HRD TV brings you closer to the industry's most influential leaders and thinkers. Click on the videos below to watch the interviews:

Showing 37 - 41 of 41

Online recruitment a challenge Indeed

Cutting through in the now crowded space of online recruitment can be intimidating. This week HCTV speaks to Rony Kahan and Chris McDonald of to find out how they are helping recruiters adapt to the changing market.

Video transcript below:

Rony Kahan, Co-founder and CEO
Rony Kahan:
 Our philosophy has been if you do this specially for a job seeker, job seekers will come to you, if you have all the job seekers coming to you, then the employers will follow because they are currently looking for the best job seekers.

Reporter:  In the overcrowded space of online recruiting, carving your own path is increasingly difficult. have cast their net wide and taken on a simpler and more accessible model, they’ve never choose to change in Australian jobs market.  

Rony Kahan:  We are very focused on really customising the job search experience in Australia for the Australian market and making sure we take this solution to employers here of how to advertise in a different way.

Chris McDonald, National Manager,, Australia
Chris McDonald:
 Mobile technology is certainly going to be very prevalent in search for the job seeker.  Increasingly we are seeing people turn to mobile devices when they are looking for a job.  Australia of course has a very high penetration in the mobile space.  They are early adopters and you know job seekers are no different than other users within the market.  So increasingly they are turning towards mobile devices to fulfil their job hunting needs.  Obviously from a recruiter perspective, it’s important that they start to think about mobile, when it comes to advertising their vacancies and have to consider the user habits of those job seekers when they are looking for a career.

Rony Kahan:  Traditionally the way job would work is a company will post a job, they will pay $300, $400 and they may get one application or they may get a 100 applications.  With Indeed it’s a pay per click model.  That means you only pay for the traffic we actually drive that job.  So it’s very flexible and very cost effective for the employers.

Chris McDonald:  One of the things that we are really encouraging that we are seeing in the Australian market is more of a focus on tracking, exactly how the recruiting is going.  So rather than just simply placing ads, you know online or on a job board or traditionally in a newspaper for example, they are getting much more, much deeper in their requirement to actually track the behaviours of their candidates.  They want to understand the cost per application, they want to understand how much it costs to actually bring that candidate into the business.  So that is certainly a benefit from our model in the sense that you are only paying for the applications or the clicks that you are getting.  So therefore obviously it’s a much more measurable and probably a fairer way to do business to start to recruit candidates.

  • People culture: Diversity lesson for leaders a no-brainer People culture: Diversity lesson for leaders a no-brainer(views13720)

    There's clear links between a diverse workforce and high performance - it's up to HR to ensure business leaders understand the business benefits of diversity. We speak to Jerry Sadlowski of Deloitte Consulting, Katriina Tahka of Diversity Council Australia and Steve Rowe of IAG for their thoughts on fostering diversity.

  • Mining boom: HR strikes gold with big data Mining boom: HR strikes gold with big data(views17012)

    Big data is revolutionising the world of HR - so how can you use it to make strategic business decisions? John Hansen of Oracle, Vaughan Paul of Optus and Barry Thomas of Cook Australia tell HCTV about the latest way to gain insight into your workforce.

  • Report card: Performance management techniques that work Report card: Performance management techniques that work(views13223)

    Managing staff performance is part of the job for HR - but are there any tried and true ways to perfect this function? We speak to Dawn Tsoubos of CUA, Moira Herbert of Nielsen and Peter Coyne of Crown Melbourne for their thoughts on ensuring staff are up to scratch.

  • Value add: How to prove HR initiatives are paying dividends Value add: How to prove HR initiatives are paying dividends(views12133)

    There's no doubt an engaged workforce is a productive one - but how can you prove HR initiatives are good investments? We speak to Peter Coyne of Crown Melbourne, Lee Golding of Travelport and Craig Mason of The Next Step for their thoughts on showing the value of staff engagement programs.