David Ziebart

Did you know? 💡 A pay rise is the number one benefit employees are looking for at 71% accordingly to Hays Salary Guide, and the cost of living is the number one reason they may look elsewhere at 64%. Decision time 💸 Who deserves a pay raise? Need clear guidelines to determine which employees merit a raise? Don't stress! We have 8 top tips to help you determine the right decision, especially when budgets are tight. #haysgippsland #haysrecruitment #hays #gippsland #regionalvictoria #payraise #salaryguide #recruitment

4

Recruitment is not just a transaction; it’s a strategic business partnership, but that needs 'real' client commitment. At NorthStar People we're actively working with multiple recruitment agencies enabling them to gain meaningful financial commitment from their clients from the outset of off role and multiple role projects. Here’s why it matters: 1️⃣ Adding Value A committed partnership allows recruiters to truly invest in understanding a clients business and culture. With upfront commitment, they can allocate resources more effectively, tailor the approach, and deliver candidates who don’t just meet the job description but align with the clients core values and future goals. 2️⃣ Reducing Wasted Time Without clear commitment, recruitment can become a drawn-out process of trial and error. With shared accountability, recruiters can streamline the search, focusing on pre-qualified candidates who are both capable and invested in the role. This eliminates unnecessary back-and-forth, saving time for everyone involved. 3️⃣ Delivering a Better Candidate Experience Candidates are increasingly selective in today’s competitive market. A well-structured and efficient process – made possible by financial commitment – keeps them engaged and reflects positively on your brand. When candidates feel valued, they’re more likely to accept offers and become advocates for the clients business/brand. 4️⃣ Better Value for Your Investment While financial commitment might seem like an added cost, it actually reduces the overall cost of recruiting. By preventing delays, ensuring better hires, and improving retention rates, the return on investment becomes clear. Financial commitment isn’t about charging clients more – it’s about delivering better outcomes for everyone involved. NorthStar People are working with recruitment leaders developing innovative recruitment solutions, including:- 👍 Committed Recruitment Provision 👍 Reengineered Retained Recruitment 👍 Project Managed Campaigns 👍 Subscription Model Offering 👍 Project & Partial RPO Solutions Let’s work together to create services and solutions that are efficient, impactful, and aligned with your business goals. What are your thoughts on financial commitment in recruitment? Share your insights below – I’d love to hear them! #Recruitment #BusinessGrowth #TalentStrategy #CandidateExperience #Efficiency #NorthStarPeople

13

3 Comments

📣 DE&I and Recruitment Success … I know this one is a little bit sensitive. Anything that mentions DE&I is scrutinised and debated today. Recently, we had the opportunity to pull together a proposal to join the newly formed recruitment Preferred Supplier List for a major FMCG company. Stage 1, completed a pre-questionnaire, and was moved through to Stage 2, submitting a detailed proposal with lots of examples of our work recruiting for major brands over many years. 😀 Straight through to the final stage number 3. Hooray I thought, particularly having only recently placed a senior marketer in said company’s brand team. Stage 3 … An hour and a quarter on my feet, presenting to 3 people from HR and Procurement. Not a marketing person in sight! I thought it went well.  😀  A lively discussion, lots of examples, plenty of smiles and nods as I talked about the strength of our network and track record of placing marketers over 20 years or so. 2 weeks later, the feedback came back … 1️⃣  Impressed by our track record of sourcing top-tier talent for major brands. 2️⃣  My responses to all the many questions asked were thorough and on point. 3️⃣  Positive about our analysis and understanding of market trends and insights. But .. Alas, a perceived lack of focus on our approach to DE&I, and the initiatives we are taking as a business to increase it, and hence, Tarsh & Partners are not to be appointed as a Tier 1 supplier. I know of course, you can’t win 🥇 everything, and I know that embracing DE&I is important. I had explained that our sourcing and selection processes were thorough, robust and non-discriminatory. But, our priority is, and always has been, to find the best, most capable, most culturally-suited to the job and business candidates, irrespective of race, gender or any other characteristic. Placing great people in great jobs is what creates long-term value, and drives growth for companies and brands. ◾ Am I right about this? ◾ Did I get the pitch wrong? ◾ What do other people think? www.tarshandpartners.co.uk Experts in marketing, brand, digital and commercial recruitment 📧 [email protected] 📞 +44 20 3897 6676 Adam Tarsh | Janine Darley | Alex Hooper

2

1 Comment

Recruitment certainly has its challenges and is not for everyone But the reward? ..... It’s transformative - for businesses, candidates, and careers. 🪄 Recently, I received this feedback from a HRD that was unexpected, and of course, it totally made my day and gave me a little pep in my step 😊 This is why I love what I do. Recruitment isn’t about ticking boxes or chasing quick wins, for me it’s about: ✅ Finding the right person - It’s more than matching skills on paper. I focus on aligning candidates with your culture, vision, and goals. ✅ Understanding the market - Applications might seem lower than before, but this goes beyond the surface. Did you know: 👉 Job ads in Australia remain high, yet applications per ad have fallen for the first time in two years (SEEK). 👉 49% of professionals are open to new opportunities but prefer the right role to find them (LinkedIn). This isn’t because talent isn’t out there - it’s because candidates value meaningful relationships & honesty. They’re not actively applying; they’re working, and they’re tired of receiving calls that don’t add value or from multiple recruiters trying to sell them the same role without first understanding what they are looking for. ✅ Building trust Recruitment is a long game, one built on relationships and integrity. I take time to understand my candidates’ motivations and guide my clients through the landscape - not just with data but with genuine expertise. Too often, recruitment gets a bad rap. 🚨 With 60% of Australian companies reporting dissatisfaction due to poor communication and a lack of alignment with their needs (employment hero). And let’s not forget job ads. Effective recruitment ads must balance employer branding with a compelling candidate-focused message. Many ads fail because they are overloaded with technical requirements or lack clarity about the role's purpose, deterring candidates That’s not how I work. I partner with my clients, sitting on the same side of the table, offering a consultative approach to help them navigate these challenges. And with my candidates, I provide transparency, ensuring they feel heard and supported at every step. If you’re ready for an honest, collaborative, and impactful approach to recruitment, let’s connect. Together, we can build teams that don’t just fit but thrive. ✨ Leading change for people, through people #Recruitment #Partnerships #Trust #Manufacturing #Careers

11

4 Comments

Compensation Matters! 💰 Our 2024 Salary Guide reveals that 67% of talent across the region consider compensation and benefits the top factor when changing roles. Understanding these benchmarks is key for employers looking to attract top talent and for candidates seeking their next opportunity. Get all the insights you need to make informed decisions in today’s job market. Download now: https://buff.ly/3Um7Fe2 #AdeccoAustralia #SalaryGuide2024 #HiringInsights

7

Its this time of year that NorthStar People get inundated with requests from recruitment leaders to review, reboot, refresh, reshape strategy for recruitment agencies. We always go back to the simple questions: 👉 Why did you start this business? 👉 How have you got to where you are now? 👉 What does the future need to look like for you/the business? 👉 How much by when and why? Then we can start to build the roadmap with you... but its never a straight line to the summit!

12

Would you start looking for a new role if your employer changed the WFH Policy? 🤔 The return to the office continues to be a theme that is impacting the recruitment landscape for Technology, Projects and Transformation. One of the key findings from our Candidate Insights Report was that 49% of professionals surveyed would actively start exploring opportunities if their current WFH model changed. Our 2024 Candidate Insights Report for Technology, Projects and Transformation provides hiring managers and talent teams with highly valuable and data-backed information that can help attract, engage and retain the best talent. To receive the full report, please reach out to me directly. #WFH #candidateinsights #Technologyrecruitment

52

2 Comments

📈 2025 Hays Salary and Recruiting Trends Guide 📈 We gathered insights from nearly 11,000 respondents across various industries to create our market-leading report. Get ready for invaluable and comprehensive insights into the evolving world of work. 📅 Date: Monday, 25th November 🕛 Time: 12:00 PM 💻 Platform: Zoom 🔹 How have long-term employment outlooks changed? 🔹 What are the top hiring challenges expected for the year ahead? 🔹 How are employers overcoming skills shortages? 🔹 How is AI set to impact the workplace? 🔹 How have salaries changed over the last year and what’s the importance of pay transparency? 🔹 What motivates employees to move roles and how can employers make their organisation more attractive to job seekers? To find out more, please get in touch! If you'd like to register then please follow the link in the comments. ☎ 0333 010 3933 📩 [email protected]

16

1 Comment

Sorciety's latest Recruitment Insights have been released. Market trends, Salary Guide & the latest insights from the Australian Recruitment Market. Drop a 👍 👏 💜 , Comment "Yes" or send me a message and I'll send you a copy! Chris Perdikis

4

2 Comments

Attention all Interim Executives! Calling all experienced interim executives and those who are embarking on an interim executive career. Please participate in this year's Survey! Now in its fourteenth year, ours is the only annual survey of the Australian interim executive market and it's underway. Your input is pivotal in ensuring the completeness and accuracy of our data. For over a decade, the Watermark Search International Annual Interim Executive Survey has been the cornerstone of tracking hiring trends in the interim sector, providing unparalleled insights into its growth and dynamics. Your voice and experiences from the past year are invaluable in shaping our collective understanding of the industry. By participating in this survey, you contribute to the wealth of information on interim sector trends, executive experiences, and market dynamics. Your insights help us evolve and advocate for the interim marketplace effectively. If you're an Interim Executive, your input matters! Join us in shaping the future of the industry by sharing your experiences through this survey. To participate, click here: https://lnkd.in/gsQR9pXe Should take about 10 mins and you can return to where you left off if disturbed. Alex Brown Pip Westhoff Jacinta Whelan Donna B. Suzanne Mulvihill Lizzie Wynter Madeleine Stuart-Wright #interimexecutive #interim #survey #australiandata #haveyoursay #executive

32

1 Comment

🌟 Why Choose BCS Connect as Your Recruitment Partner? 🌟 In the dynamic world of recruitment, finding a partner who truly understands your needs and delivers exceptional talent is crucial. At BCS Connect, we pride ourselves on being that trusted partner. Here’s why you should choose us: 1. **Industry Expertise**: With years of experience in the recruitment sector, we have deep insights into various industries. Our specialized knowledge ensures we understand the specific skills and qualities you need. 2. **Personalized Approach**: We don’t believe in a one-size-fits-all strategy. Our team takes the time to understand your company culture, goals, and challenges to tailor our services to meet your unique needs. 3. **Extensive Network**: Our extensive network of top-tier professionals allows us to quickly connect you with the best talent in the market. We leverage our connections to ensure you get the right fit, every time. 4. **Proven Track Record**: We have a proven history of successful placements and satisfied clients. Our dedication to excellence and quality has earned us a reputation as a reliable recruitment partner. 5. **Innovative Solutions**: We stay ahead of industry trends and utilize cutting-edge recruitment technologies and methodologies. This innovation ensures we provide efficient and effective hiring solutions. 6. **Commitment to Diversity**: We are committed to promoting diversity and inclusion in the workplace. Our diverse talent pool ensures you have access to candidates from varied backgrounds, enhancing creativity and innovation in your team. 7. **Long-Term Partnership**: We view our clients as partners. Our goal is to build long-term relationships that help you grow and succeed. We are with you every step of the way, from initial hiring to employee retention strategies. Choose BCS Connect as your recruitment partner and experience the difference. Let’s build a brighter future together! 🚀 #Recruitment #TalentAcquisition #BCSConnect #HiringSolutions #WhyChooseUs #RecruitmentPartner #IndustryExpertise #DiversityAndInclusion #Innovation #LongTermPartnership

4

Yesterday I debated the meaning of recruitment-life with one of our directors, Ralph Saunders. We discussed the pros and cons of candidate ownership, client ownership, bonus thresholds, discretionary commissions, and all other ways of divvying up the money in this racket. We reached the incredibly unsatisfying conclusion that the perfect system doesn't exist. Perfect meaning "fair and rewarding under all circumstances" for this argument's sake. But if there is always a possible circumstance whereby someone is arguably treated unfairly or goes unrewarded, how do recruitment companies not tear themselves apart? (lol, you get it? it's funny because they tear themselves apart ALL. THE. TIME 🤣🤣) Yet stable and (relatively) civilized recruitment firms do exist. What gives? The secret is balanced management. Companies outperforming the market and with low people turnover always have management capable of bridging the gaps in the commission & ownership system. Adjudication is one of the hardest things to do as a recruitment manager. That's why companies are obsessed with creating ever expanding policies to hammer down every eventuality. "If the aliens have landed in the month of May, candidate ownership goes to the consultant wearing red panties at the time of the meeting. Unless it's a leap year." Everything to avoid a decision. The perfect ownership/bonus system doesn't exist. But a capable recruitment manager recognizes the imperfections of the company's system, and bridges the gaps to avoid having people fall through the cracks. It's simple but not easy. #recruitment #leadership #management #executivesearch #talent #hiring #NEO #NEOsearchpartners

13

4 Comments

Exit interviews aren't just a formality, they’re a goldmine for valuable insights. At AimBig Employment, we believe in learning from every employee’s departure. Discover how we use exit interviews to enhance our workplace and culture. Read More: https://ow.ly/W2CH50SUnjn #ExitInterviews #EmployeeFeedback #WorkplaceImprovement

4

Motivating staff is easier when you know what motivates them Q: What makes you happy in the workplace? A: Learning, growing, building towards something having goals that I can meet - I need to be challenged. That was the answer I received from asking that simple question earlier today. Why not sit down with your staff today and ask them a similar question? Please comment with questions that you ask that help with staff retention

15

Do you find it awkward to discuss salary when you're interviewing for a new job? Read our advice on how and when to discuss a higher salary - and how to prove you're worth it.

1

1 Comment

Three-way placements complicate recruitment. Focus on direct networking without compensation for better outcomes and long-term rewards. #RecruitmentTips

1