Search Results - Adventures

Blog Post: Staffing Fundamentals - Rising to the Top - Staffing Desk Organization & Time Management: Added by Mike Rasmussen at 9:53pm on August 28, 2013

Blog Post: Is Your Workaholic Culture Ruining Employee Performance?: Added by Chris Arringdale at 10:00am on October 1, 2015

Blog Post: YOU WANT WHAT?: Monday of this week started off on an upbeat note. Two potential placements coming to a close after months of what I am beginning to regard as not recruiting but “search and rescue missions”.…; Added by Sandra McCartt at 2:41pm on October 26, 2011

Blog Post: This recruiter bills $1,000,000 a year. Want to know how he does that?: Recently I was one of 4 judges asked to select “Australia’s Best…; Added by Greg Savage at 10:31pm on March 18, 2013

Blog Post: The Modern Day Sourcer: When I reflect on my career in Talent…; Added by William Maurer at 8:37am on July 6, 2016

Blog Post: Drive your career with a business from a van: Has your current career route hit a roadblock? Are you tired of your typical 9-5 job and looking for a new career adventure? If you have your own van, then you’ll be excited to hear that there are…; Added by Jake Holyoak at 4:26am on September 28, 2017

Topic: Meet Martin Warren, Australian Cybersleuth: ed in 2005 to assist organisations to improve their direct recruitment function. Insidejob provides research, assesses capability, trains and recruits permanent and contract recruiters for organizations who have Internal Staffing Functions. The company specializes in finding and developing corporate recruiters in Australia, New Zealand and Asia for our corporate clients across many industries (Banking & Finance, Engineering, Mining & Resources etc...) whether they have a small or large team of internal recruiters. Martin Warren is a Specialist Recruitment & Search with IT, HR, Senior Management, Sales & Marketing and Contact Centre sectors. He provides consulting to Internal and Agency Recruiters in the development and implementation of creative sourcing plans, building capability and delivery. He has assisted recruitment organizations identify recruitment technology requirements and matching to recruiters and business workflow. Martin has Extensive knowledge with Internet sourcing having been trained by Shally Steckerl’s JobMachine Inc. in using various Search Techniques in finding Resumes & People on the Internet. Martin will always be fondly remembered as my Most Excellent friend during a Most Excellent Adventure during my visit to Australia for the AustralAsian Talent Conference, 2008. He shall likewise be recommended as Australia's leading sourcing guru committed to contributing knowledge and passion for developing and executing creative sourcing tactics and techniques using various Internet Search Engines, Professional and Social Networks. Martin's tenacious desire to learn and to focus on relationships above simply the bottom line is what makes his thought leadership refreshing and destined for a greatness not only restricted to his native Australia, but on a global level given his consistent efforts to reach out to every corner of the earth to share, to question, and to assist. In all my travels, Martin stands out as someone I look forward to collaborating with for many years to come Q & A with Martin Warren Six Degrees: Does your staffing organization “DIRECT SOURCE” from competitor companies to hire talent? MARTIN:I don’t work directly or within an internal function. We provide consultancy services but from my knowledge of a number companies in Australia who have an internal staffing function generally they don’t direct source they really rely on agencies (3rd party) to do this. I also think there a mind shift starting to happen or at the least companies in Australia are starting are look at this. There is also a minimal number you in some capacity are doing this today. Six Degrees: How are US and Australia recruitment culture different? How are they similar? MARTIN: I think in Australia we are not as aggressive or in your face (with respect) as the USA. Also our market is maybe not as competitive but we have similar issues that the USA do such as skills shortage etc… In term of similar, I think we are very open to taking on new ways or idea in how we can recruit, source etc… better and more efficiently and always looking to do it better so we can keep ahead of the game. Six Degrees: Which recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit? MARTIN:We pretty much use the same tools at the USA such as Taleo. We have some other providers in Australia who offer similar tools such as Taleo. Some of the sourcing tools are now being looked as such as Broadlook tools but generally most organisation are pretty much focuses on the RTS. Six Degrees: How many applicants do you estimate are hired from your corporate website as compared to how many are hired through referrals? MARTIN:This really depends on the company and industry sector. For example some of the large mining companies have a very powerful brand and there are massive shortage of skills. They generate a lot of applicants from their corporate website but also make a lot of hires through internal referrals. In general companies in Australia would make as many hires through internal referrals as companies do in the USA but this is a real focus in Australia to significantly increase there hires in this area. Six Degrees: This question is different, instead of quality, WHERE ARE THE "MOST HIRES" collected from? (In terms of Quantity #) MARTIN:I would say job boards for your lower level roles and referrals for more specialist roles. Six Degrees: What is the source of your "LOWEST COST OF HIRES" - (least amount of invested resources for the easiest hires, regardless of quality) MARTIN: Probably the general job boards the main one being Seek. Six Degrees: Whether you are hiring IT engineers, accounting, - whatever talent you are seeking, - is your country's CULTURE a factor in the RESPONSE RATE you get when sending an email requesting a CV versus calling the candidate directly at their work? Are they open/eager to sending their CV, are they more shy/cautious or even suspicious depending on the method you use to contact them? MARTIN: In Australia candidates like to talk to you and understand what you have to offer and how that can benefit them. For more senior/specialist role you need to build a relationship via phone and face to face as we tend to be suspicious. Six Degrees: What methods/resources produce the FASTEST amount of time in producing hires? MARTIN: For volume roles job boards. For your more specialist/technical/senior roles your networks you have built over time, talent pool, professional networks like LinkedIn. Six Degrees: What SPECIFIC TECHNOLOGY TOOLS do you use that produce FASTEST amount of time in producing hires. MARTIN: Taleo, PageUp would be the main technology tools in Australia. Six Degrees: Is it acceptable, or common, in your country’s culture to offer a referral fee for a successful hire to someone who recommended the candidate? Yes or No? What is the formula, method or basis for developing a money reward for a referral? MARTIN: Yes this happens and is becoming more the norm with organisations. Generally is money based and can vary in amount significantly very much dependant on the industry sector. Six Degrees: Do you use blogs specific to each country's talent within target industries/competing companies? MARTIN: In Australia this is starting to happen but still early days. I think this is one area where Australia needs to significant ramp up and focus on. Six Degrees: What are the BEST JOB BOARDS to each of the countries you recruit for, BOTH overall and SPECIFIC TO each industry (For Example: IT, Finance, Marketing etc) MARTIN: In Australia we don’t have many job board like you do in the USA. The dominate job board is Seek followed by Mycareer and Careerone which are both aligned with our 2 main newspaper groups. Some industries such as mining and resources use all the global or niche job boards to attract people to Australia. Six Degrees: What local newspapers, known major associations & conferences and industry-specific website portals are relevant to the staffing industry in Australia MARTIN: Newspapers: The Age, Sydney Morning Herald, The Australian, Financial Review are the main players. Conferences: Australasian Talent Conference. There are also various other careers conferences for professional and graduates. Associations: RCSA, ITCRA, various HR associations Six Degrees: What Search Engines in addition to common ones like Google, do you use that are native to the countries you are responsible for? Please Detail with links. MARTIN: Sensis (www.sensis.com.au) would be the main one Six Degrees: Which 3rd party agency/ recruitment search firms have you successfully used and would recommend to others for the types of positions (IT, accounting etc) you recruit for? MARTIN: This would depend on what skills you are looking to hire. There are over 4000 agencies in Australia so its difficult to single out any particular agency.…; Added by Dave Mendoza at 1:50am on July 28, 2008

Topic: Meet Suzanne M. King, her Name's On The Door" at King Executive Search: eries please click here. "Since I’m used to working with C-level executives and minding their tightly arranged time schedules, I can be very concise and quick to prioritize a problem and how to handle it. Sometimes, a person who is not yet at a C-level or new to their decision-making function, needs more time to marinate in the available options before making a call. In this case, that person would view me as being too direct and I would need to be more watchful of them for readiness to accept my input." "It’s always been disappointing to watch someone try to struggle in a position when they are clearly beyond their Peter Principle. I’ve had to take over work in the past from others who were out of their element ... it was extra work to overcome what could have been resolved upfront by getting the right person for the job at the get-go." • RecruitingBlogs Profile • Linkedin • Website • Office: 949-718-0266 • Email RecruitingBlogs Articles: "Duplication of Effort," "What Do You Really Want?", "Take It Easy" Suzanne King has 20 years of experience as a corporate business professional. Her background leverages a career in accounting, finance, corporate strategy, and mergers and acquisitions. While working for public and private, global and strictly domestic, billion-dollar to boutique-sized, professional services and industry-based companies, Suzanne has led, managed, designed, built and downsized corporate teams for a variety of industries and functional areas. She has introduced well over 2,000 candidates to Fortune 150 hiring managers. Suzanne has in-depth knowledge of and expertise with corporate recruiting processes including the identification, screening, recruiting and hiring of technical, management and sales professionals. She is an award-winning recruiter and has designed processes used by Fortune 150 corporate recruiting professionals. Throughout her career, she has personally coached high potential individuals who have navigated various organizational cultures and corporate politics to rise in the ranks to positions of leadership and influence. Suzanne holds a BS in Finance and Economics from the University of Southern California and an MBA in International Business from Pepperdine University. Q&A with Suzanne M. King Six Degrees: Tell us of your home world. Suzanne: I married my college sweetheart and we share parenting and dog management duties as well as a love for business, real estate, fitness and recruiting. We’re a fantastically, fearless team. Six Degrees: What do you do for fun and adventure? Suzanne: Dance, martial arts, snow skiing, cooking for friends and reading. I’m a classically trained ballet dancer and a 2nd level brown belt in Tae Kwon Do. I grew up on the slopes because snow skiing is a family passion, and I used to race as a kid. Now, almost every Sunday I walk into one of my dear friend’s kitchen and make a meal for six people from whatever she has in her frig and pantry. It’s a fun challenge to make something delicious out of what someone else claims is “no food in the house”. Six Degrees: How many years have you been in the staffing industry? Suzanne: I suppose for longer than I’d realized before you asked this question. My approach to the staffing industry comes a bit at an angle. For years, I interviewed and hired people for my teams in corporate America. I also, interviewed numerous entrepreneurs and corporate executives as part of my time in the mergers and acquisitions field. In 2002, I became CFO of King Executive Search. When your name’s on the door, you wear many hats, so I ended up doing work for Oracle (initially in areas where my past career had cross-over and then eventually for a whole myriad of positions within various business units). I ended up becoming a two-time Everest Award winner. Who knew I would find a new application for my skills? Six Degrees: How did you get started as a recruiter? Suzanne: Recruiting was always part of my business as a corporate executive, but I became an external professional services provider seven years ago. Interestingly, looking for a good company to acquire has a lot of similar thought processes to looking for the best candidate for a given team. Although, there are a load less spreadsheets and contracts involved. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Suzanne: Korn/Ferry recruited me years ago to an M&A role for a medical device firm. The executive search consultant who worked with me was so good at her job and I really admired her how she approached me and knew her market. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Suzanne I have more than one mentor. Each has a different area of expertise but not a career similar to my own. It’s helpful to be able to tap into someone’s experience and perspective that comes at a situation differently. I try to assimilate inputs and go with the best approach that I can. Six Degrees: Tell us about your company, Susan. Suzanne: As Partner of King Executive Consulting, I’m directly involved in providing service to my clientele yet I also wear multiple “back office” hats. I recruit, coach, and develop business, while also tackling administrative tasks and managerial responsibilities. Our team is presently at five and we’ve got a growth plan, so stay tuned for more announcements from us. Six Degrees: What other companies' recruiting operations do you admire or have heard are best-practice examples? Suzanne: The two that I admire are Heather Broome at Blue and Paul King at King Executive Search. They are prior Korn/Ferry executives, Paul was a Client Partner, who know how to cover the market and implement a senior level search. They are smart business people, well-networked in their communities and ultra professional. I consider them to be “Best of Breed”. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Suzanne: My undergraduate degree was in Finance and Economics so I lean towards these stories in the media. The recession, timing for recovery, global market health in relation to the U.S. market health and technological improvements are all on my watch list. I also keep a pulse on the stress level of the candidate pool because it affects how I implement. Six Degrees: Tell us about your broader involvement within the staffing industry: Suzanne: I speak at universities to help build awareness amongst the next generation of corporate executives and the executive coaching that I specialize in aims to improve the candidate pool. Six Degrees: Can you detail how the recession has affected your particular industry niche? Suzanne: Recessions don’t discriminate. The technology and medical sectors are hanging in there but search volume is reduced. More candidates are dealing with a lot of stress and need coaching to prepare for interviews and navigate highly political environments. Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities. Suzanne: The social person in me is networking-friendly. LinkedIn, Plaxo, Doostang, Facebook, Twitter, Naymz, RecruitingBlogs, www.kingconsultant.com and a periodic newsletter are all places where you will find me. Six Degrees: What is your next career goal? What do you need to do to get there? Suzanne: My first incremental goal is to double the size of my firm. What do I need? Good people, hard work, creativity, perseverance and luck.…; Added by Dave Mendoza at 9:08pm on October 25, 2009

Blog Post: Follow the Process...Even in an Ocean of Candidates