1. Attracting and Recruiting the Right People Presented by: Clint Vawser 26 th July 2007

2. Engaging Your People… Strengthening Your Business Leadership, Management and Supervision Developing Team Personal Productivity and Time Human Resource Specialties Workshop Programs Personal Learning (Coaching) Consulting

3. 195,324 Jobs

5. What Employees Love and Hate about their jobs: IndustryLoveHate AllPeople I work with Hours of work Variety and content of work Quality of overall management Career development Feedback appreciation Insurance and Super People I work with Variety and content of work Benefits and Conditions Stress level Quality of overall management Feedback appreciation Finance and Banking People I work with Hours of work Benefits and Conditions Stress level Quality of overall management Salary 2006 Seek Employee Satisfaction Survey

6. Most Happy employees work in: Community/Sport Science/Technology HR/Recruitment Consulting and Corporate Strategy Construction Most Unhappy employees work in: Engineering Manufacturing/Operations Banking and Finance Retail/Consumer Products Sales/Marketing 2006 Seek Employee Satisfaction Survey

7. Employee Loyalty “Unsurprisingly, given that career development is one of the key factors employees look for in a job, it is also one of the key motivators to move employer. 18% of employees would move for a better salary and equally 18% would be reluctant to move from their employer. Work-life balance comes into the equation for 17% of employees and less than 10% of employees consider they would move employers at the drop of a hat. Only 6% of employees consider themselves to be happy with their current employer and would not dream of moving, perhaps proving once again how mobile employees are.” 2006 Seek Employee Satisfaction Survey

8. What attracts candidates? 2006 Seek Employee Satisfaction Survey

9. Marketing 101 JOB VACANCY IN YOUR ORGANISATION

10. Pipelining Creating talent pools and good candidate relationships to enable ready sources for recruitment based on the needs of the day.

11. Employment Advertising – What we really mean! COMPETITIVE SALARY: We remain competitive by paying less than our competitors. FLEXIBLE HOURS: Work 55 hours; get paid for 37.5. GOOD COMMUNICATION SKILLS: Management communicates, you listen, figure out what they want you to do. ABILITY TO HANDLE A HEAVY WORKLOAD: You whine, you're fired. CAREER-MINDED: We expect that you will want to flip hamburgers until you are 70. SELF-MOTIVATED: Management won't answer questions SOME OVERTIME REQUIRED: Some time each night and some time each weekend DUTIES WILL VARY: Anyone in the office can boss you around. SOME PUBLIC RELATIONS REQUIRED: If we're in trouble, you'll go on TV and get us out of it. SEEKING CANDIDATES WITH A WIDE VARIETY OF EXPERIENCE: You'll need it to replace three people who just left. PROBLEM-SOLVING SKILLS A MUST: You're walking into a company in perpetual chaos.

12. Red 5 Games – Out of the Box not the end a beginning a new beginning not a new world but an old world made new no change is peaceful and though life struggles it also strives to forge a new path through the darkness to rise to the call of glory not the end a new beginning with new eyes to greet it.

13. Recruiting at Google …[At Google] while interviewers try to avoid "trick questions", they do aim to ask "unusual" questions that are not geared towards any particular skills or experiences in an effort to measure how well a candidate does on something they haven't worked on before.

14. Recruiting Generation Y Informal Tech Savvy Stimulus Junkies and Impatient Skeptical Radio – 34 Yrs Television – 13 Yrs Internet – 4 Yrs Instant Messaging – 4 months

15. Walk the Talk Your Name Style Generation Y Attracting Expertise Positioning Youth to Youth and Viral Marketing

16. www.cvhr.com.au Copy of Presentation along with other information is available from: Thank You