Netflix blames Amazon for Christmas outage

More than 27 million Netflix members in the Americas may have been unable to access shows or films online due to a problem at Amazon Web Services, which rents out computing power in data centres in the Internet "cloud."

The Netflix outage began mid-day in California on Monday and lasted late into the night, according to the company. No problems were reported with viewing offerings at Amazon's rival online film service.

"We are happy that people opening gifts of Netflix or Netflix capable devices on Christmas morning could watch TV shows or movies and Apologize for any inconvenience caused Christmas Eve," the company said in a statement.

"We are investigating the cause and will do what we can to prevent reoccurrence."

In a message fired off at Twitter, Netflix referred to the outage as "terrible timing." Netflix noted that users in Europe were not affected.

Amazon told AFP that the Netflix outage was due to "issues with the Elastic Load Balancing service" that affected some AWS customers in the United States.

AWS began recovering late on Christmas Eve and was back in proper working order on Christmas day, according to the Seattle, Washington-based online retail and services titan.

"Our Netflix subscription is back," Twitter user Rebekah Rosser said on Christmas Day. "That was a close call; I almost had to get a life."

The outage exposed a risk inherent in the trend toward depending on "cloud" servers for services ranging from Web-based email to digital news publications and business tasks long the purview of on-site IT departments.

It also came with reports that Google's suite of online services, including document and spreadsheet applications, is eating into the dominance of Microsoft programs in the business world.

The California-based Internet giant has been enticing consumers with Chromebook laptop computers that serve as little more than gateways to Internet-based software applications and content.

News organisations have also been shifting online in moves seen as essential to survival.

Almost 80 years after first going to print, the final Newsweek magazine hit newsstands Monday featuring an ironic hashtag as a symbol of its Twitter-era transition to an all-digital format.

The second-largest news weekly magazine in the United States has been grappling with a steep drop in print advertising revenue, steadily declining circulation and the migration of readers to free news online.

For its final cover, dated December 31, editor Tina Brown used an aerial archive shot of the magazine's New York headquarters as the backdrop for her message, #LASTPRINTISSUE - the word print emblazoned in red ink.

Early this month, the failure of Rupert Murdoch's pioneering iPad newspaper The Daily underscored the problems of the news industry as it seeks a paid model for the digital age, analysts said.

The News Corp chief called The Daily - exclusively designed for touchscreen tablets - "a bold experiment," but acknowledged that it was unable to find enough paying readers to sustain it.

The paper was initially designed to work on Apple's iPad tablet, and only later made available for some Android devices and smartphones.

"There is no safe bet in this shifting world of media," said Forrester Research analyst Frank Gillett.

"The question is can you find a model that works for your company."

Source  http://news.ninemsn.com.au/entertainment/2012/12/28/09/01/netflix-blames-amazon-for-christmas-outage

Finding new ways to recruit temporary staff could save councils money

Times are tough for public servants. The difficult economic situation, increasing public scrutiny and the more diverse and complex needs of the communities they serve mean that councils need more help than ever before to do their jobs efficiently and cost-effectively.

One way to make life easier is to re-think how local authorities find and manage temporary staff. For example, none of the 11,000 recruitment agencies in the UK has ever meet all the needs of a single council.

Local authorities are complex organisations – they can be geographically diverse, employ thousands of people, are required to deliver services that represent value for money and support the wider community, including local businesses. These complex needs are often met by a complex supply chain.

Rationalising this supply chain to a small list of suppliers, however, is rarely effective. It often shuts out small and medium-sized businesses (SMEs) that do not have the scale to compete with large national recruiters. Some authorities adopt what as known as the "master vendor" approach, working with one single recruitment company. Inevitably, that one supplier will not have the expertise to meet demand across the skills spectrum of the public sector.

Given the savings that authorities are expected to make on their workforce costs, this is one area for improvement. If councils can control spending on temporary staff and reduce the risk involved in this work, it will help them to meet efficiency targets. One way to do this is to introduce a "vendor neutral model", which is business speak for using technology that will help select the right partner for each individual recruitment need.

They will effectively handle the supply of temporary labour, but more crucially, manage the entire process. More than 90 authorities are already doing this, with the following benefits:

• Visibility: the IT infrastructure that HR and procurement are offered through these partners mean that they have total visibility and control over all activities and expenses. Through having a full oversight of the movement and cost of temporary labour, other sources of labour such as redeployment pools, internal agencies and welfare to work agencies can be incorporated.

• Risk is reduced: councils face considerable risk in the use of temporary labour in the delivery of direct services such as social care and street services. The technology provided in "vendor neutral arrangements" means that the pre-checks on workers are robust. The arrival of Agency Worker Regulations last year put more pressure on councils, and the control offered through these platforms substantially reduces the risk of legal action against organisations.

• Cost is controlled: this model streamlines processes from requisition to payment, reducing costs and creating a competitive market place for suppliers.

As local authorities need to support local communities, this approach plays a key role by making good use of local businesses.

Our recent survey of HR professionals working in local government found that 55% rank using local SMEs as important and 35% consider it very important.

By using this model, the best-priced and highest-quality agencies are used and the focus is on procuring from local organisations. Opportunity is not awarded on size or reputation. Instead good performers are rewarded with opportunities for repeat business and the potential to grow their market share – the lifeline of small, local agencies.

The needs of councils are complex and challenging. However, changing the way you find and manage temporary staff can make a real difference in the changing world of public service.

Source  http://www.guardian.co.uk/local-government-network/2012/dec/19/saving-council-money-recruit-temporary-staff

New recruitment service for global agri-food businesses

Specialist support service provider for the global agri-food business, Red River People, is now moving into recruitment with two new appointments.

The UK-based company has undergone considerable growth over the past two years and is moving into this field to help maintain its position as a leading training and development business in the food, agribusiness and biotechnology sectors.

Angela Lock has been appointed senior recruitment consultant to head the company’s new recruitment services, and is joined by another experienced specialist Jane Hobson.

Angela Lock has 16 years’ experience in this field including 10 years running her own successful consultancy. Previously she held senior management roles in the retail recruitment sector, and in recent years has been involved in human resources as well as training and business support.

Jane Hobson has worked in advertising, marketing and logistical recruitment, and over the past decade has worked on a variety of private and public sector contracts.

The Red River People recruitment services provide innovative executive search for high-level appointments to specialist consultants for key assignments, graduate programmes and individual counselling.

Duncan Jones, business development director, says the move into recruitment reflects the increasing demand for talented, skilled people to fill key roles in expanding business in the food sectors.

“We are building on our team’s experience of large, integrated businesses particularly in the food sector at the highest level in the UK and internationally,” says Duncan Jones, who has himself wide experience across agriculture, finance, retail, travel and energy, with particular interest in developing leadership skills.

“At Red River People we’re very familiar with the specific demands of the sector. We appreciate the need for talented people, professional support services — and not least capital and equity resources to drive success.

“Many of the major players in our target markets, such as the poultry and pig sectors, are global businesses who recognise the need for high-level management and leadership skills.”

After progressing to executive board level in a nutritional feed and supplements business, Mr Jones developed his own consultancy in 1987 providing development programmes in leadership, management and team development for multi-national organisations.

His expertise in managing change and culture integration is reflected in being an adviser to a major multi-national company’s world leadership programme, and he also serves on a regional government advisory group.

? Red River People, headquartered in Essex in the UK, with satellite offices in Australia and South Africa, offers agri-food industry expertise in operations, technical, innovation, people and change management.

The development services enable companies to outsource their human resources, providing advice on employment and contractual issues, change and transformation, management and business training, remuneration, rewards and executive coaching.

The business enterprise services focus on management ‘buy in’ activities, mergers and acquisitions, equity investments, business alliances and greenfield projects. A further service will link clients to specialists in the agribusiness, food and biotech sectors.

Source  http://www.farminguk.com/News/New-recruitment-service-for-global-agri-food-businesses_24526.html

Recruitment company sees rising wage pressure

There's widening disparity in wages between the semi and under-skilled workers and skilled workers in high demand in certain industries.

Recruitment company Hays says while wages have not kept up with inflation, there is wage pressure for highly skilled workers, especially in construction.

It says that indicates skill shortages for key talent.

Hays spokesman Jason Walker says their latest report suggests a three point plan to combat the mismatch of skills availability, including the need to attract the relevant people through targeted immigration.

That includes overseas workers, incentives and what sort of courses are being offered.

Source  http://nz.finance.yahoo.com/news/recruitment-company-sees-rising-wage-015113191.html

Recruitment agencies facing £25k pensions setup hit

The ‘substantial’ cost to recruitment agencies of pension auto-enrolment has been revealed by professional employment organisation Parasol.

Research carried out by Parasol forecasts that agencies employing temporary workers on a PAYE basis could face an initial setup cost of at least £25,000, as they battle to get to grips with the legislation.

This figure includes three months of senior internal resource, legal advice, director input, time spent engaging with clients, plus payroll software upgrades.

Parasol arrived at the sum after consulting with agencies to find out the steps they intend to take in preparation for the legislation, though the exact cost will naturally vary for each agency. 

According to Parasol’s modelling, an agency with 800 workers who earn an average of £18,000 a year on PAYE can expect a total year-one cost of around £81,995 from the October 2013 staging date if 60% of workers opt out.

If just 30% of agency workers decide to opt out, the projected cost – including initial setup – rises to £111,242.

Meanwhile, Parasol estimates that compliance with the legislation will cost a smaller agency – with about 250 workers each earning £25,000 annually on PAYE – a total of £49,812 assuming an opt-out rate of 60%.

The predicted cost to an agency of this size, over the first 12 months from the February 2014 staging date, would increase to £64,200 if 30% of workers opt out. 

Anita Whittle, Chief Operating Officer at Parasol, said: “The new pension auto-enrolment legislation is undoubtedly going to have a major impact on all recruitment agencies that pay workers directly – both from an administrative and a cost perspective.

“In terms of costs, there are not only pension contributions to consider, but also the costs of setting up the pension scheme where agencies will need to take external and costly advice. In addition, changes will most likely need to be made to internal systems.

“Finally, there are also ongoing costs associated with the administration of the pension scheme. Resources will need to be allocated to managing new processes such as assessing workers, opting workers in and out of the scheme, communicating with the pension provider and making the required deductions from workers’ pay.”

Warrington-based Parasol has provided professional employment services to more than 47,000 employees since its launch in 2000.

The company works with major recruiters including Hays, Alexander Mann Solutions, Capita Resourcing and Reed. Parasol offers contractors full employment and employment rights, saving agencies money and mitigating the risks they are exposed to.

Anita added: “The auto-enrolment legislation is undoubtedly well intentioned, but coming hot on the heels of AWR it creates yet another headache for recruitment agencies that are working hard to maintain margins in the face of challenging market conditions.

“Obviously the cost of the legislation to an individual agency will depend on the specific measures it decides to take. However, our research clearly demonstrates that large parts of the recruitment industry will have to shoulder a significant financial and administrative burden.  

“It is likely that some clients will resist attempts to pass on the cost of auto-enrolment. Many agencies that pay workers directly through PAYE schemes will therefore have no option but to examine the alternatives on offer, such as using professional employment organisations, in order to limit their liability and remain competitive.” 

For more information on Parasol’s calculations, visit: http://www.parasolgroup.co.uk/for-recruiters/pensions/pensions-calculator/

Source  http://www.onrec.com/news/news-archive/recruitment-agencies-facing-%C2%A325k-pensions-setup-hit

Proof WA needs foreign workers

An extensive report has backed business claims that more migrant workers are needed in WA. 

The report, released today, concluded that Australians in the eastern states were too reluctant to make the move west, and universities are not adequately preparing students.

Numerous WA resource companies are forking out between $7000 and $65,000 on each application to bring in an overseas worker on a 457 visa because they cannot attract workers from the east.

The Edith Cowan University research found government incentives to encourage people to cross the Nullarbor were not enough, forcing businesses to recruit elsewhere.

Lead researcher Susanne Bahn said Australian workers viewed relocating to WA as the equivalent to moving overseas and government initiatives were not enough of an enticement.

"With a lack of willing or available Australian recruits, resources companies are left with little alternative other than to plug the recruitment gaps with specialist skilled migrant workers," she said.

While Dr Bahn is not the first to voice this view, it is understood that this is the first time the matter has been  thoroughly researched.

During the research, Dr Bahn questioned resources companies and recruitment agents about their use of the 457 visa.

"Participants indicated that they had encountered reluctance from Australian recruits about relocating to WA," she said.

"Moving away from family and friends, the fly-in, fly-out working arrangements, a lack of social infrastructure and accommodation with reasonable rents, and the perceived high cost of living were the main reasons."

Dr Bahn also found resource companies sometimes required highly skilled workers who had received specialist training often not available in Australia.

Migrant workers could help up-skill the Australian workforce and better prepare graduates to “hit the ground running”.

"The resources companies want graduates that can hit the ground running, graduates who can take responsibility for multimillion dollar equipment for example," Dr Bahn said.

"We found that there is a lack of 'work ready' university graduates.

"Higher education institutions need to rethink how they deliver courses that feed the resources sector to include more on the job placements for the duration of their degree.

"Highly skilled migrant workers can also pass on their knowledge and skills to Australian workers thereby training them in new and innovative practices.

"Modern Australian has been built through skilled migration and it appears that this is a trend that is likely to continue with benefits for workers, employers and the nation," Dr Bahn said.

Unions have been outspoken in their opposition to enterprise migration agreements which would see a portion of workforces on some big resource projects being brought in from other countries.

In light of the report's findings, national resource industry employer group Australian Mines and Metals Association is calling for wider acknowledgement and acceptance of these challenges in public and political debate on enterprise migration agreements, 457 visa schemes and temporary skilled migration more generally.

AMMA executive director Minna Knight said government figures showed that of the 45,000 new jobs in Australian mining created in 2012, 98.7 per cent were filled by Australian workers.

"However this industry study demonstrates that temporary migration schemes are still very important to Australia's overall skills strategy," Ms Knight said.

Read more: http://www.watoday.com.au/wa-news/proof-wa-needs-foreign-workers-20121107-28xsg.html#ixzz2BWWW2h86

Locals paid $4 an hour at Nauruan detention centre

NAURUANS recruited to work at Australia's reopened detention centre in the Pacific are being paid as little as $4 an hour, up to 10 times less than the Australian citizens working alongside them in kitchens, as guards, cleaners and as maintenance and office workers. 

 

Last month, Julia Gillard was critical of billionaire Gina Rinehart's suggestion Australians must compete with Africans prepared to work for $2 a day, saying it was "not the Australian way to toss people $2, to toss them a gold coin, and them ask them to work for a day".

But it has emerged that some residents of Nauru, the republic where more than 25 per cent of the population were assessed as living below the poverty line in 2006, are not happy that their people are being paid at a different rate to Australians by a contractor engaged by the Gillard government.

Resident Clint Deidenang acknowledges that $4 an hour is not a low wage in Nauru, but says the pay rates for the estimated 70 indigenous Nauruans employed by Transfield Services are much less than they first thought they would receive when they were recruited by the logistics and maintenance company. Mr Deidenang said there were high hopes and much excitement last month when Transfield representatives came to the Nauru Aussie Rules grand final to hand out flyers about work opportunities at the new detention centre.

"People quit their jobs to work for the detention centre because they thought it would be a lot of money for their family," Mr Deidenang said. "It turned out to be not very different and much less than the Australians get."

The Australian has been told the locals' rates of pay range from between $4 and $10 an hour.

By comparison, Australian detention centre workers employed by subcontractor Wilson Security for Transfield Services on Nauru are believed to earn about $40 an hour including allowances. Detention centre workers employed at the Christmas Island immigration detention centre by subcontractor MSS are paid $38 an hour including meal allowances.

The Department of Immigration and Citizenship yesterday defended Transfield Services, which told The Australian it was unable to comment under the terms of its agreement with the government.

"Transfield, as with all service providers, is required to ensure its staff are paid in accordance with relevant regulations, awards and conditions," a departmental spokesman said. "It's not appropriate for the department to go into detail about individual salaries or the pay and conditions except to say that the department is satisfied that Transfield is meeting its contractual obligations in relation to all of its staff."

Mr Deidenang, who works for a Nauruan construction company, said his people were paid more when the detention centre was run by the International Organisation for Migration during the Howard government. "My twin cousins were both working for them as lifeguards earning a monthly pay of $1600," he said. 

"Nauruans will never ever forget that glorious day."

Yesterday a spokesman for the IOM said: "We feel we paid appropriate market rates after consultation with the government and our own research."

A spokesman for the Nauruan government, Rod Henshaw, believed different rates of pay applied when the detention centre was open under the Howard government but the $4 an hour some were now earning was equivalent to what a senior public servant earned in Nauru.

There were other benefits from negotiations with Transfield, Mr Henshaw said.

"One of the conditions was that where possible (and appropriate) support service organisations would employ staff from local communities and purchase goods and other services locally where possible. The rationale behind this was based on the experience last time when huge amounts of food and other products were flown in. But against that, it must be said there was very little of that in supply on Nauru in 2001 and the imports were necessary. These days the economic climate is vastly improved and therefore Nauruan private enterprises have grown accordingly."

Source  http://www.theaustralian.com.au/national-affairs/immigration/locals-paid-4-an-hour-at-nauruan-detention-centre/story-fn9hm1gu-1226505683189

Arborist as a Career in Australia

Arborist as a Career in Australia

Being an Arborist is a special job and hence it needs certain qualifications. Only a well-trained arborist knows about each species of trees, plants or shrubs and how to maintain them. There are many schools and institutions that provide such training. To be an arborist is a good career choice especially if you are a nature buff. Have you ever imagined what the view would be like from the tallest tree in the neighborhood? Or wondered what the surroundings look like. I’m sure you’re thinking about it now, an Ariel view from the tree top.

Job Description and Responsibilities

Arborists are often referred to as tree doctors, tree surgeon and Climbers. They tend to trees, plant and shrubs and examine them for any issues related to structure, nutrition and disease. They evaluate damage or decay just by looking at the color and texture of the tree. If any infection, damage or decay is found, samples will be sent to the lab for complete examination.

Arborists prune and trim trees and shrubs, including removing dead branches. Sometimes living branches that are obstructions will be removed. These activities involve climbing tress. Special gear is worn while climbing trees. Mechanical lifts are also being employed for this purpose. As a safety precaution, it is important that Arborists wear safety gear which includes a helmet and gloves, and show extreme care when working with saws, clippers, shears and any other such tools. Generally, there are two kinds of arborist. The purist, involved more in gardens and tree pruning for aesthetic purposes, or practical arborists who work on power lines (often called ‘linies’), infrastructure etc. 

Read more here: http://www.konnecting.com/news/287/146/Arborist-as-a-Career-in-Australia

HMC plans to recruit 1,700 nurses next year

Faced with a severe shortage of qualified nurses, the Hamad Medical Corporation (HMC) is planning to recruit 1,700 new nurses next year, including 37 Clinical Nurse Specialists.

The new recruits will be appointed across HMC’s eight hospitals and in the Home Healthcare Services.

The plan is part of a major overhaul currently underway at the nursing department, HMC said yesterday. 

Dr Nabila Al Meer, executive director of the department has been promoted to the role of Deputy Chief for Community Care and SCH Nursing Affairs.

Al Meer’s previous position will now be held by Dr Ann-Marie Cannaby, who joined HMC recently.

Al Meer has had a long and distinguished career at HMC, spanning almost 40 years. She is the first Qatari nurse to obtain a Master of Science in Administration at University of Texas and PhD in nursing from University of Miami, US. 

Cannaby has more than 20 years of experience in a variety of clinical managerial and research posts in large UK teaching hospitals.

In her new role, Al Meer will provide leadership to the residential and community workforce and also help to redefine the model of care for long-term patients and home care services. 

Hamad has growing home care, residential and nursing homes programmes throughout Qatar.  

Over 670 patients are registered in Hamad’s home care programme, which includes community and home healthcare services. 

Close to 140 patients are located in residential and nursing homes that are managed by the corporation. “Experienced and highly qualified nurses who are giving care at the bedside should have direct input into policies, clinical and practice decisions as equal partners in multi-disciplinary care organised around patients’ needs,”  said Al Meer.

The new plans include  recruitment of highly trained specialist nurses, investment in targeted education and research programmes to develop the Qatari nurse leaders of the future, and a commitment to the provision of high-quality, compassionate care to all patients.

The plans will also see a complete overhaul of nursing governance at HMC so that high powered nurse leaders will take their places alongside medical leaders as professional peers, providing multi-disciplinary care and executive leadership. 

HMC’s  managing director Dr Hanan Al Kuwari, while announcing the new appointments yesterday said that a Director of Nursing Education and Research would also be appointed soon.

“Our vision is for expert nurses to promote good health, deliver excellent care and treat all patients with the utmost dignity and respect in our multi-cultural community, across all of our hospitals. We are investing in training and nurturing Qatari nurse leaders of the future to implement that vision,” said Al Kuwari.

HMC has worked closely with the University of Calgary in Qatar (UCQ) to deliver accredited Diploma and Bachelor Degree courses in nursing. In previous years, 26 students have graduated from the university and joined HMC full-time. A further 20 graduate nurses are expected to follow later this year. 

“We want Qatar’s young generation to seek a career in nursing as it represents a great opportunity for them to exhibit noble values and to become respected professional leaders who will influence the future development of our healthcare services,” said Dr Badriya Al Lenjawi, who will lead the Professional Development of HMC’s Nursing workforce.

In the past year HMC has appointed 17 new Clinical Nurse Specialists (CNSs), with another 37 to be recruited in the coming year. 

CNSs are licensed nurses who have graduate nursing qualifications such as a Masters or Doctorate in Nursing. They are experts at diagnosing and treating illnesses and are responsible for providing evidence-based treatments and interventions.

Source  http://thepeninsulaqatar.com/qatar/211906-hmc-plans-to-recruit-1700-nurses-next-year.html

Australian employees over qualified

The increasingly global employment market will underpin an Australian brain drain if HR doesn’t put in place appropriate retention and engagement strategies, a recruitment expert has predicted. Randstad Australia’s HR manager Jane Bartrum told HRR the September data from the Randstad Workmonitor revealed a number of concerning employment trends.

Nearly half of all Australian respondents to the global quarterly survey believed they were overqualified for their job. However, 84% of employees in China believed they “hold expertise above and beyond their current position”. Bartrum warned this could see Chinese workers looking to move into Australia for career opportunities. She said while the Federal Government had changed conditions for the Living Away From Home Allowance (HRR 517) “there will always be a market for skilled migration in the workforce”. 

The data revealed many Australians believed they were overqualified for their role and most believed the workforce will experience a major brain drain in the coming years. Nearly 60% of local workers thought there will be a shortage of highly qualified staff within the next three years, and the same number believed businesses will suffer shortages in certain fields. Bartrum said despite international economic difficulties “local talent continues to look at long term career opportunities abroad”. She said local talent in their 30s were looking to move into global brands chasing the opportunity for international transfers. 

“HR needs to be thinking about succession planning and engagement strategies more.” She said HR should look at the language and needs of the “more mobile” younger workforce if they wanted to mimimise turn over and maximise the skills and enthusiasm of their workforce. She said younger workers increasingly looked to management as “coaches” and didn’t want to be “told what to do”. “It’s a challenging time for employers to find a happy medium for an engaged and productive workforce,” she said.

Source  http://sites.thomsonreuters.com.au/workplace/2012/10/22/australian-employees-over-qualified/

Motor Mechanic Jobs in Australia

Motor Mechanic
Motor mechanics are usually involved in the maintenance and servicing of cars and other light vehicles. The work itself is vast in scope and covers many aspects like building, routine servicing, testing, and maintaining the structural, mechanical and electrical systems of the vehicle. Lately, the term "motor mechanic" is being replaced by the title "automotive technician" (or “auto tech”) because of the amount of sophistication involved.

Work Activities
The work activities of a motor mechanic involve servicing and repairing cars, motor bikes and other light vehicles. They repair vehicles that have been in an accident or broken down. They also service vehicles that are due for service following standards that have been set by the manufacturer. Preventive maintenance is the fundamental part of the job.
Motor Mechanics (ANZSCO 321211) can work for one manufacturer or choose to work with many types of vehicles. They will have to be well versed with the different types of vehicles, the models and the care they need. Specialists in a particular make of vehicle undergo specialised training to become “Master technicians” (“master techs”).

For more information read here: http://www.konnecting.com/news/288/146/Motor-Mechanic-Jobs-in-Australia

Working in Australia

Many people dream of going to live and work in Australia. And many people live the dream. In the year ending on 30th June 2011, net overseas migration into Australia was calculated by the Australian government at about 170,000 people.

Today, the best way for an economic migrant to be able to emigrate to Australia is as a skilled worker. You may be able to go to Australia as a permanent migrant, if you have the right training and experience and fulfil various other criteria (such as gaining enough points under age and language skills). To do this you will probably have to qualify under the Australian points-based visa system. Once there, you will be live and work in Australia on a permanent basis.

Alternatively, if you are skilled in an occupation where there is a skills shortage in Australia and can find someone to offer you a job, you may be able to gain entry to Australia on a temporary work visa. These visas are known as 457 visas. They qualify their holders to stay in Australia for up to four years. You can take your family members with you and are free to come and go as you please. To qualify, you will need to be skilled in a trade or profession for which there is a shortage of available and qualified Australians and will need to obtain an offer of employment from an Australian employer.

However, according to Chris Slay, owner of recruitment company Skills Provision, only one in three jobs in Australia is ever advertised in public on jobs sites or the press. Most are dealt with by word of mouth or privately through a recruitment agency as firms don't want to receive thousands of CVs from unqualified applicants from around the globe.

For the job seeker, this is a problem. How do you find a job without travelling to Australia? In reality, says Mr Slay, that is the best way to do it. Alternatively, you might consider looking at the Skills Shortage Lists prepared by the Australian Department of Education, Employment and Workplace Relations (DEEWR). You can find them online. You could then search online for a job.

However, Mr Slay says these lists are not as helpful as you might expect. There are several reasons for this. The first, he says, is that they are prepared by bureaucrats who have little understanding of the needs of employers. This means that they are often inaccurate or misleading.

Next, even where they are correctly compiled, the lists quickly become out-of-date. For both these reasons there are 'glaring omissions' on the skills shortage lists, according to Mr Slay; 'A classic example,' he says, 'is the national shortage of chefs from chefs de partie, sous chefs, through to Executive Chefs that are not on the skills shortage list,'.

Mr Slay says that his agency alone has 30-40 chef posts that need filling and these could be filled by all 'native born English speakers [who] hold a qualifying IELTS (International English Language Testing System) score'.

Australia requires that candidates for Australian visas should be tested on their ability in English under the IELTS system. Candidates will be tested on ability in

• Listening
• Reading
• Writing
• Speaking

(Candidates can score between 0 and 9 in each test. 0 is scored by those who do not attend. 6- 7 is the level required by most university students.)

Since July 2011, candidates must score a minimum of 5 is required in each test to fulfil the language ability requirement. For some roles, where English ability is particularly vital, a higher score may be required.

Mr Slay says that other roles where there are significant skills shortages in Australia are:

• Engineers – especially automotive. Diesel Mechanics with 5 years' experience should have no difficulty obtaining 457 visa
• Commercial pilots
• Doctors, nurses and other medical staff
• Natural resources (mining, gas, oil)
• IT
• Accountants

However, he warns that the process is bureaucratic. If you do manage to find a job and are applying for a visa, you must be sure to get the paperwork right.

If you would like to apply for an Australian visa, workpermit.com can help. workpermit.com is a specialist visa consultancy with nearly twenty-five years of experience dealing with visa applications. We can help with a wide range of visa applications to your country of choice. Please feel free to contact us for further details

Source  http://www.workpermit.com/news/2012-10-18/working-in-australia

Automotive Customer Service Jobs

You see a brand new shiny car on display, it lures you into the store, you go inside and you are greeted with a smile by a person who is clean, neat and well dressed. Just by looking at that person you know that he is going to help you. More often than not that person is the store manager. This can also be the after-sales customer service manager.
Becoming a manager of an automobile store involves a lot of experience and expertise in the field of Automobiles. She/he is knowledgeable not only about their products but also what their competitors have to offer. They know every single minute detail of their product. They will also be able to answer all your questions whether you are a pro or a layman.
A store manager is not easy in the making. That is what sets them apart from the rest of the employees. To start with they are required to have leadership qualities. These include being a good team player, a team builder and need to encourage their team mates. A motivator, as sales could go down sometimes. Basically a favourite among the staff they work with after all it’s their work that make a store manager successful. For a vehicle repair/maintenance store, ideally this person is a qualified mechanic / vehicle technician.

Read more and apply online here: http://www.konnecting.com/news/293/146/Automotive-Customer-Service-Jobs

Ex-lawmaker blasts gov’t policy on labor export

Former congresswoman Liza Masa talks about Philippine migration with a panel from UNISON and CHRP

The long-standing debate on Philippine labor export policy was reignited at a trade union forum on overseas Filipino workers (OFW) as former congresswoman Liza Maza told UK-based Filipinos that migration is a not a solution to the country’s socioeconomic problems.

Maza, a member of the Philippine House of Representatives between 2001 and 2010, spoke on “Labor Migration and Development: The Philippine Experience” at the UNISON Center in London, a discussion hosted by public sector trade union UNISON, in association with Kanlungan Filipino Alliance and Campaign for Human Rights in the Philippines.

“Labor export as a policy is not a sustainable development policy. It does not address the problem of hunger and poverty in the Philippines,” she told ABS-CBN News at the event.

“Migration is actually not bad, if it’s freely chosen as an option. It's freedom of movement: you can go anywhere you want to work. The problem with most Filipinos is that labor migration has been forced upon them as a consequence of the lack of opportunities in their own country.”

She added that mass labor migration is causing an adverse effect on the local infrastructure, draining away sufficient supply of skilled workers from public services like healthcare and education, which consequently remains underdeveloped.

Talented Filipino professionals are also lured away too easily by better prospects abroad, depriving local industries of their potential and valuable contributions.

Labor export as policy

As of 2010, the Commission on Filipinos Overseas estimates approximately 9.4 million Filipinos living and working abroad, with a further 3,800 workers leaving the country each day according to Philippine Migrants Rights Watch (PMRW).

With an estimated 250,000 Filipinos, the UK is among the top destinations for migration alongside USA, Saudi Arabia, Canada, United Arab Emirates (UAE), Australia, Malaysia, Japan, Hong Kong and Kuwait.

Most employment destinations, however, have been hit badly by the global recession, leaving OFWs and other migrants in a more precarious situation than ever before.

On top of this, the Philippine government has taken measures to reduce its spending by slashing the budget of the Department of Foreign Affairs (DFA), the agency responsible for the welfare of overseas Filipinos.

In 2011, DFA had an annual budget of P10.9 billion, less than P1.7 billion to the previous year’s budget of P12.6 billion. It also announced the termination of 12 diplomatic posts by the end of 2012, affecting embassies and consulates from Russia to Venezuela.

“Many countries have been suffering from the economic crisis in the last few years, which led to budget cuts and austerity measures. This leaves the marginalized and the poor in vulnerable positions, including Filipino migrants,” said Maza, who was touring Europe for a networking mission on behalf of the International Women’s Alliance.

The former congresswoman for the Gabriela Women’s Party insisted that mass migration is not a viable answer to socioeconomic problems in the Philippines, blaming a succession of governments for using labor export as a policy to generate income and to alleviate levels of unemployment and poverty.

She also smashed the idea of migrant workers as “heroes”, an association often used to praise OFWs, which she claimed as propaganda used by the government to facilitate labor export policies and create a culture of migration.

“If they want to solve the country’s economic problems, they must first find a solution to poverty and hunger,” she said.

According to the Migration Policy Institute, labor export as a government policy started in the Philippines during the Marcos era, when the dictatorship saw an opportunity in the 1970s to combat high levels of unemployment by facilitating the exodus of the unused Filipino workforce abroad.

A public agency later known as the Philippine Overseas Employment Administration (POEA) was created to act as a regulated channel for the provision of Filipino contract workers to foreign employers. Private recruitment agencies were also licensed by the government to facilitate this system.

This labor policy has been adopted by successive administrations ever since and has remained relatively similar with some developments along the way, including better provision of assistance and ensuring the welfare of OFWs.

The face of the Filipino migrant worker has also evolved throughout the years. Domestic workers, hospitality staff and construction workers have now been joined by skilled professionals in various sectors like healthcare, management, and education.

The migrant life

For the most part, the Philippine labor export policy has worked wonders for the local economy. In 2009, $20 billion in remittances kept the local economy stable amid the global financial crisis.

In 2011, foreign exchange remittances increased even further at $23 billion, generating approximately 12% of the country’s Gross Domestic Product (GDP).

But at what cost?

At the UNISON forum, OFWs and their supporters shared stories of hardships and triumphs. They worried over the effects of recent changes in visa regulations in the UK, affecting many of their friends who are either students or living with dependents.

They are also concerned about the recession, on how the budget cuts and austerity measures are creating an air of insecurity over their jobs and income, as well as resentment of unemployed British workers towards foreign workers.

They raised the issue of discrimination, of inequality, of poor working conditions, and of negative portrayal of immigrants in the media, among other things.

Yet many of them are also grateful for the opportunities, choices, and freedom afforded to them by their host country, and criticized the lack of such benefits in the Philippines.

They highlighted misconception in the homeland about life abroad, the perceived notion of an easy life, endless employment and boundless money jarring with the hard realities of being a migrant.

They were concerned at the lack of economic development and political stability in the Philippines, making it almost impossible for them to return home should they wish to do so.

“I’m in favor of migration. It’s an important contribution to Britain’s economic, social and cultural life. But I don’t think people should be forced into migration through economic or political circumstances,” said Nick Sigler from International Relations at UNISON.

“We’re not saying no to migration. What we are saying is that migration has to be a choice and not forced. And in order to reduce the levels of migration, particularly from the Philippines, economic development, fairness in terms of the economic system and changes in the political attitude are extremely important.”

Daisy Brett-Holt, a UK-based Filipino social campaigner, added: “If the system is already good, the country will become rich and we won’t have to leave our country. We can go out to invest or become tourists. Of course not all of us will stay in the Philippines. As Filipinos, we love to migrate. We are, by nature, migrants.”

For Maza, there is one thing most migrant Filipinos would want more than anything: “I think that most Filipinos, given the chance and the right opportunities, would simply want to go home.”

Standing up for their rights

Globalization has made migration both a necessity and a choice for workers around the world, promoting healthy competition, international development, and easier mobility in social, economic and geographical terms.

In the near future, at least, OFWs are here to stay. At the union forum in London, they demonstrated passion on important issues that matter to them in both the host nation and in their native country.

Yet according to UNISON, the majority of Filipino workers are still disengaged with activities of trade and labor unions in the UK.

Furthermore, after working on some missions in the Philippines, the group also observed that the country has comparably low levels of union activity, making it easier for employers and companies to exploit their workers.

“All workers, wherever they come from, need to be treated fairly. Otherwise what happens is bosses exploit the gaps between workers. We want to make sure Filipinos in this country receive the level of pay they’re entitled to, treated fairly with dignity and respect, but also aren’t exploited because of the work permit regulations they have to comply with,” said Greg Thomson from Strategic Unit at UNISON.

He encouraged OFWs to consider joining unions, including the Filipino Activist Network, created by UNISON members in 2011, to uphold their rights as legitimate workers in Britain.

“It shows Filipinos are engaging with society, standing up for their rights, and speaking up for themselves. And as you heard from this evening, they also want to say something about what’s going on in the Philippines.”

Source  http://www.abs-cbnnews.com/global-filipino/10/09/12/ex-lawmaker-blasts-gov%E2%80%99t-policy-labor-export

Recruitment: 3 reasons why referrals can be better than resumes

Personal and professional recommendations complete the picture that a resume portrays — and recommendations can complement, or even replace, resumes in an application.

Depending on the source, some employers are more inclined to trust a recommendation. If a highly trusted colleague said, “Hire this person and don’t think twice about it,” you might just do it out of fear of losing an ‘A’ player.

Are job seekers really who they say they are? It is the responsibility of the Human Resources manager-turned-investigator during the recruiting process to answer this question.

Job seekers will strategically place themselves in the best light to be a convincing force for your company.

Here are three reasons why employers should consider recommendations — at times even more so than resumes - in order to determine the truth behind a potential employee’s credentials:

Trusted vs. biased sources

A resume is a subjective document written by the candidate tailored to meet the key responsibilities of the advertised job. Though job seekers often do not seek to tarnish their resumes, there can often be inconsistencies and even the slight embellishment – after all, a confident job seeker will talk themselves up to grab the attention of potential employers.

When taking into consideration the materials presented to you by the job seeker (i.e. portfolio of previous work, certificates of attainment and so on), it is important to identify the source, hence the importance of being able to cross-check this with a referee.

On the other hand, recommendations are written or rated by trusted sources with reputations of their own to uphold. Along with providing a referral comes responsibility. The referee has to be confident enough in the candidate’s ability to succeed or else they will lose their credibility along the way.

Given two resumes with equal work experience and a similar educational background, the one with a solid referral from a trusted source would have the upper hand, every time.

Actions speak louder than words

A potential hire may be able to talk-the-talk, but can they walk-the-walk? If a person is a great articulator and communicator, they will be able to sell themselves in an interview over and over again.

However, the employer needs to know if they can really communicate consistently and in different situations, and that can only be determined by a testimonial from a trusted source.

Talking and doing are two different things. With the power of recommendations, the written skills and accomplishments on a resume are brought to life.

For example, the potential employee may have been a station-hand or a property manager, but what kind of experience (on top of skills and qualifications) was it for those surrounding the person? Was the potential employee hands-on and also diligent with all other responsibilities as well as proving to be a good motivator for his or her staff?

With recommendations, these questions can be answered by a trusted source confirming their actions. Recommendations are the proof in the pudding when it comes validating the candidate’s written qualifications.

Time saver

The recruiting process can be time-consuming. Reviewing resumes, checking references and screening consume time that you will not get back if the candidate does not work out for one reason or another.

By recognising the value of recommendations in the recruiting process, distinguishing between top candidates and the average Jack or Jill becomes simplified.

Consider the resume as your initial filter of candidates. Within six seconds of examining a resume, you have already started to determine if the candidate is the right fit for your business.

Using specific keywords you’re able to filter through the candidates, focusing on the key characteristics in their resume. However, do you still have enough information to determine the ‘A’ players?

By adding personal and professional recommendations revealing the personality, determination, and intelligence of your next potential hire, you can speed-up the process and be certain if an in-person interview is the next appropriate step.

Resumes and recommendations are not mutually exclusive, but relying on one more so than the other can give undue justification of the candidate’s qualifications.

The resume is the sketched outline and recommendations create the full, colourful portrait.

While the merits of a resume may assist the employer consider a candidate for the role, at the end of the day, a great recommendation and good cultural fit goes a long way. Skills can be taught but there are intangible qualities which makes an employee a good fit in the long run can be hard to come by.

Source  http://www.beefcentral.com/p/news/article/2248

Recruitment contracts bring savings of up to $16.8m a year

The all-of-government contracts for recruitment services have successfully been negotiated with 44 recruitment companies, Economic Development Minister Steven Joyce announced today.

"These contracts will deliver savings of between $5.1 million and $16.8 million a year," Mr Joyce says.

The final level of savings will depend on how much use individual government agencies make of the contracts.

The contracts are for the supply of recruitment services to government agencies for the hiring of permanent employees, temporary staff and contractors in the corporate, administration and information technology areas.

All government agencies in the wider public sector are eligible to join this procurement arrangement. The more agencies that participate, the greater the savings will be.

"Standardising the way government agencies contract with recruitment providers has benefits for both suppliers and government," Mr Joyce says.

"Recruitment providers will find it easier and cheaper to interact with government as we have introduced one standard process for engagement, and a consistent set of terms and conditions.

"This is the latest in a number of all-of-government contracts for services to agencies that are being put in place to bring savings to taxpayers and make it easier for firms to do business with government."

Source  http://www.voxy.co.nz/politics/recruitment-contracts-bring-savings-168m-year/5/136574

Recruitment evolution trims hiring expenses

The past 10 to 15 years have seen significant changes in the field of recruiting, not only in the branding, advertising and mergers of agencies, but also in the way in which the whole recruitment process is managed. Recruiting tended to be a highly administrative function, largely focused on placing job advertisements in newspapers, then scanning job applications, processing CVs, followed by setting up candidate interviews.

There were massive volumes of paperwork, internally and externally, not to mention any testing required was usually completed in person and, again, was highly driven by paperwork. This was time-consuming, inefficient and not very environmentally-friendly.

Then along came the internet. This opened up a whole new world. It gave access and the ability to connect (internally and globally) to a wider range of candidates. From this then came the advent of the "integrated talent management system".

This assisted in getting rid of unnecessary paperwork and gave way to a process of managing the candidate more effectively. Recruitment and many other fields would never be the same again. These systems are evolving at the speed of light, very much like new games, smartphones or applications for these smartphones. With all this technological advancement and a change in attitude, the recruiting focus is shifting from hiring efficiency to an emphasis on staffing effectiveness. Ensuring you find the right fit for the job, not just for the immediate future, but for the longevity of the role and the company.

Recruiting companies are still held accountable for efficiently processing and rapidly placing high calibre candidates.

However, the effectiveness is gained from using such systems to manage and communicate with the candidate base. This eliminates many of the time-consuming steps, allowing recruiters to better focus their attention on getting the right person for the role.

The difference between average recruiting agencies and exceptional ones lies in their abilities to fill positions with the best-performing candidates at the lowest cost, which is where the integrated talent management systems come into their own.

Costs that are saved in time show up in the fee structure, thus reducing the fee for the service, and everyone involved in the recruitment process benefits.

Mark Doyle is client services manager for Shamrock Recruitment Group in Wellington, which caters to recruitment needs for both client and candidate and specialises in commercial and executive recruitment and psychometric assessment services. See www.srg.co.nz

Source  www.bayofplentytimes.co.nz/news/recruitment-evolution-trims-hiring-expenses/1538003/

PIL: Launch special recruitment for SCs

A PIL has claimed that the 33 government departments in Tamil Nadu had nearly 50,000 backlog vacancies meant for scheduled caste candidates, and has sought a special recruitment drive for SCs in the state.

The first bench comprising Chief Justice M Y Eqbal and Justice T S Sivagnanam, before which the PIL filed by S Karupiah, founder of Central and State Government SC and ST Employees Federation, came up for admission, has sought the government's response by next week.

The petitioner's counsel P Vijendran furnished department-wise shortfall/surplus data which revealed that more than 50,000 vacancies meant for eligible SC candidates were lying vacant in 33 departments. According to him, there were 874 vacancies remaining unfilled in Group A posts, while there were 7,638 vacancies in Group B, 14,862 in Group C and 28,674 vacancies in Group D posts.

The state government had recently issued a notification to recruit 1,870 village administrative officers, ignoring that backlog vacancies for SCs was unfilled. Another notification intending to recruit 3,631 Group-II vacancies through the TNPSC too disregarded this fact, he said.

Vijendran said there were thousands of eligible SC candidates waiting to take part in the selection process in the state, and added that a representation to this effect was sent to the authorities on May 5 and added that the PIL was filed because there was no response from the authorities. 

Source  http://timesofindia.indiatimes.com/city/chennai/PIL-Launch-special-recruitment-for-SCs/articleshow/16522713.cms

JOBS IN GAMES: Using recruitment agencies - why the figures add up

When our Jobs In Games special, in association with OPM, began we published a piece by Aardvark Swift's Ian Goodall about why recruitment consultants are still relevant today.

Now DataScope MD Julian Hofer chips in with his own opinion on the matter, arguing that agencies can help employers save money as they seek to expand their workforce. 

USING AGENCIES – WHY THE FIGURES ADD UP?

by Julien Hofer, DataScope

I enjoyed – and agreed with – the thoughtful piece by Ian Goodall earlier this month on why agencies will survive the rise of social media.

I’d like to address the wider question of why it makes sense to use a recruitment agency from a financial point of view.

As Ian says, it’s tempting to think that by bringing recruitment in-house you’ll save money. In today’s cash-strapped world isn’t it sensible to avoid paying agency fees and do the job oneself?

Actually, no. Companies who choose the in-house route often end up paying out more.

First and foremost, an agency can save you time when you need it most, and that time is most definitely money. Most hires are made because the company will benefit financially by bringing the new person in. The sooner they make that hire, the earlier they get that benefit.

On average, a professional will boost revenue by the amount of his or her salary plus twice as much again. So, every month of employment is worth two months of the salary paid in gross profits.

That’s a bit more than 15 per cent of the annual salary.  Now recruitment fees for a sole agency assignment are, typically, 15 per cent as well. So you can see now that if, by using a specialist agency, you are able to bring forward the start date by just one month, you will have covered your agency fees.

That’s not to mention all the other benefits of using an agency - saving a huge amount of time, widening the net considerably, and the most important benefit of all, having the support and expertise of independent people with unparalleled knowledge of the market and long-term relationships with both client and candidate.

Second, an agency helps you stay in control with salary negotiations. In-house recruitment tends to rely quite heavily on headhunting and/or social media.

But in both these avenues, you are approaching the candidate rather than the other way round, and that means he or she has the upper hand with regard to salary.

You are likely to have to pay more to entice him or her to jump ship. This has a knock on effect on your salary structure and employment costs for existing staff. Your development costs gradually rise.

There have been a number of cases of studios going from being able to pay below average (because staff motivation and retention was high) to paying above average for everybody. In some cases staff were made redundant because costs became unsustainable.

So agencies don’t just offer the knowledge, expertise and relationships which make for excellent hiring recommendations.They can save you money in the most direct ways, too.

Source  http://www.mcvuk.com/news/read/jobs-in-games-using-recruitment-agencies-why-the-figures-add-up/0103145

Changes to visa application services in China

Changes to the Australian visa delivery service in China are now in place with two application centres operating in Beijing and Shanghai and two more in Guangzhou and Chengdu being considered for next year.

The Department of Immigration and Citizenship (DIAC) said that the new Australian Visa Application Centres (AVAC) will provide visa applicants with more convenient access to immigration services in these regions, including extended operating hours with phone lines operating until 5pm weekdays and internet kiosks with an online application tracking facility.

DIAC has restructured the visa processing responsibilities among the Australian Embassy and Consulates in China but decision will still be taken by DIAC staff.

‘Staff at the AVAC will have no involvement in the decision making process or have any knowledge of the application outcome,’ said a DIAC spokesman.

Chinese visa holders who have been granted a visa by an office in Australia can submit their passport to the Australian visa office at the Australian Consulate in Guangzhou to receive a visa label, if required.

The AVACs will charge RMB175 for each visa application over and above the standard visa application fee plus charges for outgoing such as couriers, photocopying, passports photos, translation services and faxes.

In addition to the introduction of AVACs, there will also be changes to where certain visa applications are processed in China.

‘Consolidating visa processing for certain visa applications into processing centres will enable a greater level of consistency in processing and decision making and will improve the service the department provides to clients in this region,’ said the DIAC spokesman.

These changes mean clients who reside in provinces within the Beijing and Shanghai catchment areas applying for most Australian visas should lodge their application at an AVAC in either Beijing or Shanghai.

Clients in the Guangzhou catchment applying in person or by post for an Australian visa should continue to lodge their application directly with the Australian Visa Office at the Australian Consulate in Guangzhou.

There will be no change to the current lodgement and processing arrangements for Government officials applying via the Ministry of Foreign Affairs (MFA) or their local Foreign Affairs Office (FAO), Australian Destination Status (ADS) travel or Australian citizenship by Descent applications which should continue to be lodged directly with the nearest Australian Visa Office.

Meanwhile, the Australian embassy in Beijing will process temporary residence visa applications for the whole of China and liaise with Chinese government stakeholders.

Source  http://www.australiaforum.com/information/immigration/changes-to-visa-application-services-in-china.html

Visa ban a PR disaster for British system

AN Australian friend, formerly a vice-chancellor, wrote from his holiday house in the south of France last week of the myriad dangers of recruiting international students to universities.

He had been listening to al-Jazeera's commentary on the plight of students of London Metropolitan University, whose vice-chancellor is another Australian, Malcolm Gillies. The UK Border Agency had rescinded the highly trusted sponsor status of London Met.

Source  http://www.theaustralian.com.au/higher-education/opinion/visa-ban-a-pr-disaster-for-british-system/story-e6frgcko-1226472059265

Warning Over Fake Recruitment Agents

Australia and Solomon Islands are on the look out for bogus recruitment services agencies trying to cash in on the Seasonal Workers Scheme. 

 

Tonga, Samoa, Vanuatu, Papua New Guinea and Kiribati have been part of the Seasonal Workers Program since 2009.

The scheme underwent a major expansion last month to include East Timor, Nauru, Tuvalu and Solomon Islands.

Mark Roddam, from Australia's Department of Education, Employment and Workplace Relations, has told Radio Australia's Pacific Beat they are aware of at least one bogus agent in Solomon Islands.

"There's been a case in the Solomons of a group claiming to be part of the seasonal worker program, and they are not one of our approved workers under the scheme," he said.

"We have around 25-30 approved employers under the scheme...and they've gone through a process to get approval from the Australian Government to participate in the program."

Mr Roddam, who manages the department's migration services branch, says some people have lost money.

"The information we have from the Solomon Islands that there are many workers that have paid fees," he said.

"That is obviously of considerable concern to us and we have been working with the Solomon Islands Government to make sure that the right information is out there for people in the Solomons who would like to one day participate in the program."

Tonga, Samoa, Vanuatu, Papua New Guinea and Kiribati have been part of the program since 2009.

The department is directing potential new workers to the Solomon Islands Labour Mobility Unit, which will direct them to one of the approved international recruitment agencies.

Mr Roddam says the main focus is around accurate communication in both Australia and the workers' home countries.

"In terms of Solomon Islands, they've got their four approved agents, so...for people in the Solomons it's ensuring that you're dealing with only one of those agents," he said.

"From the Australia side, it's ensuring that our countries have up to date information on who our employers are, and as more employers become approved, we let all of the countries know.

"So it's ensuring that everyone has up to date information and clear information on who the people who participate in the program - who the approved ones are."

Source  http://www.solomontimes.com/news.aspx?nwID=7223

Hashtag recruitment and the social network's global reach

A US study downgrades the importance of agents. Elizabeth Gibney and Jack Grove report

Social media generally reach a wider range of US-bound international students than recruiting agents, a report produced by US non-profit research agency World Education Services has found.

Among respondents to a survey of nearly 1,600 prospective students from 115 countries, 56 per cent follow social media accounts managed by US institutions before making application choices and 32 per cent use social media to source information. Just 16 per cent use agents.

The survey also found that social media are useful for targeting all kinds of student, whereas affluent but less academic ones are most likely to use third-party agents.

US social media do not penetrate all nations equally, however. Although 88 per cent of Indian social media users log on to US-based platforms such as Facebook and Twitter daily or weekly, only 22 per cent of Chinese users do the same, opting instead for local alternatives.

The most widely used channels for gaining information about US colleges are institutional websites or networks of family and friends (used by 90 per cent and 67 per cent of those polled, respectively).

Rahul Choudaha, director of research at WES, said that many institutions needed to update their recruitment strategies to take into account the increased use of social media. However, he added, the survey also shows that they need to use such platforms more effectively.

"A lot of the time social media usage is just reposting the links from institution's websites, but that's not...engagement," he said.

Dr Choudaha added that the report highlights the differences among international students, so institutions must tailor their recruitment services to the kinds of student they want and are likely to attract.

Not All International Students Are the Same, published on 28 August, aims to help institutions distinguish between applicants by splitting them into four profiles: "strivers", those with high academic preparedness but low financial resources; "strugglers", those with low preparedness and low resources; "explorers", those with low academic preparedness but high financial resources; and "highfliers", who have the best of both.

The people termed in the report "highfliers", for example, are generally attracted only to a narrow band of top-ranked institutions, whereas "explorers" and "strugglers" are less selective but require more academic assistance. "Strivers", meanwhile, are academically well prepared but may not enrol in the US unless they receive financial aid, the report says.

The survey also found that different nations have different student profiles, with Indian students most likely to be "strivers", Chinese students most likely to be "highfliers" and Koreans most likely to be "explorers". Different nationalities also have different priorities, it says.

Career prospects post-graduation take precedence for around half of the students from India and China, suggesting that institutions that want to maximise their intake from those countries should highlight services such as internship opportunities or career counselling.

With many US public institutions facing cuts, universities are looking to reduce their deficits by increasing their intake of overseas students, Dr Choudaha said.

If a university wants to recruit more Chinese students, "what they can do is look at where 'highfliers' and 'explorers' go to look for information first", he said.

Sceptical response

The report's conclusion that agents tend to recruit "strugglers" or "explorers" with weaker academic backgrounds has not been universally welcomed.

Will Archer, chief executive of i-graduate, a firm that tracks student perceptions on behalf of university and government clients, said its "headline-grabbing conclusions should be taken with a pinch of salt".

"Many of the best and most selective universities use agents. Many of the best prospective students need advice on where to go," he said. "The claim about lower academic ability is incorrect."

Agents play a vital role in helping students to reach university, he argued, as "for the countries referenced, the vast majority of students will be coming from families without prior experience of international study". In addition, he said, the report's claim that high barriers of engagement are caused by agents charging substantial fees is "misleading" as "most do not".

Mr Archer labelled the report "lightweight", with "superficial insights. To put [its] scale into context, we've just taken feedback from 180,000 international students on behalf of universities that are serious about international recruitment. The report itself acknowledges its own significant limitations."

Source  http://www.timeshighereducation.co.uk/story.asp?sectioncode=26&storycode=421073&c=1