Our prime area of strength lies in building long-term relationships with both clients and candidates. We have an aptitude for sensing talent and have led many successful searches for high-calibre and hard-to-find candidates.

We have developed specific long-term programs to ensure Semmens Executive Recruitment attracts high-level and specialised staff in a competitive recruiting market.

We are acutely aware of the need to win the confidence and respect of our candidates and strive at all times to provide a high quality service to you. More and more employees look to us to assist them with their next career move because they trust our confidentiality. They respect our professionalism and knowledge of the jobs market. They know our agency will seek out the jobs to suit them.

Our focus is not just to match candidate?s skills with job criteria but also to expose their individual effectiveness in the workplace. It is what we call holistic recruitment which not only encompasses skill sets but knowledge, attitude, behaviour, relationships with manager, relationships with co-workers, and output/results. 

At Semmens Executive Recruitment we are passionate about recruitment and ensuring that our clients have the best information to make the right hiring choices. We believe in building strong client relationships to the point where we are often seen as an extension of their Human Resources Department.

Our candidate?s selections are based on not only understanding our clients business but also knowing it. Knowing their goals, their future directions and their culture. We listen to our clients needs providing real staffing solutions. We present resumes of qualified candidates for each role and if we do not have anyone suitable we advice you immediately.

All of our candidates are highly valued and we do our utmost to treat them, as we would wish to be treated. There is no greater satisfaction in placing the right candidate in the right role and watching them develop personally and professionally over several years.

To any candidate that registers with us we make the following commitments:

1. Your resume will be treated with the respect and professional courtesy it deserves.
2. Every effort will be made to match your background and professional skills against current and anticipated needs.
3. You will be informed as soon as a decision is reached as to the next step in the process.

We cannot guarantee every applicant an interview, but we can promise that we will treat each person, as we would wish to be treated ourselves.

Recruiters often forget that recruitment search and selection is a people business and not a numbers business! At Semmens Executive Recruitment we look after the people and the numbers look after themselves! 

Many recruitment companies processes are centered on the most basic part of recruitment which is simply matching candidates skills sets with the job criteria provided by the client. We believe that recruitment and selection of exceptional staff is much more than that.

At Semmens Executive Recruitment we focus on encapsulating all elements of a candidates makeup to ensure the best possible fit for the role. Each candidate we present for interview has had an in-depth profile analysis with information gained from interviews using the latest in behavioral interviewing techniques.

Aside from the critical skills and knowledge required for the role we assess our candidates on five key criteria:

1. Commitment
2. Interpersonal Skills
3. Major Relationships
4. Job Satisfaction
5. Output/results - Achievements

Yes our selection process does take more time. However, it gives clients a higher probability for success that the person they choose for the role is the most suitable candidate.

How important are these factors in recommending/appointing the right person for the position?

The Candidate

• How the candidate is likely to behave in the job?
• How the candidate communicates?
• What are the candidates? motivators?
• What is the candidate likely to avoid?
• Who is the ideal manager for this candidate?
• Do they have the reasoning capacity equal to the job requirements?

The Position

• What are the behaviours required in this position?
• How do the stakeholders perceive the position?
  • Direct Manager
  • Direct Report
  • Peers
• What is an appropriate behavioural profile for the position?

The Team

• What individuals profile best fits the team requirements?
• How do the final candidates match the team requirements?

If you don?t know the answers to these questions when recommending/appointing a candidate, it?s in your and your organisations interest to review how the Extended DISC® suite of tools can assist you!

The Extended DISC^© Suite of tools for Recruitment

Extended Disc Job Analysis

Extended DISC® Job Analysis is a tool for collecting information to support better decision making. It is used for increasing understanding, identifying differences in opinions, designing job contents and solving managerial problems. 

Extended DISC® Job Analysis is always part of a development process; either recruitment, organisational development or another project that aims for improving the organisation?s performance. 

Most managers are not trained to assess the behavioural requirements of a job. Maybe this is the reason why it seems that most failures in jobs are not based on lack of professional skills but on people and communication problems. 

In most applications the Extended DISC® Job Analysis results are compared to Extended DISC® Personal Analysis results. 
In those cases Job Analysis builds a framework to which Personal Analysis results are then compared. 

The Extended DISC® Job Analysis provides the organization with a valuable, otherwise often hidden knowledge and information that is crucial in learning how to structure the organisation for maximum efficiency.

Extended DISC® Reasoning Analysis

Extended DISC® Reasoning Analysis is most often used in situations that require measuring a person?s future development potential as one additional factor influencing it. 
 
Typical application situations are: recruitment, internal transfers & candidate screening.

The reasoning skills are essential to many intellectual activities, such as critical thinking, problem-solving, creating and applying.

Critical thinking or reasoning is the intellectually disciplined process of actively and skilfully conceptualising, applying, analysing, synthesising, and/or evaluating information gathered from.

In its exemplary form, it is based on universal intellectual values that transcend subject matter divisions: clarity, accuracy, precision, consistency, relevance, sound evidence, good reasons, depth, breadth, and fairness.

It entails the examination of those structures or elements of thought implicit in all reasoning: purpose, problem, or question-at-issue, assumptions, concepts, empirical grounding; reasoning leading to conclusions, implications and consequences, objections from alternative viewpoints, and frame of reference. Critical thinking - in being responsive to variable subject matter, issues, and purposes ? is incorporated in a family of interwoven modes of thinking, among them: scientific thinking, mathematical thinking, historical thinking, anthropological thinking, economic thinking, moral thinking, and philosophical thinking.

Components of Extended DISC® Reasoning Analysis

1. Abstract Logical Reasoning
2. Understanding Logical Processes
3. Visual Reasoning
4. Understanding Social Context
5. Numerical Reasoning

Extended DISC© Work Pair Analysis

Extended DISC® Work Pair Analysis is a tool mainly for the work pair to learn to know each other, to develop their way of working together, and to solve/prevent communication problems.

The results of Extended DISC® Work Pair Analysis can be interpreted either by the work pair, by the manager of the work pair or by the person participating in the recruitment process.

Extended DISC® Work Pair Analysis goes beyond organisational status, possible age differences, or any other circumstantial factors that would prevent the two individuals from communicating openly and understanding each other. It considers everyone as an individual with natural tendencies that are compared against other individual?s natural tendencies.

It gives a quick introduction to the two people. A few of the applications of the results include:

• To get an overall picture of the similarities and differences between the two people
• To function as a discussion basis for a discussion facilitated by an Extended DISC® certified user

Extended DISC® Work Pair Analysis helps the individuals to better understand each other and lays a solid foundation for a more harmonious and productive unit.

We don't see things as they are; we see things as we are." Anais Nin

Also enquire about Extended DISC® User Certification training for your HR or Recruitment staff! Creating a dynamic and comprehensive internal assessment solution for your organisation and for your clients.

For further information on how to improve your recruitment process and achieve more successful placements, Contact Us today.

In case you hadn?t heard we are now officially in tough economic times. Many organisations are directing managers to cut back, focus on the important stuff and forget non-essential activities. They believe that this is not the time to spend money or outlay effort on activities that are ?nice to haves?. We all need to get back to basics to ride out the storm.

I agree but I also want to issue a word of caution.

Just because we are experiencing an economic meltdown doesn?t mean we also need to have a morale meltdown. If you are a manager or business owner and you believe that employee engagement is one of those ?nice to haves? that you will be putting on the shelf for now, then you are on the wrong track. You need to avoid going into crisis mode because it will take you longer to recover . . . and we will recover.

Market recovery is all about confidence and so is ensuring your team stays engaged. In these times engaged staff are even more important because they are a direct link to the life blood of your business, your customers. When customers are more cautious about spending money they are also more careful about who they spend it with so the type of service that might have been acceptable during the boom will not see you through the bust.

In fact I believe that now is the time to ramp up your efforts to keep people engaged. An engaged workforce is a long term, sustainable competitive advantage that requires investment in good times and in bad. Just like market analysts are suggesting now is the time to buy shares rather than sell them, I am suggesting that now is the time to do everything you can to attract and retain good people rather than simply focus on reducing payroll costs.

So what should you do? Here are my tips for keeping people engaged in tough times:

Focus

I believe that one of the most crucial factors in the health of your business will be avoiding a survival mode mentality because it will flow onto your staff, customers and suppliers. You need to get your team to focus on what they can do rather than what they can?t do and to stay in action mode.

Communicate

Now is the time to be talking to your people. In my ebook ?8 conversations that engage? (free at http://letsgrow.com.au/clients_only ID letsgrow, Password re-engage), one of the 8 conversations is around the importance of discussing major events with your staff. Our current situation is what I would describe as a major event, one that is impacting on the personal and professional lives of employees at all levels of organizations. Rather than leave it up to employees to guess what is likely to happen in your organization, sit down and update them because nothing destroys engagement quicker than the rumour mill!

Analyse

Put a microscope on your business. Examine everything starting with policies, procedures and practices, before moving onto customers, suppliers and staff. It is time to stop doing the things that don?t work and start doing more of the things that do. Find out where you are wasting time, money and effort . . . then fix it. Yes, this may mean getting rid of the wrong people, whether they are internal or external to your business, but now is not the time to carry people who don?t perform.

Involve

 Get your staff to help you come up with innovative ways to do business during difficult times. Whether it is suggesting cost savings, efficiency gains or new products and services more tailored to current conditions, your staff can be an excellent source of good ideas. Not only do you get input on business practices, you also help to create attachment to the organisation because people who are committed to implementing a great new idea are less likely to leave when things get tough.

Karen Schmidt from Let?s Grow! is the re-engagement expert. Her mission is to help you refresh, reignite and re-engage your team for success. To book Karen for your next conference or professional development event contact her on 0411 745 430 or visit www.letsgrow.com.au.