Recruitment Q&A

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Phil Sealy added an answer to this question
Phil Sealy

Phil Sealy, CEO at Pro Leaders Academy

Top 20%
Where to start, first point can be included for all types of recruiting and this is assuming you already have a strategy in place.
1. Be clear and very detailed in the position you are recruiting for, if you don’t know exactly what type of person you are looking for and what they need to value ...  Continue Reading
Jane Jones

, Manager at SavvySME

Thanks @Phil Sealy - I'm interested to hear more of what you have to say...  It's so easy to do it in a lazy way because social media seems so casual but we do have to do it in a certain way so as to be seen as having a legitimate position and not something that's seen as lesser value because it was advertised via social and not more traditional methods. 

Phil Khor added an answer to this question
Phil Khor

Phil Khor, Founder at

Top 10% Get quote

Hi Kellie,

To add a bit more context, can you expand on what you mean by "blind recruitment", and specifically why you're thinking of adopting this strategy for your business?

I know for certain businesses or positions e.g. modelling agencies, hiding some or all of the candidate's details doesn't make sense.. but for others, there may be merits in doing so, I guess it just depends on your business and what you're trying to achieve.

Kathryn Hallett added an answer to this question
Top voted answer
Kathryn Hallett

Kathryn Hallett, Principal Lawyer at

I used to be the legal counsel for both Hudson and Robert Walters. Recruitment companies are very similar. The real key is to find that one recruiter within the space you are seeking to recruit. Their networks and candidate database is what is valuable.

Susan Sullivanir added an answer to this question
Susan Sullivanir

Susan Sullivanir, Writer at Resumes Area

A job interview is a lot like a test. If you know what the interviewer is looking for, you can answer accordingly and pass the test. Of course, you can just give the answers they're looking for and land the job, but it may not be a good fit for you if you do.
You want to know if you are really ...  Continue Reading
Nathalie Lynton added an answer to this question
Nathalie Lynton

Nathalie Lynton, Director at

Top 20%
Hi Micha,

It is possible to engage some consultants and agencies on a fixed fee irrespective of the role. There are some agencies that have a service model where they change 5k for example to fill a permanent admin role. Though there are not many of them, and their service offering maybe as simple ...  Continue Reading
John Eustace added an answer to this question
John Eustace

John Eustace, Principal / Communications and Media Strategist at Bells and Whistles Marketing Pty Ltd

I am fascinated to know what is behind your desire to attract young marketing talent to a small organisation. As experience, capability and talent are not always associated with ‘young,’ also the age of your potential marketing employee may not prove to have any genuine relevance to the commercial ...  Continue Reading
Melanie Gray added an answer to this question
Top voted answer
Melanie Gray

Melanie Gray, Managing Owner at

Top 10%

Going through the mountain of resumes I receive to find someone appropriate. Also responding to each one to say that I have received their application and then responding to say whether they are successful or not. It is very time consuming.

Andre Smith added an answer to this question
Andre Smith

Andre Smith, Marketing

Not sure what the law says about your particular case, but when I am hiring I am not looking just for the best person for the job. Nope. I look at everything I think might influence my future employee. So if you fear for your own, and safety of your employees you can elect not to hire.

Megan Edwards added an answer to this question
Megan Edwards

Megan Edwards, Expert Content Marketer + Copywriter at mWords Communications

Depending on the industry you're recruiting for, or that which you'd prefer your ideal candidate to come from, there are a few options. The following are some of the sites I would consult myself:

https://www.themuse.com

https://www.pedestrian.tv/jobs

http://www.bandt.com.au/jobs

If you were considering outsourcing the recruitment process, I've had great experiences with Aquent (http://aquent.com.au/) could be a good source of Australian candidates in marketing related roles.

Good luck!

Megan

Brad Lyons added an answer to this question
Brad Lyons

Brad Lyons, Consultant at

KPI's, targets, training and development are always a good start.
A lot of people don't want a normal 9-5 job and lets be honest you don't want your employees to have the 9-5 mentality either.
People are motivated by different things and it is important to keep that in mind when look at rewards programs. ...  Continue Reading
Mary Mai added an answer to this question
Mary Mai

Mary Mai, Business Intelligence Analyst at Savvysme

Hey Cameron,

I'm curious to know how it went and if you felt satisfied or if you tried something else. I am wondering when it is best for business to use a recruiter.