“Thank for a great experience from the time I walked in the door”

Ellen-Maree Gadd
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For more information:
Stephen Crowe

Managing Director

Ph: 02 8042 8907

[email protected]


We are in a Candidate scarce market.

Well, a lot of us are (including HR and recruitment companies like our own).

So how can we hire great candidates when there aren’t many out there and there’s lots of competition for them?

The detail of the strategy you use to address the issue depends on who you are and where you fit in your market.  Whether you’re an industry leader, a boutique company or fit somewhere in the middle.

But in white collar industries, the levers used in all those strategies will be:

  • Quality of Work,
  • Career Opportunity and
  • Reward for Effort.

In addition you will need a strong and attractive underlying culture that candidates can touch, feel, understand and believe in.  According to Daniel Pink,  a respected author on work, management and behavioural science, that culture must:


  • Have a greater purpose than just making a healthy profit
  • Give staff the opportunity to master their craft and,
  • Include the ability for people to operate autonomously.


Every role in every industry has a minimum requirement for Reward for Effort that all players have to meet.  Once this salary “gate” is achieved and if your organisation’s culture matches the values of the candidate it is then the combination of the 3 factors above that will finally determine the attractiveness of your offer.

Each candidate will have their own ideal combination of these factors and their own perception of what “good” means for each factor.  So, the ability to understand the candidate’s requirements and then tailor your offer to match them, while maintaining your own requirement for productivity etc may well determine whether you snag that next great employee or not.



Wise words from Pulp Fiction’s Jules Winnfield.

We’ve all been there.

You’re interviewing. You read a hundred CVs. You interview a shortlist of candidates. You’re certain you’ve found “the one”. They start in their new role and then … they turn out to be weird, woeful, and just plain wrong.

What happened? How can you have misjudged them so? Is it you?

Despite the sceptics out there, psychometric testing and personality profiling are proven to be the best predictors of potential in the workplace. They can and do play a crucial role in making the right recruitment choices.

To quote from a recent conversation between our Managing Director and a prospective client regarding the value of psych testing, “Everyone’s on their best behaviour in interviews, aren’t they? How do you really know what you’re getting? That’s why even we use psych testing for our own recruitment projects.”

Using an assessment tool that is standardised, validated, reliable and objective, will set you on the right path. For example, our Personality Profile is our most popular psychometric assessment. Why?

Want to know if there’s a match between a candidate’s personality profile and the requirements of the role? Check.

Want to know how someone works in a team? By themselves? Takes direction? Leads? Check, check, check and check.

Our clients love the 15FQ+ Personality Profile. We love it. Faced with a selection of seemingly great candidates, it arms you with objective info to help you choose the right person for the job. No more wasted time or money. Everyone’s happy.


What is The Challenge Consulting Blog all about? We’re glad you asked! In essence, we wish to put the wonders of modern technology and social media to work to unite the Challenge Consulting community.

We work with clients and candidates nationally and internationally from diverse backgrounds and industries. The Challenge Consulting Blog is our way of bridging the divide and providing an informal, safe, relaxed forum for the exchange of ideas and information from the ever-changing world of recruitment, staff development and career management.

Our goal is not to be didactic or dry, but rather to present in a real and entertaining way the experiences, ideas and opinions of our talented team of consultants working daily on the front line of candidate and client management. We also want to provide our readers with the latest national and global industry trends, ideas and innovations, and to invite you to get involved via your comments and feedback.

Penny Robertshawe writes and manages our blog. Penny recently joined the Challenge Consulting team after taking over from Jenna Baril in June 2015. Penny’s background is in writing, editing and designing learning. Over the years, she has written for websites, magazines, professional journals and for the vocational education sector.

Penny is passionate about using writing as a vehicle to help people realise their potential and to give them tools for making a positive difference in their lives. Her aim is to inspire her readers to take action and make any changes they feel they need.

Penny is keen to hear your feedback about the Challenge Consulting blog so she can find out more about the kinds of things you would like to read about. So stay tuned and keep in touch.