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Are Employees the new Pop Stars? Why Recruitment Just Went Ga Ga.


What does a Pop stars life entail? From an outsiders perspective it would appear some things are certainly homogenous. They are popular and unique, record labels want to sign them, other artists want to collaborate with them and groupies want to hang out with them. Their label/brand is in demand and ultimately promoters want to book them into the best venues the world’s greatest cities have to offer. Certainly in the past the corporate employee’s life had very little in common to Lady Ga Ga, Beyonce and Bono. That is until now!!!     ..

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Social Media Culpable for Murder


Book in a "free no obligation" discussion/ presentation at your offices on the "Big Shift" taking place in employment markets today!

LinkedIn is reinventing the recruitment industry while simultaneously drawing the chalk outline of the crime scene, which old school recruitment giants will fall into.

Big recruitment agencies build expansive data bases of talent with depth and breadth.  This intelligence becomes their bread and butter, what they rely on to be successful. When a client is targeting talent in a niche area the most effective way to access it has been through approaching a recruitment agency and seeing what they have to offer or who they can source.

LinkedIn has inverted the recruitment game. Changing the rules and the roles of prominent players -either leaving large recruiting companies for dead, or scrambling to work out what they have left which falls outside the chalk fate marked out for them on the footpath.

Corporate executives, subject matter experts and university graduates alike can all be found on the most diversified and up to date corporate database in the world by anyone – for free. In the past job searchers could be found flicking through the news paper or trailing through web job boards. Today someone can be sitting at their desk, perfectly satisfied with their current position and be inundated with job interview offers directly from companies from all over the globe. Recruitment companies have been caught in the cross-fire. Their marketing spiel used to be how big and impressive their candidate database was. The mystique built around these “cash cow” databases had talent thirsty employers signing up to what was perceived as the back stage pass to accessing talent. Without any malevolent intention LinkedIn has traversed the gap between candidate and employer. Now everyone has the back stage pass. The cash cow is no longer. Linkedin has accidently inflicted a fatal blow to the agency candidate database – the heartbeat of their existence.

This overnight power shift is only the first strike. The final blow is really in the transparency LinkedIn creates in organisations. Within a few minutes you can see what role people play in an organisation, how they fit into the big picture and get a feel for their background even before speaking with them. When a company can directly approach anyone they are interested in, what value do old school recruitment agencies really add? What can they offer which falls outside the chalk outlining their fate on the footpath? Time will tell, but I suspect that the old school recruitment companies that are currently being fitted for their pavement chalk outline have two clear options – work on the obituary or start planning a re-invention!!!

Industry transformation is exciting and presents an incredible array of opportunity. At Edward George we love working with our clients in navigating these new opportunities that are emerging in the market place. Accessing Talent has changed in a click-beat and the beat is changing every day. If you want to stay ahead of competitors, or simply have an interest in the “Big Shift”  taking place in employment markets  then email me today(Simon Stibbs- Director Operations) at  Edward George on sstibbs@edwardgeorge.com.au and book me in for a “free no obligation” 30 min discussion/presentation at your offices. Look forward to hearing from you.

Simon Stibbs ..

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Work-life Balance: Communication Complementing Policy


How many recruiting campaigns advertise work life balance? What is the reality?

According to the Australian Work and Life Index in August 2010:
• 25% of women and 20% of men working full time were unhappy with their work-life balance
• The percentage of employees who claim that work often or always interferes with activities outside work has increased from 19.8 per cent in 2007 to 24.2 per cent in 2010.

Clearly, recruitment marketing strategies are not transcending into the workforce. As the report states the fact that more than half of workers are not working the hours they would prefer suggests that despite flexibility changes over the past twenty years many workplaces are far from flexible on terms that suit the workers’ needs. (1)  Workers who have more say over when, where and how much they work, have better work- life outcomes. The negative repercussions of poor work life arrangements go beyond the individual and the workplace, also affecting the larger economy.

An avenue of improvement is through implementing policy reflecting the need for flexible work hours. The Fair Work Act of 2009 is a step in the right direction. The solution really lies in candid two way communication between employer and employees, realistic expectations and an understanding around business drivers and outcomes. Improved rights for employees to request for flexibility are important, but only if these rights have real operational meaning in workplaces where reasonable workloads, supervision and cultures support their realisation. (2)

Edward George believes that business success and life balance need not be mutually exclusive. Employees satisfied with their work- life balance contribute positively to the culture of the workplace which in turn improves the quality and productivity of all workers. The best way as employers to understand the impression people have of their role, expectations and workload is to speak to them… So arrange some time to open up the lines of communication and see what your employees views are on their current work life balance.

Shannon Ziegelaar
1. Pocock, B. Skinner and N. Pisaniello, The Australian Work and Life Index 2010, Centre for Work and Life, University of South Australia, August 2010, p. 13
2. Ibid.


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Social Media: Strategy in Competitive Recruiting


“Good Recruiting has always been social” as Chris Hoyt, PepsiCo’s global talent engagement and marketing leader stated at the ATC Social Media Conference in December 2010. However, the increasing use of social media in recruiting talent and portraying a particular public image requires strategy and resources.

The Randstad Work monitor for the first quarter, published in March 2011 conveyed the following information: ..

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