Stay in the Loop...

 

Predictions for 2010 hiring trends remain cautious for the United States and other regions hit hardest by the recession, however the Asia-Pacific region expects hiring to return to pre-recession levels.

 

 

Recruitment in general is undergoing rapid transformation with an increase in work force mobility, cultural diversity, corporate social responsibility policies, changing demographics, and leveraging those demographics strategically in the marketplace.

Here are five ways to keep pace and keep your workplace productive.

1. Motivation is the driving force behind talent. Create a foundation for each new employee to succeed by providing a network of support: advanced training, and ongoing mentoring and staff development.

2. When recruiting, remember to communicate the importance of the work they do and how it conbributes to the company's overall business growth and success.

3. A change in business strategy may require changing to a different recruitment strategy that supports your business goals.

4. Coordinate each phase of the sourcing, interviewing, and recruiting process so it is not contradictory and counter-productive.

5. Use a specialist recruiter in a high-volume corporate environment. The shift is to a culturally inclusive recruiter environment.

 

 

’PICK’ is an acronym for 'Person with Intrinsic Cultural Knowledge' a term created by American marketing consultant Ernie Mills. Mills created the phrase to communicate how a person’s cultural knowledge and understanding creates value for his or her company.

 

 

LBF Consulting was invited to facilitate at the recent Business Leaders Forum in Canberra. The forum, ‘Indigenous Employment: Everyone’s Business’ was an opportunity for specialists in the Indigenous employment space to share their experiences with senior Government ministers and officials.

CEO Lani Blanco-Francis from LBF outlined how to build a ‘supportive and culturally safe workplace for Indigenous staff members’. Other speakers included Tim O’Leary, General Manager of Corporate Affairs, NAB, who discussed ‘organisational change to support retention of Indigenous employees’, and Carl Binning from BHP Billiton spoke about ‘managing the school to work transition’.

Speakers from Government, the Business sector and NFP sector included Melinda Cilento, Deputy CEO of the Business Council of Australia; Leah Armstrong, Social Enterprise Manager from Social Ventures Australia; and Robert Griew, Associate Secretary, Department of Education, Employment and Workplace Relations.

 

 

Reconciliation Australia released a discussion paper 'From good intentions into action that works: measuring the contribution of reconciliation actions in Closing The Gap' in December 2009. The aim of the report is to measure the contribution of Reconciliation Action Plans towards closing the gap in life expectancy between Aboriginal and Torres Strait Islanders, and other Australians.

RA’s consultation process will include input from Aboriginal and Torres Strait Islander people and organisations, and other stakeholders.

The consultation period has been extended to the end of March. In June 2010, Reconciliation Australia will report on what stakeholders have nominated as key ways to measure the impact of the program. And the first collective report on the impact of RAPs on closing the gap will be published in November.