people2people news | February 10, 2010
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What Not To Do When Leaving A Role
Posted by Elizabeth: January 29, 2010During my time with people2people I have heard some weird and wonderful reasons for candidates leaving roles. As consultants sit around telling each other about the latest scandal each more outrageous and unexpected than the next I think to myself, “Do these candidates not know any better?” Not only have they ruined their relationship with the recruitment consultant and burnt bridges with the entire agency they are losing out on vital references for future roles. I thought I would take this opportunity to list some of the most memorable stories that have come across my desk and how the candidate could’ve possibly handled the situation a bit more professionally (to say the least).
1. Sending an email/text message to your consultant to inform them you are not going to work anymore, then not returning their calls.This approach will automatically tarnish your reputation with the recruitment consultant, agency, and company you worked for. Your employer won’t appreciate it and your chances of getting references from the organisation will be zero. Therefore even if you hate your job you still need to be professional when leaving. 1. Creating a facebook announcement before or after resignation telling everyone you have found another bigger, higher paying job!
Always be discreet when letting your friends and family know you have found a new job. Of course it’s exciting news and it’s only natural to want to tell the world, but keep in mind social networks can be seen by former colleagues, friends of friends, your boss! Your announcement can taint your reputation going forward.
3. Leaving in a dramatic and emotional exit
Whatever the circumstances when leaving your current position refrain from making it an emotional departure. Getting nasty towards colleagues and company is a pointless exercise. If there is an issue with an employer you should address it discreetly and professionally. It will often help the recruiter manage expectations going forward for both parties when describing the culture, work ethic and job responsibilities.
4. No show, no call, no email, no nothing
It is unprofessional to leave your job without a decent warning. You will instantly ruin your glowing track record. A proper resignation, preferably with a respectable time period should be provided to the employer/recruitment consultant out of courtesy and respect.
Leaving your job can be a positive transition for all parties. You have the power to ensure that leaving your current employer strengthens your relationship and reputation rather than tarnishing it.
Elizabeth Punshon
Consultant Temporary Services
Christmas Party 2008
Posted by the Editor: January 17, 2010 comment on this post | read comments (0) | Email This PostRecruitment Market update December 2009
Posted by the Editor: December 6, 2009 comment on this post | read comments (0) | Email This PostMarket Analysis December 2009
Posted by zichuan: December 1, 2009State of the market December 2009
In May 2009 people2people’s market update was published with these main points:
- There was a dichotomy between the top end of the market and the clerical end.
- Throughout this year we have seen “spikes” in activity where a number of new roles come in one week then everything will go quiet with few or no new roles for the next four/five weeks. [This has continued and I refer to this below as the “intra-GFC cycle”]
- We should see the trend turn to an increase in temporary needs within the next 2 months [July 2009] (coinciding with the traditionally busier year end period so may be a false positive) and a trend towards the permanent market picking up towards September/October 2009
- Whilst the temporary market has the potential to pick up during the 08/09 financial year end, it is more likely to pick up towards September/October.
- The recruitment market, like most markets is largely based on confidence. Confidence that business can afford to employ and confidence that candidates can find a better opportunity.
- The permanent market should improve around March/April 2010.
So how accurate were we?
Our analysis shows the actual trend lines of numbers of working temps and permanent jobs (both Business Support and Accounting) and follow the predictions from our May outlook. In the case of permanent recruitment it can be seen that although there has been an increase, we’re still below the “half way” mark.The bulk of the increase in “temp numbers” and permanent jobs has been in the Business Support side of the people2people with accounting remaining generally flat although with a slight improvement compared with the first half of 2009.
There are a number of key issues looming for the first half of 2010.
- The first is economic and a big risk to the down side. The risk is that all the good news and “growth” that we have heard about in the news is unsustainable and primarily due to inventory restocking and government stimulus as opposed to a resumption of “normal” economic activity. Many of the loudly extolled “newly created” jobs are part time positions pointing to a serious underemployment issue. This is supported by the US’ weak October housing construction data and summed up with US Federal Reserve Chairman Ben Bernanke’s comment that the US’ employment situation was “getting worse more slowly” at the Economic Club of New York on Monday 16 November. The “Dubai shock” was a brief flash in the pan but there are some out there who say that the bigger shocks will be down the track. As with the 1987 crash and 1997 Asian crisis there is a possibility that we avoided recession because the slowdown hasn’t really hit yet.
- The phrase “new normal” is being bandied about increasingly and there are a number of proverbial elephants in the room regarding the structural flaws in the overseas banking system, China’s economic stability/growth and if economic growth wanes China’s social stability – both of which warrant separate articles in themselves, Global inflation/debt and the environment. These factors will change the paradigm in which businesses operate and the ripple effects will impact on the demand for labour as businesses weigh up their options globally.
- Australia’s demographic issues and ageing population will continue to play a role with older workers hoping to stay working for longer (as many can’t afford to retire thanks to depressed asset values and superannuation accounts – many would have invested more at the top of the market in the hope of increasing gains and reducing tax) and skill migrants are still disproportionately highly represented in job seeker statistics so employers will need to think outside of traditional moulds.
Outlook 2010
- Whilst there has been an increase in activity to date, activity is not necessarily a recovery. Even though things feel like they’re getting better, the World started very far in the negative region so there is a way to go before we reach “zero” again. Because of this it would be a little premature to call a full scale global recovery now.
- So far November has provided a burst in activity consistent with the intra-GFC cycle and the second half of December and January are always quiet for recruitment but there are signs of the December slowdown already occurring in some sectors.
- The market looks on track for February - April 2010 to continue to improve with a return to a more wide spread “candidate short market” around May 2010, some say that the candidate short market never left us (see SMH – although this is more mining related).
- A client recently said “there are definitely two types of candidates on the market at the moment”. Employer expectations are still very high and the accepted criteria very narrow. Anyone who has recruited recently will know it’s time consuming to sift through the good from the not so good, yet taking the “easy way out” and trying cull candidates by narrowing the search so much that many good applicants are excluded because they don’t have the exact job/industry experience or ERP system is not thinking outside of traditional moulds and not truly taking advantage of the talent on the market at the moment. This is a huge opportunity cost to business.
- Restructuring and relocations are still taking place. The cost cutting measures initiated a year ago are coming into play and people are still being made redundant as teams merge or their roles move offshore/to other states within Australia or offices move to cheaper suburbs.
- The world still spins and life goes on and there is a swelling discontent within the candidate market at all levels – being grateful just to have a job is now passé. Reduced hours, pay freezes and the removal of career progression options are taking their toll.
- It’s not just “typical Gen Y” but also Gen X and Baby Boomers who are reportedly feeling itchy – data from Seek suggests that up to 60% of people are currently dissatisfied and looking for a change.
- Whilst a business owner or level headed manager may think this is unreasonable and short sighted given unprecedented conditions in the past 12 months the resounding message from candidates at all levels is “I still have to think of my career”.
The effects
- Early 2010 could see a surge in staff leaving jobs without a new one to go to, people will (and are already starting to) throw their arms up in the air and call it a day. There will be a proportion of roles that are not be replaced as businesses carry out restructuring and some businesses have access capacity with all the part-timers but a tipping point will be reached where enough people quit their jobs forcing a surge in recruitment activity – many HR departments and line managers are working on ways to mitigate this risk.
- Once a tipping point is reached (expected around March/April 2010) this could result in what one client called “lemming” behaviour resulting in more resignations and the musical chairs starting as people rotate throughout roles.
Replacing staff with minimal disruption to the business
- If staff are replaced, managers must be committed to the recruitment process but build in some flexibility to think outside the traditional brief. “Testing the waters”, delays, changing the brief half way through the process and continuously asking “is there anyone else out there” will show the market that the organisation is not serious in hiring. The process will drag on, candidates will become wary as long vacant roles signal internal issues and this will deter the best candidates.
- If roles remain vacant for an extended period of time, the internal effects are that uncertainty and work pressures build up on the existing team continuing the drag on morale and boosting dissatisfaction.
- Whilst many organisations now have onsite recruitment teams/dedicated HR based recruitment and candidate databases, databases quickly go out of date and many onsite recruiters are stretched trying to cover many roles in many different business units and assistance from external agencies is still appreciated.
- With an estimated 45% reduction in the number of Sydney recruitment consultants, experienced Sydney recruiters with established client networks and candidate contacts are highly sought after as their insights into the psychology of the market gained from both good and bad times are invaluable.
- Many of the large international players in the recruitment field made deep cuts in their consulting workforce during the down turn and are now scrambling to rebuild their teams so be prepared for some new kids on the block. In comparison, the “greenest” consultant at people2people has been with us for over 2.5 years. The depth of this experience allows us to be a valuable partner going into 2010 minimising the disruption and changes in team dynamics caused by staff turnover.
If you have any questions please feel free to call me on 8270 9725 or via zichuan@people2people.com.au or comment below.
ZiChuan Lim
Consultant Accounting and Finance
As Runners, we make great Recruiters!
Posted by manda: November 24, 2009Well, the JP Morgan Corporate Challenge is over for another year. 2009 saw a record number of p2p people participating and looking quite resplendent in our ‘customer made, you beaut, we just got them in time (how much were they?), quick drying, do you think I’ll go faster?’ T shirts. There were some cracking PB’s set, special mention goes to Kirsten Garrett and Sonya Schofield (4 minute PB’s), Kaden Kennedy and Catherine Rowe (3 minute PB’s). All have been swabbed and tested.
Once again, Suzanne Mackenzie was fastest finisher at 27.15, joint winner this year with Kaden Kennedy. Although Suzanne has said Kaden’s Mo actually got him over the line by a whisker. Kaden did look a little worse for wear, as he said Suzanne pushed him the entire way (go Suzanne!).
It was a fun night and it has been really great to see how much everyone has improved from last year. There has been a concerted commitment to fitness throughout the year here at p2p and the results are clear to see.
Manda Milling
Director - Fitness Facilitator
The Team
Some say our best side!
Suzanne Mackenzie and Kaden Kennedy
comment on this post | read comments (0) | Email This PostMovember - Midway
Posted by Kaden: November 19, 200919 days into Movember and I am well into the gestation period of Mo growing, having now produced slightly more facial hair than the average Sphynx Cat. I know this as I have moved from Code Yellow (’You missed a bit’) to Code Orange (’You’re not planning on keeping that are you?’) in the last couple of days. I fear Code Red could see the end of my relationship.
I felt that now was an appropriate time to talk about the pro’s and con’s of having a Mo. There are many of both, of course, however we only have time for a couple today. The main pro, and if only I had known this when I was in school, is that having a Mo completely negates any need to produce identification where it was previously required. You can practically approach a nightclub doorman wearing a nappy and sucking on a bottle and if you’re sporting a Mo, you’ll be let in. Bear in mind, once you’re inside the Mo also negates any chance you ever had of success with ‘the ladies’. In fact, the Mo literally creates an invisible ‘lady free’ barrier which no respectable maiden will cross.
Interestingly, the chances of successfully picking up your brothers/sisters/cousins/friend’s child from primary school are also significantly reduced when carrying a Mo. There seems to be an inexplicable air of suspicion around a middle aged man in stubbies and a blue singlet hanging around public schools at home time. I’ll have to remember to get out of the van next time.
Undoubtedly, the biggest pro about growing a Mo is the money raised in support of male depression and prostate cancer research. If you would like to see me make it through to day 30, please show your support and donate here. I’m not just doing this for fun, and I know where you live…
Kaden Kennedy
Human Resources
Recruitment Excellence Awards 2009
Posted by the Editor: November 13, 2009 
Winners and finalists of the second Recruitment Excellence Awards 2009 (REA) were announced at a stylish gala dinner event on October 23rd at Sydney’s exclusive harbourside location, Doltone House . Over 150 guests gathered to celebrate their success and enjoy an evening of fine food and entertainment, hosted by one of Australia’s sharpest comics, Peter Berner.
The aim of the REA’s, an initiative of Recruitment Extra magazine and its publishers, Thomson Reuters, is to recognise quality business practice among Australian recruitment firms and benchmark service, performance and innovation across a range of business types and sizes.
Lesley Horsburgh, Managing Editor and driving force behind the Awards said, “We’re almost at the end of a very arduous year and I have been most impressed and encouraged by the industry’s support and participation for the Awards. With a fifty percent increase on 2008, I hope we can continue to grow these Awards and help raise the bar in Australian recruitment.’
Assessed by a panel of independent judges and proudly sponsored by careerone.com.au,Turbo Recruit, Deloitte and Sydney City Lexus the Awards enabled firms to self nominate in the following categories:
Best Start Up
Best Boutique
Best National
Best Multi-national
Best Agency website
Best industry job board
Best Brand
Best Candidate Management Program
Best Attraction & Retention Strategy
Best Learning & Development Program
The Deloitte Growth Award
Winners were selected on the quality of their application content, a random selection of client, staff and candidate referrals along with evidence of internal procedures and practice.
I am delighted to announce that people2people have won both Best Start-Up and Brand categories and were finalists in the Best Attraction and Retention category. Below is a photograph of Simon Gressier and Manda Milling beaming after accepting the award for Best Brand. Standing with Manda and Simon is Michael Hyams, Managing Director of AMC Creative who worked with people2people to create the brand.
Other pictures can be found on the p2p facebook page.
Mark Smith
Director
From L to R : Simon Gressier and Manda Milling (p2p) and Michael Hyams (AMC Creative)
comment on this post | read comments (0) | Email This PostThe Month of the Mighty ‘Mo’
Posted by Kaden: November 10, 2009Yes folks, it’s that time of the year again. Women want us. Adolescent boys want to be us. Evil fears us. What are we? That’s right, we are men with Mo’s.
Many thought we had become extinct in the late eighties. Run out of town by politically correct ‘wowsers’ and those equal rights do-gooders. Only historical footage of classics such as Magnum P.I. or Wheel of Fortune (The Ian Turpie days) providing evidence that we actually ever existed. Now, for one month every year men around the country stand up for their rights, fists raised in defiance of the conformist society we currently live in.
people2people are proud supporters of Movember, and have consequently forced this writer to partake in the shenanigans, mostly because I am the only man in the office demented enough to be talked into such a thing, and a little bit because I am sure the others can’t grow facial hair.
I would also like to make special mention of Huong Lam, a star temp for people2people who has very kindly donated a significant amount of her hard earned money to the cause. Houng is obviously a woman deserving of high regard, one who understands and appreciates the plight of the downtrodden man. Many thanks for your kind and generous donation Huong.
If you care about Mens health and would like to donate in support of Movember, please click here. Stay tuned for further updates and embarassing photos.
$100 Gift Voucher
Posted by Kaden: October 15, 2009people2people finally caught up with Wayne Simpson today, third prize winner in our 2009 footy tipping competition. As Vice President of Finance at Guy Carpenter, it seems Wayne takes his tipping just as seriously as his budgets; Wayne also placed first in at least one other competition this year. His secret? “Don’t tip with your heart when money is involved”. Not bad advice, coming from a St George supporter!
Wayne is now the proud owner of a $100 David Jones gift voucher for his efforts, and says that he can’t wait for next year’s installment where he hopes to topple Eric Mexis from his mantle of ‘Grand Tipper - 2009′. Best of luck Wayne, that sounds like a challenge!
Kaden Kennedy
Human Resources
Should you really apply for that job?
Posted by Elizabeth: October 12, 2009A candidate who registered with our agency recently asked me how she could improve her resume to increase her chances of getting a job. She didn’t understand why she was unsuccessful time and time again. “I apply for 10 jobs a day and get rejections letters or no response all the time.”
Although it may be necessary to apply for more jobs in the current employment market - the fact is, this approach may actually work against you.
As a recruiter (or employer) we read through hundreds of applications on a daily basis. In our initial screening we are looking for a match between the jobs requirements given to us - generally in terms of previous experience and skills. Unfortunately we’re not able to budge on these boundaries and the candidates who don’t seem to have the appropriate background are immediately ruled out. Having to read a lot applications for people who do not meet the basic job requirements cause much frustration for both the recruiter and employer as it is a waste of time. And if you see the same person applying for every job you are advertising (regardless of experience or skills) you may start asking questions about the candidates motivation, career aspirations and self evaluation skills.
When going through the countless job advertisements online you should read the role requirements carefully and what the role would involve day to day. Can you bring what has been outlined as essential requirements to the table? Are you excited about the opportunity and can see yourself working in this role? Then you should apply now.
If, on the other hand, you know that you do not have the skills or experience - think twice about applying. If you are genuinely interested and want to find out if they would consider someone like you - give them a call and ask. Picking up the phone can make a real difference and it can mean you don’t waste your time applying for jobs you just will not get.
Elizabeth Punshon
Consultant Temporary Services
