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Building a dream team? It’s time to give candidates the TRUTH!

Why on earth would top talent from your biggest competitor want to join you?

Working with a close client of ours this week talking talent and transformation made me think.… ‘The golden egg’ of candidates is considering a new challenge, your company would be an excellent fit, but what do they really know about working for you?

The truth is – not much. For the best part of a working week they are in direct competition with your brand.

90% of their company banter is around how their managers would never work for you…

“their service levels are shocking”

“It’s death by micro-management”

“it’s a horrible working environment”

So what are we doing to counteract and pull the wool from the eyes, other than a standard issue job advert that stands out about as much as an outfit in Mr. Bean’s wardrobe.

The difference in reality vs fiction when running a successful talent engagement strategy can be stark. How we engage, retain and communicate with that talent will ultimately define our success in creating a successful employee value proposition.

A couple of bullet points to set the scene…

  • Attracting talent is hard – the way people interact with brands differs from candidate to candidate.
  • Lots of businesses are trying to be the best when it comes to brand perception
  • It can sometimes feel like a thankless task if engagement is low for a particular job advert or social post


When considering social media as one vehicle for attraction, the first failing of 90% of those companies is that they lack the consistency and quality of regular, engaging content to start driving traffic towards the role or bench you are looking to create.

What type of content should I post?

  • People want to work somewhere POSITIVE – Don’t be afraid to release photo and video content praising or recognising individual or team success.
  • Talk about business goals and what culture the brand is looking to drive internally – not what you’re selling as that makes up 90% of the content the marketing team is already releasing!
  • Celebrate collaboration between internal teams… project the image you are working to implement.

Make it personal, don’t regurgitate a generic company advert as you will see next to no engagement in comparison to a personalised story around why the brand is looking to hire.

Make yourself available for a conversation, this gets CV traffic coming into the business and people feel like they are applying to YOU as opposed to the “attract team” which can be impersonal and difficult to generate candidate loyalty.

What happens afterwards?

If your content strategy and candidate journey is on point, you should see an influx of active and RELEVANT applications!

Collect as much specific candidate data as possible and communicate with regular, interesting internal content to maintain engagement. (competitors just DO NOT DO THIS – you can be ahead of the curve)

When you have formed a dream talent bench, keep in touch with them monthly and make sure you are the first option when they decide to push the big green button of a career move.

Remember, consistency and dedication to the cause is key. Don’t have time…. Outsource it, delegate it to a trusted colleague, just don’t forget it!


Thoughts on a postcard…

Unsocial Media

Social media, or as I like to call it, unsocial media (early in the piece for a dad joke isn’t it). Love it or hate it, social media platforms such as Facebook, Instagram and Twitter have given everyone access to forums in which they can speak their mind when and how they deem appropriate. We chase the immediate gratification of a like from a friend, or a comment on your post about how bad our manager is, but who else is watching?

Personally, I cringe at the occasional off the cuff rant that pops up in a form of a Facebook memory from time to time, quickly delete it and hope that no one saw it. This is all from a time when we probably didn’t understand the impact these platforms would have on our lives. If we knew then what we know now, we’d surely think before posting right?

Now more than ever the use of social media by employees have the ability to profoundly affect the reputation of an organisation. Regardless of whether the posts are made outside of work hours or only viewed by a limited number of people if the comments cause damage to the employer or breach an express term of an employment contract then they could be grounds for a termination of employment.

Just this month, the High Court of Australia will hear an appeal about the dismissal of a government employee for tweeting highly critical comments of the government, her employer. The case will grapple with the obligation on an employee to discharge their contractual duty of loyalty and fidelity balanced against any so-called “freedom of speech”.

The employee will argue, among other things, that her tweets were anonymous and in her private time. Among other things, the High Court may consider:

• whether a distinction between “open” and “anonymous” tweets is valid; and
• whether an employer requirement to behave “at all times” is reasonably appropriate and legitimate.

Whatever the ultimate outcome, the facts of the case serve as a good warning to both employees and employers. There is no free-standing freedom of speech in Australia like other countries.

So, if you’re having a bad day at work think twice about turning to our old friend the internet for a few cheeky likes remember, it’s easy to get caught up in the moment, flustered by an argument or angry about unfair circumstances. However, issues are often fleeting; once you’ve posted, it’s there for all to see!

Sydney Software Sales Consultant $90,000+

Logical are working exclusively with an applicant tracking/recruitment software vendor in Sydney. Together we are searching for their next super star in their business development team!

This business has one of the most advanced platforms in the market and is used by both recruiters and corporate establishments in tracking and monitoring applications throughout the full candidate life cycle and more. It integrates seamlessly with the likes of LinkedIn, Seek and has been established for over 10 years. There’s a new management team with big ambitions for the offering and are looking for a like minded individual to represent the brand and take it to market. Some of these ambitions include new software releases and products so your portfolio is always expanding.

The ideal candidate will have experience in selling SaaS or HCM/HR software solutions. Their sweet spot is within organisations that have up to 500 users with their offering being available across multiple year contracts on a license/subscription model.

As this is a new business led role where you will typically be targeting SME’s and recruiters so we are looking to speak with those who have experience in this field. Experience in recruitment or HR is preferable but not essential so still come speak to us about this opportunity!

Contact me to learn more about the business, offering and culture or send your CV for consideration to

Apple takes on Netflix

I’ve had an iPhone for a little over 6 years and at the time of its first release I believed it was the best thing ever and everyone wanted one. Over time other models have stepped up offering exceptional cameras, video quality and setting a whole new standard for must have devices. As a result of this Apple reduced its revenue expectation in China for the first time in 16 years!  Clearly the must have device is no longer enough for the likes of you and me and we are looking at other factors.

As the focus has always been on the next must have device, I was surprised to learn that on March 25th, 2019, Apple announced a new approach! It’s no longer just about the capabilities of the device but they were showcasing that they are drawing their attention to an initiative that will compete with the multibillion-dollar industry of content where brands like Amazon and Netflix have thrived.


Personally, I don’t see how Apple can take on Netflix and win as Netflix is embedded in my life. It’s also embedded in the lives of those around me, so they’d need some awesome content. I remember Apple trying to play in this space previously with ‘Planet of the Apps’. If you haven’t seen it… your not missing much. What did surprise me however is that Apple won against Netflix on several bids for shows so it all seems possible! They have made deals for 12 projects so far with 9 of them being ‘straight-to-series’, creating programming that skips the ‘pilot episode’ stage. Bold or risky, you decide!

Well there is limited information available as over half of the people who have had dealings with Apple have been sworn to secrecy and can’t speak publicly. What I can tell you is that Apple are building a 128,000 square foot headquarter for its entertainment division in Calif. The expected budget was $1bil but they’ve exceeded that and got names on board that include Gwyneth Paltrow, Jason Momoa, Brie Larson, J.J Abrams, Steven Spielberg and Reese Witherspoon.

The new office is led by two former Sony Television executives Jamie Erlicht and Zack Van Amburg and led by VP Eddy Cue! These guys are more than open about feedback on the individuals involved and the shows but the marketing and roll out plans have been kept under tight wraps which gives this a mysterious awe and curiosity about it all.

So, what are your thoughts? Do you think Apple has what it takes to compete or even replace Netflix?

Sydney UX/UI Designer (Salary negotiable dep on exp)

We have a permanent opportunity for a fast growing and well-established business based out of Sydney CBD. As a business this a remarkable chance to grow as they do as this is the first role of this nature in the organisation. This means it offers a fast track to leadership opportunities on the back of success. There is a lot of Autonomy in the business and they want someone who isn’t afraid to be heard and wants to have an impact of new strategic initiatives as well as asking the right questions to get the job done.

Working with the Program manager you will work closely with a team of 23 to successfully launch and improve web and mobile applications. You will be responsible for driving the design and end user experience/journey of products that include mobile, web and applications. We need someone who has experience and can demonstrate a portfolio across all three areas.

Hands on coding experience is not required as you have an extremely efficient team beneath you, but you need to understand the languages and tools required.

  • Create high quality mockups and prototypes
  • Utilise HTML, CSS and javascript/jQuery to bring to life certain interfaces for our web and mobile applications.
  • Implement responsible principles to ensure applications render well across multiple devices and form factors.
  • Write functional requirement documents and guides
  • Ensure high quality graphic standards and brand consistency
  • Promote usability best practices
  • Good knowledge of web development tools and programming languages
  • Experience with HTML, CSS/less/sass and javascript/jQuery
  • Familiarity with browser testing and debugging
  • Expertise with user experience techniques such as rapid prototyping, journey mapping and storyboarding
  • Use and be experienced with Bootstrap Version ¾
  • Expert knowledge with software like Adobe Suite, Photoshop and Mockup Tools (ie Balsamiq)
  • Awareness of new digital technologies and aspiration to combine usability with visual design
  • Ability to perform well in a fast-paced environment
  • Worked with Agile/Scrum

To learn more about this opportunity and the business please send your CV to or call Debbie on 04219 66295 for more information.

Customer Service/Support Executive $60,000 + in Perth

We have an opportunity to join a global technology business and a unique chance to work with one of their key customers locally in Perth.

This role offers the perfect chance for you to expand your career into the ever-growing market of technology. Roles of this nature are few and far between so don’t miss your chance and come speak to me and learn more.

Working in a team of 6, your role will be to support several senior account managers in day to day duties such as quotations, support, purchase orders and responding to customer queries. You will attend meetings on a weekly basis with some of Australia’s most reputable businesses as well as key stakeholders internationally in providing reports and feedback.  As your knowledge and skills develop you will progress into managing one of their largest customers a nice pay increase as a reward!

The ideal candidate will have worked in a similar environment and have some exposure to tech, but this is not essential so still give me a call to find out more. Attitude is the most important part of this role!

Please send your CV to or call Debbie on 04219 66295.