The Recruitment People AU

19/10/2026

A wonderful achievement worth celebrating!

Congratulations to Renee Brescianini, founder of Enriching Lives Foundation, on receiving the 2026 Social Impacts & Community Leadership Award at the Gold Coast Women in Business Awards.

It's always lovely to see people making a positive difference in our community receive the recognition they deserve and our Principal enjoyed being there on Friday to support Renee and share in the celebrations.

Well done to Renee and the entire Enriching Lives Foundation team!

16/10/2026

An employer is looking for someone who can develop new business.

An experienced salesperson believes that's exactly what they've been doing for years.

They discuss achievements, targets and sales results. Everything sounds promising, and both feel they've found the right match.

But what if they're talking about two very different things?

The best salesperson isn't necessarily the best salesperson for the role you need filled.

It's an interesting distinction, and one that came up in our latest Recruitment Live when our Principal shared a real recruitment experience.

Worth a listen - if you're recruiting salespeople, or considering your next sales role.

🎙️ Watch the Recruitment Live replay:
https://buff.ly/7rjCucz

14/10/2026

October's SEEK figures are in - and there's an interesting change in direction.

After two months of growth, our latest figures tell a different story.

But when we compare October with the same period last year, there's more to consider.

Explore the figures reveal, alongside the latest Australian employment news.

Read our October Job Market Update.

🔗https://buff.ly/nSqi88a

October 2026 SEEK job ads fell 5.8% but what's the real picture looking at last year? Explore the latest employment trends.

12/10/2026

Your sales team is hitting its targets. Business is good. Everyone's happy.

Meanwhile, a potential customer is waiting for a call back. Another has received a proposal but hasn't heard anything since. Someone else was interested in becoming a customer but eventually gave up waiting.

The sales team is busy looking after existing customers and closing new business. The manager is reporting healthy results and there's no obvious reason for concern.

But those customers who quietly disappeared may never come back.

And with them go potential repeat business, recommendations and relationships that could have helped the business grow.

Perhaps the team needs more support. Perhaps the business has outgrown its current structure. Or perhaps opportunities are being neglected because everyone is focused on achieving the targets already set.

The business looks successful. But how much more could it be achieving if someone understood what was being lost?

09/10/2026

Sometimes someone's capability is ahead of their job title.

They might already be leading people, solving problems and taking on responsibilities beyond their position.

But when the next management vacancy comes along, they're overlooked because they haven't held that title before.

Previous experience matters. But so does recognising when someone is genuinely ready for the next step.

Have you ever given someone that opportunity and watched them thrive?

07/10/2026

Don’t you hate it when you give a recruiter a salary budget…

…and they send you candidates who want more?

The brief is the brief.

If a client sets a budget of $X, a recruiter’s job isn’t to continually present candidates at $Y and expect the business to find the extra money.

But occasionally, there’s a candidate who genuinely needs to be seen.

A recent management search was a perfect example.

There were two excellent candidates who matched the brief, including the salary expectations.

Then there was a third.

More experienced. More capable than the role required. And, yes, more expensive.

But understanding the client’s business, their ambitions and what they were trying to achieve made it clear that this candidate could potentially bring significantly more value to both the role and the wider business.

They could have been screened out simply because they were over budget.

But doing that would have removed the client’s opportunity to decide whether that additional value was worth paying for.

So all three candidates were presented.

The client was clear on why the third candidate sat outside the original brief, why they were still worth meeting and what they could potentially bring to the business beyond the role as it had initially been defined.

The client interviewed all three.

They hired the candidate who was over budget - and paid them what they wanted.

Not because the other two couldn’t do the job. They absolutely could.

But once the client had met all three, they could see the additional value the third candidate could bring beyond the original brief.

It raises an interesting question as salary transparency becomes increasingly common in job advertising.

Would that candidate have applied if they’d seen the advertised salary range?

Probably not.

And the business may never have known what it was missing.

Salary ranges matter. Recruitment briefs matter. Budgets matter.

But sometimes the best person for a business sits just outside the parameters that have been set.

That’s where good recruitment goes beyond matching CVs to job descriptions.

It’s about knowing the market, understanding the business and recognising when someone is worth putting in front of a client - even when they don’t tick every box on the original brief.

Because sometimes the question isn’t:
“Are they within budget?”

It’s:
“Are they worth it?”

05/10/2026

When did we stop answering the phone if we didn't know who was calling?

We're certainly not communicating less.

We're just moving between more ways of doing it.

We see it in recruitment.

An unidentified call may go unanswered. Follow it with a message saying who you are and why you've called, and suddenly there's something that wasn't there before.

Context.

For many younger people in the workplace, communicating across different channels isn't a change or challenge at all.

It's simply what they know.

And as they move into management and leadership roles, those ways of communicating naturally come with them.

That doesn't mean we stop picking up the phone.

Sometimes a message gets you to the phone call.

Sometimes an email gets you to the meeting.

And sometimes nothing replaces sitting down and having the conversation.

The next generation of managers doesn't need to communicate exactly like the last.

The new skill comes in knowing when to use each way of communicating — and when not to.

02/10/2026

When you start a new recruitment process, don't start with the vacancy.

Start with the outcome.

What does the business need to achieve?

Growth may call for someone who has built teams or opened markets.

Change may require someone who has actually led people through transformation.

And if there's an urgent six-month priority, the answer may not be an immediate permanent appointment at all. An interim specialist could deliver what you need now while you recruit for the longer term.

Particularly at Executive & Management level, the vacancy doesn't always tell you what the solution should be.

Understanding the outcome first can change the experience you look for, the capability you prioritise - and sometimes even the type of appointment you make.

Start with the outcome.
Then define the role.
THEN, you find the right person.

29/09/2026

You're replacing a manager. But are you replacing the same job?

It's easy to pull out the old brief and start looking for someone similar.

But has the business changed?

Perhaps last time you needed a manager focused on growth, to build the sales team, develop new markets and drive-up revenue.

Now the business is heading in a different direction. You need someone who can lead change, manage resistance and keep good people engaged through it.

Same job title. Very different management brief.

Before replacing like-for-like, ask:

What does the business need this manager to achieve now and going forward?

Because the right person for where the business was, isn't necessarily the right person for where it's going now.

If you're making a Management or Executive appointment, let's talk about what the business needs are right now - before deciding who you need next.

Book a time to chat: → https://buff.ly/XDjh5EZ

28/09/2026

“They looked perfect on paper. Interviewed really well. Had everything we asked for. So why isn’t it working?”

If you now need to recruit their replacement, it's tempting to pull out the old job description and start again.

But first — what have you learned?

Has the role changed?

Were expectations clear?

Was there something about the team, manager or working environment that turned out to matter more than expected?

Understanding why the last appointment didn't work can tell you a lot about who you really need next.

And that can change the brief, the interview and even the type of person you're looking for.

Don't just replace the person. Use what you've learned to make the next recruitment better.

Need some help working out what you really need this time? Book a time to chat with TRP: → https://buff.ly/XDjh5EZ