Robert McMurtrieManaging Director & Founder

Australia and New Zealand’s leading

online community for sport, fitness,

aquatics & recreation

www.sportspeople.com.au

2 minutes about Sportspeople – our credentials to be here today

Job trends in the sport sector.

Some quick data from the Sportspeople Workplace Survey.

Where to find jobs in sport.

Why content rich advertising attracts more candidates.

The importance of the Position Overview.

The benefits of stating remuneration when recruiting.

A Job Seekers Point of View – a summary.

Considerations.

Hey, I’ve only got 15 minutes....

Launched in 1996 as Australia’s first recruitment specialist for the sport sector.

It’s taken 19 years to be an overnight success!

Based on the number of appointments made, the breadth of the roles recruited and the range of organisations we directly assist, Sportspeople is proud to be regarded the No.1 recruiter for the sport, fitness & aquatic sector in the Australia-New Zealand market.

Our International Recruitment Centre is based in Sydney. We have our Operations team + Recruitment Consultants based in Melbourne (Sydney, Brisbane, Newcastle).

Our dedicated global recruitment partners are based in Paris, New York and Shanghai.

All our services ensure we find the best talent including those presently working in and outside the sport sector.

Our recruitment customers are a broad mix of organisations, including those high profile Tier 1 clients with sophisticated, commercialised operating structures, Tier 2 National Sporting Organisations & Agencies and finally, Tier 3 Organisations & businesses operating at the Community or Regional level.

Our primary recruitment is across Australia + New Zealand.

We work internationally - recent global search assignment 35 HP Technical Expert roles for the Qatar Olympic Committee.

Appointed agency for major events such as Rugby World Cup, World Swimming Championships, World Masters Games.

Off boarding agency for 2015 ICC Cricket World Cup + AFC Asian Cup.

Currently assisting WLS – Wyndham City in the team build for new aquatic & recreation facilities – 250 staff.

As the owner/operator of the Sportspeople Jobs Market we have been in the Job Board business since 1999 (SEEK launched 6 months before us).

2,700,000 authenticated users over the past 12 months and more than 50,000 jobs listed over the past decade alone.

We assist leading sport organisations in remuneration benchmarking and will be announcing shortly an initiative with AON Hewitt providing a subscriber based national salary data for the sport sector.

We partner with Revelian to provide employee/candidate assessments including pre-employment + staff satisfaction.

Since 1996 we have managed and published hallmark research into WORKPLACE TRENDS & SALARIES.

And, we write the definitions and salary ranges for the (federal) Dept of Education & Training for national JOB GUIDE (online + published for Year 10).

Less than 3% of job adverts now in print. Sportspeople Jobs Market (since 1999) –

average # jobs = 300 a week & a historical dB of 100,000 jobs.

SEEK. The hidden market - 50%+ filled via referral. LinkedIn. Employer websites – employment/job section. Recruitment agencies.

You operate in a highly competitive market place with lots ofsimilar scaled businesses offering similar careeropportunities.

Ask yourself ... What makes your job better than the next?

The more meaningful information you have available for jobsseekers the more likely you’ll receive a better response rate.

Sophisticated and savvy job seekers research employers.

Job Seekers live, explore and learn visually.

Your story extends beyond the job advertisement itself – yourwebsite, your Career Section and other media (You Tube) allplay a part in building the story about who you are and whysomeone would want to work for you.

Your job advertisement builds & reinforces your brand.

Tell your story….

A role without a detailed Position Overview will fail to attractcandidates appropriate to the job.

A Position Overview ensures the employer has considered theduties of the role, the reporting structure and the qualities ofcandidates they are seeking and prepared to interview.

A Position Overview needs to include:◦ Information about the Employer – This is your chance to market your

organisation and position you and your brand in the market place.

◦ Conditions of work and career prospects for candidates.

◦ Key Duties – what is it you want this person to do.

◦ Experiences, skills & qualifications – things you believe are important to beconsidered for the role. List as Essential and Desirable.

◦ Key Information, including Close Date – How to Apply – Who to contact.

Tell them what you are looking for….

Be clear – precise and avoid ambiguous language.

Tell the story about your business, the job on offer as well asfuture career opportunities... the benefits of working for you.

Include all the mandatory information to ensure the JobSeeker knows Who, What, How and When.

Use links to your website or You Tube as background.

A well structured advertisement will result in better alignedcandidates applying for your job.

A good advertisement will attract good candidates….

The most predictable thing about salaries in sport is the unpredictability.

• Over-supply of candidates. Employers feel they don't need to advertise salary as there will be enough candidates applying.

• Employers want to be able to negotiate down, not up.

• Employers don’t want their competitors knowing what they pay.

• Competition between current & new employees. Employers don’t want their current staff to know what others earn in the organisation.

• Member sensitivity in what is typically a democratically run organisational structure.

SPJM – 41% of jobs listed salary as “public”.

Where salary was listed there were 28% more views.

85% of job seekers found “Attractive” or “Negotiable”terminology misleading or ambiguous.

Remuneration is one of the key elements for most jobseekers.

Candidates self-screen and are more likely to view andexpress an interest in a role if salary is stated.

Sportspeople and most Job Boards allow “secret salary”.

Most Job Seeker services include a subscriber function wheresalary is a primary field.

Salary is critical to outcome ….

Attractive package is $200-$250K

Attractive package is $130-$175K

Chief Executive Officer

National Sporting Organisation

Turnover circa $5-$8m

Staff x 15-20

State Member Bodies

ASC funded

Olympic Sport

Attractive Package

Chief Executive Officer

National Sporting Organisation

Turnover circa $5-$8m

Staff x 15-20

State Member Bodies

ASC funded

Olympic Sport

Attractive Package

Sportspeople Job Seeker survey - 100% preferred to see salaryand super shown separately in advertisements.

Other studies have shown:

◦ 31% believe super is an obligatory responsibility of theemployer and therefore NOT part of their “package”.

◦ Changes to the Superannuation Guarantee make“inclusive” packages difficult to understand and difficult toaccommodate in Employment Agreements.

Don’t confuse the Job Seeker….

Sportspeople has a policy of dealing with this as early aspossible with merit candidates.

If there’s a significant mismatch, deal with it immediately.

If the expectations are slightly over, don’t reject thecandidate as they may simply represent “market”.

Be prepared to meet the market if your salary thresholds arewrong.

But.... only progress a candidate if you can fulfil their salaryexpectations.

Be honest about pay ….

Things That Annoy Job Seekers The Most:

Ambiguous Position Overviews/Lack of detailNot knowing the salary rangeNot acknowledging their incoming applicationNot keeping them informed of the progressPoor handling of the interview on the dayNot responding in a timely mannerNot being advised they have been unsuccessful

Things Job Seekers Appreciate The Most:

Information about the businessClear and available information on the roleFair and equitable processProfessional approach Follow up, feedback and a thank you regardless of outcomePersonal touch/feel welcomed

Online is the most popular Job Seeker search method. Psychometric profiling tools being used for hiring. Tailoring elements to an individual to attract. Consider:◦ Flexible work hours◦ Additional annual leave◦ Relocation costs◦ Generous base with realistic and attainable bonuses◦ Include professional development and training

Be prepared to negotiate and pay over market rates toattract good staff.

Recognise and utilise the talent pool 55yrs+. Recruit on merit. Women hold up half the sky but hold

only 9% of executive roles in sport.

Robert McMurtrieManaging Director & Founder

Best jobs – Best people – Since 1996

www.sportspeople.com.au