Recruitment & Co Summer Issue 2023

RECRUITMENT & CO Summer Issue 2023

The 2023 APSCo Gala Dinner Celebrating the quality and professionalism of APSCo

The ultimate guide to switching your recruitment software Download the eBook

Onboarding support

Timeline and costs

Data Migration

Thank you to our 2023 Global Partners

Thank you to our 2023 Premium Partners

Thank you to our 2023 Associate Partner

Our Affiliate Partners The Access Group APositive Achieve Corporation Australia PEO Bookssorted Certex International Cloud Firm Daxtra Technologies HHMC Global JobAdder IMS Group Maynard & Barrett Mercury

ONE Recruiter Platinum WFM Ready Set Recruit Legal RecView Red Bid SafeScope SDP Solutions Seek Sovereign Private Staffing Industry Metrics TargetRecruit WorkPro Younique Coaching

Become an APSCo Partner at www.apscoau.org

What's inside?

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12 4 A message from APSCo Australia MD Lesley Horsburgh 7 TargetRecruit: Celebrating Excellence and Forging Futures

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8 Daxtra expands in Australia 12 The winners of the APSCo Awards for Excellence 31 Time to plan for 2024, by John McCluskey 33 This is your 2024 starting point, by Stephanie Healy 34 Contract Recruiting Simplified: Strategies for Success 39 Breaking Borders: Streamlining Cross-Tasman Talent Acquisition for Aussie Companies 40 Offshoring decoded

Recruitment & Co is published by the Association of Professional Staffing Companies Australia (APSCo Australia).

41 Three proactive recruitment tips you need to know in 2024

Editorial submissions: carly@apscoau.org

42 Demystifying workplace industry classification

Advertising enquiries: carly@apscoau.org

43 Don’t let the fear of Data Migration haunt you

Membership enquiries: lesley@apscoau.org

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A MESSAGE FROM OUR MD

Another year of excellence We are well and truly in the thick of awards season and it's fair to say that our profession love an Award, not least the inevitable evening of celebrations! With face to face events back in full swing it’s been great to see so many of our network at our own gala dinner but also sweeping up the accolades at other events around the traps of late.

Lesley Horsburgh Managing Director APSCo Australia

While the social merits speak for themselves and the motivation of adding the title of ‘winner’ can do wonders for team morale, without a doubt the most critical element of participating in awards programs is the opportunity to benchmark against others in your field and re-enforce your commitment to professional standards and excellence. When I joined APSCo in 2019, I took the view that our own Awards should extend to everyone in our profession – Member or not. I feel strongly about the fact that we cannot enter into a scenario of only awarding our own and that by opening up our entries to anyone in the profession, we are giving further kudos to those that ultimately win.

Along with a panel of independent judges, we can hold our heads up against any suggestion of bias or agenda and feel confident that our awards are upholding a level of excellence that is part of our company values. While our work is always with a member first focus, I believe that as an Industry Body, our broader remit should be to elevate best practice for the greater good.

I commend every business that takes the time needed to invest in awards entries and once again congratulate all our 2023 APSCo Awards for Excellence Winners and Finalists. It’s been a big year for APSCo Australia and our entrant numbers reflect the traction we are making in the professional recruitment market. 2024 will no doubt be bigger again, with market challenges looking certain and much work to continue in our lobbying and advocacy efforts.

For now, I’d like to wish everyone a safe and restful Christmas and look forward to tackling 2024 with gusto!

LESLEY HORSBURGH APSCo Australia Managing Director E: lesley@apscoau.org

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A MESSAGE FROM OUR CHAIR

Positive outcomes and stronger connections Looking back at 2023, it's been a bit like a rollercoaster. Some parts of the recruitment sector have flow (think medical) with more immigrants and new workers, but other areas faced tough demands and a return to regular wages (I’m thinking the tech sector), making it less attractive for talented people, and going back to more in-person office time.

Steve Smith Director, Sirius People

This has polarised opinion, with a lot (including leaders) of people very happy with this but some not willing to accept a less flexibile approach.

Looking at what APSCo has done this year, especially with our success and partnership with Cornerstone Group, it's great to see positive outcomes and stronger connections with the government.

APSCo's voice in parliament, especially on big issues, has been heard more, and some of our ideas are being considered for changes. Most importantly its been great to be in the conversation.

I believe APSCo is really helping its members, not just through lobbying but also with education and elevation in local member engagement at the state level, conferences, and the recent Gala dinner awards night.

I would also like to take the opportunity to welcome new members to the APSCo board; Sharmini Wainwright (Page Group), Kristen De Sousa (Six Degrees Executive), and Maria Zannis (Paxus).

I want to thank Lesley and the team for all their hard work this year. To everyone, I hope you get a chance to enjoy the festive period with friends and family. Recharge those batteries for what looks like an eventful 2024!

STEVE SMITH Director, Sirius People, APSCo Australia Chair

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PARTNER NEWS

TargetRecruit: Celebrating excellence and forging futures This year has been marked by a series of successful and insightful events that have both celebrated industry excellence and paved the way for future innovations in recruitment.

At the forefront was the recent APSCo Awards, a glamorous evening dedicated to recognising the outstanding achievements of staffing firms throughout Australia.

TargetRecruit's Joe Duffy and Brad O’Loughlin were delighted to attend the celebration, and Joe had the pleasure of awarding the Staffing Professional of the Year trophy to Michael Page’s Melanie Wallace-Smith - a testament to the dedication and talent within the industry.

TargetRecruit extends a big congratulations to her and well done to all other winners and those who made the shortlist this year.

In the lovely private dining space at OTTO, Sydney, APSCo & TargetRecruit treated several Executive Leaders to a brilliant lunch filled with thought-provoking discussions, whilst being graced by APSCo CEO Ann Swain. The conversations delved into the realm of Artificial Intelligence (AI) – an upcoming shift that will determine the future of recruitment technology. Discussions revolved around its current state, adoption by industry leaders, and the ongoing investments by TargetRecruit that signal a strong commitment to embracing AI capabilities.

The gathering was an opportunity to share plans and visions for the upcoming year 2024, highlighting the dynamic and forward-thinking nature of our industry. “It’s always great to get recruitment leaders together, the openness to share pains and successes with one another really makes this industry unique and it’s a pleasure to host events like this one!” - Joe Duffy, TargetRecruit.

ILooking ahead to the upcoming year, with our existing connections, fantastic partners and the team at APSCo, we eagerly anticipate more events where we can come together to share, learn, and shape the future of recruitment. Poised to embrace the opportunities that 2024 holds, TargetRecruit looks forward to attending APSCo Emerge 2024 and announcing our latest expansion of client partnerships in the region. Stay tuned for more events that promise to inspire and propel us forward in our mission to redefine the recruitment landscape.

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PARTNER NEWS

Daxtra expands in Australia Daxtra, the leader in intelligent recruitment automation solutions, is thrilled to announce a new phase of growth in the Asia-Pacific region, with a focus on the Australian market.

In our continued commitment to innovation in recruiting, Daxtra is expanding its team to further support these regions.

With this expansion, Daxtra will bolster its strategic capabilities and enhance customer service, ensuring that the company will continue to deliver top-notch solutions and support to clients in the region.

To help direct these efforts, Christian Ward joined Daxtra earlier this year to lead the APAC team. With nearly 20 years of experience in sales, business development and strategic growth, Christian’s industry knowledge and extensive experience ideally positions him to support recruiters in the region.

Christian Ward comments: “As our operations grow, we are excited about the opportunities ahead. We anticipate building a stronger presence, fostering innovation, and delivering impactful experiences for our customers in 2024.”

Daxtra has also welcomed Regional Sales Manager Mzi Mpande, who brings with him a wealth of experience from his time at Broadbean, HubSpot and Indeed. He joins Adam Coyne in Daxtra’s Sydney office, who gained experience in sales and business development at organisations like Hays and Xref.

Together, they make up a passionate team of industry experts who are working to support recruiters and staffers across Australia.

These changes follow recent global developments for the company in 2023 – including a majority growth investment from Strattam Capital and the appointment of a new CEO, Terry Baker.

Baker brings more than 30 years of experience managing high-growth technology companies to his new role. He was most recently CEO of PandoLogic, a software platform providing programmatic recruitment solutions.

Daxtra provides intelligent recruitment solutions and enables clients to put the power of machine learning to work to solve the practical challenges they face in the staffing industry.

Since opening our Sydney office in 2017, we've established a strong presence in the region, working with clients such as Allegis Group, Chandler Macleod, Halcyon Knights, Hudson, People2People and Talent International.

We look forward to continuing on this path, building relationships and making a lasting impact in the business landscape in Australia.

If you’re interested in learning how Daxtra can power up your recruiting operations, contact us at https://www.daxtra.com

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Canberra

Sydney

End Of Year Networking Drinks

Brisbane RECRUITMENT & CO | 9

End Of Year Networking Drinks

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Small Teams: Sapture International

Talent

Medium Teams: Whizdom

Large Teams: Peoplebank

Patch Personnel

ManpowerGroup Talent Solutions

Melanie Wallace-Smith PageGroup RECRUITMENT & CO | 13

Best Brand: Talent

Best Workplace Culture: Cornerstone Medical Recruitment

Candidate Experience: Sapture International

“A memorable brand and a brilliant entry.”

This company’s commitment “Clearly an organisation With brand values of: Lead to excellence is rooted in committed to its people.” the way, strive for better, and actionable steps that create a “They have moved beyond the give a damn. meaningful impact for standard wellbeing and workplace candidates at every stage. culture initiatives to meaningful The judges praised this and impactful changes.“ company’s entry as, “Comprehensive across the board.”

Client Service: Troocoo

Diversity, Equity & Inclusion: Aquent Health & Wellbeing: Allegis Australia Group

This company exemplifies exceptional client service “A very strong entry from an through a blend of industry organisation demonstrating a deep expertise, innovative commitment to promoting DEI solutions, and a passionate initiatives and resourcing them commitment to sustainable effectively.” and inclusive recruitment.

This company has a core value of “serving others”. The judges praised this company for their “well-considered and well-structured program that demonstrates impact.”

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Innovation: Leaders IT This company developed a program specially designed to assist organisations fast-track the development of talent from pools previously not available to them.

The judges said, “A brilliant entry – the way they shared the story, problem and solution was spot on.”

RPO of the Year: Talent “An impressive entry with some great examples of activity that not only impacts their organisation, clients and people but also externally the wider sector as a whole.”

Learning & Development: ManpowerGroup “An excellent entry, indicating an organisation with a clear commitment to the ongoing development of its people.”

Specialist Firm of the Year: Patch Personnel

MSP Of the Year: ManpowerGroup Talent Solutions This winner was praised by our judging panel for their detailed and impressive submission, which reached far and wide across their people, clients and candidates.

Staffing Professional of the Year: Melanie Wallace-Smith, PageGroup

The judges called this winning entry “forward-thinking and This Professional’s unwavering impressive.” commitment to providing exceptional service to both candidates and clients sets her apart as a true subject matter expert in her field.

Recognised as a team player, with excellent long-term outcomes

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r e n n i D e r P s k n i r D

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o t u o y k n a h T rd a w our A rs o s n o Sp

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e h t d n A ... s i r e n n wi

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Talent

Troocoo

Sapture International

ManpowerGroup Talent Solutions

Allegis Group

Talent

ou y k n Tha to our nner i D Gala sors n o p S

Time to plan for 2024 As another year comes to an end, and Christmas and the holidays are just around the corner, many of us are focused on planning for the festive season.

John McCluskey Managing Director Whizdom APSCo Director

Amidst this time of holiday hustle, it is essential for business owners and leaders to pause and take some time to undertake a stocktake of their business and prepare and plan for the upcoming year to get on the front foot for 2024. This time is a great time to do that with many businesses (excluding retail) slowing down preparing for the shutdown period.

Reflect on the last 12 months- what went well, what can be improved and consider the market and operating conditions both within and beyond your control. Is there anything you can do now before the end of the year to strengthen your business for the upcoming year? This might involve reviewing expenses, identifying key hires for future growth, or ensuring a successful final month of the calendar year.

Looking ahead to the next year; ask yourself if you are content with the current state of your business or if there’s a long-planned initiative on your radar that warrants your attention. If nothing changes, nothing changes, right! This could include reviewing business strategies, social impact, training, more time dedicated to self-improvement, attracting new clients, expanding services, or entering sectors. Embrace the new year as an opportunity for fresh ideas and perspectives.

If you have had a challenging year, you are not alone. Challenges are no excuse to accept more of the same. A bigger business does not always equate to a better business. Consider focusing more attention on those clients which value your contribution and service. It may be time to move on from those high maintenance problematic clients which fail to recognise your efforts. Establishing boundaries by sometimes saying no to bad business is the best decision you can make for your business, reputation, and your people.

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LinkedIn's Top AI Courses for your organisation's upskilling strategy The world of artificial intelligence (AI) is experiencing a surge in popularity. Topics like generative AI and GPT are now 33 times more prevalent in LinkedIn discussions than just a year ago.

As AI's role in the workplace grows, it demands both technical skills like prompt engineering and the enhancement of essential human abilities such as critical thinking and teamwork.

LinkedIn's CEO, Ryan Roslansky, notes that we're entering an era where work becomes more human-centric.

This shift provides an opportunity for more fulfilling and effective collaboration.

Learning and Development (L&D) professionals are keen on efficiently upskilling employees to utilise AI effectively in their daily tasks.

Interestingly, employees share the enthusiasm for acquiring AI skills, evident in a 65% surge in learning hours for the top 100 AI/GAI courses from 2022 to 2023.

Here are LinkedIn's 10 most popular AI courses in 2023:

8. Python Data Structures and Algorithms by Robin Andrews

1. How to Research and Write Using Generative AI Tools by Dave Birss

9. Prompt Engineering: How to Talk to the AIs by Xavier Amatriain

2. What is Generative AI? by Pinar Seyhan Demirdag 3. Generative AI for Business Leaders by Tomer Cohen 4. Nano Tips for Using ChatGPT for Business by Rachel Woods 5. Machine Learning with Python: Foundations by Frederick Nwanganga 6. Get Ready for Generative AI by Ashley Kennedy 7. Introduction to Prompt Engineering for Generative AI by Ronnie Sheer

10. GPT-4: The New GPT Release and What You Need to Know by Jonathan Fernandes These courses are available for free to everyone until December 15, 2023.

They serve as a valuable starting point for developing AI skills and upskilling your workforce while offering a glimpse into the future of AI. Get in touch today to explore how LinkedIn Learning can help transform your team’s skills.

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This is your 2024 starting point...

ONE Recruiter has met with recruitment businesses of all sizes this year. A common challenge that leaders and owners have grappled with is how to change mindsets and behaviours so that their people will really stand out in their chosen markets and be at their best. This is, of course, ONE Recruiter’s expertise – how to make this happen.

The surprising revelation is that the "new way forward" is, in fact, “the old way”, but with a modern twist and an emphasis on care.

There is also more market data and information available on a variety of platforms – probably too much. So where do you start - let's zoom in on Clients - how can you and your team be more memorable and effective in 2024?

Ask yourself the question many clients will ask you when you walk through the door to decide if you are worth spending time with……”so what do you know about our business?”

If your answer is regurgitating the company website which you crammed while waiting in the reception “you are a $100m biscuit company with offices in all major capital cities and a product centre in Melbourne” .

Fail. Move to the back of the line please.

If your answer includes things like the below, you will be closer to the front; “what makes you a different biscuit company from the rest is x, y and z”. The all-important X, Y and Z can be gleaned from multiple sources including their competitors (market hierarchy, what they do well), their customers (integrating technology/systems/processes, going extra mile to understand their business by doing things outside of the norm) and what their own employees say about them (Glassdoor which can be confronting, or candidate interviews).

LinkedIn/Seek are both great data sources, however, only regurgitating that will not make you different.... combining it with your intelligence gained from your own network and experiences will give you the edge.

It does not end there...remember you are meeting a person not a company. Know who you are meeting - they are taking the time to meet you/your agency.

Stephanie Healy Founder and Chief Executive Officer at One Recruiter Starting with “I am a specialist consultant at company A, we have the largest global footprint in B” or “we are a specialist market leader because my founder started the company 10 years ago and knows everyone and everything “. Fail. Move to the back of the line again.

Vs “I have just recruited for several of your major competitors in X and have seen the following Y trends in your market. ” “I see that you moved from company Z and joined this organisation – what was the attraction for you, what has the experience been – understanding this will help me connect with the right candidates and assess them for you” There is so much to be gained with great preparation. Getting you and your team in the right frame of mind with the right skill set will help you maximise your 2024 potential.

Don’t wait until it's too late – start now.

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Contract recruiting simplified: Strategies for success Whether you're a new recruiting firm ready to broaden your horizons or an experienced recruiter looking to diversify your services, contract recruiting presents a world of exciting opportunities. APSCo Global Partner, People 2.0 explain.

Traditionally dominated by large companies, the contract recruiting landscape is rapidly evolving. With increasing demand for temporary workers and a shift towards flexible job roles, contract recruiting has become more accessible to small-to-mid-sized firms and independent recruiters.

If you’re new to the world of contract recruiting, we’ve provided some insights into the basics you need to know such as: compliance considerations, marketing strategies, and pricing tactics.

Financial Foundations: Expanding Your Earnings Relying solely on full-time employee (FTE) placements can limit your earning potential. By adding contract recruiting to your services, you open the door to recurring revenue streams, expanding your client reach and building future enterprise value.

Compliance Considerations: Navigate with Confidence

Outsourcing compliance and Contractor management to an established agent of record (AOR) or employer of record (EOR) provider like People2.0 can save you from administrative burdens and give you access to compliance experts across jurisdictions around the world.

A Trusted Partner: People2.0 Empowers Your Success

Marketing Your Services: Enhancing Your Brand

Navigating the contract recruiting landscape can be challenging, especially for newcomers. With over 20 years of experience, People2.0 can be your trusted partner, managing compliance risk and administrative burden, freeing you to focus on growing your business.

Promoting your contract recruiting services effectively is essential.

Position yourself as a comprehensive recruitment solution, guiding clients and candidates towards the best outcomes and showcasing your value as a trusted recruitment partner.

Are you ready to unlock the potential of contract recruiting?

For a more comprehensive guide to contract recruiting, including details on how to set your pricing, you can download our full eBook, Contracting Made Simple, and explore the valuable insights and strategies it offers.

Pricing and Payout: Striking the Perfect Balance

Download the free eBook, Contracting Made Simple, here

Understanding your clients' budgets and candidates' salary expectations can guide you in setting competitive rates and pricing contracts appropriately.

With flexible pricing strategies, you can optimize your earnings while providing value to clients and candidates alike.

Contract recruiting comes with its own set of compliance and legal responsibilities.

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Top workplace myths In this article, the first of a two-part series, we discuss some common workplace myths and provide clarity on the rights and obligations of employers and employees.

Diana Diaz, Special Counsel, Gadens

“We pay above the award so our employees are award-free” Employers often pay awardcovered employees an overaward annual salary. However, this does not mean that the award no longer applies. As a general comment, award coverage is determined by assessing an employee’s role in accordance with the classifications contained in a modern award – regardless of the employee’s income.

Employees that are award covered must still be paid at least what they would have been paid under the award, including overtime and penalty rates. Other sections of the award such as breaks and consultation obligations, will continue to apply.

“I can only request a medical certificate if an employee takes sick leave around a weekend or a public holiday” Employers can request medical evidence, such as a medical certificate, on each occasion that an employee is absent due to an illness or injury, including a single day or part-day absence.

Employers can also request evidence if an employee is requesting to take carer’s leave.

Employers should also consider their policies when making requests for medical certificates.

“Employees can’t make unfair dismissal claims if they are terminated during the probationary period” Employment contracts usually set a six-month probationary period to align with the statutory ‘minimum employment period’ that some employees must serve before making an unfair dismissal claim. However, the probationary period and the statutory minimum employment period are separate concepts.

Erin Lynch Partner, Gadens

If a longer contractual probationary period applies than the six-month minimum employment period and an employee’s employment is terminated after the statutory minimum employment period, the employee may be eligible to make an unfair dismissal claim.

“You only need to provide policies at induction”

Rocío Jamardo Paradela, Associate, Gadens

Policy training at induction is important to address inappropriate workplace behaviours, however, it will not always be enough.

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Changes to federal antidiscrimination laws recently introduced a ‘positive duty’ requiring employers to take reasonable and proportionate measures to eliminate as far as possible certain conduct in the workplace including sex discrimination and sexual harassment.

Similar considerations apply for employers who wish to avoid being held vicariously liable for employee behaviour such as sexual harassment.

Gadens recommends that policies are provided at induction and all employees are provided with refresher training at least every six months.

“I can make deductions from an employee’s pay” Generally, under the Fair Work Act (FW Act), employers can only make deductions from an employee’s pay as follows: the employee agrees to the deduction in writing, the authorisation specifies the amount of the deduction, and the deduction is principally for the employee’s benefit; or the deduction is authorised by or under law, an industrial instrument or an order of a court.

Deductions that are authorised in writing may be withdrawn by the employee in writing at any time.

Even where an employment contract permits deductions from employee pay, a separate written agreement authorising a deduction may be necessary to comply with the FW Act. A detailed version of this article can be found on Gadens’ website. Subscribers to Gadens’ updates will receive the second part of this series, discussing a further five workplace myths.

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Federal Court awards highest sum of general damages for Sexual Harassment claim under the Sex Discrimination Act Since December 2022, employers have a positive duty under the Sex Discrimination Act 1984 (Cth) (SDA) to take reasonable and proportionate measures to eliminate, as far as possible, sex discrimination, sexual/sex-based harassment, conduct conducive to a hostile workplace environment and acts of victimisation against complainants and whistleblowers.

An employer’s failure to meet their positive duty may result in various statutory contraventions, including those of the SDA itself. These consequences were recently illustrated in the landmark Federal Court decision of Taylor v August and Pemberton Pty Ltd [2023] FCA 1313, which saw the highest amount of general damages awarded in a sexual harassment claim under the SDA. Background Ms Taylor was employed by the respondent company, which traded as Grew & Co, a small business which manufactured and sold fine jewellery. Mr Grew was Grew & Co’s manager and sole director.

Ms Taylor alleged that Mr Grew engaged in several unwelcome conduct, including: declaration over text message of his (romantic) “feelings” for Ms Taylor, who had then made clear that those feelings were not reciprocated (January 2020 confession); reviving the subject of his feelings for Ms Taylor when driving her home from work (June 2020 confession);

Nicola Martin Partner, Squire Patton Boggs

making unsolicited statements about Ms Taylor’s physical appearance, such as “I like petite curvy brunettes”; “You have a really nice body”; “You have a beautiful body”; and “You have bedroom eyes”; slapping Ms Taylor’s bottom; and making unsolicited expensive gifts, such as jewellery, cash, a gift card and massage.

After the June 2020 confession, Ms Taylor’s working relationship with Mr Grew deteriorated. Notably, Ms Taylor received an inadvertent text message from Mr Grew containing criticisms of her which had been intended for another recipient.

Thereafter, Ms Taylor went on a period of sick and annual leave without ever returning to the office.

Marcus Lee Partner, Squire Patton Boggs

On 28 August 2020, Ms Taylor’s solicitors sent a letter to Mr Grew, claiming that he had made “persistent unwelcome advances to her of a sexual nature in an attempt to lure [her] into a romantic relationship with [him]”. In response, Mr Grew, through his solicitors, sent a letter seeking Ms Taylor’s immediate return of “company property”, including some of the jewellery gifts he had made to her, an iPhone 11 and a platinum band.

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In a further letter (15 October Letter), Mr Grew’s solicitors: pressed for the return of those company property; and demanded $460 cost of labour for a silver black ring that Ms Taylor had alleged put into production for a friend “which was treated, hallmarked and passed off as a Grew & Co product”.

Further, in response to Ms Taylor’s complaint of sexual harassment with the Australian Human Rights Commission (Commission), Mr Grew accused Ms Taylor of theft and threatened to report her to the police. After resigning from Grew & Co, Ms Taylor sought, among other forms of relief, $250,000 general damages for sexual harassment and $50,000 for victimisation.

Decision The Federal Court found that Mr Grew (and thus, Grew & Co) sexually harassed Ms Taylor by slapping her on the bottom and making the January and June 2020 confessions.

It also found that Mr Grew, by way of the 15 October Letter, victimised Ms Taylor by subjecting her to a “detriment” in response to her allegations and complaint that he had done acts in contravention of the SDA. Similarly, Mr Grew’s accusation of theft against Ms Taylor and threat to report her to the police “was a vindictive act, taken in large part, if not entirely, in retribution for lodging her complaint to the [Commission]”.

Though the iPhone 11 and platinum band had been company property, there was no apparent urgency in their return when Ms Taylor was, at the time, a Grew & Co employee

whose employment had not ended by way of termination of resignation, on an authorised period of leave.

According to Justice Katzmann, however, the amounts of general damages claimed by Ms Taylor were “manifestly excessive” to the point of being punitive. In line with the compensatory nature of general damages, Ms Taylor was awarded $140,000 general damages for the sexual harassment, and $40,000 for the victimisation.

While acknowledging that Ms Taylor’s health has since improved and that she has returned to the workforce, the judge awarded the general damages in recognition of the chronic psychiatric disorder that Ms Taylor had suffered from Mr Grew’s conduct. Indeed, the judge found that Ms Taylor had experienced “depression and anxiety, disturbed sleep, reduced energy, poor concentration, lack of motivation, loss of appetite and a reduction on social contract”, as well as grief for the loss of her career and perceived damage to her reputation.

Additionally, Justice Katzmann awarded $15,000 in aggravated damages due to the intimidatory conduct of Mr Grew’s solicitors, who, in various forms of correspondence: attacked Ms Taylor’s character by alleging that she had “manipulated Mr Grew during the course of her employment” and “[taken] advantage of their relationship for pecuniary gain”, neither of which were put to her in cross examination;

describing Ms Taylor’s case as “frivolous, vexatious and lacking in merit”, which the judge regarded as unwarranted; and made unfounded claims that Ms Taylor repeatedly acted in a flirtatious way towards Mr Grew.

What does this mean for employers?

While the decision concerned conduct prior to the introduction of the positive duty, it indicates the Court’s willingness to award significant damages (including aggravated damages) against employers who contravene the SDA. If this case had involved conduct that arose after the introduction of the positive duty there can be little doubt that Grew & Co would have failed to comply with the duty.

To this end, employers have only a matter of weeks to design and implement appropriate measures before the Commission will be legislatively empowered to inquire into an organisation’s compliance with the positive duty.

For more information, read our previous article summarising the guiding principles and standards the Commission expects organisations to incorporate into their compliance measures.

The case is also a reminder that we are likely to see a continuation of more significant damage being awarded in successful sexual harassment claims.

making an unjustified threat against Ms Taylor’s solicitors;

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Breaking Borders: Streamlining Cross-Tasman Talent Acquisition for Aussie Companies In the ever-evolving landscape of global business, the demand for top-tier talent often transcends national boundaries, APSCo Affiliate Partner Australia PEO writes.

For Australian companies eyeing Australia PEO leverages its the talent pool across the Tasman established network and in-depth Sea in New Zealand, the process knowledge of both the Australian of hiring can be both promising and New Zealand employment and challenging. landscapes.

With Australia PEO, breaking borders and acquiring talent in New Zealand becomes a strategic advantage rather than a challenge.

The Cross-Tasman Challenge

As Australian companies set their sights on expanding into New Zealand, Australia PEO stands as the catalyst for a new era of streamlined, compliant, and rapid cross-border talent acquisition.

Acting as the intermediary, we allow businesses to focus on Expanding operations into New integrating their new hires Zealand is a logical step for many seamlessly into their operations.

Australian companies, given the cultural, economic, and The cross-Tasman hiring journey geographic proximity, as well as doesn't have to be an arduous sweeping skills shortages on one. home turf.

However, the intricate web of employment regulations in New Zealand can pose significant hurdles.

Traditional routes often involve complex accreditation processes, leading to delays and administrative headaches. To hire permanently, you also must have a legal physical entity in the country.

Australia PEO: Your Accredited Cross-Border Partner Australia PEO is now assisting Australian companies looking to fast-track their talent acquisition in New Zealand, by acting as your Employer of Record for New Zealand workers, facilitating a smooth and expedited hiring process for companies operating on both sides of the Tasman.

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Offshoring decoded Offshoring refers to delegating business processes/tasks to a foreign provider to save costs without sacrificing work quality. Europe and US businesses have utilised offshoring to maximise their profits for years, but Australian businesses have been slower to embrace this as part of their business mix.

Contrary to misconceptions, utilising offshoring does not imply a lack of capability, capacity, or access to local talent.

So, I will talk about how businesses operating in Australia can enhance profitability with offshoring.

Stigmas About Offshoring (Solutions) Common concerns I come across about offshoring include job displacement, quality control, and cultural differences. Challenges associated with offshoring and ways businesses can tackle them are: Data Security and Legal Compliance: Selecting an offshoring partner with region-specific compliances and data security certifications ensures data protection from leaks and misuse. For instance, GDPR compliance for businesses serving in the EU and APRArelated compliance for the financial industry. Only entrust your business data to an offshore provider once they provide you with the necessary compliance documents, and you are assured that they adhere to the region-specific legal and data security regulations required in your industry.

Quality Control: Offshoring is only profitable when the quality of work is not compromised.

Effective Quality Control requires absolute stakeholder commitment, defined outcomes, detailed process maps, clear and specific protocols and KPI alignment.

Communication Barriers & Cultural Differences: Offshoring differs from Outsourcing in that it is more about the onshore and offshore teams working in sync.

The right offshore partner provides proper L&D training for cultural sensitising before project initialisation and invests in robust communication tools and protocols for clear communication.

Julieann Fouad EVP - Sales & Key Accounts (UK & APAC) IMS People Possible

Creating a Pathway to Understanding Working with the right offshoring partner in India or in the Philippines is a cost-efficient choice for the Australian market with benefits like flexibility, scalability, core business focus, global talent access, and 24/7 operations.

Today, over 40 Australian and 250 international recruitment agencies trust IMS People Possible with their offshoring needs and chart a prosperous future for themselves.

You can too!

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3 proactive recruitment tips you need to know in 2024 Proactive recruitment is sourcing and nurturing talent before you need it, building diverse talent pools that you can draw from when you need to place a candidate quickly. For recruitment agency owners, this needs to be a core component of your agency’s day-to-day activities.

JobAdder CEO, Martin Herbst spoke with global recruitment advisor Greg Savage about the three things agency owners should focus on heading into 2024.

1. Find the candidates your clients can’t Proactive sourcing surged during the pandemic but has since declined and plateaued. “The reason employers use agency recruiters is to find candidates they can’t find themselves. So to go back to transitional mechanisms would be a mistake” “Job boards are available to everyone, and only a small percentage of people ready to change jobs are proactively applying”.

The data supports this, revealing a significant difference in time-to-fill when leveraging the agency's existing resources compared to starting from scratch.

2. Nurture and engage your talent pools

3. Reconnect with the candidates you didn’t place

While you may have built a great talent pool, it’s important to remember that your agency and your recruiters need to stay top of mind so when they get a call from you, it’s not like “Greg who?”

A crucial component of proactive recruiting is making the most of the candidates that came second or third on your shortlist.

By encouraging your recruiters to regularly reach out to candidates in the talent pool, you know that when a job arises candidates are not only available but also receptive to a conversation because you’ve been in touch in some way.

That’s your competitive advantage. Combining smart automation with the human touch, will allow your recruiters to build strong relationships with a large pool of candidates.

“You placed 300 people last year, but there were probably another 600 on the shortlist.

They had second interviews.

They were good. They just missed out. But where are they?

Are you going to run an ad to rerecruit them?”

Searching for talent within your own talent pool (rather than posting an endless stream of job ads) will empower your recruiters to find and place talent quicker than ever before, which means boosted productivity and revenue for your agency.

With 2024 just around the corner, let JobAdder take care of the background noise so you can start building connections with your best talent. Get in touch today to find out more.

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Demystifying workplace industry classification Workplace Industry Classifications (WIC) are a grouping system used in conjunction with other factors such as total remuneration and claims costs to determine WorkCover compulsory insurance premiums.

There are hundreds of classifications for different industries, and they can vary from state to state.

Modern organisations are regularly developing new services and changing the way they operate.

A customised approach is essential when reviewing an organisation’s Workplace Industry Classification.

The classification rates consider the risk and claims experience of the different industries. These classifications are applied to a workers compensation policy based on the predominant business activity being undertaken.

The pandemic proves a good case study, with many businesses transforming to offer new core services, which may lead to changes in their predominant business activity.

As an employer or labour hire agency, understanding your premium should form part of an overall workers compensation management strategy.

Without a thorough knowledge of workers compensation legislation and guidelines it can often be difficult to identify the most appropriate classification for your business.

Why is it important to have the right WIC? For an organisation operating across multiple states or territories, understanding the classifications and associated legislation is critical. Despite the same work being undertaken nationally, the classification can differ from state to state.

Having the correct WIC may minimise workers compensation premiums.

Workplace Industry Classifications and labour hire The level of complexity when it comes to classifications increases for labour hire organisations, particularly if operating across multiple jurisdictions.

Not only do classification rules differ between states, the WIC of the host employer and the specific job that each labour hire employee is undertaking must also be considered through the classification process.

The benefit of working with an expert is the knowledge they offer when it comes to improving outcomes through premium management, claims management, OHS and ensuring legal obligations are met.

Insurance House’s workers compensation team, Safe Scope, are the experts in premium management and workplace classifications, contact Mark Farrugia to discuss today.

Mark Farrugia 0437 917 315 Mark.farrugia@safescope.au

Support to get it right Many factors go into determining your workers compensation premium, including total remuneration and claim performance.

RECRUITMENT & CO | 42

Don’t let the fear of data migration haunt you Data Migration can be a daunting prospect, despite being the most impactful process to transform your business. Several recruitment firms avoid it for fear of losing their valuable information with many more risks associated with Data Migration. However, it becomes really powerful when we can get all the data in one place to drive your business success by making faster and stronger decisions. Vincere writes.

Common CRM Data Migration challenges faced by rec firms 1. Unexpected Migration Costs The most pressing is the cost of operational downtime and its impact on productivity. Lack of data recovery solutions and data redundancy is very expensive to recover.

2. Data Quality Loss During the Data Migration process, expected data quality may be lost. Migrating missing, inconsistent, or outdated data may adversely affect CRM performance.

3. Security & Compliance Risks Migrating data and changes to workflows can lead to the emergence of security gaps and blind spots.

4. Insufficient Data Knowledge A lack of expertise on how to convert data may become a challenge as there is a risk of data being interpreted hence organized incorrectly.

5. Incompatibility & Integration Issues The difference in database architecture between vendors may cause API accessibility issues.

Migrating to the right platform streamlines maintenance, reducing operational expenses and enabling your organization to allocate resources more strategically.

The crucial role of Data Migration in recruitment

Additional cost savings can be achieved for a more scalable technology ecosystem.

Data Migration provides the opportunity for your staffing firm to benefit from a centralized environment and simplified data management with better reliability, greater performance and fewer incidents. It will help to improve efficiency.

By consolidating data into a centralized and unified platform, your recruitment firm can ensure data integrity, improve collaboration between your team, and streamline decision making processes.

One of the primary reasons for migrating to upgrade the system is the ability to utilize data analytics for understanding the candidate pool.

Migrating to a more flexible and scalable platform enables your organization to align better its technology stack with your strategic goals, ensuring that its investments are focusing on fostering your business growth.

Data-driven insights play a key role in your decision-making by tracking trends in the talent market.

Psst...not all data migrations are cursed. Read The 5-min compendium to banishing your fear of CRM data migration.

RECRUITMENT & CO | 43

CONSIDERING A CRM UPGRADE? LET’S TALK DATA MIGRATION. We have extensive experience in helping recruitment agencies of all shapes and sizes move systems whether perm, contract, temp or executive search.

Our top priority is making sure it’s done properly and most critically, that it retains its value in your new CRM, Vincere.

Learn more

In-House Consulting Team

Bespoke Solutions

Cutting-Edge Migration Technology

Ongoing Support & Aftercare

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