June 2011.pdf - RCSA

ecruitment and consulting services Association LIMITED 

Australia & New Zealand | June 2011 

INNOVATION: 

where do good 

ideas come from? 

In this issue 

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Contents 

201 1 RCSA INTERNATIONAL CONFERENCE 

THE RECRUITMENT AND CONSULTING 

SERVICES ASSOCIATION LIMITED 

The RCSA Journal is published by the 

Recruitment and Consulting Services 

Association Limited. 

RCSA AUSTRALIA & NEW ZEALAND 

PO Box 18028 

Collins Street East 

VIC 8003 Australia. 

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www.rcsa.com.au 

RCSA JOURNAL 

EDITORIAL ENQUIRIES 

The Editor: Sally Matheson 

Matheson Publishing 

T: +61 3 9820 2676 

E: sally@mathesonpublishing.com.au 

RCSA JOURNAL 

ADVERTISING & SUPPORTER 

ENQUIRIES 

Julie Morrison 

RCSA Manager Marketing 

& Communications 

T: +61 3 9663 0555 

E: jmorrison@rcsa.com.au 


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available: contact the RCSA at the 

address details above. 

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NOTE 

All material published in the RCSA Journal 

is subject to copyright and no part may be 

republished, photocopied or transmitted 

electronically in any form without written 

permission. Opinions expressed by 

contributors are their own and are not 

necessarily endorsed by the RCSA or 

the editor. Advertisers and contributors 

to the RCSA Journal should be aware of 

the provisions of the Anti-Discrimination 

Act 1977 and the Trade Practices Act 

1974 in relation to false and misleading 

advertisements or statements and other 

unfair practices. The RCSA and the editor 

accept no responsibility for such breaches. 

While every effort has been made to ensure 

the accuracy of the information in this 

publication, no responsi bility is accepted 

for errors or omissions. 

© Copyright RCSA 2011 

ISSN 1838-8736 

FOCUS: INNOVATION 

8INNOVATION: Where do good ideas 

25 

come from? 

4 President’s Report: Lincoln Crawley 

6 CEO’s Report: Steve Granland 

8 INNOVATION: Where do good ideas come from? 

12 Award winners at the RCSA Annual Gala Ball 

16 International Comment: 

Lessons from a maturing market 

17 A voice on the global stage: RCSA and Ciett 

18 AMRANZ Profile: world’s first national 

registration scheme protects Australian 

patients 

20 AANRA Survey results: member agencies 

delivering care 

19 RCSA PEARL Program – up and running! 

BUSINESS MANAGEMENT ISSUES 

22 Update: regulations and other matters 

affecting the recruitment sector 

24 Data quality – a key to recruitment genius? 

25 Last chance to register for the 

2011 RCSA Conference! 

26 Innovation, invention and ideas: 

what do we really want or need? 

28 Industry research – RIB Report third 

quarter results 

29 Protect your company’s future 



MARKETING 

30 Publish and educate to build profile, 

credibility and win new clients 

32 Book reviews 

ASSOCIATION NEWS 

33 Business Solutions resources 

34 The benefits of Corporate membership 

36 Professional Accreditation Framework 

(PAF) Excellence 

38 RCSA International Conference Program 

39 RCSA’s new Life Member 

40 The Professional Practice Council 

41 The RCSA Service Delivery Standard: 

42 New Zealand Outlook 

43 Communicating with you! 

43 Special Interest Groups: AANRA and AMRANZ 

44 RCSA Supporter Profiles 

45 RCSA Partners and Premium Supporters 

45 Member Benefits 

46 RCSA Board, Life Members and Fellows 

47 2011 RCSA CPE & Events Calendar 

The Recruitment and Consulting Services Association (RCSA) is the leading industry 

body for talent management and workforce solutions in Australia and New Zealand. With 

approximately 3,500 members, Corporate and Individual, the Association sets professional 

standards, conducts research, educates and develops members’ skills, monitors industry 

developments and lobbies state and federal governments on issues directly affecting 

members. 

Your last chance to book for the 

2011 RCSA International Conference 

June 2011 3

PRESIDENT’s REPORT 

Lincoln Crawley APRCSA 

Engaging with members 

and external stakeholders 

Since the Autumn RCSA Journal, the Board, 

the CEO and I have been focusing on some 

of the issues raised in my article: recognising 

the professionalism of our industry, engaging with 

our members and partnering more effectively 

with government and industry stakeholders. 

Firstly, in response to feedback and from a 

housekeeping perspective, there were a couple 

of things we needed to do quickly: launching the 

new website and returning to the print version 

of the RCSA Journal. I’m very pleased with 

feedback I’ve received about the quality of both. 

The website is easier to use and therefore, more 

of an asset. So we have improved communications 

by using both print and electronic media. They 

were both delivered on time and on budget 

and the response has been excellent. 

Looking at increasing professionalism, I’ve been 

exceptionally pleased with the launch of the PEARL 

Program (Professional Emerging and Aspiring 

Recruitment Leaders). I had the chance to talk 

with some of the people in Sydney who’d gone 

through the program and they were not only 

energised by it but were also very impressed that 

colleagues from the industry were willing to share 

so much of their valuable expertise. This underlines 

the fact that as long as we engage in the right 

way, we have exceptional talent who are willing 

to engage with the industry and are passionate 

about it. 

The launch of the RCSA Awards honouring 

significant achievements in OH&S, contribution 

to the industry and young achievers, highlights 

the importance of recognition within the industry. 

These awards also demonstrate outside the 

industry that OH&S is important to us: many 

of our members have huge workforces and we 

have shown that we recognise the importance 

of keeping those people safe. 

The awards also highlight that we are currently 

embarking on a change to the membership 

structure. In July, the RCSA is launching the new 

Professional Accreditation Framework for individual 

membership. This means that individuals will find 

it easier to join the Association. Organisations will 

also be able to use that program as part of their 

own rewards recognition program – certainly 

we will at Manpower. As part of that change, the 

opportunity to become a Fellow of the RCSA is 

going to become more practically available with 

changes to the Fellowship criteria recognising 

some of the talent we have in the industry. 

As part of our increasing professionalism, 

the RCSA is participating in the Ciett global study 

of our industry. I mentioned in my last column the 

need for empirical data. We will be aligning with 

the Ciett initiative and that will provide us with 

information about our market that we don’t have 

at the moment – and which will assist how our 

industry supports the productivity goals of 

Australia and New Zealand. Additionally, later 

this year we’ll be embarking on other surveys in 

which we encourage you to get actively involved. 

The survey will be done by a third party, with total 

anonymity and it will gather solid empirical data 

that will help us promote and add value to the 

industry in Australia and New Zealand. 

To date, we have held a number of meetings 

with the head of the ACTU, with Government and 

Opposition ministerial departments in education 

and employment – and there are other meetings 

planned. We are really “upping” the level of the 

meetings as well as the quality of the discussions. 

The good news is that this is giving us a real 

indication of what we need to focus on and, 

by creating these relationships, giving us the 

opportunity to provide them with our empirical 

data as it becomes available. Secondly, it will 

enable us to become involved in some of the 

taskforces reviewing critical issues that might 

be changing in the world of work. 

Finally, of course, the best way to increase 

professionalism is to engage in the 2011 RCSA 

International Conference – I encourage you to 

book if you haven’t already done so and I look 

forward to seeing you all there. 


RCSA President, Australia and New Zealand 

Of course, 

the best way 

to increase 

professionalism 

is to engage in 

the 2011 RCSA 

International 

Conference – 

I encourage you 

to book if you 

haven’t already 

done so and 

I look forward 

to seeing you 

all there. 

4 

RCSA JOURNAL

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Closer to clients 

Closer to communities®

CEO’s REPORT 

Steve Granland 

Welcome to the June edition of the RCSA Journal 

I 

would like to start my column by thanking 

all our readers for their positive feedback 

on the return of the RCSA Journal. The 

Journal will continue to evolve based on 

member feedback and I encourage you to 

send any suggestions you may have to our 

Manager, Marketing and Communications, 

Julie Morrison, jmorrison@rcsa.com.au. 

As featured in the first edition of the 

RCSA Journal the new RCSA website is 

now live. Feedback received to date has 

been overwhelmingly positive and includes: 

• 100 times better than the old one. 

• Much easier to find what you are looking for! 

• By George I think they’ve done it! 

I can actually navigate easily. 

• Great improvements. 

• It is fantastic! It looks really good and works! 

• Love the new website, much better than 

the old one. I can even find things on it! 

One of the key website improvements is 

the new RCSA Business Solutions webpage 

which is now an open book with great access 

to all resources. There are two key pages: 

the first page is for members only, so logon 

before you start, and provides a list of and 

access to free resources (more than 340 

including 46 templates). The second page 

provides a list of all titles available which is 

over four hundred titles – and continuing 

to grow on a weekly basis. 

The RCSA website will be a living site which 

we will continue to refine and adjust based 

on member feedback – any suggestions 

can again be forwarded to Julie Morrison. 

The RCSA Gala Ball was held at The Ivy in 

Sydney on 26 May and was a great success. 

We were confident the night was going to 

be a success when registrations closed four 

weeks prior to the Ball and we proudly put up 

the SOLD OUT sign. I can say everyone had a 

great night and interest is already building for 

2012. Congratulations to all award finalists 

and winners! You’ll find full details and 

photos on pages 12-15. 

I am pleased to report the number of 

registrations we have received for RCSA 

events and education programs continues 

to be strong as our members look to invest 

in training and education. We are looking 

to ramp up activity across all regions with 

discussions underway with councils for the 

development of local keystone events. Keep 

your eye open also for “FREE” networking 

events which are planned for 2011/12. 

Over June 6-8, for the first time the 

RCSA had an exhibition stand at the Australian 

Human Resources National Convention. This 

represented a great opportunity to take key 

RCSA member messages to two thousand 

senior HR managers. We focused on ensuring 

HR managers are aware that RCSA members 

must abide by a Code and when looking at 

using a recruitment firm, they should be 

insisting on RCSA member organisations. 

It was a very positive experience for RCSA 

members and we will be ramping up all 

activity focused on raising the profile of 

the RCSA and its members over 2011/12. 

We have been very active over the last 

three months on the lobbying and advocacy 

front with key meetings with politicians from 

both sides at both a national and state level. 

Meetings have also been held with the ACTU, 

FWA and industry groups including AIG and 

COSBOA. Additionally a number of new 

working groups have been formed, including 

Independent Contracting and Immigration 

(I encourage any member with an interest in 

these areas to contact the RCSA for information 

on how to become involved). Stakeholder 

communications, lobbying and advocacy 

and working group activity will continue to 

be ramped up further over the next 12 months. 

As noted in the Journal (page 39) we will 

be undertaking a member communications 

survey in the next few months. I encourage 

you to take part in this survey to ensure your 

views regarding RCSA member communications 

are considered as we look to refine for 

2011/12 and beyond. 

As featured in the article on page 36, the 

RCSA Board has approved the new RCSA 

Professional Accreditation Framework for 

implementation from 1 July 2011. This new 

individual membership model has been 

introduced to encourage and build individual 

membership and continue the journey to 

build and recognise professionalism in our 

industry. The RCSA Professional Accreditation 

Framework (PAF) aligns individuals with 

recruitment career paths and provides public 

recognition of a member’s knowledge, skills, 

experience and commitment to continuing 

professional education. RCSA Corporate 

members who support the RCSA PAF are 

actively advancing the recruitment industry 

and building its standing as a true profession 

and have a competitive edge and credibility 

that clients look for in today’s professional 

market. 

To launch the RCSA PAF and ensure it has 

impact in raising industry profile and standards, 

the RCSA is providing a unique and exclusive 

opportunity to RCSA Corporate Members. 

All of your staff can receive complimentary 

12 month individual RCSA membership if they 

apply by 31 December 2011 – yes, everyone! 

I would like to take this opportunity to 

thank RecruitmentSuper for renewing their 

Principal Partner commitment to the RCSA 

for the next three years and OAMPS who have 

renewed their Business Partner relationship 

with the RCSA for the next three years. Without 

the support of both these significant partners 

we would not be able to invest in quality 

events and education programs. I encourage 

you to support both RecruitmentSuper and 

OAMPS. 

My congratulations and sincere thanks to 

our former RCSA President Steve Shepherd 

who was awarded Life Membership at the 

Gala Ball on 26 May. His contribution over 

many years has been remarkable and we 

look forward to his involvement for many 

years to come. 

In closing, I encourage anyone considering 

attending the RCSA International Conference 

(Sheraton Mirage Port Douglas August 31 

– September 2) to book early. We have a 

great program of speakers and networking 

events planned. Don’t be disappointed, book 

early and hopefully, I will see you there. 

Steve Granland 

Chief Executive Officer 

6 


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international conference 2011 

INNOVATION: where do 

8 



good ideas come from? 

How do you as an individual 

or you as part of an 

organisation “target 

innovation for productivity”? 

This is the theme of the 

2011 RCSA International 

Conference so the RCSA 

Journal asked three of the 

major speakers to share 

their ideas with readers. 

Amanda Gome, Peter 

Sheahan and Dr Tom 

McKaskill have some 

brilliant ideas to help you 

and your organisation 

target innovation. 

Where does innovation come from? 

And how can organisations create 

an environment to encourage 

innovation? Answer these questions and 

you have the key to a successfully creative 

and innovative life as well as the key to future 

growth for your organisation. However, 

coming up with innovative ideas is only the 

first step. The tricky part is implementing 

innovations into the organisation’s culture. 

Our speakers have ideas for achieving that too. 

Where does innovation come from? 

Is innovation best developed or nurtured in 

isolation or with other people? Do your best 

ideas come to you as a result of reading and 

research or while you’re doing something 

else – sailing, for instance? 

“The best ideas come from responding 

to a problem,” says Amanda Gome, keynote 

speaker and CEO of online publishing company 

Private Media which owns Smart Company. 

com.au, StartupSmart and Crikey. “You can 

respond to a problem anywhere you think 

about it. I always find the gym or a walk a 

very good place for ideas to surface.” 

Dr Tom McKaskill, entrepreneur, educator 

and author, believes we all react differently. 

“Some people are innately creative and will 

come up with novel ideas in almost any 

environment. Some people are best stimulated 

by discussion around a topic or problem. 

They let ideas drift around them and then 

latch on to two or three disjointed comments 

and suddenly have a breakthrough. Others, 

generally those who are less creative, 

need some form of process whether 

that is brainstorming, “six hats thinking”, 

mind mapping and so on. 

“In the end, it is a combination of all 

of them which you would use to engage 

as many people as possible” he says. 

Peter Sheahan, keynote speaker and 

expert in workforce trends and generational 

change, says that in the last few years there 

has been a plethora of outstanding work 

done in this field. He says that ideas come 

from four places and summarises the research, 

providing examples of each method: 

1. Focus: digging deep in an area of expertise, 

and staying very narrow in your areas of 

exploration. 

2. Fringe: ideas that sit just outside the 

current capability, scope or market for 

a company. 

3. Fused: bringing two distinct ideas together, 

where one-plus-one equals three or more. 

4. Folded: when a platform, metaphor or 

organising model from one industry is applied 

to another. 

How can organisations create 

an environment to encourage 

innovation? 

Amanda Gome said that although she finds 

going to the gym or for a walk a great way 

for ideas to surface, she acknowledges that 

it is a bit expensive for most companies to 

Peter Sheahan 

Amanda Gome 

Dr Tom McKaskill 


international conference 2011 

People must be 

able to recite the 

company’s vision 

and goals in their 

sleep. That way 

they know whether 

their solution to a 

problem fits into 

the short and long 

term goals of the 

organisation. 

– Amanda Gome 

install a gym. However, she says, “What they can 

do is ask their people to always be thinking of 

solutions and never punish or ridicule ideas.“ 

Amanda also says we should have a lot of 

meetings. “Sounds silly, but at those meetings 

the problem is articulated and then people over 

the course of the day or week can think on it 

in a place they find inspiring. 

“And always encourage people to think about 

how things are changing by sending articles and 

information to each other. This means that the 

company has a strong culture of reading, thinking, 

commenting and doing.” 

Amanda has another critical point: “People 

must be able to recite the company’s vision and 

goals in their sleep. That way they know whether 

their solution to a problem fits into the short and 

long term goals of the organisation”. 

Dr Tom McKaskill believes that we need 

to create both a culture and a process. “The 

culture encourages and recognises ideas and 

rewards those who have a go. It treats failure 

as lessons learned rather than something to 

be penalised for. 

“The process is a series of steps which generates 

ideas, evaluates them, puts them in a trial to gather 

further evidence and then funds the good ones,” 

he says. 

Peter Sheahan says asking how organisations 

can create an innovative environment is an 

impossible question to answer in a small space, 

and has been the subject of hundreds of books. 

However he says we could consider the 

following points: 

Practices: do you have repeatable processes/ 

events which are designed to generate new 

ideas and to question assumptions? 

Questions: great leaders always have a set of 

questions that force them and their teams to go 

deeper. Questions such as What if the opposite 

were true? What assumptions are you basing 

your conclusions on? Is there a third alternative? 

If we were to start this project again from 

scratch, how would we do it differently? 

Consider embedding a set of these questions 

in every meeting. 

Time: do you actually allow people to explore 

new possibilities? Do you give them the time? 

Incentives: people will often do what they are 

rewarded for both financially and culturally. Do 

you celebrate salespeople who hit their numbers? 

Do you pay people for doing so? Of course. 

Well, this is what you will get more of: innovation 

requires mistakes. It requires that we go against 

the grain, that we do things differently. How many 

failures have you celebrated lately? When someone 

tries something new and it falls short of expectations, 

do you kill it, or learn, adapt and try again? 

Space: connections, networks and serendipity are 

crucial in the generation of new ideas. Does your 

physical environment facilitate these interactions? 

Do you have shared kitchens? What about stairs 

connecting floors? Do you still have offices? Are 

there plenty of options when it comes to meeting 

rooms to generate different kinds of discussions? 

Space is increasingly being leveraged to create 

greater connection. 

Peter has some further suggestions for creating 

environments which encourage innovation: 

he says organisations need to embed practices 

which do the following five things, to better 

exploit the opportunities in the white space: 

1. Elevation: leaders must regularly get above 

the chaos and operations and see not just the 

business, but the entire value chain from a gestalt 

perspective. This allows them to see the gaps, 

consider how it works together, and ask the 

fundamental questions such as, is there a better 

way? Bill Gates is famous for his Think Weeks. 

2. Focus: serendipity plays a part in breakthrough 

thinking, but rarely in isolation. Far more often, 

breakthroughs are created when a network of 

people (not necessarily a team) are focused on 

a specific opportunity or outcome. 3M invents 

the next one thousand small things every year 

in its pursuit of twenty per cent of revenue from 

products that did not exist five years before. 

3. Connected exploration: people need space 

to explore new ideas and possibilities, and people 

to bounce their thoughts off. This can be through 

the allocation of time, through the reordering of 

physical space, the planning and review systems 

(time horizons, acceptable rates of failure) and 

through cultural permission such as the 

celebration of novelty, failure and un-exploited 

progress or, by simply turning a blind eye. 

10 



4. Open contribution: counter-intuitively, 

studies of the one thousand greatest 

innovations of all time reveal a startling fact. 

Non-market networks outperform (six to 

one) incentivised groups and individuals 

(both incentivised and not) in the creation 

of breakthrough ideas which lead to genuine 

innovation in business and society. In other 

words, letting go of control and bringing more 

people into the development and exploration 

process. The explosion of things like open 

source development communities and so 

forth are further evidence of this. At the 

very least this suggests organisations should 

rethink their closed door approach to R&D, 

and at the extreme, consider collaborating 

beyond their four walls in areas previously 

secret and protected by patents. 

5. Manufactured visibility: organisations exist 

primarily to scale. In doing so, they inevitably 

create distance from the work itself, through 

hierarchies, through geographical spread and 

so forth. As such it is crucial that organisations 

manufacture opportunities for those with 

disproportionate power to gain access to 

new ideas and perspectives. 

6. Parallel development: finally, we must not 

apply existing business processes, metrics, 

planning and review processes to new ideas 

and opportunities. Measuring performance 

in a mature segment, with critical mass and 

scale has a completely different set of 

criteria, and should not be applied to new 

ideas. Incubator style models in organisations 

are models of parallel development. Rather 

than incorporating new ideas into the existing 

business, let them develop alongside. 

Three steps to implementing 

innovation? 

Now that you have innovative ideas happening, 

in your organisation and in your own life, 

how can you make sure the ideas are not 

filed and forgotten as so many good ideas 

can be? The RCSA Journal asked each of 

the speakers for three steps organisations 

can take to make sure these innovative 

ideas are captured and put to work. 

Peter Sheahan‘s three steps: 

1. Establish a dedicated team responsible 

for executing the ideas. With the immense 

pressure we are all under in our day jobs, 

assuming innovation will just happen or 

execution of new ideas will just happen is 

a delusion at best. Hitting your quarterly 

numbers with existing services and products 

will always take priority. 

2. Develop new metrics for measuring 

success that are not borrowed from the 

more traditional business. Start with “speed of 

learning” as opposed to return on investment, 

and quarterly growth. Incubating a new idea 

is as much art as it is science. With no history 

to benchmark against, with no real evidence 

of the likely market success, it is more essential 

that you learn, and learn quickly, than it is 

that you deliver sales results immediately. 

3. Never elevate the status of the 

dedicated team above that of the more 

traditional business. If the traditional business 

feels as though it missed out on an invitation 

to the cool kids’ table they will sabotage its 

progress. It is crucial to leverage the assets of 

the traditional business: animosity between 

the dedicated innovation team and the 

traditional business will kill any chance of 

progress. A leader can ensure this happens 

by ensuring they don’t talk too much about 

the new project, that they continue to 

celebrate and reward those executing against 

existing plans and strategies, and applying 

equal accountability to the dedicated team 

(though most likely for learning than for their 

numbers, as per number 2). 

Dr Tom McKaskill says it’s best to start 

small and then work up. His three steps are: 

1. Start with a suggestion scheme. 

2. Introduce a quality program so that 

people get the idea that small incremental 

ideas and improvements all help. 

3. Find a champion who is senior in the 

organisation who will take responsibility for 

the promotion and management of a 

program. The champion will need resources 

to drive it and will need permission to allow 

people to take time out from their regular 

duties to participate. 

Amanda Gome’s three steps are: 

1. Make sure you have the team in place 

to execute ideas. Form them into a hub and 

give them a name like Project Tomorrow. 

2. Set times for presentations, assessment 

and delivery dates so the project doesn’t get 

lost in day-to-day activities. 

3. Make sure the leadership team make 

a big song and dance about the innovation. 

Always refer to the person who came up 

with the solution as the innovator and make 

sure they are rewarded well. 

Amanda Gome, Peter Sheahan and 

Dr Tom McGaskill are speaking at the 

2011 RCSA International Conference 

in Port Douglas in August. Go to: 

www.rcsa.com.au/conference2011 

for information about these speakers 

and their presentations. 



Award winners at 

the RCSA Gala Ball 

RCSA Award winners 

were announced at 

the sell-out Gala Ball 

held at The Ivy in 

Sydney in May. The 

Principal Event and 

Awards sponsor was 

RecruitmentSuper. 

Lincoln Crawley APRCSA, RCSA President 

Almost three hundred attendees representing 

68 organisations enjoyed the evening’s 

festivities. Attendees were mostly from 

New South Wales, Victoria and Queensland 

with people from Perth and New Zealand. 

RCSA President Lincoln Crawley APRCSA 

welcomed guests and outlined his plans for the 

Association before the award presentations began. 

RCSA CEO Steve Granland said, “I’d like to 

congratulate the winners and finalists for their 

outstanding submissions. It was a fantastic night 

of achievement and celebration for the winners, 

their organisations, the recruitment sector and 

RCSA. And there was a great sense of camaraderie 

and entertainment as members caught up with 

colleagues and friends”. 

Award sponsors were MyCareer, SEEK and 

WorkPro. 

The award winners are: 

Young Recruitment Professional Award 

The winner of the Young Recruitment 

Professional Award was Peter Bateson of Robert 

Walters NSW. Peter is Associate Director IT and 

took the lead over a very tight field of five other 

finalists. 

The Young Recruitment Professional Award 

was proudly sponsored by MyCareer. 

The Young Recruitment Professional Award 

finalists were: 

Peter Bateson – Robert Walters NSW 

Marc Denholm – Manpower NZ 

Kurt Gillam APRCSA- Alliance Recruitment WA 

Nathan Hannigan – Manpower ACT 

Leah Moule APRCSA- Manpower Australia QLD 

Courtney Rowe APRCSA- Fusion Workforce VIC 

. 

Outstanding Contribution Award 

The Outstanding Contribution Award was won 

by Greg Savage MRCSA (LIfe), CEO of Firebrand 

Talent Search. Greg was also MC at the Gala Ball. 

The Outstanding Contribution Award was 

proudly sponsored by SEEK. 

The Outstanding Contribution Award finalists 

were: 

Ross Clennett APRCSA 

Bob Olivier APRCSA and 

Greg Savage MRCSA (LIfe). 

McLean Award for Workplace Safety 

There was a very tight finish for the McLean 

Award for Workplace Safety with WorkPac named 

as Award winner. 

The McLean Award for Workplace Safety 

is proudly sponsored by WorkPro. 

The McLean Award for Workplace Safety 

finalists were: 

Chandler Macleod 

Manpower 

WorkPac. 

The call for nominations for the 2012 RCSA 

Awards will open in February 2012. 

Megan Bolton, RecruitmentSuper CEO 

12 



McLean Award winning team WorkPac. Third from left Phil Smart Managing Director 

with Nan Carroll FRCSA (Life) and Cameron Hockaday 

Young Recruitment Professional Award winner Peter Bateson received 

his award from Lincoln Crawley APRCSA and Nicola Kahui, Category 

Manager Employment, MyCareer 

Congratulations to the 

winners and finalists 

for their outstanding 

submissions. 

McLean Award for Workplace Safety winner Cameron Hockaday from WorkPac receives 

his award from Lincoln Crawley APRCSA, and Tania Evans, Workpro 

Outstanding Contribution Award winner Greg Savage MRCSA (Life) 

receives his award from Lincoln Crawley APRCSA 

The RecruitmentSuper team: Calvin Lake, Justin McMinn, Glenda Garmey, Bobby Khalah, Gil Sebbag, Mark Ashburn, 

Megan Bolton CEO, Ruth Ross, Matt Ball, Nick Chew, Ross Fisher FRCSA (Life), Chair


RCSA Life Members enjoying the Gala Ball, L-R: Paul Veith MRCSA (Life), Matthew McArthur MRCSA (Life), Graham Jenkins MRCSA (Life), Greg Savage MRCSA (Life), 

Sue Healy MRCSA (Life), Ross Fisher FRCSA (Life), Kaye Strain MRCSA (Life), Janet Vallino FRCSA (Life), Robert Blanche MRCSA (Life), Nan Carroll FRCSA (Life), 

Rodney Troian MRCSA (Life), Rosemary Scott FRCSA (Life), Kris Hope-Cross MRCSA (Life) 

RCSA President Steve Granland congratulates Steve Shepherd MRCSA 

(Life) on being appointed an RCSA Life Member 

Kathryn O’Brien, General Manager Jobserve and from MyCareer, Nicola Kahui Category 

Manager Employment, Michael O’Donnell, Aaron de Ruiter and Maria Kamberidis 

Danial Mullin and Matesh Patel from OAMPS 

Nick Murray, Sales Director, SEEK 

14 



Jan Spriggs – retiring director 

Jan Spriggs APRCSA has recently retired 

from the RCSA Board after six years’ 

service to the Association. She has also 

been Chair of the RCSA Standards 

Committee. Jan has more than 25 years’ 

recruitment experience and has owned 

and managed businesses successfully for 

more than 15 years. Jan is the owner of 

Placer Management Group. She will 

remain on the WA Council. The RCSA 

is very grateful for Jan’s involvement and passion since she 

was appointed to the National Board in 2005 and is delighted 

that she has chosen to remain on the WA Council. 

Clare Carpenter, Sharon Henderson and Kellie Rigg from Randstad 

Matt Hodges, Fred van der Tang, CEO Randstad and Christine Curphey 

Carolyn Hyams, Bronwyn Savage, Jenny Gottlieb from Firebrand 

Jellybean Jam 

Meet the RCSA team: George Lambrou, Miranda Vickis, Julie Morrison, 

Claudia Gray, Steve Granland, Pam Iverson and Christina Pargeter 



International Comment 

Lessons from a Maturing Market 

Kevin Green, Chief Executive of the Recruitment and Employment Confederation 

(REC) reports on the situation in the UK. REC is the representative body for the 

United Kingdom’s £19.7 billion private recruitment and staffing industry. 

Here in the UK, as in most parts of 

the world, the recruitment market 

has had a very tough time. In the 

period from April 2008 to March 2010, the 

recruitment and staffing market declined by 

thirty per cent, dropping from £27 billion to 

£19.7 billion. This decline was disproportionate 

as the whole UK economy only shrunk by 

6.6 per cent in the same period. The reason 

for such a significant decline was the double 

whammy of the jobs market going into 

decline and fluidity in the labour market 

also drying up. The global staffing market, 

according to Ciett, showed a similar decline 

(21 per cent) reducing from €256 billion to 

€203 billion between 2007 and 2009. 

Kevin Green, Chief Executive of 

the Recruitment and Employment 

Confederation 

However, as the world’s third largest market, 

the headlines don’t tell the whole story. This 

market decline has caused a major shake out 

with clients wanting more for less and margins 

coming under significant pressure. The clients 

have also been active in implementing new 

supplier models, often via intermediaries. 

These managed service type organisations 

have been supplemented by a growth in 

Recruitment Process Outsourcing (RPOs). 

We gather that this is also a growing trend 

in Australia and New Zealand. 

As an ex-HR Director, I know the value of 

consolidating your resourcing supply chain 

with one invoice, one set of management 

information and one set of processes which 

can be audited, all adding value in themselves. 

However, if you add in the potential to reduce 

costs as well, it’s no great surprise that these 

models are being pursued by clients. 

What does this mean for small niche 

recruiters who now find themselves as 

second and sometimes third tier suppliers, 

who often aren’t allowed to talk directly 

to the end user and supply CVs through a 

portal? Well, it radically diminishes the value 

they traditionally provided to clients and 

candidates by undertaking the matching 

activity. 

For us, the real worry is that these models, 

if they continue to reduce the value recruiters 

provide, will commoditise our industry, where 

price becomes the only differentiator. Also, 

some of these intermediaries have introduced 

contractual terms such as pay-when-paid, 

which are making it more difficult for smaller 

agencies to get access to finance. 

So what’s the role of the trade Association 

as these fundamental shifts take place in our 

market? Firstly, it is to educate all parties in 

the process that only a sustainable model will 

work for all in the long term. We have created 

a special group of these intermediaries so we 

can have a dialogue and we are working with 

them on a specific code of conduct. Many 

have also removed the worst contractual 

terms. We are also spending a growing 

amount of our time talking to HR and 

procurement professionals so that we 

can get our message across that while we 

can all see some of the benefits for them, 

they need to ensure that the good smaller 

agencies are nurtured and supported. We 

have also researched the managed service 

provider market and trends so we can track 

the changes and again use this to educate 

and influence. 

Here in the UK, we have greater use of 

flexible working than anywhere else in the 

world. Nearly five per cent (over 1.3 million 

temps every single week) of all employment 

is temporary. This has greatly contributed to 

unemployment only peaking at 2.5 million 

or eight per cent – over a million less than 

was predicted by all forecasters. The REC 

highlights that the depth and breadth of the 

recruitment industry with a high density of 

niche professional recruiters is a significant 

factor in our flexible labour market working 

so well. 

Hence the need to work with all parties 

concerned so that we don’t damage one 

of our few huge international competitive 

advantages by being too short termist. 

There may be a few lessons in here for 

the RCSA and your market. I would be 

keen to hear from you at my email address 

which is kevin.green@rec.uk.com. 

16 



A voice on the global stage 

Steve Shepherd MRCSA 

(Life) and Immediate Past 

President, is the RCSA’s 

representative with Ciett 

and a member of the 

Ciett Board. He explains 

the importance of the 

relationship. 

I 

first met with the President of the 

International Confederation of Employment 

Agents (Ciett) while on a business trip to 

Europe in 2009. The aim of the meeting was 

to establish dialogue between RCSA and 

Ciett and learn from their experience in 

establishing a position of strong political 

influence within the European community. 

Ciett was founded in 1967 with the aim 

of representing the interests of private 

employment agents around the world. 

Headquartered in Brussels, Ciett is recognised 

by international bodies such as the European 

Union and the International Labour 

Organisation (ILO) and is regularly consulted in 

relation to issues that impact on employment. 

Ciett’s mission is to seek greater recognition 

for the contribution private employment 

agencies make to a fully functioning labour 

market in the areas of job creation, access, 

and integration into the labour market of 

diverse groups of workers and economic 

growth and as a result they have been very 

effective in gaining recognition for our 

industry with legislators and key political 

decision makers. 

Through our meeting I was able to share 

the experiences of the RCSA in Australia and 

New Zealand and hear about the tactics they 

had deployed to establish their position. 

In May 2010, I was invited to join the Ciett 

Board to represent the interests of our members 

in Australia and New Zealand. Through this 

Association the RCSA has been able to gain 

valuable insight in to strategy and tactics that 

have helped shape our thinking and our 

position in relation to our strategic plan. 

It has also been extremely useful as we 

develop our tactical approach to political 

position to gain insights and learn from the 

experiences of Ciett Board Members from 

Europe, North and South America and Asia. 

Another key benefit arising from our 

association with Ciett has been the access 

we have gained to comprehensive research 

they have conducted around the world and 

more recently we have also had the 

opportunity to participate in global research 

being undertaken by Boston Consulting 

on behalf of Ciett to create an international 

fact base on the positive impact of staffing 

agency work. The aim of this research is 

to provide a view of the global temporary 

employment market and the contribution 

our members market to a functioning 

labour market, our role as labour market 

intermediaries and developers, our impact 

on national economies and compare the 

benefits gained by temporary workers when 

compared to other forms of employment. 

This research will be released later this 

year. Our participation in this will enable 

us to benchmark Australia and New Zealand 

against the leading economies around the 

world and be able to show clear comparisons 

that will support our conversations with 

governments, employer and employee 

organisations in the region. 

Our involvement with Ciett has not 

all been one way: many of the member 

countries are keen to learn about our 

experiences in working directly with and in 

the public sector – particularly as a number 

of these countries are now looking more 

closely at these issues as they look to ways 

to reduce unemployment while maintaining 

employment flexibility. 

I look forward to sharing the results of the 

global research with you later in the year. 



AMRANZ PROFILE: 

World’s first national registration 

scheme protects Australian patients 

One in twenty Australian 

workers is a registered 

health practitioner and is 

directly affected by AHPRA 

– the Australian Health 

Practitioner Regulation 

Agency. AHPRA CEO 

Martin Fletcher explains 

the importance of the 

new scheme. 

Martin Fletcher, AHPRA CEO 

Australia has introduced the world’s first 

national registration scheme regulating 

health practitioners in ten professions, 

underpinned by a nationally consistent law. 

This scheme came into effect on 1 July 2010. 

The National Registration and Accreditation 

Scheme (the National Scheme) has patient 

safety at its heart and regulates the practice 

of more than 528,000 health practitioners in 

eight jurisdictions. The scope and ambition 

of the National Scheme is wide-reaching. 

One in forty Australians (or one in twenty 

Australian workers) are registered health 

practitioners and are directly affected. All of 

us are indirectly affected through consistent 

national standards for health practitioners 

with patient and public safety at their heart 

and greater transparency and accountability 

in health practitioner regulation. 

The vision of national registration began 

with a 2005 Council of Australian Government 

(COAG) initiative to examine issues affecting 

the health workforce, including supply and 

demand. In 2008, COAG signed an intergovernmental 

agreement to establish the 

National Scheme, with a start date of July 

2010. 

The National Scheme aims to maintain 

professional standards and patient safety 

while addressing workforce pressures 

faced by the Australian health system. 

The underpinning principles are flexibility, 

responsiveness, sustainability, mobility and 

administrative efficiency. These are all crucial 

factors to working effectively in Australia, 

with its geographic spread, urban/rural mix 

and multicultural population. 

The National Scheme promises benefits 

to the community, practitioners and the 

profession including: 

1. Mobility: practitioners with general and 

specialist registration can register once and 

practise in any state or territory in Australia. 

2. Uniformity: there are consistent, national 

standards in registration and professional 

practice for each profession. 

3. Efficiency: before national registration 

was introduced, registration of health 

practitioners in Australia involved 85 

separate health practitioner boards, more 

than 65 different pieces of legislation, eight 

separate state and territory regulatory 

systems and more than one million names 

and addresses spread across 42 databases. 

The new National Scheme meant “red 

tape” associated with registration and 

notifications will be reduced over time, 

processes will be streamlined and there 

will be considerable efficiencies of scale. 

4. Collaboration: professions can share, learn 

and understand innovation and good 

regulatory practice. 

5. Transparency: the National Registers 

of Practitioners provide online, publiclyavailable 

information about all registered 

health practitioners, including current 

conditions on practice (except healthrelated 

conditions). 

The National Law established ten National 

Boards regulating practice in the professions 

of chiropractic, dental, medicine, nursing and 

midwifery, optometry, osteopathy, pharmacy, 

physiotherapy, podiatry and psychology. 

The role of the National Boards is to 

protect the public by: 

• registering health practitioners and 

students 

• developing standards, codes and 

guidelines for the health professions 

• investigating notifications and complaints, 

noting that NSW has retained its own 

system for dealing with notifications. 

• conducting panel hearings and referring 

serious matters to Tribunal hearings 

• assessing health practitioners who trained 

overseas and who wish to practise in 

Australia (in conjunction with accredited 

authorities also recognised under the 

National Scheme) and 

• approving accreditation standards 

and accredited courses of study (in 

conjunction with accreditation authorities). 

The National Law established the Australian 

Health Practitioner Regulation Agency (AHPRA), 

which supports the National Boards in 

protecting the public. The Boards and AHPRA 

work together to implement the National 

Scheme. 

18 



AHPRA transferred close to half a million 

registered health practitioners to the National 

Registers of Practitioners which were published 

online at www.ahpra.gov.au on 1 July 2010. 

This involved consolidating more than one 

million names and addresses across 42 state 

and territory databases into a single, national, 

publicly-available Register which is now 

available for patients, practitioners, employers 

and educators. 

Since the start of the scheme, AHPRA 

has renewed the registration of more than 

370,000 health practitioners, more than 

seventy per cent of them online. This is a 

considerable efficiency on previous paperbased 

systems. Further uptake of online 

services is expected over time as practitioners 

increasingly take advantage of the benefits of 

online services. 

AHPRA has registered almost 38,000 

health practitioners new to practice in 

Australia since 1 July 2010 and there has 

been an increase of almost 13,000 in the 

Australian health workforce. AHPRA has 

also established a Register of Students in 

March 2011, with 75,000 students registered 

nationally for the first time. 

Implementing such ambitious and 

complex change has required AHPRA and 

health practitioners to adapt swiftly 

to a new environment by: 

• New ways of doing things: encouraging 

registrants to change from often paperbased 

registration processes to online 

practices – at the same time as significant 

new registration requirements have been 

introduced – has required significant 

communications and information support. 

• Better response systems: an overwhelming 

response to the introduction of the 

National Scheme triggered AHPRA to 

review its centralised customer service 

model and instead embed local customer 

service teams in each state and territory – 

resulting in ninety per cent of calls answered 

within four minutes and between seventy 

per cent and ninety per cent of email 

inquiries answered within 48 hours, 

in line with sector benchmarks. 

• Mobilising employers: increased services 

for employers enables them to bulk-check 

employees’ registration status online and 

• Harnessing the web: increasing uptake 

of online capacity supported expanding 

services, including the ability for practitioners 

to check their applications to renew 

registration had been received, allowing 

them to continue practising while 

applications are processed. This service will 

soon be expanded to allow new applicants 

to track progress of their application for 

registration to practise in Australia for the 

first time. 

AHPRA will continue to improve the 

services it provides to Australia’s half-millionplus 

health practitioners. Through these 

services, Australians will continue to enjoy 

the benefits of a mobile, efficient and 

collaborative health workforce, which 

meets uniform and transparent standards 

of practice. These benefits will continue 

to assure all Australians that their safety is 

at the heart of the national registration and 

accreditation scheme. AHPRA is committed 

to realising the full potential of the National 

Registration and Accreditation Scheme. 

I believe the best way to unlock the benefits 

of national registration is to work closely in 

partnership with our stakeholders such as 

recruitment consultants towards this 

common goal. I look forward to ongoing 

collaboration and partnership. 

For more information, visit www.ahpra.gov.au. 

To lodge an online enquiry form, go to Contact Us. 

For registration enquiries: 1300 419 495 (within 

Australia) +61 7 3666 4911 (overseas callers). 

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AANRA Member Survey results 

– member agencies delivering care 

The first AANRA Member 

survey has found that 

AANRA Member agencies 

deliver in excess of 180,000 

hours of care per week in 

healthcare facilities across 

Australia. 

Alan Bell APRCSA, 

AANRA Chair 

The survey was completed by fifty 

Members of the Australian Association 

of Nursing Recruitment Agencies 

(AANRA), a special member group of the 

RCSA, which represents the interests of 

nursing recruitment agencies in Australia 

and New Zealand. 

“This survey is significant as it is the first 

time AANRA has taken a snapshot of the 

nursing recruitment industry through its 

Members,” said AANRA Chair Alan Bell. 

“Nursing accounts for approximately 65 per 

cent of those hours of care with Aged Care 

and Home and Community Care representing 

a further 46,000 hours of care per week.” 

In providing context to the survey results, 

AANRA Deputy Chair Graham Bower noted 

that in the case of the Aged and Home and 

Community Care sectors (45,000 hours of 

care) an average assignment is one to two 

hours in duration meaning agency staff and 

AANRA member agencies co-ordinate and 

deliver on average 30,000 contacts per week 

to home based clients 1 . 

Healthcare staff continue to be in high 

demand due to an increasing demand for 

healthcare services from an ageing society 

and a healthcare workforce of qualified 

nursing staff in acute and specialist areas that 

is growing slower than the demand for services. 

Other key findings from the survey include: 

1 AANRA Members Survey 2011 

(based on average 1.5 hours per client contact) 

Hon David Davis, Victorian Minister for Health 

and Ageing, addresses members at the AANRA 

Professional Development Series 

• AANRA member agencies employ over 

3,000 FTE staff as allocators, recruitment 

consultants and in administrative duties 

within agencies. 

• A majority of respondents come from a 

nursing background having trained as a 

registered or enrolled nurse. 

• Aged Care and Disability Care are identified 

by respondents as two areas they consider 

will experience the most growth in the 

coming two years. 

AANRA Council has determined to 

conduct future Member Surveys on an 

annual basis. 

Advertise in the RCSA Journal 

You can reach owners, managers and consultants in the recruitment industry across Australia 

and New Zealand through the RCSA Journal. 

Contact Julie Morrison, RCSA Manager Marketing & Communications for information: 

jmorrison@rcsa.com.au or call 1300 727 504 

20 



RCSA PEARL Program 

– up and running! 

Professional Emerging & Aspiring Recruitment Leaders 

The recently-launched RCSA PEARL 

program has been a huge success 

with the inaugural Emerging and 

Aspiring Recruitment Leader Award 

presented to Peter Bateson of Robert 

Walters NSW at the Gala Ball last month 

(see page 12). 

The PEARL Program (Program for 

Emerging and Aspiring Recruitment 

Leaders) is being developed to help young 

professionals connect with the RCSA, each 

other, and collectively to further develop 

the skills that will help them be more 

successful and valuable to their employers 

and ultimately themselves. 

Reactions have been extremely positive 

and committees have now been formed in 

Victoria, New South Wales, Queensland 

and Western Australia with other states 

forming soon. Committee members are 

all either Accredited Professional Recruiters 

(APR) or work for a member company and 

they have provided advice and expertise 

on appropriate workshops, programs and 

events relevant to this sector. To date, 

programs are in place with Northern 

Melbourne Institute of TAFE (NMIT), the 

Australian Institute of Management and 

the Maura Fay Group. 

Mentoring 

“We’re also delighted to announce that 

PEARL is launching a national Mentoring 

Program in July,” says Co-ordinator of the 

PEARL Program, Claudia Gray. 

Are you interested in being an 

industry MENTOR? 

• Are you keen to be an advisor and facilitator? 

• Are you prepared to support and act as 

a safety net? 

• Would you like to learn the skills of a coach? 

• Are you a RCSA Member? 

Do you want to be a MENTEE? 

• Would you like to gain a different 


and objective view on issues? 

• Are you interested in having an 

experienced sounding board? 

• And to learn from others from 

within the industry? 

For more information, go to the 

RCSA website or contact Claudia Gray 

cgray@rcsa.com.au. 


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Update: Regulations and other matters 

affecting the recruitment sector 

The Fair Work Act and Modern Award 

system has now been in place for 

almost 18 months, Division 2B State 

Awards are phasing out, a new national 

model Health and Safety Act is to 

be introduced, equal remuneration 

cases for the Social, Community and 

Disability Services (SACS) industry are 

being heard, casual to permanent 

conversion confusion and cases are 

continuing to hit the courts, changing 

how businesses employ and terminate 

staff – the following update aims to 

summarise what is affecting the 

industry. 

Annual Wage Review 2010-2011 

The 2010-2011 review is due for consideration 

in the coming weeks. There is a number of 

submissions which have been presented by 

both union and employer groups outlining 

their particular view and any specific industry 

based considerations that should be made 

during the hearing. These are available to view 

at www.fwa.gov.au. There are also statistical 

reports available which will also be used in 

determining if and by how much a wage 

increment will be. 

Equal Remuneration Case 

A hearing on May 16 2011, focused 

predominately on the SACS industry 

throughout Australia. The hearing discussed 

if, due to the female domination and 

generally female characterisation of work 

in this industry, whether the inequality in 

remuneration was due to gender inequality 

or other industry-based factors. No 

determination was made and a further 

hearing will take place in August 2011. 

Model Work Health and Safety Act 

The Australian government has developed a 

model Work, Health and Safety Act through 

its national health and safety body WorkSafe 

Australia, to oversee one of its priority areas 

for reform – that is, moving towards one set 

of health and safety laws throughout Australia. 

Although there are many similarities between 

how the states create and monitor safety, the 

new model Act, Regulations and Codes of 

Practice for Work, Health and Safety, requires 

each state and territory to pass its own laws 

that mirror the model’s laws and adopt them 

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22 


y December 2011. Transition principles have 

also been outlined and further information 

is available at www.worksafeaustralia.gov.au. 

Modern Award Resources 

The Shared Industry Assistance Projects 

(SIAP) grant program has developed a range 

of modern award resources aimed at providing 

some clarity around specific industry awards. 

These resources have been jointly developed 

by the Fair Work Ombudsman and employer 

organisations. Access to the guides and 

resources is available at www.fairwork.gov.au. 

Division 2B State Awards Transition 

to the Modern Award System 

On 1 January 2010 all states (except Victoria 

– who had already done so – and WA, who 

have not agreed to), referred their workplace 

relations powers to the federal government. 

State-based awards which were in place at 

the time were referred to as Division 2B State 

Awards and continued to exist despite the 

introduction of the modern award system. 

From 1 February 2011, those employers still 

acting under a Division 2B State Award are 

now required to comply with all pay and 

conditions within the modern award 

including any transitional provisions. 

Sham contracting 

The Fair Work Ombudsman is continuing 

to target industries to uncover incidents 

of “sham contracting” – that is, when an 

independent contractor relationship is 

entered into (rather than an employee/ 

employer relationship) as a means of 

avoiding pay and/or condition requirements 

under an award or the Fair Work Act. The 

cleaning, building and construction and 

hospitality (particularly fast food) industries 

have already been targeted. 

Termination, Unfair Dismissal 

and Adverse Action 

Termination of employment and unfair 

dismissal claims continue to appear in courts. 

Success and/or mitigation of costs often 

seems to be around documentation and 

procedural fairness. There is also an 

increasing appearance of Adverse Action 

claims in the courts and businesses should 

be very aware of the differences between 

unfair dismissal and Adverse Action, 

particularly due to a greater group of 

personnel being able to claim, including 

probationary staff and even contractors. 

If you would like to read the ABCC 

inquiry discussion paper and provide input 

into the RCSA submission, you are invited 

to contact RCSA Business Solutions at 

bussolutions@rcsa.com.au. 

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Data quality – a key to 

recruitment genius? 

Privacy requirements in 

Australia and New Zealand 

provide a very valuable 

means of ensuring you 

are protected against 

many of the risks that might 

arise from the collection, 

use or disclosure of poor 

candidate data. Andrew 

Wood Hon MRCSA (Life) 

looks at the pitfalls. 

Andrew Wood Hon MRCSA (Life), 

Barrister 

You could probably consider yourself to 

be a “recruitment genius” if most of the 

time you could be reasonably certain 

that the information that you collected, used 

or disclosed about your candidates was sound! 

Privacy requirements in Australia and New 

Zealand cast quite a heavy onus on you to 

achieve that very result; but in doing so, they 

also provide a very valuable means of ensuring 

that you are protected against many of the 

risks that might arise from the collection, 

use or disclosure of poor candidate data. 

Legal risks could include risks of unlawful 

discrimination, negligence, defamation, 

misleading conduct, breach of contract 

or breach of consumer guarantee. 

Business and professional risks arising from 

poor quality service and or unprofessional 

conduct might also be avoided by diligent 

attention to quality of the data that you 

collect, use or disclose. 

Let’s have a look at how the NPPs and NZ 

Privacy Principles address these requirements 1 . 

A comparison is set out in the table below. 

Australia 

An organisation must take reasonable steps 

to make sure that the personal information 

it collects, uses or discloses is accurate, 

complete and up-to-date. 

New Zealand 

An agency that holds personal information 

shall not use that information without taking 

such steps (if any) as are, in the circumstances, 

reasonable to ensure that, having regard to the 

purpose for which the information is proposed 

to be used, the information is accurate, up to 

date, complete, relevant, and not misleading. 

You can see that there are some subtle 

differences. In Australia, the data quality 

principle applies to any information that you 

collect, use or disclose; whereas in New 

Zealand, it relates to information that you 

hold and use. That might not make a great 

difference; because, presumably, if you hold 

information – that implies that you have 

collected it; and, if you disclose information, 

you do so for a purpose – and that implies 

that you make some use of it. 

If you only collect information that is 

necessary for the proper performance of 

your tasks and functions (a requirement 

in both Australia and New Zealand), it is 

probably going to be “relevant”; and if it 

is “accurate, complete and up-to-date”, 

it is probably not going to be misleading. 

So, for all practical purposes, you can 

see that the data quality principles in 

Australia and New Zealand are very similar. 

Careful attention to the data quality 

principle in Australia and New Zealand, we 

think, is one of the keys to professional and 

ethical recruitment practice. Think about 

what it entails. 

The requirements of accuracy, currency, 

completeness, relevance and contextual 

truth (“not misleading”) must involve a degree 

of diligence on the part of the recruiter with 

regard to both the processes of collection 

(selection, filtering, validating, and assessing) 

and the processes of use and disclosure 

(evaluation, application, judgment). 

Diligence to that degree is one of the 

hallmarks of what it is to be professional. 

Where the imperative for it arises from an 

appreciation that the dignity and interests of 

candidates and clients are to be valued and 

preserved, we discover, perhaps, the basis 

of a respect for persons, which lies at the 

very core of the RCSA Code for Professional 

Conduct’s insistence that Members observe 

“… a high standard of ethics, probity and 

professional conduct which … extends 

to honesty, equity, integrity, [and] social … 

responsibility in all dealings”. 

So what can we say about data quality? 

A key to recruitment genius – possibly; a key 

to recruitment professionalism and ethical 

practice – certainly! 

1. Australia NPP-3; New Zealand NZPP-8. 

24 




Professional indemnity 

insurance protects 

professionals and their 

personal assets by 

providing cover against 

potential threats, such as 

claims for alleged negligence 

and error in the performance 

of professional services. 

Under the Australian Trade 

Practices Act, a professional 

may also be held liable for 

a mistake, even if the act 

was not negligent. 

»» 

Utilise new technology 

»» 

Increase productivity 

»» 

Drive new business growth 

This insurance is available for 

professionals across a range of 

industries and covers the costs and 

expenses of investigating, defending and 

settling a legal claim, as well as any damages 

payable. Losing a claim against you can 

result in enormous costs and expenses. 

Would you like to create a competitive edge? 

Do you need to train to updated technology? 

Is it time to try new or untapped market places? 

Is it time to try something different that will add value to your business? 

Some claims take more than five years to 

settle, leaving a large bill for court costs and 

legal expenses. Even when successful, 

defending a claim can be costly. 

General liability policies specifically 

exclude claims arising for breach of 

professional duty, particularly when there is a 

fee paid for such advice or service. Pure 

financial loss liabilities are generally insurable 

only under a specialist professional indemnity 

insurance policy. 

Many professional indemnity claims come 

many months or even years after a service 

has been provided to a client. As professional 

indemnity policies expire when they are 

cancelled you may not be covered if the 

claim is made after you cancel the policy. 

You may have to keep your professional 

indemnity insurance current for several years 

“Targeting Innovation for Productivity” the 2011 Recruitment and Consulting 

Services 

201 1 

Association 

RCSA 

(RCSA) 

INTERNATIONAL 

International Conference 

CONFERENCE 

will showcase through 

industry and business keynote speakers, workshops, knowledge exchange 

and networking with industry peers and key business providers that 

Innovation is one of the key drivers of economic growth. 

Ensure that you know how to: 

after you retire. 

This same issue also arises if you change 

insurers. If you change insurers and someone 

makes a claim against you from a time when 

you were with your old insurance company, 

your new insurance company will not 

protect you. Your old insurance company will 

also not protect you as your insurance will 

have expired. Be mindful of this when 

changing insurance companies and ask your 

new insurer what provisions they have in the 

event of this occurring. 

»» 

Deliver improved commercial outcomes 

»» 

Provide a competitive advantage 

»» 

Improvise efficient management practices 

»» 

Develop fruitful engagement with market and customers 

»» 

Increase staff engagement and lead to increased 

commitment and improved performance. 

Register now! www.rcsa.com.au/conference2011 

If your immediate employee fails to 

See the Conference program on page perform 38. a proper qualification check on a 

candidate for permanent placement and that 

candidate makes a mistake or 

misappropriates funds, you could be sued by 

the client for negligence. 

OAMPS Professional indemnity insurance 

not only protects you and your immediate 

employees but also your on hired employees 

or contractors. The policy wording is broad 

giving you a greater cover. OAMPS is 

endorsed by the RCSA and has an 

outstanding claims service. 

Contact an OAMPS broker today on 1800 

552 551, recruit@oamps.com.au or visit 

oamps.com.au/rcsa 

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Wed, 31 August – 

Fri, 2 September, 2011 

Principal Event Partner 



Innovation, invention and ideas: 

what do we really want or need? 

What drives us to innovate? 

Is it our needs? And if needs 

are what drive us to innovate, 

then the key to business 

success is to keep identifying 

those needs, understanding 

them, and then responding 

to them, writes Dzu Huynh, 

Marketing and Communications 

Manager of RecruitmentSuper. 

According to the proverb, necessity 

is the mother of all invention. The 

saying is believed to come from 

Greek philosopher Plato, but there was 

no recorded publication of it until the 

17th century. Since then, however, we have 

been enthusiastic about inventing things. 

In fact, in today’s hyper-fast world, it 

seems that new inventions and ideas appear 

on a daily basis. As a result, we are changing 

the way we consume and interact all the 

time. Just think, ten years ago, we’d never 

heard of “friending” someone on a website. 

In fact, the verb didn’t even exist. However, 

it’s just one more dimension to a very old 

concept – personal relationships. 

For inventions to stick they need to meet 

a particular need – or want. Sometimes 

no one (except the inventor) realised they 

needed it. Did you ever think, “Gee, I’d like 

a 140-word update on what my favourite 

celebrity is doing at this moment”? Well, 

the Twitter guys guessed that you might. 

New technologies have also changed 

how we satisfy our needs – for example, 

how we search for, process and use 

information. The internet means we now 

have access to lots of different things, and 

can look them up at any time. In fact, there 

are almost 3.7 million topics covered in 

Wikipedia – and that’s just in English. 

However, it doesn’t mean we know anything 

about those things in any great detail. We 

like headlines and soundbites – but dig 

deeper, and very few Australians could 

provide an in-depth explanation of a carbon 

tax versus an emissions trading scheme. 

Necessity is an interesting word in itself, 

when it comes to inventions. What’s “needed”, 

and what is simply “nice-to-have”? Nowhere 

is this confusion between needs and wants 

more apparent than in the humble 

automobile. In simpler days, the cigarette 

lighter was an innovation to suit a particular 

need. Then we wanted a vanity mirror for 

the passenger, and next came the ubiquitous 

cup holder. Now, the ever-more-mobile 

modern driver needs heated massage 

seats, in cars that work by voice command 

– what will we “need” next? 

Recruitment has not been immune to this 

ever-flowing tide of innovation, and these 

changes have fundamentally transformed 

our needs, wants and expectations. Job ads 

in newspapers have given way to online job 

boards, index cards have been replaced by 

CRM databases, and a Google search is now 

the ultimate reference-checking tool – for 

both candidates and employers. 

In theory, these inventions make life 

easier, but have also created the vehicle for 

all parties to find, research and apply faster, 

and at a greater volume. It’s up to every 

consultant to find a balance between using 

technology and nurturing relationships the 

old-fashioned way. 

If needs are what drive us to innovate, 

then the key to business success is to keep 

identifying those needs, understanding 

them, and then responding to them. It’s no 

different for super funds. RecruitmentSuper 

is always looking for new ways to connect 

with members and make their lives a little 

easier. 

We do this by talking to members, 

conducting research and ensuring we are up 

to date with industry best practice. But even 

when we focus on new initiatives, such as 

our revamped website, we know that it’s not 

all about the technology or the gadgets. We 

will always be committed to personal service 

and strong relationships. 

And that’s the thing about invention. 

No matter how shiny and new some things 

look, there are always things we want to 

hold onto. Some people will always prefer a 

phone call over an email, or a real book over 

an e-book. But I can’t think of anyone who 

doesn’t love a good cup holder in their car. 

26 



Seek your 

ideal 

candidate. 

Why wait for your ideal candidate to apply? Jump onto the SEEK 

advertiser centre and log in to search Jobseeker Profiles for 

your roles. It’s free to access and as an introductory offer, the 

first 10 Jobseeker Profiles for each job ad are free! Check it out 

at advertiser.seek.com.au. 

Search Jobseeker Profiles


RIB third quarter results: perm 

placements equal to pre-GFC peak 

Reporting the facts. Each quarter the RCSA Journal provides current 

facts and figures from the Recruitment Industry Benchmark Report 

(RIB Report). Selecting from their “Top 20 Business Performance 

Indicators”, we’ll share factual data on what’s being achieved. Tracking 

trends in real time, the benchmark report processes data from 100+ 

recruitment firms each month, measuring a range of performance 

indicators, with the combined results determining the monthly RIB 

Average. This issue puts the focus on Temp and Perm performance 

activity during the July 2010 to March 2011 period compared to the 

same period in 2009-10. Insert your data in the table to find out how 

your results compare. 

Rib Report – Average 

(of 102 Firms) 

What is the RIB Average? 

The RIB Average is the absolute 

average of the performance of 

firms participating in the 

benchmark report. 

July 2010 to March 2011 

• Strong improvements in the 

Perm market continue with 

record high placements in March 

2011 with growth of 144% on the 

last year to date. 

• Record volume of Temp & 

Contract Hours processed for a 

review period with growth of 

116% on previous year to date. 

• RIB participant Gross Profit for 

the nine months sets a new RIB 

record high for any nine – month 

period since the commencement 

of the RIB Report. 

Ordinary Great Outstanding 

What defines 

Ordinary performers? 

An Ordinary result is achieved by 

the majority. Ordinary performers 

usually meet expectations but 

rarely exceed them. 


• The RIB Average Perm Fee 

is $6,800 year to date, down 

from $7,300 last year. 

Year to date Perm Sales 

are up 134% on last year. 

• Year to date Temp Avg GP Per 

Hour has fallen in value by 5% 

compared to the prior year. 

• Temp GP as a % of Sales has 

slipped from 16.2% last year to 

14.4% year to date. 

What defines 

Great performers? 

They recognise what they’re good 

at and keep refining the niche and 

their specialisations. 


• Great performers have lifted Perm 

Placements by 191% to 240%. 

These results are a strong 

indicator that market conditions 

are continuing to improve. 

• The RIB Average Total Gross Profit 

(for Temp + Perm) is up 121% on 

last year. 

• Firms that are having a great year 

were able to achieve Total Gross 

Profit growth of 143% to 175%. 

What defines 

Outstanding performers? 

Outstanding performers are the top 

10% of participants. They achieve the 

best results in most RIB sectors. 


• Outstanding performers grew Perm 

Placements by 241% or more on 

the year to date. 

• They also achieved 196% or more 

increase in Temp/ Contract Sales 

year to date. 

• Their Total Gross Profit year to date 

is up by more than 176% and 

• Year to date Gross Profit Per Person 

(in the business) is in excess of 

$251K. 

Benchmark Performance Ranges 

July 2010 to March 2011 results compared to July 2009 to March 2010 – how do you compare? 

Compared to 2009 

RIB Average 

Actual 

Ordinary 

Performance 

Great 

Performance 

Outstanding 

Performance 

Temp/Contract Sales Up 127% 100% to 155% 156% to 195% 196% Plus 

Temp/Contract 

Hours Processed 

Up 119% 100% to 138% 139% to 165% 166% Plus 

Temp/Contract 

GP as a % of Sales 

14.4% Ytd down from 

16.2% in 09/10 

10% to 18% 19% to 23% 24% Plus 

Perm Placements 

Number Invoiced 

Up 144% 100% to 190% 191% to 240% 241% Plus 

Perm Sales Volume Up 134% 100% to 170% 171% to 200% 201% Plus 

Perm Average 

Placement Fee 

Down 7% 

at $6,800 

$4,000 to $9,600 $9,700 to $14,000 $14,000 Plus 

RIB Report comment by Nigel Harse, email: info@ribreport.com.au, www.ribreport.com.au. 

28 




Professional indemnity 

insurance protects 

professionals and their 

personal assets by providing 

cover against potential 

threats, such as claims for 

alleged negligence and 

error in the performance 

of professional services. 

Under the Australian Trade 

Practices Act, a professional 

may also be held liable for 

a mistake, even if the act 

was not negligent. 

Professional indemnity insurance is 

available for professionals across a 

range of industries and covers the 

costs and expenses of investigating, defending 

and settling a legal claim, as well as any 

damages payable. Losing a claim against you 

can result in enormous costs and expenses. 

Some claims take more than five years to 

settle, leaving a large bill for court costs 

and legal expenses. Even when successful, 

defending a claim can be costly. 

General liability policies specifically 

exclude claims arising for breach of professional 

duty, particularly when there is a fee paid for 

such advice or service. Pure financial loss 

liabilities are generally insurable only under 

a specialist professional indemnity insurance 

policy. 

Many professional indemnity claims come 

many months or even years after a service 

has been provided to a client. As professional 

indemnity policies expire when they are 

cancelled you may not be covered if the 

claim is made after you cancel the policy. 

You may have to keep your professional 

indemnity insurance current for several 

years after you retire. 

This same issue also arises if you change 

insurers. If you change insurers and someone 

makes a claim against you from a time when 

you were with your old insurance company, 

your new insurance company will not protect 

you. Your old insurance company will also 

not protect you as your insurance will have 

expired. Be mindful of this when changing 

insurance companies and ask your new 

insurer what provisions they have in the 

event of this occurring. 

If your immediate employee fails to 

perform a proper qualification check on a 

candidate for permanent placement and that 

candidate makes a mistake, or for example, 

misappropriates funds, you could be sued by 

the client for negligence. 

Losing a claim 

against you can 

result in enormous 

costs and expenses. 

OAMPS Professional indemnity insurance 

not only protects you and your immediate 

employees but also your on-hired employees 

or contractors. The policy wording is broad 

giving you a greater cover. OAMPS is endorsed 

by the RCSA and has an outstanding claims 

service. 

Contact an OAMPS broker today on 

1800 552 551, recruit@oamps.com.au or 

visit oamps.com.au/rcsa 


MARKETING 

Publish and educate to build profile, 

credibility and win new clients 

Why do so few recruiters 

self-publish and demonstrate 

their knowledge and views 

about their market? Why 

do clients call you and not 

someone else, asks Ross 

Clennett. Do the clients’ 

demands and price drive 

the transaction, or does 

your known expertise, 

excellent service and quality 

outcomes, ensure your 

clients choose you first? 


I recently completed hosting duties for the 

RCSA May 2011 breakfast series that launched 

Nicholas Beames’s book Different Thinking. 

Breakfasts were held in Perth, Melbourne, 

Sydney and Brisbane and in each city I had 

the chance to chat to a number of recruiters 

about a range of topics. 

In each city there was one topic raised with 

me constantly; my free weekly newsletter/ 

blog, InSight. The general feedback was 

consistent: recruiters appreciated the range 

of information I provide each week and my 

willingness to take a stand on issues of 

importance to them. I produce this newsletter/ 

blog with a self-serving goal: to demonstrate 

my knowledge, make my views and 

philosophies about recruitment and the 

recruitment industry well known, be viewed 

as credible and, consequently to generate 

greater demand for my paid services, both 

live and online. No doubt my approach 

generates the opposite response in some 

recruiters (“Now I know the way Ross sees 

recruitment I would never use him.”) but 

overall, after 180-plus articles and blogs, 

it’s an approach that is working for me. 

Why don’t more recruiters do the same? 

I mean why do so few recruiters selfpublish 

and demonstrate their knowledge 

and views about their market? 

Jonathan Rice, of New Zealand rec-to-rec 

firm, Rice Consulting, is an excellent example 

of how it can be done really well. His weekly 

blog The Whiteboard is compulsory reading 

for me. 

Recruiters often lose sight of how much 

knowledge and expertise they actually possess 

about talent in their niche market, and 

recruitment, generally. The value a client 

places on this expertise depends upon 

whether they see the recruiter as a McDonald’s 

recruiter (order taker) or a McKinsey recruiter 

(consultant) 

In other words, do the clients’ demands 

and price drive the transaction, or does 

your known expertise, excellent service and 

quality outcomes, ensure you are chosen 

first by clients? 

Effectively educating clients provides 

two major benefits to the recruiter: 

• communicating and establishing your 

expertise, ahead of any competitors 

• assisting with the management of 

client expectations. 

Recruiters are in the market for talent 

every minute of every working day (and 

many non-working days) and very quickly 

gain significant, valuable, knowledge. 

A matter of experience? 

What holds many recruiters back from 

being more confident in displaying and 

communicating their knowledge, is that they 

perceive themselves to be inexperienced and 

therefore lacking knowledge and credibility. 

Consider this, with only six months 

recruitment experience (approximately one 

thousand hours at the recruitment coalface), 

a recruiter has more relevant recruitment 

experience than a client who spends half a 

day per week, every week for five years, on 

recruitment. 

Also consider that clients have the 

disadvantage of only having a view of the 

market from inside their own organisation. 

They have no capacity to have an independent, 

objective view. In other words, they are 

inside looking out, whereas a recruiter is 

outside, looking in. 

Critically, this market knowledge the 

recruiter possesses makes little difference 

to the recruiter/client relationship unless 

this knowledge is used to effectively educate 

clients. 

Carol Mahoney, Vice-President of Talent 

Acquisition at Yahoo! in California, said at the 

Australasian Talent Conference in April 2008, 

that the market information (about such 

things as salaries and benefits, jobs on offer, 

candidate supply, competitor plans re growth 

or down-sizing) that her recruitment team 

gained through their daily activities was 

recognised by the Yahoo! Executive Leadership 

Team (ELT) as so valuable that the ELT 

requested weekly updates. 

In his closing presentation at the same 

30 


marketing 

Australasian Talent Conference, US recruitment 

expert, Kevin Wheeler, said that as recruiters, 

we risk being left behind if we pigeon-hole 

ourselves solely as recruitment experts. 

We have an opportunity and a need 

to extend our expertise more broadly. 

The areas of expert knowledge that 

clients are most interested in are: 

1. the availability of relevant talent 

2. what remuneration and benefits are 

necessary to recruit the best talent 

3. what strategies are most effective in 

retaining the best talent 

4. what competitors (of the client) are doing 

in the area of talent attraction, recruitment 

and retention 

5. articles or books on relevant talent issues. 

Your expertise and more critically, the way 

you communicate this expertise, has the 

potential to create a clear difference between 

you and your competitors and give the client 

a genuine reason not to select a recruiter 

based on the lowest fee, as is too often the 

case. 

Modern branding, a sharp website, the 

latest you-beaut database and slick business 

cards, might be impressive on the surface 

but what makes a real impact with a client is 

expert market knowledge that is directly 

relevant to the talent issues they are grappling 

with right now. 

How valuable is your independent expert 

knowledge? More importantly, how effectively 

are you using it to educate your clients? 

Ross Clennett APRCSA, has been a regular 

contributor to RCSA publications and professional 

development events since 2005. He runs Australia’s 

only online training and professional development 

membership site for recruitment company owners, 

managers and recruiters. For more information or 

to subscribe to Ross’ weekly newsletter, InSight, 

please visit www.rossclennett.com 

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marketing 

Book reviews 

Different Thinking: 20 Inspirational Leaders 

By Nicholas Beames 

Published by Astute Corporation Pty Ltd. 

RRP: $32.95 Inc. GST 

Nicholas Beames’ new book provides “lessons, tips and 

inspiration from twenty of our most successful, inspiring and 

astute recruiters”. The first book of this type, First Interview by 

Tony Hall, was published 11 years ago and now Different 

Thinking provides and fresh and timely update of advice from 

industry leaders and rising stars. 

As you’d expect, the people Nicholas interviewed are a 

formidable galaxy of industry luminaries: Andrew Aston, Andrew 

Banks, Andrew Staite, Luke Henningsen, Dalia Klien, Giles Keay, 

David Marriot, Graham Jenkins MRCSA (Life), Greg Savage 

MRCSA (Life), Ian Hamilton FRCSA, Jo Burston, John McCluskey, 

Mary Dowrick APRCSA, Natalie Piro, Neil Colquhoun, Nick 

Waterworth, Paul Lyons, Rebecca Wallace, Rosemary Scott 

FRCSA (Life), Sally Mlikota APRCSA, Sam De Longis, Sean Blanche 

and Tony Cooke. 

Nicholas himself came from a background in finance 

recruitment, building his first business into Astute People which 

is “an award-winning provider of business critical HR software 

and outsourced payroll services for the recruitment industry”. 

He says that through Different Thinking he hopes to help 

people through the industry find their own particular path and 

way of understanding what their future in the industry could be. 

Different Thinking has featured at RCSA Breakfast events in 

Sydney and Melbourne. 

The book is available through www.differentthinking.com.au 

A Faster Future: The Future of Broadband: 

What it Means for Business, Society and You 

By Brad Howarth and Janelle Ledwidge 

RRP: $33 Inc. GST 

A Faster Future gathers the wisdom of many of the world’s 

leading thinkers on broadband applications and services and 

explores the impact these services will have on business, society 

and individuals. 

Australian authors Brad Howarth and Janelle Ledwidge spent 

18 months researching the future evolution of broadband 

services. A Faster Future interviews more than one hundred of 

the world’s thought leaders, business executives, researchers and 

entrepreneurs, including Vint Cerf – Father of the Internet and 

Chief Internet Evangelist at Google, Seth Godin – bestselling 

author and marketing guru, Marc Benioff – Founder and Chief 

Executive Officer of Salesforce.com, Håkan Eriksson – Chief 

Technology Officer of Ericsson and Hugh Bradlow – Chief 

Technology Officer at Telstra. 

The book has been written to be accessible to a broad range 

of readers, and will appeal even to a novice Internet user. 

Brad Howarth is a freelance journalist, author and speaker 

covering the technology and marketing industries. Brad has 

been IT editor and marketing editor for BRW and is also the 

author of Innovation and Emerging Markets, a study of the 

path to commercialisation for Australian technology start-ups. 

Janelle Ledwidge is a professional coach, communications 

practitioner and digital media industry specialist. 

A Faster Future has featured at RCSA Events in both Sydney 

and Melbourne. The book is available through the website 

www.afasterfuture.com 

made to measure 

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www.liuaustralia.com.au 

32 


Association news 

Business Solutions resources 

RCSA Business Solutions has been 

developed for Corporate Members 

as an ongoing commitment to 

assist members with business best 

practice. There is a comprehensive 

range of resource materials available 

on the web page and also via our 

rapid response free email service. 

• There are 47 free templates for Corporate 

Members, 26 Australian and 21 New 

Zealand. 

• There are 304 free guidance notes and 

memos for Corporate Members, 284 

Australian and 13 New Zealand. 

• These are heavily discounted for members: 

47 templates, and seven Modern Award 

files and WebinRs. 

In a dynamic table on the Business Solutions 

web page you can search on these categories 

for your business needs: 

• business management (43 files) 

• immigration (16) 

• occupational health & safety (55) 

• professional practice compliance (79) 

• taxation (five) 

• workplace relations (18). 

Formats include templates and forms (95), 

guidance notes and memos (311) and include 

professional knowledge, references, readings, 

policy, procedures, legislative requirements, 

awards, contracts and agreements, letters 

and notices, checklists and questionnaires, 

and WebinRs (real time). 

Sub categories include: 

• checklists (4 files) 

• contract management and client service 

agreements (33) 

• EEO including discrimination and 

harassment (44) 

• employment (56) 

• Fair Work Australia (62) 

• hold harmless (1) 

• immigration (18) 

• independent contracting (5) 

• insurance (9) 

• IT, health and engineering (1) 

• legislation – including licencing (5) 

• modern awards (28) 

• payroll tax (3) 

• privacy and confidentiality (15) 

• professional practice (28) 

• record keeping (4) 

• reference checking (7) 

• superannuation (6) 

• taxation (1) 

• work health and safety (formerly OHS) (62) 

• workers’ compensation (10). 

How to access Business Solutions 

resources: 

For member access to free files 

1. Go to www.rcsa.com.au 

2. log on in the top right hand corner 

3. go to Tools and Resources 

4. RCSA Business Solutions 

5. Free Templates and Business Resources 

6. Search as per instructions on that page 

7. Click on FREE hyperlink to access that file. 

For a list of all files – free and ones to 

purchase: 

1. Got to www.rcsa.com.au 

2. Tools and Resources 

3. RCSA Business Solutions 

4. All Templates and Business Resources 

5. Search as per instructions on that page 

– you can export the whole list if you like 

6. Download a form on the same page to 

order ones that have to be purchased. 

Rapid response email support 

RCSA has a team of Business Solutions 

supporters who assist with answering 

questions. Corporate Members have access 

to FREE basic email advice on most legislative, 

compliance and business issues and can also 

access the services of the Business Solutions 

providers at special rates. Email bussolutions@ 

rcsa.com.au and your question will be 

forwarded to the most appropriate provider. 

This is an email service only – same day, 

within 24 hours! 

Do you have a suggestion for a new 

Business Solutions template? 

Please let us know if there is something 

missing and we will get our team of experts 

to develop a solution to your problem. 

For any Business Solutions enquiries please 

contact bussolutions@rcsa.com.au 

And there’s more… 

Code related resources 

Did you know there are 29 free Code related 

templates, WebinRs and training files on the 

Code Resources page? 

Learning Centre resources 

On the Learning Centre page you will find 

49 heavily discounted WebinR recordings 

on various topics. 

Tel: 02 9279 4415 

Web: www.voyager-software.com.au 

Email: sales@voyager-software.com.au 



The benefits of 

Corporate membership 

RCSA Corporate membership 

is your commitment to 

professionalism. Here are 

some of the many benefits. 

RCSA Corporate membership: 

• demonstrates your company’s commitment 

to professional standards and accountability 

• tells clients, candidates and stakeholders 

that the company is bound by the Code 

for Professional Conduct and subject to 

disciplinary procedures if it should breach 

the Code 

• solidifies your brand and increases your 

company’s credibility with clients, so you 

can retain business and win new accounts 

• signals that you are committed to excellence 

for everyone in your organisation 

• builds customer confidence in your people 

• assists with training and qualifications for your 

staff to add extra credibility – a workforce 

committed to learning wins business and 

creates the competitive edge 

• helps you to attract and retain the best talent 

when integrated into your own human 

resources strategy 

• helps your staff members to grow 

and develop their careers 

• provides an opportunity to be 

recognised as a profession 

• opens doors to success. 

1. Demonstrate your commitment to 

ethical practice and industry standards 

The Code for Professional Conduct. 

Authorised by the ACCC in Australia and 

recognised by the Commerce Commission 

in New Zealand, the Code demonstrates 

RCSA members’ commitment to the highest 

professional standards. RCSA provides free 

online Code training for members with 

Certificates provided on completion. 

Ethics Management. The RCSA Code 

is supported by the Disciplinary & Dispute 

Resolution Procedures and an Ethics 

Management system which is robust 

and respected. 

RCSA Service Delivery Standard. 

A rigorous benchmark for delivering excellent 

service to clients and candidates. 

RCSA Professional Accreditation 

Framework (PAF). RCSA’s individual 

membership framework supports industry 

professionalism and provides corporate 

members with a marketing edge. Corporate 

members can have their in-house training 

approved by RCSA and receive one year’s 

complimentary inaugural RCSA Individual 

Membership for your staff. 

2. Access to business tools and 

resources through RCSA Business 

Solutions 

Free Templates and Business Resources. 

Approximately sixty Australian and New 

Zealand free templates for members only 

in the areas of business management, 

immigration, occupational health and safety, 

professional practice compliance, taxation 

and workplace relations. This number 

continues to grow as we develop solutions 

according to legislative and operational 

needs of our members. 

Discounted Templates and Business 

Resources. Approximately 340 heavily 

discounted templates, guidance notes 

and memos, categorised as per the above 

paragraph. These resources include policies, 

procedures, forms, contracts, management 

guides and checklists covering a wide range 

of workforce management and compliance 

practices that impact organisations operating 

in the recruitment sector. 

RCSA Business Solutions. Rapid response 

free email service Free quick answers to 

your questions, relating to any industry 

matter, answered within one business day 

or a phone call to ensure your concerns are 

addressed. Some past sample questions 

include: client service agreements, indemnity 

clauses, EBA coverage for on hire workers, 

terms of business, casual conversion clauses, 

award coverage, on hire contracts, and offer 

of employment. Do you have a question? 

RCSA Business Solutions has an answer. 

3. Keep up to date with the latest news 

and information 

RCSA Journal. The premier quarterly 

recruitment industry publication. 

RCSA Newshub. Monitor a wide range of 

sources to keep up to date with compliance, 

legislative, business and recruitment industry 

news. Receive the latest release of templates, 

guidance notes and memos from RCSA 

Business Solutions. 

Research and Statistics. Access to 

industry research and statistics. 

4. Lobbying and advocacy 

Have your voice heard as RCSA’s lobbying 

team represents its members when policy 

decisions are being made by governments: 

• highlighting and solving industry and 

collective member problems by putting 

them on the agenda, confirming policy, 

recommending solutions and building 

support for action on both the problems 

and solutions 

• influencing the public interest through 

organised, systematic and intentional 

action to influence a particular process 

or outcome 

• influencing government policy and 

legislation by way of actions aimed at 

changing the policies, laws, positions 

and programs of the government and 

other institutions. 

5. Build your member profile 

Member Directory Listing. Be listed in 

the members’ online directory on the web 

page as a RCSA Corporate Member. Declare 

your membership and ethical standards for 

all to see. 

Corporate member logo. Usage of the 

RCSA Corporate member logo: improve your 

reputation in the marketplace through your 

entitlement to use the RCSA member icon 

on your promotional and business collateral. 

6. Education and events 

RCSA Learning Centre. Programs, 

workshops, seminars, events, conferences, 

networking, interactive webinRs (including 

free online Code training), e-learning, 

business briefings, leaders luncheons – 

professional development for all staff members. 

Members attend approximately 200 RCSA 

34 



Learning Centre and networking events 

per annum with up to 10,000 participants. 

Consultant Forum. For consultants 

looking to change the way they do business 

and implement new recruiting skills for 

maximum growth. 

RCSA Professional Emerging & Aspiring 

Recuitment Leaders Program (PEARL) 

Mentoring, networking and education programs 

designed to help build future industry leaders. 

Awards Program. Owned and run by the 

recruitment profession. The Awards provide 

an opportunity to celebrate achievements 

and significant contributions to the industry. 

Gala Ball. A night of networking with 

colleagues and friends, celebration and 

announcement of RCSA Awards winners. 

International Conference and 

Exhibition. Outstanding presenters and 

program to develop your managers and 

leadership team, network with peers, refresh 

your thinking and re-energise staff. 

7. Get your organisation connected 

and involved 

Join Specialist Member Groups. 

Opportunity to join specialist groups such as 

AMRANZ (Association of Medical Recruiters 

of Australia and New Zealand) and AANRA 

(Australian Association of Nursing Recruitment 

Agencies). 

Join Working Groups. Opportunity to 

join specialist working groups such as Safety 

& Risk Working Group, Workplace Relations 

Working Group and Independent 

Contracting Working Group 

Join Councils, Committees or Board. 

Opportunity to be part of a RCSA Council, 

Committee or Board. 

8. RCSA business and lifestyle benefits 

RecruitmentSuper Strives to make 

your super payments hassle-free, while also 

providing services to your employees. We 

provide a number of services to employers 

including dedicated relationship managers, 

workplace education sessions, easy account 

access via employer/member online 

services, email newsletters and access to a 

clearing house facility for RecruitmentSuper 

default employers. 

OAMPS insurance provides a broad range 

of recruitment industry insurance solutions at 

discounted prices. 

Member Benefits Program. Travel, 

accommodation, box office, clothes, wine, 

flowers, gym, motor vehicles, finance and 

plenty more. 

Integrity 

assured. 

We’re passionate about recruitment. 

Everything we do is focussed on enabling 

recruiters to raise the quality of the recruitment 

process – with less effort than ever. 

It’s not about technology. It’s about people. 

And the more people use TRIS, the more 

the recruitment industry will thrive. 

Find out more on facilitating excellence at 

www.recruitmentsystems.com 

Recruitment Systems Global Headquarters 

Canberra, Australia 

Phone: +61 2 6296 7777 

Fax: +61 2 6296 7177 

Email: info@recruitmentsystems.com.au 

10702B_RS_pressAd_125hx190w_2.indd 1 

17/06/11 June 3:19 2011 PM 35


Introduction: Professional Accreditation Framework 

The RCSA Professional Accreditation Framework (PAF) aligns individuals 

with recruitment career paths and provides public recognition of a 

member’s knowledge, skills, experience and commitment to continuing 

professional education. Individuals can apply for any level of 

membership, provided they meet the minimum criteria. 

RCSA Corporate members who support the RCSA PAF are actively 

advancing the recruitment industry and building its standing as a true 

profession. The RCSA PAF provides a professional identity, competitive 

edge and credibility that clients look for in today’s professional market. 

Levels and Criteria of Professional Membership 

Accredited Professional (APRCSA) Criteria 

There are 4 possible entry points to APRCSA: 

• Minimum 2 years’ recruitment industry experience (assessable via submission of CV); OR 

• Completion of a RCSA approved training/education program (list to be maintained by RCSA, 

external providers including corporate members can apply to have a course approved) (proof of 

completion of the course will be required); OR 

• Completion of a relevant minimum diploma qualification (eg business, human resources, 

psychology, law, health (proof of completion of the qualification will be required); OR 

• Completion of a minimum 25 RCSA CPE points over the previous 12 months. Points can come 

from the 6 learning activity types including: formal education, learning activities, conferences and 

seminars, presentations of papers, service to the profession and informal learning (assessed via 

submission of proof). (See CPE Guide for additional information) 

Member (MRCSA) Criteria 

• Minimum 3 years’ recruitment industry experience (assessed via submission of CV) and 

completion of a relevant undergraduate qualification (eg business, human resources, psychology, 

law, health) (proof of completion of qualification will be required); OR 

• Minimum 7 years’ relevant recruitment industry experience (assessed via submission of a CV). 

Fellow (FRCSA) Criteria 

• 7 years’ recruitment experience with a minimum of 2 years in a senior management/leadership 

role (assessable via submission of CV) and completion of a relevant postgraduate qualification 

(eg business, human resources, psychology, law, health) (proof of completion of qualification will 

be required) OR 

• minimum 10 years’ recruitment industry experience with a minimum of 2 years in a senior 

management/leadership role (assessed via submission of CV); AND 

• Demonstrated contribution to the recruitment profession (examples include presenting at 

conferences, seminars, schools and universities, formal lecturing and tutoring, involvement with 

local, state, national and international business groups in which expertise is utilised, involvement 

with research projects, volunteering with RCSA, writing and contributing to academic papers, 

journals and other publications) 

Note – applicants are required to provide with their application two written references/testimonials from 

appropriately senior people, specifically supporting the application for Fellow. 

Life Member (FRCSA Life or MRCSA Life) Criteria 

• Nominees must be existing members (either at Member or Fellow level) 

• Life Membership is the most distinguished award the Association makes 

• Life Membership is by invitation (not self nomination) 

• Nominations in writing for the award of Life Membership may come from a Region Council 

or the RCSA Board. 

36 


Professional Accreditation Framework 

RCSA PAF = Excellence 

Why should RCSA Corporate Members 

support the RCSA PAF? 

When your staff members commit to high standards: 

»» 

you advance the recruitment profession 

»» 

you attract and retain the best talent 

»» 

your reputation and brand is reinforced 

»» 

client loyalty increases 

»» 

new business is generated 

»» 

you commit your staff to excellence 

»» 

your clients have confidence in your staff 

»» 

commitment to continuing professional education 

creates a competitive edge 

»» 

you are better positioned as an employer of choice 

»» 

it signifies you have standards, you encourage staff excellence, 

and tells clients that their business is in safe hands. 

What’s in it for individuals? 

RCSA Professional Membership clearly indicates to your peers, 

clients and candidates that you: 

»» 

are serious about your profession and identify yourself 

as a professional 

»» 

adhere to the industry’s code 

»» 

are committed to maintaining your knowledge and skills 

»» 

have a professional identity, competitive edge and credibility 

»» 

are intent on developing and enhancing your career 

»» 

are personally committed to excellence and best practice. 

What’s the great offer? 

All staff of RCSA members who are not existing 

‘Individual’ members can receive complimentary 

12 month RCSA membership if they apply by 

31 December 2011 – yes, everyone! 

Together, we are on a mission to 

build professionalism, increase 

credibility, enhance status, and 

create a powerful voice. 

How does my organisation take this up? 

Individual staff members are required to: 

Complete the application form in full 

Tick the complimentary membership 

box in the payment section 

Email, fax or mail to RCSA. 



RCSA International Conference 2011 Program 

Wednesday, 31 August 

1330 Registration Open 

16:05 – 17:05 

Fight or Adapt – What Should On-Hire Look Like in 

20 Years? – Panel Session. 

Facilitated by Charles Cameron 

14:00 – 18:00 

Choice of 9 or 18 holes Golf Afternoon 

(Sea Temple Golf Course) 

16:40 – 17:25 

Immortality: Lessons from the Lives and Deaths of 

Innovative Leaders. David Rendall 

15:00 – 17:00 

18:30 – 20:30 

1: The Innovative 

Organization: Creating 

a Culture that Fosters 

Creativity, Capability 

and Change. David 

Rendall 

MASTERCLASSES 

Poolside Welcome Reception BBQ 

Sponsored by SEEK 

2: Planning, Establishing 

and Managing Offshore 

Outsourcing for 

Recruitment Agencies. 

Amit Somaiya, CEO, 

Interactive 

19:30 – 23:30 

08:00 – 09:00 Registration 

09:00 – 09:45 

Conference Mystery Dinner 

Sponsored by RecruitmentSuper 

Friday, 2 September 

Achieving Success Through Innovation. 

Amanda Gome – Sponsored by SEEK 

Managed Service Providers Panel 

Thursday, 1 September 

07:30 – 17:45 Registration Open 

08:30 – 08:45 Welcome & Opening 

08:45 – 10:00 

10:00 – 11:00 

FL!P: Creative Strategies for Turning Challenge into 

Opportunity and Change into Competitive Advantage. 

Peter Sheahan – Sponsored by CareerOne 

Dare to be Innovative – Panel Session. 

Facilitated by Ross Clennett APRCSA 

09:45 – 10:45 

This session is aimed at giving delegates a better 

understanding of why customers are looking to these 

programs and how they can work with MSP providers. 

Faciliated by Steve Shepherd MRCSA (Life), 

Group Director, Randstad 

John Rawlinson, Ceo Talent2 International Limited 

John W. Healy, Vice President, Enterprise 

Workforce Solutions 

Robert Brimm, Executive Vice President, 

Worldwide Sales Fieldglass Inc 

CONCURRENT SESSIONS 

11:00 – 11:25 Morning Tea – Sponsored by Oxford Funding 

11:25 – 12:10 

Retention and Innovation – Two for the Price of One. 

Neer Korn 

12:10 – 12:55 Build an Innovation Process. Dr Tom Mckaskill 

12:55 – 13:45 Buffet Lunch – Sponsored by Oxford Funding 

13:45 – 14:30 

14:30 – 15:15 

Global Strategies: The Future of Talent, a Global 

Perspective. David Arkless – President – Corporate 

and Government Affairs – ManpowerGroup. 

Sponsored by RecruitmentSuper 

CONCURRENT SESSIONS 

• Do you have a high performance culture? 

(And how to build one if you don’t). 


• Keys to Engaging Innovative Leadership 

& Productivity. Vanessa Fudge 

• Build Value for Growth and Succession. 

Dr Tom Mckaskill 

• Understanding, Maximising and Leveraging 

Innovative Social Media Practices in Recruitment 

and Employer Branding. Mariah Gillespie 

15:15–15:40 Afternoon Tea – Sponsored by Oxford Funding 

11:10 – 12:05 

12:05 – 13:30 

13:30 – 14:15 

14:40 – 15:25 

15:25 – 16:10 

• Outsourcing for Recruitment Agencies – 

The Strategic Benefit. Rod Hore 

• Is Collaboration Useful in our Business? 

Cath Lawrence 

• Fresh Thinking, New Ideas and Useful Tools. 

Graham Jenkins MRCSA (Life) 

• Focusing on Resilience (in Management and 

People). Rob Collins 

Knowledge Exchange Lunch Discussion – 

Sponsored by CareerOne 

Embrace Technology: Create an Environment 

of Urgency and Innovation. 

Joris Luijke Global Director Human 

Resources/Talent – Atlassian 

Key to Productivity Growth Locked in the Mindsets 

of Australian Organisational Leaders and Managers. 

Steve Vamos – Sponsored by RecruitmentSuper 

16:10 – 16:30 Conference Close 

17:30 – 19:30 

Unleashing the Collaborative Potential of Your Workforce. 

Dom Thurbon – Sponsored by OAMPS 

Sunset Cocktail Close Party – On the Inlet 

Restaurant. Sponsored by OAMPS 

38 



RCSA’s new Life Member 

Immediate Past President Steve 

Shepherd MRCSA (Life) was awarded 

Life Membership at the recent 

RCSA Gala Ball in honour of his 

services to the industry and the 

Association. 

“It is an incredible honour to receive Life 

Membership and one I hardly feel worthy of. 

When I read the list of industry luminaries that 

have been given this recognition before me 

and have done so much to get us to where 

we are today, I am very proud of the Association,” 

Steve says. 

“It hardly seems possible that I was on the 

RCSA Board for ten years – the time really did fly 

past. During that time I have had the opportunity 

to work with some truly great people and to build 

on the legacy created by previous Boards. The 

depth of passion that exists in our profession and 

the willingness to work together to create a better 

environment never ceases to amaze me. 

“I still remember quite vividly one of my early 

Board meetings when Malcolm Jackman was 

President and we were focusing on developing a 

strategic plan. At the time, many of our aspirations 

seemed like wild dreams but ten years later many 

of them have been surpassed and we now have 

an Association that is recognised by governments 

and employers as setting the standards and 

leading the way in ethical business practice,” 

he adds. 

Steve is Group Director, Randstad and joined 

the recruitment industry 21 years ago after arriving 

in Australia from the UK on a working holiday. 

He joined the RCSA in 1998 and was elected to 

RCSA Past-President Steve Shepherd MRCSA (Life) and 

CEO, Steve Granland at the RCSA Gala Ball 2011 

the Board of Directors in 2000 and appointed 

National President in 2005. 

In his broad-ranging career, Steve has had 

exposure to markets in the US, Singapore, 

Malaysia, India and New Zealand as well as 

Australia – and this experience has provided a 

backdrop to his role with Ciett (International 

Confederation of Private Employment Agents). 

He explains: “In the last year I have also had the 

opportunity to meet with representatives from 

recruitment industry associations around the 

world as part of my role on the Ciett Board and 

this has opened my eyes to how much we really 

have achieved with many countries in markets 

we considered to be more mature than ours, 

still struggling to achieve the goals we have and 

looking for guidance from us as to how they 

can do better (See page 17). 

“I would like to thank everyone I have worked 

with over the last 13 years that I have been 

involved with the Association for your contribution 

to our success and I hope to work with you for 

many more years to come,” he says. 

Innovative 

Social 

Media 

Practices 

Understanding, 

Maximising and 

Leveraging 

Innovative Social 

Media Practices in 

Recruitment and 

Employer Branding! 

Facebook, Twitter, LinkedIn, 

Foursquare, Yammer and Skype. 

The buzz words of 2011 are all 

social media, and everyone 

wants to know the who, what, 

where, why and when of these 

platforms. How do I establish a 

presence on Facebook? What’s 

the difference between a group 

and a page? What’s a hashtag 

on Twitter? Who do I follow? 

Are candidates really going to 

social media sites in their search 

for a job? 

Join Mariah Gillespie, JXT 

social media strategist, for 

an intensive and educational 

breakfast briefing. 

Did you know there are 

currently 67 programs 

and events on our 

calendar? 

Go to www.rcsa.com.au/ 

events/eventscalendar 

Did you know there 

are 25 different free 

files to help with your 

understanding and 

application of Code 

Principles? 

Adelaide Wednesday 

10 August 2011 

Perth Thursday 

11 August 2011 

More information: 




The Professional Practice Council 

The RCSA Professional 

Practice Council was 

approved by the RCSA 

Board of Directors to 

oversee the Professional 

Practice requirements 

of RCSA Members. 

This Council has a chair 

appointed by the RCSA 

Board of Directors and 

nine Council Members 

who are RCSA Life Members. 

The Council’s role is to review the 

information and education provided to 

members with respect to professional 

practice, participate in the development of 

best practice models, determine additional 

schedules to be provided to enhance the 

RCSA Code for Professional Conduct and 

regularly review the Code and Disciplinary 

and Dispute Resolution Procedures, and 

make recommendations for amendments 

as required. 

The Professional Practice Council monitors 

ethics matters as they appear on the Ethics 

Register in order to provide advice on 

amendments to training and information 

materials and also as mentors to Ethics 

Committees to ensure procedures are duly 

followed and, when required, participate in 

Ethics Committees. 

The Professional Practice Council 

provides a report to the RCSA Board which 

is included in the Annual Report, reflecting 

matters addressed by the Ethics Committees 

during the year and any steps taken to 

address trends. (The Professional Practice 

Council will not represent itself as a 

replacement for an RCSA Ethics Committee.) 

Professional Practice Council Members 

Ross Fisher FRCSA (Life) – Chair 

Ross has been actively involved in the 

recruiting profession for more than forty 

years and is principal of Fisher Recruitment, 

professional recruitment specialists. He is 

Chairperson of RecruitmentSuper, the 

Industry Superannuation Fund. Ross is a 

past President and Director of the RCSA 

and he has served as industry spokesman 

for industrial and government relations, 

taxation, superannuation and ethics. He was 

instrumental in the formulation of the Code 

for Professional Conduct and is the current 

Chairperson of the Professional Practice 

Council. Ross was elevated to Fellow (Life 

Member) Membership in 2000 in recognition 

of his outstanding contribution and services 

to the recruitment industry. 

Sylvia Moreno FRCSA (Life) 

Sylvia has spent more than thirty years 

in the recruitment profession, primarily 

with Riddells the Recruitment People and 

Centacom Staff. During her role as the State 

Manager, Victoria, for both companies, she 

was a Director of the NAPC (now RCSA) on 

both the National and Victorian Board and a 

Director of the IPC, the educational arm to 

the recruitment profession. The primary 

function of this Institute was to develop and 

conduct the recognised training course for 

consultants within the industry. Sylvia also 

held the position of Secretary-General for the 

International Personnel Services Associations. 

Following the sale of Centacom, Sylvia 

purchased the Riddells name and re-opened 

that brand, growing to three branches prior 

to its sale. Currently, Sylvia is a Trustee 

Director of RecruitmentSuper, the Industry 

Superannuation Fund. Sylvia was inducted as 

a Fellow (Life Member) of RCSA in 2006 in 

recognition of her outstanding contribution 

and services to the recruitment industry. 


Graham has more than twenty years’ 

experience as an executive search consultant 

and recruitment strategist. For the last five 

years he has been a Chair with TEC – The 

Executive Connection, and in this role 

mentors CEOs and other senior executives. 

He is also a non-executive Director of a 

large recruitment company called Beilby 

Corporation. Graham joined the executive 

search and selection field in 1987 and in 1991 

he established Trinity Group, an executive 

search and selection company and 

progressively built the reputation, expertise 

and size of the business. He sold that business 

in 2004 to a publicly-listed company, and 

then became a partner in the Sydney office 

of Boyden Global Executive Search, 

remaining until 2007. For five years Graham 

was NSW President of the RCSA and also sat 

on the National Board. He presided over a 

period of substantial growth for the Association 

and was heavily involved with government 

lobbying on behalf of the industry. In 

recognition of his achievements he was 

honoured with Life Membership in 2005. 

Nanette Carroll FRCSA (Life) 

Nan joined the Recruitment Industry in 

1981 and her career spanned 11 years with 

Slade Consulting. Nan mounted a management 

buyout of Brook Street Bureau Pty Ltd QLD 

with Kathryn Devine, following the sale of 

Slade Consulting to Blue Arrow. Over the next 

nine years, Brook Street QLD experienced 

spectacular growth winning some of the 

largest tenders until it was sold to TMP 

Worldwide Inc where Nan remained as 

Joint Managing Director. In 1996 Nan was 

awarded the QLD & Australian Telstra 

Business Woman of the Year (Business 

Owner Category). In February 2000 Nanette 

was appointed Joint Managing Director of 

Morgan & Banks Office Service Division for 

Australia & New Zealand incorporating 

Alectus, Lampen and Brook Street QLD, 

the position she held until her retirement in 

December 2001. Over the years Nan has 

served on a number of boards and as a tutor 

for the Institute of Personnel Consultants, 

and held various positions with the RCSA. 

She was instrumental in organising and 

assisting the first Owners & Managers 

Conference on the Gold Coast. Nan was 

inducted as a Fellow (Life Member) of RCSA 

in 2002 and has been a member of the 

Professional Practice Council since its inception 

in 2003. Nan has and is currently on the 

board of Workpac, a role she has held since 

2007. 

Rodney Troian MRCSA (Life) 

Rodney has been in the recruitment 

industry since 1977 and has accumulated 

more than 34 years’ experience. In 1984 

he was a founding member and Managing 

Director of Accountancy Aid Australia which 

specialised mainly in accounting staff. The 

business developed into a multi branch 

organisation until he sold the company in 

2008 to McArthur Management Services and 

is currently employed as General Manager of 

their Accounting & Finance Division. Rodney 

has been involved in various areas within the 

40 



RCSA serving as a NSW Region Councillor 

from 1985 and on various committees as 

Chair and/or a Member of the Ethics 

Committee, Professional Development 

and PR & Marketing. In 1987 he was elected 

President of NSW Region Council, holding 

this position until 1991. During this time he 

was also Chair of the National Conference 

“Towards the 21st Century”. In 1990 he 

was a State Councillor of The Employers 

Federation NSW and a National Board Member 

1988-1991. Rodney was elevated to Life 

Membership in 2002 in recognition of his 

outstanding contribution and services to the 

personnel recruitment industry. He has been 

a member of the Professional Practice 

Council since its inception. 

Julie Sattler OAM MRCSA (Life) 

Julie has been in the recruitment industry 

for 32 years, thirty of which was with HOBAN 

Recruitment. Julie is now retired and for 

last two years has been facilitating training 

courses for recruitment consultants. Julie 

served on the Institute of Personnel Consultants 

Victorian Committee for 15 years most of 

which as Secretary and an IPC Course Tutor. 

When RCSA was set up she was a member 

of the Victorian Council for five years where 

she was Chair of the Professional Development 

Committee for the majority of this time. She 

also spent two years on the RCSA National 

Board. Julie was elevated to Life Membership 

in 2002 and has been a member of the 

Professional Practice Council since its 

inception. Julie was awarded a Medal of the 

Order of Australia (OAM) in 2008 for “service 

to the personnel recruitment and consulting 

sectors, and to the community”. 

Kim Shearn MRCSA (Life) 

Kim was elevated to MRCSA (Life) in 2000 

and has been involved in recruitment since 

1975. He has only recently retired. While 

Kim was Managing Director of HORNER 

Recruitment he filled numerous roles on 

State Committees. He was NAPC National 

President when the board moved to approach 

the IPC and form the RCSA. Kim also served 

as Victorian President and has a long standing 

interest in creating Membership value and 

the promotion of professional practice within 

the industry. Apart from being a long time 

member of both State and National Ethics 

Committees, he is an inaugural member of 

the Professional Practice Council. 

Kaye Strain MRCSA (Life) 

Kaye commenced her career in the 

Recruitment Industry in 1984 and in 1990 

opened her own recruiting practice – Futures 

Recruitment which specialised in recruiting 

for the financial services sector in Sydney. 

Kaye has been involved with the RCSA since 

1988, as a NSW Council Member, Chairing 

the Membership and Office Support 

Committees for two years, three years 

as the NSW State President combined with 

four years as National Vice President and 

Treasurer. Kaye was elevated to MRCSA (Life) 

in 2003 and retired in June 2009 after selling 

her business. Kaye is currently a Council 

Member of the Professional Practice Council 

and still trains and mentors recruitment 

consultants on an ad hoc basis. 

Wendy Rae FRCSA (Life) 

Wendy joined the staff of Centacom in 

1978 after the change of ownership of the 

Centacom. Wendy left Centacom in July 

1992 and nine months later opened her own 

agency “Wendy Rae & Associates”, specialising 

as a boutique agency with a goal of achieving 

long term relationships with clients and 

candidates. Wendy was one of the first 

twenty recruiters in Australia in 2000 to be 

honoured by being made a “Life Fellow of 

the RCSA” in recognition of her input to the 

industry. Wendy was originally a Tutor with 

the Institute of Personnel Consultants: the 

then educational side of the industry which 

ran a nine month correspondence course, 

with monthly tutorials and examination – 

all run by volunteers within the recruitment 

industry. Wendy also served a number of 

years as a Director of IPA and is currently a 

Member of the Professional Practice Council. 

In 2006 Wendy retired from the industry after 

selling her company and now spends her 

time travelling and enjoying a lifestyle with 

minimal commitment after being on that 

merry-go-round for so long. 

The RCSA Service Delivery Standard 

– an introduction 

In the recruitment industry, the highest 

levels of ethics and professional conduct 

are vital to establish an atmosphere of 

trust with both clients and candidates. 

The RCSA Service Delivery Standard (SDS) 

has helped establish member organisations 

as the authority in recruitment practice, 

helping them create a sense of trust and 

credibility with both clients and candidates. 

The Standard sets a benchmark for the 

highest quality service and operational 

efficiency in the recruitment sector. The 

RCSA SDS is similar to and complements 

the ISO 9001:2008 Quality Management 

System Standard. 

The Standard starts with the RCSA Code 

for Professional Conduct to which all members 

of RCSA must adhere. Organisations which 

display the certification symbol can demonstrate 

their commitment to recruitment excellence. 

Since being launched in March 2005, 

many RCSA member companies have 

become certified, ranging in size from 

three-person to multinational businesses. 

The RCSA SDS is managed by Fathom 

Business Architects on behalf of the RCSA. 

Only RCSA Member companies can qualify 

for the RCSA Service Delivery Standard 

which focuses on constantly improving 

customer satisfaction. 

Check the RCSA website for more 

information including online Learning 

for SDS; Becoming Certified in RCSA 

SDS; SDS Readiness Survey Form and SDS 

Certified Companies as well as Frequently 

Asked Questions or contact Dianne 

Gibert at Fathom Business Architects, 

email: Dianne@fathombusiness.com.au 

or call +61 3 9585 8241. 



New Zealand Outlook 

RCSA Director Jacqui 

Barratt APRCSA reports 

from New Zealand. 

Proud RCSA Premium Supporter 

Proud RCSA Premium Supporter 

As a New Zealand council we took 

the show on the road and headed to 

Christchurch to have our first face to 

face meeting for the year and catch up with 

members to share what the RCSA has been 

doing and, equally importantly, simply to take 

time out with members in Christchurch who 

all had a story to tell. 

Our members were in great spirits and 

while many have been impacted professionally 

and personally it was wonderful to see the 

fighting spirit and camaraderie that clearly 

exists, not just within Christchurch but within 

our industry. The willingness to share the 

learning and support each other was second 

to none and the range of members we 

were able to connect with is always a great 

reinforcement of the fact that our industry 

really does represent every sector in the 

marketplace. 

As an industry body, we are committed to 

understanding what our role is when disaster 

strikes and how we can both proactively 

support our members and also be responsive 

when the need strikes. The Board has been 

researching what other associations do 

around the world and also talked to our 

members in Christchurch to understand 

what they need and what role they want 

the RCSA to play. It has been a great exercise 

and we are now charged with developing this 

further to provide a clear framework. 

The New Zealand council is focused on 

working with the board to deliver on the 

objectives of engaging with our members, 

raising the professionalism of our industry 

and ensuring we are the voice of the industry 

through working more effectively with 

government and related stakeholders. 

As a result we are looking to further our 

working relationship with Ministry of Social 

Development and in particular our work 

with WINZ and Immigration to shape the 

employment landscape. We are currently 

engaged in a number of discussions to drive 

this further and will share the outcomes and 

seek your further involvement as progress is 

made. 

I look forward to seeing you all at a RCSA 

event soon. 

RCSA International Conference 2011 Sponsors 

PLATINUM SPONSOR GOLD SPONSOR SILVER SPONSOR 

INNOVATION SPONSOR BRONZE SPONSOR CATERING SPONSOR 

42 



New Indigenous 

career-seekers report 

A report into Indigenous careers 

has been launched by national 

not-for-profit indigenous employment 

organisation, the Aboriginal 

Employment Strategy Ltd (AES). The 

independent research by Newspoll 

surveys three hundred Indigenous 

career seekers and placed candidates 

and portrays them as focused, 

motivated and ambitions with a 

deep-rooted commitment to 

education and training to further 

their career goals. The report calls 

for action from corporate Australia 

to harness this energy and 

determination and provide 

support and training for Indigenous 

Australians to secure careers. 

To see the report in full go to www. 

aes.org.au. It is also available on the 

RCSA website www.rcsa.com.au. 

Communicating with you! 

As a membership Association the RCSA has relationships with many 

stakeholders – the most important being with its members. Key to maintaining 

strong member relationships is providing quality member communications. 

As we have recently launched the new RCSA website and returned to a hard copy journal 

now is a good time to review how, what, why and when we communicate with you. As your 

Association, we want to communicate with you in an electronic way that suits you best, 

and to do that we need to find out what your needs are now. 

In the next few weeks we will be launching a member communications survey. It would 

be greatly appreciated if you could take approximately three minutes of your time to complete 

the survey to enable us to gather this important member data. The survey will be available on 

our home page and through direct email with you in the coming weeks. There will be tick box 

answers for those having a busy day and space to add comments if you have time. 

The results will be analysed and utilised in forming the RCSA member communications 

strategy for the next 24 months. We look forward to your feedback and thanks in advance 

for your time. 

Special Interest Groups 

AMRANZ NEWS 

Inquiry into Registration Processes 

and Support for Overseas Trained Doctors 

The medical newsletter 

6 minutes quoted the 

AMRANZ submission to 

the inquiry and asked for 

comment. You can find the 

submission on the RCSA website under Lobbying and Advocacy. 

National Registration and Accreditation Scheme 

On 1 July 2012 the following occupations will be added to the 

National Registration and Accreditation Scheme NRAS: 

• Medical Radiation Practitioners 

• Occupational Therapists 

• Aboriginal and Torres Strait Islander Health Practitioners 

• Chinese Medicine Practitioners 

For further details go to www.nras2012.ahpra.gov.au 

RCSA Service Delivery Standard 

Medic OnCall in Victoria, the first medical agency to receive 

certification, has been re-certified. Plexus Recruitment 

Melbourne and Ochre Recruitment Hobart have also attained 

the RCSA Service Delivery Standard. Congratulations! 

AMRANZ Council: Ron Crause APRCSA – President, 

Corinne Taylor – Vice President, Alan Bell APRCSA, Melissa 

Bennett APRCSA, Shaun Hughston APRCSA, Roslyn Melrose 

APRCSA, Martina Stanley. 

AANRA NEWS 

AANRA Welcomes Victorian 

Minister for Health and Ageing 

AANRA Members welcomed the 

Hon David Davis, Victorian Minister 

for Health and Ageing who spoke to 

members in Melbourne on 27 May 

about planned reforms of the Victorian 

health system to meet the growing 

demand for healthcare services in the state. 

The Victorian Government’s Metropolitan Health Plan which 

calls for the development of greater private sector collaboration 

and expanding the services and capacity of the healthcare 

workforce in Victoria. 

Mr Davis noted the Framework calls for reform to address 

inconsistencies in data gathering and reporting which have 

hampered effective planning in the past. The Metropolitan 

Health Plan calls for a focus on building capacity for out-ofhospital 

care and improving access to primary medical and 

primary health care. 

The next AANRA Professional Development Series will be 

held in Brisbane in August. 

AANRA Council: Alan Bell APRCSA – Chair, Graham Bower 

APRCSA – Deputy Chair, Kim Estelle APRCSA, Peter Hill 

APRCSA, Jo Jakobs, Margaret Scott OAM, Danielle Wallace, 

Nigel Woolford. 



RCSA Supporter Profiles 

RecruitmentSuper 

Rcsa Principal Partner 

RecruitmentSuper – Australia’s leading 

industry super fund for the recruitment 

sector. With more than 400,000 members, 

RecruitmentSuper is one of the largest 

industry funds by membership, uniquely 

positioned to deliver competitive fees and 

benefits to members. 

As the Principal Partner to the RCSA, 

RecruitmentSuper maintains a close and 

collaborative relationship with the Association 

and supports the positive growth of the 

recruitment industry. 

RecruitmentSuper is dedicated to providing 

members with low cost super and high 

quality services. The size and focus of the 

fund enables RecruitmentSuper to deliver 

very competitive fee arrangements – with 

no application fees, no switching fees 

and no commissions to advisers. 

RecruitmentSuper offers the flexibility, 

options and services required to make super 

easy for members and their contributing 

employers. 

In September 2010, RecruitmentSuper 

SelectSuper product was awarded the 

highest accolade of five stars for outstanding 

value. RecruitmentSuper supports positive 

growth of the industry, offering education 

programs, seminars and roadshows. 

RecruitmentSuper is dedicated to making 

superannuation quick, simple and hassle-free. 

To learn more about RecruitmentSuper 

visit www.recruitmentsuper.com.au 

To contact the RecruitmentSuper team: 

Employers call: 1300 304 044. Email: 

employerservices@recruitmentsuper.com.au 

Members call: 1300 304 000. Email: 

memberservices@recruitmentsuper.com.au 

OAMPS Insurance Brokers 

Rcsa Business Partner 

As a Wesfarmers Company, OAMPS is one 

of Australia’s leading insurance brokers with 

strong relationships with all major insurers 

across Australia and overseas. 

OAMPS is the leading insurance broker for 

recruitment agencies and their contractors 

and have provided the industry with insurance 

and risk management solutions for over ten 

years. Understanding your industry risks: We 

have long enjoyed a reputation of working 

with some of Australia’s most professional 

associations, such as the RCSA. 

Our professional knowledge and access 

to a wide range of respected underwriters, 

combined with RCSA’s experience, has 

fostered a strong partnership to develop a 

professional insurance package that covers 

the specific risks relating to all recruitment 

and consulting agencies. 

Our ability to provide innovative products 

in local and global insurance markets is what 

sets us apart from our competitors. 

Not a RCSA 

Member? 

To find out more about 

individual or corporate 

membership or becoming 

a Supporter, call 

+61 3 9663 0555 

Bank of Queensland 

Rcsa Premium Supporter 

Bank of Queensland is Australia’s fastest 

growing retail bank offering customers a 

full suite of consumer and business products 

and services. Bank of Queensland has opened 

82 of its full-service owner-managed Branches 

and ten Business Banking Centres in 

Queensland, New South Wales and Victoria 

over the past four years, almost doubling its 

network. Special RCSA Member Programs 

include home loans, personal loans and 

credit cards for employees of RCSA members 

including casuals; low rate home loans and 

debtor financing. 

Career One 

Rcsa Premium Supporter 

CareerOne, a joint venture between News 

Limited and Monster Worldwide, offers 

national reach through its website and across 

130 metropolitan, regional and local News 

Limited papers. Whether you’re looking for 

a single new employee or an entire team, 

CareerOne.com.au makes it easy to advertise 

online. With an audience of over 1.7 million 1 

searching for jobs on CareerOne.com.au 

every month, shouldn’t one of Australia’s 

leading online job boards be part of your 

recruitment strategy? 

1. Source: Nielsen Online, Market Intelligence, 

Domestic Unique Browsers, November 2010 

44 



RCSA Partners and Premium Supporters 

The RCSA Supporters Program, launched in November 2010, 

provides a tangible and strong connection to the recruitment industry. 

Becoming an RCSA Supporter sends a message of commitment to 

the recruitment industry to your existing and prospective clients. You 

can use the RCSA Supporter program to expand your profile, grow 

networks and improve business opportunities with the recruitment, 

on-hire and workforce consulting sector. 

The RCSA is proud to welcome the organisations listed below to 

the Supporters Program, led by Principal Partner RecruitmentSuper 

and Business Partner OAMPS Insurance Brokers Ltd. 

RCSA Premium Supporter 

& Principal Partner 

RecruitmentSuper 

RCSA Premium Supporter 

& Business Partner 

OAMPS Insurance Brokers Ltd 

RCSA Premium Supporters 

Ad Logic Pty Ltd 

Bank of Queensland 

CareerOne 

Comscentre/Vodafone 

Craig Smith Business Services 

FastTrack Pty Ltd 

Liberty International Underwriters 

Recruitment Systems Pty Ltd 

SEEK Ltd 

Verify CV Pty Ltd 

WorkPro 

RCSA Supporters 

Advertiser Newspapers Pty Limited 

Allianz Finance Pty Limited 

Astute Payroll 

Australian Human Resources Institute 

Blaze Advertising 

BSRP Asia Pty Ltd 

BULLHORN 

Careers Multilist Pty Ltd 

Conference Action 

Cumberland Courier Newspapers 

CXC Global – Head Office 

David Penglase Seminars 

EASI Management Services 

Group Pty Ltd 

Fathom Business Architects 

First Advantage Australasia Pty Ltd 

Geoffrey Nathan Consulting Inc 

Hart Consulting Group 

HHMC Australia Pty Limited 

IPAR Rehabilitation Pty Ltd 

IProfile 

JobAdder 

Jobmart Australia Pty Ltd 

Job Capital 

JobServe Limited 

JXT Consulting 

Lander & Rogers Lawyers 

Liberty Financial Pty Ltd 

Lifestyle Careers 

LinkedIn 

LinkMe Pty Ltd 

Lipman James 

Matheson Publishing 

MemberBenefits Pty Ltd 

Microdec Plc 

Mindset Group 

NMIT – Preston Campus – BEC 

Oxford Funding Pty Ltd 

PayMe Australia Pty Ltd 

Pendragon Management 

Peninsula Partnerships 

Perry Watson Design 

Psylutions Pty Ltd 

QualSearch 

Quinntessential Marketing 

Consulting Pty Ltd 

RecruitAdvantage 

Recruitment Academy Pty Ltd 

Roskow Independent Advisory 

Pty Ltd 

Sage MicrOpay Pty Ltd 

Savage Seminars 

Saxton Corporation Pty Ltd 

Selectus Pty Ltd 

SGMC Australia Pty Ltd 

Shirlaws Pty Ltd 

Skillcheck Pacific Pty Ltd 

Southern Cross University School 

of Commerce & Management 

SRM Risk 

Stratecom Pty Ltd 

Synergy Business Centre 

TestLogistics Pty Ltd 

The Canberra Times 

The EI Group 

The RIB Report 

This Planet Pty Ltd 

Verify An ID Pty Ltd 

Voyager Software (Australia) Pty Ltd 

Work & Income, Ministry of 

Social Development 

Workdesk Recruitment Software 

NZ RCSA Supporters 

EEO Trust – Equal Employment 

Opportunities Trust 

Human Resources Institute of 

New Zealand – HRI 

SEEK Ltd 

The Dominion Post 

The Press 

For information about joining the RCSA Supporters Program, contact Julie Morrison, RCSA Manager 

Marketing & Communications, Telephone +61 3 9663 0555 or email jmorrison@rcsa.com.au 

RCSA Member Benefits 

Shopping for a new car? 

The Australasian Vehicle Buying Service 

will ensure the next new vehicle you 

purchase will be the easiest ever. 

They will take all the time, stress and effort 

out of buying your new car and save you 

money with the equivalent of fleet pricing on 

a range of brand new makes and models. 

They can also assist with trade-ins, vehicle 

disposals and after-market accessories. 

Visit your RCSA Member Benefits website 

for more information or contact the RCSA 

Member Benefits Team on 1300 657 227 to 

be referred to an AVBS specialist. 

Accor Hotels 

Accor’s Away on Business Program offers 

you 10% off the best available unrestricted 

rate at 1600 participating hotels worldwide 

including Sofitel, Pullman, MGallery, Novotel 

and Mercure and 5% off the best available 

unrestricted rate at Ibis and All Seasons. 

Visit your RCSA Member Benefits website 

for more information and to book online or 

simply call Accor Reservations on 1300 65 65 

65 and quote company Accor ID code 

SC743602190. 


RCSA DIRECTORY 

RCSA Board, Life Members and Fellows 

President 

RCSA Life Members (Fellows) 

RCSA Life Members 

RCSA Fellows 


Vice Presidents 

Robert van Stokrom APRCSA 

Helen Olivier APRCSA 

Directors 

Matthew McArthur MRCSA (Life) 

Jacqui Barratt APRCSA 

Denis Dadds APRCSA 

Peter Langford APRCSA 

Laura Mabikafola APRCSA 

Jim Bailey FRCSA (Life) 

Dorothy Caldicott FRCSA (Life) 

Mike Carroll FRCSA (Life) 

Nanette Carroll FRCSA (Life) 

Jane Fanselow FRCSA (Life) 

Ross Fisher FRCSA (Life) 

Dawne Kelleher FRCSA (Life) 

Barry T Knight FRCSA (Life) 

Roger Lampen FRCSA (Life) 

Reg Maxwell FRCSA (Life) 

John McArthur FRCSA (Life) 

Sylvia Moreno FRCSA (Life) 

E Leigh Olson FRCSA (Life) 

V John Plummer FRCSA (Life) 

Wendy Rae FRCSA (Life) 

Rosemary Scott FRCSA (Life) 

David Shave FRCSA (Life) 

Geoff Slade FRCSA (Life) 

Jean Tait FRCSA (Life) 

Janet Vallino FRCSA (Life) 

Hugh Whan FRCSA (Life) 

Pauline Ashleigh-Marum MRCSA (Life) 

Robert Blanche MRCSA (Life) 

Larry Grima MRCSA (Life) 

Michael Hall MRCSA (Life) 

Sue Healy MRCSA (Life) 

Kris Hope-Cross MRCSA (Life) 

Malcolm Jackman MRCSA (Life) 


Ruth Levinsohn MRCSA (Life) 

Matthew McArthur MRCSA (Life) 

John Plummer MRCSA (Life) 

Beryl Rowan MRCSA (Life) 

Julie Sattler OAM MRCSA (Life) 

Greg Paul Savage MRCSA (Life) 

Kim Shearn MRCSA (Life) 

Stephen Shepherd MRCSA (Life) 

Kaye Strain MRCSA (Life) 

Rodney Troian MRCSA (Life) 

Paul Veith MRCSA (Life) 

John K Williams MRCSA (Life) 

George Zammit MRCSA (Life) 

Bill Dalby FRCSA 

Ian Hamilton FRCSA 

Michael Hannaford FRCSA 

Rosemary Urbon FRCSA 

John Wilson FRCSA 

RCSA Honorary Members 

Hillard McMullen Hon MRCSA 

Julie Mills Hon MRCSA (Life) 

Joan Page Hon MRCSA 

Malcolm Riddell Hon FRCSA (Life) 

Reg Shields Hon MRCSA 

Jill Skafer Hon MRCSA 

Andrew Wood Hon MRCSA (Life) 

Rcsa Premium Supporter & Principal Partner 

Rcsa Premium Supporter & Business Partner 

rcsa Australia and New Zealand 

PO Box 18028, Collins Street East, VIC 8003 Australia 

Tel: 1300 727 504 | Toll Free NZ: 0800 448 299 | Fax: 61 3 9663 5099 

Email: info@rcsa.com.au Website: www.rcsa.com.au 

46 



2011 RCSA CPE & Events Calendar 

Date City Event Type Event Name 

All Year 

All Year 

All Year 

All Year 

Sydney, 

Melbourne, 

Brisbane 

Distance 

Learning 

Distance 

Learning 

Distance 

Learning 

Workshop 

Certificate 

Certificate 

Certificate 

5-Jul Auckland Breakfast 

6-Jul Wellington Breakfast 

7-Jul Christchurch Breakfast 

Certificate in Recruitment & Selection 

Certificate in Talent Management 


Certificate in OHS Risk Management 

(On-Hired Worker Services) 

How well do you really know your 

clients? 


clients? 


clients? 

8-Jul Brisbane Workshop Running a Profitable Temp Desk 

8-Jul Sydney Workshop Running a Profitable Temp Desk 

8-Jul Melbourne Workshop Running a Profitable Temp Desk 

21-Jul Sydney Workshop 

21-Jul 

WebinR/ 

Online 

WebinR/ 

Online 

26-Jul Melbourne Workshop 

Dealing with Manipulation in the 

Workplace 

CPE WebinR, Creating a High 

Performance Culture 

The Induction – Melbourne Two Day 

Workshop 

29-Jul Brisbane Workshop Introduction to Recruitment 

29-Jul Sydney Workshop Introduction to Recruitment 

2-Aug 

4-Aug 

WebinR/ 

Online 

WebinR/ 

Online 

WebinR/ 

Online 

WebinR/ 

Online 

10-Aug Adelaide Breakfast 

11-Aug Perth Breakfast 

Business Solutions WebinR, Introduction 

to Quality and Service Delivery 

Management 

CPE WebinR, How Leaders Inspire – the 

What, How, and When of Motivating 

Recruiters 

SOMO: Social Media and Mobile in the 

Recruitment Space 

SOMO: Social Media and Mobile in the 

Recruitment Space 

12-Aug Sydney Workshop Marketing from the Desk 

16-Aug 

WebinR/ 

Online 

WebinR/ 

Online 

Business Solutions WebinR, Risk 

management – what is it, and why is it 

important? 

26-Aug Sydney Workshop Introduction to Recruitment 

30-Aug 

WebinR/ 

Online 

WebinR/ 

Online 

Business Solutions WebinR, Document 

Control – some clever ways to make this 

simple and effective 

31-Aug Port Douglas Conference RCSA International Conference 2011 

6-Sep 

WebinR/ 

Online 

WebinR/ 

Online 

Business Solutions WebinR, Drafting 

Policies and Procedures. Avoid the 

proverbial “rabbit hole” 

9-Sep Sydney Workshop Running a Profitable Temp Desk 

14-Sep Melbourne Breakfast 

15-Sep Sydney Breakfast 

Model Work Safety Law – Practical 

Implications for On-Hire Firms and their 

Safety Systems 




Date City Event Type Event Name 

16-Sep Brisbane Breakfast 

19-Sep Perth Workshop 

20-Sep Adelaide Workshop 

20-Sep 

WebinR/ 

Online 

WebinR/ 

Online 

21-Sep Adelaide Lunch 

21-Sep Melbourne Workshop 

22-Sep Perth Breakfast 




The HOW-TO of Social Media 

Recruitment, a hands on (interactive) 

approach 



approach 

Business Solutions WebinR, Introduction 

to Environmental Management 






approach 




23-Sep Sydney Workshop Introduction to Recruitment 

27-Sep Brisbane Workshop 

28-Sep Sydney Workshop 

5-Oct 

WebinR/ 

Online 

WebinR/ 

Online 



approach 


Recruitment, a hands on (interactive 

approach 

Business Solutions WebinR, Keeping 

auditing simple – an easy introduction to 

conducting internal audits 

14-Oct Sydney Workshop Running a Profitable Temp Desk 

28-Oct Sydney Workshop Introduction to Recruitment 

9-Nov Sydney Certificate Certificate in Recruitment & Selection 

9-Nov Melbourne Certificate Certificate in Recruitment & Selection 

9-Nov Brisbane Certificate Certificate in Recruitment & Selection 

16-Nov Sydney Certificate 

16-Nov Melbourne Certificate 

16-Nov Brisbane Certificate 







25-Nov Sydney Workshop Introduction to Recruitment 

30-Nov 

30-Nov 

WebinR/ 

Online 

WebinR/ 

Online 

Certificate 

Certificate 



Certificate in Talent Management 

9-Dec Sydney Workshop Interviewing Essentials 

31-Dec 

31-Dec 

WebinR/ 

Online 

WebinR/ 

Online 

WebinR/ 

Online 

Certificate 

Various E-Learning Opportunities 


For more information and to register for these events, go to the RCSA website: www.rcsa.com.au

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