C-Suite – Persona

HR Manager
Bernice

My role isn’t just about the time to fill roles or retention. It’s about how people develop in our organisation

My role
I strive to position the company as an industry leader – attuned to market and competitor trends. I am time poor and often under the pump in a fast-paced environment.  I am passionate about balancing the overall experience between employees and clients.
My mission is to help grow the size and revenue of the business.
When selecting a partner
INFLUENCER

I am the senior decision-maker that reviews a business case for a candidate to give the final sign-off

BUYING PROCESS

I rely on and trust in my Hiring Manager to present me with suitable candidates that will be the right fit

Success to me looks like …
What we struggle with…
Why I struggle with SEEK…
Goals

What my team and I need to achieve…

REVENUE GROWTH
Winning more opportunities that result in revenue growth

COMPANY CULTURE
Striking the right balance of resources for positive employee and customer experience
THE RIGHT TALENT
Having the right person for the job at the right time, for the right money
EMPLOYER OF CHOICE
The company is known as an employer of choice, attracting talent and customers
TRANSPARENT DATA
Not having enough transparent data into competitor and market trends

TALENT RETENTION
Retaining entry to middle management staff

UPSKILLING
Providing staff training to help grow our organisation's skill offering


JOB ROLE DEFINITION
Not defining job roles accurately with the right internal stakeholder before advertising​

Challenges
Challenges

What keeps my team and me up at night…

Drivers for change
  • Better applicant filtering before interviews (either from a platform or internal recruitment team)​
  • Better data penetration on gender, brand/customer/employee sentiment​
  • Personalised data from account managers
Objections to change
  • No one is doing recruitment differently but I’m not entirely sure what ‘different’ looks like​
  • Struggling to accurately forecast a budget with inconsistent pricing models

 

Key Traits
01
STRATEGIC

Business decisions are made based on what resources are needed to grow revenue

02
RESULT-DRIVEN

Appreciates proactive data that can inform business decisions 

03
TIME POOR

I struggle to find time for the recruitment process with my busy schedule. I only want to meet the top two candidates​

04
COMPETITIVE

I am want to beat our competitors for the right talent

My references and expectations
Where I live online
Staying up to date with trends
  • ​​Digital magazines​
  • Emails​
  • ABS data
  • Analyst houses eg. Forrestors, The Economist, Gartner
My influences
Helping me think
  • ​Market trends eg. how many people looking, prices being paid etc. ​
  • Internal website data​
  • Job board data​
  • Industry word of mouth by trusted colleagues
  • Australian Industry Group​
  • DCA, Pride and Diversity, AVANTA network group, Reconciliation Australia 
  • Specialised research agencies such as Unis (Swinburne, UQld)
What I expect from partners
My recruiting information is influenced by:
  • Being proactive rather than reactive ​
  • Proven success in job filling
  • Clear pricing models and valuable add-ons
  • Helping our organisation stand out from our competitors

What I’ve been reading recently

Introducing Planning Assumptions 2021: Seizing Opportunity Amid Disruption

Why companies need middle managers

Distribution of jobholder and employer characteristics

Using Training and Development to Improve Productivity

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