Your 2019 New Zealand RCSA Council

We wanted to take this opportunity to introduce the members of RCSA’s New Zealand Council for 2019; a dedicated group who volunteer their time, accumulated knowledge and passion for what they do to support and advocate for those working in the staffing and recruitment industries in New Zealand. We asked them each six questions and their responses show exactly how diverse our industry and those who participate in it are. Our Council Members are Melinda Honeychurch, Business Director with Hays Wellington, Ryan Densem, National Operations Manager with Advanced Personnel, Janice McNab GM of TradeStaff, Jonathan Greening the Director of Archway Recruitment and Jason Bishop MD at Sourced. They are

Why professionalism and collaboration matters in labour hire

Historically there has been some tension and mistrust between regulators, unions, employers and the labour hire sector. Some of this is deserved while much of it is not. In New Zealand in 2010 a natural disaster set the scene for what could well become a template for a collaborative approach between these parties. New Zealand’s temporary staffing sector is expected to grow strongly over the next five years accounting for a combined revenue of $2 billion and employing 40,600 staff in the last year, according to a report by industry researcher IbisWorld released in September 2018. The Ibis report definition of temporary staffing services is: “Industry operators primarily provide casual, short-

How can you ensure your workforce is diverse?

I was recently asked to speak at a meet-up for internal recruiters and HR practitioners about diversity. This is certainly a topic that a lot of employers are talking about and the business case for a diverse workforce is compelling, so what’s really getting in the way of progress? My message to employers: if your workforce currently lacks diversity, the only way you’re going to get a more diverse workforce is to recruit one! And it makes sense to engage a trusted recruitment partner to help you on your journey. So as a specialist recruiter, how can you ensure your recruitment and sourcing processes are conducive to finding the candidates you are looking for? Let’s take a look at some practi

Reflections on 2018 and forecasts for 2019

We ask five key players in the New Zealand and Australian recruitment and staffing sectors to share their reflections on the past year and what they think 2019 will hold for our industry, their business and the economy as a whole. From the skills shortage making candidate sourcing more difficult to the need to embrace and adopt digital innovations, their observations make for interesting reading for those working in our industry. Mark Laudrum, Director of RCSA Insurance Key highlights for 2018: For me personally and professionally, the key highlight was attending my eighth RCSA conference. For the sector as a whole, from an insurance perspective and the work we have done with RCSA members, t

A CEO at 22

At age 22, Hannah Mourney already knows what it’s like to be the CEO of a Fortune 500 company thanks to an innovative program that has attracted thousands of applicants. She tells us about the program and what she was able to learn from her time in the role. Hannah Mourney hasn’t even graduated from university yet, but has more knowledge of being a CEO than most of us ever will. Well, for that matter, she has more experience in the role than many of us will ever know. Hannah, 22, who is studying for a double degree in biomedical engineering and the arts, completed a one-month CEO internship with Adecco in August after competing against more than 4000 applicants for the role. The internship -

How to bridge the workplace generation gap

Baby Boomers, Gen X, Gen Y and Gen Z are all part of the workforce, bringing with them a diversity of perspective and lived experience, opening up opportunity for innovation, critical thinking and expertise to collide and collaborate. But there’s also an enormous challenge at play in helping these diverse groups recognise and engage with the value their counterparts offer - in particular, the untapped potential of younger generations stepping into the workforce. In this new, dynamic world of work, traditional pathways to work are less common, and a young person is predicted to have 17 jobs over five careers in their lifetime. Attracting and retaining appropriate skill sets in this evolving

It is time to rethink how we write HR policies?

A few weeks ago, an employee asked me to write a letter to get her out of jury service as the trial had the potential to go on for three weeks and our policy, like so many other organisations, only allows for five days jury service leave. Any more than five days and the employee, in the past, has been required to take annual leave. This employee did not have enough annual leave to cover the expected time she would be off work on Jury Service and she simply could not afford to take unpaid leave. She had a mortgage to pay and a family to feed. To be honest, when I actually read the policy I was pretty horrified. It was old school, punitive and included the following phrases: An employee must

Then and Now: How our industry has evolved

While long-serving recruiters may look back misty eyed at the days of the fax machine and carbon paper, newer arrivals may wonder how on earth work was done without computers and mobiles. But the truth is, the changes in the industry have been less about technology and more about the culture of work. There was a time, back in the day, when recruitment consultants regularly enjoyed long, languid, alcohol-fuelled lunches with clients that were often known to become dinner and then maybe a little karaoke. There was also a time, back in the day, when clients did not feel a need to be inhibited in their language when talking with recruitment consultants. Back in this (g)olden time, circa the

Why we need to look clearly at accessibility issues

Imagine going for a job interview - something we’ve all done before and you have a great rapport with the interviewer, you have all the skills and qualifications for the job, you answer each question perfectly, you leave feeling really confident. The next day, the interviewer calls you and tells you: “We really like you, we want to give you the job but the software we use isn’t compatible with your screen reading software”. This happened recently to 32-year-old Jane when applying for a job. For people who are blind or have low vision, there is a variety of software including screen-reading and magnification software that means the barrier of blindness disappears. For Jane, she missed out on

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