arning and possibly collaboration. Please let me know how I can help you in using it.
I'd like to invite you to join us here at the XtremeRecruiting.tv group.
We are a growing network of recruiters sharing ideas, techniques, technologies and pursuing excellence. We would value your input.…
rmine a great hire outside of skills sets ... If this is not determined early on you could have hiring requisitions open for months. Sometimes the fault sits right with the hiring manager for any number of reasons : Ego, Salary range not in line with market, word on the street if its a niche shop ... If that's not fixed forget about finding a qualified candidate. That super question how long has this role been open and why needs to be asked and answered.…
cruiter to be in is that of having the skills of sourcing mastered so well that he can always find the Bigfoot or the Unicorn (assuming it exists). Actually, I do like Employers to use their heads, too, because the Employer who uses his head is the one I want to work with to help him find the best possible people. Nonetheless, you are right that many employers are not fully cognizant of the ramifications of the ways they do things being inefficient or incorrect. We exist as consultants to those people, who can hopefully educate them to a better way. If they won't use their heads or won't listen, I need to move on to another Client.…
or a client. First, how cool is that? I love when a client is smart enough to use a recruiter to find the best recruiter for the job!
During the qualifying interview the retained recruiter did great job qualifying my friend, (Super Recruiter) and then goes on to explain the process. They share that they are working on retained basis, (shiver me timbers) and that their client is very concerned about finding the right fit and that they will qualify candidates and present the best ONE to their client. ONE, they are very clear on this, only ONE.
I bet you all know where this is going. My friend (Super Recruiter) meets with the client, great company BTW, and asks at the end of the interview how do I compare to the other candidates you are interviewing? The client freely shares that they are impressed with him, and they go on to share that the candidate they interviewed the day before was a strong candidate and that they were looking forward to meeting a third candidate before the week ended.
It is always a mystery to me when I run into this in our profession. Why would this retained recruiter lie? Are there any times that you think it is important to lie to your candidates and or your clients? …
ke the super industry more efficient for employers, employees and super funds. The changes mean that employers will need to plan, review and update their super processes.
Why are these changes taking place?
These changes are based on the finding of the Government’s ‘Super System Review’ carried out in 2010 by Jeremy Cooper. Basically, Australia was found to have an aging population and for most people the Age Pension is not sufficient to live comfortably in retirement.
What is changing and when is it happening?
Superannuation Guarantee rates will increase incrementally from 9.0% to 12.0% by the financial year 2020. These changes begin this year from 1st July 2013, with an increase from the current 9.0% to 9.25%. The increase in contributions will continue each year until reaching a contribution level of 12% as outlined for the financial year 2019/20.
These changes are illustrated in the table below:
Super Guarantee %
2019-20 and beyond
There is also another change accompanying the increase in the Super Guarantee contributions; this is the removal of the age limit on contributions. At the moment, contributions stop for employees aged 70 years plus, this change will also take place this year from 1st July 2013.
What does this mean for Employers?
Employers will have the challenge of handling this increase in the Super Guarantee contribution and the prospect of continuing Super payments to older employees.
There are essentially two options and the choice between them is strongly determined by the approach the employer has taken or will be able to take in the future in terms of how remuneration is presented and talked about.
It is expected that, over time, employees’ wages and salaries will increase. Almost inevitably, the annual increase in the Australian minimum wage drives increases in payroll costs. With the increase in the Super Guarantee contribution, employers have two options, either;
Incorporate it in wage/salary movements, or;
Carry the increased contribution as an additional increase in the payroll cost.
However, where wages/salaries are discussed as “base plus super”, it is more difficult to incorporate the Super Guarantee contribution costs in wage/salary increases. In organisations that advertise and discuss “salary packages”, it will be easier to incorporate the increased Super Guarantee contribution in wage/salary increases. Otherwise, the increase in superannuation contributions may result in a decrease in employees’ take home pay.
Things that Employers Can Do to Prepare for the Changes to Superannuation
Employers need to start thinking about how the increased level of Super Guarantee contributions will affect their employees’ remuneration packages and the overall payroll costs. It is important to pay the correct amount of Super Guarantee; otherwise employers will have to pay the SG Charge made up of overdue SG contributions, interest and administration fees. The SG Charge is not tax deductible; however correct Super Guarantee payments on time are tax deductible.
All SDP’s clients will be ready for these reforms, as our systems and process will be automatically updated.
To ensure all employers are ready for the changes ahead, from the 1st July 2013:
Payroll systems will need to be configured to remit the increased contributions to each employee’s superannuation fund from 1st July 2013, with the software updates allowing for the annual increases through to 2019. No need for SDP’s clients to worry, as our online platform, TemPay will be updated automatically on the relevant dates;
decide how the increases will be handled, not just in 2013, but as a common practice for the following six years;
determine whether or not staff contracts need to be reviewed (which they probably will) to reflect the changes over the period to 2019 in superannuation contribution;
incorporate the superannuation costs of any employees over 70 years of age;
develop a communications plan to inform all employees of the coming increases in the Super Guarantee contribution and how the company is going to administer and incorporate them.
It is essential for all employers, to take the necessary action, as ignorance will only hinder continued successful business operations and companies will be penalised with SG Charges.
SDP’s Clients will enjoy peace of mind as we will take care of all these factors for you.
Basically we are wondering what recruiters are planning to do to accommodate this change. Any feedback would be greatly appreciated.
Thanks in advance
ssful and most not so. I am done with hiring and firing and am super happy being back on the case personally serving my clients in the Technology and Telecoms industry. In fact, to be honest I am having an absolute ball, earning great money and super happy.
My problem is that I am finding myself with too many roles to fill, I dont advertise at all and for the positions I fill - (mostly Sales and Management based) head hunting is the only way for me, but this is of course very time consuming and it is hard to work more then 4/5 roles on a committed and successful shortlist basis.
Never done fee splits before, but wondered if others had and what their experiences are? I want to find other Recruiters or Researchers who can source candidates for me - I have a number of clients who I know I can get fee's out of. Am I chasing the holy grail here? 50% of something has got to be better then 100% of nothing right?
The thought of employing people again to try and take the horse to water, only to discover that the damn beast does not want to drink, sends shivers down my spine. But maybe that is the only way?
Added by Mike Auton at 9:12am on November 17, 2011
ssive candidates. We belive recruiting high quality employees through social media is the future!
Go to Jobgo.com to check it out for yourself
We would be happy to anwser any of your questions! Feel free to email us at email@example.com…