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Five minutes with Cameron Norton, SEEK’s 2019 Recruitment Consultant of the Year

June 16, 2020

 

 Cameron Norton was a Principal Consultant with Davidson’s Executive and Boards team when he was named SEEK’s 2019 Recruitment Consultant of the Year. In January 2020, Cameron has moved to Expert360 to take on the role of Enterprise Sales Manager and to grow the Victorian market for the online talent platform geared towards experts in their field.

 

The SEEK Award was a fitting honour for Cameron, who was one of the first consultants in Australia to embrace the use of video throughout his recruitment processes with a goal of enhancing his service to clients and improving the overall candidate experience. The Brief spent five minutes talking with Cameron about his career – past, present and future.

 

What’s you background in the recruitment industry?

 

I have been working in the recruitment industry for almost six years as an Executive Recruitment/Search specialist with a focus on the community and public sectors (local and state government). Prior to recruitment, I worked across a number of generalist HR roles within a Victorian Government department.

 

In 2020, I have joined Expert360 which is essentially an online talent platform for matching experts (on our platform) to the workforce needs of clients that are embracing project based working. I joined Expert360 as I view project-based working as an approach that organisations will need to utilise in the future world of work. I was keen to expand and stretch myself from a personal development perspective and felt moving into a “new-age” type of organisation would provide the greatest growth whilst also being able to have an impact for my clients in changing the way they engage talent, and therefore changing their outcomes.

 

Why has strong communication with clients been such a focus for you?

 

When I first joined the recruitment industry, I heard many people say “recruiters don’t get back to you” or “I’ve gone for an interview and haven’t heard anything for three weeks – what’s happening?”. From this, I assumed there was a problem from a process perspective and felt there were a number of things that could be done to change this view of recruiters.

 

I was fortunate to gain good fundamentals in recruitment as a new recruiter that meant that my processes tended to be fairly well ran and consistent from the beginning. As I evolved as a professional and the volume of processes, clients, candidates and pressures increased, I could see exactly why it became hard to stay on top of things.

 

Innovation is spawned from necessity many times and this was certainly the case for me. At one point I think I had 27 retained executive level recruitment processes that I was working on. If you quantify what this means, it may look like 10 active candidates per role which equals 270 candidates wanting to know what’s happening, plus 27 clients and then all the other candidates that were calling in to learn more about a job, request a position description etc.