Management and Staff CMP Recruitment Specialist:
We would like to thank all our Candidates, Clients, Followers, Affiliates for working with us in 2017 and hope to continue the relationship throughout 2018.
Management and Staff CMP Recruitment Specialist:
New 30th Nov 2017
Credit Collections - Mortgage Arrears Officer
Location - East Perth Suburb
Permanent full time position
Excellent remuneration $65k plus superannuation
Full Job description to short listed candidates
Excellent opportunity to work in the Loans Mortgage Industry with a Premium Mortgage Lender in modern offices, excellent work culture and environment.Your responsibilities will be to work on a portfolio of loans and initiate the appropriate action to maintain loan repayments in a timely manner.
Duties but not limited to:
Previous experience working in Consumer Finance Loans, Consumer Collections, Debt Collection Agency or and the Mortgage Industry an advantage, excellent negotiation skills Intermediate level MS Word/ExcelExcellent data entry skills and Finance software systems
This is a CMP preferred employer of choice!
Express your interest immediately by return email with an update resume in a plain word document.
Experience the CMP Recruitment Candidate Care Factor -
Register your Interest Now!
Our client is keen to see suitable applications so we are processing over the week end so apply asap for this opportunity.
Pinnacle Awards 2017
Australian Institute of Credit Management
I am posting to you today with a special request.
This year I have been nominated for the Pinnacle Awards in the section of Consultant Advisor to the Credit Industry/People of Western Australia.
To cast your vote: (anyone can vote, don't need to be a member AICM)
Go to: WA Division AICM Pinnacle Awards
and hit the WA button and look for me.
I have been servicing the Credit Industry in WA for many years assisting people with there Career and Job opportunities and company managers to place people in job positions.
Founder CMP Recruitment Specialist
Warren Myers - Linked In
Thank you for your support,
Your Recruitment Advisor
CMP Recruitment & Credit Services
Credit Manager Mortgages Finance
This excellent Western Australia mortgage lender has experienced growth over the years to become a solid rock for WA people when they are looking for a supportive home loan lender.
Reporting to the Executive Director you will be part of a dynamic team of like-minded professionals with plenty of scope to grow and development the position and lead and manage the arrears, hardship and mortgagee-in-possession functions in line with policy and relevant legislation and regulatory guidelines, keeping people in their homes, wherever possible, while minimising any loss to the customer and the business.
Key to this role will be your ability to manage a credit operation, show and display leadership, demonstrate your collection and residential mortgage lending skills and experience with the ability to implement change and improvements in technology and process improvement.
The successful candidate will have over 10 years’ experience in collections/arears management, demonstrate residential mortgage lending and collections, leading and motivating teams, be a-part of the executive team and degree qualified in finance or commerce or prior learning in the industry.
If you would like to find out more about the role, company and feel you have the right skills please present your resume via the button below and call for a confidential discussion.
State Credit Manager - Western Australia
* Great Company Culture | Modern Offices |
* Friendly Team Environment | Eastern Suburbs Location |
* National Company | Growth Industry | Iconic Brand |
* Leadership Role | Relationship Builder | Staff Management |
* Salary Package Mid $100’s Negotiable | Access to company car |
CMP are Recruiting on behalf of a Leading National Corporation who offers excellent internal focus on staff development and performance management.They are an Iconic Brand in the Agribusiness and offer a high standard of work culture and conveniently located in the eastern suburbs with on-site parking.
As the successful candidate you will report directly to the National General Manager and will perform a varied and rewarding credit/finance role.You will engage strategically and operationally with the Region’s management team and operational staff to identify opportunities to mitigate and manage risk and support sales growth. Approve, support or reject trade credit and finance applications and review within assigned guidelines. Actively participate in the resolution of escalated issues arising from Credit / Finance activities. Transfer skills to subordinates and network staff and customers with communitive branch/client country visits.
Ideally you will have 5 years management experience in a senior credit or finance function with excellent communication and collaboration skills, tertiary qualifications in a business related degree or similar, well-honed presentation abilities and strong data analytical skills:
* Trade Credit, manage application and approval of credit limits
* Knowledge of lending criteria and securities
* Strong negotiation skills
* Financial risk assessment and annual reviews
* Manage collection of over-due debt >31 days
* Commercial systems and Intermediate Excel level
Establish and foster a strong working relationship with Region management teams whilst retaining arms-length professionalism to promote strong and effective risk management and commercialism.
Apply at your earliest convenience - email@example.com
CMP Recruitment Specialist has been a supporter of Credit People in many ways over a couple of decades now with their career, as an advisor/mentor, Sponsorship, YCP Judge and watching the results from being a State Finalist to the State Winner and going on to compete to be National Young Credit Professional of the Year has been very rewarding to watch.
Being involved in the process as a candidate has great career benefits from being more confident and assertive to a career move where candidates have gone on to be National Credit Managers.
CMP have working relationships with past WA State Winners who were Credit Officers at the time but now National Credit Managers, Credit Managers, Senior Team Leaders, Insolvency Directors and specialist Solicitors.
Young Credit Professional Awards - Applications close 31 May 2017
AICM Entry Requirements
The YCPA is open to both members and non-members of AICM who are working in the Credit Industry and who are under 30 years of age as at 30 June 2017.
Whether you work within the credit function of a business or in any of the many related Credit Professional roles in the Credit Industry you are eligible to enter.
AICM How to Apply:
The YCPA applications are now open!
To register your interest click here.
You will then be prompted to submit your application consisting of:
Applications close 31 May 2017 and can be submitted by email (firstname.lastname@example.org)
or by post (PO Box 64 St Leonards NSW 2065).
If the above still leaves you undecided don’t hesitate to call CMP your Recruitment Advisor.
7 things you wish you could tell your boss TODAY!
Can you add any more to the list – let me know !
There are some things you can be itching to tell your boss but you just don’t know how to go about it. It could be to do with money, co-workers or even your physical presence at work. Whatever it is, if it’s eating away at you, it’s worth trying to resolve.
We asked some members of the business community who work across a range of industries (Advertising, Arts & Media, IT Communications, Childcare, Fitness, and Trades & Services) what they wished they could say to their bosses. Then we asked career coach Nicole Grainger-Marsh to provide practical advice for how to broach some of these difficult conversations.
“Just let me do my job remotely. I don’t need to physically be here.”
If you want to speak to your boss about this, you need to focus on the benefits for your boss and your organisation, not why it suits you, “Think about how working remotely will deliver improved outcomes – maybe you will be more productive without the interruptions of a busy office.”
If your boss is reluctant, suggest a trial period. “During this time, keep track of benefits, productivity and any other improvements to sell to your boss at check-in time.”
“The staff you hired are incompetent.”
Approach this conversation with caution, as questioning your boss’s decision can make them feel undermined, Instead of criticising, ask your boss how you can help.
“Suggest ways that you could support the new hire in improving skills, learning processes or developing in certain areas. This way your boss is aware of what’s going on, feels that you can be relied on to help, and is in a position to take action with the new hire if your shared plan doesn’t pay off.”
“Lead by example. Don’t just quote the company values.”
There are ways you can encourage your boss to define and align with organisational values without compromising your career. Grainger-Marsh recommends suggesting that your team creates its own mission statement.
“This is a great way to create a sense of shared meaning, values and goals amongst the team, providing more fulfilling working relationships, increased motivation and a sense of fun.”
“Tell us what’s happening in the business. Don’t set a dialogue meeting and not turn up!”
Your boss may be so busy they might not even realise the negative impact their absence is having on you, so don’t go finger-pointing. It’s better to have an upfront and honest conversation with them instead.
“Explain to them the value that you get from your meeting time together, for example getting their input means you can keep momentum going on projects, and that having an understanding of the wider organisation helps you operate more effectively.”
“I love my job, but I feel overworked and undervalued and I’m looking elsewhere.”
Hard-working employees can sometimes find themselves with very hands-off managers, as they have complete confidence in their ability to do their job.
Unfortunately, this can lead to the employees burning out.
If this sounds like you, tell your boss why you feel this way and the changes that need to be made to turn this around. “Agree to some tangible actions that you can both put in place and check in regularly to discuss progress. If your boss isn’t open to this approach, it’s time to look elsewhere.”
“Pay me more money.”
If you want more money, you need to be able to explain why you deserve it, and back it up with examples. “Maybe it’s that your duties have expanded, or you’ve started to manage people. Whatever the reason, go into the discussion with it clearly documented, along with your pay expectations.”
If they can’t give you a pay rise immediately, discuss a timeline for when and how it could happen. “You could even discuss other ways the organisation could recognise you, such as flexible working hours or a new title.”
“I wish you’d value people over money when times get tough.”
“When organisations go through difficult times it’s not uncommon for leaders to retreat; sharing little information and seemingly focusing on the bottom line.
To deal with this, focus on what you can do for yourself and those around you to feel more valued. “Recognise your own input and the input of others, provide support to teammates, and let your boss know when a job has been done well.”
Would you like to know more:
Business is Simple but no-one said it was going to be easy!
by Warren Myers CMP Recruiter and Credit Services Advisor
Being in business as an Owner or Manager you know the “Simple but not Easy” theme so well
because at times it is easy but to make it easy you need to get through the tough parts.
But not only do you need to:
1) make sure the business works and all is in order
2) manage and assist your people
3) develop new business and deliver on your promises
Just to mention a few of the many balls you are juggling at any one time and trying to have a life of your own.
Just a reminder “CASH FLOW IS KING” but you know this already!
April is a short working day month and that then leaves two months till the end of the Financial Year!
OMG it’s here all-ready is going through your head!
NOW IS THE TIME TO PUT THE DEBTORS LEDGER UNDER THE MICROSCOPE
If you haven’t already done this!
CMP CREDIT TEMPS CAN BE THE ANSWER;
CMP can deliver expert Credit people with the right skills to fit your business.
NATIONAL INNOVATION AND SCIENCE AGENDA - IMPROVING CORPORATE INSOLVENCY LAW
28 March 2017 | Exposure Draft
As part of the National Innovation and Science Agenda (NISA), the Minister for Revenue and Financial Services, the Hon Kelly O’Dwyer, has released draft legislation which reforms Australia’s insolvency laws and an accompanying draft explanatory statement for public consultation. The draft legislation will amend the Corporations Act 2001 to promote a culture of entrepreneurship and innovation and help reduce the stigma associated with business failure. This will help drive business growth, local jobs and global success.
The amendments will create a ‘safe harbour’ for company directors from personal liability for insolvent trading if the company is undertaking a restructure in certain circumstances. This will drive cultural change amongst company directors by encouraging them to engage early with financial hardship, keep control of their company and take reasonable risks to facilitate the company’s recovery instead of placing the company prematurely into voluntary administration or liquidation.
The amendments will also make ‘ipso facto’ clauses unenforceable if a company has entered into a formal insolvency process. Currently, ‘ipso facto’ clauses allow contracts to be terminated solely due to an insolvency event. The aim of this reform is to prevent these types of clauses from reducing the scope for a successful restructure or preventing the sale of the business as a going concern.
The Government has also released a further explanatory document setting out the types of contracts and contractual rights which are expected to be excluded from the broad stay on the operation of ipso facto clauses. These excluded contract types and rights will be formalised through forthcoming regulations, with the stay on ipso facto clauses becoming effective on 1 January 2018. The Minister welcomes feedback on the appropriateness of the proposed exclusions and whether further exclusions may be warranted.
The Attorney-General is the responsible Minister for the proposed reduction of the default period of bankruptcy from 3 years to 1 year, which was announced along with these reforms, and will be legislated separately.
5 Reference Check Questions - You Want to Ask But Shouldn’t!!
Warren Myers CMP Recruiter likes this post by Christy Hopkins HR Consultant
While we don’t like telling people what not to do, we are going to do it here. Remember to NOT ask these questions because they can land you in hot water legally.
1. Why did you let (insert name) go?
This is the number one no-no reference check question. No matter how much you are dying to know, never ask this. First, it’s possibly illegal depending on which state you operate in, and could land you in hot water. Second, you should have asked the candidate about this during the interviews and learned the answer straight from the horse’s mouth.
2. What incident/problem/issue was most prevalent during (insert name)’s time
working at your company?
Stick to performance – repeat that in your head. Stick to performance, and do not open a door for a company or yourself to get in any legal trouble while conducting a reference check. We highly recommend using performance-based questions above asking about negative things.
3. Have they ever lied to you?
This should be something you can think to yourself but not something you should ever ask out loud. If you really think a candidate might be lying, give them a test project (paid, of course) or an assessment to complete that is relevant to their skill set (like a Microsoft Excel test problem) versus asking their old employer.
4. Does (insert name) have any home or family commitments that prevented
them from doing their job?
This is a question that could lead into discrimination territory (e.g. gender or age). If you are worried about a candidate’s priorities, you should ask them directly in such a way that is relevant to the job, like, “Bob, we need someone who can travel 50% of the time. Are you able to manage that?”
5. Can I see (insert name)’s HR file?
Never ask for files on a potential employee or access to their past performance reviews or records. There are laws around privacy here, and it’s unprofessional.
There are some important professional guidelines to follow while doing a reference check. While these are not laws, they are more of a code of conduct and following them will get you better results and keep your employer brand (both personal and professional) up to snuff.
Always ask the candidate for permission to check references (and for the people they want you to talk to)
You should always ask your candidate for permission to check references and for the contact information of the people they would want you to speak to. You can ask them for manager references, co-worker references, or for at least one from their current role. But just ask them first.
What if you get them fired because you call their current employer without asking? Now, that would be bad! So ask!
Never ask for inappropriate information.
You probably know not to ask about a candidate’s religious affiliation, their marital status, or other things that could be considered discriminatory. Beware if the conversation with a reference begins to get casual and they start to overshare. Keep the conversation simple, and stick to your set questions.
Reference should add colour to a situation…but not paint the picture
Some employers do reference checks no matter what, even on the candidate that is 100% awesome, checks all the boxes, and everyone likes. And then a reference check goes mediocrely, and they reconsider the offer. In most cases, this doesn’t make sense!
A reference check should add colour to a picture that has been nearly completely painted. Go with your gut on your candidate, and don’t make employment decisions solely based on references. In fact, this leads us to our next tip.
Ask the candidate if a reference check went poorly.
If a reference call does not go as well as expected, ask the candidate about it. For example, you could call them and say, “Hey, Samantha. I just spoke to Ken at XYZ and I wanted to ask you about a few things he said that surprised me. Are you available to speak now?”
Give the candidate, especially if they are your top choice for an open position, a chance to tell you about the situation the referee disclosed. There are two sides to every story.
If you still feel like you want more information on a candidate, you can also run a background check.
Calling vs emailing a reference check
The phone is generally best if you want to have a conversation with a referee.
Email may be OK if you just want a green light, red light response.
If you do email the reference, remember to write a good subject line such as “Quick reference check for Samantha Jones” and then introduce yourself. If you are friendly and honest, you are more likely to get a response. You should also add that the reference can always call you (provide a number and some good times to call) if that is more comfortable for them.
Reference checks are an important part of the hiring process, especially if you have a candidate who is say, 70-80% there, and you want to make sure you can train them.
However, reference check questions aren’t the be all and end all, and they do require a professional code of conduct, both unwritten and by state laws, that you should follow.
CMP Recruitment & Credit Services
CMP Recruitment Australia