rcsa journal december 2013

Australia & New Zealand | December 2013

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

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65 IN THIS ISSUE

• Member E-Learning launches: ten free training modules on offer to ALL RCSA members

• What do you think about: the post-election marketplace? Industry leaders share their views

ACUMENSPEAKERSERIES

2013RCSA

Improving PerformanceRCSA Acumen Series 2013 – recruiters look to the future

LIFT YOUR GAME! A message for recruiters

MAKE A MOVE...to the super fund that knows how to keep up with youWhy choose Kinetic Super?• We’re the leading industry fund for the recruitment and job services sector

• We’re a long-standing supporter of the recruitment industry and a principal partner of the RCSA

• We have more than 20 years experience managing over $2.3 billion in super for over 350,000 members

• Competitive fees and charges

• Low cost insurance provided automatically for eligible members

• Choice of eight investment options, including a MySuper default option

• Access to a dedicated team of Member Education & Advice Consultants* at no extra charge

• Awarded 5 stars for outstanding value by CANSTAR^

• We help members stay connected with their super as they move through their working life

• We work with employers providing support and information to best manage their super obligations.

Kinetic Superannuation Ltd (KSL) (ABN 14 056 917 303 AFSL 222590 RSE L0000352) is the Trustee of Kinetic Superannuation Fund (KSF) (ABN 78 984 178 687 RSE R1000429) which includes Kinetic Smart Pension (KSP). 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 Kinetic Super you should consider your own requirements and any implications of the transfer (loss of benefits in existing super arrangement, costs to transfer, features and benefits of the respective funds) and read the relevant Product Disclosure Statement and Incorporated Information before deciding to acquire the superannuation product. For a copy, call us on 1300 304 000 or visit the Kinetic Super website, kineticsuper.com.au. *Kinetic Super Management Pty Ltd (ABN 53 000 013 276 AFSL 232501) provides general financial advice, marketing and sales services using its AFSL for Kinetic Superannuation Ltd (KSL). Relationship Managers and Member Education & Advice Consultants are employed by Kinetic Financial Services Pty Ltd (ABN 57 103 181 844) and are Authorised Representatives of Kinetic Super Management Pty Ltd. ^CANSTAR ratings are an independent benchmark based on a comparison of 82 super funds’ product features including fees, fund performance, investment options, insurance options and premiums, online access and availability of advice. Details about CANSTAR, how they get paid, and further information about the ratings criterion can be accessed via canstar.com.au.

If you have any questions or need help organising your super call 1300 304 000, email [email protected] or visit kineticsuper.com.au

DECEMBER 2013 3

Contents

4 President’s Report: Lincoln Crawley FRCSA

6 CEO’s Report: Steve Granland

IMPROVING PERFORMANCE

8 RCSA Acumen Series 2013: recruiters around Australia and New Zealand look to the future

10 Lift your game! Steve Heather FRCSA has some advice for recruiters

COMMENT

14 What do you think about the post-election marketplace? Industry leaders share their views

INTERNATIONAL COMMENT

16 Staffing Industry Analysts predict US staffing market to increase

17 Ciett Report: developing an industry profile in Asia

18 The UK market – meeting the challenge

RCSA AWARDS

20 Meet the 2013 RCSA winners: McLean Award for Workplace Safety

21 2014 Awards now open!

BUSINESS MANAGEMENT ISSUES

22 Getting to the essence of performance improvement: by Mark Ashburn

24 Getting ready for Privacy changes. Step 1: Understand your operating environment

26 Cookies anyone?

FOCUS: IMPROVING PERFORMANCE

27 When friendship turns to leadership. By Vanessa Fudge

ASSOCIATION NEWS

28 Immigration: it’s that time of year.

29 RCSA Targeted Training

31 Member E-Learning – ten free training modules on offer to ALL RCSA members

32 RCSA Strategic Plan update: Steve Granland reports

33 Individual Membership Support Program

34 Issues Update from Charles Cameron

34 In the Media/Business Solutions Memos & Guidance Notes

35 RCSA PEARL Consultant Forum 2014

36 Member Groups: AMRANZ and ANRA

37 Diploma of Management

38 New Zealand Update

39 2013 Conference Survey results

40 RCSA Partners and Premium Supporters

41 RCSA Board, Life Members and Fellows

42 2014 RCSA CPE & 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 3,300 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: [email protected] www.rcsa.com.au

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The Editor: Sally Matheson Matheson Publishing T: +61 3 9820 2676 E: [email protected]

RCSA JOURNAL ADVERTISING & SUPPORTER ENQUIRIES

Julie Morrison Manager – Marketing & Communications RCSAT: +61 3 9663 0555E: [email protected]

SUBSCRIPTION ENQUIRIES

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

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NOTE:All material published in the RCSA Journal is subject to copyright and no part may be republished, photocopied or transmitted electronically or 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 2013 ISSN 1838-8736

30RCSA Acumen Series 2013 – recruiters around Australia and New Zealand look to the future

Please pass on to:

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freefreefreefreefreefreefreefreefreefreefreefreefreefreefreefreefreeOnline training for all membersthrough your RCSA membership

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provided bywww.rcsa.com.au

A newRSCAmemberbenefit

8Member E-Learning – ten free training modules on offer to ALL RCSA members

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in Australia. Both the printer and the paper used to produce this document have Forest Stewardship Council® (FSC®) and ISO 14001 environmental certification.

MAKE A MOVE...to the super fund that knows how to keep up with youWhy choose Kinetic Super?• We’re the leading industry fund for the recruitment and job services sector

• We’re a long-standing supporter of the recruitment industry and a principal partner of the RCSA

• We have more than 20 years experience managing over $2.3 billion in super for over 350,000 members

• Competitive fees and charges

• Low cost insurance provided automatically for eligible members

• Choice of eight investment options, including a MySuper default option

• Access to a dedicated team of Member Education & Advice Consultants* at no extra charge

• Awarded 5 stars for outstanding value by CANSTAR^

• We help members stay connected with their super as they move through their working life

• We work with employers providing support and information to best manage their super obligations.

Kinetic Superannuation Ltd (KSL) (ABN 14 056 917 303 AFSL 222590 RSE L0000352) is the Trustee of Kinetic Superannuation Fund (KSF) (ABN 78 984 178 687 RSE R1000429) which includes Kinetic Smart Pension (KSP). 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 Kinetic Super you should consider your own requirements and any implications of the transfer (loss of benefits in existing super arrangement, costs to transfer, features and benefits of the respective funds) and read the relevant Product Disclosure Statement and Incorporated Information before deciding to acquire the superannuation product. For a copy, call us on 1300 304 000 or visit the Kinetic Super website, kineticsuper.com.au. *Kinetic Super Management Pty Ltd (ABN 53 000 013 276 AFSL 232501) provides general financial advice, marketing and sales services using its AFSL for Kinetic Superannuation Ltd (KSL). Relationship Managers and Member Education & Advice Consultants are employed by Kinetic Financial Services Pty Ltd (ABN 57 103 181 844) and are Authorised Representatives of Kinetic Super Management Pty Ltd. ^CANSTAR ratings are an independent benchmark based on a comparison of 82 super funds’ product features including fees, fund performance, investment options, insurance options and premiums, online access and availability of advice. Details about CANSTAR, how they get paid, and further information about the ratings criterion can be accessed via canstar.com.au.

If you have any questions or need help organising your super call 1300 304 000, email [email protected] or visit kineticsuper.com.au

mailto:[email protected]

http://www.rcsa.com.au/managers



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RCSA JOURNAL4

PRESIDENT’S REPORT

Lincoln Crawley FRCSA

Reinvention, innovation and agility are all words and themes I’ve heard a lot this year. While we can’t control external events, we can do our best to respond to them positively.

Dear Members

The end of the year is approaching rapidly, as it always does, and hopefully there aren’t too many weeks standing between you

and a well-earned break with family, friends and summer weather.

In all the chaos of the season – from the endless Christmas functions to the last-minute gift shopping – we should take a moment to reflect on what we’ve achieved in the past year.

While the market has certainly been challenging for our industry, the mood has been about rising to the challenge. Reinvention, innovation and agility are all words and themes I’ve heard a lot this year. While we can’t control external events, we can do our best to respond to them positively.

Reflecting on the work the RCSA has done in 2013, we’ve made good progress on several fronts.

In an important step towards charting our future, the Board signed off on five strategic priorities for the next three years: • ensuring that RCSA membership is highly valued• being the lead provider of market-recognised

Continuing Professional Development• acting as the centre of influence for member

interests• setting the industry benchmark through

adherence to RCSA Standards• and ensuring the generation and responsible

use of stakeholder funds. These themes are by no means new – they

relate to much of our work in recent years. However, they clarify and capture our focus, and tell you how we are working to support you, our members.

We have also looked for ways to deliver value on a practical level, for example, the Workforce Info Line. This telephone advice service is provided as part of your Corporate membership and answers questions about workforce and industrial relations issues, work health and safety, and independent contracting.

But it wasn’t all business and board meetings. The RCSA once again put on a number of lively networking events, with the Gala Ball a highlight, as always. At the National Conference, more than 250 members hit the Gold Coast for three days of information, inspiration and a chance to catch up with industry peers.

This year also saw enthusiastic take-up of the PEARL Learning & Development Pathways, and a new mentoring program. Providing skills and

education for the up-and-coming people in our industry means we’re able to give clients and candidates the high level of professionalism they expect.

The unusual political events of this year created a very difficult climate for lobbying and advocacy; however, we hope to see things improve now that we have more certainty, and a government that promises to work more closely with business. Here’s hoping …

Of course, the work we do is only possible thanks to our supporters, including Kinetic Super – the recruitment industry super fund that has recently undergone a name change. Their new brand looks great, and we know that the Kinetic team will continue to provide the same support to our industry that RecruitmentSuper always has done.

And while I’m on “thankyous” – I am grateful to the hard-working RCSA staff for their tireless efforts this year. And a big thankyou to you, our members, who have contributed in so many ways – from joining Boards and committees, through to attending events and training.

I hope you have a happy, safe and relaxing holiday season. I know I’ll be sitting on a beach and enjoying some time off. In an industry as fast-paced as ours, it’s crucial to take time out to recharge the batteries. And then, before we know it, will be firing up for a fantastic 2014, ready to do the great work we always do.

Lincoln Crawley FRCSA

RCSA President, Australia and New Zealand

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RCSA JOURNAL6

CEO’S REPORT

Steve Granland

Welcome to the fourth edition of the RCSA Journal for 2013.

In this issue of the RCSA Journal we are looking at “improving performance” with a report on the highly successful Acumen series with Greg Savage, a very confronting article from WA Board Member Steve Heather FRCSA and some thought-provoking comments from industry experts on Australia “post-election”.

In September, we not only had the Australian election, we also saw the RCSA call for nominations for its councils and the Board across Australia and New Zealand, receiving a very encouraging level of interest. As a result, many councils and the RCSA Board welcomed new members from November whom I would like to formally welcome. At the same time, I would like to thank those who have contributed so much over recent years. Full details of each of the RCSA Councils can be found on the “About RCSA” section of the RCSA website.

The last three months have seen continued efforts and energies focused on the RCSA Strategic Plan – with significant progress in formally aligning our education pathways to Individual membership; having the RCSA Code re-authorised with the ACCC and approved by the Commerce Commission in New Zealand; preparing the RCSA Service Delivery Standard for a significant re-launch in 2014; and implementation of Code training enforcement.

Additionally, as part of our strategic focus to continue to build member value, in December we launch Member E-Learning (MEL). As you’ll find on page 30 and 31 in this issue of the Journal, MEL will provide members with access to up to ten online training programs valued at approximately $700 at no cost to members. This is a significant new member benefit.

Also, in line with our strategic outcome of being the lead provider of Continuing Professional Development, I am pleased to report that the inaugural RCSA Acumen Series of events featuring Greg Savage FRCSA (Life) took place in five cities in Australia and one in New Zealand, attracting close to 500 attendees. Feedback from participants was outstanding and we have begun planning for the second series in October 2014. A key focus area in the CPD space for 2014 will be to build on our ability to deliver in-house tailored training for RCSA members. This project is

progressing well as we consult with members around the content and structure of training we will focus on and prepare for the launch in early 2014.

Within this issue of the RCSA Journal we have also provided details around our strategic outcome related to influence. In summary, we have fine-tuned five RCSA Position Statements which will be used to demonstrate how RCSA members can positively influence three overarching critical workforce management themes. This background work is fundamental to ensuring the RCSA has focus on key areas with immediate access to messaging, proof points and subject matter expertise.

The RCSA Awards Program for 2014 has now been released and details are provided in this issue. The Awards in 2013 were a great success – I encourage you to access the Awards Guide for 2014 and apply well in advance.

In closing, on behalf of all RCSA staff I would like to wish all our Corporate and Individual members, volunteers and supporters a safe and happy holiday season. Thank you for all your support over 2013 – we look forward to working closely with you in 2014.

Steve Granland

RCSA CEO, Australia and New Zealand

The last three months have seen continued efforts and energies focused on the RCSA Strategic Plan – with significant progress.

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In the 2013 RCSA Acumen Series, Greg Savage FRCSA (Life) told attendees that our industry has changed forever and we will survive and thrive only if we change. There were close to 500 attendees across Australia and New Zealand.

2013 RCSA ACUMEN SPEAKER SERIES

Recruiters around Australia and New Zealand look at the future

No wave of eco-nomic recovery will save the industry, Greg said – the future of recruiting is where technol-ogy meets skilled human interaction.

The skills shortage will be more devastating than we’ve seen in our lifetime – we need to find, nurture, recruit and seduce. That is the future of recruitment – the value-add is your own influencing skills. Job seekers are behaving like consumers and expect speed and transparency. As well as that, today’s workers are perpetual job seekers. So, Candidate Relationship Management needs to be a fundamental part of your business.

While clients are spending more to build recruitment infrastructure themselves, technology will never replace recruitment and we need to build businesses that can find hidden talent that clients can’t find themselves.

You need to reinvent your company as a social recruitment company. Social media is good, hard, smart business if you use it well and remember people want to deal with humans. Finding talent is key, but only Step 1. The value comes in managing the candidate through to acceptance.

Greg Savage FRCSA (Life)

Some of the tweets • Great talk by Greg Savage today.

Very informative, I feel I’ve learnt a lot about how to be a recruiter of the future #RCSAacumen

• Hire generation C i.e. Connectors @gregsavage #rcsaacumen

• #RCSAacumen The future of recruitment where technology meets the craft. Top quote.

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• Technology is the tool. Human interaction is the key. #rcsaacumen

• “ROI on social media is that your business will still exist in five years” @greg_savage #RCSAacumen

• “Candidates are growing sick of using job boards” @greg_savage #RCSAacumen so true! “the average person uses 14-15 resources to find a job”

• #RCSAacumen You can’t expect change when you do the same thing constantly, adaption is key!

ACUMENSPEAKERSERIES

2013RCSA

RCSA would like to thank Gold Sponsor Astute Payroll and Silver Sponsor 2cloudnine/Jobscience for their support.

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DECEMBER 2013 9

Sydney

Brisbane

Auckland

Adelaide

PerthRoss Clennett FRCSA, Adam Brown Aspect Personnel, Ron Weil Astute Payroll, Matt Sampson MRCSA Aspect Personnel, Nick Beames Astute Payroll.

RCSA JOURNAL10


A recent article I wrote for our newsletter, MPi News, carried these headlines:• Recruiters need to lift

their game.• How employers can

(and need to) help and, • A final word to candidates.

Recruiters are often piggy-in-the middle of an impossible triangular relationship and, no matter who in the relationship behaves badly, WE get the blame.

I make this point not because I’m going soft, but because we benefit from this relationship, so surely we also need to stand up and educate all three groups. If we don’t tell the truth loudly, clearly and passionately, who will?

The feedback was instant, overwhelmingly encouraging, but not exclusively. There were no fence sitters.

So some things need to be said despite the risks … my simple message is to encourage you to communicate directly to each of these groups at every opportunity; client meetings, candidate interviews, recruitment events and through your own newsletters. Here are the some of the things we’re saying:

Message 1 to other recruiters: lift your game or leave!

If you became a recruiter to make a fast buck with no responsibility and the only way you find out that your service is poor is by having to continually find new clients (because the old ones don’t come back) then I can think of another industry you’re better suited to!

If fast money is your only driver, you will be disappointed. The industry is professionalising and standards, compliance and entry costs are all rising.

Specialise. I like to say that while the only thing “mining”’, “mineral processing” and “metamorphic” have in common, is an “M”, they are not the same thing. Whatever your sector, invest in educating yourself if you want to be an accepted “insider” capable of delivering sustained success.

Without a niche, life will get harder because your client will always know more than you.

Enter with a reasonable time frame in mind, say 5-10 years minimum to avoid becoming despised as a fast money chasing, resume flicker!

Message 2 to clients and internal recruiters: you can help!Stop waging war and accept that the recruitment industry will not be killed off by social media.

Many felt job boards would kill the recruiting industry (they did not) and it won’t happen here.

Avoid employing 22-year-old graduates/social media nuts and assuming your recruitment worries are now taken care of. They aren’t. Poorly directed, some of these people will damage your company’s brand much faster than a poor external recruiter ever will!

Avoid thinking that the job board is the only answer needed.

It is true that just about every vacancy you have WILL be filled. However, if you use a job board or print media as your sole source of candidate attraction, you will only get to view a portion of the potential candidate pool. Some of the best candidates might not even see your job advert! By doing this, you doom your company to a lower quality workforce than is necessary. Mix up your sources.

Vote with your feet. If you’re getting continual poor service,

just stop using the consultant and go somewhere else. It’s their loss. Why waste your time educating them about what you don’t like?

You interview candidates, so interview your external recruiters – ask:1. Is your organisation a member of

a professional industry body?2. Do you have a values statement that also

describes the behaviours expected of your staff. We do. Ours is called the “MPi Promise” and it is prominent on our web site and every newsletter.

3. Do you seek customer feedback from clients and candidates? What do the results say?

4. How long have you been in business?5. How many staff do you have? How many

have been with the business for more than five years?

6. Do you gain the permission of every candidate, prior to submitting their CV, on every occasion?

7. How do you access the passive candidate market? What can you do for me that I cannot do for myself?These seven questions are more than

enough. If recruiters can’t answer positively to all or most, they will generally squirm in their seats after the third question. Usually you don’t even need to get the answers – simply asking the questions is enough!

Message 3 to candidates: you are representing us, but more importantly, yourself. Please behave!

You often complain that some clients delay job applications and make, but then withdraw, offers. Granted some employers have inexperienced internal recruiters who don’t believe they should respond to applicants and don’t appreciate they are dealing with candidates’ livelihoods in often an unsettling time.

Our experience is that these employers are in the minority, however if you deal with us then we will actively steer you away from them.

If you do end up receiving poor treatment our advice is to not respond by acting

Lift your game!Steve Heather FRCSA has some excellent advice.

continued on page 12

DECEMBER 2013 11

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similarly! Don’t say, “Well if they can act like that to me, I’ll act like a renegade as well ...”

The other hard truth here for some, you probably deserve what you’re getting now. When times were good, you played one job offer against another, scheduled, but then simply did not turn up for interviews and then declined offers after accepting them.

This encourages more poor behaviour and leaves your name (and ours) tarnished.

So, there you have it. I don’t think we missed anyone!

Interestingly, while the feedback was strong, even where it disagreed with us, it largely encouraged the risk that we took to put it out there.

So the challenge is simple. Every time you find yourself in front of these three groups – and particularly where you are on the

receiving end of a dressing down – take the chance to make some of these points, with calm clarity, but also with some passion.

Despite all of these comments, the overwhelming majority of employers and employees we deal with are WONDERFUL people. As always, it is the actions of the minority that rub off on the others.

Let’s fight back a bit harder and, if my experience is any guide, then other recruiters, employers and candidates will respect you for it and you will have helped move the debate forward. All (polite) comments are welcome to me directly.

Steve Heather FRCSA, Managing Director & Principal Executive Search, Mining People International. Steve is an RCSA Board member and WA Council member. [email protected]

So, some things need to be said despite the risks … my simple message is to encourage you to communicate directly to each of these groups at every opportunity.

Steve Heather FRCSA

RCSA JOURNAL14

COMMENT

After all the frenzy and hype, now that the election is behind us and we have two new leaders, what will the election mean for the recruitment industry? In a new series, the RCSA Journal asks four industry leaders from both large and specialist organisations for their comments.

In general the commentators were fairly optimistic about future growth post-election, noting that recruitment has a

wonderful habit of turning around quite quickly and is usually ahead of the curve. Most felt it was too early to tell when business confidence would return, however one warned that as an industry we need to take some responsibility for our own fortunes.

This issue’s commentators: • Amanda Burke MRCSA,

General Manager NSW, Talent2 Pty Ltd• Tricia Phillips, CEO, IPA Personnel • Matthew Sampson MRCSA,

Director, Aspect Personnel Pty Ltd.• Martina Stanley and Monique Giron, Directors,

Alecto Australia Medical Recruitment.

Do you think the new government will improve business confidence, and therefore recruitment, generally?

Amanda Burke MRCSA (AB): That’s what we are hoping, of course, but there is minimal change to date. Too early to call! The recruitment market remains flat in many of the sectors such as accounting, marketing, sales and HR, however we are seeing some growth in the ICT, accounting support and office support areas and in contracting. Permanent recruitment is still flat. We are expecting conditions to remain the same over the next 4-6 months with a gradual improvement building to 2015.

Tricia Phillips (TP): In our experience, uncertainty surrounding an election generally impacts businesses in undertaking new projects, capital expenditure or investment – all of which have an effect on hiring decisions. Now that a government has been appointed, businesses can accurately assess their environment and move forward accordingly.

Matthew Sampson MRCSA (MS): In the short term, yes. A number of surveys (Westpac, NAB, and Roy Morgan) showed that confidence rose immediately after the election. This is likely a result of a clear leadership and political mandate being set (whether you agree with it or not). Certainty behind, and an understanding of, our government’s leadership policies should allow businesses to better plan for the future and make decisions with more confidence. With regards to a sustained improvement to business confidence, only time will tell.

Martina Stanley & Monique Giron (MS & MG): In our industry (medical centres) practice owners are becoming more willing to plan for the future and to recruit a bit more in advance than they were three months ago, when they couldn’t look beyond the short term uncertainty. Now that they feel somewhat more confident about the stability of government, they are more willing to plan for future employment growth in their organisations.

It also appears that the level of interest from candidates overseas has improved in recent weeks as well. Over the past few years, some of the news about frequent government and legislative changes hit the press overseas and negatively impacted the views of Australia as an employment destination.

Would legislative changes incentivate employers to invest in businesses again?

AB: If the current government is successful in abolishing the carbon and mining taxes, cutting the company tax rate by 1.5 per cent, introducing a paid parental scheme and productive in reducing the red tape burden and compliance costs on business by $1 billion each year, then it’s plausible businesses will be motivated to invest and grow. Policy promises are one thing, getting it through Parliament and operating is completely different. Time will tell, as it is too early to know.

TP: This depends on what legislative changes are introduced, of course. Changes to taxation, employment legislation or

What do you think about: the post-election marketplace?

Monique Giron and Martina Stanley, Directors, Alecto Australia Medical Recruitment.

Tricia Phillips, CEO, IPA Personnel.

Matthew Sampson MRCSA, Director, Aspect Personnel Pty Ltd.

Amanda Burke MRCSA, General Manager NSW, Talent2 Pty Ltd.

DECEMBER 2013 15

COMMENT

interest rates – any legislation that improves the economic climate in Australia, improves demand for Australia’s goods and services and makes it reasonable for employers to hire – will absolutely stimulate investment in business. In addition, recognising and embracing the fact that we have a diverse workforce that includes a high volume of casual workers would be highly beneficial.

MS: Over the past five years, I have seen a number of companies make a round(s) of redundancies before recruiting three months later, only to make another round of redundancies three months after that. Employees are the largest expense for most businesses and often the first to be reduced. Widespread redundancies have a huge impact on business confidence and investment within a business as well as a ripple effect through its industry. I would like to see legislative incentives for the recruitment and retention of staff. The government has supported people to start their career, through policies such as subsidised apprenticeships. The government should support businesses to encourage not only people entering the workforce, but also staying in it.

MS & MG: In some respects, fewer changes in legislation may encourage employers to recruit more because they like a predictable business environment. For example, the discussion about changes to 457 visas made some employers nervous and made them less likely to invest.

On the other hand, in the GP market, the legislative changes that would be most likely to encourage investment, would be changes to the Health Act that currently restricts the employment of doctors in most of the towns and cities in Australia. We know of several cases where the development of new primary healthcare services is on hold because of the difficulties of operating under this legislation.

What would it take to improve the recruitment market?

AB: The recruitment market will improve when business and consumer confidence returns. Corporates will then start investing again, which leads to jobs growth and then as the market gains momentum people start moving roles more actively. Often an early sign is when the banks start hiring as they make a significant impact on the Sydney and Melbourne markets.

TP: Anything that stimulates the economy,

including the legislative changes suggested earlier, will create additional employment opportunities most certainly. Typically, rapid economic recovery leads to increased demand for temporary staffing and labour hire as organisations galvanise resources to increase productivity.

As an industry, we need to take some responsibility for improving our own fortunes by adding value, including strategies to source better skilled candidates for employers. While there is undoubtedly a slowdown in hiring unskilled and semi-skilled staff – employers can often do that for themselves and at the same time demand is lower – there is still a huge shortage of skilled professionals in Australia and we recruiters need to find ways to address that gap. That would improve the recruitment market very quickly.

MS: Positivity, or even objectivity, within the media. While the government’s policies certainly influence business confidence, not many business owners tune into live sessions from the House of Representatives or the Senate. More business owners form their opinions about the economy from newspapers, magazines and online media. Unfortunately “bad news sells newspapers”, as such, most business owner’s confidence in the economy (and thus their confidence to recruit) is riddled with the same scepticism as the media that reports on it.

MS & MG: I think for businesses to recruit new staff, they have to be optimistic about the future, but they also have to be confident that they know what is coming – that there won’t be any unexpected and/or sudden changes. Certainty is the major thing that has been missing, so as this is addressed, conditions should improve. More specifically in our market it would be helpful to have:• A clear statement from the government

about the direction they want to take with migration policies

• More certainty and communication from the government on their policy direction for things such as the carbon tax, paid parental leave, the NBN and tax rates.

The state of the economy is Australians’ top worry*: do you think the new government will make a difference to that?

AB: Best answered by an economist of course, but the economy takes time to turn around. So if there are small improvements,

consumer confidence will improve, people will spend more and this can help support a lift. Recruitment has a wonderful habit of turning around quite quickly and is usually ahead of the curve.

TP: Worrying about the economy is a relatively “new” concern for Australians, as historically we’ve been relatively shielded from some of the financial challenges faced by other nations. As we are more globalised than we have ever been, we are also more respondent to other economies and regardless of government, this “worry” is now on the table for good.

MS: The state of Australia’s economy has been a sustained, key point of political debate. The government continues to focus on their approach to improving the economy and the Opposition continues to highlight the shortfalls of that approach, in an attempt to undermine voter’s confidence in the government. While the economy remains a key point of political contention, and the media continues to report on a debate that is going round in circles, Australians will still worry about the economy. Politics is toxic for the Australian economy and for the public’s confidence in it. Bill Shorten has promised to be “less relentlessly negative” as an Opposition leader and hopefully this will encourage a positive debate framework regarding the economy and help facilitate a rise in the public’s confidence.

MS & MG: Yes, we think that the new government has a great opportunity to change and improve the way that Australians feel about the state of the economy. The Australian people have already shown a degree of confidence and optimism since the new government has been in power and this can continue if it performs and delivers on Liberal values and election promises. The key challenges include the large level of debt and a unique Senate. It will take wise and careful management over a period of several years in order to achieve the level of prosperity and confidence we are ideally looking for, and there are good signs that this is likely to occur.

* Swiss Re’s Risk Perception Survey, April/May 2013.

RCSA JOURNAL16


Introducing a new contributor to the RCSA Journal: Timothy Landhuis from Staffing Industry Analysts, based in the US. Timothy reports on the US staffing market.

The US staffing market is projected to grow five per cent in 2013 to estimated revenue of US$130.3 billion – nearly the historic peak size of the industry after adjusting for inflation, according to research by Staffing Industry Analysts.

Although economic growth has decelerated, there appears to be an increased appreciation of flexible labour by employers based on experiences during the recession. In addition, there’s a shift away from usage of independent contractors driven by aggressive government enforcement of misclassification.

The Patient Protection and Affordable Care Act – the law overhauling the healthcare system in the US that is hated by some and endorsed by others – is also expected to boost demand for staffing, even though not all aspects of it have yet gone into effect.

Overall, 2013 marks the fourth consecutive year of expansion for the US staffing market. However, the estimated growth rate is down from seven per cent in 2012 and 13 per cent in 2011 when the recovery from the recession got under way.

Temporary staffing segments with the fastest growth in 2013 include information technology, marketing/creative and education/library staffing – each posting estimated year-over-year revenue growth of seven per cent. IT growth comes as businesses continue to invest in technology. Marketing/creative remains a relatively small market of roughly $1 billion, but it’s seeing strong demand related to website design, mobile apps and social media campaigns.

Temporary staffing segments projected to grow a solid five per cent this year include staffing of industrial workers and engineering design. The demand for industrial workers is being fueled by a modest revival in US manufacturing, construction and demand from the energy sector.

Similar to the growth perspective, Staffing Industry Analysts also highlighted the markets nearing or surpassing record levels of demand (adjusted to remove the effect of inflation). Market segments near or above historic levels include: industrial staffing, locum tenens (physician), engineering, marketing/creative and education.

On the flip side, demand is currently much weaker than historical peaks in the following market segments: office/clerical, travel and per diem nurse, finance/accounting, legal, direct hire/permanent placement, retained search and outplacement. In these markets, demand may still be recovering from recession-related declines. A silver lining for these segments is that “market memory” of demand may exist among clients, implying potential growth in demand from firms already familiar with temporary staffing. However, loss of demand may also be caused by more permanent factors, such as the use of labour-saving technology in legal document review or the use of freelancers from online staffing platforms in place of office/clerical temporary workers.

Staffing Industry Analysts’ forecast of five per cent growth represents a significant expansion of an already large sector of the US economy, and is based upon an assumption of modest 2.0 per cent GDP growth. There are at least two sources of potential upside to the forecast worth mentioning, given positive economic news in the first half of this year. First, the US economy could recover faster than expected, with the housing and construction industries growing and continued low gas prices. Second, the US temp penetration rate, or proportion of temp workers in the overall workforce, could rise faster than expected, perhaps aided by some demand due to the Affordable Care Act.

Timothy Landhuis is a research analyst at Staffing Industry Analysts, www.staffingindustry.com. Staffing Industry Analysts is the global advisor on contingent work. Known for its independent and objective insights, the company’s proprietary research, award-winning content, data, support tools, publications and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers related staffing sectors. The company is headquartered in Mountain View, California, with offices in London, England. RCSA Journal gratefully acknowledges Staffing Industry Analysts for permission to reprint this article.

Staffing Industry Analysts projects US staffing market to increase

Overall, 2013 marks the fourth consecutive year of expansion for the US staffing market.

DECEMBER 2013 17

RCSA representative and Ciett Board member Steve Shepherd FRCSA (Life) comments.

At Ciett we strongly believe that the way to lift the global profile of our industry, and to deliver the many positive

messages about the way private employment service companies contribute to job creation and to strong functioning labour markets, is by supporting the development of staffing federations around the world. We know, through our own RCSA experiences in Australia and New Zealand, that it takes thousands of volunteer hours each year in each country to build and maintain the professional image of the recruitment industry and to work with government to ensure the effective balance of regulation.

In Asia, the staffing industry is developing at a rapid pace and while it is relatively mature in places like Singapore, Hong Kong and Japan, it is still in its infancy in many other countries. We know from past experience that without a solid understanding of how we work, governments will seek to overly regulate us and place burdens on the ability of private employment service providers to operate effectively – and we are already

seeing this emerge in places like Indonesia.Ciett supports local staffing federations in

developing a strong message for governments and the communities in which we operate about the role private employment agents play in creating decent work, helping people transition to regular work, and providing companies with the flexibility they need to compete on a global stage.

Over the last year, I have been leading a Ciett Task Force in Asia with the support of Adecco, ManpowerGroup, Randstad and Kelly Services. The aim of the Task Force is to help support the development of staffing federations where they do not exist and to help existing federations build capacity and membership. Through this process, we continue to help develop a global message about the professionalism of our industry and our value in society.

My years on the RCSA Board have helped me greatly with this task as we see that the issues we have faced in Australia and New Zealand are the same across Asia: • how to build support with members

and potential members • developing and communicating value to

government, employers and job seekers • and ensuring professionalism and ethical

standards in a region where workers’ rights and disadvantaged job seekers are often exploited.

The RCSA has also played a strong role in this, sharing information and tools to help our colleagues in these countries adapt quickly, based on our learnings and experience.

Building on Ciett’s success several years ago in helping to establish the Indian Staffing Federation, we have recently helped establish a federation in Vietnam and we have been working closely with colleagues in Indonesia and Singapore to build capacity within their staffing associations. And in November I will travel to Malaysia to host a meeting of staffing firms with the view to establishing a staffing federation there too.

These steps are important, not just for Ciett but for the RCSA, as many of our members now trade across Asia. We are also on Asia’s doorstep and have already seen the impact that “unethical foreign employment agencies” can have on the perception of our business – as witnessed in much of the ongoing debate around issues such as temporary skilled worker migration. We know from our own experience that a well-regulated and ethical employment market is not only good for our members and our clients, it is good for workers and contributes to society as a whole.

Ciett Report

Developing an industry profile in Asia


RCSA JOURNAL18


David Head reports on the UK market.

Just about a year ago I wrote an article for the RCSA Journal which introduced Recruitment International’s Top 250 Report. For those of you who recall the article, it’s a research publication which lists all of the UK’s recruitment companies with a turnover in excess of £10 million in the UK. The latest edition of the publication, Volume 16, has just been published, so how does it compare and just what has the past 12 months brought to the UK staffing industry?

The first metric to consider is just how many companies have managed to achieve

turnover or revenues in excess of £10 million. This year we have 347 separate companies which compares to 289 from a year earlier – that’s a major increase in companies entering the report. The rise demonstrates just how well the UK recruitment industry has dealt with the challenging economic conditions that it has faced since the collapse of Lehman brothers some five years ago. While turnover should not always be viewed as the best indicator of how well individual recruitment companies are performing (profits are much better), it does give a good overall view of the sector.

Since the report was first published back in the late 90s, one of the most fascinating statistics has been the total turnover

generated from the one hundred largest firms. This figure allows us to put a figure on the total industry turnover in the country. Pre-Lehman in 2008, the Top 100-only UK recruiters had a turnover of £18.5 billion. This dropped to £16.2 billion a year later, reflecting the crash, however, I’m pleased to report that this year that number has bounced back to £19.8 million. From this, we can calculate that the figure for the entire UK recruitment industry is almost £33 billion, making the country the third biggest market in the world.

The US remains the global leader for staffing firms with a 23 per cent share of the market according to CIETT. The US is followed by Japan with 17 per cent and the UK with 11 per cent. So where does Australia

The UK market – meeting the challenge

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DECEMBER 2013 19

sit on this ranking? According to CIETT, Australia holds a five per cent market share so it sits as the sixth biggest market place. France is fourth at eight per cent and Germany fifth with seven per cent. Given the numbers already coming out of China, a new world order will soon be evident.

What all of these numbers actually mean is that the demand for our services is growing overall, even though some territories, including Australia, are currently having a tough time.

Returning to the UK, the make-up of the Top Ten recruiters has not changed much: they are listed in figure 1 (right). The highest (and what I believe is possibly the only) Australian-owned business is Ambition Group

who ranked in at number 319 with turnover of £11.2 million.

Recruitment International is about to embark on a major expansion program and will be launching RI ASIA before the end of this year. Initially the focus will be on Japan, Hong Kong and Singapore and we plan to put together a version of the Top 250 Report for each of these territories.

Naturally we are extremely keen to hear from and carry news, views and articles supplied by Australasian recruiters so please feel free to contact me at [email protected].

Figure 1: Top 10 UK Recruiters by Turnover

1 Adecco £1,649,000,000

2 Hays £1,218,000,000

3 Impellam £1,004,000,000

4 ManpowerGroup £945,000,000

5 Reed Executive £809,000,000

6 Fircroft £725,402,000

7 Randstad £675,201,000

8 Morson Group £537,221,000

9 Cordant Group £488,000,000

10 Allegis Group £412,000,000




RCSA JOURNAL20

RCSA Individual membershipIf you are an Accredited Professional Recruiter, Member or Fellow of the RCSA you should be promoting your commitment to your profession and ethical conduct. Display your post nominal (APRCSA, MRCSA or FRCSA) and individual member logo on your business cards, email footer and online profiles.

You can download your logo, after logging on to the RCSA website at www.rcsa.com.au go to Membership > Individual > Icons to use.

Need help? Contact Victoria Hughes, Membership Manageron +61 3 9936 9414 or [email protected]

Set yourself apart

The winner of the 2013 Award was safesearch, whose submission focused on the organisation’s establishment of

a cross-industry forum for safety executives and leaders in Australia.

searchstream, through its associated entities of safesearch, envirosearch and engineeringsearch, provides search and recruitment services, and high end contractors in their niche areas of health and safety (including workers’ compensation and operation risk), environment and energy and engineering.

safesearch was established in 2005 by Managing Director, Julie Honoré. Working across a diverse range of industries in both contracting and permanent placements, safesearch has built a leadership position in

sourcing and placing quality safety candidates. Although they are a small boutique firm,

safesearch work with some of Australia’s largest companies.

They have a national footprint with a head office in Melbourne, and regional offices in Perth, Brisbane and Sydney.

What advice would you give to other organisations who would like to win this Award?

“To win the safety award I believe you need to have safety as a core value in your business. Our commitment to safety is genuine hence we are always seeking ways to innovate and demonstrate safety leadership. We believe this came across in our application”, Julie says.

Having won this award, what are your goals for the future?

“We will continue to push the edges on the safety agenda across Australia,” Julie says.

“Being in the recruitment industry we are in an ideal position to connect safety people not only in the recruitment sense. We are actively working on supporting higher standards and consistency in curriculum in university courses and providing input on a range of topics to regulators, industry associations as well as employers.

“We see that we have a big role to play in keeping safety front and centre of the agenda,” she adds.

Meet the 2013 RCSA Award winners

McLean Award for Workplace Safety: safesearch

AWARDS

Julie Honoré, Managing Director, safesearch

2014 Awards now open!

DECEMBER 2013 21

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 P R E S E N T S

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PEARL AWARD(PROFESSIONAL EMERGING & ASPIRING RECRUITMENT LEADER)

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T H E R C S A A W A R D S

RCSA JOURNAL22

Mark Ashburn, General Manager – Sales, Kinetic Superannuation


Seeing the challenge and being willing to meet it in a methodical, considered and holistic manner is the essence of performance improvement – both in cycling and in business, writes Mark Ashburn.

Cycling is one of my great passions and it has taught me lessons which are repeatedly useful in both my

personal and business life. Working hard to gain a competitive edge in cycling (albeit on an amateur basis) has helped me to better understand how to face where I am, meet the challenge, and find improvements in my life. There is nothing better than achieving a hard-won goal and I experience the same kind of joy when the planning and preparation lead to a win on the track or improvement in our business results.

It’s all about putting in the right effort. I love this quote from Scott Martin the cycling journalist:

To be a cyclist is to be a student of pain … at cycling’s core lies pain, hard and bitter as the pit inside a juicy peach. It doesn’t matter if you’re sprinting for an Olympic medal, a town sign, a trailhead, or the rest stop with the homemade brownies. If you never confront pain, you’re missing the essence of the sport. Without pain, there’s no adversity. Without adversity, no challenge. Without challenge, no improvement. No improvement, no sense of accomplishment and no deep-down joy.

Whether in an individual personal arena such as cycling or in the business arena, identifying the need to improve performance is the easy part: the time isn’t fast enough to beat the competition, the margins are down, and customer satisfaction is declining. However, once the need to improve is identified, the means by which you are going to measure change and make it happen is the hard part, which takes commitment and motivation. The essence of performance improvement is seeing the challenge and being willing to meet it in a methodical, considered and holistic manner.

Many businesses identify the need to “improve”. Most of the time their solution ends up being “more” of something or “less” of something else. In cycling, as in the

business world, many believe that throwing more hours at a task will improve performance, whether in the form of training for longer, working longer hours or increasing headcount. However, performance improvement needs to be about smart work rather than busy work. It needs to be carefully considered, based on clearly defined goals and thoroughly planned. If you are really serious about improving performance, there’s more you need to know.

Before I undertake any kind of performance improvement I sit and ask the following questions:1. What is our current performance?2. What is the current limit of high

performance?3. What are the variables/drivers that impact

performance?4. What is my gap?5. What investment is required to cover

the gap?Once the information above is clear, you

are in more of a position to make decisions. Decide on what you want to achieve and develop a performance improvement strategy. Then the hard work begins: commit to the strategy and keep to the timetable. It will be worth slogging over the mountains and spending yourself in the final sprint to achieve your goals.

Here’s an example of how I applied it a few years ago when I decided to compete in the 500-metre time trial at the Masters Games. I didn’t plan to go and compete for the first time and embarrass myself so:• I found out my current performance by

timing myself (several times over a couple of weeks) on the old track bike I owned.

• I researched the current limit of the competitors by going to the web to find out world record times, masters games record times, and club times.

• I worked out the variables, namely that indoor and outdoor records were

Getting to the essence of performance improvement

DECEMBER 2013 23

different, equipment varied and had an impact on performance, and endurance was a factor.The gap? Not surprisingly I was

a bit slower than the record times.• I talked to some experts

about “the gap” and the ways to cover it, such as better equipment, more training, lose some weight, take some supplements, and stop drinking alcohol (yeah, right).Once I had all that knowledge,

I worked out my strategy and assigned parts of the gap to the investment I was prepared to make financially, time-wise, and physically.

Then I did the hard work.In our highly digital age,

organisations sometimes try to use technology alone to improve productivity and support growth. Undoubtedly, innovations through new technology can be used to support performance improvement; however it is important to consider the whole of the business when you are searching for big sustained improvement.

Sit down and answer those five questions together. Make sure you know what you are doing, what the competitors are doing, what the market wants, and that you have worked out your gap. Then work through

the best investments to cover the gap. Mobility, collaboration, CRM and business intelligence capabilities are examples of technology strategies to deliver improvements, but each business has its own unique context and needs. Develop your strategy and then do the hard work to implement and transform.

Cycling great Greg Lemond said: “I have always struggled to achieve excellence. One thing that cycling has taught me is that if you can achieve something without a struggle it’s not going to be satisfying.”

My performance improvement strategy worked. I approached my desire to improve my performance methodically, did the hard work and felt the satisfaction of improving twenty per cent on my original time trial execution (I placed in the middle of the field of seventy and my coach reckoned a bit less red wine could have me in the top quarter next time).

Performance improvement does not happen through changing one component of a process. It requires a holistic approach, some tough questioning and even tougher work, but from my experience I can say it’s definitely worth the effort.

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RCSA JOURNAL24


Andrew Wood Hon FRCSA (Life) reviews the new Privacy Principles.

In March 2014, the new Australian Privacy Principles (AAP) will come into operation. For the first time, members will be exposed to significant fines and penalties ($1.7million for corporations and $340,000 for individuals) in the case of serious or repeated privacy breaches. The recurrent nature of privacy transactions in recruitment creates a “multiplier effect” so that, even for relatively minor breaches, the sheer volume of repeated transactions may take members into dangerous territory.

Damage to reputation, adverse publicity and external audit by the Office of the Australian Information Commissioner (OAIC) are among the further risks that members will need to navigate with care.

For the first time, there will be a statutory requirement to take steps to implement practices, procedures and systems relating to members’ functions or activities that will ensure that they comply with the Australian Privacy Principles. This is a positive duty. Failure to do so will mean, not only that you will be more likely to run the risk of breaching privacy, but also that you will not be able to rely on your systems and training in mitigation of any penalties that may be imposed.

In response to these developments, RCSA has been putting an industry position to the OAIC in response to its call for submissions on the OAIC draft guidelines for implementing the APPs. RCSA has said that it is important to appreciate the environment in which the industry operates in order to begin to understand the risks that these new laws and penalties pose. What follows is a little of what has been said.

The market sectors in which members operate are highly competitive and innovative – often leading market participants to adopt

new and developing business models – e.g. “social network recruitment” and software solutions designed to support those business models.

Recruitment takes place in a global market. Many work skills are readily transportable and are in high demand. Workers are sourced in Australia and overseas.

A significant number of larger businesses are international and multinational corporations.

There is no consistent or uniform legislation of employment agencies across Australia. State and territory schemes vary considerably. Likewise, state and territory based anti-discrimination, equal opportunity and criminal records legislative schemes, all of which impact upon the handling of candidate and work seeker information, vary considerably.

The regulatory effects of Commonwealth legislation such as privacy legislation, anti-spam legislation, employment legislation, work health and safety legislation; fair trading legislation, and Commonwealth anti-discrimination legislation, together with the national operation of voluntary industry association codes of conduct such as the RCSA Code Regime, thus provide the principal means of establishing uniform benchmarks for acceptable conduct and personal information handling practice.

RCSA members typically operate across public/private sector boundaries as contracted service providers and may need to operate in accordance with the requirements of several differing privacy regimes simultaneously.

Much of the business that is done is accomplished electronically and is supported by cloud-based recruitment software and management solutions originating in foreign markets. Software vendors may have little understanding of (and less interest in) the privacy implications of their software offerings to Australian recruiters.

Example: One recruitment software solution promotes itself as supplying “end to end business applications for

recruitment agencies, RPOs and Corporate HR”. It promotes itself as “partnering” with “leading cloud vendors” to provide access to “all of the innovative capabilities of the world’s most trusted and socially capable cloud computing applications …”

This indicates the nature and extent of some of the challenges that will be presented to members when they are required to include, in their collection statements and privacy policies, details about likely cross border disclosures.

Recruiters work in the pre-employment space. This means that recruitment and contracting firms will rarely be able to take advantage of the employee record exception in s. 7B (3) of the Privacy Act 1988.

Most recruiters would understand that their work requires them to provide personal information about their candidates to clients for “benefit, service, or advantage”. Accordingly, although many employment agencies would be small businesses, they do not qualify for the small business operator exception.

The unavailability of the employee records and small business exceptions can give rise to some asymmetry in information handling practice and base level privacy knowledge when dealing with “small business” clients if the employment agency is operating under the Australian Privacy Principles and its client is not.

Although there is often a time gap between registration for work and placement in work, or on-hire assignment, employment agencies (and their candidates) need to be in an advanced state of preparedness to respond instantly to client demands for services. This means that they do not have the luxury of being able to collect information on a just-in-time basis. If a candidate or on-hire worker is required for an assignment, he/she or the company they work through is required instantly, and the market expectation is that candidates and on-hire workers will

Getting ready for Privacy changes – Step 1: Understand your operating environment

DECEMBER 2013 25


be pre-qualified and checked with regard to their suitability, references and background screening.

In order to achieve that outcome, recruitment and on-hire service provision requires the collection of a broad range of personal (including sensitive) information.

Often, services are supplied through complex multi-tiered arrangements with lead and downstream suppliers. Procurement officers and contract management companies may feature in the web of arrangements by which employment services are delivered to end users.

The sheer bulk of privacy transactions conducted by industry participants and the repetitive nature of them, quite apart from the serious nature of many of those transactions, increases the risk that industry participants will be exposed to s. 13G penalties, such that there is a need for specific guidelines that go well beyond a restatement of the Explanatory Memorandum and which address with greater specificity the technology issues that industry participants are facing.

It is therefore essential that guidelines are specific and robust enough to be capable of

deployment in an agency situation, where employment agencies may face conflicting pressures from work seekers and clients with regard to their information handling practices.

Of course, simply explaining all of this to the OAIC is not enough. Members must become actively engaged in getting their practices, procedures and systems “up to the mark”. There is only until March 2014 to do it. Unless you have already started, or start soon, you may find that you have left it too late.

Andrew Wood Hon FRCSA (Life)

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RCSA JOURNAL26


Real time bidding is here and it’s growing too quickly to be ignored. With more than 650 million impressions seen every day in Australia we know the scale is here and the uptake is remarkable.

Online advertising is growing faster than any other advertising medium. As well as people spending more time online, the way online media is being bought and sold has changed significantly, driving better value for advertisers and more relevant ads for consumers.

Introducing Real Time Bidding (RTB)In a recent survey by Google and Digiday,

47 per cent of advertisers and agencies who responded said they intend to spend more on digital advertising because of the benefits of RTB. A full 88 per cent of advertiser and agency respondents plan to buy online display via RTB.

RTB has taken off for one simple reason: Buyers see real benefits from it.

“RTB is just learning to walk,” says Rhys Williams, head of media technology solutions at Google. “We are just at the beginning of the journey. All the signals say that RTB is growing and growing.”

Real time bidding works by publishers making available their display ad inventory to the RTB market which can be accessed by a number of different Demand Side Platforms (DSPs). When the impression is announced to the DSP there is a bidding process that takes into account a number of variables using the data known about the impression such as location, what sort of site it is served on and past user activity on the internet (by cookies). The auction takes place and the winning ad is served. The amazing thing is this is all done in the time it takes for the webpage to load.

What is a cookie?A cookie is a small file of letters and

numbers downloaded on to your computer when you access or perform certain actions on some websites. Cookies remain in a user’s computer and are activated once they visit the website that created that particular cookie or can be recognised through ad serving technology.

How can you use cookies and RTB to help find talent or to promote your business?

With the recent launch of CareerOne’s Digital Head-Hunter product suite, companies can now serve their ads using real time bidding in front of the right people in more ways than ever before. The Digital Head-Hunter products allow advertisers to get their message in front of exactly the right people, maximising advertising dollars with highly targeted campaigns. This marks a significant move by CareerOne to provide unrivalled reach and targeting solutions for the Australian recruitment market.

Reaching precisely the right audience is the holy grail of advertising and now we no longer have to guess who may be served the ad; instead we can pick and choose. We are

moving from targeting websites and assuming the audience to targeting individuals. CareerOne’s Chief executive Karen Lawson explained: “Using our extensive data sources, Digital Head-Hunter puts our client’s messages in front of exactly the right people, across thousands of websites. We have developed data led digital targeting solutions that can be used to find passive candidates or to communicate brand or product messages”.

“It’s an extremely aggressive marketplace for talent, you have to be ahead of your competitors and ensure your brand message cuts through. Businesses need faster, smarter more agile ways to target the best people. Digital Head-Hunter solutions deliver messages or job ads in front of targeted candidates wherever they are on the internet, instead of waiting for them to visit a jobs website. Digital Head-Hunter delivers better talent for our clients while also building their brand.”

For an overview of the CareerOne RTB targeting solutions visit: you.careerone.com.au/headhunter

Cookies anyone?

DECEMBER 2013 27


Leadership is not about being the most popular person in the company, nor is it about suddenly changing who you are. How do you earn respect when you are suddenly promoted to leader?

It is a common story, a person within a team gets promoted. They have established relationships with their peers, they go out for lunch and speak candidly, they have drinks and socialise on the weekend. Then overnight they are tapped on the shoulder: lo and behold, they are now being promoted to lead their group of peers. Their world, and that of their team, is turned upside down.

How is this transition handled with grace? Is there an easy way to shift from being a peer and, often, friend, to respected leader? And what if your peers thought that they were next in line and worse still, you are good friends?

In the coaching arena this challenge arises often. In an executive team with a retiring

CEO where an appointment is made from within. In an operational team, united for or against a common leader who eventually leaves, only to have one of their own anointed with the leadership mantle. It is a test for the leader and for the team of peers.

For the leader, there can be a sense that now I need to change who I am. I can’t be myself. I can’t be as open. It’s not appropriate to confide in my direct reports as I would with my fellow peers. For the team, there can be a sense of loss that is often described as “it just feels weird between us now”.

Using the analogy of a family, it feels like a sibling has just displaced a parent. Yesterday we were rumbling on the floor and raiding the kitchen cupboards and now they think that they can discipline me.

There are two extremes we witness in our coaching work. At one extreme, a newly appointed Managing Director began to display a very directive, autocratic style to assert his new authority. This created alienation and had his team feeling a lack of authenticity from him. At the other extreme, we have seen leaders attempt to maintain the same form of openness and connection with their previous peers only to lack the necessary clarity of expectations and direction and thereby – leadership!

The family analogy is a useful one here.

Any parent will tell you it is not easy being a friend as well as a mum or a dad. They will often cite that there will be many friends but only two parents. If the need to be liked and to belong is at odds with this leadership role then what priority takes precedence? This is a question that can only be answered personally.

During the coaching process we often ask, “What is the value of a good leader for this group of people?” and then “What is the value of an inspirational leader?” Leadership is not akin to being liked, it is not about being the most popular person in the company, nor is it about suddenly changing who you are. What we do know is that great leaders are respected for their courageous authenticity and their ability to build strong, aligned and connected teams around them.

What would you wish for your friend and colleague if they were suddenly elevated to a greater level of leadership? And how would you hope to respond if the tables were reversed and they were the chosen one, not you?

By Vanessa Fudge, Director and Leadership Coach, AltusQ.

When friendship turns to leadership

Vanessa Fudge

freefreefreefreefreefreefreefreefreefreefreefreefreefreefreefreefreeOnline training for all membersthrough your RCSA membership

melmember e-learning

provided bywww.rcsa.com.au

A newRSCAmemberbenefit

RCSA JOURNAL28

ASSOCIATION NEWS

It’s about that time of year when you sit down and you make a checklist. You start by ticking off that you’ve completed your

taxes (hopefully!) and that you’ve got all your finances in order. That you’ve organised superannuation for your employees, and that your insurances are up to date.

You’re aware about the changes to the privacy legislation? Yep.

You’re compliant with the (ever changing) Occupational Health and Safety standards? Yep.

You’ve got your risk management policies in place? Yep.

But just before you settle into your it’s my reward coffee, ask yourself one more pertinent, often-overlooked question:

Do you know whether all of your employees are legally entitled to work in Australia?

You see, the problem with asking this question (and the reason why it’s not asked often enough) is because it leads to half a dozen subsidiary questions:• Do you employ overseas workers or

workers on a temporary visa?• Are you aware of your lawful employer

obligations especially in relation to employer sanctions and engagement of migration workers?

• Can you demonstrate that every temporary visa holder in your workforce is working within their visa conditions?

• Do you understand how the National Workplace Relations system works in relation to these temporary visa workers?

• Do you have accurate internal policies, procedures and training in place to manage and ensure immigration compliance with the Department of Immigration?

• Do you really know if you are in breach of Commonwealth immigration compliance law?Sure, you might think that you are

employing lawful workers, and you believe that they should be adhering to the law, but can you prove it? The fact is, nowadays, you no longer need to be an approved immigration sponsor to be in breach of Commonwealth migration compliance law.

If, at any time, you have employed (or referred to another employer) any non-citizen who held a temporary visa, you must adhere

to the new changes in migration legislation. This applies to temporary visas of any kind, either non-sponsored (e.g. student, working holiday, bridging etc.) or sponsored (e.g. 457).

Inspectors from the Department of Immigration and the Fair Work Ombudsman’s office are visiting workplaces around Australia now. If they were to knock on your office door and find that you were employing workers who are not legally entitled to work in Australia (or who are working outside of the scope of their visa) they could issue you with an on-the-spot fine (and that’s before they consider imposing sanctions, penalties or even press criminal charges).

Oh dear, time to put that coffee down. What are the changes to we’re talking

about? There have been recent amendments made by the Migration Amendment (Reform of Employer Sanctions) Act 2013 which introduces, as mentioned, more stringent penalties to employers who are in violation of this law.

Previously, the Department of Immigration and Border Protection (DIBP) as it is now known (previously referred to as DIAC) was required to prove an employer’s “guilt”. That is, DIBP needed to show that an employer allowed an employee/contractor to provide services (for the company or for others) when he was knowledgeable or reckless as to the worker’s immigration status and working rights.

Now, however, DIBP no longer has to satisfy that you acted with knowledge, recklessness or even negligence in employing or referring workers who are in breach of their visa conditions. Today, the Commonwealth has the capacity to issue infringement notices that escalate up to $76,500 for companies in breach of this law irrespective of what these companies knew or intended regarding their temporary visa worker(s).

OK, so what can you do? You can’t sit tight and hope for the best.

The only safe and responsible approach is to have (or put in place) rigorous and dependable work processes and procedures and then follow these to check the legal status of all of your employees. This means keeping reliable records. This means training your HR staff and managers to know what to look out for. This means proof-reading and re-checking your dependable procedures to make sure that there aren’t any gaps or mistakes.

Certex has engaged with key government immigration regulators, industry stakeholders and leading migration law advisers to develop two unique compliance assessment services.

The first is a Risk Assessment, which looks at personnel records to assess the status of non-citizen employees.

The second is a full Certification Program, which assesses your policies, procedures and practices against a registered standard, as well as personnel records.

It is important to note that these are third-party, independent audits which means Certex auditors do not provide consulting or compliance advice or other migration advice. But Certex Immigration Compliance auditors are qualified and experienced Registered Migration Agents who have been trained to work as lead auditors. They can (and will) review your records against current legislation and against employer obligations, work permissions and visa conditions of foreign employees. They will assess the level of compliance and identify any gaps, areas of concern or risk and any breaches.

These findings are then recorded in an audit report. If the report highlights areas which need attention you can (and should) take this report to your own Registered Migration Agent or immigration adviser who can assist you in resolving any issues.

Add immigration to your checklist and make sure your business complies. Don’t let immigration be that thing you wish you had checked.

Immigration: It’s that time of year

Dianne Gibert is the founder of Certex International and Fathom Business Architects, which has been the certification manager for the RCSA Service Delivery Standard since 2004. Certex International is accredited through JAS-ANZ to provide certification services in ISO 9001 and other international standards. +61 3 9585 8241 [email protected] www.certex.com.au.

DECEMBER 2013 29

ASSOCIATION NEWS

RCSA Targeted TrainingWhere You Want/When You WantRCSA is now offering targeted in-house training for your staff and teams as a flexible, convenient, and cost-effective training solution – for as little as $250 per person for a one-day program (conditions apply). Each program will be designed to meet your organisation’s specific requirements, ensuring that you meet your professional development outcomes.

The RSCA Learning Centre can offer either standard or tailored learning solutions based on any of the courses

offered in our workshop library. These include, but are not limited to: • Introduction to Recruitment• Interviewing Essentials• Sales and Marketing from the Desk• Leadership and Management Skills• Current legislation and ethical matters • Soft skills, such as communication, use

of technology, negotiation skills and much more.The Learning Centre team and your

dedicated specialist facilitator will work with you to determine your strategic and individual

needs for professional development and align these to your organisation’s business objectives. The RCSA offers flexibility on course content and structure, and has a dedicated professional team of experienced industry and specialist facilitators and trainers ready to work closely with your organisation. The facilitators will ensure that all aspects of group learning are co-ordinated efficiently and effectively, while making sure you are completely involved and informed prior to the course commencement.

Targeted group training can be run at your own business facilities, at an external training venue or at the RCSA Corporate Meeting Rooms in Sydney. The RCSA Corporate Meeting Rooms in Sydney are dedicated training facilities, fully equipped with audio visual requirements, kitchen facilities and are conveniently located in the CBD.

Benefits of in-house trainingThere are many benefits of utilising in-house

training, however for most businesses, the biggest benefit and result seen can be an increase in the bottom line.• Flexibility: training at a time to suit your

team’s work schedules• Suitability: select from a range of core

workshops or choose modules/topics required to suit your training needs

• Specific: opportunity to discuss case studies specific to your business with reference to your business operational systems

• Cost effective: reduced travel costs and time away from the business for staff

• Consistency of training: train/upskill all staff at the one time

• Team bonding and motivation: develop team unity as staff go through training together.

In-house training optionsThe RCSA has a core suite of training

solutions on offer, however it can provide in-house training solutions covering a wide range of areas and subject matter. All courses can be customised to suit needs and delivered in-house in your own offices.

The core suite of RSCA Targeted Training

solutions includes: Introduction to Recruitment Training, Interviewing Essentials, and Sales and Marketing from the Desk.

Training and courses can also be delivered in the following areas: • Leadership and management training• Productivity • Motivation and engagement training• Time management • Presentation skills• Negotiation• Coaching• Social media• Legislation, ethics

and immigration matters.

Why work with the RCSA?Not only do we have a core range of

training products that have been tried and tested to produce results, but we also have affiliations with experienced industry trainers, associated tertiary providers, and industry experts to draw upon: • Industry experienced and specialist

trainers. Our team of highly specialised training providers bring their knowledge and expertise of years of working in the recruitment, HR and training sectors.

• Customisation available for each program to ensure your organisation’s goals are met.

• Gain Continuing Professional Development (CPD) Points to maintain to your RCSA accreditation.

• Training solutions all delivered supporting the RCSA Code for Professional Conduct which is a significant advantage if you are working on government tenders.

• Discounted rates for RCSA Corporate members.

• Dedicated RCSA Learning Centre team to ensure exceptional project management and delivery of all training solutions.

• RCSA offers training solutions throughout Australia and New Zealand.

For all enquiries regarding RCSA Targeted Training for your workplace please email [email protected] or phone +61 2 9922 3477.

RCSATARGETEDTRAINING

http://www.rcsa.com.au/imis15/RCSAweb/Learning_Centre_Events/Customised_In-house_Training/RCSAweb/wc-Tools_Resources/Room_Hire.aspx

mailto:[email protected]?subject=LearningCentre_Enquiry

RCSA JOURNAL30

ASSOCIATION NEWS

A new benefit throughyour RCSA membership

Corporate membersThe new benefit Member E-Learning (MEL) provides you and ALL your staff with access to free online training modules. Valued at over $700 per person, the more staff members you have, the more value for your organisation.

Individual membersValued at over $700, the new benefit Member E-Learning (MEL) provides you with access to free online training modules to help you continue your professional development, setting you apart as a true professional who values professional and ethical behaviour.

• Update and refresh skills whenever or wherever you choose

• Convenient for members who are remotely located and/or time poor

• Modules take only 40- 90 minutes to complete on average

• Instant take-aways to apply immediately in the workplace

• Brief description, objectives and outcomes, approximate duration and CPD points achieved displayed at commencement

• Certificate of completion emailed to trainees for their records.

In conjunction with Learning Seat, the new free training is accessible from the RCSA website in the same location as the RCSA Code for Professional Conduct training: www.rcsa.com.au > Learning Centre & Events > E-Learning.

To get started, have your member ID number handy(for new E-Learning users) or your logon details(for existing E-Learning users).

For further information or any questions contact RCSA.

Principal Partner

Members within Australia Call: 1300 727 504

Members within New Zealand Call: 0800 441 904

[email protected]

melA newRSCAmemberbenefit

member e-learning

provided by

Online training for all staffof RCSA Corporate membersand all RCSA Individual members

10 onlinetrainingmodules

freefree10

Business writing skills

How to communicate effectively in the workplace

How to develop business plans and budgets

How to manage priorities

How to manage stress

Implement continuous improvement

Introduction to performance management

Introduction to safety leadership (whs) program

Key accounts- how to strengthen client relationships

Project management - essentials (v2).

DECEMBER 2013 31

ASSOCIATION NEWS

RCSA is proud to announce the launch of Member E-Learning (MEL) in December 2013.

Valued at over $700 for a single user, this

new member benefit for Corporate AND

Individual members provides access to free

online training modules. With the summer

break coming up and hopefully some quiet

time on the horizon, it’s a great time for you

and your staff to update and refresh your

skills, while equally accruing Continuing

Professional Development (CPD) points.

Topics range from compliance and privacy

to managing people and business, self-

development and project management.

The ten titles of free training modules

include something for everyone:

• Business Writing Skills

• How to Communicate Effectively in the

Workplace

• How to Develop Business Plans and Budgets

• How to Manage Priorities

• How to Manage Stress

• Implement Continuous Improvement

• Introduction to Performance Management

• Introduction to Safety Leadership (WHS)

program

• Key Accounts – How to Strengthen Client

Relationships

• Project Management – Essentials (V2).

Perfect for those who are remotely located

and/or time poor, you can start at any time

and complete the training when it suits you.

Then, if something urgent comes up, you

can save your work and return to complete it

at a time convenient to you. Most training

modules take around 1.5 hours to complete,

so it’s a manageable time commitment

which can produce instant take-aways to

apply immediately in your workplace.

In conjunction with Learning Seat, the new

free training will be accessible from the RCSA

website in the same location as the RCSA

Code for Professional Conduct training.

Training with legislative content or components

will be updated by an expert legal team in

Lander & Rogers.

If you have already undertaken Code

training you have already set up your user

profile and are ready to logon and get started.

If you are a new member, just enter some

brief details including a user name and

password to start training right away. You

must enter your Individual ID number in

order to secure the complimentary rate and

to ensure your certificate of completion is

emailed to you. A record of this training is

kept in your profile on the E-Learning

platform for CPD purposes.

High value benefit for all membersLaunching the new Member E-Learning

program, RCSA CEO Steve Granland

reinforced the importance of professional

knowledge. “Updating and maintaining skills

and knowledge is a requirement of the Code

for Professional Conduct and we are delighted

to be able to provide these free training options

at your desk – it couldn’t be easier. The offer

is a terrific new, high-value benefit for all RCSA

members,” he said. “Last year we were able

to implement WIL for Corporate Members

and this year MEL is the new member benefit

for both Corporate and Individual members.”

For Individual members the value of these

ten training packages is $700 – compared to

the annual membership fee of $150 + GST.

For Corporate Members, the more staff

members you have, the more value for your

organisation. If all of your employees complete

the ten modules the value equates to:

• over $3,500 for five employees

• over $7,000 for ten employees

• over $10,500 for 15 employees

• and over $14,000 for 20 employees.

For further information or any questions

contact RCSA on +61 3 9663 0555.

Member E-Learning – ten free training modules on offer to ALL RSCA members

Getting startedTo get started, have your member ID

number handy (for new E-Learning users)

or your logon details (for existing

E-Learning users) and go to www.rcsa.

com.au > Learning Centre & Events >

E-Learning.

Click on “overview” of the selected

learning to see a brief description,

objectives and outcomes, approximate

duration and CPD points achieved on

completion. And hit the “Start” button!



RCSA JOURNAL32

In this issue, RCSA CEO Steve Granland focuses on Outcome 3: RCSA is the centre of influence for member interests.

The definition of this outcome is that RCSA input, research, guidance and advice is sought after by key workforce management stakeholders including government and regulatory bodies. RCSA’s position in relation to key industry issues is clear and understood by all stakeholders.

IntroductionRCSA has prepared a Messaging and

Communications Matrix in response to Outcome 3 identified by the RCSA Board within its Strategic Plan.

The Messaging and Communications Structure also provides a platform on which to develop a proactive media management and PR activity plan.

The RCSA Messaging and Communications Structure is a “living” document and will be reviewed and updated by the RCSA Communications team as new issues and opportunities arise.

The Communications and Messaging Structure operates at three levels:1. Identifies three Overarching Workforce

Management Themes which define an industry viewpoint

2. Identifies the five ‘Hot Topics’ as RCSA Position Statements and identifies Key Messages to illustrate each of those five topics

3. All Key Messages are supported by proof points and references. This structure allows the user and the RCSA Communications team to consistently

initiate and respond to enquiries that proactively drive an agenda and develop and build relationships with stakeholders.

Overarching Workforce Management ThemesThere are three overarching themes. 1. The competitiveness and resilience of

economic performance is directly affected by the structure of the workforce and its ability to efficiently react to changing local and international demands for labour.

2. The workforce will, over the next 25 years, undergo significant changes as it adjusts to a reducing supply of new workers, requiring more innovative approaches to attracting and retaining labour.

3. Our response to changes in global labour markets will define our reputation within the global market for labour and skills. Members of RCSA are working with stakeholders to develop innovative approaches to blending workforce structures and changing workplace environments.

RCSA Position StatementsRCSA has five associated position statements:• RCSA member services facilitate the

capability of business and government to adapt to changing skill and labour force requirements. This statement references Overarching Management Themes 1, 2 and 3.

• RCSA members facilitate employment creation and enhance the ability of workers across all skill levels, occupations and professions to efficiently and sustainably transition into and across the workforce. This statement references Overarching Management Themes 2 and 3.

• RCSA members facilitate the capacity of workers to adapt to changing economic and lifestyle conditions. This statement references Overarching Management Themes 1, 2 and 3.

• RCSA and its members uphold the integrity of the recruitment, contracting and on-hire industry through the promotion and maintenance of professional standards. This statement references Overarching Management Themes 1 and 3.

• RCSA assists policymakers to develop progressive workforce and skill acquisition policy within government. This statement references Overarching Management Themes 1 and 3.

RCSA Australia Communications Matrix

ASSOCIATION NEWS

RCSA Strategic Plan Update

RCSA Research – your participation requested!

The quarterly Activity Survey of RCSA Corporate members is designed to examine members’ assessment of clients’ current and future hiring intentions, and how these intentions change over time.These are eight-question short surveys and information captured will assist you to benchmark your organisation against industry market conditions and assist external stakeholders to make policy decisions based on past and forecast employment and placement data within the economy.

Please participate when you receive the email from independent administrators Professor Timothy Bartram, Professor Russell Hoye and Dr Nicola McNeil from the La Trobe Business School, La Trobe University. All information obtained by La Trobe University will remain confidential, and individuals will not be identified.

DECEMBER 2013 33

ASSOCIATION NEWS

Individual Membership Support ProgramEncourage Individual membership of the RCSA and reap the rewards. The benefits of RCSA membership, both Corporate and Individual, are increasing all the time, and will continue to do so over the coming year. One only needs to visit the website www.rcsa.com.au to open the treasure chest of opportunities and benefits of being a member.

Our company (DFP Recruitment) has strongly encouraged and supported individual membership for our staff.

We do this not only for the obvious individual benefits, but also because clients and candidates are appreciative of the commitment of our staff in being members. To be an Individual member of the RCSA shows a knowledge and alignment to strong ethical values that we as an organisation and as individuals believe in. It also shows an awareness of the need for continuing professional development. Our stakeholders understand this and see it as supporting and enhancing consultant credibility. We cannot put a value on this, but we know it is recognised and appreciated by the comments we receive.

An initiative this year has made it easier and even more attractive for Individual membership. Corporate members can now not only encourage their staff to join but can assist in the process by grouping Individual

memberships together in the renewal process. Attached to this there is also a financial benefit by way of group discounts for different volumes of renewals.

As a leader in your organisation who encourages and supports Individual membership you will be creating a culture of professionalism and connection. You will be showing your staff your belief in consistency of efficient and ethical delivery across all of your business.

I encourage you to investigate the benefits of the RCSA individual Membership Support Program.

By Robert van Stokrom FRCSA, CEO DFP Recruitment, RCSA National Vice President.

More organisations are seeking to work with suppliers who have a commitment to an industryor professional association.

RCSA Corporate membershipDecision makers value the expertiseand commitment to professionalstandards that membership demonstrates.RCSA Corporate membership setsyou apart.

In recent tenders the following organisations included a question related to membership of a professional or industry association:

Origin EnergyBrisbane City CouncilNational Broadband NetworkGM HoldenCSRLand Information New ZealandRegency MediaLGWater Corporation WAToshibaEdith Cowan UniversityWestpacDeloitteCity of StirlingDarwin City CouncilAustralia PostAC & Worksafe VictoriaWalgaWA GovernmentNSW GovernmentNSW HealthATO

RCSA JOURNAL34

ASSOCIATION NEWS

Issues Update W

ith the recent Federal election now decided, and the new leader of the Australian Labor Party

recently elected, we wait with some degree of anticipation for further details to emerge from Canberra on the various policy agenda items which were discussed throughout the election.

Naturally, the RCSA Issues Management Team, together with the various Working Groups, will watch this space with great enthusiasm to ensure that interests of RCSA members are represented wherever possible.

During this time of transition it is also vitally important that the changing environment in which we operate is closely monitored to ensure that timely and effective communications are delivered to all RCSA members.

In relation to WHS, the Safety & Risk Working Group has recently finalised an on-hire guide to the model WHS laws which

has been submitted to Safe Work Australia to be assessed and considered as to whether it should be adopted as a nationalised standard. Although the decision on this matter is pending, this is a clear example of where the various RCSA Working Groups are driving the agenda items in the interests of the membership.

In addition to this, the Workplace Relations Working Group met towards the end of August where the decision was taken to monitor the various policy agenda items of the new government, particularly the provision of paid parental leave, to ensure that there is an effective communication to members.

We appreciate that a change in government has the potential to impact upon all businesses so the Workplace Relations Working Group, with the approval of the RCSA Board, has made contact with a number of government Ministers and officials to ensure that the interests of the recruitment and on-hire industries as a whole is taken into account,

particularly with regards to skilled migration and workplace relations policy in general.

A great deal of effort has also been put into the development and implementation of training for Members upon the new bullying and harassment jurisdiction which commences from 1 January 2014, and providing practical best practice advice on how businesses can get ready for this new jurisdiction.

As always, the RCSA Issues Management Team, and various Working Groups, will continue to communicate the many changes and opportunities which will arise in the coming months.

Charles Cameron, RCSA Issues and Policy Advisor, Partner and Executive Director of FCB HR

In the mediaSource: Courier Mail• Body language backed by an authentic

personality can secure your dream job, says expert Richard Greene

Source: Shortlist • Tooheys dispute highlights “the worst

behaviour in the on-hire sector” • Don’t fall into the trap of “set and forget”• RCSA Code is designed to provide

guidance: barrister• Many RCSA complaints about non-

members: RCSA CEO• Misuse of rural locum schemes putting

health recruiters at unfair disadvantage: ANRA

• Regional nursing agencies a vital part of the supply chain

• How to survive an unpredictable market: DFP CEO

• What DFP is doing • Outsourcing websites raise importance

of employer branding• Recruiters warned to “adapt or die” • Chandler Macleod adapting business mix • Australian workplace law clearly moving

towards “co-employment”• Traps for recruiters• Davidson Recruitment transforms

business with equity model • “We had started to slide down the other

side of the slope” • ANRA unhappy with Health Department’s

take on locum program • RCSA CEO responds to “fail” complaints,

urges members to get involved • New strategy is “member-centric” • “No shortage of opportunities to get

involved”• Choose wisely when requesting retainers

or exclusivity: trainer.

Business Solutions Memos & Guidance NotesRecently issues for Corporate Members:• Defamation: beware the group email • Conflict of interest leads to breach of

trust and confidence • Recent decision confirms workers’ casual

classification • Authorised deductions and recovering of

overpayments

• About the Australian Business Licence and Information Service

• Ordinary Time Earnings (OTE)• Privacy law reform• What does environmental compliance

look like and where should you begin• Unreasonable disciplinary action results

in compensation to employee• Appeal on extension of 30-day period for

the taking of industrial action • NZ Coal Mine tragedy leads to criminal

prosecution and a new health and safety regulator

• Australian Privacy Principles• Kitchenware retailer found to be sham

contracting• Casual is as casual does• Employing legal workers• Employing non-citizens Frequently Asked

Questions • Equal record payout for sexual

harassment• The true cost of a harmonious

relationship.

Media coverage in the last quarter:

DECEMBER 2013 35

ASSOCIATION NEWS

RCSA presents an impressive line-up of industry professionals and specialist speakers for this intensive informative and empowering one day forum. Sydney, 29 March and Auckland, 19 June 2014.

“How to awe them – not bore them!” (Presentation & pitching skills for recruiters)

In tougher economic times, winning business or getting “buy-in” for a new initiative or project becomes even more critical. What can you do to ensure your pitches and presentations are dynamic, different, effective, achieve the desired results and stand out from the pack? This Presentation & Pitching Skills session pinpoints some of the key areas where recruiters can improve the design, structure and delivery of your presentations and pitches. Whether you present to one person, a small group or a large audience this interactive session aims to invigorate, provoke, educate and entertain.

Andrew Klein is the Director of Presentation Skills Training consultancy SPIKE Presentations (....helping you get your point across!). Andrew is a well-known professional MC, conference speaker, a former litigation lawyer and has trained and presented widely within the recruitment industry. For the past ten years Andrew has also been the MC of the RCSA’s annual International Conference.

The Business of Human Behaviour and BeliefEngagement in the new reality – Kieran Flanagan looks at:• The shifts taking place in our markets,

our values, our organisations and our expectations

• What those changes mean in terms of building an adaptable culture

• Why selling has moved from product focus to prospect focus

• How to develop the customer insights that lead to more effective selling.

Kieran Flanagan is a Behavioural Researcher and Strategist. An author, educator, and corporate coach, she is the CCO of The Impossible Institute™, an innovation and engagement think tank founded to make what’s not … possible!

In an impressive career, she has lead multi-national accounts across multi-disciplinary departments and businesses. She currently lectures at The Miami Ad School and has spoken to audiences as diverse as the UN (as part of a group working to end human trafficking), sales teams for Coca Cola, leadership forums and education summits.

Consultant one-on-one coaching demonstration with Ross Clennett FRCSA

One of the most critical skills for a leader in recruitment is having effective one-on-one conversations with their consultants to address attitude and performance issues. Yet most leaders lack both the confidence and the skills to execute this effectively. In this session Ross will invite an audience member to role play a conversation they need to have with one their team. After the demonstration, Ross will debrief the session (and provide a comprehensive coaching handout) to explain the structure and techniques of an effective coaching conversation. It’s a must-attend session for leaders!

Ross Clennett FRCSA: Since 2003 Ross has been an in-demand expert on recruitment and the recruitment industry in Australia as a trainer, coach and conference speaker. As a professional recruiter between 1989 and 2003, Ross screened 80,000 resumes, interviewed 3,000 people and successfully placed over 1500 people in work. In 2011 and 2012 Ross was a national finalist in the RCSA’s Outstanding Contribution Award.

For more information visit www.rcsa.com.au/events

RCSA PEARL CONSULTANT FORUM 2014

Succeeding in the New Reality

RCSA JOURNAL36

ASSOCIATION NEWS

The new look ANRA Council has been formed with a total of nine nominations received from ANRA

members. Members of the new ANRA Council are: Alan Bell FRCSA (Bell Medical), Graham Bower FRCSA (Nightingale Nursing), Danielle Wallace (Alliance Health Services Group), Kim Estell (CQ Nursing), Tracey Cumbers (Randstad Care), Tracey McClenaghan (Charterhouse Medical), Gay Barton MRCSA (Drake Medox), Nigel Woolford (YNA Your Nursing Agency) and Josh Hill (HHNA Heather Hill Nursing Agency).

The first meeting of ANRA Council was held on 17 October in Brisbane and Alan Bell was elected ANRA Chair with Graham Bower Deputy Chair.

ANRA has established these Working Groups: National Registration, Relevance and Q&E (Quality & Ethics). Council members have also nominated for roles within these Working Groups to address areas identified as priorities within the 2014 ANRA Activity Plan which is available on the ANRA website: www.rcsa.com.au/anra.

ANRA Chair Alan Bell noted the work of ANRA Council over the past two-years during a period which has seen a number of challenges for the industry. He thanked outgoing Council member Maria Kourtesis (Prime Medical Adelaide), and welcomed three new council members: Tracey McClenaghan (Charterhouse Medical), Gay Barton (Drake Medox) and Josh Hill (Heather Hill Nursing Agency).

“ANRA is pleased to welcome new council members, particularly Gay Barton

from Drake Medox in New Zealand, as Council seeks to represent the interests of members in both countries” Alan said.

ME Bank Agency Nurses Scholarship announced

Members of the ME Bank Agency Nurses Scholarship Assessment Panel announced scholarship recipients at the ANRA Members Meeting on 18 October in Brisbane.

The Assessment Panel members, Kim Estell (ANRA Council and CQ Nurse), Kylie Whicher (ME Bank) and Jodie Davis (Australian Nurses and Midwifery Federation Federal Office), announced nine recipients of scholarships for CPD and education programs ranging from the Neonatal Resuscitation Course through to funding toward completion of a Postgraduate Certificate in Advanced Nursing Practice (rural and remote).

Kim Estell acknowledged the efforts of Drake Medox in their support of the program and in assisting five of their agency nurses to secure scholarships.

Kylie Whicher representing scholarship sponsor ME Bank, thanked all of the applicants for their commitment to Continuing Professional Development through their submission to the scholarship program. Kylie praised the effort of all nurses in providing health services in Australia and New Zealand. Jodie Davis noted the importance of CPD and education in increasing the capability and capacity of the nursing workforce.

ANRA Working Group with Association of Private Nursing Services (APNS)

ANRA and the Association of Private

Nursing Services (APNS) have launched a member survey to capture an industry snapshot. Members of both associations are asked to take 15 minutes to complete the online survey which will provide valuable insights into the size, scope and activities of members. Results of the survey will be available from the ANRA website at www.rcsa.com.au/anra

ANRA Activity UpdateANRA Council has been actively raising

the awareness of ANRA with Ministers for Health and stakeholders about the NAHRLS (Nursing and Allied Health Rural Locum Scheme) program. ANRA has been in communication with state and Federal government Ministers regarding the program and the broader issues around health workforce planning in rural and regional areas.

ANRA believes that unfortunately NAHRLS is presently not addressing several of its own objectives which most importantly seek to address long-term workforce distribution in rural and remote areas.

Additionally, ANRA has been in communication with Health Purchasing Victoria in response to concerns raised by members as part of HPV’s tender for agency staff services for public health facilities in Victoria metro areas and is also in regular contact with NSW Health regarding progress of their review of submission for the PORA tender.

ANR A

anraAssociation of NursingRecruitment Agencies

AMRANZ and social media Are you a member of the AMRANZ LinkedIn Group and Facebook Page? If not, why not?

More and more, social media is becoming a way of life. It is our main source of information, news and the way we maintain contact and network. In this day and age the majority of companies and member group associations have incorporated social media into their strategies and operations, acknowledging that social media is now an integral part of how members are kept informed, engaged and aware. Social media is also vital to enhance member engagement. LinkedIn, Facebook and e-newsletters are increasingly the most

popular communication streams in the modern world.

AMRANZ, under the guidance of Councillor Robert Embury, has worked hard to raise the profile of our Member Group with the AMRANZ LinkedIn Group and Facebook page. We continually work to create social media assets, post content that is useful and viable and drive engagement among our members. We look to build a sector-focused social channel which will lead the online medical recruitment community; deliver information and tips to targeted individuals; position AMRANZ as a source of industry insight and vision; increase awareness among

our membership of what is available to them, not only through AMRANZ but also through the RCSA in the areas of research and Continuing Professional Development.

We urge our members to join the LinkedIn Group and Facebook Page to communicate, engage and ideally institute and join conversations with your peers. Don’t lurk in the shadows and observe – jump in, participate and become a thought leader for the industry.

AMR ANZ

http://www.rcsa.com.au/anra

http://www.rcsa.com.au/anra

DECEMBER 2013 37

ASSOCIATION NEWS

Judging by the enrolments, RCSA members have welcomed the introduction of the Diploma of Management to the RCSA calendar of training and professional development programs. For the second year – and in response to the considerable evidence that the success of a business is greatly influenced by the capacity of its managers, team leaders and supervisors – RCSA, in partnership with AHRI, is offering the Diploma of Management.

We know that in most cases, people don’t leave their jobs because of money: they leave because of their

manager. With the heavy cost of turnover and loss of productivity, poor management skills represent a major crisis for today’s businesses.

The RCSA/AHRI Diploma of Management offers a range of units to assist in building skills and knowledge designed for line managers and supervisors who are expert in their specialist areas, but want to consolidate their people management skills. Who should enrol? New or existing line managers with staff responsibilities, team leaders and supervisors and office managers or employees with staff co-ordination responsibilities.

Key features of the RCSA/AHRI Diploma of Management program include: • Units have been chosen in full consultation

with the recruitment industry, with case studies relating directly back to the industry

• No prerequisites are required to support enrolment

• Distance study to allow for greater flexibility

• Program length of one year • Dedicated Academic Co-ordinator

to support the entire study period • No exams, with only one written

assessment and one supervisor checklist per unit

• One of the most cost effective ways to fast track career development.

Entry requirementsThere are no pre-requisites for entry into

the BSB51107 Diploma of Management and the program is designed, wherever possible, to draw on workplace experiences for both the learning and assessment activities. There are also opportunities for recognition of prior learning and credit transfer†.

Program content and deliveryThe Diploma program comprises a

pre-packaged selection of eight units

been chosen to represent the breadth of management skills and capabilities required for today’s workplace.

Studying via distance learning means you can study anywhere, at any time. Across the study period, students will have access to an academic co-ordinator who is contactable via email and whose role is to provide support by answering questions in relation to the workbook content and assessments. We also provide access to an online student forum where students can share questions and ideas with the group.

The national accreditation requirements for the Diploma of Management qualification require five units of study from group A elective units and three units of study from either group A or B elective units.

Registration NOW OPEN! 2014 Diploma of Management

UNITS OF COMPETENCY UNIT TITLE

SEMESTER

1UNIT 1 - BSBHRM402A

Recruit, Select and Induct Staff (Recognition of prior learning may be an option for graduates of the RCSA Certificate)

UNIT 2 - BSBOHS509A Ensure a Safe Workplace

UNIT 3 - BSBCUS501C Manage Quality Customer Service

UNIT 4 - BSBMGT502B Manage People Performance

SEMESTER

2

UNIT 5 - BSBLED501A Develop a Workplace Learning Environment

UNIT 6 - BSBHRM504A Manage Workforce Planning

UNIT 7 - BSBFIM501AManage Budgets and Financial Plans (Credit transfer leading to advanced

standing for graduates from the RCSA NMIT Certificate)

UNIT 8 - BSBWOR502B Ensure Team Effectiveness

SEMESTER ENROLMENTS CLOSE SEMESTER START SEMESTER END

Semester 1, 2014 Friday 7 February Monday 10 March Monday 30 June

Semester 2, 2014 Friday 11 July Monday 11 August Monday 1 Dec

Program fees

DISTANCE STUDY PROGRAM SEMESTER FEE FULL PROGRAM FEE*

RCSA Member $975 AUD $1950 AUD

Non-RCSA Member $1100 AUD $2200 AUD

RCSA New Zealand Member (incl. additional mail costs)

$1580 NZD $3160 NZD

Non RCSA New Zealand Member (incl. additional mail costs)

$1695 NZD $3390 NZD

* Fees can be paid in two installments, one-half at the start of each semester. Please note that this is a GST-free education program.

Need more information?Contact Claudia Gray, [email protected]

Tel +61 2 9922 3477.

† RPL and credit transfer: if you have completed the RCSA Certificate, the Certificate in Work Health and Safety (On-hired Worker Services) or the RCSA/NMIT Certificate IV, you may be eligible for advanced standing that will help fast track your study plan. This opportunity will be assessed at the time of enrolment in conjunction with your course co-ordinator.


http://mybookingmanager.com/RCSAAUSWST2012

http://mybookingmanager.com/RCSAAUSWST2012

RCSA JOURNAL38

ASSOCIATION NEWS

Paul Robinson MRCSA, NZ President reports.

Almost 86 per cent of New Zealand employees feel their employers make higher demands on their skills and competencies than five years ago, according to the findings of

the latest Randstad Workmonitor. New Zealand employees also feel their employers make higher demands on their social skills, education levels and experience, more so than five years ago. Demand is even higher on digital skills with 87 per cent of Kiwi workers saying their employees place more importance on their digital skills than they did five years ago.

Our Australian counterparts certainly agree, with 84 per cent of Aussies believing their employers make higher demands on employee skills and competencies than five years ago, while 87 per cent say the demand on digital abilities has increased.

While employers are making increased demands on their employees’ skill sets, most Kiwis believe it’s their employer who is largely responsible for maintaining their professional development. However, 86 per cent of New Zealanders believe it’s their boss’ job to ensure their skills and competencies correspond with the requirements of the job, while just 73 per cent believe this is the employee’s responsibility.

This trend is the same in Australia, where 89 per cent of workers believe the onus to ensure skills sets match the job description lies with the employer. Kiwi workers not only believe their employers make higher demands on their skills and competencies than five years ago, they expect the same for the future. In fact, 82 per cent

of Kiwis expect their job requirements to become more demanding in the coming years, compared with 73 per cent of Australians. This is hardly surprising when all indicators are for a year of economic growth that some economists say could even be an economic boom. According to HSBC’s recently released report titled The New Zealand Boom, chief economist Paul Bloxham says that New Zealand’s economic growth could reach as high as four per cent in 2014. He’s also relatively bullish about the economic slowdown in Australia which he says will be short-lived.

However New Zealand employees are optimistic about the increasing demands employers are placing on them with 91 per cent of Kiwi employees saying they will do anything to meet their job requirements. Despite this and with the higher demands experienced in the past five years and the same expectations for the future, more than a quarter (28 per cent) of employees fear they will no longer be able to meet their job requirements in due time.

The good news is that New Zealanders are relatively confident of finding another job within six months with 68 per cent of Kiwis indicating they are confident they could find a comparable job within six months. The overall fear of job loss in New Zealand has decreased slightly to 15 per cent, while those with significant fear of job loss has dropped to just three per cent. The fear of job loss in Australia is much higher, at 24 per cent, while significant fear of job loss is six per cent.

Paul Robinson MRCSA is the New Zealand Director of Randstad, one of the world’s largest recruitment & HR services providers.

New Zealand Update

Recruitment Firm’s Advertisement breached the Advertising Standards Code 9 October 2001

Recruitment Agency puts forward candidate now facing fraud and dishonesty charges posted kiwiblog.co.nz November 24, 2008

Recruitment firms fined for boycotting rival 30 September 2009

Recruitment Consultant Unjustifiably Dismissed. 7 January 2008

Insurance Specialists for Recruitment Agencies

www.i2ibrokers.co.nz

Contact [email protected]

Recruitment agency discloses applicant's email address to other email recipients August 2008

Recruitment Company recommends convicted fraudster for $75,000 job 12 February 2004

Are you and your Insurance Broker on the same page? Time to revisit exactly what you’re covered for don’t you

think?

Recruitment firms need more checks May 08, 2002

Are you and your NZ Insurance Broker on the same page?

Time to revisit exactly what you’re covered for don’t you think?

Recruitment Firm’s Advertisement breached the Advertising Standards Code

9 October, 2001

Recruitment firms need more checks

8 May, 2002

Recruitment Company recommends convicted

fraudster for $75,000 job12 February, 2004

Recruitment Consultant Unjustifiably Dismissed

7 January, 2008

Recruitment Agency puts forward candidate now facing fraud and dishonesty charges

(Posted kiwiblog.co.nz)24 November, 2008

Recruitment firms fined for boycotting rival

30 September, 2009

ValeJenny Durno25 August 1954 – 3 October 2013

Jenny Durno APRCSA, Managing Director of Durno Recruitment, in Auckland, passed away recently, the RCSA is sad to advise.

Durno Recruitment said, “Jenny took great pleasure in her relationships with all of her clients, candidates and staff and always aimed to treat them with great care and respect, in some instances taking more the role of counsellor than recruiter. We know she touched a lot of hearts across the business community and she will be greatly missed by many”.

At her memorial service, it was noted that it was Jenny’s wish that people were better educated about ovarian cancer. For more information visit www.giftofknowledge.co.nz.

“Jenny was an innovative thinker and looked for ways in which she could engage her younger staff members to provide a broader depth of business knowledge … Jenny’s enthusiasm for the industry and for learning

DECEMBER 2013 39

2013 Conference survey resultsT

he post Conference survey of attendees is now closed and we thank the attendees who answered the

questions and provided feedback – forty per cent of attendees responded. The feedback is currently being used for planning the 2014 Conference, which is well under way now. Here is a summary of the survey results:

The general feedback is that 94% of respondents said the overall impression of the conference was excellent or good; 85% of respondents rated the educational value as excellent or good; 99% rated the venue as excellent or good, and 83% rated the conference as value for money, with 14% undecided.

Website, registration and marketing feedback produced the following results: 95% of respondents found the conference easy to register for and information about the conference clear and comprehensive; 90% visited the conference website prior to attending; 60% heard of the conference via email; and 97% rated the Conference website excellent or good.

Speakers: 89% of respondents rated the quality of speakers as excellent/good. The most popular speakers were:

97% of attendees rated Adam Fraser as excellent or good. • Probably the highlight of the conference

for me. It was unique, new, clear information, and very easy to implement immediately. I already have. Work is better. My wife is happier. I walked out of Adam’s presentation saying that alone was worth the trip.

• Adam was outstanding. He is infectious, funny and extremely interesting. The 3rd Space was the stand out for me. Let’s have him back.

• One of the best speakers I’ve heard in a long time. So good, I even bought the book! A really relatable, practical presentation with some key takeaways. I’d attend again just to hear him.

John Eales AM was rated as excellent or good by 94% of survey respondents.• John’s presentation was excellent with

many relevant examples although maybe eight points was too many to cover in depth given the time available.

• John Eales is a great presenter and his

message was loud and clear and highly relevant. I’d love to see more from him.

92% of survey respondent thought Richard Greene was excellent or good.• Outstanding – probably the best presenter

of the conference.• Without a doubt, an amazing speaker –

definitely worth every cent you paid for him!• Engaging speaker who presented informative,

precise (even though somewhat communication 101) information in a well-structured and interesting format. Found his session a very good reconfirmation of communication fundamentals.

The drama of Spark elicited a 92% excellent or good response.• Very funny and useful insight into

improvising and how it relates to teams and leadership.

• How awesome was this? It just doesn’t get any better. A very clear message and an unforgettable delivery. It was the first session I told my team about when I arrived back in the office. No more hogging!

John Peters (91% excellent/good)• Exceptionally well told. You could hear

a pin drop. An excellent message to our industry to ‘keep things in perspective’ and get on with life. Incredibly impressed that John joined the group at the closing party – very interesting to speak with him.

• This was certainly a wonderful way to end the conference and bring energy back into the attendees after a late night the day before. His speech was empowering and mind blowing at the same time.The most popular Concurrent Sessions

were those presented by Craig Watson FRCSA, Laurel Papworth and Chris Cosmos. And 100% of respondents rated Craig Watson’s session excellent or good; 85% of respondents said Laurel Papworth’s session was excellent or good; and 82% of respondents found Chris Cosmos’s session excellent or good.

The three most popular Knowledge Exchange Roundtable Discussions were facilitated by David Schultz, Craig Watson FRCSA and Nick Richards.

David Shultz of Secured Signing lead the discussion with the title New Technology

for Paperless Candidate Registration Will Give You a Leading Edge – 100% who attended found the session extremely valuable or valuable. Craig Watson FRCSA (Scott Recruitment) – 90% who attended found the session Extremely Valuable/Valuable. Nick Richards of Perry Watson Design lead his discussion with Modern Website Development and 77% found the session extremely valuable or valuable.

The networking events all provided a great opportunity meet up with peers and relax after a busy day of Conference sessions. The pre-Conference round of Golf was rated as 100% excellent or good by respondents. The Opening Poolside Function was rated 91% excellent or good. The Gala Dinner at Movie World was rated 92% excellent or good. The Closing Skypoint Cocktail Function was rated 98% excellent or good.

And how could we forget the Master of Ceremonies? Andrew Klein who has been a part of the RCSA Conference for some years now was wondering if he had overstayed in the role of MC. We’re afraid not, Andrew! And 99% of respondents rated conference MC Andrew Klein as excellent (85%) or good (14%) and 98% would like to see Andrew back in 2014. See you in Queenstown, Andrew!

Finally, respondents were asked what one thing that they most enjoyed. Most respondents indicated the quality of speakers, networking opportunities, the location and venue, and that the conference was well-organised. There were many positive comments and a random sample included:• The encouragement and environment

created of all helping each other.• The professionalism of it all. Very slick!• The speakers, venue and great co-

ordination made the conference a valuable and comfortable learning experience. The opportunity to share this with my peers was a great bonus.

• As this was my first RCSA Conference – it exceeded all expectations – awesome venue – brilliant speakers – great networking, incredibly professionally presented. Money well spent.

• The networking opportunities. It was great to meet so many new people and connect with old contacts. And John Peters was brilliant.

– Steve Granland, RCSA CEO.

ASSOCIATION NEWS

RCSA JOURNAL40

ASSOCIATION NEWS

RCSA Partners and Premium SupportersThe RCSA Supporters Program provides a tangible and strong connection to the recruitment industry. Becoming a RCSA Supporter sends a message of commitment to the recruitment industry and to your existing and prospective clients. Service providers and suppliers to the industry 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 Kinetic Superannuation 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 [email protected]

RCSA PREMIUM SUPPORTER PROFILES

RCSA Premium Supporter & Principal PartnerKinetic Superannuation

RCSA Premium Supporter & Business PartnerOAMPS Insurance Brokers Ltd

RCSA Premium Supporters2cloudnineAPositive Cashflow Astute PayrollCareerOne.com.auFastTrack Pty LtdLearning Seat Pty LtdNews AustraliaPendragon ManagementRecruitment Systems Pty LtdScottish Pacific Debtor FinanceSDP Contingent Workforce Solutions Pty LtdVoyager Software (Australia) Pty LtdWorkDESK Recruitment SoftwareWorkPro

NZ RCSA Premium SupporterSEEK NZ

RCSA Supporters Advertiser Newspapers Pty LimitedAHRI – Australian Human Resources InstituteAltusQAndrew Cameron SolicitorsAyers Management Pty LtdBendigo BankBibby Financial Services Australia Pty LtdBook Builders Pty LtdBULLHORNcarecareers (NDS)CertexConsortio Pty LimitedCXC Global DeloitteDingu BlueEtz Timesheet Solutions Pty LtdExecuCon Pty LtdFathom Business Architects

FCB Group Geoffrey Nathan Consulting IncGlimmer Management ConsultantsGreenBizCheckHHMC Australia Pty LimitedInsideTrakIProfileJXT ConsultingKey FactorsLander & RogersLifestyle CareersLipman JamesMatheson PublishingMemberBenefits Pty LtdMindset GroupNext Telecom NFC Global Pty LtdNMIT – Preston Campus – BECNPA Worldwide Recruiting NetworkOnetest Pty LtdPerry Watson DesignQuinntessential Marketing Consulting Pty Ltd

Sage MicrOpay Pty Ltd

Saxton Corporation Pty Ltd

Selectus Pty Ltd

SGMC Australia Pty Ltd

Skillcheck Pacific Pty Ltd

SymbionHR Pty Ltd

The Canberra Times

The RIB Report

Verify Holdings Australia Pty LtdvSure

Westpac

NZ RCSA SupportersEEO Trust – Equal Employment Opportunities Trust

Human Resources Institute of New Zealand

I2I Insurance Brokers Ltd

Ministry of Social Development NZ, Work & Income

Secured Signing Ltd

The Dominion Post

The Press

FastTrack is the industry benchmark for recruitment software solutions. Call 1800 063 555 to find out how we can help simplify and optimise your recruitment business processes and workflow or visit www.fasttrack.com.au

Pendragon Management is a leading provider of people management services with a comprehensive range of innovative solutions aimed at overcoming many of the obstacles and costs associated with the traditional employment model. www.pendragon.net.au.

Recruitment Systems has been building and supplying a specialist CRM for recruiters since 2001. TRIS is used by over 300 companies in 20 countries. Tel: 1300 979 777 or visit www.recruitment systems.com.

Scottish Pacific Debtor Finance has been helping Australian businesses achieve their aspirations by providing cash flow solutions and freeing them from the constraints of traditional banking for 25 years. 1300 332 867. www.debtorfinance. com.au.

WorkPro is a simple web-based pre-employment screening solution that assists organisations to get their employees and job seekers “work-ready”. We also provide the option to customise the program, including uploading your own content. www.workpro.com.au.

http://www.fasttrack.com.au/

DECEMBER 2013 41

ASSOCIATION NEWS

RCSA Premium Supporter & Principal Partner

RCSA Premium Supporter & Business Partner

RCSA Board, Life Members and Fellows*

RCSA Australia & New ZealandPO Box 18028, Collins Street East, VIC 8003 Australia

Toll Free Aus: 1300 727 504 Toll Free NZ: 0800 448 299

Fax: 61 3 9663 5099

Email: [email protected] Website: www.rcsa.com.au

RCSA Board PresidentLincoln Crawley FRCSA

Vice PresidentsRobert van Stokrom FRCSA

Jacqui Barratt FRCSA

DirectorsBob Olivier FRCSA

Matthew McArthur FRCSA (Life)

Denis Dadds FRCSA

Peter Langford FRCSA

Steve Heather MRCSA

Alan Bell FRCSA

Matthew Hobby FRCSAKaren Colfer MRCSA

RCSA Life Fellows Pauline Ashleigh-Marum FRCSA (Life)Jim Bailey FRCSA (Life)Robert Blanche FRCSA (Life)Dorothy Caldicott FRCSA (Life)Mike Carroll FRCSA (Life)Nanette Carroll FRCSA (Life)Jane Fanselow FRCSA (Life)Ross Fisher FRCSA (Life)Peter Gleeson FRCSA (Life)Larry Grima FRCSA (Life)Michael Hall FRCSA (Life)Sue Healy FRCSA (Life)Kris Hope-Cross FRCSA (Life)Malcolm Jackman FRCSA (Life)Graham Jenkins FRCSA (Life)Dawne Kelleher FRCSA (Life)Barry T Knight FRCSA (Life)Roger Lampen FRCSA (Life)Ruth Levinsohn FRCSA (Life)Reg Maxwell FRCSA (Life)John McArthur FRCSA (Life)Matthew McArthur FRCSA (Life)

Sylvia Moreno FRCSA (Life)Helen Olivier FRCSA (Life)E. Leigh Olson FRCSA (Life)V John Plummer FRCSA (Life)John Plummer FRCSA (Life)Wendy Rae FRCSA (Life)Beryl Rowan FRCSA (Life)Julie Sattler OAM FRCSA (Life)Greg Savage FRCSA (Life)Rosemary Scott FRCSA (Life)David Shave FRCSA (Life)Kim Shearn FRCSA (Life)Stephen Shepherd FRCSA (Life)Geoff Slade FRCSA (Life)Jan Spriggs FRCSA (Life) Kaye Strain FRCSA (Life)Jean Tait FRCSA (Life)Rodney Troian FRCSA (Life)Janet Vallino FRCSA (Life)Paul Veith FRCSA (Life)Hugh Whan FRCSA (Life)John K Williams FRCSA (Life)George Zammit FRCSA (Life)

RCSA Fellows Julian Azzopardi FRCSAJacqui Barratt FRCSA

Nicholas Beames FRCSAJane Beaumont FRCSANikki Beaumont FRCSAAlan Bell FRCSAKevin Blogg FRCSAStephen Bott FRCSA Lisa Bousfield FRCSAGraham Bower FRCSANicky Brunning FRCSASandra Chiles FRCSARoss Clennett FRCSAMichael Close FRCSAJohn Cooper FRCSA

Ron Crause FRCSA Lincoln Crawley FRCSADenis Dadds FRCSABill Dalby FRCSAPam Dew FRCSARhonda Dunn FRCSA Jason Elias FRCSADiane Epps FRCSAKen Fowler FRCSAStuart Freeman FRCSANorm Geist FRCSAAngela Giacoumis FRCSATony Greaves FRCSAAllison Guy-Ritchie FRCSAIan Hamilton FRCSAMichael Hannaford FRCSAAndrea Hardy FRSCAJohn Harland FRCSANigel Harse FRCSANick Hays FRCSASam Hazledine FRCSA Jennifer Hobbs FRCSAMatthew Hobby FRCSAAlison Hucks FRCSAPhil Isard FRCSATim James FRCSALinda Kemp FRCSAMaria Kourtesis FRCSAPeter Langford FRCSAColin Levander FRCSADes Linehan FRCSAGaynor Lowndes FRCSALaura Marbikafola FRCSANina Mapson-Bone FRCSAAndrew McComish FRCSAFraser McKechnie FRCSAIan McPherson FRCSAAnnie Milne FRCSATracy Morgan FRCSA

Gillian Mullins FRCSAStephen Noble FRCSABob Olivier FRCSA Kathie O’Malley FRCSAPenny Perkins FRCSAStephen Porter FRCSABruce Ranken FRCSATony Ricketts FRCSAScott Roberts FRCSASophie Robertson FRCSADeborah Ross FRCSACourtney Rowe FRCSAMichael Sacco FRCSALee-Martin Seymour FRCSAAlan Sherlock FRCSALinda Simonsen FRCSAPaul Slezak FRCSA Ian R Stacy FRCSADavid Styles FRCSALyn Tanner FRCSACorrine Taylor FRCSAScott Thomas FRCSAGayleen Toll FRCSANicole Underwood FRCSARosemary Urbon FRCSAScott Van Heurck FRCSARobert van Stokrom FRCSACraig Watson FRCSAPaula Watts FRCSAJohn Wilson FRCSA

RCSA Honorary Fellows Julie Mills Hon FRCSA (Life)Joan Page Hon FRCSA (Life)Malcolm Riddell Hon FRCSA (Life)Reg Shields Hon FRCSA (Life)Jill Skafer Hon FRCSA (Life)Andrew Wood Hon FRCSA (Life)

* Correct at time of printing.

RCSARESEARCHCENTRE

RCSARESEARCHCENTRE

RCSARESEARCHCENTRE

RCSA JOURNAL42

ASSOCIATION NEWS

RCSA CPD & Events CalendarDate City Type Event Name

All year Online Flexible Learning

Australian Entry Level Program (Oct – Dec 2013) Exam 6-8 Dec

All year Brisbane Certificate Brisbane 2013 RCSA Recruitment Consulting Certificate

All year Online Certificate Certificate in Advanced Recruitment Practices (NMIT)

All year Online Certificate Certificate in Recruitment and Selection (NMIT)

All year Online Certificate Certificate in Recruitment Management (NMIT)

All year Online Certificate Certificate in Work Health and Safety (NMIT)

All year Melbourne Certificate Melbourne 2013 RCSA Recruitment Consulting Certificate

All year Sydney Certificate Sydney 2013 RCSA Recruitment Consulting Certificate

2-Dec Workshop MelbourneMelbourne Workshop, On-Hire Safety

Essentials

3-Dec Webinar OnlineBSC Webinar, Are You Ready for the Bullying

Tsunami?

6-Dec Workshop BrisbaneBrisbane Workshop, Introduction to

Recruitment Consulting

6-Dec Workshop MelbourneMelbourne Workshop, Introduction to


6-Dec Workshop SydneySydney Workshop, Introduction to


6-Dec Workshop Sydney Sydney Workshop, Keys to Leadership

9-Dec Workshop Sydney Sydney Workshop, On-Hire Safety Essentials

27-29 August Queenstown/NZ RCSA International Conference

2014 CEO Panel Breakfasts

2014 RCSA Recruitment Consulting Certificate

Auckland – 18 February

Sydney – 19 February

Wellington – 19 February

Brisbane – 20 February

Christchurch – 20 February

Melbourne – 21 February

Christchurch – 12/13/14 February

Wellington – 19/20/21 February

Auckland – 11/12/13 March

Sydney, Melbourne, Brisbane & Perth

14/21/28 February

In the Journal’s June issue, it was announced that RCSA has been accepted as the first industry peak body to be

recognised as a Corporate Champion within the Experience+ program, a significant step for RCSA and its members. Over the next 18 months, RCSA will host a series of Experience+ Recruitment Industry Forums and Industry Workshops. There is no cost for RCSA members to attend.

Experience+ Industry Forums will be held around Australia in partnership with the Department of Employment and industry partners from the workforce and employment services sectors. Steve Granland, RCSA CEO, said: “The RCSA believes there are multiple considerations in each employment decision, and we believe it is important to bring a number of these stakeholders together in order to determine ways in which we can increase participation in the workforce.

“Over the coming 18 months we also expect to uncover and profile many examples of the fantastic work RCSA members undertake every day in their work with

employers and job seekers,” he added.While the Experience+ Industry Forum will

provide members with information about the program, it will more importantly provide a forum for practical discussion and relevant tools for recruiters and recruitment decision makers. The Forums will be held from

7.30am to 9am on the following datesThe Experience+ Corporate Champions

program provides one-on-one assistance to employers to recruit and retain mature age workers and to promote better practice in employing mature age people. Further information about the program and resources are available from the Department of Employment at www.employment.gov.au

RCSA Participation ForumRCSA’s role as a Corporate Champion is

just one part of the association’s commitment to increasing participation in the workforce. The RCSA Participation Forum is an industry-wide response to represent the recruitment industry and RCSA members with an industry voice and perspective to government, industry and employers.

The Participation Forum is asking members of RCSA to provide their views on innovative approaches the recruitment industry may adopt to increase opportunities for all Australians to participate in the workforce. Members are asked to simply send your ideas and comments to [email protected] and these will provide an insight into the great work being done every day by members around Australia and New Zealand.

If you would like to learn more about the RCSA Participation Forum please contact Simon Schweigert at the RCSA via email: [email protected] or telephone: (03) 9663 0555.

RCSA first industry peak body to be recognised as Corporate Champion

Location Date

Melbourne 19 November 2013

Sydney 25 February 2014

Brisbane 25 March 2014

Adelaide 29 April 2014

Perth 27 May 2014

http://www.employment.gov.au




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rcsa journal december 2013

Documents