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Most effective Recruitment campaigns

I’ve been doing this role for many many years now, I’ve seen many things, many ways of doing things.  I love watching different ways of doing things.  I love seeing the importance of Recruitment in sporting events/teams, seeing it in different businesses, watching “Moneyball”, seeing auditions, reality tv shows, it all counts from where I sit, the tragic that I am.  I love trying to implement certain traits into what I do.

We’ve looked at big data, we’ve run auditions, role plays, we’ve stalked, we’ve headhunted, we’ve convinced and we’ve looked at blind applications.  In short we given lots of things a go.

That said, I’ve just witnessed one of the best run Recruiting campaigns (for lack of a better term)  It took me a while to see it as a Recruitment campaign, but a Recruitment campaign under any other name…….

Network Marketing.  It looks like a pure sales driven environment.  “Quick buy this, specials here, sell this, you know you’ll love it, it’ll change your life.”  But looking closer, the sales in itself is not their main goal.  You see, one person buying the products means nothing to them.  One person, buying product, doesn’t make the money.  One person buying the product, recommending to friends, and them recommending to friends, selling for them etc, that’s where the money is.  The money is volume, volume is money.  The more people selling, the more people buying, the more money “making money” from suck concept, means more money for the company.  More makes more right ?

I’m sure we all know someone involved with organisations such as these.  I need to tip my hat, they really are successful Recruitment machines.  They have ticked all the boxes.  Building a need, building an excitement, cultivating the passion, great examples and case studies for people to see success and to be able to picture themselves being successful, closing, inducting and repeat.  These machines are amazing.  I’m intrigued at watching them in action, and if you’ve ever been to a meeting, then you’ll see the amount of Kool-aide being passed around.

They really can sell the “What’s in it for me” part of the process well.  People can personalise it, embody it, feel it.  And they sign up, whether they sell, or Recruit themselves is the kicker.  But enough into the funnel, enough comes out, it’s a fact that has always worried me, but is true.

Let me know some of your inspirations behind Recruitment campaigns you’ve been in… Please comment, I love this stuff..

From me to you… let’s get better


Forgive me blogosphere for I have sinned… it has been…. ummm, I mean, ummmmm, 6 months, 12 months  ummm a really long time since, I have blogged.

Why? I hear.  Basically, life has been really hectic, a) with work, b) a growing family, c) moving house, d) all of the above or e) insert excuse here.

I miss it, I do.  I miss the spark it gives me, the mental challenges it sets me, the connections it gives me with peers and colleagues across the world. So, bugger it.  I’ve decided to get back on the bike, so to speak. (although I really do need to do something a little more active… that too is on the list)

Here’s the thing,  I love talking about Recruitment.  I’m one of those old Recruiters, who started Recruiting before the internet, but I still love to see what else is being done out there.  I love the innovation, the ideas, I love the challenges of the status quo, even if I could be seen (sometimes) as the status quo.

I’ve been lucky enough to see Recruitment in all its glory, I’ve pulled back to kimono, so to speak and am realistic about the market we play in.  I watch, I debate, I discuss, I cringe, and I even sometimes hold my tongue.  Over the last couple of years, I’ve been fortunate to be asked to mentor a number of young Recruiters around Melbourne. I love it.

Let me lay this on the line.  I want to put back into the industry some more.  I want to help make better Recruiters. I struggle to make all the meet-ups etc that happen around the place, with family commitments vs work commitments and just life, however, I still want to help. I love being involved with people like Trevor Vas and Phil Tusing and what they both bring to our market as it continues to evolve, if you haven’t had a chance to attend one of their conferences yet, trust me you’re missing out.

So, what am I offering? In short, me.  (Google me, which I’m sure you’d do before doing this anyways) Recruiters, if you want someone to talk to, someone who has been there and done that, probably has the T-Shirt to prove it, someone to help guide and maybe predict a couple of speed humps for you, then that is me.  I will challenge, I will understand, I will listen.  Let us find some time to commit, to help improve our market.  Comment here (or find a way to email me or DM me) and I’ll select one person to mentor for free (promise).

So there it is, myself on a platter so to speak.  Will I be stampeded or deafened by the crickets? Only one way to find out (hits publish)


Mr Cellophane

A blast from the past, I still love this song…


Internal Recruiters are the Mr (or Ms or Miss or Mrs) Cellophane’s of the corporate world, the poor cousin of the HR team. Like the old adage internal recruiters should be seen and not heard. (I disagree by the way, I’ve just seen this ideal a bit)

Your part of the company, but not really. You don’t build or sell the widgets, you don’t set policy, you don’t deliver the business solutions to clients. You don’t actually make money for the company, you find the people that do. Smart companies understand, but are there lots of smart companies out there?

I’m all about adding value, and i’m all about being heard, I hate being dismissed or ignored.
Do you make yourself heard? Or do you just wait for things to happen? Have you been too nervous about your job security to stir the pot and instigate change? Or are you…

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Snake-oil, cool-aide and y2k. Focus

Embed from Getty Images
It’s been a long while since I’ve written anything on this blog.  I’ve contented myself writing on other mediums, for other people, or just doing nothing watching this virtual world pass on by, but here I am in a cafe, drinking coffee, using their wifi whilst waiting for my son, so I could either read the resumes waiting for me, check facebook, glance over twitter, read the paper or just write… why the hell not it’s been a while.

Here’s the thing, there’s more than enough out there being written to need my 2cents to cloud already murky waters, but what the hell, I was here first!

I’ve been reading over some of my old blog posts of late trying to see if my thoughts have changed at all over the years.  The fact that I haven’t strayed too far from that old path is interesting.  With all the “new” stuff happening in the Recruiting world, the new technologies, the “importance of social”, (you know all that “stuff” that’s in your LinkedIn feed) the core stuff is still the same.

Recruitment is about people.  Finding people (or getting them to find you), engaging people (yes I used the term… sorry, but I have to use the terms the current crop of Recruiters understand), ensuring /convincing them the role is for them, as is the company, closing the deal ensuring the money the time the benefits all match, that the person starts! Rinse and repeat for as long as you want to keep working.

Maybe I’m just grumpy or jealous, OK no maybe about it.

Once upon a time Recruitment was simple.  Recruiters were, well, Recruiters.  The good the bad and the ugly. (I’ve been all 3 I’m sure) But they were the necessary evil that everyone had a war story about.  Clients hated, but put up with, candidates hated, until you found them the perfect job and we were the long lost poor cousins/distant relative of the gods of HR… all hail HR! (oops I reverted).  We could call ourselves Consultants, (people would let us get away with that) and everything was clear.

There was a minority of people in the industry who actually loved what they did (apart from the potential obscene amount of money you could make if you were good/lucky) but there were more who either a) just needed a job that paid well b) had no idea what they were doing or why c) jumped on a well paying bandwagon, remember the growth of the industry around Y2K (google it kids.. good time… oh yeah… good times) d) using as a stepping stone in to HR… But hey, as a candidate or a client/business, you kinda knew where you stood.

Look at the landscape now.  So many sub industries, it’s hard to find which tall tale to believe or which snake oil to buy.  The frontier of the entrepreneur! Have an idea, turn it into a “talent” thingy, count the cash right?  Use terms like “engagement”, “cloud”, “disrupt”, “uber” (I just threw up a little in my mouth), “social recruitment” or “mobile” and you’re on a winner.  Have a cool UI, relate it to  someone else’s popular Social media winner “facebook” “Instagram” “twitter” “snapchat” etc away you go.   Don’t get me wrong, I love bright new shiny stuff as much as the next geek, but I am sure getting lost in the vendor world!

I have a fear that Recruitment may end up in a space like IT did after the Y2K. (if you haven’t looked it up yet kids.. here’s your chance)  Those of us who lived through it, can remember the boom and the bust.  The bubble bursting all over us, the bandwagon stalling and life pretty much sucking.  Essentially, lots of money was poured into IT, firstly to fix the y2k bug (and GST if you were in Australia), and secondly because it became a cool thing to do, the stories were compelling.  Beyond the pure business and essential things like the y2k and GST, money was everywhere.  The fears of the world with the y2k bug did not eventuate, no planes dropped from the sky, buildings kept functioning, hospitals kept running, it was business as usual.  Companies looked at this and started calling “bullshit” on all the other IT led initiatives.  The belief killed the idea that the “geeks shall inherit the earth” and fostered an idea that “They weren’t the font of all knowledge giving you the great competitive advantage” they were just very naughty people. 🙂 (paraphrasing)  Questions were asked as to the real business benefit, terms like “bullshit” and “prove it” started surfacing and the money disappeared. (until the next bubble arrived, let’s face it, apart from the people, IT is pretty sexy)

This is our future.  People are jumping on the bandwagon, the idea fostered by businesses that finding great people is the biggest challenge you’ll have.  I hear this coming from all over the world.  I’ll call bullshit here too.  It’s industry specific, surely.  There isn’t a talent shortage everywhere.. right?  But that doesn’t sell, sorry.

Here’s my message to all vendors out there.  Find a measurable solution too a core business goal and you’ll get my money, other wise, keep moving, don’t sell me on “potential” I won’t buy.

What I am liking is the face that some places have figured out the end goal of all this.  HIRING! Getting the right people into the business.  These people are building metrics with this in mind.  Look, I love a great funnel diagram, but meaningful numbers from “attraction” all the way through to “Hire” would be great thanks.  I was talking to my great friend Kelly recently (and if you don’t know her, well sucks to be you!) and we were talking about LinkedIn’s latest poll or whatever it was, (sorry I get lost in which cool aide flavour LinkedIn is peddling at any one time) and they were talking about the number on issue for people was “quality of hire”.  Funnily, no one has worked out an effective way to measure that, well, nothing that stands up to long term scrutiny anyways (please show me I’m wrong)

So, Recruiters, keep Recruiting (yes talking to people and drinking coffee, OK that’s just my job description), but remember the goal.  It’s not Facebook likes or LinkedIn followers, it’s not how many people are talking about you or aren’t, it’s how many people you can hire that your company (or client) deem as great (and that, as far as I can see is in the eye of the beholder!).  Dress it up all you like, that’s your core metric.

Phew, that rant went on for a while, thanks if you got this far, the caffeine obviously kicked in as I was waiting for my lad.

I have one last question for you though? Am I wrong?

Part III: Hairy Maclary and Zachary Quack, forging that relationship!

Wow… 7 years on.. has much changed? Damn I’m old. Need some fresh ideas huh? 🙂


I simply love this story for a number of reasons, a) my son was named from it. (as a Recruiter, we had a short list of names when my son was being born (2 for boys, 2 for girls). When he came out the doctor announced “It’s a boy! What’s his name?”. I mentioned our short list… the doctor said…”easy.. Zachary….. Zachary Quack”) b) the Onomatopoeia and c) The lessons you can relate to day to day life as s Recruiter, leading me into part III (one and two found earlier) of my series of children’s stories for success.

Here’s my take on the story….

Hairy Maclary (AKA the client) is trying to get some “me” time, unfortunately, for him (or so it seems) Zachary Quack, keeps trying to get together with him (maybe for a meeting?), this causes Hairy to continually be on the run, avoiding Zachary, by…

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Sucking Eggs, correctly

An oldie, but has much changed???


“Yeah I’ve Recruited before. I had to hire people for my team. I know what you do, its your core job, what do you mean you cannot hire everyone we think we need? I mean I know how difficult it can be at times. But I read the news, I know what is going on in the world, this isn’t one of those times. You’re job must be easy now. There must be candidates everywhere, I mean how hard can it be to hire in a recession”

Ahhhh I love being in the Recruitment world. Especially in a Corporate environment, we’re lucky really. We have so many people who can and will offer you advice. In fact nearly every single person in the organisation will have an opinion as to how and where and how quickly you should be hiring. There seems to be an omnipotence as far as a…

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Part IV: "Guess how much I love you?" – Gen Y v Gen X and Baby boomers.

Just read this again to my daughter… the book, not the blog… Love it


I can’t help it… I was going to write another blog tonight, but was given this book from my kids to read tonight and couldn’t resist.

“Guess how much I love you” is a charming little tale of a little Nutbrown hare and his older, bigger, wiser friend Big Nutbrown Hare. It does sound a little sucky really, and the language is simple and easy, the kind that is easy to read to my kids, and fun to hear them recite. Hit “play” above and you’ll see what I mean.

However, my take on this tail..oops I mean tale is based around the generation gap between Gen Y, and Gen X/Baby Boomers. It may be a long bow.. but a lesson to be learned anyway. No offense meant to those Gen Yers reading it.

Little Nutbrown Hare (our poster boy for Gen Y), needs to communicate with Big Nutbrown Hare’s…

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Part II – The Very Cranky Bear – A child’s tale re Consulting and/or Customer Service

Back to the future…. January 2009… damn I’m old… still love this story


Another of my favourite books I read my kids every night is “The Very Cranky Bear”, by Nick Bland, my son received this book from Santa this year and it quickly became the most requested book in the house.

The imagery is great, the story funny, simple and moving… and yet an amazing learning lesson for Consultants and/or Customer Service professionals.

Brief Synopsis:

“In the jingle jangle jungle, on a cold and windy day, four furry friends found somewhere warm to play”

OK this is where is gets hairy… forgive the pun… our four main heros include, Moose, with marvelous antlers, Lion, a golden mane, Zebra had fantastic stripes, and Sheep, now sheep was plain.

None of them had noticed, that sleeping in their sanctuary of a cave was a bear… a Very Cranky Bear to be precise (AKA THE CLIENT) … who chased them out of the cave…

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Why I blog?

an oldie… wondering if this is still relevant?


This is an interesting question. Why is it that I find myself sitting in the dark, with the whole household asleep, punching something out on the keyboard? Writing something that will “disappear” onto the internet never to be seen again, maybe read, maybe not. Why bother? What’s in it for me or anyone? Word of my blogging has been building momentum in my social and professional circles, it is getting a mixed review, not so much the content, but the fact that I am actually doing it. When do you get the time? Aren’t you busy? are common questions I am facing. (In case you’re thinking the same thing.. answers are a) late night, b) yes I am.)

This is a hard question to contemplate unless you try it. I started blogging because I was reading lots and lots of articles, reading forums, and I needed to get involved. So…

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Do You WOO!

From the archives, getting more relevant today as our market continues to heat up.


Is Recruiting still Recruiting? Or are we just intermediaries, forging introductions between an individual and a company?

Hard core Recruiting to me is actively finding/locating, courting and convincing talent that our client or company is the place for them. You see it a lot is sporting fields. High level executives etc. It can’t happen all the time I get that. But with all the talk of Talent Pooling at the moment. How do we look after our candidates?

How do you woo them? And when does the wooing stop?

I heard a story about Jerry Albright recently which inspired me. Jerry is one of my favourite Recruiting personalities and fonts of information. He gets it and keeps things real and has a great product (OK exit product placement). Legend has it he drove 6 hours to meet a candidate. He cared, he sensed he needed to do that for…

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