Why The Recruitment Industry Needs To Change

Pick of the bunch

Too many agencies seemingly are burnt out

The recruitment industry in Australia is worth over $1.7 billion dollars, with over 2000 different firms vying for a slice of that pie. It employers over 19,000 people working across almost every conceivable industry sector. From those statistics it would be easy to assume that it is an industry that is working well, with proper processes, policies and methodologies that are focused on solutions and mutual benefit.

That assumption is wrong.

The recruitment industry is filled with problems that are pushing it to the point of obsolescence. Whilst new agencies pop up regularly, most seem to fall into the same methodologies that plague the rest of the industry. These issues are varied, and are not concentrated in one or two particular areas – they affect the internal staff, external people (candidates), clients, and the recruitment process. Individually, these are problems that need immediate addressing; put together, it shows something is endemically wrong with the industry, and why it is verging on redundancy.

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5 Things to Look for in Your Recruiter

Which one will stand out from the crowd?

Employing a recruitment agency to solve your current resourcing needs can be fraught with danger if you do not do your homework. It is important to ensure you know enough about your recruiter so that a simple hiring process doesn’t turn into a costly and unrewarding pursuit. The IT recruitment industry includes hundreds of agencies – some small, some large, but all with one purpose: to make money. It is often associated with sales-pressured staff only out to make a quick buck, regardless of the service they provide, and is often viewed in the same light as politicians and used car salesmen in the overall quality of their work and their trustworthiness.

However, there are recruiters out there that do not fit this mold and are there to work to hard to satisfy the clients they are working for. Often this results in success first time every time, with a high level of customer satisfaction. Finding these, though, can be difficult.

Here are five elements that must be present in your recruiter before even thinking of engagement. Some elements may be harder to identify than others, but it is necessary to tick off all these beforehand.

1.      Engagement

2.      Commitment

3.      Costs

4.      Trust

5.      Value-Add

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What To Do After The Interview

You've got the job

What you do after the interview can put you ahead of the competition

So you’ve got through the interview, the nerves have dissipated, the questions have been asked and answered (hopefully) successfully. What happens next? Do you sit by the phone for the next three days, waiting with growing impatience for that call that says ‘You’ve got the job!’? Do you abuse mum because she had the audacity to ring you while you are sitting, hand positioned fervently, hovering over the phone? You can’t talk now, awaiting a call, bye! Do the nerves return? Do the palms get ever-increasingly sweaty? Do you run through a thousand scenarios: they want me, they don’t want me, why don’t they want me? What’s taking so long? Maybe the manager is on holidays. Are they interviewing more? Did I say too much? Too little? Was I smiling? Did I give a wet fish handshake? Argh!

Sound familiar?

This scene is played daily across the country. With an increasing amount of people changing roles, the necessity to be a little more thoughtful during the whole application process becomes singularly apparent.

Many articles have been written about how to write a good resume, a good cover letter, how to interview, what to say and what to do. However, what happens after the interview could be the final clincher that will get you that prize – a new job. Often overlooked, the activities post-interview is an extremely crucial time to ensure you are still in with a solid chance. Continue reading

Don’t Forget The Small Things

Watching the movie “War of the Worlds” on TV this week, gave me some interesting insights. Apart from the dubious acting talents of Tom Cruise, it showed me some amazing parallels with hiring strategies and results.

Now, massive spoiler here…the aliens that invaded Earth were weakened to a point where they were easily destroyed by the brute of the world’s armed forces. And what weakened them? Everyday organisms that inhabit the air, sea and land that the alien’s DNA reacted to with devastating results – for them anyway…

So this got me thinking – in a human resource sense – it is the small things that can inflict the greatest amount of damage.



Do you have a strong people structure?


Think about it: the very foundations of a business are the people within it. No amount of money, infrastructure, policies and procedures will keep it running without the people there to make money, utilise the infrastructure and implement the policies and procedures. And, while it is the most vital part of any business, it is also the first part to buckle – weakening those foundations.

What exactly causes this buckling is something that has been argued and investigated since…well, forever. While I don’t claim to be the guru of all HR practices, I want to quantify exactly what managers need to look out for within their business, as well as identifying a few key tricks to ensure the foundations stay strong. Because, let’s face it, people issues will be forever with us. I have seen companies that have stronger foundations than others, that is for sure, but all of us need to be sure of what we have before cracks appear. Continue reading

Hello world!

Welcome to the Recruit Engage Attract blog – part of Scott Brown Recruitment. This blog will focus on information, news, tips, advice, thoughts, opinions and anecdotes focusing on the people elements of business. The way I see it, getting the people element right is fundamental to a business. By highlighting the way we engage our people, we provide attractables that make recruitment of new staff easy – saving time and money in the process.

I will bring in a number of whitepapers I’ve written that cover areas of the above, and I’ll be interested in comments of these.

Stay tuned and prepare to get more out of your most important asset – your people.