Paul Greenaway has not received any gifts yet
Man what a day.... sorry, it's late I'm writing this, but I just arrived at home. (took a few more days, went back to work, and now finished this)
But back to the start of my day...
Great start... woke up without the sound of crying (I have young children... this is a perfect start of a day!)
Then... awesome breakfast provided by the #atcsyd guys (the…
ContinuePosted by Dan Nuroo on May 30, 2012 at 0:37
If you're reading this and you haven't been able to attend this weeks #atcsyd (the Australasian Talent Conference in Sydney this week) there's a couple of things I'd like to say. Well, firstly, "sucks to be you" :), secondly, I apologies for the large input on my twitter feed and thirdly, better…
Posted by Dan Nuroo on May 25, 2012 at 0:47
For those who read my blog, you'll know I've recently changed jobs, and I've been pretty slack in posting here in the last year. Some will say "again?" others have been congratulatory, I have to say it has been an interesting experience. I'm 37 years old and I'm into my 5th professional job (not counting the moss farming, kitchen hand and service station attendant during University and high school). Being the new boy again, facing those nerves of the unknown, will they like me? will I…
ContinuePosted by Dan Nuroo on December 30, 2011 at 1:43
Last Friday, after two days of excellent workshops and presentations at the Australasian Talent Conference's annual Social Media event, I attended the inaugural The Recruiting Unconference (TRU) Australia in Melbourne. I shared a taxi to the TRU venue, the Royal Melbourne Hotel, with the founder and conference dis-organiser of TRU, Bill…
ContinuePosted by Paul Jacobs on December 6, 2011 at 20:30 — 1 Comment
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This is certainly a hot topic around the industry! The NZ market is quite unique and Print remains a strong feature for recruitment schedules. In the US (and UK to a lesser extent) the fragmentation of the market has lead to some interesting developments i.e. localised job boards etc. but size of our market will always make this hard for new players.
The key for recruitment is always to reach talent and I feel Print will always have a place here - it is the media mix that's important, getting in front of passive and active candidates in our tight market.
Welcome to the group! Interested to know your thoughts at Haines on print recruitment advertising and the effects that emerging technologies is having on this traditional medium, if any?