Schemes, OAMPS.

Peter Osborne, Manager, Trade Marketing & PR, SEEK Ltd.

David Arkless, President – Corporate and Government Affairs, Manpower.

Phillip Collins, Director, FastTrack; Lincoln Crawley APRCSA, RCSA President, with Robert van Strokrom APRCSA, RCSA Vice President and CEO, DFP Recruitment Services with Kate Coath, COO, DFP Recruitment Services.

Members of the panel, L-R: Brian Styles, CEO of Integrated Group Limited; Jane Beaumont APRCSA, MD of Rubicor Group Limited; and Lincoln Crawley APRCSA, RCSA President Australia and New Zealand.

rCsA JOUrNAL10

2011 INterNAtIONAL CONfereNCe

Peter Sheahan: Creative Strategies for Turning Challenge into Opportunity and Change into Competitive AdvantageCEO, changelabs.

• Very rarely are CEOs/leaders/managers held accountable for not predicting the future – it’s the assumptions leaders make about what’s in front of them today and how to exploit the opportunities that really matters. What makes it hard for us to see opportunity? We judge from our collective experience – sometimes you have to unlearn what you know.

• Organise your operations to get things done – and look for innovation that unlocks value.

• Consider 90 day-obsessions that you fix once and for all, just nail them. Having seventy initiatives owned by four people is not good – they’ll never complete them.

• Ask yourself, “What is a nice-to-have? What is a can’t-live-without necessity?” You could be the fastest, cheapest, best, but the narrative you build in your mind is most important.

• Value is created in collaboration - to get control, give it up!

• Finally:1. question assumptions2. get really clear on narrative and value

proposition3. look at the non-sexy things4. leverage the relationships.

• Then seize it, get out of the competitive mania!

We need a culture that encourages innovation, challenges old paradigms. Great ideas can come from anywhere if there is no fear of failure.Neer Korn

september 2011 11

Neer Korn: Two for the Price of OneThe Korn Group.• When we look at retention and innovation,

we see that loyalty is a rare commodity. We need to give people a reason to stay in their jobs to help them understand that it’s not a sign of weakness to stay for ten or twenty years.

• Let people show you what they can do. Show confidence in them, give them responsibility, forget ranks and order and let the CEO lead from behind.

• We need a culture that encourages innovation, challenges old paradigms. Great ideas can come from anywhere if there is no fear of failure. Try new ideas everyday, knowing you can fail but take that experience with you.

David Arkless: Global Strategies – the Future of Talent, a Global Perspective President, Corporate and Government Affairs, Manpower Group.• We’re entering into “The Human Age”.

Business models need redesigning – existing models are failing worldwide. We are moving from capitalism to “talentism”. Talent is determining many things in the corporate world. Employees are dictating now. Workers can work anywhere and technology is a liberator.

• Organisations used to hire power and influence – now they hire passion, creativity and teams.

• However, there are areas of global risk. As well as cyber security, nuclear instability and weapons of mass destruction, there are the demographics of west and east. European economies must open their borders or they will be fifty million workers short in the future. In the meantime, China is out with its chequebook, buying as many resources as it can.

• This can lead to four revolutions:1. the dichotomy of global growth2. inversion of plenties and scarcities3. exponential progress in technology4. revolution will happen because

everyone is social networking at any time anywhere.

• The pace is getting faster and there has been an enormous increase in change in the last two decades but we haven’t evolved as human beings – we’re still overwhelmed by emails and social network contacts.

• Everyone, the Australian government, unions, corporations, etc must ensure:• immigration of a huge number of

skilled people• huge tax incentives for people

involved in education

Enjoying networking: Robert Blanche MRCSA (Life), Director, Bayside Personnel Australia; Jane Devereux APRCSA, Director, Jane Devereux Group and Deborah Wilson APRCSA, Executive Director Client Development, Trevor-Roberts Associates.

L-R, seated: Ross Fisher FRCSA (Life), Managing Director, Fisher Recruitment; Phillip Collins, Director, FastTrack: Robert Van Stokrom APRCSA, CEO, DFP Recruitment Services: Leonie Hill APRCSA: Lincoln Crawley APRCSA President RCSA: David Arkless, President of Global Corporate and Government Affairs, ManpowerGroup: Kate Coath, COO, DFP Recruitment Services and her partner, Glen Harrison. Standing: Samantha Cotgrave, Managing Director, Gel Group: Sue Turk, GM Operations, Rubicor Group: Warren Tocker, Director, PowerHouse People NZ and Jane Beaumont, CEO, Rubicor Group.

Megan Bolton, CEO, RecruitmentSuper (Platinum Sponsor and RCSA Principal Partner), back row, is the centre of this happy group. Seated, L-R: Veronica Peck, Recruitment Consultant, Pure Source Recruitment; Tracey Montgomery, General Manager, Pure Source Recruitment; Schadd Montgomery, Managing Director, Pure Source Recruitment: Amanda Lintott, Career Driven; Kerry Kelly APRCSA, National Training Manager of Recruitment, Chandler Macleod; David Rendall, international speaker; Andrew Wesley, Delivery Manager of Diversiti; Chandler Macleod Consulting – Melbourne and Nina Mapson-Bone, Executive GM of Recruitment, Chandler Macleod. Standing at left is the venue waitperson, Conference MC Andrew Klein; Megan Bolton, CEO, RecruitmentSuper; far right, Gil Sebbag Manager Employer Services, RecruitmentSuper with his fiancée to his left.

Nellie Dicks, Owner/Manager Richmond Branch, Bank of Queensland talks with John Logie, Manager, Ideal Recruitment and Dianne Logie.

rCsA JOUrNAL12

2011 INterNAtIONAL CONfereNCe

• SME capital and talent• understand who young

entrepreneurs are• establish a national

productivity program• learn Asian languages.

• Let’s change the world and make it the human age!

Graham Jenkins MRCSA (Life): Fresh Thinking: New Ideas and Useful ToolsGraham Jenkins Pty Ltd• It’s all about doing things

differently to reduce costs. We’re all good at sales but there are lots of new tools around to help us improve things and save many thousands of dollars - such as cloud computing. Large companies do it but there’s no reason why SMEs shouldn’t do the same.

• Five tips to stay ahead:1. embrace change2. do not rest on your laurels3. focus on improving

productivity4. work on yourself as a

project5. stay connected.

Joris Luijke: Embrace Technology, Create an Environment of Urgency and InnovationGlobal Director HR, Atlassian

You must have self-determination to organise your own work. For example, at noon on Thursday, stop work and think up creative ideas to present to a group next day. Ninety per cent can be thrown out but that ten per cent do count! This can be incredibly successful and costs nothing.

Mastery is the intrinsic motivation of individuals to be awesome at something. Managers should discuss what staff love and loathe – then reduce by two hours the tasks people loathe and increase by two hours the tasks they love.

People are generally more innovative if they hate a process and want to improve it – or if they really love something.

Visibility makes people take ownership to make ideas become a reality – put everyone’s objectives out there. Using networks ensures collaboration, ensures visibility to execute actions.

september 2011 13

2011 INterNAtIONAL CONfereNCe

Focus on the company, not on you. People won’t innovate for you, but they will for the company.David Rendall

David Rendall: Immortality – Lessons form the Lives and Deaths of Innovative LeadersRendall & Associates• We can’t take anything for granted –

money, free market system, public education. We might have to recreate freedom, equality and justice.

• Martin Luther King said If a man hasn’t discovered something he will die for, he isn’t fit to live.

• Great leaders endure suffering, terrible leaders inflict suffering.

• When you are passionate about something you can endure anything.

• We all need a powerful purpose – am I pursuing a goal that is worth suffering for?

• Focus on the people working for you – how good they are or how good they could be. Focus on the company, not on you. People won’t innovate for you, but they will for the company.

• Mark Twain said, The truly great make you feel you can become great.

• And finally, great ambition and conquest without contribution are without significance.

Other presenters included Vanessa Fudge, Mariah Gillespie, Amanda Gome, Rod Hore, Cath Lawrence, Rob Collins and Dom Thurbon.

Panel sessions were facilitated by Ross Clennett APRCSA, Charles Cameron and Steve Shepherd MRCSA (Life).

Panellists included John Rawlinson, John W Healy, Robert Brimm, Aaron Dodd, James Cozens APRCSA, Julie Honore and Clayton Cook.

Matthew Hobby, State Manager SA, McArthur, talks with Nick Stillwell, Corporate Manager, Stillwell Management Consultants and Nicole Underwood, General Manager, Nicole Underwood Pty Ltd.

George Lambrou, Finance & Operations Manager, RCSA, catches up with James Cozens APRCSA, Managing Director, Attwood Cozens NZ.

rCsA JOUrNAL14

build an innovation processWhat is the difference between invention and innovation? Invention is the discovery of new knowledge (usually technology) and innovation is applying something new to a situation which makes a difference to what you do, how you do it, or the outcome. Entrepreneurship is the third element and that means creating a business which impacts the market, said Conference presenter Dr Tom McKaskill.

Tom McKaskill has twenty years’ experience as a practising entrepreneur and is the author of twenty books for entrepreneurs.

He said you don’t have to be an inventor to make a difference – it’s the application which is important. When you do something new to your business, that’s an innovation. You are looking for things which make a difference – staff experience, candidate experience, customer outcomes and profitability. However, when you do something new which no one else has done, that can create a major competitive advantage.

There are various types of innovation including:• product/service innovation: adding value

to existing or new customers through product or service development

• process innovation: improving an existing process or developing a new process

• business concept innovation: new ways of delivering your product/service to customers. There are many ways to improve the

business and improve its competitive advantage – it all begins by being willing to embrace new ideas, Tom said. Big innovations happen rarely: little innovations are frequent.

Embrace change, he urged. If you don’t, your competitors will. There are winners and losers whenever there is a change – you need to win some. Ask yourself what impact change will have on you, your staff, your clients, your candidates and how can you turn that to your advantage.

Innovation/opportunity is a state of mind – even if you are a sole trader, he said.

Use an entrepreneurial approach• Be pragmatic: perfection is good

but it takes longer.• Small is OK: limited functionality

is better than none.• One step at a time: each stage

is a go/no go decision.• Walk away: if it’s not working, move on.• You are not the centre of the world: leave

your ego at the door.• You can’t control everything: bad luck

happens, move on.• Be inclusive: growing a business is a team

sport.

Getting ideasEveryone plays: the best ideas are often

from the coalface. And clients may provide ideas. They see a different side of you and

they may want more or less in the customer service experience. Candidates get around and see lots of different companies so they may be a source of ideas. Consider what your competitors are up to? And look at similar organisations overseas – they may be onto something you can use. Finally, look for ideas internally with planning and strategy sessions, personnel reviews, and considering problems, delays and business needs.

And remember, just because you think something is a good idea doesn’t mean it is. We need to look to the value created by the idea and have a screening test for ideas so we don’t waste our time.

Evaluating ideas: identify the customer, whether internal or external client, candidate or supplier. Make sure the change improves your productivity (internal) or your market performance (external).

There should be measurable outcomes so we can judge a return on investment and of course we need to ensure it is viable and legal and is achievable within the capacity and capability of the organisation.

Desirable outcomesThese include more revenue, more business,

improved profitability, improved business sustainability, making the business a better place to work and increasing business value.

Metrics do count; it’s very hard to improve a situation unless you know what is going on. So ask for measurable outcomes which force better analysis and justification. It’s very hard to judge an idea unless you have a base position to compare it to.

Making it workFinally, Dr Tom McKaskill’s five points

for making it work:1. Lead from the top: new ideas, innovations

and productivity gains are key to competitive advantage.

2. Allocate a budget: there needs to be an allocation of time and expenses to support any program.

3. Celebrate success and learn from failure you just need one winner in five to make it worthwhile.

4. This is a marathon, not a sprint: it is often about changing culture, so don’t rush it.

5. You don’t have to be big to be innovative.

Dr Tom McKaskill

2011 INterNAtIONAL CONfereNCe

september 2011 15

Leading to survive and prosper in fast-changing and uncertain timesThe world has changed and continues to change faster than we can comprehend, said Conference presenter Steve Vamos. Steve is from the Society for Knowledge Economics, a not-for-profit organisation whose vision is “to position Australia as one of the most innovative, productive and fulfilling places to work in the world”.

Steve said knowledge and “connection” have always been at the heart of economic value. As the speed and

breadth of connection has increased dramatically, there have been three significant consequences:1. The world is now a network: the silos

and hierarchy of the Industrial Age world no longer exist.

2. The impact of individuals – the real and potential economic value of people has amplified.

3. The source of economic value is in the “soft stuff”, which is not reflected adequately in balance sheets and our thinking. The implications of these changes are

underestimated, Steve explained. The basic problem is “fragmentation”, or not being connected. As physicist David Bohm said, fragmentation in our view of the universe and ourselves as separate from one another and from nature, is the hidden source of the social, political and environmental crises facing the world.1

The key processes in connected organisations i.e. building great teams are:• Setting clear goals and priorities that

cascade to all people

• Values that are articulated into specific behaviours

• Processes including strategic HR with review/feedback and internal communications

• Great people management focus: the right people on the team in the right roles.Steve looked at closing the gap between

current performance and potential, and suggests considering what’s possible and identifying the gaps/opportunities. Without recognition of the gaps, he said, there is no energy to break the inertia.

And finally, he quoted the principles of organisational expert Patrick Lencioni, author of The Five Dysfunctions of a Team:• inattention to results• avoidance of accountability• lack of commitment• fear of conflict• absence of trust.

In conclusion, Steve suggested attendees assess their own teams in relation to these points.

Differences in leadership behavioursIn the Industrial Age (the age of division)• Knowledge is power (the knowers)• Power to lead is “hierarchy”• Mistakes are unacceptable• “My function” is my concern• Leading is knowing• Communication is telling.

Connected Age (age of the network)• Knowledge is to be shared (the learners)• Potential to lead is anywhere• Mistakes are learning• “Our collective objective” is my concern• Leading is enabling• Communication is two-way.

Steve Vamos

2011 INterNAtIONAL CONfereNCe

1 As quoted in Presence, by Peter Senge, C Otto Scharmer, Joseph Jaworski and Betty Sue Flowers.

rCsA JOUrNAL16

Ciett Conference – report from rotterdam

RCSA Vice President Robert van Stokrom APRCSA reports from the Ciett International Employment Conference held in May 2011.

This year the conference was held in Rotterdam in honour of the 50th anniversary of ABU (the Dutch Association

of Temporary Employment Agencies). It was a great privilege to attend such a

well-organised international event with so many interesting and informative speakers. The conference took place on an ocean liner, the SS Rotterdam, moored permanently in the picturesque Rotterdam Harbour. I was fortunate to meet many senior people from some of the larger multi-national recruitment firms as well as many of the presenters who made themselves available throughout the conference.

I also had the opportunity of discussing European recruitment industry issues with Denis Pennel, MD of Ciett. Denis explained that during the GFC, most European firms experienced a 30-40 per cent downturn, but many countries had already returned to pre-GFC levels with Germany leading the way and most expected to return to normal by the end of 2011. France and the Netherlands were still approximately 15 per cent down.

Denis advised that the pre-GFC levels of business activity were the highest ever in history and he commented that the recovery he is seeing is fast: “The recovery will be as fast as the crisis was deep,” he said. Denis did point out that Greece is a difficult situation due to the fact that there are many illegal workers, which makes a difficult environment for the recruitment industry. There is virtually no permanent hire business in Greece, only

temporary, and the Greek economy presents the most difficult for our industry in Europe.

Denis advised that the Agency Work Directive (AWD), fostered by the European Work Commission in their 2008 Agreement had all EU countries in some ways harmonising to industry standards. He pointed out Article 4 required that member states review restrictions on temporary staff. All governments must publish a list of any restrictions and if not justified, they must be removed. The result is twofold, in that it protects workers and is good for their economy.

Another important aspect of the AWD is Article 5 in which it is encouraged that temp workers are paid the same as permanent staff. Apparently in Europe some countries, contrary to the Australian practice, pay less to their temps than to permanent staff. Not all countries are adhering to this requirement; however, the tide is such that more pressure is being applied to achieve this.

During the conference, there were many opportunities to learn more about social media and the impact for our industry. From my observations, I felt that Europe and, more particularly, the UK is more advanced in using social media for candidate acquisition and brand awareness than we are here in Australia and New Zealand.

One of the most comprehensive assessments of our industry was presented by Barry Asin, President of Staffing Industry Analysts, USA (SIA).

Robert van Stokrom APRCSA, RCSA National Vice President and President RCSA VIC/TAS and CEO of DFP Recruitment Services.

INTERNATIONAL COMMENT

fOCUs: prODUCtIvIty

Continued on page 18

.com.au

Simple. Thorough. Compliant.

Here’s the story so farFirst, we developed an efficient induction solution.

Then we designed an instant police check service.

Our latest innovation gives you access to an integrated visa check.

One centralised, web-based system – three key services.

Is your organisation part of our story?

rCsA JOUrNAL18

Australia | United Kingdom | South Africa | SE Asia | New Zealand | Canada | North America

Verify Your CandidatesIncreasingly candidates are tailoring their resumes to promote themselves favourably to you in a competitive labour market. You can now validate who they really are and that they have the skills, experience and qualifications stated.

Verify, the RCSA Premium Supporter in candidate and staff background verification, can assist you reduce your risk in candidate placement.

• The most extensive range of checks from criminal record, credit history, qualifications, on-line psych assessment to employment medicals.

• Guaranteed low cost and fastest turnaround times in the industry.

We strive to uphold your professional image and care for your candidates.

Call 1800 009 956 or visit www.verifycv.com.au ®

Some interesting facts:• Of the estimated total €203 billion

global market, Australia holds four per cent – the largest is the USA at 26 per cent.

• It is SIA’s opinion that the increased volatility in our world such as extreme weather events, oil prices, civil unrest, etc will drive temporary staffing needs. We can expect the market to continue growing.

• It is also no surprise that while 37 per cent of commitment decisions for agency work were made by procurement in 2005, that number is now 69 per cent and increasing.In addition to the learning I experienced

and the professional relationships I have

now made by being present at this global conference, the social activities were enjoyable as well, particularly the party boat and the opportunity of meeting some very entertaining but crazy local Dutch personalities. I felt very much at home.

The next Ciett conference is in May 2012 in London. It is being combined with the REC conference, (Recruitment & Employment Confederation) and I am definitely going. I encourage all who are able to also attend.

Robert van Stokrom APRCSA is RCSA National Vice President and President RCSA VIC/TAS and CEO of DFP Recruitment Services.

I felt that Europe and, more particularly, the UK is more advanced in using social media for candidate acquisition and brand awareness.

fOCUs: prODUCtIvIty

Continued from page 16

september 2011 19

The last decade! How do we respond?In this world of Facebook and social media, riots and Wiki leaks … with 2.5 billion people online 24/7, how do we respond, asked Talent2 Managing Director Andrew Banks at a presentation in June. Here are some brief points from that presentation.

The power shiftThere is a power shift underway which

will have a huge impact on organisations in the 21st century. • The labour force will become expensive

and scarce, and it will be ageing and mobile.• Individual aspirations will lean towards

flexibility, mobility, learning, rewards and being a “free agent”.

• Transparency will become the objective and this will affect company and product reputations and employee profiles.

• Human capital will transition to the “intellectual capital” age.

Global changesThe global population growth is accelerating.

In 1900 there were 1.7 billion people. This grew by the year 2000 to six billion yet increased to seven billion by 2012. Fifty per cent of the growth was in the Asia Pacific region. Another interesting change in the global population is the growth of the BRIC countries (Brazil, Russia, India and China) versus the “developed world”. At the same time there is the influence of the “young” countries versus the “ageing” – Australia is somewhere in between.

Add to that the growth and development of technology and the corresponding result that employers gain more access to candidates. Internet job search preference remains strong at 57.7 per cent (versus a record high of 59.3 per cent in October 2010). Newspaper preferences continue to stay at a low of 19.1% versus a record low of 18.1 per cent in November 2009. (Source: Independent research by Newspoll Telephone Omnibus, May 2011).

Workforce engagementHow engaged is the workforce? According

to the 2010 Global Workforce Study: Defining the New Employment Proposition, 41 per cent are “enrolled” or barely there, only 21 per cent are actually engaged, thirty per cent are disenchanted and eight per cent are “disengaged”.

The industryLooking at the industry, margin pressure

puts pressure in turn on the organisation structure which is pressured to produce new

business models. This means that public recruitment agency revenues in the Asia Pacific region 2001-2010 are mostly bouncing along in the zero to A$400 million range with three notable exceptions: Skilled Group, Hays and Chandler McLeod. From a global perspective, Talent2 climbed steadily, whereas dips have been experienced by more traditional models.

The total Australian industry will generate $16.9 billion in 2011 and Australian temporary recruiters will make more than $680 million profit this year.

What do employers/candidates want?Employers need to leverage their people

and intellectual property. As an employer, if you want me to employ you, convince me you have domain knowledge, know my company and understand me and my culture. Candidates have a different perspective. They say: ”Find me – know my space! Understand and acknowledge me! And have the contacts and jobs locally and globally”.

What talent wants: skill recognition institutions, the “Perfect Employer Inc”, accessible talent borders, diversity, inspiring working environment, high level of freedom of mind, positive country brand, virtual mobility and lifelong learning opportunities.

What is a high potential or “HIPO”?A High Potential:• Consistently outperforms peers.• Delivers results – credibly!• Masters new expertise easily!• Recognises behaviour counts!

Culture is all important – culture eats strategy for breakfast, so:• Tie rewards to behaviours• Leadership needs to be front and centre• “Ping” wrong behaviours• And, celebrate success!

Points from the presentation by Andrew Banks, Managing Director, Talent2, at the RCSA Leaders Lunch, June 2011.

Talent2 MD Andrew Banks

fOCUs: prODUCtIvIty

rCsA JOUrNAL20

Mature workers make good business senseDid you know that workers aged 55+ are five times less likely to change jobs and far less likely to take days off? Experience+, an Australian government initiative, can help recruiters get good outcomes for candidates and clients alike.

It’s no secret that Australia’s workforce is getting older, with four million Australians set to reach retirement age over the next

15 years. For employers, harnessing the skills and

experience of mature age workers can lead to real business outcomes, like high retention rates, lower rates of absenteeism, and greater productivity.

Yet for many of Australia’s mature age job seekers and career changers, marketing their skills in today’s environment can present a new challenge, as an Experience+ Career Advisor explains.

“For some mature age job seekers, searching for work and applying for vacancies is something they did twenty years ago,” she says. “It can be very daunting facing the prospect of selling yourself through your résumé when you don’t know how it should look or what it should include.”

Experience+ provides free career advisory sessions to anyone aged 45 years or over. Importantly, it features a free résumé appraisal service, offering clients support and advice that is tailored towards their individual circumstances.

“The Career Advice Line can assist private recruitment firms because the services are focused on increasing clients’ awareness and

confidence and in turn, their marketability,” the Experience+ Career Advisor explains. “We also assist clients with preparation including self-assessment, occupational research, information-gathering, decision-making and self-marketing.”

For Australian businesses large and small, being able to connect with the right mature age candidates makes good business sense. Workers aged over 55 are five times less likely to change jobs compared with workers aged 20–24. In addition, the Australian Bureau of Statistics reports that mature workers are less likely to take days off due to illness or to care for others, and are less likely to experience work-related injuries than other workers.

Recruitment organisations can help get good outcomes for mature age clients and potential employers alike by encouraging clients to organise their free appointment with an Experience+ Career Advisor.

To organise an appointment with Experience+, call 13 17 64 or for more information visit www.deewr.gov.au/experienceplus.

Article by Rina Bruinsma, Director, Mature Age Policy, Department of Employment and Workplace Relations

© 2011 FastTrack Pty Ltd

Can you be sure where you’re going?

Using a single integrated database speeds you through every process, simplifying activities and improving productivity.

Discover how FastTrack’s fully proven recruitment software solutions deliver the deep functionality you need.

Recruitment Software

From the start: Reliability. Performance. Success.

Call Now 1800 063 555

sales@fasttrack.com.auwww.fasttrack.com.au

Rina Bruinsma

fOCUs: prODUCtIvIty

september 2011 21

AMRANZ REPORT

recruitment of senior doctors in victorian public health servicesIn Victoria, the Department

of Health has been working

closely with public health

services and the RCSA to

ensure medical recruitment

processes are robust.

Sarah Harper and Grant

Phelps from the Department

of Health report on the

results.

The recruitment of medical specialists requires specialist knowledge and a clear understanding of medical

workforce issues. Health services in Victoria undertake their own recruitment of medical staff, with many using medical recruitment companies to assist in this process.

For the safety and quality of patient care, it is essential that all medical practitioners who have independent responsibility for patient care are appropriately credentialled. Similarly, they must have their scope of clinical practice defined in accordance with both their level of skill and experience, and the capability of the health service.

The Department of Health’s (the department) statewide policy on Credentialling and Defining the Scope of Clinical Practice for Medical Practitioners outlines the essential processes that must be undertaken by health services when appointing senior medical staff in Victoria. The policy was initially implemented in July 2007 and was updated in February 2009. A 2011 policy update will be available soon.

Credentialling is the formal process of verifying the qualifications, experience, professional standing and other relevant professional attributes of medical practitioners for the purpose of forming a view about their competence and suitability to provide safe, high quality healthcare services within specific organisational environments.

Defining the scope of clinical practice, (also known as privileging), follows on from credentialling and involves delineating the scope of an individual medical practitioner’s clinical practice within a particular organisation.

In May 2011, representatives from the department’s Quality, Safety and Patient Experience Branch met with members of the Association of Medical Recruiters of Australia and New Zealand (AMRANZ) to discuss the recruitment of senior doctors by Victorian public health services. Our aim was to better understand what verification checks are undertaken by recruitment companies and to provide information to the medical recruitment

industry about Victoria’s policy and the responsibilities of health services employing medical practitioners through recruitment companies.

The department’s policy clearly states that health services that use the services of a medical recruitment company must still verify all aspects of a medical practitioner’s employment application.

The department has recently developed two documents to assist health services and medical recruitment companies. Guidance on the Verification Process (Department of Health 2011) outlines the key steps which must be undertaken by health services when verifying a doctor’s credentials as part of the credentialling and defining scope of practice process.

The second document, Guidance on Working with Medical Recruitment Companies (Department of Health 2011) was developed with input from RCSA and members of AMRANZ. This document clarifies the responsibilities of health services and aims to increase the medical recruitment companies’ awareness of the credentialling process in Victorian public health services to promote appropriate pre-screening of candidates by recruiters prior to them being presented to health services. It also encourages health services to develop strong working relationships with medical recruitment companies. Our objective is to ensure Victoria maintains the highest standards in our medical workforce.

Guidance on Working with Medical Recruitment Companies (Department of Health 2011) has been distributed to all Victorian health services and to AMRANZ members.

The department thanks the RCSA and its members for the assistance provided in this process. Both these documents and the credentialling policy are available on the department’s clinical engagement website: www.health.vic.gov.au/clinicalengagement

If you would like further information, contact Sarah Harper, Senior Project Officer, Department of Health, email: sarah.harper@health.vic.gov.au or 03 9096 9030.

fOCUs: prODUCtIvIty

rCsA JOUrNAL22

Are you too busy to succeed? It’s easy to fall into patterns of being constantly busy – or even simply appearing busy. But that doesn’t always translate to a result in the true sense of the word. Are you actually being productive or simply busy, asks Mark Ashburn, National Sales Manager, RecruitmentSuper, in this thought-provoking article.

In the old days of corporate travel, you arrived at the airport and waited. That was it. Perhaps you had some work papers to

read, or maybe the newspaper was enough. But essentially, it was downtime, and you made the best of it.

Compare that to today’s airport business lounge, where everyone is glued to their smartphone or laptop, furiously tapping away at emails and trying to keep their inbox under control. I’m certainly guilty of it myself.

And yet, when you get back to the office, you have to wonder whether all that busy connectedness really made a difference. Perhaps it knocked a few things from your to-do list, but did it make a genuine difference to your client outcomes?

It all comes down to the idea of busyness versus productivity. It’s easy to fall into patterns of being constantly busy – or even simply appearing busy. But that doesn’t always translate to a result in the true sense of the word.

If you think a result is ticking a phone call off your list, then it counts. But what is the real result you’re after? Is it to win a new client?

Because that requires a lot more time and thought, such as researching their situation, looking at their online footprint, talking to colleagues about their experiences – basically, all the legwork that makes the difference between having a transactional conversation and making a real connection.

There’s also a sense of guilt that can come with not feeling busy. Perhaps you take an

extra half an hour to sit down in your favourite cafe and think about your goals and strategy for the month – you are enjoying the latte however, you aren’t ticking off something on your to-do list. If your boss walked past, would he or she think you are busy? Probably not.

But are you being productive? Of course you are. You’re doing the strategic thinking that’s often much harder, but just as important. It’s the difference between going like a bull at a gate to fit in a dozen candidate interviews and client visits, and actually looking at where your successes are coming from, what you can do more of and what’s not really working right now.

Taking time to reflect and recharge is critical if we want to improve in what we do. It doesn’t have to be in office hours either: I’m a keen cyclist, and I rely on that time out on the road to shake the cobwebs from my mind and come back with enough space to think about my work, my team and my clients.

It’s something I try to foster with all of the RecruitmentSuper team. I’d rather they have a few quality conversations that get to the heart of their client’s needs and priorities, than see them rushing around all day, but only having a shallow understanding of what really matters.

Mark Ashburn, National Sales Manager, RecruitmentSuper

bUsINess mANAGemeNt IssUes

september 2011 23

SEEK ANNUAL RECRUITMENT AWARDS 2011

It feels good to be popular!

C

M

Y

CM

MY

CY

CMY

K

Essentially, it all comes down to balance. Of course there are plenty of urgent things on your agenda, and of course you can’t wish them away or hope for more hours in your day. But it helps to keep the big picture in mind.

For me, the big picture is building a team of professionals who understand their clients and deliver the service they need. For you, it might be building a list of clients who always come back, so that you’re not constantly chasing the next new win.

Whatever the goal, make sure you understand it and keep it at the front of your mind. Even if that means you need to take exile in a coffee shop every now and then.

For more information about RecruitmentSuper, email Mark Ashburn at mashburn@eofs.com.au or visit the website: www.eofs.com.au

It all comes down to the idea of busyness versus productivity.

bUsINess mANAGemeNt IssUes

rCsA JOUrNAL24

bUsINess mANAGemeNt IssUes

Protecting your businessRunning a business involves a significant investment. An effective insurance program is an important component of protecting your investment. It is vital you seek professional advice to find the most appropriate insurance to minimise the financial risks associated with unexpected events such as the death of a partner, an injured employee, a lawsuit, or a natural disaster.

Many Australian businesses do not re-evaluate their insurance needs

as they grow and change.

Consequently, they often have inadequate,

wrong or worse still, no insurance cover at

all. Cyclone Yasi in North Queensland, the

recent Brisbane and Victorian floods and

earthquakes in New Zealand are clear

demonstrations of why it is important to

ensure that you have adequate and correct

business insurance cover. It can happen

to you.

Being un-insured, under-insured or having

the wrong type of insurance could result in

the closure of your business should it suffer

a major insurable event such as a fire, staff or

client injury, personal illness, product defect

or human errors. The right insurance can

position your business to financially survive

these events and safeguard your business’s

future success.

Personal Insurance: business owners

and managers are often the key asset to

a business or a family. It is vital to consider

insurance protection and appropriate

financial planning solutions to protect

your family and staff. Personal insurance

such as life, trauma, key person and disability,

as well as superannuation, succession and

investment plans provide the solution to

safeguard your personal life against events

relating to the business.

Property Damage and Business

Interruption: Property Damage and

Business Interruption Insurance can protect

your business from damage to your buildings,

contents and/or stock as well as any resultant

loss of revenue. In the case of a fire, risks

such as loss of profit, ongoing staff costs and

additional operating costs can be covered by

business interruption insurance. Consider

purchasing cover that pays for claims

preparation costs and restoring your financial

records. This allows you to employ experts

to prepare your claim and to reinstate your

records while you rebuild your business.

Under-insurance: under-insurance is easy

to avoid by taking the time to make sure you

have adequate insurance. Most people tend

to underestimate the worth of their assets.

It is advisable to have your premises or business

assets valued by a professional. The most

significant consequence of under-insurance

is financial exposure to lost stock, rebuilding

your business premises or re-establishing the

business in the event of a loss. Not having

adequate insurance can erode your savings

and investments, deplete your assets and can

result in business foreclosure.

Public Liability Insurance: Public Liability

insurance protects your company from legal

expenses incurred as a result of accidental

personal injury or property damage to third

parties, regardless of whether you are at fault.

Increased litigation and stronger corporate

governance is making it more common for

suppliers and clients to demand proof of

Public Liability insurance with reputable

insurers before entering into contracts for

provision of services. Often you must prove

that you are financially capable of

indemnifying principals in the event of

a claim occurring. Insurance can be an

effective means of transferring this financial

responsibility to a third party, namely an

insurance company.

Professional Indemnity Insurance:

professionals are expected to exercise skill

at an appropriate level in their professions.

Financial loss arising from a mistake or failure

by a professional may result in an award in

favour of your client. Under the Competition

and Consumer Act, a professional may also

be held liable for a mistake, even if the act

was not negligent. A Professional Indemnity

policy is designed to protect the personal

assets of a professional against damages

awarded against them. It also covers the

costs and expenses of defending claims.

Risk Management: a risk management

program can provide numerous benefits to

your business. It promotes a positive risk

culture, ensures operational standards and

government regulations are adhered to and

protects the health and wellbeing of your

staff as well as your balance sheet. Premiums

can be lowered by applying a few “risk

management” strategies in your business

september 2011 25

and informing your insurance broker.

Your insurance broker can assist you by

providing simple and practical suggestions.

By far the most efficient way to make sure

you have the best cover at the best price is to go

through an insurance broker. Unlike going directly

to an insurance company, a broker can provide

detailed advice when selecting insurance as well

as navigating you through the pitfalls of making a

claim. Consulting a broker often turns out to be

cheaper because they know the insurance market

and can negotiate better value premiums on your

behalf.

OAMPS Insurance Brokers has been the Business

Partner of the Recruitment and Consulting

Services Association (RCSA) for more than ten

years. This long-term relationship has enabled

OAMPS to remain at the forefront of the industry

to develop specialised recruitment insurance

policies for both Corporate and Individual

Members. OAMPS has a recruitment insurance

team dedicated solely to providing recruitment

insurance solutions across Australia through its

national network of branches which ensures local

representation wherever required. Our team has

exclusive access to insurance policies offered by

reputable insurers with proven claims-paying

ability and an in-depth understanding of the

recruitment industry. RCSA Members have access

to discounted rates. For an obligation-free quote

contact OAMPS today.

Email: recruit@oamps.com.au or call

1800 552 551 or visit www.oamps.com.au/recruit

Integrity assured.

We’re passionate about recruitment.

Everything we do is focussed on enabling

recruiters to raise the quality of the recruitment

process – with less effort than ever.

It’s not about technology. It’s about people.

And the more people use TRIS, the more

the recruitment industry will thrive.

Find out more on facilitating excellence at

www.recruitmentsystems.com

Recruitment Systems Global Headquarters Canberra, AustraliaPhone: +61 2 6296 7777 Fax: +61 2 6296 7177 Email: info@recruitmentsystems.com.au

10702B_RS_pressAd_125hx190w_2.indd 1 17/06/11 3:19 PM

bUsINess mANAGemeNt IssUes

rCsA JOUrNAL26

bUsINess mANAGemeNt IssUes

Are your “introductions” an “effective cause” of anything? Do they need to be?M

any recruitment and on-hire firms claim “introduction fees” in one form or another. An on-hire firm,

for example, might claim to have made an introduction when a temp is placed with a client on assignment or even only suggested for an assignment. The agency’s terms of business might say something like:

If you employ our temp within 12 months of our having introduced him/her, you must pay our placement fee which is twenty per cent of gross annual remuneration.

It might be 20, 25 or 30 per cent. It might contain a number of flourishes and embellishments about how the fee is still payable if someone else, perhaps a related entity of the client, or a third party to whom the client has passed on information, employs the temp. It might contain additional temp-to-temp or agency switching provisions to give it more bite. For present purposes it doesn’t matter.

If the fee is a fee for making an introduction and is payable contingently upon a job being offered, there is likely to be a question about whether the “introduction” needs to be an effective cause of the job offer; or whether a bare introduction will suffice to establish the condition that allows the fee to be claimed.

In the real estate industry, the position is pretty clear. The introduction of a purchaser needs to be an “effective cause” of the sale in order to entitle the agent to a commission. There is a good deal of common sense in this. McPherson J was critical of the concept of a bare introduction in Doyle v Mount Kidston Mining and Exploration Pty Ltd1, when he said that it would be:

…quite artificial to suppose that the parties intended that the agent should earn his

1. [1984] 2 Qd R 386 at 392. Cited with approval in Moneywood Pty Ltd v Salamon Nominees Pty Ltd [2001] HCA 2; (2001) 202 CLR 351

commission simply by finding or locating an individual who, independently of any further action by the agent, later agreed to buy the subject property.

Yet that is precisely the type of artificiality that is present when employment service agencies, asserting “ownership” of their candidates, press claims for “introduction fees” in circumstances where the introduction has had little, if anything at all, to do with the candidate’s obtaining a job.

Members often respond to this criticism by saying, “Oh! But agencies don’t do that”. However the reality is that some do – and when they do, the professionalism of the whole industry is called into question. It is worse when fee claims are pressed by more than one agency (perhaps a temp agency and a placement agency; or a couple of placement agencies) with regard to the same candidate.

This situation has been allowed to develop because the common law does not presently imply any requirement that an employment agent’s “introductions” need to be an effective cause of anything.

The NSW Court of Appeal in Challenge Group Holdings Ltd v. Concept Equity Pty Ltd2 per McFarlane, JA stated:

I do not consider that the law has reached the stage where an implication can be made outside the field of real estate agency contract that “an effective cause” term is, as a matter of law, part of contract.

The other judges in appeal agreed.Statutory modifications of the common

law position may have been worked in jurisdictions such as Queensland and the ACT where legislated Codes of Conduct regulate employment agents’ conduct. There may be scope to contend that the Australian Consumer Law ameliorates any

2. [2009] NSWCA 194.

unconscionability that might arise; but as yet there is no decided case on these grounds.

However, there is a decided case in Victoria. In September last year the Victorian Supreme Court in Earth Force Personnel Pty Ltd v E A Negri Pty Ltd3 held that an agency’s temp-to-perm fee was unenforceable as a restraint of trade.

Earth Force’s terms of business provided:In the event of [Earth Force] introducing

to [the Client] any member of [Earth Force’s] workforce, either through actual hire or information supplied on request by [the Client] or any agent of [the Client], or by information made known to [the Client] of the availability of a particular person, and the client engages that member directly, regardless of the circumstances or conditions under which that engagement occurs, [the Client] agrees to:

(a) Immediately notify [Earth Force] of the engagement,

(b) Pay a fee to [Earth Force] within fourteen (14) days of confirmation of the engagement.

The fee was $7,521. Does this sound familiar?

The Victorian Supreme Court refused to enforce the provision saying that it was an unreasonable restraint of trade because:1. the condition contained no time limitation

and the fee was payable even where it was “highly unlikely” that the introduction was “a contributing factor to the direct employment” – if the condition had contained a time limitation, there would have been a question about whether it was unreasonable;

2. the condition contained no limitation upon the capacity in which the worker is employed and the introduction fee was payable; notwithstanding that the introduction had nothing to do with

3. [2010] VSC 426.

september 2011 27

bUsINess mANAGemeNt IssUes

rCsA Immigration Working Group regroups

Following successive and decisive changes by the Australian government over the past 18 months to migration

legalisation and policy (particularly in respect to the government’s focus to promote employer sponsored migration as a critical component of reforming the Skilled Migration Program), the RCSA Immigration Working Group has regrouped to address these and other relevant factors in an effort to promote the residing interest of members concerning economic immigration issues.

The group is now at the forefront of representing the RCSA at the highest government echelons, including Ministerial level, Federal Parliamentary Senate inquiries, the preparation of industry papers and various submissions to government, consultations with a wide range of inter-government and non-government bodies, and lobbying of parliamentarians, other policy-makers and industry stakeholders.

The Immigration Working Group is committed to establishing dialogue with decision-makers, participating in the agenda setting to raise significant issues, sensibly questioning legislation and policy settings and proposing solutions, as well as assisting in the development of better policy, strategy and consequences.

The working group comprises a cross-section of members who represent the interests of the general membership. Immigration law, policy and technical support are provided by the RCSA immigration adviser Alan Chanesman, Principal Partner at Lipman James.

The working group is currently addressing the following issues: • engaging in discussion with the Minister

for Immigration on the policy and legislative justification re the maintenance of the On-Hire Labour Agreement

(Commonwealth Work Agreement)

• engaging with the Department of Immigration re the management and administration of the Labour Agreement and policies surrounding the Employer Sponsored Scheme re the on-hire sector

• the impact of Enterprise Migration Agreement framework beyond the resources sector

• the systemic abuse of the subclass 456 visa as quasi working visa, in particular by offshore/onshore labour hire companies

• non-compliance immigration traps and the development of risk mitigation policies

• a focus on equitable law, policy and strategy • broadening knowledge, technical skills

and competencies through the delivery of relevant CPE

• the representation of the industry fairly and accurately.RCSA Working Groups are an example of

key Member networking and representation and Members are encouraged to contribute their valuable input.

If you wish to contact the Immigration Working Group, please email RCSA at bussolutions@rcsa.com.au Please note that Working Groups are open to Corporate Member representatives and other working groups cover disciplines including workplace relations, safety and risk and independent contracting.

Article by Alan Chanesman, Principal Partner, Lipman James, and Chair of the RCSA Immigration Working Group.

subsequent employment;3. the condition imposed no limitation

upon the length of direct engagement. The introduction fee was set by reference to a range of recruitment fees for employees who obtained full-time employment and were remunerated by an annual salary. The fee was payable each time the temp obtained work whether on a part-time or casual basis. If he had worked one day per month on ten separate occasions in the course of a year, the fee would have been 10 x $7,521 = $75,210!In fairness to the industry, the Court

recognised in this case, as did the Federal Court in Informax International Pty Ltd v Clarius Group Limited [2011] FCA 183 that employment agents have legitimate interests in protecting their staff connections and in avoiding the perils of “opportunistic disintermediation” – the risk of being cut out of their entrepreneurial or middleman position. But the question now is always going to be one of whether the means used are reasonable – and, if the means used involve an introduction fee, whether the fee and the circumstances in which it is charged are reasonable.

So while the law might not yet have recognised an “effective referral” requirement as an implied term of employment agency contracts, it has produced that result by an alternative means; and Members may have to start to give more thought now to the circumstances in which they will claim introduction fees and how those circumstances should be reflected in their terms of business.

By Andrew Wood Hon MRCSA (Life), Barrister.

Andrew Wood Hon MRCSA (Life), Barrister

Alan Chanesman

rCsA JOUrNAL28

bUsINess mANAGemeNt IssUes

UPDATE

National harmonisation of work health and safety laws – the impacts for youIn 2008, Workplace

Relations Ministers from

around Australia agreed to

nationally harmonise work

health and safety (WHS)

laws. This harmonisation

requires all states to adopt

and implement OHS

legislation that mirrors the

national model OHS Act,

OHS legislations, and

model Codes of Practice.

Each state and territory is

required to enact these on

1 January 2012. Tom Brett,

lawyer, of FCB Group

explains the situation.

Given January 2012 is just around the

corner, it is important to fully appreciate the

key features, their implications and the steps

that need be taken prior to the beginning of

next year to ensure you and your firm are

complying.

In New South Wales, the Work Health and

Safety Act 2011 (NSW) and the Occupational

Health and Safety Amendment Act 2011

(NSW) mirror the National Model, and,

despite Western Australia opting out of

some provisions and the uncertain extent

to which each jurisdiction will adopt these

laws, everyone should still consider using

the information below as a guide to what

is highly likely to be introduced nationally.

Key featuresBusiness owners need to ensure the health

and safety of workers as far as is “reasonably

practicable” in the circumstances.

Prior to the introduction of the OHS

Amendment Act 2011 (NSW), an absolute

duty of care was placed on employers in

NSW. The Act introduces a “reasonably

practicable” duty of care for employers

meaning if an employer can answer the

risk management questions below with an

assertive “yes”, then their duty has essentially

been discharged.

This duty is best illustrated by asking

yourself the following questions:

1. Have I identified the hazard?

2. Have I assessed the risk?

3. Have I gone to the highest level

of controls available?

4. Have I done everything that was

practicable to prevent and eliminate

that risk? (bearing in mind your level

of resources available).

Who is the duty owed to?It is important to identify the extent of your

obligation by specifically mapping out who

you are responsible for. The term “worker”

incorporates employees, contractors, on-hired

workers, subcontractors, employees of

contractors and subcontractors and

volunteers.

Who is bound by this duty?Under the legislation, “persons conducting

a business or undertaking” and “officers”

(where “officer” takes on the definition in the

Corporations Act 2001 [Cth]) are required to

ensure the health and safety of their workers.

This potentially binds a large group of

Members. To illustrate this catch-all effect, if

your responsibility is to see that your building

is cleaned or your clients and staff participate

in a friendly soccer match, then that’s part of

your business or undertaking, even though

you may be in the business of recruitment or

for example, the selling of financial products.

While this doesn’t necessarily render you

individually liable, you still have an obligation

which must be carried out.

If you determine that you are not an

“officer” under the laws, it is still necessary

to identify those people in the organisation

who might be considered such. To do this

it is necessary for organisations to undergo

a process of “tagging” potential officers;

educating them and assisting them in

identifying their duties and the ways to

exercise “due diligence”, including:

• acquiring and maintaining up-to-date

knowledge of OHS matters (such as

industry knowledge and legal information

• understanding the operations of the

business or undertaking, and the hazards

and risks associated

september 2011 29

bUsINess mANAGemeNt IssUes

• ensuring appropriate resources and

processes are available to identify risks

and ways to eliminate them

• ensuring processes are available for

receiving and considering information

about hazards, risks and incidents

• ensuring processes for compliance

with the laws and

• verifying, via audits, that the provision and

use of resources and processes is appropriate.

It is also important to keep in mind that

you don’t need a death to trigger a prosecution

under the laws; a risk is sufficient for

prosecution and liability, which includes

psychological risks such as bullying.

There is only a short period before the remaining provisions of these laws take effect, so plans to manage their introduction must begin now, not in January 2012. If in doubt, we would recommend contacting us for a WHS system gap analysis and audit. If you would like information about this please contact Charles Cameron, cc@fcbgroup.com.au

It is important to identify the extent of your obligation by specifically mapping out who you are responsible for.

rCsA JOUrNAL30

Criminal record risk mitigationCriminal record and court record checks are fast becoming recognised as basic regulatory standards in background screening.For recruiters these expectations pose a number of unique challenges and call for a sound understanding of the rules and regulations surrounding these checks. Greg Newton of Verify explains the importance of criminal record risk mitigation.

With increasing legal pressure on recruiters

to put forward candidates who are who they

say they are, recruitment firms are increasingly

utilising both criminal record and court

record checks in order to mitigate business

risk or comply with regulations that impact

on their candidate’s work environment. Many

industries now mandate the requirement of a

criminal record check when appointing new

staff, and sectors such as finance, healthcare,

aged care and child care require a criminal

record check as part of HR due diligence

and risk mitigation.

When undertaking a criminal record check

on a candidate there are some important

legal points you must consider:• Always obtain the relevant consent forms

and ID documents before requesting the check.

• The purpose of the check determines what type of consent forms are required.

• For employment purposes, the nature of the criminal history information released by the relevant police jurisdiction depends on information contained in the consent forms and the role the candidate is applying for, so be specific.

• The Spent Convictions Scheme relates to most general occupation-related criminal record checks.

• If a candidate’s results come back with a criminal record you are legally required to provide the candidate with the option to dispute this. Never act before offering this option or you are opening yourself up to the risk of litigation.

• The Privacy Act 1988 governs how criminal record information is handled, so make sure you understand your legal obligations.

If you don’t want to manage criminal record

checks independently within your organisation,

there are a number of professional providers

who can manage the whole process for you.

A CrimTrac accredited broker such as Verify

has the most up to date legal knowledge and is the fastest way of obtaining results.

bUsINess mANAGemeNt IssUes

Greg Newton

september 2011 31

Do you want a résumé or a Cv?As recruitment professionals, one of the most frustrating and difficult responsibilities you hold is the interpretation of the application document. Whether for an entry-level position or for a senior executive, the quality of documents being submitted is sometimes poor. This is making life as a recruiter more difficult and costing organisations more money in candidate shortlisting.

One of the fundamental problems appears to be the increasing

request for a CV, not a résumé. Although to an untrained professional they are the same, the fact is they are different documents with a different purpose.

The misinterpretation of the term is confusing many applicants and is impacting recruiters. Applicants will utilise online search engines to provide templates and content recommendations based on the American market. When candidates look for the template of a CV, they will most likely identify with the traditional CV format. A CV is:• written in the first person• a summary of an individual’s entire life story,

both professional and personal.A résumé is: • a synopsis of their professional career over the last 10-15 years• written in the first person • written in direct statements utilising bullet points

and highlights of information, and• can be a narrative style or skills-based depending,

on the type of focus required.As recruiters you are aware that the CV content is not what

you want. You require a more succinct document providing

a synopsis of the professional career, which is a résumé.

By asking for a résumé, as recruiters you will be able to

more accurately identify core skills and capabilities within

the shortest possible timeframe by clearly articulating to

the candidate what you really want.

Article by Rebecca Fraser, résumé writer and career coach,

Recruitment Services & Resumes, www.rsrésumés.com.au

Don’t wait for slow-paying customers.

Get your invoices paid in 24 hours.*

*up to 80% of the invoice value

Oxford Funding’s tailored cash flow solutions provide recruitment and labour hire businesses with a reliable way to meet seasonal demands and staff payroll obligations, without having to mortgage property or abide by restrictive lending covenants.

Part of the Bendigo and Adelaide Bank Group, Oxford Funding offers the secure financial backing of a reputable bank, combined with an independent credit assessment team who understands the distinct cash flow needs of your industry.

To find out more, call 1800 850 509 or visit www.oxfordfunding.com.au.

Proudly par t of

Oxford Funding Pty. Ltd. ABN 72 065 663 176. Subsidiary of Bendigo and Adelaide Bank Limited. ABN 11 068 049 178. AFSL 237879.

rCsA JOUrNAL32

mArketING

How to guarantee a productivity boost from recruitment software Choosing the best recruitment software for your business is the single biggest way to gain a leap in productivity. Phillip Collins suggests the five top questions to ask when you are testing the market for your next recruitment software package.

1. Is the software completely integrated?

“Integration” means that wherever you enter data in the system – front, middle or back office – that data is immediately available in every other part of the system. There is no importing, exporting or synchronisation to transfer data from consultants to payroll, or payroll to billing. This is crucial for recruiters, where significant revenue leakage can occur when a temp or contractor is paid by payroll but not billed to the client.

An integrated database is the single biggest productivity enhancement a recruitment company can make. It will improve candidate identification, payroll processing, client billing, data accuracy (by eliminating rekeying), and the quality, quantity and speed of information available to management and clients.

2. Will it improve my business processes?Good recruitment software will streamline

your business processes – if you let it. During the planning phase, a good vendor who really knows the recruitment industry will help you identify potential improvements in your processes.

Review your processes against how the software handles them. Don’t try to force your existing processes into the new system. Objectively analyse, improve and automate more processes with the new system before heading down the path of custom development.

3. Will it improve my communications with clients and candidates?

Integrated recruitment software will allow you to access up-to-the-second information because there is no need to synchronise data between two or more systems.

All data is easily available for multiple purposes, whether it be running a report to gather monthly statistics, sending mass or individual email/SMS communications, paying contractors and billing clients in one seamless process, or a consultant seeking instant, accurate information to respond to a phone call. These communication enhancements will boost productivity significantly.

4. Will the software remain stable and reliable as we add more users/offices?

Good enterprise software can grow with you. You can add more users, office locations or different services, yet it just keeps ticking along with no slowdowns, downtime or bumping into capacity constraints – all productivity destroyers.

If you are planning or expecting business growth then select enterprise software that can grow with you. Avoid the false economy of buying software that has limited growth potential; it will quickly become a productivity dampener.

5. Can my staff be included in the planning and implementation of the new software?

Another important productivity enhancement comes from staff engagement in planning and implementing a new system. Check that staff can work closely with the vendor, which helps them to learn the system, reduces any lingering fear of change, and will get better results in your process improvement phase.

Productivity can be further enhanced by developing two or more staff into super-users. This will boost internal knowledge, expertise and resources. Importantly, if one super-user leaves, develop another to prevent knowledge gaps. Loss of expert knowledge increases the risk of reversing productivity gains.

By Phillip Collins, Client Services Manager for FastTrack Recruitment Software, developers of Australia’s market-leading integrated software for recruitment companies.

Phillip Collins, Client Services Manager, FastTrack Recruitment Software

september 2011 33

RIB second half results: Temps/Contractors slowing as perm demand stabilisesreporting the facts: Each quarter the RCSA Journal provides current facts and figures from the Recruitment Industry Benchmark Report. Selecting from their Top 20 Business Performance Indicators, we share factual data on what’s being achieved. Tracking trends in real time, the RIB Report processes data from 100+ recruitment firms each month, measuring a range of performance indicators, with the combined results determining the monthly RIB Average. This issue puts the focus on comparisons to the first half and also last year. Insert your data in the table to find out how your results compare.

RIb Report – Average (of 112 Firms) Ordinary Great Outstanding

What is the RIB Average? The RIB Average is the absolute average performance of firms participating in the RIB Report.

January to June 2011•Temp/Contract Sales are 6%

down compared to the first half but the year ends with 119% growth.

•Perm Placements are up 2% on the first half and end the year with 130% growth.

•RIB participant Gross Profit for the second half is down by 1% compared to the first half but up 117% on the prior year.

•Second half profits are 4% down compared to the first half but 131% up on the prior year.

What defines Ordinary performers? An Ordinary result is achieved by the majority. Ordinary performers usually meet expectations but rarely exceed them.

January to June 2011•Temp/Contract Avg GP as a %

of Sales has remained equal to the first half at 14.4% but down from 15.4% last year.

•Temp/Contract Gross Profit per Hour is up 5% on the first half and 8% up on the same period last year.

•The RIB average Perm fee is $7,100 for the second half, up from $6,900 in the first half.

•Perm Sales are up 5% on the first half and up 15% on the same period last year.

What defines Great performers?They recognise what they’re good at and keep refining the niche and their specialisations.

January to June 2011•Temp/Contract Sales are up from

116% to 145% compared to the first half.

•Temp/Contract Avg GP as a % of Sales has remained stable at 19% to 23%.

•Perm Placements and Sales are up 121% to 160% compared to the first half.

•Gross Profit for the second half is up by 121% to 150% compared to the first half.

•Profitability in the second half improved by 116% to 145% compared to the first half.

What defines Outstanding performers?Outstanding performers are the top 10% of participants. They achieve the best results in most RIB sectors.

January to June 2011 •Temp/Contract Sales are up 146%

plus compared to the first half and 190% up on last year.

•Temp/Contract Avg GP as a % of Sales has remained stable at 24% or more.

•Perm Placements and Sales are up 161% or more compared to the first half.

•Gross Profit for the second half is up by 151% or more compared to the first half and up 176% or more on last year.

•Profitability in the second half improved by 146% or more compared to the first half.

benchmark Performance Ranges 2011 annual results compared to 2010 annual results – How do you compare?

FY 10-11 Compared to FY 09-10

RIb Average Actual

Ordinary Performance

Great Performance

Outstanding Performance

temp/contract sales Up 119% 95% to 145% 146% to 195% 196% Plus

temp/contract hours Processed

Up 112% 95% to 129% 130% to 165% 166% Plus

temp/contract gP as a % of sales

14.4% YTD 10% to 18% 19% to 23% 24% Plus

Perm Placements number invoiced

Up 130% 100% to 160% 161% to 200% 201% Plus

Perm sales volume Up 128% 100% to 160% 161% to 200% 201% Plus

Profit Up 131% 95% to 165% 166% to 210% 211% Plus

RIB Report comment by Nigel Harse, email: info@ribreport.com.au, www.ribreport.com.au.

mArketING

rCsA JOUrNAL34

recruitment process feedback – nine tips to help you get the most from your feedback processThe recruitment and on-boarding process can be expensive – even for recruiters – if it goes wrong. Yet so few organisations put an effective recruitment process feedback system in place. Paul Quinn has nine suggestions for making sure the recruitment process is as effective as it should be.

When hiring new talent, it’s clear that the recruitment and on-boarding process can be a costly exercise if

it goes wrong. The thought of a new starter quitting after two weeks on the job because “the role’s not what they expected” is enough to make most professional recruiters cringe. Why then do so few organisations take the time they need to put an effective recruitment process feedback system in place to ensure the recruitment process is as effective as it should be?

Whether you work within a corporate recruitment function or a recruitment agency, a recruitment process feedback system is incredibly easy to establish, and once set up, can become a goldmine of excellent information for many years to come. A good system will help you understand how job applicants find you, what they think of your recruitment process, and how you can refine your efforts to become a more efficient and effective operator. All invaluable information given the high cost of getting it wrong.

Here are nine tips to help ensure your recruitment process feedback system is one to be proud of:

Systemise your feedback processWhether you’re asking for feedback from job applicants or hiring managers, it’s

important to appoint a person to be responsible for regularly pulling off all the contact names of the people you dealt with in the prior period, and emailing them your survey link. When setting up a feedback process, often companies spend a lot of time refining the questionnaire and don’t pay enough attention to establishing a regular “invite send” procedure. Invites scheduled on a monthly or fortnightly basis work best as the respondent’s experience is still fresh in their minds. Ensuring regular feedback is sought also helps you to create an instant feedback loop, and monitor and track how any improvements to your recruitment process have been received as changes are made.

Involve all stakeholdersA common mistake is limiting the collection of feedback to just the

candidates you successfully place. That’s akin to only asking the people who come back for seconds of your cooking whether they enjoyed your food. You may feel great about the glowing feedback you receive, but the only way to truly improve is to listen to any negative feedback and develop plans to address these weaknesses. Your recruitment process feedback system should seek the opinions of three parties: unsuccessful job applicants, successful hires and hiring managers/clients.

Streamline survey length and contentKeep the questionnaire tight, and

focused on the respondent’s experience. Often, companies get carried away by overwhelming a respondent with ten questions for 12-15 different sub-categories when two to three well thought out questions on six to seven key topics would have been sufficient. When planning the questionnaire take a moment to envisage what the end report that you want to view will look like, and then be ruthless in culling out all but the essential questions you need to know.

The key areas of the recruitment process you should cover in your questionnaire to applicants include: • source of advert/how they found you/the

phone and (if applicable) onsite interview process

• the job offer process (reasons for accepting/declining)

• recruitment process communications • overall satisfaction• ideas for improvement• refer a friend.

Make sure you use survey software that allows “branching functionality” to shorten the survey and filter out respondents from viewing irrelevant questions. So, for example,

mArketING

Paul Quinn

1.

2.

3.

september 2011 35

mArketING

the “refer a friend” section is only viewed by satisfied respondents to your survey.

Collect referralsIf an applicant or hiring manager thinks you’ve done a great job, there’s nothing

wrong with branching them off to another page in your survey that only your “admirers” see and asking them if they know anyone else you may be able to help. This is a great way to collect valuable referrals from the very people who think most highly of you.

Set up “Action Alerts” to help you quickly identify major issuesIn limiting your review of feedback

results to every two or three months you may miss the window of opportunity to address any problem areas and be alerted to lower levels of satisfaction regarding your recruitment service. Customer service experts will tell you that customer complaints that are dealt with quickly and professionally will result in a better outcome and a more satisfied customer than those complaints that are left to fester. As such, it is advisable to set up “Action Alerts” in your online surveys that will instantly e-mail you if a major problem has been raised by a respondent completing your survey. For example, if a hiring manager has provided you with an overall satisfaction score of two out of five or worse, you should be alerted to that problem straight away for a quick assessment on whether you need to investigate the issue further.

Pre-load important “known” data about the respondent into your reports

If you already know basic information about a candidate or hiring manager from whom

you are about to ask for feedback, and can easily export this information from your internal system (e.g. the person’s name, department, role applied for, location, gender, etc), then why force the respondent to answer these questions all over again in your survey? Thankfully, good survey software makes this process easy. Pre-loading demographic data into a standardised format not only makes the survey shorter for the respondent but also makes it easy to drill down on your survey results come report time, as standardised data formats make it easy to group and compare data.

Focus on writing an effective survey inviteOne of the biggest mistakes we

see with survey invites is a focus on THE COMPANY and how much THE COMPANY wants the information. Most people don’t care about THE COMPANY. Instead talk about THEM and convince them that they should be bothered spending their precious time providing you feedback. This also applies to the invite subject line – include words such as “you” and “your” in the subject line for best response rates, as opposed to the traditional “Company XYZ feedback survey”. There’s more to getting survey invites right to ensure optimal response rates than you first think, but a little extra care and attention upfront is well worth the reward of higher ongoing participation rates.

Offer an incentive for completion (as opposed to starting the survey)The higher the response rate to your

survey, the more representative the data will be, and the more reliable your reports become. So it’s in your interests to

encourage a great response rate to your

survey. Our experience in running hundreds

of recruitment surveys shows there’s nothing

like a small incentive to help encourage

completion rates. Bags of lollies, iTunes

credits, gift vouchers all work – just bear

in mind ease of fulfilment after the survey

closes. I’m more a fan of the “everyone who

participates receives something” approach as

opposed to the “go into the draw to win one

prize” approach as it taps into the powerful

rule of reciprocity (we’ll give you X in return

for Y). One more tip – incentives do work

well, but make sure you offer them to people

who complete the survey (not just to those

who start it).

Collect testimonialsIt can be a great idea to use the

positive comments received (hopefully!)

from candidates completing your survey

to help you market your organisation as an

employer of choice. Insight into the candidate’s

positive experiences and the efficiency of

your recruitment process can be of great use

as content in grad program literature or for

addition to the careers section of your website.

Some of our clients achieve this by adding

a simple tick box at the end of their surveys:

Are you happy for us to use any appropriate

comments you have made during this survey

as testimonials in any future marketing

materials we may produce? Yes / No.

Paul Quinn is the Managing Director

of recruitment specialists, Quinntessential

Marketing and owner of the online feedback

tool www.peoplepulse.com.au

4.

7.

8.

9.

5.

6.

LR RCSA Ad 0811_final.indd 1 30/8/11 10:04:07 AM

rCsA JOUrNAL36

AssOCIAtION NeWs

made to measurePremium, tailored insurance products and solutions from

a proven market leader with global capacity and local authority, expertise and knowledge. www.liuaustralia.com.au

The People, The Products, The Capacity.

Calling all Aspiring Recruitment Professionals! The RCSA NMIT and AIM Recruitment Certificate

Pathway provides a practical and relevant qualification that is particularly valuable for everyone from recruitment entry level consultants through to managers with staff and/or operational responsibilities.

The courses have been developed with the Northern Melbourne Institute of TAFE (NMIT) Business Enterprise Centre and the Australian Institute of Management (AIM) with the RCSA.

The extensive range of units in the Certificate program courses can stand alone or complete the RCSA NMIT pathway (all three) to attain Certificate IV in Business

(BSB40207) and they are offered through flexible delivery or in face-to-face sessions Australia wide.

The Diploma allows consultants and managers to cover the breadth of topics relevant to their recruitment industry responsibilities in today’s workplace. Specialisations within the core modules were chosen in full consultation with the recruitment industry. The RCSA’s Learning Centre & Major Events Manager Claudia Gray believes this is possibly one of the first courses in the world to be developed with such intensive input from the industry.

RCSA CEO Steve Granland commented: “Since 2003, NMIT and RCSA have formed a strong education alliance to facilitate

nationally accredited programs for the

on-hire, recruitment and HR services

sector. These courses also provide

sufficient points for leading individual

recruiters through to the RCSA Professional

Accredited Framework (PAF). NMIT has an

excellent proven system of assessing and

ensuring quality of training for online,

flexible and workshop learning across

Australia.”

Courses to help you become Accredited Recruitment Professionals:

For further information on these courses

contact Claudia Gray, +61 2 9922 3477 or

email cgray@rcsa.com.au

Professional Emerging & Aspiring Recruitment Leaders

Professional Emerging & Aspiring Recruitment Leaders

Professional Emerging & Aspiring Recruitment Leaders

RCSA PEARL Learning and Development Pathways

Do all three to achieve a Certificate IV

Certificate in Recruitment and Selection

ENTRY

Advanced Certificate in Recruitment

PracticesINTERMEDIATE

Certificate in Recruitment ManagementADVANCED

Diploma of Recruitment Management

BSB51107

september 2011 37

Direct Connection – special offers for RCSA MembersThe newly launched RCSA Direct Connection Program is a no-cost add-on to the value proposition for Members – provided exclusively by RCSA Supporters.

The RCSA Direct Connection Program gives members exclusive RCSA Member-only offers through “direct connection” with RCSA Supporters. For example, discounts or free trials of RCSA Supporters’ goods and/or services.

You can find these exciting offers and discounts on the member section of the RCSA website – visit Membership/Direct Connection.

Special offers will be featured in future issues of the RCSA Journal. Some of the RCSA Supporters with special offers are:• OAMPS Insurance Brokers• Astute Payroll• Cordell Information• EASI Management Services Group• Jobmart Australia• Learning Seat• Liberty Financial• Lifestyle Careers• Recruitment Systems• Shirlaws• Verify• WorkPro.

If you are a RCSA Supporter and would like to be part of the Direct Connection opportunity, contact the RCSA office. Supporters will be able to change their offer up to four times per year and we anticipate that the RCSA Direct Connection Program will quickly become a highly valued member benefit.

Meet your Regional PresidentsWestern Australia: Peggy Strudwick-brown APRCSAPeggy Strudwick-Brown is the Managing Director of Strudwick Human Resources located in Kalgoorlie (one of the largest independently owned and operated agencies in regional Australia, founded in 1989 and specialising in mining and trades). Peggy is also the Principal/General Manager of Lefroy Employment Group in Perth.

How long have you been involved in the recruitment industry?

Peggy has worked in the industry since 1989 and joined as a corporate member of the NAPC in the first year of business some 22 years ago. She has been a member of the WA Council since 2005 and has been President since 2009.

What is the most important aspect of the RCSA Council’s role?

“Without a doubt, the most important aspect of my role in the RCSA Council is to connect with members at our breakfast meetings and other forums to learn from each other, to inform, entertain and draw encouragement, support and inspiration as members and friends in what has been a very hard few years working and surviving through the GFC,” she says.

“The WA Council also serves its members from behind the scenes and not just at functions. We maintain close relationships with our sponsors and identify new sponsorship opportunities. We take issues to National office via our National Board

representative and respond to members who contact us locally on any concerns they may have within their own organisation and on trends in the industry. I would like to see our Council have a more visible profile for our members to see us and contact us by way of Newshub etc – let’s get the WA Council brand in the market!”

Contact Peggy on peggy@lefroy.com.au

South Australia: Matthew HobbyMatthew Hobby is the State Manager – South Australia, for McArthur, who employs 120 people across the country. He joined the business in March 2010.

How long have you been involved in the recruitment industry?

Matthew is in his twelfth year in the industry and says he is “really new” – he has only been on the RCSA Council since November 2010.

What is the most important aspect of the RCSA Council’s role?

“The most important aspect of the RCSA Council is improving the reputation and credibility of the RCSA with the South Australian members. Another important aspect is that we provide a set of rules – our Code for Professional Conduct – which aims to professionalise our industry.”

Contact Matthew by telephone 0404 230 284 or email: matthew.hobby@mcarthur.com.au

rCsA JOUrNAL38

Why should RCSA Corporate Members support the RCSA PAF?

When your staff members commit to high standards:

» you advance the recruitment profession

» you attract and retain the best talent

» your reputation and brand is reinforced

» client loyalty increases

» new business is generated

» you commit your staff to excellence

» your clients have confidence in your staff

» commitment to continuing professional education creates a competitive edge

» you are better positioned as an employer of choice

» it signifies you have standards, you encourage staff excellence, and tells clients that their business is in safe hands.

What’s in it for individuals?

RCSA Professional Membership clearly indicates to your peers, clients and candidates that you: » are serious about your profession and identify yourself

as a professional » adhere to the industry’s code » are committed to maintaining your knowledge and skills » have a professional identity, competitive edge and credibility » are intent on developing and enhancing your career » are personally committed to excellence and best practice.

What’s the great offer?

All staff of RCSA members who are not existing ‘Individual’ members can receive complimentary 12 month RCSA membership if they apply by 31 December 2011 – yes, everyone!

How does my organisation take this up?

Individual staff members are required to:

Complete the application form in full

Tick the complimentary membership box in the payment section

Email, fax or mail to RCSA.

Professional Accreditation Framework RCSA PAF = Excellence

AssOCIAtION NeWs

rCsA service Delivery standard: Case History

The RCSA Service Delivery Standard (SDS) is the RCSA standard developed by your industry body focusing on

areas specific to recruitment such as candidate management, reference checking and employment law. Rosemaree Ellis, Managing Director, Stenhouse Recruitment Services, Queensland, comments:

“Stenhouse made the choice to undertake the SDS rather than progressing with the ISO standard in 2006 for a number of reasons. While both are third party accredited, I felt that the SDS was aligned to a ‘service’ industry and therefore relevant to our business.

“This combined with the fact that it is good value for money and supported by the RCSA gave me confidence to proceed. I have not regretted this decision and in fact look back as this being a very positive decision for the business. “While I had previously managed a medium-sized recruitment agency that was

ISO accredited, the thought of managing a quality system within my boutique agency based in Brisbane was daunting. However, I knew it was a necessity for future Preferred Supplier work.  

Once we started on the path, it soon became clear that the requirements under the SDS were more flexible and had the ability to work with your business to continue to enhance service offerings. From a management perspective, I have always gained valuable insight into how we can improve from every annual review. The auditors know the recruitment industry and understand what they are looking for and can also suggest ways to enhance your business from an operations perspective which is invaluable when you are a sole operator.

“There are so many benefits to operating under the Service Delivery Standard from providing an excellent platform for training

new staff to managing feedback effectively to ensure continuous improvement. I cannot speak more highly of Dianne Gibert and her team in both their professionalism and their commitment to working with our businesses to ensure we continue to maintain a high standard of service delivery to our customers and meet market demands going forward.“

If you would like to know more about the RCSA Service Delivery Standard, contact the RCSA’s official supplier, Dianne Gibert, Fathom Business Architects. Email Dianne@fathom business.com.au or call +61 3 9585 8241.

Rosemaree Ellis APRCSA, Stenhouse Recruitment

september 2011 39

AssOCIAtION NeWs

Leaders Luncheon Series: News Flash from Inside Politics – Whispers on Federal Government plans and the impact on business & our industrysydney – 20 octoberDennis Shanahan is the Political Editor of The Australian newspaper based in the Canberra Press Gallery. Dennis has worked on metropolitan newspapers for almost forty years, mostly in political reporting in Canberra and Sydney. He has also worked in New York and Melbourne.

Leaders Luncheon Series: ‘Creating a Great South Australia – Lessons SA Can Learn...’

adelaide – 9 novemberSenator Nick Xenophon, Independent Senator for South Australia.

The How-To of Social Media Recruitment: a hands on (interactive) approach Perth – 19 octoberadelaide – 20 octobercanberra – 20 october Lunch: ‘Great Communication – Antennas up – Headlights On! Getting to the heart of every communication situation!’

Recruitment Sales Masterclass with Gaynor Lowndessydney – 18 october, melbourne – 20 octoberchristchurch – 15 november, Wellington – 16 november, auckland – 17 november

5th Annual Charity Auction Fundraiser breakfastsydney – 23 novemberHistorically, this November breakfast has raised a total of $110,545, with funds going towards the Down Syndrome Society, Westmead Children’s Hospital, Wheelchair Sports NSW and Youth Off the Streets. This year we are raising money for the national Clown Doctors who help put more smiles on more children’s faces in hospitals around Australia. The presenter is Robi Mack (aka Dr Haveachat) who is also Clown Doctor. (Raffle, under the seat prizes and fabulous Auction items!)

The Power of ConnectionPerth – 10 novembermelbourne – 16 novemberBrisbane – 18 novemberSuccess can be limited by the quality of the connection you have with other people. Creating cohesive teams means working with a win/win mindset. Connection builds collaboration: $5 of your registration fee goes to charity.

R C S A E V E N T

L U N C H E O N S E R I E S

EVENTSRCSA Business SolutionsAs part of the RCSA’s ongoing commitment to assisting Members with business best practice, we have developed a comprehensive range of resource materials for Corporate Members for use in Australia and New Zealand. On the RCSA website’s Business Solutions Section you can access:

Free Templates and Business ResourcesAfter you log on, you can access this page listing FREE resources for Corporate Members only.

All Templates and Business ResourcesA list of titles of all the resources in RCSA Business Solutions – free and available for purchase.

FWO Clerical CampaignRCSA can help you with the Fair Work Ombudsman’s compliance campaign focusing on people employed under the Clerks – Private Sector Award 2010 in the recruitment and on-hire employee services industries.

Rapid Response Email SupportCorporate Members have access to FREE basic email advice on most legislative, compliance and business issues – 24hr response.

RCSA Working GroupsRCSA maintains working groups to assist in the management of policy, strategy, issues, education and stakeholder influence across a range of disciplines. (See page 27)

RCSA Business Solutions Service ProvidersYou’ll also find a list of RCSA Partners and Supporters who provide the free email service to Members. Visit www.rcsa.com.au – Business Solutions – for more information.

Advertise in the RCSA JournalYou can reach owners, managers and consultants in the recruitment industry

across Australia and New Zealand through the RCSA Journal. (See page 46 for 2011 RCSA CPE & Events Calendar).

Contact Julie Morrison, RCSA Manager Marketing & Communications for information: jmorrison@rcsa.com.au or call 1300 727 504

rCsA JOUrNAL40

AssOCIAtION NeWs

In the MediaRCSA constantly focuses on profiling the Association and increasing the volume of information to the media. Here are the recent media releases the RCSA issued – many of them picked up by various media outlets. • rogue Labour Importers

Not supported by rCsA

• rCsA first breakfast series a sellout

• Awards sponsors right behind rCsA

• rCsA Code for professional Conduct supported by victorian Government Department

• rCsA Annual Conference sponsorship opportunities being snapped up

• Come jam with Jellybean Jam at rCsA ball

• verify now a rCsA premium supporter

• rCsA Awards sponsors looking forward to the big night

• rCsA refutes ACtU claims that casual workers are neglected

• rCsA submission to AbCC re sham Contracting

• Workpro now a rCsA premium supporter

• bank of Queensland now a rCsA premium supporter

• rCsA peArL program turning out to be a real gem

• Oxford funding now a rCsA premium supporter

• rCsA round table Discussions with AbCC – update on sham contracting and labour hire

• peter sheahan keynote presenter at rCsA International Conference

• New rCsA Website launched today

• rCsA International Conference launched today

• rCsA encouraging members to get into privacy Week

• 2011 rCsA Gala ball sold out

• rCsA business solutions – preparing for the model WHs Laws and your duty to consult

• New rCsA Working Group takes off

• rCsA announces awards finalists

• WorkCover Queensland working with rCsA to improve labour hire injury outcomes

• fasttrack now a rCsA premium supporter

• rCsA Award Winners announced at Gala ball

• Count down to rCsA International Conference now on – early bird closing soon

• solid partnership Continues for rCsA and OAmps

• rCsA considers scheme to require building and construction businesses to report all payments to contractors

• Consultation with AmrANZ followed by Department of Health issuing guidance

• rCsA’s approach to the fWO and AbCC results in guide and outline of obligations

• recruitmentsuper and rCsA continue true and longstanding partnership

• rCsA Leaders Lunch – evolution of leadership to be explored

• rCsA Working Group re-emerges to tackle immigration issues

• rCsA keynote – innovate or dive to the bottom where the market is littered with other failures

• rCsA Conference update – the challenge is we see people as we are, not as they are!

SAFETY WORK AUSTRALIA WEEK 2011$180 *

EXCLUSIVE OFFERFOR RCSA MEMBERS

To celebrate Safe Work Australia Week 2011, we're offering you these safe work bundles for just

YOU SAVE 24%

LEADERSHIP SAFETY BUNDLE

Work Safety AssessmentIntroduction to Safety Leadership Program

YOU SAVE 30%

WORKPLACE SAFETY BUNDLE

Work Safety AssessmentHow to Manage Stress

OH&S Manual Handling

To take advantage of this great offer, please call 02 9922 3477

*Offer valid for enrolments made in September & October 2011

september 2011 41

AssOCIAtION NeWs

NEW ZEALAND UPDATE

RCSA New Zealand President Jacqui Barratt APRCSA reports

The New Zealand recruitment landscape seems a bit like the land we live on – there are some well-harvested

grounds providing great returns, there are some bumps and hills to provide challenge and test your fortitude, and there are some flat spots with some industry sectors not really delivering much fruit. However, I think overall we are all feeling more positive albeit still cautious.

It is no surprise that with the global uncertainty and also the large number of foreign owned businesses in New Zealand, companies are being more cautious and are really thinking carefully about the decisions they make. However, there is no doubt that they are still making recruitment plans and wanting to source the best talent available whether on a temporary, contract or permanent basis. We have also seen an

increase in companies starting to reignite training and investment in their staff – something which has been sadly on hold for sometime.

The candidate market is of a similar landscape: in some areas there are good candidate flows and in other areas the great talent is getting harder and harder to find. Counter offering is on the increase as companies recognise the value of the exiting employee. You could say it’s business as usual as these challenges have always been there, however the real challenge for all of us is developing the right solutions. If all we are doing is loading a job on a job board and waiting for response, we won’t survive! This is why we call ourselves consultants, not job order fillers!

On another note, you will all be aware that the RFI for All of Government Tender is out

and as the RCSA we will certainly be responding to provide our thoughts and feedback as to how government can work effectively with RCSA members. This is a wonderful opportunity for us to provide feedback and take the opportunity to attend their coffee sessions and work with government to shape a solution.

We are also continuing our work with the Ministry of Social Development and are in further discussions about the role our RCSA members can play with supporting the government’s initiatives to get more youth into work.

the rcsa would like to thank its 2011 international conference sponsors

PLATINUM SPONSOR GOLD SPONSOR SILVER SPONSOR

INNOVATION SPONSOR CAfE bAR SPONSOR

CONCURRENT SESSION SPONSORS

GOLf SPONSOR

bRONZE SPONSOR

CATERING SPONSOR

Proud RCSA Premium Supporter

Did you know there are

currently 83 programs and events on our

calendar?

Go to www.rcsa.com.au/events/eventscalendar

rCsA JOUrNAL42

AssOCIAtION NeWs

AANRA now 150 MembersAANRA, a RCSA member group since 2006, passed the 150 member mark at the end of 2010. The Association has grown from forty members in 2006, when as the Nursing Agencies Association of Australia (NAAA) it merged with the RCSA to form AANRA, to its present level of 150 members.

AANRA 2011/2012 PlanAANRA Council signed off the 2011-2012 activity plan which is

a co-ordinated program that seeks to develop positive influence for AANRA Members by addressing three areas: Business Best Practice – workforce management and workforce planning• Managing skill shortages• Recruitment of quality healthcare staff.Legislation and Regulation – regulatory and legislative influence• Workplace Relations and Industry Awards• Risk Mitigation and OHS.Professional Development – CPE and Professional Development• Ethical standards and legal responsibilities.

Professional Development Series•Quarterly meetings•Industry workshops.Accreditation and Compliance•AHPRA•Industry accreditation and quality standards.

The AANRA 2011/2012 program directly reflects the identified Confirmed Goals of RCSA:1. Lead the industry by providing the framework for business

best practice.2. Influence legislation and regulation that impacts employment

and our industry.3. Provide the platform for continual professional development

including ethical standards and legal responsibilities.

AANRA/ANF education updateAANRA Council is pleased to announce the expansion of

the AANRA/ANF education program with education modules now easier to access and available in packs of three, four or five modules. A wider range of modules, including titles in Aged and Community Care, is also now available to AANRA Members.

To date more than 25 AANRA Members have signed on to the program and this is expected to increase further with new packages and modules now available.

AANRA Professional Development Series Meeting in Melbourne

Following the AANRA Professional Development Series Workshop on the Gold Coast on 26 August, the next will be held in Adelaide on 17 November and 18 November.

Special Interest GroupsAANRA

Did you know there are FREE WebinRs to help with your understanding and application of Code Principles? Go to www.rcas.com.au and click “RCSA code”.

Report to MembersMedical recruitment is always evolving. Legislation, technology and economics are just some of the forces constantly interacting and competing to influence the practice of recruitment of medical staff.

The Association of Medical Recruiters (AMRANZ) believes that now, more than ever, medical recruiters must be engaged in moving their profession forward, making the most of all opportunities and ensuring the adherence to the RCSA Code of Professional Conduct and quality candidate care.

In 2011, AMRANZ Council and the members it represents worked together to raise the profile of AMRANZ, continued to focus on putting into place industry initiatives and services to benefit members  and ensured the Association had a voice in the many changes which occurred during this time. 

We continued to work closely with AHPRA and have met with the Victorian Health Minister and Victoria Health to discuss changes in procedure.  AMRANZ also made submission to the Parliamentary Enquiry into The Administration of Health Practitioner Registration by the Australian Health Practitioner Regulation Agency (AHPRA).

AMRANZ continued to update its members at CPE Events which are an excellent way for members to remain up-to-date with current and new legislation and developments in the industry. Special guests this past year included The Hon David Davies MP, Victorian Minister for Health; Jim O’Dempsey, National Director Transitional AHPRA: Kym Ayscough, NSW Manager AHPRA; and representatives from the Australian College of Rural & Remote Medicine and Queensland Health.

In 2011 the membership of AMRANZ continued to grow and increased membership positions us well in our determinations to support and guide the profession while our future efforts will focus on continuing our successes and finding new ways to bring value to our members.

In conclusion, Ron Crause APRCSA President of AMRANZ will resign from this position at the November meeting. Ron has worked tirelessly for AMRANZ since its inception in 2005 and we are sorry to see him go, his knowledge of the industry and the Association has been invaluable.

AMRANZ

september 2011 43

AssOCIAtION NeWs

Recruitment Systems has been building and supplying a specialist CRM for recruiters since 2001. TRIS is used by more than three hundred companies in twenty countries, and Recruitment Systems has a client retention rate of well over 95 per cent. Recruitment Systems are recruiters who are passionate about recruitment – and recruitment done well can be the most rewarding profession in the world.

The philosophy of TRIS is simple: 1. Eliminate all unnecessary process2. Automate as much of the remaining

process as possible3. Which leaves the recruiter to do what

recruiters do well – match the “soft” qualities of candidates to the real requirements of clients.

Liberty International Underwriters (LIU)™ is a division of Boston-based Liberty Mutual Group. LIU provides a diverse range of specialty insurance products distributed exclusively through the independent broker network. LIU employs over 1300 professionals globally, and is one of the most dynamic and responsive insurers in the Asia Pacific www.liuaustralia.com.au

Oxford Funding is a leading debtor finance specialist, providing tailored cash flow solutions to recruitment and labour hire businesses. Debtor finance is a reliable and increasingly common way for recruiters to meet seasonal demands and staff payroll obligations, without having to mortgage property or abide by restrictive lending covenants.

As a subsidiary of Bendigo and Adelaide Bank Limited, Oxford Funding offers the secure financial backing of a reputable bank, combined with an independent credit assessment team who understands the distinct cash flow needs of your industry. Oxford Funding’s head office is in Docklands, Victoria, and it has nation-wide representation.

rCsA premium supporter profiles

rCsA JOUrNAL44

AssOCIAtION NeWs

RCSA Member BenefitsQantas Club MembershipMembers have access to generous savings when joining the Qantas Club via our travel provider’s corporate scheme*. By joining the Qantas Club, you can find a comfortable retreat where you can relax or keep working in select company and enjoy a range of priority travel services. The more you fly, the more you will be rewarded! Contact your RCSA Member Benefits team on 1300 657 227 for more information and prices.

*Our travel provider is the Affiliated Member Travel Club/Cruise Traveller.

Keep Your Travel Agent’s CommissionChartis travel insurance offers you great travel insurance, at a great price. Members save 30% on Chartis full priced premiums. You will be protected for:• unlimited overseas medical and hospital

expenses • cover for lost or stolen luggage such as

your camera or your iPod • cover for trip cancellations and flight

delays • access to travel guard pre trip and

emergency assistance • and lots more!

Chartis also offers annual, multi-trip travel insurance options for the frequent traveller.

Visit your RCSA Member Benefits Website for more information and to purchase your insurance online.

www.memberbenefits.com.au/rcsa

*Terms & conditions apply.

RCSA Premium Supporter & Principal PartnerRecruitmentSuper

RCSA Premium Supporter & business PartnerOAMPS Insurance Brokers Ltd

RCSA Premium SupportersAd Logic Pty LtdBank of QueenslandCareerOneFastTrack Pty LtdLearning Seat Pty LtdLiberty International UnderwritersRecruitment Systems Pty LtdSEEK LtdVerify CV Pty LtdWorkPro

RCSA Supporters Advertiser Newspapers Pty LimitedAllianz Finance Pty Limited Astute PayrollAust Jobs Pty LtdAustralian Human Resources InstituteBlaze AdvertisingBSRP Asia Pty LtdBULLHORNCareers Multilist Pty Ltd

Conference Action

Consortio Pty Limited

Cumberland Courier Newspapers

CXC Global – Head Office

David Penglase Seminars

EASI Management Services Group Pty Ltd

Fathom Business Architects

FCB Group

First Advantage Australasia Pty Ltd

Fragomen

Geoffrey Nathan Consulting Inc

Hart Consulting Group

HHMC Australia Pty Limited

IPAR Rehabilitation Pty Ltd

IProfile

IT Easy

JobAdder

Jobmart Australia Pty Ltd

Job Capital

JobServe Limited

JXT Consulting

Kandula Pty Ltd

Lander & Rogers Lawyers

Lester Associates

Liberty Financial Pty Ltd

Lifestyle Careers

LinkedIn

LinkMe Pty Ltd

Lipman James

Matheson Publishing

MemberBenefits Pty Ltd

Microdec Plc

Mindset Group

NFC Global

NMIT – Preston Campus – BEC

Onetest Pty Ltd

Oxford Funding Pty Ltd

PayMe Australia Pty Ltd

Pendragon Management

Perry Watson Design

Psylutions Pty Ltd

QualSearch

Quinntessential Marketing Consulting Pty Ltd

RecruitAdvantage

Recruitment Academy Pty Ltd

Roskow Independent Advisory Pty Ltd

Sage MicrOpay Pty Ltd

Savage Seminars

Saxton Corporation Pty Ltd

SDP Solutions Pty Ltd

Selectus Pty Ltd

SGMC Australia Pty Ltd

Shirlaws Pty Ltd

Skillcheck Pacific Pty Ltd

Southern Cross University School of Commerce & Management

SRM Risk

Synergy Business Centre

TestLogistics Pty Ltd

The Canberra Times

The EI Group

The Omnia Group Ltd

The RIB Report

This Planet Pty Ltd

Trained UP!

Verify An ID Pty Ltd

Voyager Software (Australia) Pty Ltd

Work & Income, Ministry of Social Development

Workdesk Recruitment Software

NZ RCSA SupportersEEO Trust – Equal Employment Opportunities Trust

Human Resources Institute of New Zealand – HRI

SEEK Ltd

The Dominion Post

The Press

RCSA Partners and Premium SupportersThe RCSA Supporters Program, launched in November 2010, provides a tangible and strong connection to the recruitment industry. Becoming a RCSA Supporter sends a message of commitment to the recruitment industry to your existing and prospective clients. You can use the RCSA Supporter program to expand your profile, grow

networks and improve business opportunities with the recruitment, on-hire and workforce consulting sector.

The RCSA is proud to welcome the organisations listed below to the Supporters Program, led by Principal Partner RecruitmentSuper and Business Partner OAMPS Insurance Brokers Ltd.

For information about joining the RCSA Supporters Program, contact Julie Morrison, RCSA Manager Marketing & Communications, Telephone +61 3 9663 0555 or email jmorrison@rcsa.com.au

september 2011 45

President

Lincoln Crawley APRCSA

Vice Presidents

Robert van Stokrom APRCSA

Helen Olivier APRCSA

Directors

Matthew McArthur MRCSA (Life)

Jacqui Barratt APRCSA

Denis Dadds APRCSA

Peter Langford APRCSA

Laura Mabikafola APRCSA

RCSA Life Members (Fellows)

Jim Bailey FRCSA (Life)

Dorothy Caldicott FRCSA (Life)

Mike Carroll FRCSA (Life)

Nanette Carroll FRCSA (Life)

Jane Fanselow FRCSA (Life)

Ross Fisher FRCSA (Life)

Dawne Kelleher FRCSA (Life)

Barry T Knight FRCSA (Life)

Roger Lampen FRCSA (Life)

Reg Maxwell FRCSA (Life)

John McArthur FRCSA (Life)

Sylvia Moreno FRCSA (Life)

E Leigh Olson FRCSA (Life)

V John Plummer FRCSA (Life)

Wendy Rae FRCSA (Life)

Rosemary Scott FRCSA (Life)

David Shave FRCSA (Life)

Geoff Slade FRCSA (Life)

Jean Tait FRCSA (Life)

Janet Vallino FRCSA (Life)

Hugh Whan FRCSA (Life)

RCSA Life Members

Pauline Ashleigh-Marum MRCSA (Life)

Robert Blanche MRCSA (Life)

Larry Grima MRCSA (Life)

Michael Hall MRCSA (Life)

Sue Healy MRCSA (Life)

Kris Hope-Cross MRCSA (Life)

Malcolm Jackman MRCSA (Life)

Graham Jenkins MRCSA (Life)

Ruth Levinsohn MRCSA (Life)

Matthew McArthur MRCSA (Life)

John Plummer MRCSA (Life)

Beryl Rowan MRCSA (Life)

Julie Sattler OAM MRCSA (Life)

Greg Paul Savage MRCSA (Life)

Kim Shearn MRCSA (Life)

Stephen Shepherd MRCSA (Life)

Kaye Strain MRCSA (Life)

Rodney Troian MRCSA (Life)

Paul Veith MRCSA (Life)

John K Williams MRCSA (Life)

George Zammit MRCSA (Life)

RCSA Fellows

Bill Dalby FRCSA

Ian Hamilton FRCSA

Michael Hannaford FRCSA

Rosemary Urbon FRCSA

John Wilson FRCSA

RCSA Honorary Members

Hillard McMullen Hon MRCSA

Julie Mills Hon MRCSA (Life)

Joan Page Hon MRCSA

Malcolm Riddell Hon FRCSA (Life)

Reg Shields Hon MRCSA

Jill Skafer Hon MRCSA

Andrew Wood Hon MRCSA (Life)

RCSA Premium Supporter & Principal Partner

RCSA Premium Supporter & Business Partner

RCSA AuSTRALIA AND NEW ZEALANDPO Box 18028, Collins Street East, VIC 8003 Australia

Tel: 1300 727 504 | Toll Free NZ: 0800 448 299 | Fax: 61 3 9663 5099

Email: info@rcsa.com.au Website: www.rcsa.com.au

RCSA Board, Life Members & FellowsPROFILE

Paul Veith MRCSA (Life)

QUESTION:

When Paul Veith sold out of IPA, what did he do?

ANSWER: Converted his overtime

hours over his years in the

recruitment industry into

unclaimed holidays (he estimates

936 weeks) and set about using

them up travelling.

So far this year, Paul has

visited the UK, USA, South Africa,

Zambia and Botswana not to

mention travelling within

Australia to the Hunter Valley,

Margaret River, Noosa and Byron

Bay. Future bookings include

Alaska, New York, Canada,

France and the Kimberly area of

Western Australia. The way he is

going, those 936 weeks won’t

last long!

When not travelling, in addition

to maintaining an ongoing

interest in the Recruitment

Industry, Paul focuses on

non-executive business interests

including his role as a director of

ESH (the Parent of the company

Paul founded, IPA).

r c s a d i r e c t o r Y

Not a RCSA Member?To find out more about Individual or Corporate

membership or becoming a Supporter, call +61 3 9663 0555

rCsA JOUrNAL46

2011/12 RCSA CPE & Events Calendar

For more information and to register for these events, go to the RCSA website: www.rcsa.com.au

AssOCIAtION NeWs

Date City Event Type Event Name

All YearSydney

Melbourne Brisbane

Workshop Certificate in Recruitment & Selection

All Year Distance Learning Certificate Certificate in Talent Management

All Year Distance Learning Certificate Certificate in Recruitment & Selection

All Year Distance Learning Certificate Certificate in OHS Risk Management

(On-Hired Worker Services)

5-Oct WebinR/Online

WebinR/Online

Business Solutions WebinR, Keeping Auditing Simple – an Easy Introduction to Conducting Internal Audits

11-Oct WebinR/Online

WebinR/Online

Business Solutions WebinR, Understand How the Model Safety Law Impacts Upon Recruiters

13-Oct WebinR/Online

WebinR/Online

CPE WebinR, Do’s and Dont’s of Reverse Marketing Candidates

14-Oct Brisbane Workshop Brisbane Workshop, Running a Profitable Temp Desk

14-Oct Sydney Workshop Sydney Workshop, Running a Profitable Temp Desk

18-Oct Sydney Workshop Sydney Recruitment Sales Masterclass

18-Oct WebinR/Online

WebinR/Online

Business Solutions WebinR: Essential Legislation Update – Cutting to the Chase for the Time Poor Recruiter

19-Oct Perth WorkshopPerth Workshop, the HOW-TO of Social Media Recruitment, a Hands-on (interactive) Approach

20-Oct Adelaide WorkshopAdelaide Workshop, the HOW-TO of Social Media Recruitment, a Hands-on (interactive) Approach

20-Oct Melbourne Workshop Melbourne Recruitment Sales Masterclass

20-Oct WebinR/Online

WebinR/Online

Business Solutions WebinR, Introduction to Environmental Management

20-Oct Canberra Lunch

Canberra Lunch, Great Communication: Antennas up, Headlights on! Getting to the heart of every communication situation!

20-Oct WebinR/Online

WebinR/Online CPE WebinR, Educating Clients

20-Oct WebinR/Online

WebinR/Online CPE WebinR, Educating Clients

28-Oct Brisbane Workshop Brisbane Workshop, Introduction to Recruitment

28-Oct Sydney Workshop Sydney Workshop, Introduction to Recruitment

1-Nov Auckland Workshop Auckland Workshop, Introduction to Recruitment

2-Nov Auckland Workshop Auckland Workshop, Marketing from the Desk

3-Nov Christchurch Workshop Christchurch Workshop, Introduction to Recruitment

3-Nov Brisbane Workshop Brisbane Induction, Two Day Workshop

4-Nov Christchurch Workshop Christchurch Workshop, Marketing From the Desk

Date City Event Type Event Name

7-Nov Sydney Workshop Sydney Induction, Two Day Workshop

8-Nov Wellington Workshop Wellington Workshop, Introduction to Recruitment

9-Nov Wellington Workshop Wellington Workshop, Marketing From the Desk

9-Nov Sydney Certificate Certificate in Recruitment & Selection

9-Nov Melbourne Certificate Certificate in Recruitment & Selection

9-Nov Brisbane Certificate Certificate in Recruitment & Selection

10-Nov WebinR/Online

WebinR/Online

CPE WebinR, Skills - Reviewing Your Year and Setting Targets and Goals

10-Nov WebinR/Online

WebinR/Online

CPE WebinR, Skills - Reviewing Your Year and Setting Targets and Goals

15-Nov Christchurch Workshop Christchurch Recruitment Sales Masterclass

16-Nov Wellington Workshop Wellington Recruitment Sales Masterclass

16-Nov Sydney Certificate Certificate in OHS Risk Management (On-Hired Worker Services)

16-Nov Melbourne Certificate Certificate in OHS Risk Management (On-Hired Worker Services)

16-Nov Brisbane Certificate Certificate in OHS Risk Management (On-Hired Worker Services)

17-Nov Auckland Workshop Auckland Recruitment Sales Masterclass

18-Nov WebinR/Online Entry Level New Zealand Entry Level Program

18-Nov WebinR/Online Entry Level Australian Entry Level Program (June/

Nov 2011)

22-Nov Melbourne Workshop Melbourne Induction, Two Day Workshop

25-Nov Sydney Workshop Sydney Workshop, Introduction to Recruitment

25-Nov Brisbane Workshop Brisbane Workshop, Introduction to Recruitment

25-Nov Brisbane Workshop Brisbane Workshop, Interviewing Essentials

30-Nov WebinR/Online Certificate Certificate in OHS Risk Management

(On-Hired Worker Services)

30-Nov WebinR/Online Certificate Certificate in Talent Management

9-Dec Sydney Workshop Sydney Workshop, Interviewing Essentials

31-Dec WebinR/Online

WebinR/Online Various E-Learning Opportunities

31-Dec WebinR/Online Certificate Certificate in Recruitment & Selection

17-Jan Sydney Workshop The Induction, Sydney Two-Day Workshop

19-Jan Melbourne Workshop The Induction, Melbourne Two-Day Workshop

31-Jan Brisbane Workshop The Induction, Brisbane Two-Day Workshop

No more chasing timesheets, interpreting awards, processing payrolls or preparing invoices – simply pay one invoice and we do the rest – it’s that easy!

> We guarantee to cut your current costs signifi cantly

> Exclusively for Recruiters

> Online from anywhere at anytime

> Proud Supporter of the RCSA

“Outsourcing our entire payroll to Astute Payroll was one of the best business decisions I have ever made. My team and I can focus on sales and client development without the burden of a costly admin team and endless compliance. Compared to everything else, it is incredibly cheap as well.”

Selena Kilburn, MDGreen IT talent

Eliminate ALL administration

All PAYG, ABN, Super, Payroll Tax, LAFHA, Leasing, and Benefi ts easily processed

Powered by TimesheetsOnline® – the leading Recruiters’ web time and attendance system

Live reports – Get instant live visibility over your margins and payroll

Fixed and transparent fees – guaranteed to be less than your current costs.

All this in your colours, with your logos, through your web-site, active within 24 hours!

Easy Cheap Reliable

Book an online web-demonstration and get a quote today! Call 1300 794 070 or visit www.astutepayroll.com

* Some terms and conditions apply so call us today to see if your business qualifi es.

Hassle-Free

TAKES THE PAINOUT OF PAYROLL

+ built in training + built in help + comprehensive screens

WorkDESK Recruitment Software

When business opportunities come along, WorkDESK users can be confi dent that their software will help them take full advantage.

WorkDESK software is the complete solution – Candidates, Clients, Job Orders, Payroll and Billing, CRM, Search, Scanning, Outlook and SMS Text Messaging,

Marketing, General, Debtors and Creditors Ledgers (and much more)

Try WorkDESK yourself - order your free demo pack today.FreeCall 1800 777 004 (in Australia) FreeCall 0800 445 885 (in New Zealand) Email sales@workdesk.com.au

www.workdesk.com.au