Latest insights, best practices & down-to-earth practical advice from recruitment and HR industry experts.
Who is Who in Your Team – Tiger Personality – the Fun and Fearless Workmate
Tigger is an Extrovert with a capital ‘E’ – gregarious, full of rambunctious energy, fun-loving and the person everyone loves being around. Tiggers are everywhere in sales, start-ups and entrepreneurial ventures. They are great at motivating others, bring positive energy and a sense of fun to a team and they perform well under pressure.
Who is Who in Your Team – Winnie-the-Pooh Personality – Simple but Loyal Team Member
We love the characters of the Hundred Acre Wood – Christopher, Pooh, Piglet, Owl, Tigger, Eeyore, Kanga, and Rabbit are all representative of someone we know. So who‘s who in your Hundred Acre Wood and how do you get the best out of them? Today we look at Winnie-The-Pooh – simple but loyal team member.
Who is Who in Your Team – Christopher Robin Personality - Your Team Leader
What can Winnie the Pooh, Piglet and Tigger teach us about effective leadership? And team behaviour? Well, quite a lot it seems. So who‘s who in your Hundred Acre Wood and how do you get the best out of them? Today we look at Christopher Robin, the clear leader of the gang.
How to Prepare for a Successful Candidate Interview
A successful interview isn’t just about you asking a candidate a bunch of questions. It’s about how the candidate is made to feel, what the process tells them about you and the company, and what questions you should be asking to get the information you need to make a good hiring decision.
Shortlisting Candidates – DIY Recruitment
This short video is all about efficient shortlisting of any candidates you do attract. Sorting through all the ad responses in your mailbox can be overwhelming and lead to delays and procrastination, two things you can’t afford to do in a time of candidate shortages.
4 Things Do NOT Do in an Interview Process – DIY Recruitment
In this 3-min video Bernadette Eichner, CEO Just Right People Recruitment, talks about how NOT to lose your candidates in a job interview process. In a market where candidates are in high demand you don’t want to turn them off by doing these 4 things she mentions in this video.
Writing a Job Ad – DIY Recruitment
In a competitive candidate market the first challenge is actually finding the candidate you want. And that usually starts with the job ad. So how do you make sure that you don’t bore the pants off people with an ad that nobody wants to read.
Reference Checking – DIY Recruitment
In this 2 min video Bernadette Eichner, CEO Just Right People Recruitment, talks about what questions to ask in order to get some meaningful insights about your candidate.
Your Second Best Candidate – DIY Recruitment
In this 2 min video Bernadette Eichner, CEO Just Right People Recruitment, talks about what to do if your preferred candidate turns down your offer and you are left with “second best”.
Introduction to 4 Recruitment Pricing Models – their Advantages and Disadvantages
Here’s what every business owner or hiring manager needs to know about the four recruitment pricing models – the percentage of salary model, retained search, fixed fee (flat fee) recruitment, and an hourly billed fee-for-service approach.
Recruitment Pricing Model #1 – Percentage of Salary Fee
This pricing model has been the most common recruitment billing method since the professional recruitment industry burst onto the Australian scene in the late 1980’s.
In this 5min video Bernadette Eichner, CEO Just Right People Recruitment and 30-year veteran of the recruitment industry, explains how the traditional Percentage of Salary pricing model works covering its advantages and disadvantages for you as a client.
So next time you need to bring a new member to your team you know what you need to clarify with your recruiter in order to avoid unpleasant surprises.
Recruitment Pricing Model #2 – Retained Search Fee
Retained Search pricing model is similar to the Percentage of Salary Fee, except that the agreed fee is paid in three instalments, the first two (non-refundable) payments each being one-third of the estimated total fee.
In this 5-min video Bernadette Eichner, CEO Just Right People Recruitment, explains how the Retained Search pricing model works, exploring its advantages and disadvantages for you as a client.
Recruitment Pricing Models explained #3 – Flat or Fixed Fee
Unlike the traditional Percentage of Salary model, the Flat or Fixed Fee pricing model is not linked to the successful candidate’s salary – rather, you and your recruiter agree on a fair flat (sometimes also referred to as “fixed”) fee for the work.
The Flat Fee pricing model is great for companies that need the services of a professional recruiter but aren’t sure what the salary is going to end up being, so want some comfort around the budget.
Recruitment Pricing Models #4 – Billed by the Hour
In our new 4-min video Bernadette Eichner, CEO Just Right People Recruitment and 30-year industry veteran explores the Hourly Billed Recruitment pricing model. She looks at how it works and the advantages and disadvantages for you as a client.
This pricing model is relatively new to the recruitment industry in Australia but is gaining popularity. Essentially, it’s just like the pricing approach taken by other professionals such as accountants, lawyers, business consultants and so on - you pay for the work that has been done.
The Hourly Billed Recruitment pricing model is perfect if you want to save money, or prefer to manage your own recruitment but just need some help now and then to speed things up. Or if your internal hiring team is under pressure and needs some quick help to get things done. You only pay for what you need, saving up to 75% of the traditional recruitment fees.