Advertisements for full-time jobs surged in November, confirming a rebound in the Australian employment market, according to the Olivier Job Index.

The job index jumped 5.88 per cent in November, driving a 7.84 per cent rise over the past three months and reversing the October fall, which Olivier described as a "hiccup".

The firm's director, Robert Olivier, said hiring full-time workers was back in vogue, with advertisements for full-time jobs rising 5.9 per cent for the month, while advertisements for part-time jobs rose 4.6 per cent.

"When we look closely at the figures it seems the job market now is closer to that in 2006 and 2007 than 2008," he said in a statement on Sunday.

"This was typical of a strong market with advertisements staying high until the end of the month."

Job advertisements in NSW surged 7.28 per cent which outpaced the rest of the nation, Olivier said.

Advertisements for jobs in healthcare and the advertising and media sectors were the only sectors to slip, with healthcare down 0.33 per cent and advertising and media job advertisements dropping 1.7 per cent.

The number of IT industry job advertisements leaped 11.75 per cent in November, producing a "remarkable rebound" from the 2.6 per cent decline in the three months to the end of October, Mr Olivier said.

"It's surprising given that business investment is still not strong but the growth is in financial services," he said.

Strong jobs growth is also evident in the mining and engineering sectors as resource exports rebound, with the number of November advertisements up 7.5 per cent across Australia.

Most of the growth was in Queensland, NSW and Western Australia which saw mining and engineering job advertisements surge by 12.18 per cent, 9.81 per cent and 8.12 per cent respectively.

Building and construction job advertisements rose 3.48 per cent across the nation.

This article was taken from http://money.ninemsn.com.au/article.aspx?id=980408

Due to increases in demand, projected growth and regional initiatives across the range of Engineering fields it has become necessary for our business to continue to evolve and increase our service offering.

peoplefusion's Engineering and Technical Division is managed by Peter Harvey,  a Project Management  professional with General Management experience in Manufacturing. Peter understands the value that recruitment and retention of staff has within the business environment and has a good technical appreciation for the roles he recruits.

The Engineering and Technical Division provides permanent and contract placements across various engineering disciplines, technical protocols and job functions.

We understand that the success of a project is reliant upon the team that is formed. Therefore peoplefusion's commitment is to explore the needs of the client, research the capabilities of the candidate which will ultimately enable us to match the people with the job, not just the resume.

If you would like to discuss your Engineering and Technical staffing requirements or would simply like some advice, please talk to peoplefusion Engineering and Technical Division on 02 4929166, or email Peter Harvey, Manager Engineering and Technical Division, peterh@peoplefusion.com.au

Challenging times in the recruitment industry are increasing the prevalence of unethical practices, with implications for employers.

One of the more common unethical - and illegal - activities occurring is for third-party recruiters to submit candidates' resumes or "float" candidates without their knowledge, to employers that have recently advertised a job opening. This is clearly a breach of the candidate's privacy if it happens without their consent, and can create problems for candidates who don't want their details or job seeking intentions broadcast (in some cases, they are put forward for roles with their current employer). At face value the practice can seem harmless to HR or even potentially time-saving, if the candidates are high quality and suitable for the business.

"Recruiters represent you in the market place. If they are acting unethically, you can bet that your name will attach to that behavior, as you engaged them."

HR and internal recruitment managers should:

• clearly advise the recruiters they deal with that they don't want resumes sent without the candidate's permission;
• blacklist recruiters who send resumes without consent;
• report the activity to the Recruitment and Consulting Services Association (RCSA), whose ethics committee deals with disputes and, where a member's conduct is found in breach of the Association's Code for Professional Conduct, can impose sanctions; and
• notify the recruiter's manager about their actions. "This is the most effective slap in the face to the recruiter. It also sends a message to the director that their team needs better management."

When such a conflict arises it is rarely easily settled. The candidate wants a job and will generally not care which agency represents them. Even though the client just wants "the best person for the role", they can become stuck in the middle of a dispute.

peoplefusion are making a long term commitment to reduce their carbon footprint.  Through a partnership with carbon management company, Carbon Planet, peoplefusion have introduced the following initiatives:

• Where possible we turn off all electrical devices when not in use
• We have significantly reduced the amount of print paper we use
• We re-use paper within the office
• Purchase environmentally friendly products and services when possible
• Champion the cause by encouraging clients and business partners to 'go green'

peoplefusion are proud to be Carbon Measured and we look forward to continuing our relationship with Carbon Planet.