Australian businesses, brace yourselves. According to
all the data coming out of the USA (a trend very likely to be followed here in
the first half of next year), almost half the workforce are gearing up for the
sort of change we have never witnessed before… the ‘Great Resignation’ is
Looking at the latest McKinsey
Quarterly report “more than 15 million US workers have quit their jobs and counting,
since April last year” and many are unlikely to return, as the pandemic brings about
a new realisation of what is really important in their lives.
When this is combined with the fact that most
employers don’t really understand why their people are planning to resign or leaving
in the first place, it adds up to a talent shortage like we have never seen before.
The research tells us that employees are tired and
many are grieving, most of them are seeking a renewed sense of purpose, and a
need to feel valued by their employers. In other words, employers have to
connect with the “hearts and minds” of their employees – not just treat them as
expendable or transactional. Those that fail to do so, will find themselves on
the wrong end of this great resignation in my view.
If companies don’t make a concerted effort to better
understand why employees are leaving, and take meaningful action to retain them
(and no, it’s not just about money), then I’m afraid they will be the big losers.
It doesn’t have to be this way though, and much will
depend on the quality of management in most companies. Those who recognise the
problem and do something about fixing it, have a unique opportunity to gain an
edge in the race to attract, develop, and retain the talent they need in order
I recently had the privilege of listening to a couple
of extraordinary Australian Leadership Consultants: Michelle Rushton from People
of Influence, and Anthony Sork of SORK HC, both of whom had interesting points
of view, somewhat different but
overlapping, and in my opinion, provided very sound advice on life and
leadership post pandemic.
Michelle talked about how all of us have the
opportunity to lift ourselves into a leadership role within our organisations,
whether that is formally recognised or not, and how that adds enjoyment and
interest to the job you do, as well as to the company.
Anthony focussed on how employers need to create an
attachment to their staff – by building trust, value, acceptance, and a feeling
of belonging – and how these perceptions are influenced by their direct
at Slade Group and TRANSEARCH Australia have invited both Michelle Rushton and
Anthony Sork to speak to our own staff, and our clients, as part of our
Breakfast Zoom series of HR webinars. If you are interested in attending,
please call Fiona Lewis-Gray on 03 9235 5116 to register your interest.
Michelle Rushton Thursday, 28 October 2021 8.00am – 9.30am Online via Zoom
Anthony Sork Thursday, 25 November 2021 8.00am – 9.30am Online via Zoom
Renata Bernarde interviews Geoff Slade for The Job Hunting Podcast
Renata Bernarde, career planning expert and creator of the online coaching program, Job Hunting Made Simple, talks to Geoff Slade about how the global pandemic is affecting the careers of corporate professionals. Geoff shares what he has seen and learned from previous downturns, common misunderstandings about the selection process and the role of the recruiter, and highlights the importance of ongoing training and networking.
We invite you to a webinar that Slade Group are presenting on Tuesday 27 October 2020 for those candidates we have had involvement with over the past couple of years, and whose career may have been affected by COVID-19, or who simply would like to re-set their career ambitions.
The webinar, which runs from 9am to 1pm, will be hosted by Renata Bernarde, the creator of the Job Hunting Made Simple educational program, and widely regarded as “the expert” in providing advice on job hunting in Australia. Renata will be supported on the day (remember it’s October 27th) by Slade Group’s Executive team.
In recognition of the fact that many people have been displaced during this pandemic, Slade Group have negotiated a special arrangement with Renata, reducing the cost of the webinar by more than 30% using the discount code SLADE2020 when booking . If you are interested, we do highly recommend it to you and you should find it will give you some very practical, and useable techniques if you are searching for a new career opportunity.
The following article was originally published on Shortlist, 30 January 2020 and I’m in total agreement with Charles Cameron. Australian employers don’t know how good they’ve got it when compared with other Western countries. It’s time our industry stood up to be counted.
Time to push back on bad business terms: RCSA
A rising number of recruitment companies are pushing back against ‘bad business’, but the issue requires a stronger response, says RCSA CEO Charles Cameron.
“We’re even seeing the larger players – the Manpowers,
the Adeccos – making decisions to get out of certain markets and have greater
confidence not to supply just for the sake of top-line revenue,” he tells
This should apply with PSAs and large-scale contracts, or
indeed any arrangements with clients where recruiters take on a
disproportionate amount of risk and costs, or the margins “are so razor
thin that there is no room for any form of error or significant event”.
In the ACT, for example, some government employers are
trying to push the cost of candidates’ security clearances – which can be
upwards of $10,000 – on to recruitment suppliers, Cameron says.
Many Australian agencies have historically agreed
to business terms and conditions they shouldn’t really allow, he
says, and in his travels to the UK, Europe and the United Sates, Cameron finds
industry leaders are “horrified” by what their local counterparts
Recruiters shouldn’t fear saying no, he adds, because
“in many circumstances those clients will actually come back to them and
say ‘all right, we will do the business on your terms’, because
they can’t find alternative suppliers who can actually find the talent”.
RCSA is planning a campaign to encourage more recruiters to
reject commercially unviable business, he adds. “We need to give
confidence to each and every firm to be able to say no.”
What makes a ‘good’ client?
The profile of a good client, says Cameron, includes a willingness to engage suppliers with clarity and transparency – by setting clear business objectives and budgets at the onset of the relationship.
It also means working with clear and consistent performance expectations and evaluations, along with transparency and accountability around legal issues and risks…
This excerpt is reproduced with permission from Shortlist, and the full article has been temporarily unlocked for access without a subscription.
This article was originally published by Sarah Morgan as “The Godfather of Recruitment” in The Brief, the magazine of the RCSA.
They say it’s not what you know, but who you know that matters and when it comes to the biggest influencers in the recruitment industry, there are few better known and respected than Geoff Slade.
In fact, he is so well known and so influential,
there might as well be a saying “all roads lead to Geoff” such is the broad
reach of his connections.
And, when you are affectionately known throughout the industry as “the godfather of recruitment”, it goes without saying that your opinion on the industry as a whole, as well as the mistakes of the past and opportunities and threats for the future, are ones worth listening to – or reading about.
It’s been more than 50 years since Geoff began his
career in recruitment and while an awful lot has changed in that time, his
successes and widespread influence are a testament to his ability to play to
his strengths, adapt and make key decisions based on merits and not just the
Geoff remains grounded about his achievements and
influence during his five decades in the industry – including being the first
president of RCSA – acknowledging the support and guidance he has received as
his career has evolved, as well as the abilities of the people he employed.
“I always liked to think outside the square,” he
says. “I liked to employ not just people who have worked in the industry.
“In fact, some of the most notable people I have
employed had never worked in recruitment before.
“Four standouts were Andrew Banks, Louise Craw,
Peter Tanner and Nanette Carroll, none of whom had a background in recruitment.
“Louise managed our office support business for
over 25 years and was a rock on which the company could rely. She is now on our
board. Peter moved on after six years to found Tanner Menzies.
“Nanette worked for me for 10 years and ended up
being awarded the 1996 Queensland & Australian Telstra Business Woman of
the Year. Andrew’s background is of course well known.
“It’s satisfying to know that not only people who
worked in our industry, but people we have influenced and found jobs for have
gone on to bigger and better things than we could have dreamed.”
Geoff admits he may also be known in the industry
as a “tough and unreasonable” operator, acknowledging there have been many
changes in leadership styles from his formative years in the 1960s.
“I would like to think that I’m regarded as hard
but fair,” he says.
“Recruitment is enormously satisfying, but it’s
bloody hard work.
“It’s not an exact science and demands focus and
self-management and what I call purposeful productivity, strong listening and
comprehension skills. When I talk of comprehension, I’m talking about what is
now tested as verbal and inductive reasoning.
“A good recruiter can probe and follow questions to
the end with both clients and candidates. A good recruiter can dig beneath the
“One of the biggest issues I have with the current
day recruiters is they think they can build relationships by phone or email.
They don’t get out to meet and know their customer.
“I think good recruiters build relationship with a
client – like getting married. You have to be able to talk to them about other
things than where is my next assignment coming from.”
HOW IT ALL BEGAN
Geoff started out in accounting before moving into
human resources in 1964 and then, finally, recruitment in 1967, but it could
all have been so different if his dream of being a VFL footballer had been
Despite being told by Melbourne Football Club that
he wasn’t quite good enough, three years after he moved to the city from the
country to pursue a football career, Geoff feels he “really lucked out”, albeit
in a slightly unconventional way, after being thrown in at the deep end twice,
and for two very different reasons.
“I returned to the country at a time a major
refinery was being built on the western portside of the Mornington Peninsula
and I applied for a job with the major construction company,” he says.
“I was lucky to be offered a job as assistant to
the HR manager and it provided a very quick learning curve. He turned out to
have a major health project and I was his only offsider, so I was left with a
lot of responsibility.
“It ended up providing great experience for me:
there were 1500 men on the site and there was a stop work or strike every day
for three years. I had to deal with unions pretty much every day in a very
volatile and aggressive environment, which taught me to try to use common sense
and to solve problems.
“At the end of the project I was one only of two
people offered a job at head office, and the offer came with a promise for me
to be the HR manager on the next project.”
But, despite the promise, and because the company
won no new tenders Geoff ended up doing everything for the business except HR.
Looking for an alternative, he applied for a job through the biggest executive
recruitment firm in Melbourne at the time.
“I was told I was too young for a job they were
recruiting for, but they wanted to offer me a job as a consultant,” Geoff says.
“The owner gave me his word that the job was mine if I wanted it. I just had to
tell him when he got back from an overseas trip.
“Four days later, he was unfortunately killed in a
As a country boy with “no idea what to do next”,
Geoff took note of the fact that he took the most enjoyment out of the
recruitment side of his HR role. So he approached his parents to ask for a loan
so he could start up his own employment agency.
“Dad said ‘what is an employment agency’?” Geoff
recalls. “I told him what I thought it was, and he said he wouldn’t lend the
money to me even if he had it. Mum was softhearted though – she had $300 in
bank and said she would lend it to me as long as I paid it back.
“So I borrowed the money and rented a space,
knowing I had to make a placement in the first two weeks so I could pay the
So began the 21-year life of Slade Consulting Group
before its sale in 1988 to British multinational Blue Arrow.
For the first seven years, Geoff says he lived “on
the smell of an oily rag” before he turned any meaningful profit, which came
about in 1974 after he took back management of the recruitment agency after a
stint working in London working with executives looking to migrate to Australia
on the £10 Pom scheme.
After a few successful years, around 1981, Geoff
decided to shake up Slade Consulting Group, which saw him focus more on
management and less on day-to-day recruitment.
“I went out and hired three young people all in
their mid-20s: Andrew Banks, Richard Weston and Greg Fish,” Geoff says.
“We sat down and did a SWOT analysis of the
industry – how it would run and how we could grow the business quickly.
“At the time, Chandler McLeod and PA Consulting
were both huge in terms of executive recruitment. We researched and discovered
they were taking 10-12 weeks to fill jobs. That’s a very expensive situation
“For a company, that could be very inefficient and
very expensive, so we went to their clients and said ‘we believe we can do as
good a job as either of those companies; we believe it’s costing you a lot of
money to have jobs vacant for so long. If we can’t do it within four to six
weeks – we’ll do it for free’.”
That approach helped to guide Slade Consulting
Group to a turnover of $10 million by 1984.
By 1987, it was the biggest executive recruitment
company in Australia, with offices in five cities, as well as two in New
Zealand, with a staff of 135.
At the end of that year, Geoff was approached by a
representative of Blue Arrow – at the time the biggest recruitment company in
the UK – who said he was “prepared to make me an offer too good to refuse”.
“He told me to think of a number to see if he would
be prepared to meet it,” Geoff says.
Needless to say, the offer was good and Geoff sold
the business, but it didn’t work out as had been promised.
Geoff felt compromised by what Blue Arrow was
asking him to do and left the company and caught up with his long term client –
Pacific Dunlop – which had made up 40 per cent of Slade Group’s business.
Geoff says that Pacific Dunlop has been “very
influential in my success”, thanks to a long-term relationship spanning 20
years, but without some creative thinking on behalf of its then managing
director, Philip Brass, he might have found himself “watching grass grow on the
farm for the next year or two” as he served the term of a two-year non-compete
“I went to Philip to tell him I could no longer be
a consultant to him, nor could I consult in any way, shape or form,” Geoff
says. “He told me he had a solution and offered me the role of HR Director for Pacific
“I said I would do it, but for two years only and
provided I did a good job asked him if he would offer me a preferred supplier
agreement when I went back to business.
“When I returned, it became the first preferred
supplier agreement done in Australia.”
Geoff’s return to consulting came with Lyncroft
Consulting Group, which was named after his country property, but in 1992 it
changed back to Slade Group as Blue Arrow sold out of Australia.
Slade Group quickly moved to the forefront of recruitment
in Australia, where it remains today.
THE BIRTH OF RCSA
In 1998, Geoff and others identified that it was
“industry critical” to create a national industry body for the sector.
“There were a lot of people very unhappy as to how
it was all going, with the NAPC and IPC being run through state bodies, because
they were independent and there was no cohesion to move things forward,” he
“So we got together with senior members of the
industry and agreed this had to change and we formed RCSA to represent
Australia and later New Zealand. I’m really proud of the history and my
involvement in RCSA.
“One of things I really love about the industry is its ability to have positive impact on people’s lives. It’s now very rewarding to see it evolve into the association it is today.”
Slade Group through its sister company TRANSEARCH
International Australia, recently brought Dr John O. Burdett to Melbourne for a
series of seminars on topics such as “How to measure culture”, “Tomorrow will
be different – Will you?”, and “Why hiring the best candidate may be the
biggest recruitment mistake you will ever make”.
On the last topic John says there are 3 undeniable truths
about executive hiring – they are:
The continuing lack of top talent is a major
impediment to business growth.
Far too few of those who make key selection
decisions have been fully trained (or trained at all) in the hiring process.
If you don’t know what you are looking for –
only an optimist standing on stilts would believe that they might actually find
Considering the business risk involved – some recruitment
decisions amount to betting the business – this is no small matter. Even if the
hiring decision doesn’t amount to “betting the business” 20x annual salary is a
good benchmark for the cost of getting it wrong.
Seven statements that (if any are true) strongly suggest
that you need to revisit your approach to talent acquisition.
Although we have a general sense of the culture
we are moving towards, a more disciplined approach, e.g., a systematic
assessment of where we are and where we need to be, is not something we have
Role-specific leadership competencies do not
figure prominently in our hiring process.
We have a job description and develop a
specification for the position, but rarely do we build a robust scorecard.
Few of those who make hiring decisions have been
trained in conducting the evidence-based interview.
We recognise the importance of the team but, for
the most part, lack the tools to unbundle what sort of team we are hiring into.
Rather than validate statements made during the
interview, the reference check simply follows up on referees provided by the
We invest time and effort in executive
integration. What we lack is an integration workbook allowing leaders, who are
new to the business, to take ownership of their own integration.
Who you hire today, determines what is possible tomorrow!
If you would like to discuss any of the above with me –
please give me a call on 03 9235 5100 or email me at firstname.lastname@example.org.
In November I celebrated my 10
year anniversary as a proud Melbourne resident. My arrival here from South
Africa coincided with the GFC, which has given me pause for thought around the 10
year economic cycle, and what I’ve seen in the local recruitment market
during this time.
In my first year here, my beloved
Tigers (yes, I have an AFL team) came second last to the Demons (substantial
improvement since then). In my other passion, the Springboks had just won the World
Cup (not so much improvement). I was also working from a small office in Mount
Waverley recruiting Accountants in the South East (nothing wrong with that, but
most would agree Collins Street is a substantial improvement).
The recruitment landscape has
changed drastically in the last ten years, with some substantial players
downsizing and others disappearing, while a number of newcomers quickly established
themselves and continue to go from strength to strength. The market for talent continues
to become ever more competitive, with the top-drawer operators demonstrating
the value in building strong relationships, providing exceptional service and reducing
hiring risk with a robust methodology.
Other trends have been the
evolution of internal recruitment capability within medium to large
organisations and conversely, the rise of the RPO (recruitment process
outsourcing) model, with an increasing number of organisations ramping up this
function. Whereas talent acquisition was previously limited to larger corporate
organisations, increasingly SMEs and smaller businesses have added recruitment
to their HR functions. This has delivered mixed levels of success. With no
clear winner between the internal team and an outsourced or RPO model, a number
of businesses have sought to return the function in-house. In the mix, professional
recruiters like me have enjoyed the opportunity to partner with internal
recruitment teams, especially on senior assignments and hard to source specialist
roles where exploring the passive talent market is essential.
The industry landscape has seen some
other big shifts, with sectors like Manufacturing and Print taking a massive
hit. Technological change, including AI, robotics, automation and
digitalisation is one of the factors at play, but the impact of globalisation
and government policy on a whole range of issues, from tariffs and trade to
employment regulations, has suited some more than others: Ecommerce, Education,
Advanced Manufacturing, Engineering, and Food & Agribusiness are all growing
In the recruitment sector, a
trend towards higher volume/lower level recruitment activity was obvious over
the last decade. What is becoming increasingly clear, however, is that there will
always be tremendous value for organisations in developing meaningful
relationships with talent and the consultants who have access to diverse
professionals across broad as well as niche industry networks.
I have been extremely fortunate
to have met some outstanding people in the last ten years – clients, candidates
and colleagues – and have thoroughly enjoyed watching their careers develop. In
many instances they have become valued connections who continue to inspire me
and others with their achievements. It has been an exciting ride! Now working with Geoff Slade and the team at
Slade Group (Geoff recently celebrated 50 years in business), I realise that
the last ten years is just a drop in the ocean.
Here’s looking forward to the next ten years in
the world @work. Thanks to all of you for your valued support and friendship
over the last decade.
We all want to make a positive difference at work, home and in the community.
Being part of a supportive and compassionate workplace can make a positive difference and can influence our society. One way is to increase our awareness of other people’s lives and their challenges.
An estimated 425,000 Australians are living with dementia. People with dementia can find it challenging to participate actively in the community, often due, in part, to a lack of knowledge or understanding by the community about their condition.
In fact, a recent survey by Dementia Australia found people living with dementia and carers reported experiencing embarrassing situations, feel strongly disconnected, feel less competent and sometimes feel useless.
Thanks to our friends at Dementia Australia, they’ve created a program – the Dementia Friends program – that aims to transform the way we think, act and talk about dementia.
Registering to become a Dementia Friend means that you can increase your understanding of dementia. Every day, you can make a difference to someone living with dementia or make a difference to the carers and families of those people living with dementia.
When registering to become part of the Dementia Friends program, participants can utilise a free online learning tool, through which they can increase their understanding of dementia, and be empowered to do small, everyday things that can make a big difference to a person living with dementia.
What can your organisation do to be dementia-friendly?
Offer accessible services, including having staff who understand dementia and know how to communicate effectively with people who have dementia
For people with younger onset dementia, provide employees with the option of being supported to stay at work
Allow time away from the workplace to participate in volunteering opportunities to assist people with dementia
Sign up to become a dementia friendly organisation
Look for the signs. Allow extra time for inclusion in a conversation, or offer assistance if someone appears disoriented or confused. It will make all the difference. Empower someone living with dementia and make them feel safe, accepted and involved.
Photo left to right: Aged Care Minister The Hon. Ken Wyatt AM MP, Dementia Australia Ambassador Jessica Origliasso (The Veronicas), Dementia Australia CEO Maree McCabe, Dementia Australia Ambassador Lisa Origliasso (The Veronicas) and Dementia Australia Ambassador Ita Buttrose
Along with Michael Schildberger, the former ABC anchor in the 774 morning time slot, now occupied by John Fayne, Geoff Slade was a founder of the popular Business Essentials in 1984, the audio magazine which plays a role as virtual business mentor to 1000s of Australian business leaders and owners. Business Essentials recently interviewed Geoff about the truths he’s learned in business along the way. In this audio file you’ll hear about his ups, downs and lucky moments, the rewards and challenges of business life, including the supremely important role of trust and long term meaningful relationships. He takes Heather Dawson back to the early days. It was 1967, he was 21 years old and had just opened the doors to his first employment agency. What did it look like?