March 19th, 2009
There has been a shift in the recruitment market.
Not too long ago there we were in a candidate short market, making it difficult for our client’s to find the right person who wasn’t looking for enormous $.
Now we are seeing the reverse. As unemployment continues to rise and candidates flood the market it is getting increasingly difficult for our clients to meet the administration demand of this increased work load.
The options are:
1) Recruit new HR staff - $50k to $100k per annum cost
2) Outsource the Recruitment Administration - starting at $22,500 per annum via Logic Recruitment
I know what I would chose!
Logic Recrutiment are offering new services which provides administration support covering all areas of recruitment from the writing of job adverts to interviews and ref checks.
For more information contact Kilee Giles on 08 9322 4873 or kg@logicrecruitment.net
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February 11th, 2009
Logic are excited to confirm that our new Database and Web Search facility is now operational.
Over the next few weeks we will be ironing out any issues, and making some amendments.
To use our new Job Search , and candidate registration service click HERE
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December 17th, 2008
It is with great excitement that we announce our transfer to a new recruitment database.
This will allow us to work more efficiently providing even greater service to both our candidates and clients.
During this transition phase you will have noticed that the Logic Job Listing (see left of the page) is currently empty, this will quickly fill once we are up and running on the new system. In the meantime for an updated job list please email kg@logicrecruitment.net
Current job requirements
Designers
Drafters
Electrical Engineers
Senior Contracts Administrators (Construction)
Estimators (Construction)
Project Managers (Underground and Construction)
We look forward to hearing from you.
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December 12th, 2008
Well another year is coming to an end and more new years resolutions will be made.
Logic Recruitment will be on skeleton staff from Friday the 19th of December 2008 and returning on Monday the 5th of January 2009.
We would like to wish everyone a very Merry Christmas and a Safe and Prosperous New Year.
Thank you for supporting Logic Recruitment in 2008. We look forward to our continuing relationships in 2009.
If anyone needs to contact us, you can do so by emailing kg@logicrecruitment.net
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September 26th, 2008
New Clients
It has been a busy month for Logic – we have been successful in securing a number of new clients and would like to welcome Pyramid Constructions and Aker Solutions to the group. Both companies offer a number of additional benefits to staff outside the standard salary package – if you are interested in working for either company we would love to hear from you. Please contact Amanda Mouttet on 9322 4873 or amo@logicrecruitment.net
Charity Events
Team Logic will be participating in the 2008 Heart Swim on the 1st of November 2008. This is an event aimed at raising money for the Heart Foundation by getting together a team of 5 and swimming non stop for 3 hours. It is good training for our Rottnest Channel Swim campaign in February.
For further info please refer to www.mastersswimmingwa.asn.au
If you wish to sponsor our team per lap of the pool please let me know (full receipts from the Heart Foundation will be provided)
New Service
Logic now provides a Head Hunter service managed by our new team member Jonathan Wipp. He is responsible for finding that perfect candidate rather than them finding you. For further information please contact Jonathan on 9322 4873 or jpw@logicrecruitment.net
Don’t worry we guarantee we will not headhunt within our current client base.
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September 19th, 2008
Did you know that on average 51 West Australian employees are injured in the work place every day?
That seems a large number.
Occupational Health & Safety is a minefield of regulations and laws which are continually changing and updating. Large organisations are able to allocate specific Safety Advisers or OH&S Consultants to ensure that work safety is a priority.
But what about the smaller companies who cannot afford such a position – well here are some ideas to ensure an injury free workplace?
1) Consult and involve staff to raise the profile of Health & Safety
2) Conduct regular inspections of the workplace
3) Train staff in first aid and any other relevant safety areas
4) Have a Safety & Health Management Plan – these are your procedures and policies for all staff to follow
For further information relating to workplace safety please refer to www.worksafe.com.au and www.docep.wa.gov.au.
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September 10th, 2008
After watching a particularly disturbing movie on Saturday night we switched to the ABC to find out the results of the WA State Election. As you all well know there were no results. A large amount of the population decided that Labor was no longer the way to go but there weren’t enough to hand it to the Libs outright. So what happens?
Does it really all come down to the National Party who only won 4 seats? 2 more than they had and a handful of Independents. Brendon Grylls spends the week being woo’d by both parties before deciding who he would best like to play with, shouldn’t he have known this before we even went to election? How do both parties make fundamental promises to secure the support of the National party in such a small amount of time? And what happens if Brendan can’t decide?
Over the past week there has been a lot of political discussion - trust me I have been listening to everything possible to get an understanding on the situation - but there is nothing clear for the common folk? If anyone can shed some light feel free to make a comment.
When it comes to Recruitment throughout all this unknown, Logic Recruitment is still finding quality candidates regardless of who comes to power, there will just be different topics of conversation around the coffee machine.
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August 8th, 2008
Welcome to the beginning of August.
August is a very busy time of the year for Recruitment. Annual salary reviews have been completed within most companies and for some staff this is less than they expected. As a result people begin to move on looking for a new opportunities leaving employer’s the need to fill the vacancies left behind.
To assist the Logic Team in managing this increased activity we welcome Jonathan Wipp who comes to us fresh off the plane from the UK. Jonathan arrives with a funny accent, his wife and 3 kids and an excitement about drive through bottle shops.
Coming from his own Recruitment Business Jonathan has hit the ground running in assisting candidates to identify new opportunities.
We wish you well Jonathan and love having you as part of the team.
If you would like to speak to Jonathan about a current opportunity you can contact him via jpw@logicrecruitment.net or 08 9322 4873.
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July 11th, 2008
THEY reply to emails at midnight, think nothing of a 16-hour day and slam-dunk their KPIs every time. But workaholics can also be moody, impolite and irrational warns Kate Hennessy, and, like it or not, it’s your responsibility as the boss to ensure their stress doesn’t overcome them.
The Occupational Health and Safety (OHS) Act states that employers must ensure the health, safety and welfare of all employees. Doing nothing while your best team member slides from hard-working to workaholic may breach your duty of care, particularly if their health suffers as a result.“The focus on psychological health and wellbeing in the OHS legislation is forcing workplaces to take health matters more seriously,” says Ingrid Ozols, Managing Director of Mental Health at Work.Ensuring workaholic behaviour does not cause stress is especially important in accident-prone workplaces, or those where decision-making has big consequences.
What causes workaholism?
It’s important to rule out the possibility that the job is simply too big. Employers should regularly examine employees’ workloads, decide if they are excessive and re-allocate the overload. If the requirements of the job seem reasonable, however, and your employee continues to burn the midnight oil, there may be other reasons they are overdoing it.
If workaholism is defined as an unhealthy addiction to work, it makes sense that those with addictive personalities are prime candidates. According to Ozols, people who struggle with moderation in other areas, or have struggled in the past, can be at risk of developing a similar addiction to work.Monique Leibovitch works with Holistic Services Group Australia, which helps businesses implement work-life balance programs and manage employee stress and morale. Leibovitch depicts varying profiles of people who may develop workaholic tendencies. People likely to exhibit workaholic tendencies:
Enjoy great job satisfaction such that they derive their sense of worth, confidence and belonging from work, rather than the outside world.
Have little job satisfaction but seek praise and approval through work due to self-esteem issues. Use work to escape a difficult home situation because work can seem more ‘controllable’ than life.
According to Barbara Holmes, Managing Director of Work-Life Balance International, smaller business owners often establish a culture of long working hours, sometimes unintentionally.
“Business owners know they’ll reap the rewards of their hard work in the future,” says Holmes. “But they are setting the tone and employees might feel they also need to be seen working late.”
The signs of workaholism: A quick diagnosis
Holistic Services Group offers the following tips on spotting workaholics:
They put work at the centre of their life and continue to talk and worry about it after hours with friends and family. Their outside interests are not as meaningful as work and they identify primarily as their occupation - for example, “I am a lawyer” not “I am a father”.
They are perfectionists who sweat the small details more than other team members. They seem emotionally charged, which might manifest through anger, tears, moodiness, depression, insomnia or acting “wired’. They react erratically rather than responding logically. They are so caught up in their job they don’t notice social cues or what’s going on around them.
Workaholics can also become manic and poor at delegating, adds Holmes. “They might become short-tempered or less tolerant and polite,” she says.
Remedies to help workaholics get a life
To help workaholics get a life, managers can take simple first steps, says Leibovitch, such as walking around at five or six pm to switch off lights and encouraging staff to go home, or chat with them about why they are staying back.
Some other steps to deter workaholic behaviours are:
• Give praise and recognition for working smarter not harder
• Establish an Employee Assistance Program that provides access to counseling or coaching if required
• Encourage outside interests or hobbies that build confidence in other parts of life
• Encourage breaks and discourage eating at desks
• Provide access to stress relief classes at lunchtimes or before or after work, such as yoga, Tai Chi or massage
information derived from news.com.au
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July 7th, 2008
Industrial Relations Commissioner Barbara Deegan has been appointed to finalise a review of the 457 visa by the end of the year.
New laws to reform the visa program are expected to increase costs for employers and make the system more difficult to use.
With sponsorship taking approx 3 months currently I cannot begin to understand what they could do to make the process more difficult. The inability to speak to case workers costs time and money with staff having to follow up repeatedly for updates on applications.
A discussion paper was released this week outlining a number of reforms that could become part of legislation later this year. This includes paying for travel costs, migration agent’s fees, professional registration costs, and health insurance and education costs for children.
These costs to sponsor an employee and their partner and 2 kids could very well make it cost prohibitive to move forward. Does this mean that employers will start to look for single applicants only to keep the cost down?? This opens a whole other can of worms.
Employer’s that exploit the system will also be targeted with a proposed maximum penalty of $110,000 fine and/or 10 years imprisonment if providing false or misleading information.
Employers found in breach of their obligations that reoffend or fail to remedy the situation may have their names published by the department.
It seems that someone has to take a long hard look at the current system and ways of improving it making it easier for employers, candidates and the governing body.
Let’s hope that Barbara Deegan is the one to do it.
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