Within 48-hours three different CIO roles go live
The Ministry of Social Development have had an acting CIO for over 12-mths but went to market yesterday searching for a CIO. Not a small role.
On behalf of Land Information New Zealand I am recruiting a CIO that will be a direct report to the CEO and along with the other members of the executive team contribute in the running of the organisation.
Then there is the Head of IT role at Trade Me. Jon McDonald the CEO is looking for an individual to join his executive team and help shape the future of Trade Me.
All different but fantastic roles. For the Ministry of Social Development role I believe Sheffield is running that process but if you are interested in finding out more regarding the Land Information New Zealand or Trade Me roles feel free to make contact with me on 978 1896 or nathanmasters@920.co.nz
Showing posts with label Ninetwenty. Show all posts
Showing posts with label Ninetwenty. Show all posts
Saturday, October 2, 2010
Thursday, June 3, 2010
IT Recruiter Required
The Wellington IT Market is rebounding quicker than expected, hence we need another recruiter to join the group.
Whether you are an experienced recruiter, an up and coming recruiter or possibly working in the IT sales space and wish to enter the IT Recruitment market, I am keen to hear from you.
Currently in Wellington we are 12-staff.
It isn't an easy career, people need to bounce back quickly from set-backs, be comfortable doing phone based marketing, enjoy meeting people as a large amount of our time is talking to clients and candidates in person.
From a rem point of view, you get a healthy base salary and we believe our bonus / commission rates are very good.
For further info you can call me on 029 201 47 45 or drop me an e-mail on nathanmasters@920.co.nz
Whether you are an experienced recruiter, an up and coming recruiter or possibly working in the IT sales space and wish to enter the IT Recruitment market, I am keen to hear from you.
Currently in Wellington we are 12-staff.
It isn't an easy career, people need to bounce back quickly from set-backs, be comfortable doing phone based marketing, enjoy meeting people as a large amount of our time is talking to clients and candidates in person.
From a rem point of view, you get a healthy base salary and we believe our bonus / commission rates are very good.
For further info you can call me on 029 201 47 45 or drop me an e-mail on nathanmasters@920.co.nz
Saturday, May 15, 2010
Are JD's useful?
In the last couple of days I have sat down with a couple of organisations to discuss certain roles (nothing new in that). BUT I was thinking how much time and effort people put into developing them and how useful they really are?
JD's is short for Job Descriptions!
Now I am sure there are many people (I admit I am not great) whom can draw up a great JD and that there are some great JD's out in the market, that explain the job, the daily tasks, the culture of organisation etc but my head tells me that there are many, many JD's that don't do justice to the organisation and the role. In fact it may turn people away because it is to long, to dull, doesn't really tell me much etc
So what can else can you do?
- Put a video up on YouTube or your website on what the office is like - shows people that you have appreciation of Social Media
- Do a job description via a Video upload - have the line manager talking about the role, the challenges involved, the people in his team, some of the projects their team have been involved in etc
- Be upfront on what daily tasks people will be doing (if the role involves spending 2-hours a day drawing Visio diagrams tell people, as what you don't want is people being surprised when they turn up to the interview to hear certain things or even worse when they have accepted the role and get surprised).
- Get some photos up on your website off some social events involving your staff - snapshot of culture
- Get people to 'pass a test' (it might be a programming test) before submitting their resume - gives people an impression on what is expected
On that note I should take note myself of what I am writing!!
JD's is short for Job Descriptions!
Now I am sure there are many people (I admit I am not great) whom can draw up a great JD and that there are some great JD's out in the market, that explain the job, the daily tasks, the culture of organisation etc but my head tells me that there are many, many JD's that don't do justice to the organisation and the role. In fact it may turn people away because it is to long, to dull, doesn't really tell me much etc
So what can else can you do?
- Put a video up on YouTube or your website on what the office is like - shows people that you have appreciation of Social Media
- Do a job description via a Video upload - have the line manager talking about the role, the challenges involved, the people in his team, some of the projects their team have been involved in etc
- Be upfront on what daily tasks people will be doing (if the role involves spending 2-hours a day drawing Visio diagrams tell people, as what you don't want is people being surprised when they turn up to the interview to hear certain things or even worse when they have accepted the role and get surprised).
- Get some photos up on your website off some social events involving your staff - snapshot of culture
- Get people to 'pass a test' (it might be a programming test) before submitting their resume - gives people an impression on what is expected
On that note I should take note myself of what I am writing!!
Doing it yourself
We are seeing a handful of organisations (largely government) looking to get staff themselves via internet and print based avenues. For certain roles this will absolutely work for certain roles (Helpdesk is one job that comes to mind) in this marketplace - but they will be swamped with applications (expect in excess of 100). But what we are seeing is that organisations will spend maybe four / six weeks going through a process and then coming out asking for help. My point is, I would hate to think how much time, effort, productivity and money has been wasted in that period.
An example comes to mind that occurred earlier this year which if they had asked themselves the hard question "are we best to do this" they would of saved a huge amount of time, saved some people getting highly stressed, saved some money and they would have had a person on sooner than what they did:
- A SOE needed to recruit a new role - strong response - seven people interviewed - none of the seven deemed appropriate - another ad on Trade Me and SEEK - another reasonable response - four people interviewed - none of the four deemed appropriate. Then we get a phone call and I wouldn't say it was the easiest role to fill, but what was needed was some headhunting - ringing some people whom were comfortable in their role and tempting them with an opportunity. This organisations approach was 'well there must be a lot of people looking for a job, we will be right', and they were correct on the quantity point, but not right when it came to the quality!
By no means am I absolutely against organisations watching costs in these market conditions, but all I ask is that they think seriously whether they are in the best position / have the best resource and know the people they need before commencing a process.
An example comes to mind that occurred earlier this year which if they had asked themselves the hard question "are we best to do this" they would of saved a huge amount of time, saved some people getting highly stressed, saved some money and they would have had a person on sooner than what they did:
- A SOE needed to recruit a new role - strong response - seven people interviewed - none of the seven deemed appropriate - another ad on Trade Me and SEEK - another reasonable response - four people interviewed - none of the four deemed appropriate. Then we get a phone call and I wouldn't say it was the easiest role to fill, but what was needed was some headhunting - ringing some people whom were comfortable in their role and tempting them with an opportunity. This organisations approach was 'well there must be a lot of people looking for a job, we will be right', and they were correct on the quantity point, but not right when it came to the quality!
By no means am I absolutely against organisations watching costs in these market conditions, but all I ask is that they think seriously whether they are in the best position / have the best resource and know the people they need before commencing a process.
Recruiting Blind
In some instances we get put into a situation where we have to work off a JD, without a conversation or a meeting with the line / hiring manager. I have seen it happen with our team at 920. There are many reasons why a lot of the times it certainly makes the task at hand even harder:
- It is great to hear it from 'the horses mouth' why this is such a great role
- We can talk to people about the type of person they will be reporting too - this may persuade or dissuade individuals (either way it helps)
- A JD doesn't necessary tell you the top three 'absolute must have's'
- A JD doesn't talk about the the key projects that lay ahead for the person and what benefits being involved will have for them
From a line / hiring managers point of view a 15 / 20 minute investment is certainly going to assist as if not you may receive profiles which for whatever reason doesn't match your needs. My advice - make the small investment and save yourself some time and pain in the future.
- It is great to hear it from 'the horses mouth' why this is such a great role
- We can talk to people about the type of person they will be reporting too - this may persuade or dissuade individuals (either way it helps)
- A JD doesn't necessary tell you the top three 'absolute must have's'
- A JD doesn't talk about the the key projects that lay ahead for the person and what benefits being involved will have for them
From a line / hiring managers point of view a 15 / 20 minute investment is certainly going to assist as if not you may receive profiles which for whatever reason doesn't match your needs. My advice - make the small investment and save yourself some time and pain in the future.
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