An IT recruitment company has been stung with a $20,000 damages bill for misleading a worker on its bonus scheme - and other employers, a lawyer says, could find themselves in the same boat if they withhold critical information from new employees.
Times might be tough, but resorting to wholesale headcount cuts is as imprudent as shedding any other asset, says human capital academic Dr John Boudreau.
Challenging times in the recruitment industry are increasing the prevalence of unethical practices, with implications for employers, says MACRO Recruitment managing director Daryl Keeley.
Proposed legislative changes to executive termination payments will scare off the "best and brightest" executive talent, according to McCullough Robertson senior associate Michael Moy.
A single recruit can cost a company more than $100,000, and employers are at risk of squandering that investment if the new hire doesn't feel "attached", says Sork HC managing director, Anthony Sork.
Employers that align their external and internal brand message by engaging new hires and turning them into company advocates can expect productivity to increase by up to 30 per cent a year, according to an HR analyst.
Corporate career sites should be customised to their target audience and manage candidates' job expectations, according to technology and HR expert Gerry Crispin.
Google is famous for its employees perks but they're not what keeps it attrition rate around two per cent, says Sue Polo, director of HR - engineering and operations.
Employers should stop thinking about recruitment and retention with a "war" mentality, and approach talent mobility with a new mindset, according to Melbourne Business School's Dr Ian Williamson.
Having a recruitment plan ready to implement when the economy turns will prepare your organisation for the recovery and reduce the likelihood of further cuts to your department, according to Dr John Sullivan.
