Enterprise IT Resources is giving away up to $500 if you refer a new contracting or permanent opportunity within the company you are currently working in.
Payment will be made in the form of a $500 Westfield voucher for every referral so you can shop anywhere EFTPOS is accepted.
If you know of an available contract or permanent opportunity in your company that fits in with the Tech jobs we are currently advertising, please let us know by calling 02 8096 8600 and as soon as we successfully place a new contractor into the role we'll send you a $500 Westfield voucher.
Unless specified otherwise, all opportunities MUST be within Australia.
Valid until June 30 2024
TERMS AND CONDITIONS
Please check our terms and conditions.
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Automated CV screening. Chatbot interviews. Interview scheduling bots. It’s no secret that tech is reshaping how we hire. In many ways, for the better. Speed, efficiency and cost control are all compelling reasons to automate. But while automation can solve for process, it can’t replace connection. Where Automation Adds Value Smart tech in the right places can remove friction and bias: CV screening tools that score against role criteria Automated interview scheduling that respects everyone’s time Chatbots that answer FAQs for candidates instantly Assessment platforms that test skills fairly. Used well, these tools enhance the hiring journey. Used poorly, they can feel like a wall, not a gateway. Where Experience Still Wins Candidates remember how you made them feel. No tech stack can: Explain what makes your culture different Read between the lines of a nervous candidate’s response Give personalised feedback or reassurance Advocate for someone who might be a wildcard but fits beautifully. How to Balance Both Automate admin, not empathy. Use tools to speed up logistics like interview booking or FAQs, but keep human contact for key interactions. Tell candidates what’s happening. Ghosting is often the result of automation without communication. Be transparent. Track candidate sentiment. Use surveys or NPS to measure how your process feels to candidates, not just how it performs. Train your people. A great recruiter using tech well is better than tech replacing recruiters. Make sure your teams know how to use the tools and build rapport. Personalise where it matters. A quick check-in call or tailored email can mean the difference between a disengaged candidate and a future advocate. 
