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We keep hearing about the war for talent… “Today it’s not just challenging, it’s downright hard and complex,” says Jacob Morgan on Inc.com. In this article published on Harvard Business School’s website, Ed Michaels, Helen Handfield-Jones, and Beth Axelrod – authors of The War for Talent – are quoted as predicting that “the crucial force that will make or break firms in the next two decades will be their ability to attract, develop, and retain managers at all levels.” Clearly hiring talented professionals is more competitive than ever (not to mention the significant costs associated with staff turnover). Not just… Read More
Q: Are you missing out? A: If you don’t have the Expr3ss! widget on your website career pages, you probably are. Q: What’s the Expr3ss! Widget? A: It’s a few lines of code you can copy/paste into your website that display your current Expr3ss! jobs right there within your website in real time, always up-to-date. Q: Why is it important? A: We’re seeing an increasing trend for job applicants to look for jobs on your company website. Even if they find the job on a job board (like Seek) or a free Job Aggregator (like Indeed or Jora), they’ll navigate to… Read More
If you already know what success looks like in a specific job based on the characteristics, behaviours and attitudes of people who’ve done well in it, why not use that to inform your next recruitment for that very same job? It’s all data and information that you already have within your Expr3ss! service anyway, so why not put it to good use? The idea is not to hire carbon copies of the people already successful in role but to help you provide a more diversified shortlist for the job. By using an applicant’s rating within Expr3ss! to pinpoint applicants already… Read More
I’m a big advocate of hiring for behaviours and attitudes, and training for skills. This means, doing your utmost to match the right people to your business, rather than relying on a CV. CVs and job titles are rarely an accurate representation of an individual, their attitudes, and whether they will be successful in role. Nor are interviews, as reported in the New York Times recently http://nyti.ms/2ouIA3P How can you take this one step further to ensure you’re hiring not only for the right behavioural fit, but also individuals who really want to be there? How can you distinguish between… Read More
Expr3ss! is pleased to announce that predictive hiring technology is once again disrupting the status quo and improving the way companies staff up. Goldman Sachs recently announced a major overhaul of its student recruitment efforts. For the first time in its history, the global investment goliath ceased first-round interviews with undergrads on college campuses. Instead, Goldman Sachs reviewed its recruiting process and decided to leverage technology to find the best candidates. “The question is who is the right student? And when I say ‘right’ (I mean) who’s more likely to have a longer-term career at the firm and fit… Read More
At Expr3ss! we consider our customers to be our most valuable business asset. Do you? If so, what are you doing to nurture your customer assets? Provide a superior experience for your customers and they will make you their “go to” solution. They will also become your advocate and a de facto member of your marketing team, likely to refer more customers to you. If you haven’t been focusing on your customers, it’s time to change your point of view— and maybe your employees. Forbes Secrets for Becoming Customer-Centric If you take the time to build a customer-centric culture in… Read More
When Expr3ss! wants to know more about what’s top of mind for the tech industry’s key innovators, our team turns to TechCrunch Disrupt. TCD is a recognised authority in identifying game-changing advancements that create technological disruption, “whereby a (smaller) company with fewer resources is able to successfully challenge incumbent businesses.” Technological disruption could use some re-branding. For most people, ‘disruption’ has a negative connotation. The changes caused by technological disruption are transforming various industries for the better. In the recruitment industry, digital disruption is helping recruiters become more productive and more effective. 100% Digital Recruitment, Says Business News Increasingly, predictive hiring… Read More
InDaily certainly thinks so. Earlier this year, the news outlet partnered with Solstice Media to present “Disrupters,” where Expr3ss! Co-founder and Chairman Glyn Brokensha was a featured speaker. Nearly 200 business owners, innovators, and entrepreneurs attended the event to listen to inspirational leaders like Dr Brokensha, who have enjoyed exponential business growth through disruption. In addition to comments from Dr Brokensha, the audience heard about the ground-breaking paths taken by some of Australia’s most distinguished disrupters: Vinomofo Co-founder and CEO Andre Eikmeier Joust Co-founder Mark Bevan Blue Sky Venture Capital Investment Director Elaine Stead Uber General Manager Australia and New… Read More
Many employers have been brainwashed by the myth that recruitment and retention are difficult because there are no good candidates. How wrong they are. The truth is outstanding candidates are being routinely overlooked. Why? It’s the result of antiquated recruitment and staffing practices that fail to identify top prospects. Expr3ss! developed its predictive hiring technology to help our customers quickly and cost-effectively match and pinpoint applicants with the right skills, attitudes and cultural fit. It’s web-based Australian software and a proven recruitment and retention process that works for any business. Why Employers Miss the Golden Needles in the Talent Haystack… Read More
Recruitment and retention is an essential business and can, if not carefully managed, add tremendous time and financial costs to a company. This fact makes it critical for small businesses, in particular, to establish processes and protocols that control those costs. It turns out they’re doing a great job. Small businesses work aggressively to identify prospective hires who fit the culture of the company and love coming to work every day. They build cohesive teams where owners work actively to retain their people. For example, employees at Monaco’s delicatessen in Melbourne enjoy a home cooked meal each night. The company’s… Read More