The journey to here: why are we doing this?

March 22, 2017

How many times have you thought 'there must be a better way of doing this'?


It's a challenge the two of us have often taken up in our working careers, most times focussed on making our employers more efficient, more effective and more successful.


A little over 6 months ago, we caught up over a decent long black coffee and a Karma Cola (the best organic, fair trade cola in the world

overlooking the stunning Wellington harbour.


Looking back towards Wellington City, we reflected on how far Wellington had come as a place to live, work and raise a family over the last 20 years or so.  


During this period we've both spent extended periods living and working in Australia and the United Kingdom - building on our professional experience and exposing us to a whole different scale of challenges and opportunities.  In particular when you think about transforming an organisation and extending the thinking to deliver efficiently - whether that's achieving more for less or increasing revenue generation to sustain growth and innovation - we've both been really lucky to have worked in roles where we've been able to deliver on those promises and effect change for organisations.  


However, a common frustration we shared was around the lack of transformative change to the talent and recruitment market.  Over the last 20 years, all that has changed is the movement of job advertising from newspapers to online job boards, and static resumes from paper to 'networking' sites.  These collective changes haven't really made recruitment and job search faster, fairer or more effective - for every individual success story, there remain hundreds where there has been no improvement at all (our recent survey results support this statement).


There has to be a better way to help people find the right jobs, and for employers to find the right people.  We believe we've found that better way - with genuine professional and personal networking at the heart of absolutely disrupting the current norm.


It's fair to say that any experienced hiring manager will have found their own preferred way of recruiting and retaining talent - and unless you work for yourself, you need to then apply the lens of the organisation over the top of that to follow a process.  


The parties involved in recruitment are often at competing angles - the hiring manager wants to attract the top talent without too many hoops to jump through and to be able to pay them the salary they deserve.  The organisation drivers are more often about running a fair and consistent process that gives assurance that boxes have been ticked.  As a candidate you want to walk away from a recruitment process feeling it has been fair, fast and transparent. 


The absolute kicker here is getting all parties (candidates, hiring manager and company) to walk away from the process feeling positive, regardless of the outcome.  


Organisational reputation can be soured by slow, laborious processes that leaves candidates feeling like the whole process was a waste of their time and that they didn't get a fair shot or feedback that can help them learn and improve.


Experience tells us that somewhere in the middle you can absolutely meet the needs of the hiring manager, the organisation AND the candidate, whether they are successful or not.


There's a lot more to the platform we're now building than just a better way to recruit the right talent or find the right job.  Over the coming months we'll be updating our blog regularly with insights into what is part of the first release, and on plans for the future.

If you want to let us know your thoughts on the recruitment and job search areas, please complete our surveys - links can be found in the blog section of our website.


We're expecting to launch in the next few months, so make sure you let us know your contact email (via the 'contact us' section of the website or at the end of the surveys mentioned above) so we can keep you personally updated.  


Cheers, and thanks for reading.


Brendan and Michael






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