rcsa journal march 2011

r e c r u i t m e n t a n d c o n s u l t i n g s e r v i c e s a s s o c i a t i o n l i m i t e d

Australia & New Zealand | Autumn 2011

RCSA – a new professionalism

in this issue

SPECIAL LIFTOUT: 2011 RCSA International Conference Targeting Innovation for Productivity 31 August – 2 September 2011 PR

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the recruitment and consulting services association limitedThe RCSA Journal is published by the Recruitment and Consulting Services Association Limited.

rcsa australia & neW ZealandPO Box 18028Collins Street EastVIC 8003 Australia.T: +61 3 9663 0555Toll Free NZ: 0800 441 904F: +61 3 9663 5099E: [email protected] www.rcsa.com.au

RCSA JOURNAL editorial enQuiriesThe Editor: Sally Matheson, Matheson Publishing T: +61 3 9820 2676 E: [email protected]

RCSA JOURNAL advertising & suPPorter enQuiriesJulie Morrison RCSA Manager Marketing & CommunicationsT: +61 3 9663 0555E: [email protected]

suBscriPtion enQuiriesBulk orders and subscriptions are available: contact the RCSA at the address details above.

design Perry Watson Design +61 3 9596 0899ISSN 1838-8736

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The RCSA Journal is printed in Australia on recycled paper.NOTEAll material published in the RCSA Journal is subject to copyright and no part may be republished, photocopied or transmitted electronically in any form without written permission. Opinions expressed by contributors are their own and are not necessarily endorsed by the RCSA or the editor. Advertisers and contributors to the RCSA Journal should be aware of the provisions of the Anti-Discrimination Act 1977 and the Trade Practices Act 1974 in relation to false and misleading advertisements or statements and other unfair practices. The RCSA and the editor accept no responsibility for such breaches. While every effort has been made to ensure the accuracy of the information in this publication, no responsi-bility is accepted for errors or omissions.

© Copyright RCSA 2011

Contents

4 Introducing the new RCSA President

6 CEO’s Report: Steve Granland

8 RCSA – A new professionalism. Lincoln Crawley’s vision for the future of your association

12 Defining professionalism: RCSA Founder President Geoff Slade

14 Meet the RCSA Board and RCSA Councils

16 RCSA membership Survey Project 2010

18 RCSA PEARL Program: calling all aspiring leaders

19 New user-friendly RCSA website launches soon

20 RCSA Annual Gala Ball 2011

21 Nominate for the 2011 RCSA Awards

22 Revisiting the RCSA Code for Professional Conduct

NATIONAL CONFERENCE 2011

23 Targeting Innovation for Productivity – the 2011 RCSA International Conference SPECIAL LIFTOUT

BUSINESS MANAGEMENT ISSUES

27 RIB half year results

28 Australian Consumer Law – what it means for recruiters

30 Financial advice: you don’t need

to be rich or retired to benefit

31 In the media

32 Protect your business against human error

33 Independent contracting

34 Workforce on the move

35 Update: Mobile jobseekers trends and behaviours

MARKETING

36 Sink your teeth into delivering value

37 Tips for successful mentoring

ASSOCIATION NEWS

38 RCSA individual membership

39 New Zealand Outlook

40 RCSA Business Solutions

41 RCSA Events Calendar

42 Consultants Forum

42 The RCSA Service Delivery Standard

43 Inaugural Postgrad Recruitment Scholarship

43 Maintaining your professionalism through the CPE Program

44 Special Interest Groups: AANRA and AMRANZ

45 RCSA Partners and Premium Supporters

46 RCSA Board, Life Members and Fellows

FOCUS: RCSA – A NEW PROFESSIONALISM

8 RCSA – a new professionalism.

Lincoln Crawley’s vision for the RCSA’s future 21

Targeting Innovation for Productivity – the 2011 RCSA International Conference

The Recruitment and Consulting Services Association (RCSA) is the leading industry body for talent management and workforce solutions in Australia and New Zealand. With approximately 3,500 members, Corporate and Individual, the association sets professional standards, conducts research, educates and develops members’ skills, monitors industry developments and lobbies state and federal governments on issues directly affecting members.

mailto:[email protected]

http://www.rcsa.com.au/managers



http://www.rcsa.com.au

New RCSA President Lincoln Crawley may be a new face to some people, so on this page, the RCSA Journal

introduces Lincoln, his career and his interests and on page 8, Lincoln shares his vision for the future of the association and the industry.

Lincoln Crawley APRCSA was elected President at the RCSA Annual General Meeting last November. Outgoing President, Stephen Shepherd APRCSA, who held office for the past five years, remains as advisor to the RCSA Board as Immediate Past President.

Speaking to the media at the time, Lincoln commented, “I have two main focuses as I step into this role. First, to ensure we are engaged with our members and they get real value from the membership – whatever their size or speciality.

“Secondly, we will step up our engagement with state and federal governments and other key stakeholders so our industry is recognised for the contribution it makes to the Australian and New Zealand economies and is positioned to influence policies and initiatives which will enhance workforce participation and productivity.”

Career backgroundLincoln is Managing Director of Manpower

Australia and New Zealand – a world leader in the employment services industry. Manpower celebrated its 60th anniversary in 2008 and the $22 billion company has a worldwide network of 4,000 offices in 82 countries, with 400,000 clients per year, including small and medium-size enterprises in all industry sectors, as well as the world’s largest multinationals.

He joined Manpower in 1997 after a successful career in IT to establish Manpower’s IT practice in New Zealand and was appointed Country Manager the following year. In 2001, Lincoln moved to Manpower Australia, where he established the Managed Services & RPO business and was subsequently appointed Director of Sales. Following a successful two year assignment with Manpower Asia Pacific as Regional Sales Director and Head of Manpower’s Managed Services

Introducing the new RCSA President: Lincoln Crawley APRCSA

We will step up our engagement with state and federal governments and other key stakeholders so our industry is recognised for the contribution it makes to the Australian and New Zealand economies...

business, Lincoln returned to Manpower Australia and New Zealand as MD in September 2008.

On the personal side, he has two adult children, Lance and Adele – both of whom are clients – and a daughter, Caitlin, “at home, watching with interest!” he says. He has a new granddaughter, Louella, who’s just turned one. Away from work, he’s a passionate boater and fisherman. “I had an early mid-life crisis and bought a charter fishing boat targeting marlin in New Zealand’s Bay of Islands, specialising in tag-and-release.” He later sold the boat and says that while he’s still passionate about fishing, he doesn’t quite get the time for it these days. He says, “Golf is another pastime I absolutely love – but I love it more than it loves me”. His handicap used to be in the low teens and as it’s slipped over the last few years, his objective is to get it back under 12. He enjoys racquet sports and is also passionate about rugby. To relax (when he has time!) he has built his own houses and had a landscaping business some years ago. On page 8, Lincoln talks about his vision for your association and your industry.

RCSA JOURNAL4

lincoln crawley aPrcsa RCSA President, Australia and New Zealand

Lincoln Crawley

PRESIDENT’S REPORT

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RCSA JOURNAL6

I am very pleased to welcome you not only to 2011, but also to the first edition of the new RCSA Journal. RCSA members and the

recruitment industry have asked us to return to a hard copy and we have listened.

The RCSA Journal is your journal and as such we welcome your feedback on content, structure, look and feel – please email your feedback to [email protected].

When we were planning this journal we looked to the RCSA Member Survey completed in late 2010 for inspiration and ideas for themes for the four 2011 issues. Based on the survey results it was very clear that the theme for our first journal for 2011 must embrace “Professionalism”.

The RCSA Member Survey clearly indicated that members join and maintain both corporate and individual membership to:• demonstrate commitment to high professional

standards• keep up to date with important issues and • access important information.

The message from members is that the RCSA must continue to focus efforts on building the professionalism of the recruitment industry, to differentiate quality participants from those who create reputation issues for the industry and to continue to lobby and advocate for the industry at the highest level.

Major challenges identified by RCSA members through the survey include: candidate shortages, finding and retaining staff, dealing with changes to the law, lack of recognition of professionalism in the industry and low barriers to entry.

With this in mind, the RCSA in 2011 will be focusing on: building both individual and corporate member numbers, continuing to provide quality education and professional development to maintain standards, ensuring the industry is represented regularly at the highest levels of government and being more proactive in ensuring the market clearly understands the differences between an RCSA member and non-member.

Plans for 2011During 2011 the RCSA will be: • launching a new website (see the article

on page 19 for more information) • releasing a new program (PEARL) aimed

at providing young professionals with the opportunity to build leadership skills (see page 18)

steve granland Chief Executive Officer

Welcome to the new RCSA Journal

National ConferenceDon’t forget to reserve the date for the 2011 Conference (31 August – 2 September). This year’s conference theme is “Targeting Innovation for Productivity”. The program is fantastic and the venue (Sheraton Mirage Port Douglas) speaks for itself. I encourage you to book early and look forward to seeing you there.

• launching a new RCSA Annual Gala Ball (May 26, Sydney)

• launching a new RCSA Awards Program comprised of the Young Recruitment Professional of the Year, the Industry Contributor of the Year and the McLean Award for OHS

• introducing a new RCSA Code online training program easily accessed by all RCSA members

• launching a new individual professional membership structure publicly recognising various levels of experience and qualifications

• launching a new group of “special interest areas”• exhibiting at the AHRI National Convention –

getting in front of up to 2,500 HR professionals to inform them of the differences between RCSA members and non-members.

Appreciating volunteersRecently, we were looking for a group of

volunteers to assist with the RCSA PEARL program. We sent out an “expression of interest” email and were overwhelmed by the response – nearly ninety recruitment professionals indicating an interest in being involved!

I would like to close my column by thanking the RCSA volunteers. Without these recruitment industry professionals providing their valuable time and expertise it would be impossible for the RCSA to succeed. From the RCSA Board through to members of Regional Councils and Working Groups, every volunteer adds value to the RCSA. Please take the opportunity to review the profile we have included of our volunteers for 2011.

With all industry bodies there is strength in numbers. By growing our member ranks we have greater influence both from a lobbying and advocacy perspective and are more effective in delivering for the industry and our members. To those of you who are current RCSA corporate and individual members, I thank you for your continued support of your industry association. For those of you who are not yet RCSA members, I look forward to welcoming you in 2011.

CEO’S REPORT

Steve Granland

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“My vision for the future is that RCSA members will feel a sense of pride in the value they provide to business, individuals and society. Our job now is to help members live up to that. RCSA membership will be the benchmark for professionalism in the industry and people who are not members will see becoming a member as adding significant value to their professional and personal lives.”


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AUTUmN 2011 9

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RCSA President Lincoln Crawley APRCSA believes that the RCSA’s role is to help members live up to that vision by highlighting when it’s not happening and challenging the membership to do more towards it. “If we want to influence policy (and we do) we have to do it by being a professional organisation and acting in a professional way in the marketplace. We have to hold our membership accountable in cases where they perform below the bar – and this will ultimately be better for us as an industry and for our own businesses.“

Lincoln shares more of his vision with RCSA Journal.

You’ve talked about engagement with members: how do you plan to do that?

I see the President and the Board being more visible and active – not through talkfests but by ensuring that members know who we are, what our drivers are and what our vision is. Then they can make sure we’re on track and aligned with what members need. Surveys are great but we can only really get a feel for what members want by engaging with them. We are a people industry so we need to practice what we preach. The Board and the association generally need to spend more time getting to know the members and what’s really important to them.

In order to do that, we’re embarking on a series of networking events. Again, these won’t be talkfests – they’ll be engaging in discussions and there will be opportunities for the membership to really let us know what’s important to them.

How important is change?

If we don’t learn from our mistakes then we’re wasting opportunities, so while we don’t want to dwell on the past, we do need to take learnings from it and look at how those learnings can be applied in the future. At the same time, we have to be forward-looking and we have to be innovative – I don’t think our future should be written on the basis of our history.

How else will the association engage with the members?

Our new CEO, Steve Granland, brings to the RCSA a huge amount of experience in running a professional industry association. I think that’s something we needed and it will be very useful as we work on becoming more relevant to our members. It will also be very useful as we significantly increase the amount and quality of lobbying with state and federal governments. Steve hasn’t been in the recruitment industry but he’s working very hard to come up to speed in all things to do with recruitment. He brings

a wealth of professional experience to us and I’m delighted with the progress he’s making.

How will the Board cater for all sizes and specialities in the industry?

My background’s IT so I’m fully aware of the differences in the IT industry. If we take that as a learning platform to apply to other specialist areas, what’s really important is that we have interest groups based on specialist domains whether specific industries or specialist skills areas. For example, we have a massive opportunity with the talent shortages in and around engineering and skilled trades: we need to ensure that we’re engaged in that and that the association understands what’s there in those specialist areas. We have to show our ability and willingness to engage in specific skills areas so that not only are we aware of them, we are also providing services that are applicable to them. And we’re engaging with the market as well as with government.

This is an area in which it’s important that we’re “influencing policy” rather than being on the receiving end of policy because while there’s a talent shortage, there’s no shortage of people. The talent shortage is specific and is represented in different ways in different sectors. If the industry


At the same time, we have to be forward-looking and we have to be innovative.

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doesn’t change and recognise the differences and cater for them, then we will become irrelevant over time.

How can the industry meet the ongoing challenge of talent shortages?

I prefer the term “talent mismatches” to talent shortages. One of the ways we plan to influence state and federal government and various stakeholders in the Australian economy is around talent mismatches and what our industry can do to address them.

The objective is to actually get engaged in the conversation because what I see happening in the Australian economy is that there are silos, conversations going on within silos, and silos within them with more conversations. For example, the Department of Immigration is looking at the skills we need to address the talent shortage. Quite rightly, the unions are concerned about immigration but are not seeing it as part of an initiative, they are seeing it as a specific initiative.

What we need in Australia and New Zealand is a “supply chain approach” to addressing the talent mismatch. That means that when state governments compete for talent, when regional centres within states compete for talent, when Immigration looks at talent through one lens, when social welfare organisations look at it through another lens, and when education looks at it through yet another lens – you never ever get the full picture. And because of that we end up with competing initiatives.

I’d go so far as to say there is enough focus and effort and perhaps even enough funding being allocated to addressing talent mismatch. The problem is that it is not co-ordinated. I was heartened when the federal government put in place the National Resource Sector Employment taskforce. For the first time, this brought everyone together: Immigration, social welfare organisations, education and industry in and around the resources sector. The problem is that when it finishes the recommendations, everyone goes off and works on his or her own piece. So we have all these competing forces.

We have the unions highly concerned about immigration – but what if immigration was used as a short-term fix to give us time to develop the skills we need in Australia to address the talent mismatch? What if the Immigration Department and the unions and the education sector and industry actually worked together and asked

what we really need in terms of that talent supply chain by sector and by skill? And what if they then came up with a plan and asked what is the role of immigration in this plan? What is the role of education? What is the role of industry and government?

We know, for example, that over the last many years it’s been fashionable for school leavers to go to university. Now, how many graduates do we have with BAs or similar who can’t find a job which leverages that education? How many school career counsellors actively promote skilled trades as a viable career? How may of them actually know the benefits of going into that sector?

This is a debate for which the RCSA can’t always provide the solution, but at the very least we must have a seat at the table.

How does the RCSA plan to engage with government and other key stakeholders?

Right throughout my career I’ve believed that if you focus on quantity vs. quality you’ll fail. That’s not saying we haven’t done some good things in the past but when I look around, what information do we have that’s relevant to supporting the case for our industry? What information do we have to support the impact of a flexible workforce in terms of driving productivity? The RCSA has anecdotal information but that data really needs improvement. We’ve had some discussions recently about some challenges facing the industry which have highlighted that if we want to put our best foot forward, we need to ask what empirical data we can provide to create credibility. Rather than just beating the drum for our industry, if we have that empirical data as well as anecdotal data we’ll be able to have the quality conversations with people who are willing to listen to us.

We are also developing a gap analysis identifying the people in state and federal government and in other stakeholder areas that our industry should be engaging with to influence policy in workplace relations, occupational safety and health and a number of other areas. We also need to talk to the stakeholders in initiatives to decrease the talent shortage in specific industries and specific geographies. With the gap analysis, we will look at the people we should be engaging with, honestly reflect on how we’re doing at the moment and developing a plan for the future. We’ll be doing this over the next two to three months. If we find a gap in our expertise the Board can’t fill, we’ll talk to our membership because within our membership


AUTUmN 2011 11

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across the recruitment industry there is a wealth of experience and domain knowledge.

How can the industry receive recognition for its contribution to the Australian and New Zealand economies?

We are engaged closely with Ciett, the International Confederation of Private Employment Agencies, based in Europe and the authoritative voice representing the interests of agency work businesses. We are working with them on a study of recruitment and staffing in the Australian and New Zealand markets so that we can compare the impact we’re having and the market itself with what’s happening in other markets. That will be linked to the productivity gains (or otherwise) occurring in those countries.

Again, we need the data to achieve recognition. We can’t just sit back and say “Hey, look we put X-thousands to work every day in a flexible workforce”, or “We support the economy in trades or upskilling people” if we don’t have the data. And the people making policy decisions need empirical data to get those policy changes over the line.

Another of the initiatives we have underway is to increase our volume of information to the media. We have upped the volume and are working on quality pieces at the same time.

And always striving towards professionalism?

Professionalism is absolutely critical because when we’re engaging with stakeholders like the ACTU and state and federal governments we want to ensure we are seen as an industry that sets the bar very high.

For example, in discussions with the ACTU, often at the start of those discussions they would bring up an issue of a recruitment organisation trying to bring in workers either from overseas or locally and paying them well under market rates and conditions – trying to achieve a local wage arbitrage, if you like. Another example is the labour agreements that have been put in place around the 457 visas. Much of that was as a direct result of concern around “cowboyism” in the industry and that hurts everyone. We need to get beyond that.

So the work we’re doing with the ACTU is highlighting the professionalism we’re expecting of our members and our members are expecting of us as an association.

As I said, the vision I have is that RCSA membership will be a benchmark for professionalism in the industry and all RCSA members will feel a sense of pride in the value they provide.

F O C U S : R C S A

RCSA JOURNAL12

The RCSA‘s Founder President Geoff Slade FRCSA (Life) led the group of industry leaders who formed the RCSA back in 1997, merging two other organisations into the strong and vital peak body it is today. Geoff has been involved in the recruitment industry for more than forty years. The RCSA Journal asked him to comment on the importance of “professionalism” in the industry.

Defining professionalism

“As an industry, we can take great pride in the fact that we have remained relevant to our client base over many years – many industries haven’t done that. We’ve adapted to the market’s requirements,” he says. “So we can take pride that we’ve adapted to the requirements of our customers and a fair bit of pride that we’ve adapted to the requirements of the candidates – although we have a way to go in that respect,” he warns.

Geoff equivocates about the professionalism of the industry generally. “Is the industry professional? Yes and no – there are too many people who don’t look to build long-term relationships with their customers. They’re in it to make a placement and they don’t try to build a long term relationship because they don’t think about the future.

“Another major issue we face is that there are still a lot of candidates out there who see recruitment organisations as a necessary evil. They’ve had a bad experience in the past and it doesn’t take long for the bad word to get around.

“I think one of the reasons for our group’s success over a long period of time is that we always try to treat our clients and our candidates equally well.”

The changing face of clientsGeoff believes the industry is now working with

clients who have a much greater understanding of the recruitment industry. “In the past, there has always been a bit of mystery about the industry but clients now have a greater understanding of what we can and can’t do. They know what they want from us and demand that they get it,” he says.

“Unless you genuinely add value to a client, sales and profit figures will diminish. If you look historically over forty years (which I can do) on one hand you have the growth of on-hire but there has also been a huge diminishment in permanent jobs recruited through agencies.

Is high staff turnover a problem? “One of the big issues for the industry has been and will continue to be the fact that we have a very high turnover of staff. Clients are sick and tired of ringing up an organisation and every time there’s someone new on the desk,” he warns. “And unless we change the way we operate, the more difficult it will be to attract quality people into our industry. Then we have to make do with training people who aren’t up to it.”

Geoff believes staff turnover is high because many companies pay little heed to training and development. He says, “Although people might look at my track record and ask why we lost some very good people, one of the things I’m most proud of is that I’ve trained people who have, in some cases, done better than I’ve done. Of course many of the people I’ve trained well have stayed – we have people who’ve been here between ten and 25 years. However, of the people who’ve gone on to do very well, in essence, the training those people had has been a big part of their success.

“My observation is that companies don’t spend enough money on training. If you look at the major consulting firms around the world (not only in recruitment) those who’ve done really well are the ones who have spent their dollars on professionally and personally developing their people.”

Get back what you put inOn a positive note again, Geoff says that one

of the reasons the industry has adapted to the market’s needs is that it has a lot of people who’ve been prepared to put back into it. He says there is a whole host of people – John Plummer Snr, Steve Shepherd, Ross Fisher, Sue Healy, the Whans and many more, all of whom have put back into the industry at times when, he says, the industry was desperately in need of people to get involved.

“You get out what you put in,” he says. “We’ve seen a lot of people who have joined the industry who don’t always reflect well on it, but I’d categorise

F O C U S : R C S A

AUTUmN 2011 13

them as people who’ve come into the industry because they’ve seen an easy way to make a dollar. Generally speaking, they don’t last.”

Finally, how could organisations and individuals improve professionalism? He has four suggestions:

Four ways to increase professionalism1. Spend more money and time on training

and developing your staff. “I learned a very valuable lesson at Harvard when I was there a few years ago. Although I knew it already, it wasn’t till I actually heard it that I started to spend a lot more time practising it: if you look after your own people well,

they will look after your customers well.”2. Educate your customers to understand

what they’re getting for the money they’re about to spend.

3. You need to differentiate your service somehow. There are all kinds of ways to do this – pricing differently, providing guarantees differently or adding value through psych testing or whatever. You need to differentiate your service from your competitors.

4. Build long-term relationships with your “candidate customers”, not just with your “client customers” – particularly in a skills-tight market. “I’ve placed several people four or five times over the years.

One of the greatest pleasures is that they

have come back to me when they’re

looking for another job.”

Geoff Slade was interviewed for the RCSA

Journal by Journal Editor Sally Matheson.

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Lincoln Crawley APRCSA

PresidentLincoln is Managing

Director of Manpower Australia and New Zealand – a world leader in the employment services industry. Manpower celebrated its 60th anniversary in 2008 and the $22 billion company has a worldwide network of 4,000 offices in 82 countries, with 400,000 clients per year, including small and medium-size enterprises in all industry sectors, as well as the world’s largest multinationals. He joined Manpower in 1997 after a successful career in IT to establish Manpower’s IT practice in New Zealand and was appointed Country Manager the following year. In 2001, Lincoln moved to Manpower Australia, where he established the Managed Services & RPO business and was subsequently appointed Director of Sales. Following a successful two year assignment with Manpower Asia Pacific as Regional Sales Director and Head of Manpower’s Managed Services business, Lincoln returned to Manpower Australia and New Zealand as MD in September 2008.

Robert van Stokrom APRCSA

Vice PresidentRobert van Stokrom

has held senior executive roles in the pharmaceutical and recruitment industries prior to becoming the CEO and a partner of DFP recruitment services.

Robert has been a member of the Vic/Tas state council since 1999 (currently serving his third term as President) a member of the national Board since 2007 currently serving as Vice President and CPE chair.

Robert also served as a councillor for Knox City, is currently on the Executive Council of VECCI and is a fellow of the AIM.

Helen Olivier APRCSA

Vice PresidentHelen Olivier has

held a Board position for the past nine years. Her portfolio of responsibilities includes working on the Standards Council and she has sat on the Executive Committee, and has attended Board Meetings, conferences, special interest groups, seminars and breakfasts to promote the industry.

Helen established the Olivier Group twenty years ago, which was invested in by the Advantage Professional Group, the ninth largest staffing organisation in the world. The group has continued to produce the Advantage Index which has been positive for the industry.

Helen continues to be active in the community coaching sport. She is a representative coach in netball, and when she is not finding talent to place, she is scouting talent for her teams. She finds time for her family and cultivating a social life!

Jacqui Barratt APRCSA

Director Jacqui has spent

17 years in the recruitment industry. She was the RCSA NZ President for four years delivering the first government and industry symposium. She has been the New Zealand Director on the RCSA Board since 2006.

In 2003 Jacqui and her fellow directors founded salt. She started with three staff and now employs 18 staff. Jacqui spent a number of years working for NZ’s largest privately owned recruiter where she consistently delivered profitable growth. In 1999 the business was acquired by a large global organisation and Jacqui formed part of the executive team for four years. During this time she held a number of national

management roles across a range of service lines including sales and was responsible for the development of an operations and industrial business.

Jacqui was invited to take part in their General Management Program through Macquarie Business School in Sydney. Jacqui is a current Board Director for PBA and is a Trustee for the Stellar Trust – A “P” Free NZ.

Denis Dadds APRCSA

DirectorDenis has been

in the recruitment industry since 2000, and is currently OHS Manager for Manpower Services, responsible for OHS matters across Australia and New Zealand. Denis has had almost thirty years in human resource management in the telecommunications industry, 11 years of which were in risk management activities.

Denis has been heavily involved with the RCSA over the last eight years, as a member of the Qld/NT Region Council, as Convenor of the Qld OHS and WC Forum, and for the last three years he has been an RCSA Board Director, responsible for Legislation and currently as Finance Committee Chair. Denis has a strong interest in OHS and participates in discussions with regulators to protect the interests of association members in areas of OHS regulatory change.

Peter Langford APRCSA

DirectorThis is Peter’s 26th

year in the recruitment industry and he gained his experience both in Australia and the UK providing services to very broad range of industry sectors. He has progressed from consulting to supervisory roles then to senior management and directorship and now as the owner and Managing Director

RCSA Board of Directors

F O C U S : R C S A

AUTUmN 2011 15

of HORNER Recruitment and NURSELine in Melbourne.

Peter’s business success is derived from

his commitment to quality outcomes

delivered either directly by him or through

those who work with him. Peter maintains

a committed focus to the recruitment and

staffing industry through his involvement

as a Board member of the RCSA and as a

member of the RCSA’s Standards Council

which oversees the Quality Certification

process for member companies.

Laura Mabikafola APRCSA

DirectorLaura joined the

recruitment industry with Westaff in 1994.

In 1997, she joined

Morgan & Banks (now

Hudson) and in 2003,

joined Talent2 as State

Manager, aiding the establishment of the

SA operation. In July 2005, Laura became

the General Manager with Talent2. Her

17 years’ recruitment industry experience

is complemented by her Professional

Diploma in HR Management. In recognition

of her studies, Laura was awarded the

RCSA Student of the Year 2006. In 2008,

she joined the state RCSA Council. In that

same year, Laura was presented with the

Outstanding Leadership Award for Talent2 globally and in 2009, she was appointed a Board Director with the RCSA.

Matthew McArthur MRCSA (Life)

DirectorMatthew McArthur

is an owner and the

CEO of McArthur, a

multi specialist

recruitment and HR

consulting firm which

was established by his

father, John McArthur in 1969. He joined the recruitment industry in 1983 and has since been involved in every aspect of the business and its operations.

McArthur specialises in specific industry sectors in addition to serving the more traditional areas such as office support, accounting, engineering and executive appointments.

During the last twenty years McArthur has expanded from a single office in Adelaide to a branch network of five offices located in Adelaide, Melbourne, Sydney, Brisbane and Canberra. In line with the company’s commitment to the improvement and professionalism of the recruitment industry, Matthew has maintained extensive involvement in the industry’s peak bodies since 1988, holding roles including State Director and National Board member of both the IPC and NAPC (predecessor bodies of the RCSA). Matthew was also one of five task force members responsible for the amalgamation of these bodies which became the RCSA in 1997. He is currently the Regional President of the RCSA in NSW, and a National Board Director and feels very fortunate to have been a recipient of Life Membership of the RCSA in recognition of his services to the industry.

Jan Spriggs APRCSA

DirectorJan Spriggs is a

recruitment and human resources specialist. She brings more than 25 years’ experience to the table and can deliver recruitment solutions for clients across all industries, at every level of an organisation. Jan has owned and managed businesses successfully for more than 15 years and has been an active board member on the National Board for the RCSA since 2005.

For the past six years, Jan has successfully managed Placer Management Group and is the owner of the business. Jan also recruits for both temporary and permanent positions in senior and middle management, as well as office support staff.

RCSA Councils

ACT SUB REGIONAlison Guy-Ritchie PresidentGary Hanson APRCSAKeith CantlieTony HancockJohn MalkovichPhilippa Murphy

NEw SOUTH wALES/ACTMatthew McArthur MRCSA (Life) PresidentWinsome Bernard Vice PresidentNorm Geist APRCSATracy Morgan APRCSADeborah Ross APRCSALinda Simonsen APRCSAPhilip DuncanLyndel PattersonMichael Sacco

NEw ZEALANDJacqui Barratt APRCSA Acting PresidentKris Hope-Cross MRCSA (Life)Geoff Densem APRCSAJohn Harland APRCSALeigh Johnson APRCSAAndrew McComish APRCSAIan McPherson APRCSAMia Ryan APRCSAGay BartonAlan Sherlock

QUEENSLAND/NTDenis Dadds APRCSA PresidentRoslind Brown APRCSACharlie Duncan APRCSAPeter Hill APRCSARhonda Thorburn APRCSAClair Benfield

SOUTH AUSTRALIAScott Thomas President Laura Mabikafola APRCSAAngela GiacoumisPam HewettMick O’NeillNick Stillwell

continued on pg 16

F O C U S : R C S A

RCSA JOURNAL16

RCSA membership Survey Project2010

VICTORIA/TASMANIARobert van Stokrom APRCSA PresidentStephen Noble APRCSA Vice PresidentPhil Isard Vice PresidentRobert Blanche MRCSA (Life)Ross Fisher FRCSA (Life)Stephen Porter APRCSAEric Rybar APRCSABianca Witkin

wESTERN AUSTRALIAPeggy Strudwick-Brown APRCSA PresidentScott Van Heurck APRCSA Vice PresidentKate Duncan APRCSAJuliet Magee APRCSABunty Paramor APRCSA Jan Rose APRCSAJulianna Shearn APRCSAJan Spriggs APRCSA

SPECIAL INTEREST GROUPS

AMRANZRon Crause APRCSA PresidentCorrine Taylor Vice PresidentAlan Bell APRCSAMelissa Bennett APRCSAShaun Hughston APRCSARoslyn Melrose APRCSAPauline Moore

AANRADanielle Wallace PresidentGraham Bower APRCSA Vice PresidentAlan Bell APRCSA Vice PresidentMargaret Scott OAMLina Cornell APRCSAKim Estell APRCSAPeter Hill APRCSAJo JakobsChrisine WidunkelNigel Woolford

The RCSA undertook an extensive survey of members in October 2010. The survey was in two parts – individual members and corporate members. The individual (APR) survey generated a very positive response rate of 33 per cent while the corporate member survey generated a respectable response rate of twenty per cent. This article provides a summary of the major findings.

Firstly, the objectives of the survey were as follows:• to develop a deep understanding of the

RCSA member (individual and corporate) value proposition

• to assess the satisfaction with current service and benefit offerings to allow for short and long term adjustments to the mix

• to establish a benchmark to allow for annual assessment and tracking of movement

• to determine the value to members of the current services and benefits offered

• to determine the interest and value with potential new benefits and services

• to segment the results by member type, state/region for council planning purposes.

RCSA individual membership SurveyThere is an almost even split between

employer-funded membership and RCSA APR members paying their own membership fees. RCSA APR members support the introduction of professional membership framework which recognises different levels of experience/qualifications (86 per cent). They would prefer an RCSA APR if recruiting a consultant and find RCSA membership helpful to their career development. When it comes to communication, they find email the most effective RCSA communication channel; however, they also would like to see the RCSA reintroduce the hard copy journal.

Why become an RCSA member?• to demonstrate to others a commitment

to high professional standards

• keep up-to-date with developments or issues impacting my profession/business

• access information that will assist me to perform my role

• be part of a professional association that provides leadership in the field, and

• support the association which builds the standing of its members.

BenefitsThe top rated RCSA benefits/services

(in order) are:• RCSA Code

• Ethics management

• Lobbying and advocacy

• Online Code training

• Member discounts to workshops.

The RCSA is currently reviewing all benefits within the RCSA value proposition, assessing each benefit and deciding whether to “hold’, “build profile and review 2011”, or “remove” based on the survey results.

Professional developmentApproximately 68 per cent of respondents

indicated they were very active or active in pursuing professional development. There is a strong preference for breakfast activities.Member comments include:• (RCSA membership) clearly demonstrates

that the person values their profession and will continue to uphold the code of conduct in all their dealings. It represents that they would be experienced or willing to network with others and learn.

RCSA Councilscontinued from pg 15

F O C U S : R C S A

AUTUmN 2011 17

RCSA membership Survey Project2010

• Being a RCSA individual member is very important to raising the standards, profile and perceptions of our industry.

• Membership provides credibility to the market and access to various topics and issues that impact on the industry.

RCSA corporate member Survey

RCSA membershipTypically, RCSA corporate members

believe RCSA membership is important to their organisation, and have recommended RCSA membership in the past. They support the introduction of an individual professional membership framework which recognises different levels of experience/qualifications and they see the primary role of the association is to advance the profession.

Why become an RCSA member? • to access information that will assist

their organisation• keep up-to-date with developments/issues• demonstrate to existing and prospective

customers a commitment to high professional standards

• support the association which builds the standing of its members

• to belong to and support the recruitment professional community.

BenefitsThe top rated RCSA benefits/services

(in order) are:• Lobbying and advocacy• RCSA Code• Ethics management• RCSA SDS• Access to the RCSA Business Solutions and

member-only section of the website (equal).Again, the RCSA will fully review all benefits

within the RCSA value proposition and assess each benefit based on the survey results.

Member benefits RCSA corporate members would like to see introduced include: special interest groups, mentoring, recruitment careers guides, additional templates for contracts, contractors, temps, OHS policy.

Professional developmentApproximately 73 per cent of respondents

indicated their organisation was very active or active in pursuing professional development. There is a strong preference for breakfast activities.

They would like to see training in: management, social networking tools/use, code and ethics, awards/legal issues, tender process, RPO and pricing.

Major challengesMajor challenges identified include:

candidate shortage, skills, RPOs, finding and retaining staff, increased use of social networking, lack of recognition of professionalism in the industry, low barriers to entry, dealing with IR changes.corporate member comments include:• Clients like to know that an agency is

part of an industry association which has a code of practice, and as an agency I like to use RCSA as a tool for information, advice, etc. I believe it gives the industry as well as individual organisations credibility. I use it as a selling point with clients to demonstrate our ethics and credibility.

• Being a corporate member of RCSA is important to our company because we need representation by an industry group or association to the various government bodies, regulators and/or authorities to protect our interests and promote the philosophies of the recruitment industry.

Survey outcomesThe high level of participation in this

survey was in itself a highlight, sending a strong message about member engagement. The messages coming out of the data include positive messages about what the RCSA does for its members in relation to providing access to up to date information and setting standards of professionalism. Feedback also suggests the RCSA can do more on these matters.

The RCSA Member Survey has provided access to important data which has been

used to create focus areas for 2011:• Utilise more prominently in promoting

RCSA members to the market the credibility and professionalism attached to the RCSA Code and ethics management.

• Provide a broader range of professional development opportunities across all levels from new entrants to senior management.

• Introduce a tiered individual professional membership framework recognising individual experience and qualifications.

• Improving member communications by reintroducing a hard copy journal and building a new user-friendly website.

• Take a lead role in attracting individuals to a career in recruitment and in the development of young recruitment talent.

F O C U S : R C S A

Not an RCSA Member?

To find out more about individual or corporate

membership phone

+61 3 9663 0555

RCSA JOURNAL18

The RCSA PEARL Program helps young professionals connect with RCSA, each other and collectively

begin to develop further the skills that will help them be more successful and valuable to their employers, and ultimately themselves.

A call to members for expressions of interest in joining the committee brought nearly ninety responses in the first few days!

PEARL is a network to mentor and engage young professionals (aged under 35) moving up the ranks both with the RCSA and the industry as a whole. The committee comprises members from all Australian states and territories and New Zealand with the view to growing state-based groups in future. It was developed in response to the RCSA member survey which clearly indicated that members are interested in developing the pool of leaders in our industry and building tools and resources which assist in establishing recruitment as a career option.

”We weren’t at all surprised to receive so many expressions of interest so quickly,” RCSA CEO Steve Granland says. “It’s very clear to me that our members are very generous and supportive.”

There is also an award for PEARL members – the RCSA has established the inaugural RCSA Emerging and Aspiring Recruitment Leader Award which will be presented at the black tie RCSA Recruitment Industry Annual Gala Ball in Sydney on 26 May at The Ivy.

are you an aspiring leader? Want to develop your leadership skills further? contact [email protected] for more information.

Professional Emerging & Aspiring Recruitment Leaders



RCSA PEARL Program – calling all aspiring leaders

F O C U S : R C S A

PEARL is a network to mentor and engage young professionals (aged under 35) moving up the ranks both with the RCSA and the industry as a whole. Another interesting article: see page 37

for “Tips for Successful Mentoring” by Vanessa Fudge.


AUTUmN 2011 19

New user-friendly RCSA website launches soon

The RCSA’s new website features a brand new look with the key focus on

user-friendliness. And because the website is based on the RCSA membership database software, this means that later this year you’ll be able to register online for events and record CPE points which will drop right into the member database.

The home page clearly presents all the information you can find on the entire website. The title bar holds RCSA key activities such as membership, RCSA Code, Learning Centre, Events, tools and resources, publications and about RCSA.

In the body of the home page you’ll find RCSA Business

Solutions, lobbying and advocacy, member and supporter directory, New Zealand, AMRANZ (Association of Medical Recruiters of Australia and New Zealand), AANRA (Australian Association of Nursing Recruitment Agencies), and research and statistics.

The RCSA’s Manager, Marketing & Communications, Julie Morrison, took up this project as part of her new role. She says, “The great thing about rebuilding the RCSA website has been having a fresh pair of eyes. It’s been an opportunity to see where the current website doesn’t work as well as it could and improve upon that.

“Simplicity is the key – we want our members to find things quickly and easily and we want to keep it relevant and living”, she says.

Member feedback is most

welcome, email [email protected] new website will be

online soon and will be announced in Newshub.

F O C U S : R C S A

Australia | United Kingdom | South Africa | SE Asia | New Zealand | Canada | North America

Verify Your CandidatesIncreasingly candidates are tailoring their resumes to promote themselves favourably to you in a competitive labour market. You can now validate who they really are and that they have the skills, experience and qualifications stated.

Verify, the RCSA Premium Supporter in candidate and staff background verification, can assist you reduce your risk in candidate placement.

• The most extensive range of checks from criminal record, credit history, qualifications, on-line psych assessment to employment medicals.

• Guaranteed low cost and fastest turnaround times in the industry.

We strive to uphold your professional image and care for your candidates.

Call 1800 009 956 or visit www.verifycv.com.au ®


RCSA JOURNAL20

F O C U S : R C S A

RCSA Inaugural Annual Gala Ball 2011 – a night of celebrationThe RCSA Recruitment Industry Annual Gala Ball will be held on Thursday 26 May 2011.

It will be a black tie event at The Ivy in Sydney, with well-known industry figure Greg Savage MRCSA (Life), Global CEO

of Firebrand Talent, as Master of Ceremonies. The RCSA Recruitment Industry Annual Gala

Ball is proudly sponsored by RecruitmentSuper.CEO Steve Granland said it will be a night

of celebration. “The RCSA Annual Gala Ball is an opportunity to acknowledge the professionalism and achievements of the recruitment community,” he said.

There will be fine food and wine, dancing and networking with colleagues and peers. The impressive Ivy Ballroom is the venue and the popular band Jellybean Jam will entertain guests.

The RCSA Gala Ball celebrates the Inaugural RCSA Awards program. The awards are:• the mclean award for Workplace safety

(sponsored by Workpro)

• Young recruitment Professionals award (sponsored by MyCareer) and

• the outstanding contribution award (sponsored by SEEK). Commenting on the new Outstanding

Contribution Award, Steve said that sometimes, we are so busy with the task at hand that we overlook what great contributions RCSA members make – not only to the recruitment industry, but also to the economies of Australia and New Zealand.

More information, including details around the Awards nomination process are available now in Newshub on the RCSA website www.rcsa.com.au. Register now and join our major industry corporate and individual members who have reserved their seats. There are also special accommodation packages available.

R E C R U I T M E N T A N D C O N S U LT I N G S E R V I C E S A S S O C I AT I O N P R E S E N T S

2 6 M AY 2 0 1 1 , T H E I V Y B A L L R O O M , S Y D N E Y

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AUTUmN 2011 21

F O C U S : R C S A

Nominate for the 2011 RCSA Awards

The annual RCSA Awards are now open and nominations close at the end of April. The Awards, supported

by principal Sponsor RecruitmentSuper, provide a unique opportunity to recognise professionalism and contribution to the industry.

Have you made your mark in the recruitment industry as an emerging young recruitment leader or professional? Do you know anyone whose recruitment leadership excellence and professionalism inspires and develops the potential of others in the industry? You can self-nominate or nominate someone else in the industry for the annual RCSA Awards.

Nominations close 29 April at 12 noon and the finalists will be announced on 13 May. The winners will be announced at the RCSA Gala Ball on 26 May. There is no cost for RCSA members to apply, however non-members will need to apply to become a member at the same time as submitting their applications. Employees of RCSA corporate members are eligible.

There are three Awards in 2011:1. Young recruitment Professional award

(proudly sponsored by MyCareer)2. outstanding contribution award

(proudly sponsored by SEEK)3. mclean award for Workplace safety

(proudly sponsored by WorkPro).

About the Young Recruitment Professionals Award Proudly sponsored by MyCareer

Young Recruitment Professionals aged 18 to 35 are encouraged to demonstrate their recruitment leadership potential and celebrate their role in developing the recruitment industry through this inaugural award. Help us celebrate our industry and proclaim the first Young Recruitment Professional of the Year!

Launched this year, this inaugural Award is part of RCSA’s commitment to encourage and celebrate the contribution of young professionals to excellence in recruitment and will be an integral component of the RCSA PEARL (Professional Emerging and Aspiring Recruitment Leaders) Program.

Nominees must be in a leadership role or demonstrate leadership skills. Nominees can put themselves forward supported by

a business associate or be nominated by an employer, supervisor or a colleague. Business owners are also eligible to apply. All applicants must be 35 years or under at 30 June 2011.

Applicants need to prepare a written submission of a maximum of 2,000 words along with supporting documentation showcasing leadership experience according to the judging criteria, which you can find on the home page of the RCSA website.

The Young Recruitment Professional Award winner will receive:• Shirlaws “Managing in Context”

one day workshop • six months membership of a KEY executive

group with The Executive Connection or• six x 2-hour coaching sessions with

Graham Jenkins MRCSA (Life)• one registration to RCSA International

Conference: 31 August–2 September 2011 at the Sheraton Mirage, Port Douglas (flights and accommodation excluded).

About the Outstanding Contribution AwardProudly sponsored by SEEK

The Outstanding Contribution Award is for an individual who has made a significant contribution to the growth and success of the recruitment industry, demonstrated a capacity to inspire and a willingness to foster industry development generally. This Award recognises the person’s contribution to the industry as a whole, rather than to any one company, at a local, national or international level. It is an initiative to recognise the achievements and commitment to the recruitment industry. This person will have given their time, energy and resources to further the industry.

Nomination is through written submission and full details of the criteria are available on the RCSA website.

About the McLean Award for Workplace SafetyProudly sponsored by WorkPro

Malcolm McLean was a long-standing member of RCSA Occupational Health and Safety and Workers’ Compensation Committees over many years and was acknowledged with a Member’s Award for his service and commitment. Malcolm started with the Bayside Group in 1985

and until 2005, was the Manager for Occupational Health and Safety. Malcolm was a Member of both the Victorian and Australia/New Zealand Committees for OH&S and Workers’ Compensation and also the RCSA Insurance Committee. He was the driving force behind SmartStart, the pre-cursor to WorkPro, and loved every aspect of his work in the Occupational Health and Safety role. Malcolm was an example of how a passion for what you do is a great motivator, and provided an excellent role model to all who worked with him. When he passed away in 2005 the RCSA established this Award in his honour.

Nominations are invited from RCSA corporate or individual members for a single case study that demonstrates a company’s or an individual’s commitment to workplace safety activities, a specific workplace safety solution or a specific workplace safety system. Nominations can be made through a written submission and full details are available on the RCSA website home page.

How to applyYou can find full details of all the awards

and their criteria on the RCSA website home page (click on Newshub). Don’t forget – nominations close at 12 noon, Friday 29 April.

Principal Partner and Principal Awards Sponsor

Awards Sponsors

RCSA JOURNAL22

F O C U S : R C S A

Revisiting the RCSA Code for Professional ConductOne of the most

important aspects of

RCSA membership is

following the RCSA Code

for Professional Conduct.

This means that your

clients and your staff, as

well as your prospective

clients, can be certain

that if you are an RCSA

member (both individual

and corporate), your

business practices always

meet – and surpass –

the highest standards.

The RCSA Code for Professional Conduct and its Disciplinary and Dispute Resolution Procedures

(D&DRP) are authorised by the Australian Competition and Consumer Commission (ACCC) and recognised by the Commerce Commission in New Zealand. In a tender situation, many organisations demand this form of accreditation, so the Code not only provides a performance benchmark, it also can increase business opportunities.

Most RCSA members are familiar with the Code in concept and practise the highest standard of ethics and integrity at all times. However, to refresh your memory and for newer staff members, here is an outline of the eight principles that all RCSA members and their staff abide by:

Code for Professional Conduct Principles

1. Confidentiality and Privacy Observe a high standard of ethics, probity and professional conduct.

2. Honest Dealings Must act honestly in all dealings with candidates, clients, consultants and members.

3. Respect for work Relationships Must not undertake to jeopardise unlawfully a candidate’s engagements or interfere in work relationships established by others.

4. Respect for Laws Must comply with all legal, statutory and government requirements.

5. Respect for Safety Must act diligently in assessing occupational health and safety risks.

6. Respect for Certainty of Engagement Must ensure that candidates are given details of their work conditions.

7. Professional Knowledge Must work to develop a satisfactory and up-to- date level of relevant professional knowledge.

8. Good Order Are encouraged to use a process of negotiation, mediation and arbitration to resolve disputes.

Professional Practice Council The RCSA Professional Practice Council

was approved by the RCSA Board of Directors to oversee the Professional Practice requirements of RCSA members.

This Council has a chair appointed by the RCSA Board of Directors and nine Council Members who are RCSA Life Members.

One of the Council’s roles is to determine additional schedules to be provided to enhance the RCSA Code for Professional Conduct and regularly review the Code and Disciplinary and Dispute Resolution Procedures, and make recommendations for amendments as required.

The Professional Practice Council monitors ethics matters as they appear on the Ethics Register in order to provide advice on amendments to training and information materials and also as mentors to Ethics Committees to ensure procedures are duly followed and, when required, participate in Ethics Committees.

The Professional Practice Council provides a report to the RCSA Board which is included in the Annual Report, reflecting matters addressed by the Ethics Committees during the year and any steps taken to address trends.

More information about the Code As part of the RCSA’s ongoing commitment

to assisting members with ethics and professional practice, it has developed a comprehensive range of resource materials, sanctioned by the RCSA Professional Practice Council and approved by the RCSA Board of Directors, the RCSA’s Professional Practice Adviser, Andrew Wood Hon MRCSA (Life) LLB, and the RCSA Ethics Registrar for use in Australia and New Zealand.

These resources are available on the website and are FREE for RCSA corporate member organisations, their staff and individual members to ensure that all those who are acknowledged as members of the association or who are employed by members have every opportunity to understand their obligations under the Code.You can also find online training on the RCSA Code as well as further information about the Code with detailed scenarios and explanations and information about Disciplinary & Dispute Resolution Procedures on the new RSCA website to be launched in April.

AUTUmN 2011 23

S E C T I O N

2 0 11 R C S A I N T E R N A T I O N A L C O N F E R E N C E



»» Would»you»like»to»create»a»competitive»edge?

»» Do»you»need»to»train»to»updated»technology?

»» Is»it»time»to»try»new»or»untapped»market»places?

»» Is»it»time»to»try»something»different»that»»will»add»value»to»your»business?

The theme for the 2011 RCSA International Conference is “Targeting Innovation for Productivity”

Innovation»is»one»of»the»key»drivers»of»economic»growth»–»find»out»how»to»use»innovation»to»grow»your»business»and»career»through»industry»and»business»keynote»speakers,»workshops,»knowledge»exchange»and»networking»with»industry»peers»and»key»business»providers.»

Ensure that you know how to:»» Utilise»new»technology»»» Increase»productivity»»» Drive»new»business»growth»»» Deliver»improved»commercial»outcomes»»» Provide»a»competitive»advantage»»» Improvise»efficient»management»practices»»» Develop»fruitful»engagement»with»market»and»customers»»» Increase»staff»engagement»and»lead»to»increased»

commitment»and»improved»performance

Register»now»for»the»2011»RCSA»International»Conference»Targeting Innovation for Productivity.

There’s»a»guide»to»some»of»the»keynote»speakers»»plus»full»registration»details»overleaf.

Principal Partner and Platinum sponsor

RCSA JOURNAL24

S E C T I O N

The»2011»RCSA»International»Conference»will»be»held»at»the»Sheraton»Mirage»Port»Douglas»from»Thursday»1»–»Friday»2»September»2011»(Pre-Conference»Masterclasses»and»Poolside»Welcome»Reception»BBQ»on»Wednesday,»31»August»2011)»and»will»focus»on»“Targeting Innovation for Productivity”.»The»Program»will»consist»of»keynote»and»concurrent»sessions»across»two»days»as»well»as»a»“Knowledge»Exchange”»Lunch.»

The»Conference»also»allows»time»for»winding»down»and»to»enjoy»»beautiful»Far»North»Queensland»with»networking»events»on»each»night:»Get»familiar»with»the»Sheraton»Mirage»Port»Douglas,»white»sands»and»blue»waters»will»greet»you»at»the»Poolside»Welcome»Reception»BBQ».»Thursday»night»will»see»you»taken»away»to»a»mystery»location»for»your»

Conference»Dinner.»Reflect»on»this»year’s»Conference»and»enjoy»Port»Douglas»by»night»at»the»On»the»Inlet»Restaurant»built»out»over»the»water»for»your»Sunset»Closing»Cocktail»Party.

Post»Conference»Tours»have»been»organised»for»delegates»to»make»»the»most»of»their»time»in»Far»North»Queensland:»book»your»yacht»sailing»cruise»to»the»Great»Barrier»Reef»or»to»the»Daintree»River»(canoeing»optional)»and»Rainforest»and»benefit»from»the»group»booking»rate.»»More»of»a»golfer?»The»Sea»Temple»Golf»Club»awaits»you»on»Wednesday,»31»August.»

There»is»also»a»Masterclass»on»key»industry»topics»available»on»Wednesday»31»August.




Peter Sheahan Keynote Speaker

Peter»Sheahan»has»established»a»globally»recognised»brand»as»a»leading»expert»in»workforce»trends»and»generational»change.»In»the»space»of»three»years»he»has»built»a»multi-million»dollar»consulting»practice»attracting»clients»such»as»Newscorp,»Google,»Coca-Cola,»L’Oreal»and»»Ernst»&»Young.»Peter’s»success»is»driven»by»his»ability»to»identify»areas»of»untapped»potential»within»organisations,»develop»the»unique»thought»processes»and»skills»required»to»convert»that»potential»into»performance,»then»engage»with»key»individuals»at»all»levels»to»make»it»a»reality.»Named»NSW»Young»Entrepreneur»of»the»Year»(2003)»and»National»Speakers»Association’s»Keynote»Speaker»of»the»Year»(2006),»Peter»has»delivered»more»than»2,000»presentations»to»a»combined»audience»of»over»300,000»people»in»six»different»countries.»»He»is»the»author»of»four»books,»including»the»bestseller»Generation Y: Thriving (and Surviving) with Generation Y at Work.»

Amanda Gome Keynote Speaker

Amanda»is»the»CEO»of»»online»publishing»company,»Private»Media,»which»owns»SmartCompany.com.au,»StartupSmart»and»Crikey.»She»is»also»the»founder»and»publisher»of»SmartCompany.com.au,»Australia’s»number»one»news»and»resources»publication»for»entrepreneurs,»and»StartupSmart,»a»news»and»resource»site»for»people»starting»a»business.»Previously»Amanda»was»an»editor»and»senior»writer»at»BRW»magazine,»where»her»passion»and»interest»in»entrepreneurship»led»her»to»founding»and»editing»two»flagships,»the»

BRW»Fast»100»and»Fast»Starters,»as»well»as»the»Emerging»Companies»section.»She»is»also»an»adjunct»professor»of»business»at»RMIT»University,»lectures»students»in»entrepreneurship»and»regularly»comments»to»the»media»on»business.»

Joris Luijke Joris»Luijke»is»the»Global»Talent»Director»of»Atlassian,»an»Australian»software»company»specialising»in»software»development»and»collaboration»tools»that»are»used»by»more»than»23,000»organisations.»»Atlassian’s»own»staff»engagement»practices»have»been»formally»recognised»extensively»over»the»past»year»with»numerous»of»HR»awards,»including»the»HR»leader»Award»for»Innovation»in»Recruitment»and»Retention»and»the»Fairfax»FEMA»Recruitment»award»for»best»on-site»HR.»The»company»also»received»Highly»Commended»Awards»for»Australian»Employer»of»the»Decade»and»Australia’s»Employer»of»Choice.»In»the»US,»they»were»identified»as»one»of»the»25»Best»Small»Companies»to»Work»For»by»the»Great»Place»to»Work»Institute.»Earlier»in»the»year»they»were»awarded»a»Hewitt»Best»Employer»Highly»Commended»Award.»In»his»previous»role»as»the»General»Manager»Consulting»of»Chandler»Macleod»Technology,»Joris»was»part»of»the»initial»team»that»adapted»traditional»psychological»instruments»for»use»with»next-generation»internet»technologies.»

Steve VamosSteve»Vamos»is»a»non-executive»Director»of»Telstra»and»the»founding»President»of»the»Society»for»Knowledge»Economics,»a»not-for-profit»think»tank»whose»mission»is»to»make»Australia»one»of»the»world’s»leading»knowledge»

economies,»supporting»a»successful»transition»of»the»Australian»economy»from»the»industrial»age»to»the»knowledge»era.Previously,»he»was»the»CEO»of»ninemsn,»growing»the»Microsoft»and»PBL»joint»venture»from»start-up»to»online»media»industry»leader,»and»Vice»President»of»Microsoft»Australia»and»New»Zealand»until»2007,»before»moving»to»the»United»States»to»become»the»company’s»head»of»Worldwide»Sales»and»International»Operations»for»their»Online»Services»Group.He»also»spent»14»years»with»IBM»Australia»before»becoming»Vice»President»and»Managing»Director»of»Apple»Computer»Asia»Pacific»and»Managing»Director»of»Apple»Computer»Australia.»He»holds»a»Bachelor»of»Civil»Engineering»(Honors)»from»the»University»of»New»South»Wales»and»was»twice»named»in»the»top»five»most»influential»members»»of»the»Australian»technology»industry»by»the»Australian Financial Review.

John Rawlinson Panelist

John»Rawlinson»(JR»as»he»is»better»known)»started»a»career»in»recruitment»with»Morgan»&»Banks»and»was»the»founding»CEO»of»the»specialist»IT&T»company»MBT,»which»grew»under»his»leadership»to»be»the»market»leader»in»Australia»and»New»Zealand.»»In»2001»John»moved»to»the»USA»as»Executive»»Vice»President,»Sales»and»Marketing»for»TMP»Worldwide,»the»owner»of»leading»online»recruitment»site»Monster.com.»Returning»to»Australia,»John»was»Founding»CEO»of»Talent2»International»Limited»and»within»three»years,»Talent2»grew»to»a»company»with»annual»revenues»of»$200»million,»employing»over»1000»staff»across»17»countries.»Today»Talent2»is»recognised»as»a»leader»in»talent»management»and»HRO»solutions.

2011 RCSA International Conference – Meet some of the speakers

AUTUmN 2011 25

S E C T I O N

RCSA»Full»Conference»registration»includes»the»Poolside»Welcome»Reception»BBQ,»RecruitmentSuper’s»Fiery»Feast»and»Sunset»Closing»Cocktail»Party.»AMRANZ»registration»includes»(RCSA)»Poolside»Welcome»Reception»BBQ.»AMRANZ»Dinner»to»be»booked»separately.»Masterclass,»Pre»or»Post»Conference»Tours»are»not»included»in»registration»fees.

RCSA ConfeRenCe (Includes AMRANZ Members Meeting on Wed, 31 August.)

full Before or on On or after one Day Before or on On or after Delegate 30 June 2011 1 July 2011 Delegate 30 June 2011 1 July 2011

»RCSA»members» $1,495.00» $1,995.00» RCSA»members» $820.00» $930.00»

»Non-Members» $2,242.50» $2,992.50» Non-Members» $950.00» $1,045.00»

otheR RegiStRAtionS Date Time Price

»Masterclass»(each)» Wed»31»Aug» 1400»–»1700»hrs» $275.00

»Golf»18»Holes»» Wed»31»Aug»» 1330»–»1730»hrs» $130.00

»Great»Barrier»Reef» Sat»3»Sept»» 0800»–»1730»hrs» $200.00

»Daintree»Rainforest»» Sat»3»Sept»» 0845»–»1700»hrs» $159.00

For»the»first»time»the»AMRANZ»Members»Meeting»will»also»be»held»at»the»Sheraton»Mirage»Port»Douglas,»prior»to»the»RCSA»Conference,»on»Wednesday,»31»August.

AMRANZ»delivers»specialised»and»educational»Members»Meetings»that»are»both»informative»and»relevant.»Active,»challenging»and»engaging»experts»from»the»business»and»medical»fields»have»been»selected»to»bring»you»sessions»that»are»focused»and»enjoyable»and»which»

guarantee»to»add»significant»benefit»to»your»day-to-day»business,»based»on»feedback»from»AMRANZ»Members.

Cost»to»members»is»$250,»non-members»$375.»Members registering for the RCSA Conference will receive attendance to the AMRANZ Members Meeting free of charge.»Sample»the»Sheraton»Mirage»Port»Douglas»food»during»the»exclusive»AMRANZ»Dinner,»to»be»held»on»Tuesday,»30»August,»»at»Il»Pescatore»Restaurant»($100»per»person)»and»join»the»RCSA»delegates»at»the»Poolside»Welcome»Reception»BBQ»at»the»Gazebo»on»Wednesday,»31»August»as»part»of»your»RCSA»Conference»package.

RCSA Conference Registration Fees

AMRANZ Members Meeting

AMRAnZ Members Meeting

»AMRANZ»Members» $250.00

»Non-Members» $375.00

incentive Discount Rates for group Bookings Discount off total No. of registrations registration fee

»3-5»people»(inclusive)» 20%

»6-10»people»(inclusive)» 25%

»11+»people» 30%All prices include GST.

RCSA JOURNAL26

S E C T I O N

ACCoMMoDAtion

the rates below have been negotiated with the Sheraton Mirage Port Douglas for delegates attending the RCSA Conference and/or AMRAnZ Members Meeting.

hotel Rate per night

Deluxe Room (breakfast not included – single, double or twin) $250.00

VillasAll villas are inclusive of breakfast

2 bedroom villa (1 king, 2 single beds – sleeps max 4) $690.00

3 bedroom villa (1 king, 1 queen, 2 single beds – sleeps max 6) $725.00

4 bedroom villa (1 king, 1 queen, 4 single beds – sleeps max 8) $830.00»

All figures listed include GST and are correct at time of printing and are subject to change.

Please send me more information on the following items. Please tick a box: 2011 RCSA international Conference – Registration

AMRAnZ Members Meeting – Registration

RCSA Sponsorship opportunities

Surname:»»____________________________________________________________________________________________________________»Given»Name:»»______________________________________________________________________________ »

Organisation:»» _____________________________________________________________________________________________________»Position:»»______________________________________________________________________________________

Address:»»___________________________________________________________________________________________________________________________________________________________________________________________________________________

Suburb:»» _______________________________________________________________________ »State:»___________________________»Country:»________________________________________________»Postcode:»»___________________

Tel:»(»»)»»___________________________________________________________________________________________________»Fax:»(»»)»»____________________________________________________________________________________________________

Email:»»________________________________________________________________________________________________________________________________________________________________________________________________________________________

Please complete and return to:2011 RCSA International Conference Secretariat C/- Conference Action Pty LtdPo Box 576, Crows nest, nSW 1585 Australia tel: +61 2 9431 8632 fax: +61 2 9431 8677 email: [email protected]

for more information please visit:www.rcsa.com.au/conference2011




SoCiAL eVentS Date Time Price

»AMRANZ»Dinner»(Il»Pescatore»Restaurant)» Tues»30»Aug»» 1900»–»2300»hrs» $100.00

»Poolside»Welcome»Reception»BBQ» Wed»31»Aug»» 1730»–»1930»hrs» incl»in»AMRANZ»and»RCSA»full»registrations

» » One»Day»Delegates»and»Guests:» $100.00

»RecruitmentSuper’s»Fiery»Feast» Thur»1»Sept»» 1830»–»2330»hrs» incl»in»RCSA»full»registrations


»Sunset»Closing»Cocktail»Party» Fri»2»Sept» 1730»–»1930»hrs» incl»in»RCSA»full»registrations





AUTUmN 2011 27

Rib Report – Average (of 102 Firms) Ordinary Great Outstanding

What is the RIB Average? The RIB Average is the absolute average of the performance of firms participating in the benchmark report.

July to December 2010• Dramatic improvements in

the Perm market suggests continued growth throughout the second half of the year.

• Record volume of Temp and Contract Hours were processed for a review period.

• RIB Avg Gross Profit for the first six months sets a new RIB Record High for any six month period since the commence-ment of the RIB Report.

What defines Ordinary? An Ordinary result is achieved by the majority. Ordinary performers usually meet expectations but rarely exceed them.

July to December 2010• Temp Avg GP Per Hour has

fallen in value by six per cent compared to the prior year.

• Sluggish growth on average Perm fees is influenced by a substantial increase in temp to perm conversions reported at significantly reduced conversion fees.

What defines Great performers? They recognise what they’re good at and keep refining the niche and their specialisations.

July to December 2010• The RIB Avg Total (temp +

perm) Gross Profit is up 24 per cent on last year. Firms that had a great year were able to achieve Total Gross Profit growth of 150-175 per cent. These results are a strong indicator that market conditions and confidence are continuing to improve.

What defines Outstanding performers?Outstanding performers are the top ten per cent of participants. They achieve the best results in most RIB sectors .

July to December 2010• Achieved 96 per cent plus

increase in Temp/Contract Sales.

• Perm Placements Sales volume grew by 151 per cent or more.

Participant Results

100%

Participant Results

65%

Participant Results

25% Participant Results

10%

Benchmark Performance Ranges July to December 2010 results compared to July to December 2009 – how do you compare?

Compared To 2009 RIB Average Actual

Ordinary Performance

Great Performance

Outstanding Performance

temp/contract sales UP 34% 1% to 65% 66% to 95% 96% plus

temp/contract hours Processed

Up 26% 12% to 40% 41% to 53% 54% plus

temp/contact gP as a % of sales

14.4% YTD down from 17.2% IN 09

10% to 18% 19% to 23% 24% plus

Perm Placements number invoiced

Up 70% 40% to 100% 101% to 150% 151% plus

Perm sales volume Up 45% 10% to 90% 91% to 220% 221% plus

Perm average Placement fee

Down 15% @ $6,923 $4,000 to $10,000 $10,000 to $14,000 $14,000 plus

reporting the facts. Each quarter the RCSA Journal will provide current facts and figures from the Recruitment Industry Benchmark Report. Selecting from their “Top 20 Business Performance Indicators”, we’ll share factual data on what’s being achieved. Tracking Trends in real time, the benchmark report processes data from 100+ recruitment firms each month, measuring a range of performance indicators, with

the combined results determining the monthly RIB Average. This issue puts the focus on Temp and Perm performance activity during the July to December 2010 period compared to the same period in 2009. Insert your data in the table to find out how your results compare.

RIB half year results are in and perms are in demand!

B u s i n e s s m a n a g e m e n t i s s u e s

RIB Report comment by Nigel Harse, email [email protected], www.ribreport.com.au

RCSA JOURNAL28

From 1 January 2011 Australia has had a “single national consumer law”, called the Australian Consumer Law.

It replaces most, but not all, fair trading and consumer protections in the Trade Practices Act 1974 and corresponding state and territory laws. For example, the employment service provider provisions of the New South Wales Fair Trading Act, which relate to the charging of candidate fees have not been replaced – they have simply been renumbered.

The Australian Consumer Law is important because it regulates your dealings with clients, candidates and suppliers.

Don’t be misled by the word “consumer” into thinking that this law doesn’t apply to you because most of your transactions are business transactions or are with business clients.

The Australian Consumer Law says that services are acquired as a “consumer” if the price paid for the services does not exceed $40,000. That $40,000 limit might be expected to cover a fair proportion of your placements and on-hires.

In some cases, transactions with a value over $40,000 can still be consumer transactions if your services are acquired

for personal use or consumption. That could happen if you charge substantial personal professional fees – e.g. for training or for migration services.

The Australian Consumer Law includes new consumer rights for standard form contracts and provisions guaranteeing consumers’ rights when buying services including guarantees that: • the services will be provided

with care and skill • the services will be fit for any

specified purpose or outcome and • where you don’t specify a timeframe

to provide your services – a guarantee that you will provide services within a reasonable time (Think about what that might mean to some of your more difficult recruitment assignments!). It includes rules about how businesses

should deal with consumers to encourage better business behaviour and to protect consumers from harm.

Trailing fee arrangements, cold calling, floating candidates, use of “deemed acceptance” provisions (i.e. the various devices by which you try to tie a client into your terms and conditions of business including the use of email footers) will all require a rethink under the new laws.

Australian Consumer Lawwhat it means for recruiters

The Australian Consumer Law regulates your dealings with clients, candidates and suppliers. The word “consumer” may be misleading – the law does apply to you because most of your transactions are business transactions or are with business clients. Andrew Wood explains how this new law affects recruiters.

b U S I N E S S m A N A g E m E N T I S S U E S

Tel: 02 9279 4415Web: www.voyager-software.com.auEmail: [email protected]

AUTUmN 2011 29

Importance of transparencyA substantial number of the provisions in

the Australian Consumer Law speak about “transparency”. Good examples would be the requirement in section 24 for the terms of a consumer contract to be transparent and the requirement in section 79 for all unsolicited consumer agreements to be transparent.1

Many of the fair trading and consumer protection provisions with which you would be familiar have been retained. The prohibitions against misleading and deceptive conduct are in. The prohibitions against making false or misleading representations about your services are in. The prohibitions about misleading conduct relating to employment are in. The prohibition against bait advertising is in.

The new Australian Consumer Law also includes some general protections against unconscionable conduct – even where this takes place in business transactions.

These provisions can have a significant impact upon the enforceability of your terms of business, especially those which set up candidate exclusivity, contractor restraints, contractor switching fees, and excessive trailing fee arrangements, or which allow unilateral changes, or shift risk unfairly. Many “deemed acceptance provisions” may also be affected by these laws.

Unsolicited servicesSection 42, which deals with “unsolicited

services”, is likely to have an impact upon the practice of floating résumés with terms of business attached and then claiming a fee when the candidate later gets a job. It says: If a person, in trade or commerce, supplies unsolicited services to another person, the other person is not liable to make any payment for the services.

Because “services” are so widely defined and can include provision of information about candidates, the floating of a candidate résumé to a prospective client may count as an unsolicited supply.

Section 43 goes on to say that you must not assert a right to payment unless you have reasonable grounds for doing so. The onus falls on you to prove that you had reasonable grounds.

A fine of up to $1.1 million for a corporation and $220,000 for an individual applies if you get this wrong.

You may have recently seen a number of email footers that suggest that some recruiters might be attempting to create contracts out of unsolicited communications of candidate résumés.

Quite apart from the spam consequences, it is now possible that additional liability will

attach at the Australian Consumer Law.The upshot of all this is that the industry

is likely to come under closer scrutiny with respect to its dealings with consumers, and members may need to revisit their business documents and recruitment practices in order to ensure that they do not fall foul of the new laws.

Members who seek further information might like to visit the Australian Consumer Law Homepage at www.consumerlaw.gov.au/content/Content.aspx?doc=home.htm or contact RCSA Business Solutions at [email protected].

1 Not all your transactions with consumers will involve “consumer contracts” or “unsolicited consumer agreements”. These have specialised meanings and it is important that you familiarise yourself with them to see if they apply to you.


Andrew Wood Hon MRCSA (Life), Barrister

RCSA JOURNAL30

As a super fund member, you will have heard the term “financial advice”, but it’s likely that you’ll also have decided it’s something you

don’t need. RecruitmentSuper research suggests that a better understanding of advice, and what it entails, would help Australians build their wealth faster, and make the most of their retirement savings.

Qualitative and quantitative member research undertaken by RecruitmentSuper in September 2010, found that members don’t understand the types of financial advice on offer from their fund – and what value it delivers. This has become a barrier to seeking advice for 67 per cent of respondents.

Perhaps one of the biggest misconceptions is that financial advice is only for the “rich”. In reality, most members can benefit from assistance with decisions about their super, such as which investment option suits you, what impact extra contributions could make, and what types of insurance are available to you.

Of course, financial advice isn’t limited to super. It can also include identifying your financial goals, choosing other investments such as shares or property, and putting in place safeguards to manage risk. The better your understanding of the advice options available, the likelier you’ll be to get engaged in retirement planning.

Unfortunately, low awareness and understanding of advice means the easiest option is to do nothing at all. That’s how we’ve come to a situation where thirty per cent of people aged over fifty have not made any preparations for retirement – which is what the 2010 Mercer Superannuation Sentiment Index tells us is the case. Yet getting involved in retirement planning – no matter what your age – can make a big difference once you finish working.

Employers have an important role to play in this area too. RecruitmentSuper has worked with several recruitment employers to develop work place education and financial literacy programs

for their employees. Once individuals get to grips with the basics, they often see financial advice as the next step in building wealth. In this context choosing a default super fund that provides access to trusted advice channels is a great way to enhance the employer brand.

In fact, access to financial advice is seen as a “must-have” offering to be a star-performer in the super industry. When Canstar Cannex awarded RecruitmentSuper its 5-star rating in August last year, this was one of the key criteria (along with factors like investment performance and value for money).

The research also found that a significant number of members – across all age groups – would prefer advice to be delivered face-to-face (59 per cent on average). According to respondents, this format provides the opportunity to assess the adviser for competency and honesty, ask questions and build a trusted relationship. Other forms of delivery such as telephone, internet and email are acceptable to members, but only after a personal rapport has been built face-to-face.

Whether it’s a RecruitmentSuper consultant visiting you at work to talk about your super options at no extra cost, or investing in a full financial plan with an adviser from their partner, Outlook Financial Solutions, personal service is critical to getting engaged with your finances.

Ultimately, that’s what advice is all about – helping you get engaged, so that you identify your needs and goals, then set out a roadmap to get there. You can do lots of research and thinking on your own – there are plenty of resources on the RecruitmentSuper website – but sometimes it helps to talk to a professional. Just be sure you understand what you can expect and the value you’ll receive from doing so.

The key point is to get started: the earlier you start building wealth, the greater the rewards by the time you’re ready to kick back, relax and retire!

Professional Associations Superannuation Limited (PASL) (ABN 14 056 917 303 AFSL 222590 RSE L0000352) is the Trustee of Professional Associations Superannuation Fund (PASF) (ABN 78 984 178 687 RSE R1000429). RecruitmentSuper is a Division of PASF. This information is of a general nature only and does not take into account your personal objectives, situation or needs. Before making a decision about RecruitmentSuper, you should consider your own requirements and the relevant Product Disclosure Statement. For a copy call us or visit the RecruitmentSuper website, www.recruitmentsuper.com.au PASL has engaged eo Pty Ltd (ABN 53 000 013 276 AFSL 232501) to provide general financial advice, marketing and sales services for PASL. Financial services provided by eo Pty Ltd are provided under eo Pty Ltd’s Australian Financial Services Licence. Member Services Consultants are employed by eo Financial Services Pty Ltd (ABN 57 103 181 844) and are Authorised Representatives of eo Pty Ltd. eo Financial Services Pty Ltd offers members this referral service for financial planning and advice services of Outlook Financial Solutions Pty Ltd (ABN 40 083 233 925, Australian Financial Services Licence number 240959) [Outlook]. No recommendation (express or implied) or other information should be acted upon without obtaining specific advice from a Representative of Outlook.

Financial advice: you don’t need to be rich or retired to benefit By Justin McMinn, Member Services Manager, RecruitmentSuper


A better understanding of advice, and what it entails, would help Australians build their wealth faster.

AUTUmN 2011 31

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In the mediaRCSA President Lincoln Crawley speaks about the importance of profiling the RCSA and increasing our volume of information to the media in his article on page 8. Here is a list of recent media releases, many of which were picked up by various media outlets.

• rcsa response to underhill report.

• rcsa 2011 Breakfast series launched.

• amranZ and ahPra moving forward.

• 2011 rcsa annual conference – targeting innovation for Productivity.

• rcsa charity Breakfast raises over $15,000.

• rcsa welcomes minister’s changes to Pacific seasonal Worker Pilot scheme.

• rcsa Business solutions advice: right of entry – recent fine $12,000, maximum possible $33,000.

• rcsa 2011 annual gala Ball and awards celebration.

• rcsa Business solutions advice: Wsv seeking public comment.

• rcsa Business solutions advice: on-hire services safety performance improvements are here to stay.

• rcsa Pearl Program – calling all aspiring leaders.

• rcsa Business solutions advice: failure to follow directions – it’s a clear case for dismissal.

• rcsa Business solutions advice: doing business electronically and the use of electronic signatures.

• greg savage mrcsa (life) to mc rcsa gala Ball.

• rcsa Business solutions advice: to deduct or not to deduct, that is the question.

• rcsa Business solutions advice: victoria’s first ohs discrimination conviction is new front for risk.

• rcsa Business solutions advice: disability discrimination payout.

• rcsa Business solutions advice: reduced liability for adherence to work health safety systems.

• rcsa award nominations now open.

• rcsa annual conference – invitation for suppliers now available.

• rcsa code for Professional conduct supported by victorian government department.

RCSA JOURNAL32

Protect your business against human error

Today’s highly compliant and fast-moving business environment has created some major exposures. In the past, risk was measured on the probability of natural disasters or a one-in-five-hundred possibility of a serious accident.

The current focus, however, is on fines and penalties against companies breaching the law, theft or fraud by people in positions of trust and directors and officers being held personally liable.

There has been an unexpected escalation of losses generated through human failings, for example the inappropriate behaviour by David Jones’ Chief Executive, the unfair dismissal of the Herald Sun editor and the $20 million theft by the accountant of Clive Peeters which forced the company into receivership. In each of these examples, it is the actions of key decision-makers that have caused serious financial loss.

Every business is vulnerable and poor decision making could be part of your risk profile. Management liability insurance reduces the effects human error could have on your business. When a breach of company law or regulation is alleged, the focus is on the conduct of the manager and the company. Directors are now affected by more than two million references under federal, state and local government law. While a claim might be unfounded, time and money can still be spent defending it successfully.

Litigation can have a devastating impact on a company’s bottom line, which in turn will impact both owners and employees. If a claim is made against you or your company it is vital to have access to experienced legal representation to ensure a good defence strategy is implemented immediately. Having the right insurance will give

you access to the right people who will protect the finances, reputation and future of the company.

Management liability insurance is specifically designed for private companies and combines several policies to provide cover for a range of exposures.

Key areas of cover include: • Audits by ATO and WorkCover• Company Liability: for mismanagement claims

against the company• Company Reimbursement: for mismanagement

claims against the directors and officers where they are indemnified by the company

• Crisis Containment: for costs associated with public relations to prevent financial loss and defamation through bad press

• Directors’ and Officers’ Liability: for mismanagement claims against the directors and officers where they are not indemnified by the company

• Employment Practices Liability: for claims made by employees relating to sexual harassment, discrimination or unfair dismissal.

• Fidelity Guarantee: for direct financial loss caused by employee dishonesty

• Statutory Fines: for fines and penalties from government authorities for example OHS and Environmental law breaches

• Superannuation Trustees Liability: for mismanagement claims relating to the staff superannuation fund.The most efficient way to find management

liability cover for your specific needs with the lowest premium is by using an insurance broker. To find out more contact an OAMPS recruitment insurance expert today on 03 9412 1212 or [email protected]

Litigation can have a devastating impact on a company’s bottom line, which in turn will impact both owners and employees.



AUTUmN 2011 33

As the RCSA issues management team turns their attention to the recently released Office of the Australian Building and Construction Commissioner inquiry into sham contracting, it seems an appropriate time to review the legitimacy of independent contracting in the recruitment sector, writes Charles Cameron, Director, Stratecom, in this special report for the RCSA Journal.

For most readers it is clear that independent contracting is nothing new, nor, for that matter, illegitimate; so does

so-called “sham contracting” include the most common forms of recruitment sector contracting and is such contracting genuine?

The short answer is that the target of the ABCC inquiry will be focused on vulnerable and young workers performing mainly unskilled or semi-skilled work, where they have little choice or understanding of the form of engagement they have entered into. However, it is interesting that the ABCC has chosen to extend the scope of their inquiry to the role of “labour hire” in that sector.

Sham contracting under the Fair Work Act exists when an employer tries to disguise an employment relationship as an independent contracting relationship. It is suggested that this may be done to avoid having to give the employee their proper entitlements.

Recently, an on-hire firm and its client were prosecuted by the Fair Work Ombudsman in South Australia for engaging young workers as independent contractors to work in a retail outlet when, as the FWO said in their case against the firm, “in no sense was [the worker] going to be a bona fide, self employed, independent contractor in her own right, and in no sense was [the worker] wishing not to be bound by the constraints of the wages system, and in no sense was [the worker] running her own business or going to run her own business”.

Under the Fair Work Act 2009, the employer cannot:

• misrepresent an employment relationship or proposed employment relationship as an independent contracting arrangement

• dismiss or threaten to dismiss an employee to re-engage them as an independent contractor

• knowingly make a false statement to persuade or influence an employee to become an independent contractor.

While it is unlikely that an on-hire independent contractor working in a senior position in IT, executive or technical would be successful in running a sham contracting claim against an on-hire firm, it is very important for readers to carefully consider vulnerable workers. It is also very important for recruitment firms to carefully consider whether independent contractors would be accepted as genuine independent contractors in circumstances where a “contractor” pursued a claim of unfair dismissal or underpayment of award entitlements. The reason for this questioning of genuine independent contracting relationships stems from the fact that many on-hire independent contractors do not satisfy some of the fundamental tests established under the common law.

The common on-hire independent contracting relationship involves payment by the hour, inability to sub-contract, no payment by results, limited control over how the work is done and no responsibility for rectification of defects at no cost. Therefore, there are some serious questions about the genuineness, in the eyes of the law, of many independent contracting relationships in the on-hire sector, especially if such independent contractors are operating as sole-traders.

Encouragingly and progressively, bodies like the ABCC are starting to ask questions about a third category of independent contractor, one where they are economically dependent but where the individual clearly intends on being a non-employee and operate a business. This category of contractor covers the absolute majority of on-hire independent contractors and further consideration of this third category will be explored and encouraged by RCSA in its submission to minimise the likelihood of an above board on-hire independent contracting relationship being deemed unlawful.If you would like to read the ABCC inquiry discussion paper and provide input in to the RCSA submission, you are invited to contact RCSA Business Solutions at [email protected]

Independent contracting in the recruitment sector – is it time for a new look at what is genuine contracting?


Charles Cameron, Stratecom


RCSA JOURNAL34

Working Australians are gearing up to move jobs in huge numbers with men leading the charge and “flexibility” is high up on the list of what they want in a new job.

The fourth annual Hidden Hunters report commissioned by job board CareerOne.com.au reveals men in

particular are looking for a new opportunity after bunkering down during recent years of economic uncertainty.

“Our research shows there are more than 700,000 Australians actively looking for a job compared to 12 months ago with job hunting most pronounced among men. Overall, eighty per cent of the Australian workforce is open to or actively looking for new job opportunities that better align to their needs and financial circumstances, with 37 per cent actively pursuing a new role,” says CareerOne’s National Sales Director Dawn Tingwell.

She says the report suggests that the intense focus being placed on the bottom line by organisations across Australia in the post-GFC environment is taking its toll on worker satisfaction and loyalty.

“In addition, with interest rates and the cost of living on the increase, we are seeing a strong correlation between financial stress and increased job hunter activity. Long hours, getting more work done with fewer resources and the reluctance of organisations to increase salaries has employees looking for jobs that allow them to have more of a life outside the office.

“For the first time in the history of our research we are seeing flexibility become a unisex desire among job hunters including highly educated and qualified men,” Dawn says.

“In terms of satisfaction levels, the Australian workforce is less satisfied with their jobs across all the measures used in our research not only compared to last year but even since 2008. This is particularly true of clerical, administration and sales workers and evident across a broad range of industries from advertising, education, hospitality, logistics, marketing and property.”

The measures include career path, the actual job, job security, team, pay, management, flexibility and hours worked.

The Hidden Hunters research identifies seven different job hunter segments and the triggers that “push” them out of one job and “pull” them into another. The research offers

key messages for HR professionals trying to hang onto staff as well as recruiters trying to attract top candidates.

The profile groups and their top line wish list for a job comprise:

• Personal Ambition – want success and career progression

• Recognise Me – want recognition and reward

• Rewarding Challenge – look for reward and life balance

• Flexibility – look for flexibility, recognition and challenge

• Contented – want flexibility and lifestyle• Supportive Environment – want a great

team and training• Drifters – look for a good team and

lifestyle.

The research was carried out by independent experts The Acid Test among a sample group of one thousand employed adults chosen as representative of Australian Bureau of Statistics population demographics.

Dawn Tingwell, who has been presenting the findings of the Hidden Hunter research at RCSA functions around the country this month, says flexibility has become a key driver for every type of worker surveyed.

“Over the past four years we have seen consistent growth in the number of people searching for flexibility to the point where they now comprise the largest segment of job hunters in the current market,” she adds.

Workforce on the move

CareerOne’s National Sales Director Dawn Tingwell.


AUTUmN 2011 35

What is the level of jobseeking activity on a mobile site compared to a regular website? Does a mobile optimised website result in more traffic than a regular site accessed via mobile device? And what new career opportunities do jobseekers search for on mobiles?

These are some of the questions SEEK has been able to answer since launching a SEEK Mobile site last

November. Optimising SEEK for mobile and making the site more accessible has increased traffic by 274 per cent year on year. Visits to SEEK Mobile are now equivalent to 7.8 per cent of SEEK site visits overall. The trend line is continuing upwards with traffic early this year jumping by even larger percentages and exceeding one million visits in January.

Furthermore, when comparing visitors to SEEK via a mobile device before we launched the optimised SEEK Mobile site, there has been a thirty per cent increase in Ad Detail Views per visit. This means that the optimised mobile site is not only delivering more mobile jobseekers year-on-year, but visiting jobseekers are viewing job ads more often and are therefore more engaged with the site. In January there were over two million Job Ad Details viewed, which is a great result and something we’ll continue to monitor.

Early adopters of SEEK Mobile include jobseekers searching for roles in marketing, legal, advertising and media, human resources, design and architecture classifications. And SEEK Jobmail is an important driver of mobile traffic, meaning that jobseekers are checking their e-mail alerts on mobile devices and linking directly to the mobile site.

SEEK will continue assessing the mobile landscape as well as further developing our mobile offering to ensure that jobseekers can search when they want, where they want, on their phones.

U P d A t E

Mobile jobseekers – trends and behaviours


LR RCSA Ad 0211_final2.indd 1 11/2/11 11:32:08 AM

RCSA JOURNAL36

Taking whatever business you can doesn’t make a lot of sense if it’s not your ideal type of work. Ric Wilmot explains why a visit to the dentist had him musing about why dentists inflict pain and charge highly but thrive because they focus only on “improving the client’s condition”.

Over Christmas I broke two teeth. Unsurprisingly, it’s impossible to find a dentist at that time. The first opportunity was 10 am on 13 January. Now there’s an omen! I sit in the waiting room; a few feet away is a door, behind which lurks a madman waiting to get his hands on me.

At 10:45 the dentist finally calls me to his chamber of horrors. A happy white-clad nurse sits me in a chair that’s surplus from the space shuttle. She ties a bib on me, which states pretty clearly I’m going to bleed. (You know you’re not there to eat lobster.) She presses a button and I recline into a prone and vulnerable position.

The dentist removes a drawer of instruments from a cabinet, and empties them into my mouth … the whole drawer. With a mouthful of sterilised stainless steel, he asks all manner of questions. Then the prognosis: “Ric, I need to make an extraction, would you like novocaine?”

“YES!” The rest is a blur until I get the invoice.

“How will you be paying, Mr. Willmot?” My jaws drops wider than when he pulled the tooth. Nobody carries that amount of cash. I hand over the titanium card.

If you ran your recruitment practice on the dentist’s model, how long before you’d

go broke? It’s difficult to get an appointment, he’s late, you’re put in a vulnerable position, he doesn’t listen to what you say, inflicts pain and charges a princely sum!

Why do dentists not only survive, but thrive? They focus on the value, as the client perceives it. They do nothing else except improve the client’s condition. Erase the pain of a broken tooth, improve the smile with teeth whitening, prevent further problems by filling the cavities, etc.

Bargaining away profitabilityConsider how most recruiters react

to increased competition and difficult economic climates. Bargaining away profitability in the hope of not losing the sale. “I can do it for less money, I can extend the guarantee period, I’ll add free psychometric testing,” and before you know it they’re washing the clients’ windows.

A documentary about the famine in Africa showed the Chiredzi District in Zimbabwe, where people scrambled to the aid vehicles clamouring for much-needed food and water. By dint of increased competition, many recruiters similarly scramble, grasping at business that is not the ideal type of work or the ideal client. Desperation has suppressed strategic discretion and fear has overcome confidence to stay the course. Successful recruiters are the ones who diligently remain true to their strategic intent.

It’s stressful with the mortgage due, but taking whatever business you can doesn’t make a lot of sense if it’s not your ideal type of work. We must stop feeling sorry for ourselves and realise the economy will continue to improve; we have to be ahead of the curve to take advantage, or our competitors will. Of course, many recruiters have never articulately defined their ideal client. Do you know exactly what your ideal client profile is? What do those clients care about? What are their challenges? How could their business be improved by having you?

How do we grow intelligently? How do we “out-market” the competition by focusing on what they’re not? Nobody drives the freeway to read advertising billboards, so your message must be exciting for prospects to notice. Right now, the marketplace is bored, frightened and confused. You must project confidence, personality and even some attitude. Fervent, zealous people create compelling messages; what provides you with the most zeal?

Focus on outcomes you provide in terms of dramatic results. Take distinctive positions by meeting unmet needs. This requires courage and persistence, and strength of will to rid yourself of the presumptions and “industry myths”. Instead of hunkering down in the trenches with your competitors, take the high ground and charge into the fray, awash with credibility and visibility for your value.

Maximise what you already do well, multiply the opportunities available and don’t let the poor experiences of the past cause you to scramble for second-rate business. Already the recovery signals are clear: we are in a pre-boom economy. And, like Robin Hood, it will rob the lazy and reward the well-prepared. Recruiters who are well-positioned will profit better than those who continually think in a “reductionary” or cutting-back manner.

Being in business and offering value is a noble cause. You’re in the recruitment business to serve your clients so that you can serve your loved ones. To succeed in all of these endeavours we need, like my dentist, to be improving the client’s condition.

What are you doing to deserve your client’s business? After all, few of us have access to novocaine.

Ric Willmot is a consultant and mentor working with recruitment professionals to reach their objectives. Subscribe to his newsletter at www.executivewisdom.com.

Sink your teeth into delivering value

m a r k e t i n g

AUTUmN 2011 37

Have you ever experienced the good luck of finding someone who seems to have the answers you are looking for at their fingertips? You know, the kind of person who has “been there and done that” and who makes your quandaries and dilemmas seem normal? They show you the stepping stones on a path they have already successfully travelled.

Perhaps you have had a mentor? Or perhaps you have been a mentor to someone else on their career path?

Many successful leaders describe the role of a mentor as instrumental in fast-tracking their career and leading them down the path to their ultimate success in business.

What would it mean to an industry to leverage this benefit across its members? Many organisations are realising the impact of empowering their workforce from within via a mentoring program. Based on my experience, I find that if you decide it is worth doing then it is worth doing properly to gain the full benefits and avoid any pitfalls.

Two simple questions to ask if you are considering a mentoring initiative:• Why would you implement a mentoring

program within your industry? • What would it require to realise

the benefits of mentoring?As evidenced by the majority of cultural

feedback surveys undertaken across Australia, and indeed the world, staff look for guidance from their direct manager as a key influence on whether they truly engage with their employer.

Many organisations have poured large training budgets into training line managers to engage and motivate their staff more effectively. But for many, this falls short of providing the full impact they are really looking for, and learning and development managers are regularly on the lookout for other strategies. Many are now turning to mentoring programs to leverage the innate (and mostly inert) knowledge that can be sourced via the politically independent mentor.

A mentoring program provides a direct support role without the hierarchical strings and reporting lines attached. Mentors are not political influencers – they are usually senior, experienced supporters who have one agenda: to guide and support a colleague’s progress based on leveraging his/her own relevant experience.

When mentoring is successfully implemented, the mentees experience a source of expertise and guidance to help them to build their career success across their short to long-term career and development goals.

The mentoring messageThink of the message this sends to the

future talent of your industry. A simple one – you care about their future and your leaders are willing to give of themselves to prove this. How would that sound discussed over drinks with their friends currently working in other industries?

During the GFC many organisations turned to mentoring to counteract reduced budgets for outsourced training and coaching. What they are now discovering is that they not only saved money on external providers, they have enhanced their culture and staff engagement by leveraging the talent of their leaders to create their leaders of tomorrow.

Perhaps the question to ask is “Why would you not leverage your talent in this way?”

What would it take to realise the benefits of a mentoring program?

Like any development program there is a reasonable level of commitment required. There are some boxes you need to tick to ensure that embarking on this journey will be

worth your investment in time and energy:Do you have sufficient sponsorship? This

requires a critical mass of senior members of your industry to champion the program in order to recruit enough mentors to support all of your volunteer mentees.

Do you have a successful program design that covers, among other things:• a good matching process to assign

mentors to mentees• training for mentors and mentees to

ensure effective conversations so time is not wasted in “chat sessions”

• regular update sessions to monitor the progress of mentoring and drive depth, particularly in the skills of your mentors

• tools and resources to support mentors to refine their communication skills and mentees to define their goals and aspirations

• a way to measure the return on investment from the program itself e.g. career progress of mentees and program engagement statistics. As you can see, this is not a “Let’s dip

our toe in and see how it goes” approach. If you are going to raise the expectations of your next generation of talent by offering mentoring you need to ensure you get it right from the beginning.

Article by Vanessa Fudge, Shirlaws Pty Ltd, email [email protected]

Tips for successful mentoring

m A R K E T I N g

Another interesting article: see page 18 for information about the RCSA’s new PEARL Program – Professional Emerging and Aspiring Recruitment Leaders.

RCSA JOURNAL38

S E C T I O N

The current RCSA individual membership model effectively has one entry point – APRSCA. This single level structure does not

actively allow for public recognition of individual experience or qualifications. A revised model should allow for vertical entry at a level which reflects an individual’s experience and qualifications and provides clarity around criteria for each membership level.

Following the review and benchmarking the RCSA has proposed a tiered membership model. Under the proposed new model there will be two key categories of individual membership: 1. Professional membership, targeted at practising

recruitment professionals. Full details are listed below but in summary, to be admitted into the RCSA Professional membership framework individuals must meet the three tenets of professional membership:a. minimum education and/or experience

requirementsb. commitment to maintaining skills and

knowledge by adhering to the RCSA CPE requirements, and

c. adherence to the RCSA Code for Professional Conduct.

2. non-Professional membership, open to all and suitable for individuals in support roles (perhaps looking at recruitment consultant as a career path). Non-professional members also include RCSA Student members. Non-professional members don’t have access to post-nominals, logos, certificates of membership. They are not required to complete CPE and have no individual voting rights however, they are required to adhere to the Code for Professional Conduct.

Levels of professional membershipHere is a brief summary of the proposed

membership levels and criteria.

Accredited Professional (APRCSA)• Minimum two years’ recruitment consultancy

experience or• completion of an RCSA approved training/

education program or• completion of a relevant minimum diploma

qualification (e.g. Business, HR, Psychology, Law) or

• completion of a minimum 25 RCSA CPE points over the previous 12 months: points can come from the six learning activity types including: Formal Education, Learning Activities,

Conferences & Seminars, Presentations of Papers, Service to the Profession and Informal.

Member (MRCSA)• Three years’ recruitment consultancy experience

or completion of an RCSA approved training/education program and

• completion of a relevant undergraduate degree qualification (e.g. Business, HR, Psychology, Law or equivalent knowledge, skills and experience (minimum seven years).

Fellow (FRCSA)• Seven years’ recruitment experience with a

minimum of two years in a senior management/ leadership role and

• completion of a relevant postgraduate degree qualification (e.g. Business, HR, Psychology, Law), or equivalent knowledge, skills and experience (minimum ten years) and

• demonstrated contribution to the recruitment profession.

• There is also a range of information Fellow applicants must submit with their applications.

Life Membership (FRCSA Life or MRCSA Life)

Life Membership is the most distinguished award the association makes. Life Nominees must be existing members (either at Member or Fellow level). Membership is by invitation (not self nomination or application) and may be awarded to individuals who: • are of acknowledged eminence in some activity

related to the recruitment/on-hire industry or, who by reason of position, eminence or experience, has rendered outstanding assistance over a long period in promoting the objectives of the association

• are nationally/internationally recognised for excellence in the field of recruitment and/or on-hire

• have made a highly distinguished and nationally/ internationally recognised contribution and impact in the field of recruitment and/or on-hire over a substantial number of years. It is proposed that the new membership model

be introduced in July 2011 following RCSA Board approval in May. Following the introduction of the new model all existing APRCSA members will be provided with the opportunity to upgrade their membership. Feedback on the proposed model is welcome and can be sent through to RCSA CEO Steve Granland via email to: [email protected]

a s s o c i a t i o n n e W s

RCSA individual membershipFollowing strong support from both individual and corporate members in the 2010 member survey for the introduction of an individual membership model allowing for recognition of education and/or experience, the RCSA has undertaken a comprehensive review and benchmarking exercise.

AUTUmN 2011 39

A S S O C I A T I O N N E W S

Before the recent devastating

Christchurch earthquake, RCSA NZ

President Steve Kennedy reported

that the industry was expecting

“good things and better times” this

year. Since then, Steve has had to

take a step back from his President’s

role so that he can focus on his own

business. RCSA New Zealand Board

Director and past NZ President

Jacqui Barratt has taken on the role

of Acting President in his absence.

Jacqui has 17 years’ industry

experience working with global and

national recruitment companies

and is the Director of salt, a

recruitment and HR services

provider which has been operating

almost eight years. Jacqui confirms

Steve’s NZ market report and says

that the effect of the earthquake on

the industry is unknown at the time

of going to print, but in essence

Steve’s views are valid. Here is the

full report:

After a period of consolidation in 2010, the general feel and mood from those across the country is for a brighter 2011. While 2009/2010 saw a period of expense reduction and consolidation by many members, P&Ls are now in better shape, so this coupled with an improving market (although not necessarily and improved economy) is seeing many members starting to get an improved return on investment from their team.

While the “skills shortage” drew attention and press coverage in areas such as health, engineering and IT over the last two years, now these coupled with the leadership/ management, sales and finance vocations seem to be topics of conversation among CEOs and GMs across the country.

Is this therefore the start of good times ahead? Few in the sector I have spoken to recently have said they are not seeing increasing numbers of permanent, temporary and contract roles. Obviously many factors influence this – including the slow improving state of the economy. Applicants are once again starting to look at opportunities (having

hunkered down and held onto the position they had for the last two years). As well as that, companies across many sectors, having trimmed the headcount sails drastically in the past 24 months, are now starting the process of on-boarding in order to manage the sales opportunities in their pipelines.

This year could well see an igniting in the sector with the World Cup, the “all of government” contracts and economic stability helping to inject much-needed opportunity into the market.

The question is whether the industry is ready to respond in a timely and professional manner. While as individual companies we strive to articulate our “value proposition” and “competitive advantage”, it is equally as important that we communicate the value proposition of working with both a recruitment company and a RCSA member. Collectively, if we can generate interest from the business population to do business with our industry and our members, ultimately we all benefit.

Introducing Steve KennedySteve is a 20-year veteran of the

recruitment sector and has worked and run operations in New Zealand, Australia and the United Kingdom. Steve became a Director and Partner at EQ Consultants 18 months ago, after 15 years with Kelly Services. During his time with Kelly he held a number of senior roles including Director of Sales (New Zealand & Australia) as well as Senior Director & Country General Manager for New Zealand. Steve left Kelly Services to join a former colleague (Craig Atkinson) and seasoned HR Executive

(Vivienne Patterson) at EQ Consultants. EQ provides nationwide Recruitment, HR Consulting and Training across four key industry sectors. They also provide consulting advice and support to recruitment sector.

Steve will return to the role of RCSA NZ President later this year.

New Zealand Outlook

Proud RCSA Premium Supporter Proud RCSA Premium Supporter

RCSA JOURNAL40


At your service – RCSA Business Solutions

Are you making the most of your RCSA corporate membership? Do you know about the RCSA Business Solutions service? Do you know you get free support/advice along with free templates, memos and guidance notes from a range of industry specialists?

Templates and ChecklistsThere is a comprehensive library of

templates created for RCSA corporate members as part of the RCSA’s ongoing commitment to the recruitment and on-hire industry. These include Contracts, Polices, Procedures, Management Guides, Checklists, Letters, Notices and Questionnaires.

These templates and materials have been developed by Stratecom and other RCSA Business Solutions service providers. A number of these materials are FREE to RCSA corporate members. The Member Pack of free templates includes 13 templates and there are another 55 available to purchase.

Guidance Notes and MemosAlong with regular Guidance Notes and

Memos issued to members, there is also an extensive library online of Guidance Notes (fifty of these since 2008), Memos (more than three hundred), Definitions, Updates and other important information that have been prepared by the RCSA Business Solutions industry experts to provide you with up-to-date information about the industry and legislation.

Memos and Guidance Notes are sent out each fortnight via the RCSA Newshub or members can access past memos and notes through the website. These are FREE to RCSA corporate members.

Email Support RCSA corporate members have access

to the RCSA Business Solutions network of industry experts to obtain email advice and support (up to ten minutes support per query). This covers most legislative and compliance areas relevant to the modern recruitment and on-hire firm including awards advice, good practice, immigration, recruitment practices, general compliance and workforce management advice regarding your employees, contractors, on-hire workers and internal staff members.

Your query will be forwarded to the most

appropriate Business Solutions provider, using our panel of industry experts.

RCSA Business Solutions – Network of Providers

Deal with people who understand the industry! There is an extensive range of network providers covering workplace relations, employment law, work safety (OHS), EEO, HR management, recruitment operations management, commercial law, insurance, superannuation, immigration law and strategy, quality, service delivery consulting and certification, business mergers and acquisitions, corporate debt recovery, workforce rehabilitation and return to work, online inductions and training, police checks, visa checks, privacy, recruitment law, RCSA Code compliance and tax and accounting.

Join a RCSA working GroupRCSA maintains working groups to assist

in the management of policy, strategy, issues, education and stakeholder influence across a range of disciplines. Working groups may be established for a specific purpose or as an ongoing watching and managing group.

Business Solutions information – If you need support please email [email protected] or for general information, visit the website rcsa.com.au.

DiD you know: RCSA corporate member Categories of Service

The recruitment and on-hire industry is made up of a wide variety of organisations providing an even wider variety of

services. Here is a guide to the categories the RCSA lists for corporate members:

On-hire Employee Services A commercial service where an organisation, in return for an

hourly fee, assigns one or more of its employees to perform work for a third party (client) under their general management and instruction.Employment Categories: fixed term, seasonal, limited tenure/max term, casual, full time, part time, trainee/apprentice.

Contracting Services A commercial service where an organisation, in return for a fee,

completes a defined scope of work for a third party (client). Such services may be performed utilising employees or sub-contractors employed or engaged by the service provider.Managed project/contract services: employees, sub contract. Sub contact: individuals, partnerships, company, trust.

Contractor Management Services A commercial service where an organisation, in return for a fee,

recruits independent contractors on behalf of a third party (client) and, following direct engagement of the independent contractors by the client, the organisation manages the ongoing supply of the independent contractors and their performance.Independent contract recruitment or contract management.

Job Placement A commercial service where an organisation, in return for a fee,

recruits on behalf of a third party (client) candidates that match a desired profile for employment or engagement by the client.Candidate placement or job placement services.

Workforce Consulting Services A commercial service where an organisation, in return for a fee,

identifies and/or responds to client workforce issues and implements strategies designed to assist clients to achieve business success.Occupational health and safety, equal employment opportunity, employee relations, human resources management, change management, outplacement, career management.

AUTUmN 2011 41


2011 RCSA Events CalendarDate City Event Type Event Name

Closing end of May

Distance Learning Course Australian Entry Level Program (Jan/May)

Closing end of May

Distance Learning Course New Zealand Entry Level Program (Jan/May)

All YearSydney,

Melbourne, Brisbane

Workshop Certificate in Recruitment & Selection

All Year Distance Learning Certificate Certificate in Talent Management

All Year Distance Learning Certificate Certificate in Recruitment & Selection

All Year Distance Learning Certificate Certificate in OHS Risk Management

(On-Hired Worker Services)

1 April Brisbane Breakfast Thriving in a Connected World

5 April Online WebinR Keeping Auditing Simple – an easy introduction to conducting internal audits

5 April Canberra BreakfastOngoing Casual Employment – when does a temp become a perm and what does it mean for recruiters? Charles Cameron facilitating

5 April Perth Briefing Independent Contracting in the Recruitment Sector – are you at risk?

6 April Christchurch Breakfast Business Growth – Managing Change Within

6 April Melbourne Breakfast Thriving in a Connected World proudly sponsored by RecruitmentSuper

7 April Melbourne Workshop Client Relationship Management – the Human Factor!

7 April Brisbane Workshop Running a Profitable Temp Desk

7 April Auckland Breakfast Business Growth – Managing Change Within

7 April Sydney Breakfast Thriving in a Connected World proudly sponsored by RecruitmentSuper

8 April Melbourne Workshop Running a Profitable Temp Desk

8 April Sydney Workshop Running a Profitable Temp Desk

8 April Online WebinR Interviewing Essentials Part 2: Interviewing the Candidate and Selling to the Client

8 April Wellington Breakfast Business Growth – Managing Change Within

12 April Online WebinR Modern Award Fundamentals

14 April Brisbane Workshop The Induction – Two Day Workshop

14 April Christchurch Networking Networking Evening

3 May Online WebinR Essential Legislation Update – Cutting to the Chase for the Time Poor Recruiter

3 May Online WebinR Essential Legislation in New Zealand (May)

4 & 5 May Sydney,

Melbourne, Brisbane

Workshop Certificate in Recruitment & Selection

10 May Adelaide LunchDifferent Thinking – Recruitment Interview Panel, proudly sponsored by RecruitmentSuper

11 May Auckland Workshop Introduction to Recruitment

11 May Perth BreakfastDifferent Thinking – Recruitment Interview Panel, proudly sponsored by RecruitmentSuper

12 May Auckland Workshop Interviewing Essentials

12 May Melbourne BreakfastDifferent Thinking – Recruitment Interview Panel, proudly sponsored by RecruitmentSuper

12 May Brisbane Workshop Marketing from the Desk

13 May Melbourne Workshop Marketing from the Desk

13 May Brisbane BreakfastDifferent Thinking – Recruitment Interview Panel, proudly sponsored by RecruitmentSuper

Date City Event Type Event Name

18 May Sydney,

Melbourne, Brisbane

Workshop Certificate in OHS Risk Management (On-Hired Worker Services)

18 May Wellington Workshop Introduction to Recruitment

18 May Sydney BreakfastDifferent Thinking – Recruitment Interview Panel, proudly sponsored by RecruitmentSuper

19 May Wellington Workshop Interviewing Essentials

25 May Christchurch Workshop Introduction to Recruitment

26 May Sydney Gala Ball RCSA Gala Ball with Greg Savage MRCSA (Life) as MC

26 May Christchurch Workshop Interviewing Essentials

27 May Brisbane Workshop Introduction to Recruitment

27 May Sydney Forum Consultant Forum: How to Build for Success

27 May Brisbane Workshop Introduction to Recruitment

27 May Melbourne Workshop Introduction to Recruitment

7 June Online WebinR Managing Assignments and Avoiding Claims

9 June Sydney Lunch Leaders Lunch

9 June Brisbane Workshop Interviewing Essentials

10 June Melbourne Workshop Interviewing Essentials

16 June Sydney Bootcamp How Top Recruiters Use Influencing Skills to Fill More Jobs

17 June Melbourne Bootcamp How Top Recruiters Use Influencing Skills to Fill More Jobs

22 June Melbourne Workshop Candidate Care – Candidates can make you rich, look after them!

22 June Sydney Golf Day RCSA Corporate Golf Day

23 June Brisbane Workshop Introduction to Recruitment

23 June Brisbane Workshop Introduction to Recruitment

24 June Melbourne Workshop Introduction to Recruitment

24 June Sydney Workshop Introduction to Recruitment

5 July Auckland Breakfast How Well do You Really Know Your Clients?

6 July Wellington Breakfast How Well do You Really Know Your Clients?

7 July Christchurch Breakfast How Well do You Really Know Your Clients?

8 July Sydney Workshop Running a Profitable Temp Desk

8 July Brisbane Workshop Running a Profitable Temp Desk

8 July Melbourne Workshop Running a Profitable Temp Desk

29 July Brisbane Workshop Introduction to Recruitment

29 July Melbourne Workshop Introduction to Recruitment

29 July Sydney Workshop Introduction to Recruitment

10 & 11 August

Sydney, Melbourne,

BrisbaneWorkshop Certificate in Recruitment & Selection

12 August Sydney Workshop Marketing from the Desk

26 August Sydney Workshop Introduction to Recruitment

31 August – 2 Sept Port Douglas International

ConferenceRCSA International Conference Targeting Innovation for Productivity

14 Sept Melbourne BreakfastModel Work Safety Law – Practical Implications for On-Hire Firms and their Safety Systems

15 Sept Sydney BreakfastModel Work Safety Law – Practical Implications for On-Hire Firms and their Safety Systems

16 Sept Brisbane BreakfastModel Work Safety Law – Practical Implications for On-Hire Firms and their Safety Systems

For more information and to register for these events, go to the RCSA website: www.rcsa.com.au

RCSA JOURNAL42

The RCSA Service Delivery Standard – busier than everm

ore organisations are now considering certification, says Dianne Gibert who manages the providers of the RCSA

Service Delivery Standard, Fathom Business Architects. “Last year people were distracted by opportunities to regrow their businesses: now they seem increasingly aware of the importance of gaining certification.

“Many have new staff so need to make sure clear procedures are in place,” she says. “As well as that, today’s tenders usually call for some type of certification.

“Not everyone survived the downturn so the organisations who did make it want not only to make sure their business processes are strong and reliable but also to demonstrate to newcomers that they are “survivors” with all the inherent strength that goes with that,” she comments.

Dianne is the founder of Fathom Business Architects who facilitate the RCSA Service Delivery Standard. She has more than twenty years’ experience as a management consultant, working with PA Consulting Group for ten years, specialising in change management, performance improvement and project management, then as an independent contractor for seven years.

Dianne is also highly qualified in her field: she has a BCommerce, MBA, and is an Associate Fellow of the Australian Institute of Management. She is also a qualified lead auditor in the RCSA

Service Delivery Standard as well as in the three most prominent ISO business standards, 9001 Quality Management, 4801 Occupational Health and Safety, and 14001 Environmental Management.

Although Fathom Business Architects have worked in leading businesses across recruitment, banking, communications and retail industries, they specialise in the recruitment industry.

Based in Melbourne, they have auditors around Australia.

The RCSA Service Delivery Standard: how to start?

Visit the website www.fathombusiness architects.com.au or email Dianne@fathom business.com.au for an information package. They also conduct webinRs and one-day workshops.

Some of the RCSA members who have gained certification in the RCSA Service Delivery Standard are Manpower, Placer Management Group, Avant Personnel, Medic Oncall, Nightingale Nursing, People at Work and Wavelength.

Dianne Gibert

Advertise in the RCSA Journal

You can reach owners, managers and consultants in the recruitment industry

across Australia and New Zealand through the RCSA Journal.

Contact Julie Morrison, RCSA Manager Marketing & Communications for

information: [email protected] or call 1300 727 504

RCSA Code Learning OnlineDo you completely understand

your obligations under the RCSA Code for Professional Conduct? Members can

now access training and workshops: access the new website under RCSA

Code for full details of online training.


The 2011 Consultant Forum “How to Build for Success” Friday

27 May 2011RCSA is once again excited to

present an impressive lineup of industry professionals and specialist speakers for this intensive, informative and empowering one day forum, proudly sponsored by RecruitmentSuper.

Last year’s Forum was a sellout! This year, the Forum focuses on relationship building and candidate care.

The world of recruitment is changing, and just keeping up with all those changes can be a real challenge. The Consultant

Forum will cover everything from Essential Recruitment Skills and Presentation Skills, to Wellbeing and Sales.

The line up of speakers includes Ross Clennett APRCSA, Barbara Warren, Paul Slezak APRCSA and Lara Solomon.

Ross Clennett APRCSA is an in-demand expert on recruitment and the recruitment industry in Australia. As a professional recruiter for many years, Ross screened over 80,000 resumes, interviewed over 3,000 people and successfully placed over 1500 people in work, working in London, Sydney, Adelaide and Melbourne. His topic at the Forum is Mock Interviewing Essential Skills: what to do and what not to do in an interview (including a live demonstration).

The RCSA Consultant Forum will be held at the NSW Industry & Investment Centre in Sydney on 27 May 8am-5.15pm. Check the website for more details: www.rcsa.com.au.

Ross Clennett APRCSA

http://www.fathombusinessarchitects.com.auy

http://www.fathombusinessarchitects.com.auy



mailto:[email protected],au

AUTUmN 2011 43

Inaugural postgrad recruitment scholarshipThe RCSA received a strong response to its inaugural postgraduate recruitment scholarship with more than eighty applications – all at a very high standard.

RCSA CEO Steve Granland says it’s clear there are plenty of talented and passionate recruiters who are serious about forging a long-term career in the industry.

Selecting the winner, Yolanda Calcagno, Operations Manager at Medic Oncall Recruitment, was extremely tough, he said.

Yolanda started the course in January by distance learning and plans to be finished by December. “It was exciting – more than eighty people had applied and I didn’t think I would win,” she said.

“I wouldn’t have been able to do the course on my own because of the cost. I think qualifications are very important and

with all the changes in legislation, it’s good to be up to date, more knowledgeable, and to be more employable because you can bring more skills into the company,” she says. Yolanda is pictured above with some of the RecruitmentSuper team at the awards presentation.

The RCSA Graduate Certificate in Recruitment Placement and Career Development scholarship valued at $6,400 was offered by Southern Cross University and also sponsored by RecruitmentSuper.

Applications for the 2011 scholarship open mid-year, in time to announce the winner at the International Conference.

Maintaining your professionalism through the CPE Program

When you join the RCSA you undertake to keep your professional skills current by committing to a

continuing professional education program (CPE). CPE is a commitment to being professional, keeping up to date and continually seeking to improve your knowledge and skills. CPE helps you to enhance your credibility as a recruitment professional, accelerate your career prospects, enhance job satisfaction and showcase your achievements.

The RCSA CPE Program requires you to complete 25 hours of CPE every 12 months to maintain your professional member status. There is a wide range of activities including:1. Formal education, such as certificates

offered by the RCSA and other accredited universities and TAFEs.

2. Learning activities, including recognised and structured training not part of a formal award or accreditation process.

3. Conferences and seminars relating to your professional development needs, such as the RCSA Annual Conference.

4. Presentations of papers: such as the preparation and presentation of conference, symposia and seminar papers conducted beyond normal employment.

5. Service to the profession, such as serving on a RCSA Council or committee, mentoring or writing articles for business journals (including the RCSA Journal).

6. Informal learning, which could include

books, journals, newspapers and other media, again including reading the RCSA Journal.

Recording your CPEIt’s most important to maintain your CPE

records: successful CPE requires you to keep a record of your achievements and activities together with the respective outcomes. The RCSA is working on an online member-only recording system which will allow you to self-enter non-RCSA completed CPE and it’s anticipated that this will be available later this year.

For more information, visit the Learning Centre section of the RCSA website at www.rcsa.com.au


RCSA JOURNAL44

AANRA surpasses 150 Members

AANRA (Australian Association of Nursing Recruitment Agencies), an RCSA member group since 2006, passed the 150 member mark at the end of 2010. The association has grown from forty members in 2006, when as the Nursing Agencies Association of Australia (NAAA) it merged with the RCSA to form AANRA, to its present level of 150 members.

Members comprise a broad cross section of recruitment agencies providing staffing solutions to public, private and community healthcare services across Australia.

AANRA Council – AANRA Council comprises ten members who are elected by the AANRA membership to serve a three year term. The current council term expires in September 2012 at which time general elections will be held for all positions on AANRA Council.

Council members also take on responsibility for a portfolio area which has been determined to be important to AANRA members. Each portfolio reflects current industry issues and requirements for the delivery of services by AANRA Members.

AANRA Member Survey – AANRA members are participating in an online survey which for the first time provides a picture of the scope and depth of activities carried out by AANRA members. Survey results to date show that AANRA Members employ more than 6,000 healthcare staff and are responsible for the delivery of more than 48,000 hours of care every week across Australia, primarily in the general nursing, aged care and home and community sectors.

AANRA Member Meetings – AANRA holds quarterly Member Meetings as an opportunity for members to meet, network and update on the latest developments in the nursing recruitment sector. The Sydney meetings were held in February and other Member Meetings during 2011 will be held on the following dates:

Melbourne May 26 and May 27, 2011Brisbane August 25 and August 26, 2011Adelaide November 17 and November 18, 2011

AANRA Secretariat – For further information about AANRA please contact the AANRA Secretariat on [email protected] or (03) 9663 0555 or visit www.rcsa.com.au/aanra

AMRANZ Members Meeting held with Conference

Members of AMRANZ

(Association of Medical

Recruiters of Australia and

New Zealand) will have the

perfect setting for learning

and networking at their next meeting. The August 2011

Members Meeting from AMRANZ will be held at the Sheraton

Mirage Port Douglas on 31 August in conjunction with the RCSA

International Conference.

One of the major presenters is David Rendell, international

speaker, author, consultant, keynote speaker and entrepreneur.

In 2004, David founded Rendell & Associates, a consulting firm

that specialises in leadership development and strategic

planning for business and not-for-profits.

In addition, a wide range of topics has been selected based

on feedback from AMRANZ members. Cost to Members is

$250, non-members $375, however any members also

registering for the RCSA Conference will receive the AMRANZ

Members Meeting free of charge! There will also be an AMRANZ

dinner on 31 August at a cost of $100 per attendee.AMRANZ delivers specialised and educational members

meetings that are both informative and relevant. Active,

challenging and engaging experts from the medical field have

been selected to bring you sessions that will add significant

benefits to your day-to-day business.

About AMRANZThe association of Medical Recruiters Australia & New

Zealand (AMRANZ) is a constituted Member Group of the RCSA.

Its member companies focus is medical practice recruitment

including the recruitment of medical practitioners into Australia

and New Zealand.

AMRANZ members abide by the RCSA Constitution, By Laws

and Code for Professional Conduct.

AMRANZ has an elected Council whose role is to represent

the views of members and to develop training and information

to assist members with their business growth.

They maintain constant contact with organisations such as

AHPRA, ACCRM and RACGP to ensure that members are kept

up to date and fully informed of any upcoming changes.

Special Interest Groups


AMRANZ NEWS AANRA NEWS


http://www.rcsa.com.au/aanra

AUTUmN 2011 45

RCSA Premium Supporter & Principal PartnerRecruitmentSuper

RCSA Premium Supporter & Business PartnerOAMPS Insurance Brokers Ltd

RCSA Premium SupportersAd Logic Pty Ltd

Australian Human Resources Institute

Bank of Queensland

CareerOne

Fidelity Life KiwiSaver

SEEK Ltd

Verify CV Pty Ltd

WorkPro

RCSA Supporters Advertiser Newspapers Pty Limited

Astute Payroll

Blaze Advertising

BSRP Asia Pty Ltd

BULLHORN

Byron Media Pty Ltd

Careers Multilist Pty Ltd

ComsCentre

Conference Action

CXC Global – Head Office

David Penglase Seminars

EASI Management Services Group Pty Ltd

FastTrack Pty Ltd

Fathom Business Architects

First Advantage Australasia Pty Ltd

Geoffrey Nathan Consulting Inc

Hart Consulting Group

HHMC Australia Pty Limited

IMAN International Pty Ltd

IPAR Rehabilitation Pty Ltd

IProfile

Jobmart Australia Pty Ltd

JobServe Limited

JXT Consulting

Lander & Rogers Lawyers

Liberty Financial Pty Ltd

Lifestyle Careers

LinkMe Pty Ltd

Lipman James

Matheson Publishing

MemberBenefits Pty Ltd

Microdec Plc

Mindset Group

NMIT – Preston Campus – BEC

Oxford Funding Pty Ltd

PayMe Australia Pty Ltd

Pendragon Management

Peninsula Partnerships

Perry Watson Design

Psylutions Pty Ltd

QualSearch

Quinntessential Marketing Consulting Pty Ltd

RecruitAdvantage

Recruitment Academy Pty Ltd

Redmos

Roskow Independent Advisory Pty Ltd

Sage MicrOpay Pty Ltd

Savage Seminars

Saxton Corporation Pty Ltd

Shirlaws Pty Ltd

Skillcheck Pacific Pty Ltd

Southern Cross University School of Commerce & Management

SRM Risk

Stratecom Pty Ltd

TestLogistics Pty Ltd

The Canberra Times

The EI Group

The RIB Report

This Planet Pty Ltd

Verify An ID Pty Ltd

Voyager Software (Australia) Pty Ltd

Work & Income, Ministry of Social Development

Workdesk Recruitment Software

NZ RCSA SupportersEEO Trust – Equal Employment Opportunities Trust

Human Resources Institute Of New Zealand – HRI

SEEK Ltd

The Dominion Post

The Press

RCSA Member Benefits

Starwood PrivilegeAlready brimming over with accommodation,

dining and lifestyle benefits, the Starwood Privilege Australia Package now comes with even more rewards and value-adds for people who appreciate the good life including an additional ten per cent off promotional, published or advance booking

room rates and 15 per cent discount on drinks. Members pay only $239.20 for 12 months membership (normally $299) – that’s a twenty per cent discount.

Visit your RCSA Member Benefits website to discover more Starwood Privilege delights and sign-up details or contact Starwood Privilege directly on 1300 723 402 and quote SP15 to ensure that you receive the twenty per cent off your annual membership fee.

Make motoring easy with a Shell Cardplus Fuel Card

The Shell Cardplus Fuel Card is available to both individuals and businesses – so your work colleagues and family can take advantage of this great offer! All members receive three cents a litre discount off pump prices on Shell fuels (discount excludes

V-Power and LPG). So, apply today and start making significant fuel savings.

Visit your RCSA Member Benefits website for more details and terms and conditions or log onto www.cardplus.com.au/mbaus and click on RCSA to print your Shell Cardplus Fuel Card application form.

RCSA Partners and Premium SupportersThe RCSA Supporters Program, launched in November 2010, provides a tangible and strong connection to the recruitment industry. Becoming an RCSA Supporter sends a message of commitment to the recruitment industry to your existing and prospective clients. You can use the RCSA Supporter program to expand your profile, grow

networks and improve business opportunities with the recruitment, on-hire and workforce consulting sector.

The RCSA is proud to welcome the organisations listed below to the Supporters Program, led by Principal Partner RecruitmentSuper and Business Partner OAMPS Insurance Brokers Ltd.

For information about joining the RCSA Supporters Program, contact Julie Morrison, RCSA Manager Marketing & Communications, Telephone +61 3 9663 0555 or email [email protected]


RCSA JOURNAL46

President

Lincoln Crawley APRCSA

Vice Presidents

Robert van Stokrom APRCSA

Helen Olivier APRCSA

Directors


Jacqui Barratt APRCSA

Denis Dadds APRCSA

Peter Langford APRCSA

Laura Mabikafola APRCSA

Jan Spriggs APRCSA

RCSA Life Members (Fellows)

Jim Bailey FRCSA (Life)

Dorothy Caldicott FRCSA (Life)

Mike Carroll FRCSA (Life)

Nanette Carroll FRCSA (Life)

Jane Fanselow FRCSA (Life)

Ross Fisher FRCSA (Life)

Dawne Kelleher FRCSA (Life)

Barry T Knight FRCSA (Life)

Roger Lampen FRCSA (Life)

Reg Maxwell FRCSA (Life)

John McArthur FRCSA (Life)

Sylvia Moreno FRCSA (Life)

E Leigh Olson FRCSA (Life)

V John Plummer FRCSA (Life)

Wendy Rae FRCSA (Life)

Rosemary Scott FRCSA (Life)

David Shave FRCSA (Life)

Geoff Slade FRCSA (Life)

Jean Tait FRCSA (Life)

Janet Vallino FRCSA (Life)

Hugh Whan FRCSA (Life)

RCSA Life Members

Pauline Ashleigh-Marum MRCSA (Life)

Robert Blanche MRCSA (Life)

Larry Grima MRCSA (Life)

Michael Hall MRCSA (Life)

Sue Healy MRCSA (Life)

Kris Hope-Cross MRCSA (Life)

Malcolm Jackman MRCSA (Life)

Graham Jenkins MRCSA (Life)

Ruth Levinsohn MRCSA (Life)


John Plummer MRCSA (Life)

Beryl Rowan MRCSA (Life)

Julie Sattler OAM APRCSA (Life)

Greg Paul Savage MRCSA (Life)

Kim Shearn MRCSA (Life)

Kaye Strain MRCSA (Life)

Rodney Troian MRCSA (Life)

Paul Veith MRCSA (Life)

John K Williams MRCSA (Life)

George Zammit MRCSA (Life)

RCSA Fellows

Bill Dalby FRCSA

Ian Hamilton FRCSA

Michael Hannaford FRCSA

Rosemary Urbon FRCSA

John Wilson FRCSA

RCSA Honorary Members

Hillard McMullen Hon MRCSA

Julie Mills Hon MRCSA (Life)

Joan Page Hon MRCSA

Malcolm Riddell Hon FRCSA (Life)

Reg Shields Hon MRCSA

Jill Skafer Hon MRCSA

Andrew Wood Hon MRCSA (Life)

RCSA Premium Supporter & Principal Partner

RCSA Premium Supporter & Business Partner

RCSA AUSTRALIA AND NEw ZEALANDPO Box 18028, Collins Street East, VIC 8003 Australia

Tel: 1300 727 504 | Toll Free NZ: 0800 448 299 | Fax: 61 3 9663 5099

Email: [email protected] Website: www.rcsa.com.au

RCSA Board, Life Members and Fellows

r c s a d i r e c t o r Y

Gender equity

Personal development

Change management

Research

Workplacerelations

Strategic HR

Risk management

Global business

Humancapital

Publicsector

Innovation

Engagement

Value creation

Demography

Technology

Diversity

OH&S

Talent

Performance

LeadershipCareer planning

Workplace investigations

THE WAY FORWARD

Gender equity

Personal development

Change management

Research

Workplacerelations

Strategic HR

Risk management

Global business

Humancapital

Publicsector

Innovation

Engagement

Value creation

Demography

Technology

Diversity

OH&S

Talent

Performance

LeadershipCareer planning

Workplace investigations

THE WAY FORWARD

Recruiters, hit your targetsPut your recruitment business in front of over 2000 HR and people management professionals under the one roof at the AHRI National Convention and Exhibition.

As an exhibitor at the largest HR event in the Asia Pacific, you will:

• Generate new leads

• Build your network

• Maximise brand awareness

• Speak to the people who hire staff

But hurry, exhibition spaces are strictly limited.

facebook.com/ahrievents twitter.com/ahrievents #AHRINC

contact aHRI coRpoRate SaleS on (03) 9918 9226 oR vISIt: conventIon.aHRI.com.au/commeRcIal

AHRI 2011NATIONAL CONVENTIONSydney conventIon & exHIbItIon centRe, 7 – 8 June 2011

+ built in training + built in help + comprehensive screens

WorkDESK Recruitment Software

When business opportunities come along, WorkDESK users can be confi dent that their software will help them take full advantage.

WorkDESK software is the complete solution – Candidates, Clients, Job Orders, Payroll and Billing, CRM, Search, Scanning, Outlook and SMS Text Messaging,

Marketing, General, Debtors and Creditors Ledgers (and much more)

Try WorkDESK yourself - order your free demo pack today.FreeCall 1800 777 004 (in Australia) FreeCall 0800 445 885 (in New Zealand) Email [email protected]

www.workdesk.com.au

rcsa journal march 2011

Documents

eo financial services

t i o n

t i n g s e r

r e c r u i t

s s o c

sales services

n d c o n s u

investment choice easy