Nov 11 Newsletter

Welcome To Our Newsletter

Hi, November the month of mo's the calm before the party season and freaky weather changes! Starting early on the party front we celebrated our 10th birthday party, great time had by all and thank you to everyone who braved the horrible weather to attend.

On the market front, contrary to media reports we are certainly not finding the market limping to the close of the year, there is in fact a very strong undercurrent of clients looking for standout employees and candidates wanting to make good on their new years resolution of a new career. Whilst the number of newly created jobs may have waned a little, the desire to move companies has rarely been stronger!

Perhaps a time for businesses to consider their levels of engagement of current staff and a rethink the onboarding process to ensure maximum early attachment. We will be covering this very topic at one of our events early in the New Year. Our complimentary 2012 events calendar is well underway with new keynote speakers and topics, plus our continued delivery of the Recruitment & Selection Essentials (R&S) Workshop due to be held in new locations throughout 2012 - these include Chatswood, North Ryde, Northern Beaches, North Sydney and Norwest. The first of the R&S workshops being held on the 2nd February in the City and the 9th February in Chatswood. We would also love to hear from you with your ideas on new topics.

November has also seen another Beaumont Baby born, congratulations to Kamilla and Ben! Janine Runaghan of our Not For Profit got married in South Africa and the confirmation from Georgia Browning, Call Centre Specialist, North Shore that she will be returning from maternity leave at the end of January.

So lets look forward to the removal of the mo's, the start of the party season and hopefully not so freakish weather!

Dawn Toynton
Branch Manager

talent

Australian Employers At 'Talent Tipping Point'

Article taken from HR Daily

Despite Australian managers recognising the importance of talent mobility in driving organisational growth, most do not have the authority nor systems in place to facilitate it, according to new research.

Researchers from Taleo described the findings as a "talent tipping point" in the Australian Talent Mobility 2011 white paper, released this week.

More than half of respondents (HR personnel from 100 Australian companies with 200+ employees) reported that managers were not held accountable for internal talent movements.

This was despite most agreeing that developing the skills of current employees and retraining them for new roles within the organisation was the best way to drive productivity, innovation and retention.

"A lot of times, it's easier for managers to go outside the walls of the organisation to attract new talent, simply because they don't have the information they need on current employees," explains Taleo's executive vice president and chief marketing officer, Heidi Melin.

In addition to inadequate internal systems, the rise of social media platforms in the recruitment process is also partly to blame, she says.

"Without tools that help identify suitable candidates within the organisation, it's often easier to research external candidates using systems like LinkedIn, for example."
Managers need to prepare for workforce growth
Researchers found that, while employee turnover was currently flat, three Australian companies were planning to hire more workers for every one that was preparing to reduce its workforce.

But almost 40 per cent of HR managers felt their organisation did not currently have "the best people in the right places" to drive growth, the research found.

"Given the difficulty for many companies in acquiring skills through hiring, Australian organisations must make the most of the people already in place.

"While the main objectives for talent mobility efforts might be focused on growth and turnover reduction, it's also true that a commitment to career development through talent mobility can help organisations attract high quality talent, which may indirectly address some of the difficulties in hiring for skilled positions," the report says.

According to Melin, the link between business performance and talent mobility is finally being made within many Australian companies, although it's been a long time coming.

"It's unfortunate that so many companies know more about their laptop computers than they do about their people," she says, claiming that the change needs to come from within HR departments.

"We are challenging HR professionals to really step up and take a seat at the boardroom in driving their company forward - because guess what? They're the ones who have access to the necessary intelligence about employees, and they're the ones with the infrastructure to be able to leverage that."

Innovative talent mobility programs stand not only to benefit the bottom line, Melin adds, referring to the fact that 55 per cent of Australian HR managers believed that staff development programs were increasingly on employee agendas.

Furthermore, as many as 89 per cent of Millennials wanted to work in companies that provided opportunities for overseas work through talent mobility programs.

"It's scary to think that so many of our young workforce - made up of highly educated and highly motivated people - want to work outside their own country," Melin says.

"That's a huge proportion, and it shows that companies really need to work out how to leverage their own networks to offer global opportunities, and how they can retain their talent and develop them so that they're much more likely to stay."
Find the right talent tools
Taleo's research points to the use of talent management software in providing the necessary tools for effective mobility programs, finding that only 29 per cent of companies already used dedicated talent management systems.

"The right combination of culture, process, and technology are key underpinnings of any successful talent mobility strategy," the report says.

"It's important that the culture and process are supported with a technology platform that can capture and mine data around the internal talent pool."

And despite one-third of companies reporting that they use only email to manage their internal recruitment and development, Melin says the shift towards streamlined talent mobility technology is the last inevitable step in an increasingly automated corporate landscape.

"Organisations have spent billions of dollars automating everything from their supply chain to their financials, and the last area that still largely remains unautomated is their talent," she says.

know

Getting to know you - Michelle Maye

1. What is your role in Beaumont Consulting?
NFP Recruitment Consultant

2. What was your first job?
I worked in advertising for a national newspaper in Ireland

3. What was your favourite subject at school?
Biology

4. If you were stuck on a desert island, what is the one thing you could not do without?
Music

5. What is the first thing you notice about people?
The tone of their voice

6. Who is someone that inspires you and why
My mum the strongest, most beautiful woman I know

7. What do you do in your spare time?
Running, socialising and lots of swing dancing!

8. What was the last book you read?
Wild Swans

9. If you could be famous for anything what would it be?
Nobel Peace Prize winner

10. What is the best decision you have ever made?
To give my number to the very cute guy in the Lord Dudley 6 years ago. He will be my husband very soon

temp

Temp of the month

Our temp of the month goes to Claire Coyle at IPAC.

THis is what our client had to say:

She is great. Claire has such a great attitude to work, she never complains, she is an absolute delight. Everyone here is really impressed with her.

market

Market Update

After a stressful month the Australian share market has moved into positive territory as bank shares recovered after a weak month of uncertainties. RBS client advisor Bill Bishop has said that, I think once again we are waiting to see what Europe is going to come up with, though it looks like running into January, we are going to come into some positive certainty.

And the good news keeps coming in with the Federal government announcing that employment rate has increased in October/November after 5 consecutive months of decline. The Department of Education, Employment and Workplace Relations has said that its monthly leading indicator of employment rose 8% in October and has continued to rise and the department is predicting a growth in the business cycle.

Economists have said to be tentative and aware of the market in particular the European markets, but to not lose hope as predictions are showing that 2012 will NOT be doom and gloom.