Attracting and Recruiting the Right People

Presented by:

Clint Vawser 26th July 2007

Engaging Your People…

Strengthening Your Business

•Leadership, Management and Supervision

•Developing Team

•Personal Productivity and Time

•Human Resource Specialties

Workshop Programs

Personal Learning (Coaching)

Consulting

195,324 Jobs

What Employees Love and Hate about their jobs:

Industry Love Hate

All People I work withHours of workVariety and content of work

Quality of overall managementCareer developmentFeedback appreciation

Insurance and Super

People I work withVariety and content of workBenefits and Conditions

Stress levelQuality of overall managementFeedback appreciation

Finance and Banking

People I work withHours of workBenefits and Conditions

Stress levelQuality of overall managementSalary

2006 Seek Employee Satisfaction Survey

Most Happy employees work in:• Community/Sport • Science/Technology • HR/Recruitment• Consulting and Corporate Strategy• Construction

Most Unhappy employees work in:• Engineering• Manufacturing/Operations• Banking and Finance• Retail/Consumer Products• Sales/Marketing

2006 Seek Employee Satisfaction Survey

Employee Loyalty

“Unsurprisingly, given that career development is one of the key factors employees look for in a job, it is also one

of the key motivators to move employer. 18% of employees would move for a better salary and

equally 18% would be reluctant to move from their employer.

Work-life balance comes into the equation for 17% of employees and less than 10% of employees consider they

would move employers at the drop of a hat. Only 6% of employees consider themselves to be happy

with their current employer and would not dream of moving, perhaps proving once again how mobile

employees are.”

2006 Seek Employee Satisfaction Survey

What attracts candidates?

2%13% 86%

4% 16% 80%

3% 19% 78%

7% 20% 74%

7% 27% 66%

13% 31% 56%

17% 31% 52%

24% 32% 45%

35% 30% 34%

31% 38% 31%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Job description and responsibilities

Salary package

Experience and skill requirements

Company location

Benefits offered

Company reputation

Industries the company operates in

Position title

Reputation of the recruiter advertising the position

Company size

Not Important

Neutral

Important

2006 Seek Employee Satisfaction Survey

Marketing 101

JOB VACANCY IN YOUR

ORGANISATION

Pipelining

Creating talent pools and good candidate relationships to enable ready sources for recruitment based on the

needs of the day.

Employment Advertising – What we really mean!

• COMPETITIVE SALARY:

• We remain competitive by paying less than our competitors.

• FLEXIBLE HOURS:

• Work 55 hours; get paid for 37.5.

• GOOD COMMUNICATION SKILLS:

• Management communicates, you listen, figure out what they want you to do.

• ABILITY TO HANDLE A HEAVY WORKLOAD:

• You whine, you're fired.

• CAREER-MINDED:

• We expect that you will want to flip hamburgers until you are 70.

• SELF-MOTIVATED:

• Management won't answer questions

• SOME OVERTIME REQUIRED:

• Some time each night and some time each weekend

• DUTIES WILL VARY:

• Anyone in the office can boss you around.

• SOME PUBLIC RELATIONS REQUIRED:

• If we're in trouble, you'll go on TV and get us out of it.

• SEEKING CANDIDATES WITH A WIDE VARIETY OF EXPERIENCE:

• You'll need it to replace three people who just left.

• PROBLEM-SOLVING SKILLS A MUST:

• You're walking into a company in perpetual chaos.

Red 5 Games – Out of the Box

not the end a beginning

a new beginningnot a new worldbut an old world

made newno change is peaceful

and though life strugglesit also strives

to forge a new paththrough the darkness

to rise to the call of glorynot the end

a new beginningwith new eyes to greet it.

Recruiting at Google

…[At Google] while interviewers try to avoid "trick questions", they do aim to ask

"unusual" questions that are not geared towards any particular skills or experiences

in an effort to measure how well a candidate does on something they haven't

worked on before.

Recruiting Generation Y

Informal

Tech Savvy

Stimulus Junkies and Impatient

Skeptical

• Radio – 34 Yrs

• Television – 13 Yrs

• Internet – 4 Yrs

• Instant Messaging

– 4 months

Walk the Talk

Your Name

Style

Generation YAttracting

Expertise

Positioning

Youth to Youth and Viral Marketing

www.cvhr.com.au

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