Charles Van Heerden
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  • Melbourne
  • Australia
  • WaveBox Australia
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Why is it so difficult to give feedback to applicants?

Started this discussion. Last reply by Greg Inguagiato Aug 26, 2009. 7 Replies

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Latest Activity

Keith D. Halperin and Charles Van Heerden are now friends
Oct 3, 2013
Pat Licata liked Charles Van Heerden's profile
Sep 7, 2011
Shelley Udell liked Charles Van Heerden's blog post Achieving Organizational Alignment – Getting all employees to move in the right direction
Aug 17, 2011
Charles Van Heerden posted a blog post

Achieving Organizational Alignment – Getting all employees to move in the right direction

Achieving organizational alignment is a strategic HR activity that can deliver significant benefits to an organization. Alignment is more than ideal state. It is imperative to ensure the organization is successful in getting all employees to move into the same direction, to achieve the vision of the organization.Alignment is one of the power words in an organizational change consultant’s toolkit. Hardly a day goes by that I don’t use or refer to alignment.Some years ago, I was a HR Director for…See More
Aug 14, 2011
Charles Van Heerden liked Charles Van Heerden's blog post Achieving Organizational Alignment – Getting all employees to move into the right direction
Aug 14, 2011
Gavin Redelman commented on Charles Van Heerden's blog post 'It’s time to change your recruitment ads to be “gender smart”'
"Great article Charles - Very interesting, thanks for sharing ! You mention in your opening paragraph "As result, we have seen a massive increase in quantity, but quality has in fact deteriorated." - It reminded me of an expression I used…"
Jul 14, 2011
Charles Van Heerden commented on Emily Stevenson's blog post 'Give those recruiters a red card, ref..'
"Unfortunately it happens far too often that hiring managers are not clear about their requirements, which then impact on recruiters trying to find the right person. As a result, particularly in the case of contingent recruitment, there are too…"
Jul 12, 2011
Charles Van Heerden updated their profile
Jul 11, 2011
Charles Van Heerden commented on Charles Van Heerden's blog post 'It’s time to change your recruitment ads to be “gender smart”'
"Hi Tom, thanks for your comments and I fully agree that companies have different needs. What we need to consider, and in my view change, is for companies to be more gender balanced in the way we design roles and the way we recruit. Rather than using…"
Jul 11, 2011
Tom Dimmick commented on Charles Van Heerden's blog post 'It’s time to change your recruitment ads to be “gender smart”'
"Each Corporation or Organization has unique needs.  Each position with those organizations has unique components in the make up of the requirements.  Therefore; each recruiting specification (ad) should focus on those unique…"
Jul 11, 2011
Charles Van Heerden commented on Gavin Redelman's blog post 'Including Key Achievements in your Resume'
"Hi Gavin, fully agree achievements are more powerful than responsibilities.   Though it requires some skill, I agree a well-written achievement is more useful for recruiters.   I agree with Valentino's caution that achievements should…"
Jul 11, 2011
Charles Van Heerden commented on Charles Van Heerden's blog post 'It’s time to change your recruitment ads to be “gender smart”'
"Hi Luke, thanks for your comments. I suspect part of the problem is that we don't spend sufficient time writing these ads. Because of lack of time we take our most recent ad that was for a similar roles and then do a quick cut and paste…"
Jul 11, 2011
Luke Collard commented on Charles Van Heerden's blog post 'It’s time to change your recruitment ads to be “gender smart”'
"Thanks for an interesting artcile Charles. I agree with the principal of being more targetted with our advertising and if that applies to gender, as well as other demongraphics, then let's apply the theory. The artcile and subsequent comments…"
Jul 11, 2011
Charles Van Heerden commented on Charles Van Heerden's blog post 'It’s time to change your recruitment ads to be “gender smart”'
"Thanks for all the feedback @ Nate - agree that ads in general are "crappy", but there is also a real lack of awareness - we don't know what we don't know. I added my concern about poor ads as it is a general malaise that the…"
Jul 10, 2011
Valentino Martinez commented on Charles Van Heerden's blog post 'It’s time to change your recruitment ads to be “gender smart”'
"(REVISED) While I agree with your interest in promoting "gender smart" organizations and your mention of the need for recruitment Ad copy (verbiage & photo) with strong visual & message impact to attract women more favorably. …"
Jul 10, 2011
Sandra McCartt commented on Charles Van Heerden's blog post 'It’s time to change your recruitment ads to be “gender smart”'
"I like this post charles.  Words are powerful tools.  When we can effectively take buzz words out of our language and start using words that have meaning it is amazing what the results can be.   One of the most effective lines of type…"
Jul 10, 2011

Profile Information

Name
Charles Van Heerden
Job Title
General Manager
Company
WaveBox Australia
Which best describes your profession?
Executive
How many years have you been in the business?
More than 15 years
Which industries do you work in now?
All Industries
How many employees in your company?
<10
Website
http://wavebox.com.au
Blog
http://wavebox.com.au/blog/
LinkedIn Profile
http://www.linkedin.com/in/charlesvanheerden
Twitter Profile
http://twitter.com/Aussiecharles

Charles Van Heerden's Blog

Achieving Organizational Alignment – Getting all employees to move in the right direction

Posted on August 14, 2011 at 5:00am 0 Comments

Achieving organizational alignment is a strategic HR activity that can deliver significant benefits to an organization. Alignment is more than ideal state. It is imperative to ensure the organization is successful in getting all employees to move into the same direction, to achieve the vision of the organization.

Alignment is one of the power words in an organizational change consultant’s toolkit. Hardly a day goes by that I don’t use or refer to alignment.

Some years ago, I…

Continue

It’s time to change your recruitment ads to be “gender smart”

Posted on July 8, 2011 at 3:30am 9 Comments

Many organisations in Australia, particularly listed companies, are focusing on gender equity at board and executive levels. A gender balanced organisation is not just an outcome by achieving gender ratios, as there is also a need for a process to develop a more strategic approach.

Recent research by Roy Morgan Research highlighted specific gender differences for buyers of packaged…

Continue

HR and Social Media - Close Encounters of the Third Kind

Posted on March 31, 2011 at 7:15pm 4 Comments

Social Media has become an integral part of the way we live and work. It is hard to imagine that it is only twenty years since the Internet was created. According to Nielsen research, social network traffic grew by 43% from June 2009 to June 2010. Social network activity now dwarfs online games, email and search as the number one activity. Every single day more people are also now turning to their social networks, as the preferred way to find jobs.

Managers need to realise that social…

Continue

Finding Top Talent by using Social Media Strategically

Posted on July 22, 2010 at 2:19am 0 Comments

Companies will be able to attract top talent more effectively by leveraging social media using four key strategies. Though many companies are keen to explore social media, there is an underlying wariness as policies are trying to control the flow of information. This article provides an overview of social media and the potential application to… Continue

Why are you wasting your time with reference checking?

Posted on July 5, 2010 at 9:30pm 6 Comments

The poor cousin of the recruitment process is the obligatory reference check. Too often it is nothing more than a perfunctory procedure to conclude an exhausting number of interviews.



Most reference checks are the outcome of a telephone conversation, as most recruiters will attach little weight to any written references. Many companies have policies prohibiting managers from providing written references,…

Continue

Comment Wall (8 comments)

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At 7:28pm on September 28, 2010, Chaser said…
Thank you Charles, enjoy your evening.

-C
At 1:46pm on August 17, 2010, Laura Machan said…
Hi Charles,

Thanks for your great comment on my blog.

I have discovered that blogging is a good exercise for recruiters. Just like candidates sending resumes, you keep posting but you never really know if anyone is reading your material.

All the best,

Laura
At 7:43am on November 11, 2009, Slouch said…
Hi Charles, Thanks for that message. Maren Hogan is the one who designs all those graphics. I'm glad you contribute great stuff here and I'm glad you notice things getting good. Have a nice day today.
At 12:51pm on November 6, 2009, Rayanne said…
Hi Charles. Thanks for the connection. I look forward to networking with you here on the site. Thanks also for the comment on my post. I appreciate the interest and input always...

~Rayanne
At 10:59am on November 5, 2009, Laura Vezer said…
Hi Charles! Thanks for connecting. I love reading your blog entries. Cheers!
At 8:23am on October 14, 2009, John Hughes said…
Thanks for the invite Charles.
At 6:15pm on September 1, 2009, Fay Robin Samios said…
Because I recruit in a very specialised area where registrtation with a professional board is required I have to be very specific in phone screening. Despite the shortage of candidates in the area and this only gets worse with time it still is very difficult to tell a candidate that their skills are not a match or they have not worked in the area for the required period of time. In what I do clients are never an issue to many of those just candidates
At 6:14pm on August 23, 2009, Craig Sanderson said…
Hi Charles,

Hope you had a good weekend.
I am a member but not a serious one I suppose.
I see you have posted quite a few articles. I will have a read through.
See you on Wednesday.

Cheers
Craig
 
 
 

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