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How is a service economy different from a knowledge economy?

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What would be the top three rules of the social media etiquette during recruitment drives?

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Jef LippiattCo-founder at Startup Chucktown
There are many things that should be considered when recruiting on social media, but I'll stick to 3 that I would personally follow.Do not spam followers. It's okay to post a few times a day if you are trying to extend your reach over several time zones. It is not okay to annoy all the people already following you (they may bristle and decide to not to follow you anymore).Do not ask for too much personal information in a public message. Respect individual needs for privacy. There is no need for public over-sharing. If you are looking for personal details or contact information that is not readily available, use a private message or email.Engage with personality. Try to make personal and meaningful connections. Don't use stock messages. Use messages that are on point with your brand's tone and style. Start a two-way dialogue. Ask for creative responses and respond to them in a timely manner.Those would be the 3 rules I would personally follow.
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Attracting talent and recruitment

Writing an Effective Expression of Interest Letter

An expression of interest letter is a brief, introductory letter sent by a person interested in a... read more

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Damian Wolf Self at Self
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How did you score such an amazing co-founder?

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Andre Eikmeier at Vinomofo
Justin Dry at Vinomofo
Haha get off the site Andre. I obviously found one with plenty of time on his hands... And get back to work Chris :)
Chris CoffeyGeneral Mischief Manager at Vinomofo
...and General Manager?
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Attracting talent and recruitment

Sydney startup ConX wants tradies to stop relying on word of mouth to find work

When we think of job search platforms, the big names like Seek and CareerOne are the first to come...read more

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What will it take for HR to see a person holistically?

I've been bothered by this question for years. Why does the typical HR department see you as a set... read more

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Jef Lippiatt Co-founder at Startup Chucktown
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What qualities do you look for in a new employee?

So much time is required to focus on a new employee and you want to make the right choice. The last... read more

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Iain DooleyOwner at The Procedure People
The ability to read and correctly follow instructions, and craft intelligent questions, are basically the only things I look for no matter who I'm hiring. In fact my induction process is self-selecting in this regard: when I hire someone I send them a page in our online documentation that has all the info they'll need to do their job. If they can't read through it and start work without asking questions (well, maybe if they're GOOD questions) or -- worst of all -- requesting that we jump on Skype/the phone to "go through things", they're not my kind of employee :)
I would have to agree with Charlene.  You can teach skills however attitude is way more difficult.
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Has anyone ever found a recruiter that is worth it?

I have had the amusing experience of late dealing with various recruiters and hearing them try to... read more

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Check out Aussie startup http://www.recruitloop.com.au/
Jennifer MartinFounder and Small Business Owner Mentor at Zest Business Consulting
Hi Cameron. As much as I don't know a specific recruiter locally I think is amazing I do have a lead on a really cool service that helps the user control hiring and recruiting expenses. Have you heard of RecruitLoop? I met one of the owners a few months back and really fell in love with the concept. You can hire the recruiter directly by reading their profile and the hourly rate they charge. I have heard that for most companies this route is dramatically more affordable. here's a link to their site http://recruitloop.com/
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Attracting talent and recruitment

Why employer branding is dead

I was sitting in a talent conference in December last year when Bill Boormann, one of the world’s... read more

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Justin Babet CEO at JobAdvisor.com.au
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Attracting talent and recruitment

Finding the right staff - key to good service

There is a lot of discussion about the value of good service, and innumerable training programs... read more

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Wendy HuangFull Time Blogger and YouTuber at A Custom Blog in 4 Minutes
I usually go with companies because of the customer service rep so this is incredibly important!
Attracting talent and recruitment

Top 10 hiring mistakes - #1 - not a plan in sight

Here it is: the Number 1 hiring mistake...and potentially the one causing the most issues for any... read more

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Thanks Phil and Wendy, and the point you hit upon is very valid, focusing on bad hiring decisions, which the Top 10 mistakes are there to be aware of. The point of the cost of a bad hire, in particular Wendy, is incredibly pertinent. The cost of replacing a bad hire, when taking into account direct and indirect costs can be as much as 5 times the annual salary, depending on role. So it is a HUGE figure that should not be underestimated in any form. These mistakes can really impact the chances of a bad hiring decision, and to incur these costs could potentially wipe a small business out.
Wendy HuangFull Time Blogger and YouTuber at A Custom Blog in 4 Minutes
Good point, actually I heard that replacing someone can cost more then a yearly salary worth of training etc.
Attracting talent and recruitment

How To Recruit Fantastic (Unpaid) Interns Now

Image from meta.stackoverflow.com/ While there’s a lot of negative press at the moment regarding...read more

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Attracting talent and recruitment

Top 10 hiring mistakes – #2 – assuming the offer is the end of the process

After going through an exhaustive hiring process, where many resumes were received, a number of... read more

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Thanks Wendy. Don't worry, you are not the only one that doesn't realise what the offer stage means and how it can go awry. However, my move into relationship counseling is gaining momentum!
Wendy HuangFull Time Blogger and YouTuber at A Custom Blog in 4 Minutes
This article is really interesting Scott, because I've never thought about it either. I also think this post is also versatile. You can probably replace "job offer" with "marriage" and it'll still work :)
Attracting talent and recruitment

Top 10 hiring mistakes – #3 – position description failures

At the time when you want to put your role to market, your aim is to attract the best candidates,... read more

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Attracting talent and recruitment

Top 10 hiring mistakes - #4 - on-boarding stuff-ups

Let’s get these statistics out there straight away: candidates / new employees who do not have an... read more

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Love the analogy of first and second dates, Wendy! Very true!
Wendy HuangFull Time Blogger and YouTuber at A Custom Blog in 4 Minutes
It's so true that on boarding is important. It's not just about the informational side of knowing the "ropes" as they say but it also makes you feel more valued when your new company puts in some effort into making you feel welcome. Just like you don't fine dine on your first date (the interview) then go straight to Maccas on the 2nd (here's your job, good luck). That would be a rude shock to the system!
Attracting talent and recruitment

How to Find Great Candidates by Looking Past the Obvious

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Phil KhorFounder at SavvySME
Great article. It's easy to fall into the trap of titles, and gloss over the details, during the hiring process. It works both ways, many titles these days do not help us assess their real abilities and skills they bring to the table.
Attracting talent and recruitment

3 Things You Need to Know About Your Tech Guy

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Micha WottonHead of Development at SavvySME
That's a really important point about the barrier to entry to IT consulting. As a counter-point, some of the least sensible IT workers I have encountered have had Cert IV in IT - paper qualification is no guarantee.
Phil KhorFounder at SavvySME
Get used to stuff breaking .. so true! :D
Attracting talent and recruitment

Richard Branson on Why Hiring Should Be Your No. 1 Job

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Attracting talent and recruitment

The 5 Must-Have Qualities Of The Modern Employee

A few weeks ago I wrote an article covering the 5 Must-Have Qualities Of The Modern Manager....read more

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John BelchamberOwner & Senior Consultant at Invoke Results
I would suggest that 'learning agility' should also be included in this list. In our fast changing world, 'life long learning' has never been more of a reality.
Attracting talent and recruitment

Top 10 hiring mistakes - #5 - an over-reliance on seek

Once we are in a position to put the role to market, typically the path is taken where the most... read more

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Thanks Katherine for your comments. Interestingly, Linked In recently spoke on the whole 'agency-v-internal recruitment' functionality, and LI's approach to it. From observation, it would seem that LI's desire is to remove agency altogether allowing greater employer-candidate interaction. This is the future, as I see it. The freely available access to candidates is at an unprecedented scale now, and recruitment agencies are slowly losing their share of the candidate market. Savvy businesses realise this and take advantage of the immediate availability of, and access to, candidates that social media provides.
Katherine MacPhersonDirector at The Hunter Box
Thanks Scott for sharing this article. Interestingly, this morning at the AIMIA Future of Digital event, Laurie Patton, Industry Executive - Media and Entertainment at Telstra revealed that Telstra relying on key social tools such as LinkedIn to identify senior staff for their business, in lieu of advertising. Do you see this as a fundamental shift for recruitment going forward? It certainly seems like a cost effective way to pre-filter staff?