It is hard to run a job blog without mentioning the debate currently raging about extending the 90 Day trial period, so I am going to jump in here and add to the debate.

There are a series of “Fairness at Work” rallies this Saturday and Sunday in Auckland, Wellington, Christchurch and Dunedin to voice opposition to the employment law changes introduced to Parliament on Thursday. The Unions, supported by Labour,  are actively “naming and shaming” using examples of the 90 trial working against employees  through the Fairness web site

It would be good to have some balanced debate I think. As a recruiter I have seen the 90 day trial certainly work very well for employees where employers who are unsure have been able to take a risk (and it is a risk, especially for a small business).  It is also very relevant that most recruitment companies offer a 3 month guarantee on placement – so it is in their interest as well as the employer, and the employee, to make sure that everything works well.   

So as well as “Name and Shame” I would love some examples of “Name and Gain” – where employees have benefitted from the 90 day trial -  for example – through employees being given opportunities they would not otherwise have been given/employers offering roles they would not otherwise have offered….

The Unions quote Department of Labour statistics that 1 in 5 workers on a 90 day trial will be fired.  Others would argue that means 4 out 5 will be hired.. 

So comments appreciated  from both sides of the debate…It would also be nice to hear from employers where people have started jobs and the employee has left within a short period of time – after all an employment relationship works both ways…

A poll is running today (21st August)  on Yahoo  (current results below) – please note they are not asking about the “fairness” of the 90 day trial period – just the ending of employment with 1 day to go

90 day trial poll

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James asked me to contribute to his blog the other day over coffee – I asked him what I should write about and he just said – write about something positive. That’s narrowing it down a bit James! Hmmm – what to write about?

The NZ recruitment industry has plenty to be positive about – I believe we are in the midst of a recruiting evolution (revolution? I don’t think so…). The emergence of social media is changing the way we connect, interact and engage with candidates. Talent pools, candidate/talent pipelines, employer branding etc etc… Are these terms relevant anymore? I believe they are becoming increasingly less relevant today. Should we now be thinking in terms of communicating culture, allowing interested individuals to become engaged with our culture? Is the next stage of our evolution not to be thinking in terms of employer branding but rather employee branding (thanks Bill Boorman)? I think the shift from employer to employee brand is a fundamental step on our evolutionary journey as HR and recruiting professionals.

Our own experience at Deloitte with Facebook has been that it has allowed students to understand who we really are. Who will I be working with, what are the people like, what’s it like to work at Deloitte? It brings our culture and our value proposition – our people; to life and articulates them in a way static media could never do. It also allows students to discover this information via any number of interactive and real ways in an environment that they feel comfortable with (that’s right – it’s all about them!). It is a user driven environment – the users being Deloitte employees and the students themselves. Because the fans are talking to real life Deloitte people the engagements are genuine and authentic – Gen Y can sniff out online corporate brochures masquerading as Facebook pages and will punish you for it!

The reason I say recruiting evolution rather than revolution is because I think the fundamentals of our profession remain the same. It’s these fundamentals that carry us through the tough times and allow us to prosper in the good times. Social media is like email was 15 or 20 years ago – it’s on the landscape, its here, embrace it now or you’ll be doing it later. It’s not the be all and end all but it does change the rules of engagement somewhat. It’s a shift of control, and that is very exciting. The most exciting part of it is the great advantage is no longer dictated by geographic location, scale or resources; social media truly levels the playing field. Everyone has access to the same technology, the same communities and the same potential at the same time. Even us, way down here in the South Pacific – c’mon NZ recruiters!

Richard Long is Manager People and Performance at Deloitte NZ.  Their Facebook page is HERE

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Jobs Online shows that in the three months to the end of June 2010:

• The number of advertised skilled jobs increased by 10.0%. Total advertisements increased by 9.4%.
• Advertised skilled jobs increased across all industries, regions and occupational groups.
• Advertised skilled job growth was the strongest in the following regions:
  • Auckland vacancies (up 10.0%).
  • North Island vacancies outside Auckland and Wellington (up 10.1%).
• Advertised skilled job growth was the strongest in the following industries:
  • Construction and engineering (up 14.9%).
  • Sales, retail, marketing and advertising (up 10.5%).
  • IT vacancies (up 10.4%).
• Advertised skilled jobs increased by 8.3% in the health and medical industry, the last industry to show a recovery in advertised vacancies.

Vacancies have increased consistently from a year ago (June 2009), when they were at their lowest point due to the recession. Since then, the number of advertised vacancies for skilled jobs increased by 33.6% while total vacancies increased by 36.9%.

Alongside positive employment growth, falling unemployment, and strong hiring intentions, Jobs Online shows that employment prospects in the economy are improving. Despite the improvement, the number of skilled job advertisements in June 2010 remains 30.6% lower than in March 2008, when the index was at its peak.

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I am fed up with all the “doom and gloom” out there when I see so many good things happening, so I am going to make August a positive news only month and will publish any positive news submitted that relates to the NZ job scene – so keep me posted everyone!!

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This week’s BNZ Weekly Overview contained some worrying thoughts and, I guess for recruitment  companies, encouraging news…

 “Worsening shortages of skilled people”  “Record Net Immigration” were some of the comments relating to Australia, who were virtually alone in never going through a  technical recession

And where do the Aussies turn for labour – well I guess they do not have far to look!

So as BNZ say this is  “likely to become a key dynamic for our labour market very soon with more and more Kiwis likely to head across the ditch to earn 50% more than they can earn here” Now these shortages are not in all areas, but where skills are truly portable such as IT, Auditing, Building and Mining then the lure of the Aussie dollar comes into play and many people will be, at least, considering a move across the ditch –  even though some of  us feel that the propensity of biting insects, dangerous animals and eternal sunshine can work against the Lucky Country.

It would be useful to have some thoughts from recruiters and employers as to their take on what is happening in the market currently…

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A new post today from Andy McCormack – Counsellor and Career/Life Coach….

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Another blog from my guest contributor Amy Goldstein. Recruiters PLEASE take note!!

The only thing the young, unemployed, and penniless love more than money is to complain. During the past year in New Zealand, I’ve commiserated with many fellow job seekers over how tedious and stressful it is to find work. We particularly enjoy gossiping about recruitment agencies.

For the most part, the recruitment process is rather mundane and innocuous; but sometimes, you hear a good horror story. My favourite comes from my friend Jennifer. Apparently, one of her consultants keeps referring to her as Jessica, even over email, even though her name is included in her email address.

Lately, I’ve been thinking: during your professional career, you undergo annual reviews and complete exit interviews, giving you and your manager the chance to evaluate and constructively criticise each other. However, job candidates rarely get to give feedback to their HR consultants (which is why we talk about them behind their backs instead). That hardly seems fair or productive. Since I’ve yet to fill out a recruitment agency performance review, I’d like to take this opportunity to share my advice on how to be a better HR consultant.

Tip # 1: Be Honest About Available Opportunities

When I first arrived in Auckland, one agent seduced me with the promise of a well-paid, three-month contract as an Administrative Assistant with a telecommunications company. As soon as she received confirmation of the role, it would be mine. Excited about this particular position, I rejected less appealing roles offered by other agents.

It took over a week of unreturned calls and emails for me to realize that this job didn’t actually exist. The agent was just leading me on until a suitable opportunity became available. When the consultant finally contacted me, she sounded hurt and betrayed to discover I had already found work through a competing agency. Manage candidate expectations by being up front about their prospects, and giving them concrete and realistic deadlines for when they are likely to hear back from you and get a job.

Tip #2: Communicate Frequently With Your Candidates

Even though recruitment agencies don’t charge candidates directly for their services, in my experience there are many hidden fees. For example, money spent on phone credit and Internet so that you can harass your HR consultant. Job candidates tend to resemble patients awaiting the results of a medical exam. Ideally, agents would ring candidates periodically with a progress report, or tell them exactly how long they should wait before checking in. Otherwise, prepare yourself for stalkers.

Tip #3: Optimise Compatibility

Unhappy with his former employer, one of my flatmate’s recently quit his job. He has extensive experience in (and for some reason greatly enjoys) the insurance industry. However, because he is moving overseas in a few months and knows his next role will be temporary, he is willing to be flexible.

Imagine his delight when a recruitment agent announced that she had found him a potential opportunity in his field, as a Sales Manager. Unfortunately, his expertise is in Customer Service, and he’s never had a leadership position. “I can’t wait to see how they present my CV for that role,” he said. “They are going to have to do a serious sales pitch of their own.” He and I are still debating which is worse – being hired to do a job for which you have no training or experience or being hired to do a job for which you’re overqualified.

Tip #4: Consider Your Candidates’ Long-Term Career Goals

I’m not proud to admit some of the things I’ve done for money. Like don a one-dollar coin costume and walk down the streets of Wellington handing out chocolates and fliers to strangers (even if the pictures are amazing). Given the current economic climate, many job seekers feel guilty if they turn down an unattractive role; and those already employed feel greedy if they go for something better suited to their personal skills and passions. Desperate job seekers can feel as though recruitment agencies are doing them a favour by finding them work, and thus have no right to make demands.

A candidate’s short-term goal may be a steady income. But, whether we are in New Zealand on a temporary working-holiday visa or a native citizen, we all ultimately want a job that is interesting, challenging, and meaningful. Once a candidate has been placed, stay in touch with them, inquire after their job satisfaction, and keep them in mind when new positions arise.

Perhaps that’s the key to a positive job candidate-HR consultant relationship: the future. Treat all candidates as if you want them to be lifelong clients, and try to find them a role they would be happy to fill for the rest of their lives. If that’s not possible immediately or ever, at the very least, make an effort to remember their names.

Thanks for a great post Amy

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This is a guest blog from Amy Goldstein. Amy is the founder, principal contributor, and editor of Expat Essays. Originally from Ann Arbor, Michigan, Amy moved to Buenos Aires, Argentina in 2005, where she lived for over three years before moving to New Zealand in 2009. She hopes that readers, especially other expats, benefit from her notes, stories, advice, and experiences.

I have published this, as I will more of her work, as sometimes we get so buried in recruitment that we can forget the candidate’s perspective.

“I hate to say this, as I’m not one to generalize, but all recruitment agencies look the same to me. That may sound awful, but it’s not necessarily a bad thing. One of the benefits of applying for a job through an HR consultancy is that you know exactly what to expect.

A few years ago, a friend of mine responded to an advertisement for an Event Planner published directly by the employer. The person who phoned her to arrange an interview mentioned that he was impressed with her qualifications and experience. My friend arrived to the interview confident and prepared. Her interviewers, on the other hand, arrived unprepared and arrogant. With no HR Department, the company sent two twenty-something hotshot executives to conduct the interview. Neither brought a notepad, but both had a latte.

For the next thirty minutes, they drilled her on international media and business. She had come ready to talk about guest lists and seating charts. They were clearly more concerned with showing off for one another than with getting to know her. She was horrified and humiliated. Since then, she’s found all of her jobs through agencies.

No one ever got ambushed by an HR consultant. The process with agencies is always the same: email your CV everywhere, call after 1-2 business days to follow-up, go in for a skills test and interview, wait for the best offer. In the event that you do have to meet with a potential employer, there is comfort in knowing that the employer is predisposed to liking and hiring you. My current manager spent the better part of an hour asking me for South America travel tips.

Even at their worst, recruitment agencies are reassuringly predictable. You can expect to be strung along or ignored by at least one consultant. You can count on being told that the “the economy is slow right now, but we’re optimistic it will pick up soon.” And you can be sure that when you do accept a position, all the other consultants will ask you with a mixture of jealousy and resentment for the name of the agency that found your opportunity.

That’s not to say that there are never any surprises. Another friend was recently job hunting in Auckland. She is no stranger to office work, having temped in England, Australia, and New Zealand. She signed up with agencies, and for weeks, was glued to her phone like a prisoner awaiting a last-minute presidential pardon. Finally, after sufficiently harassing her consultants, she got a response: “The truth is,” began the consultant, “we don’t trust that anyone will hire you, because of your nose ring.” My friend now works at an eco-lodge in the Coromandel.

When I lived in Wellington, I registered with an agency that specializes in promotional work. Jobs were highly paid but infrequent, and delegated on a first come, first served basis. One day while on the way to the gym, one of the consultants called to offer me a three-day assignment. I was also working part-time at a bookstore and didn’t know my schedule for those days; so I asked her to give me an hour to confirm. Forget the treadmill, I literally ran across town to the store to check my hours. Still panting, I rang to say that I was in fact available. “Sorry,” she sang, “I just gave those shifts away to somebody else.” That’s when I decided it was time for a full-time job.

It was the height of the recession, and prospects were bleak. I submitted my CV to multiple agencies, hoping the law of large numbers would be on my side. It wasn’t. I was in the process of deleting a series of automated rejection emails when I received a phone call from a consultant who was, “really excited by my CV and would just love to have me come in.” Gushing: another thing you can expect from a recruitment agent.
“But your agency just sent me an email saying you weren’t interested.”
“Oh. Did we?” Eventually, we determined that my CV had landed on the desks of two different consultants (obviously, one more talented and intuitive than the other). By then, it was too late – I was already on my way to Auckland.

I fared much better in Auckland, signing up with and receiving offers from a number of agencies. As all of the opportunities were more or less the same, I went with the consultant I liked best. This consultant actually listened to me and to my story, taking into consideration my needs and aspirations. She treated me like a person that needed help finding a job, rather than a potential commission. Her honesty and reliability were refreshing: if she said she was going to call, she did. When it came to selling me on the job, she confessed that it was neither challenging nor exciting. However, she convinced me that the relaxed office environment and the security of a steady paycheck were what mattered most, given the current climate and my personal situation. Of course, she was right.

Before the holidays, my consultant dropped by my office unannounced to deliver me a present. We chatted for a few minutes about my plans to travel before my visa expires in February. Even though we had just finished discussing my imminent departure from the New Zealand job market, she invited me to meet her for a cup of coffee in January. As soon as she left, I forwarded her email address to my flatmate, who is currently in the market for an HR consultant. It just goes to show that when searching for a job, it’s the individual agent not the agency that defines the experience.”

Thanks for your blog Amy – I look forward to more

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As New Zealand slowly gets back to the workplace, may I wish all my readers a Happy, Prosperous and Healthy New Year.

I thought I would kick off the New Year with a guest blog from Amy who has written a piece about agencies from a candidate perspective.

The blog will be published on Monday when more recruiters are back at their desks!

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