people2people news | September 7, 2010
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Welcome to the people2people news site. It is intended that this site will be used as forum for the sharing of ideas and news about people2people, the jobs market and experiences from our clients and those who are seeking new opportunities. We welcome comments and should you wish to start your own discussion contact: news@people2people.com.au
Round 24 Tipping Winner!
Posted by Kaden: August 28, 2009Congratulations to Dean Sheeran, Sales Manager at Global Forex Trading, who is a lucky wine winner for Round 24 of the people2people footy tipping competition.
After trying out several teams in the last few years, Dean finally settled on Manly last year, following their win in the grand final. “They seemed pretty good” he said. “Especially that Brad (sic) Stewart guy, he runs really fast!!!” When asked about his success at footy tipping, Dean said he uses a complicated mathematical algorithm, involving a hat and sixteen bits of paper. “Sometimes I don’t even put my tips in”, said Dean “which has really cemented my position on the table”.
Dean is an Aquarius who enjoys Oprah Winfrey, internet chat rooms, and 2 minute noodles; but not the beef flavour.
Kaden Kennedy
Human Resources Specialist
p2p’s Catherine Rowe presenting Dean with his bottle of wine.
comment on this post | read comments (0) | Email This PostOur company is going to pay a reduced bonus this year. Can I challenge it?
Posted by manda: August 25, 2009A bonus is usually made up of a number of factors. Most commonly, it’s based on the company’s profit performance, which is then allocated based on the mutually agreed Key Performance Indicators (KPI’s). The economic circumstances your company is now encountering would be very different to its situation at the beginning of the financial year. If its profit forecast has had to be downgraded (and this is very common at present) then your company would not be in a position to distribute the same amount of money to its employees. If the company hasn’t made money, there is nothing to distribute.
In fact, during this year, employees have foregone bonuses and even a salary review as the preferred option to losing their jobs. A number of people have elected to work reduced hours for the same reason. It has resulted in a collaborative approach to the workplace, between the employees and their Managers. Of course, the other factor you must consider is your own performance against the benchmark of your KPI’s. You would be aware or your Manager would have made you aware of your performance through out the course of the year. Always refer back to your contract of employment. Your salary is a guaranteed amount, however, in reality, a bonus isn’t.
Manda Milling
Director
SEEK benchmarking reveals quality p2p
Posted by the Editor: August 11, 2009Recent changes to the reporting supplied to people2people by our job board partner SEEK has confirmed what we already believed here at people2people. When compared to our recruitment industry competitors, across all our disciplines, people2people’s Consultants receive 63% more applications than the average!
This is purely as a result of the quality of advertising copy written by our consultants. Even in these tough economic times and the supposed “employers’ market” we are in, most of our clients have told us it is still hard to find the suitable candidate. As people2people receive 63% more applicants, we have a higher chance of attracting a candidate who won’t apply to our competitors’ ads. This will simultaneously save time for our clients so they can focus on their job and give them more access to the best available candidates looking in the market.
In detail our results were;
Congratulations team!
Mark Smith
Operations Director
Do you manage your recruiter?
Posted by the Editor: August 11, 2009Current market conditions present a challenge for both jobseekers and for the recruitment consultants endeavouring to assist them in their job search. Many job seekers are frustrated with agencies without fully understanding their role in the employment market.
To assist you to get the most from your relationship with your recruitment consultant people2people will be hosting
a webinar forum. In this open discussion you will gain an understanding of the role of a recruitment consultant and how best to engage them to acheive your own career objectives.
The webinar will be a short 15 minute lunchtime online event (12.30pm) on Thursday 27th August hosted by ZiChuan Lim.
To register your interest please email zichuan@people2people.com.au
Mark Smith
Operations Director
Week 21’s Footy Tipping Winner
Posted by manda: August 6, 2009Congratulations to Sarah Halliday from Finite IT for winning this week’s prize. ‘Stunned’ is the word that best describes the reaction Sarah had when I rang her with the good news. Sarah told me she makes her selections ‘at random’, so it’s obvious a lot of people are thinking too much about their tipping. Well done Sarah and we hope you enjoy your quaffing!
Manda Milling
Director
Is it a real or “Ghost” job?
Posted by the Editor: August 4, 2009There is much talk of green shoots and yesterday’s announcement that the employment job ads have “bottomed out” suggests that the employment market is about to change again. The pendulum will switch again from employers to candidates. During these times it is the role of the recruitment consultant to manage the expectations of all parties in the process.
This morning one of our Senior Consultants, a veteran of 14 years in the market, received this anonymous response for a position she has been advertising;
“Dear Consultant, Surely there must be a better way to boost up a database of candidates than advertising the same position for 3 months in a row unless your client is an undecided moron not knowing what they want. Or perhaps concerned party should find another recruiter (if the job really exists) who is more competent. In any event, I am glad I only deal with major players. Concerned Credit Manager”
This response demonstrates how the expectations of employers are not meeting those of candidates. In this instance, our client has set some very strict guidelines as to the parameters of any candidate we are to represent. We have advertised the position consistently, with different copy and through various media. The client has also undertaken their own advertising campaign prior to engaging people2people. Those people who are active in the market, with the current low volume of vacancies, can clearly identify the role is still open, as our critic clearly has in this example.
Our role as recruiters is to find the best opportunity for candidates who register with us and similarly to find the best candidate that meets the brief our clients have given us. In the current market, the expectations of clients has changed and many believe there is more talent available. In situations where talent is not available, they are willing to wait much longer for the right candidate given the economic conditions. If recruiters promote candidates well beyond the brief given, then clients become concerned we are not listening, a major concern for any professional in a service industry.
Frustratingly, many jobseekers believe recruiters such as people2people are advertising non existent roles to build their database. At people2people we ONLY advertise actual vacancies or clearly state in our advertisement that we are looking for general registrations to join our talent pool. I would like to suggest this is the case for most of our competitors, but if you are aware of any false advertising, please report this to the recruitment industry membership organisation, the RCSA. The size of the recruiter, in our view, does not determine the integrity of the consultant.
I would welcome the thoughts of others on this issue. I know that as the market shifts and the pendulum swings back to a candidate short market, managing expectations will certainly separate the quality recruiters from the rest.
Mark Smith
Director
