A recent study by Harvard Business Review revealed that a mere 28% of respondents felt connected to their company’s purpose. The same study indicated that 90% of organisations with a purpose that resonated with employees saw at or above industry growth and profits.

In an article by EY on the power of purpose, Rebecca Henderson, a Professor at Harvard Business School explains the tangible impact of purpose. She said, “The sense of being part of something greater than yourself can lead to high levels of engagement, high levels of creativity and the willingness to partner across functional and product boundaries within a company, which are hugely powerful.”

Purpose can transform your business

Another EY report shares five ways purpose can help to inspire employees and transform your business:

1. Strategic clarity – Purpose works as a means of setting boundaries for what an organisation will and will not do as part of its growth strategy.

• Innovation – As well as driving incremental improvements to products and services, purpose can inspire original ideas and creativity in an organization.

• Transformation – Purpose provides an antidote to using fear when it comes to managing organizational transformation. 

• Human nature – Purpose can be used to tap into our basic human need to be part of something greater than ourselves – to contribute to a wider group or bigger goal.

• Building bridges – Purpose can be deployed as a force to promote and create better alliances, in the interests of a single compelling aim

At PERSOLKELLY, our purpose is simple and clear:

We combine expertise with human insight to achieve more, together.

It occurred to me during a recent PERSOLKELLY monthly business meeting that we really live and breath our purpose. Our Executive General Manager Kurt Gillam often recognises our team and their connection to it.

Our purpose carries through in our experiences and interactions with clients and candidates too.

When consulting with a client on an innovative recruitment strategy or advising a candidate on career options, we work closely with our Programmed Staffing family, and quickly tap into the expertise within our organisation to achieve more together.

At PERSOLKELLY, we are reaping the benefits of a clear and concise purpose. And it’s the little nods to your purpose that remind us why we get out of bed in the morning.

If you do not have a company purpose or have one that is lacklustre, gather your team with urgency and start hashing out what is your core reason for being. Check out this useful framework by McKinsey for embedding purpose throughout your organisation.

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Written by Ashley Speers, Business Development Manager – Western Region

With ten years’ experience in the Australian talent solutions industry, Ashley has developed in-depth knowledge of candidate and client market forces. Ashley has worked collaboratively with leading Australian organisations to design, implement and deliver talent solutions, pertinent to their business priorities. During her ten-year career in Australia, Ashley has worked in various roles from Recruitment Consultant, Team Leader, State Sales Manager and now Business Development Manager – Western Region. 

Looking for staff? Contact Ashley at Ashley.Speers@persolkelly.com.au  

Mentorship has long been a focus in the professional world. It provides the opportunity for all parties involved to grow professionally and personally. Encouraging mentor programs helps develop employees and ultimately benefits the business.

Why consider mentorship?

Mentorship gives the opportunity for junior professionals to develop a relationship with a seasoned individual who’s willing to assist them achieve success by applying the expertise they’ve gained through their time in the industry. The two should meet regularly to set goals, exchange ideas and overcome any issues the mentee may face throughout their career. Both mentor and mentee will see benefits professionally and personally throughout the life of the mentorship, so it’s a great idea to get involved.

Benefits for mentees

Being mentored will provide you with a wealth of knowledge and support. Having access to the guidance of a mentor can provide exposure to ideas and advice to help you achieve your professional goals. A mentor can help anyone, no matter where you are in your career, as professional goals change over time to reflect where you are currently. Their experience will also help you avoid mistakes your mentor has overcome.

When choosing who will be your mentor, consider the following:

• Does this person inspire you and do they have achievements close to what you hope to achieve? Before asking yourself this question, have a think about what you consider to be successful in all aspects life and ask, has the candidate achieved something similar? For example, if you value having strong relationships socially, you might want to consider someone who also shares this value, as well as taking their professional accolades into account.
• What expertise do they offer and can they help you to achieve your goals?
• Does their personality fit with yours? Good communication is key to having a successful relationship with a mentor, so it’s important that you both get along with each other.
• Are they willing to invest their time into you? You don’t want someone who can’t commit to helping you, so look for someone who will genuinely take time out of their day to help you.

As you begin to work with your mentor, have discussions with them to assess your strengths and weaknesses, which will help you develop a strategic plan to further your skills. If you’re looking for a mentor internally, it will provide you with exposure to your company’s management, which might help with promotion opportunities.

Benefits for mentors

If you’re considering becoming a mentor, you have the opportunity to help someone grow and succeed. Providing your knowledge and experience may create a sense of joy and pride as you’re able to help shape young talent. Additionally, working with a younger person, you may find yourself exposed to different perspectives and ideas that you can apply in your own work. You’ll also be able to improve your teaching and communication skills. Presenting information that others can understand is a skill that will help in other facets of your work such as presenting and pitching ideas. 

Benefits for businesses

Running a mentorship program in your business can create an opportunity to further develop the skills of your staff. The improved skills and knowledge that come from mentorship programs lead to better work outcomes, helping you achieve the business’ goals. It will also highlight individuals who have the drive and ambition to further their development in your business, providing potential management candidates.

Mentorship programs provide benefits to all parties involved.

At PERSOLKELLY, we can propel your business forward with our staffing solutions. To learn more, contact us today.

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PERSOLKELLY is one of Australia and New Zealand’s leading staffing and recruitment providers. If you’re looking for work, explore our jobs, or register your details, search and apply for jobs on GO, available free from your App store. If you’re looking for staff, get in touch with us to find out how we can support your business with great people.

Pay rises were virtually non-existent across most industries in 2020 as companies looked to cut costs while dealing with the pandemic. It’s no secret that the Australian economy has recovered from the effects of COVID-19 better than many countries. Our GDP growth is expected to hit 4.35% in the 2021-22 financial year, up from 1.25% in 2020-21. Despite this, a lot of businesses will still be hesitant to hand out pay increases in 2021.

If your company does offer pay rises, there’s a good chance your boss may not have enough funds for everyone. Therefore, it’s never been more pertinent to be clear, concise and forward when asking for and negotiating a salary increase.

Negotiating for the first time

If you’ve never negotiated a pay rise before, there’s a few things you can do according to PERSOLKELLY Recruitment Consultant Kayla Densley, ‘ask for a one-on-one meeting with your manager, express to them that you would like to request a pay rise’. She says it’s vital to list your reasons for the pay rise and it’s important to be specific. Have your KPIs with you and list any and all relevant achievements. This is your opportunity to remind your boss of your value to the company and all that you’ve achieved throughout the year. You may be tempted to go back further than a year, however that’s only relevant to do so if your pay wasn’t evaluated last year.

Preparation

When asked how to give yourself the best chance at succeeding in your request for a raise, Kayla stresses that preparation is key. ‘Be prepared, understand what you are contributing to the business so you can measure your outcomes.’ She also states that confidence can play a pivotal role in nailing your pitch, as does keeping it to facts and achievements. The best achievements are ones that can be measured or demonstrated.

Ideally preparing for a pay negotiation should begin when you start a job or after the last salary discussion. Keep a journal to jot down achievements. Digital is best as you can use keyword searches later to find relevant entries. Setting up alerts via Outlook or via the reminders app on your phone can be helpful to ensure you remember when work gets busy. Every fortnight or month are good intervals, any longer in between can lead to difficulty remembering what you’ve done since your last entry.

Have a figure in mind

Asking for a specific amount can also help you get what you want, and it conveys confidence in yourself and your worth. Review the Programmed and PERSOLKELLY 2021 Salary Guide to see high, low end and average salaries for your role. If you’re currently in the low end, it may be easier to rationalise why you deserve an increase. If not, it’s even more important to have examples to show why you deserve what you’re asking for.

When reviewing the guide, it can also be handy to look up what your boss’s role is paying. Knowing what they earn can help you decide on a realistic figure to ask for. If you ask for a raise that would have you earning a similar amount to your superior, it’s extremely unlikely to be granted.

Lay on the loyalty

If you’ve been at a company for a long time, highlight your loyalty. High turnover is a big problem for a lot of businesses. There is a myriad of costs associated with replacing a staff member, and your boss is keenly aware of this. In many cases a raise may be more cost-effective than losing and replacing you. It can take months for a replacement to get up to your level of competence and efficiency.

Non-monetary benefits

If you already know a monetary raise is off the table or your boss tells you early in the discussion, consider asking for non-financial rewards. Employees often crave more flexibility such as different hours and partially working from home. COVID-19 has forced business to embrace it. Seeking training and further education are also options as it can be prudent for companies investing in the skills and futures of employees.

Handling rejection with grace

While following the tips outlined above should put you in good stead for receiving a pay rise, there’s still the chance your boss says no. It could be due to factors outside of your control such as the economy and the bottom line, while other times it may be due to your performance, output or efficiency. It’s important to react professionally and not let the exchange negatively impact the relationship with your superior.

Seek feedback

Getting as much detail from your boss can help you going forwards says Kayla. ‘Ask your manager for specific reasons why your request is denied and then work together on a plan around what you need to work or areas of improvement which can be measured.’ The Muse published a great article on advice on how to take on board constructive criticism. Kayla suggests scheduling monthly meetings with your manager to track your progress. Taking on feedback in a positive way can go a long way to turning a no at this year’s salary review, into a yes at the next one.

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PERSOLKELLY is one of Australia and New Zealand’s leading staffing and recruitment providers. If you’re looking for work, explore our jobs, or register your details, search and apply for jobs on GO, available free from your App store. If you’re looking for staff, get in touch with us to find out how we can support your business with great people.

Mindfulness has become a practice that has grown in popularity over recent years. It’s known to be practised by leading figures in the business world and is being adopted in some of the world’s top workplaces. If you’re considering building mindfulness into your business, our quick guide will help you to understand how to best implement it.

What is Mindfulness?

Mindfulness is the practice of being in the moment. In the modern world, the ability to be in the present has become more important than ever. With distractions including phones, technology, other workers, meetings etc. you can be dragged away from the important tasks that need to be completed in your day. 

What are the benefits of mindfulness? 

Mindfulness in the workplace allows you to let go of thoughts about the past and future and focus on the present. A meta-analysis published in Frontiers in Human Neuroscience has shown that slow breathing techniques can produce increased relaxation, alertness and reduce anxiety. This can help you and your team to be calmer in the workplace, leading to better decision making and work output. 

Mindfulness and focusing on one thing at a time prevents multitasking. Multitasking can negatively impact time management and increase the time it takes to complete tasks, which ultimately impacts performance.

How do you practice mindfulness?

There are many ways to practise mindfulness. It can range from short, simple tasks such as focussing on one’s breath to longer meditation sessions. General ideas around meditation exercises as recommended by Australian Government service, Health Direct include:

1. Find yourself a quiet spot, away from distractions.
2. Get settled into a comfortable position, either on the floor or in a comfortable chair. When you feel comfortable, close your eyes.
3. When meditating, the key is to practice focusing on just one thing. When you become aware that your mind is wandering, just guide it back (without judgement) and focus. 

Research has also indicated that performing mindfulness outdoors is especially beneficial.  While meditating may be difficult to begin with, just like a muscle, your ability to meditate will become stronger and relaxing will become easier. Creating a daily habit to practice mindfulness will go a long way over time. 

How can you implement mindfulness in your workplace?

Strategies to include mindfulness in your company include:

Create education programs

Educating your workplace about the benefits of mindfulness will need to be a big part of embedding it within your business. Having sessions where mindfulness is explained, or setting time for people to practice meditation together will help it become a regular practice. 

Create a culture around mindfulness

Allowing time in the workday for employees to perform their mindfulness will send a message that it’s encouraged by management. By joining in on these sessions, management not only shows they believe in it, they can also enjoy the benefits themselves.

Mindfulness challenges

Workplace challenges can motivate employees to practise mindfulness and develop good habits. You might want to challenge your team to achieve a certain amount of hours of mindfulness per month, which will create healthy competition and encourage team members to meditate. 

Building a culture of mindfulness will benefit both employees and employers. Having a focused and capable team of problem-solvers will help you achieve more.

For effective staffing solutions to improve your recruitment process, contact us at PERSOLKELLY today to learn more. 

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PERSOLKELLY is one of Australia and New Zealand’s leading staffing and recruitment providers. If you’re looking for work, explore our jobs, or register your details, search and apply for jobs on GO, available free from your App store. If you’re looking for staff, get in touch with us to find out how we can support your business with great people.

Working from home has now become a big part of our working lifestyle. This new lifestyle has its own challenges that might prevent you from being your best. Developing good habits and strategies will help to ensure you have a healthy mind, body and relationship with work. This will allow you to stay on track to achieving your goals with your team.

Create a divide between work and home

When working from home, it can feel like you’re always at work. Sometimes, this can be overwhelming and stressful. To overcome this, create a clear divide between work life and home life. Strategies such as having a specific area soley for work will help to ensure there is a clear segregation from other areas of your home.

Developing clear boundaries mentally about your work habits are also important. Developing a strict schedule for when you’re in ‘work mode’ and ‘home mode’ will help you to clock off mentally. Simple tricks such as having a work outfit and outside-of-work outfit may help you to mentally distinguish when you are at work from when it is personal time.

Create a comfortable workplace

For many, you will be spending at least 37.5 hours of your week sitting in the same spot. It’s important to make sure that it is a great place to be. Make an investment in purchasing the right equipment for your workspace. Have an ergonomic office chair to promote good posture. If you’re used to having multiple monitors or a standing desk, you might want to think about purchasing these to create the same feeling you would have in the office. Creating a comfortable workplace at home will help get the best out of you.

Maintain physical and mental health

Maintaining your physical and mental health is important. Regular physical exercise is one of the simplest methods of decreasing stress and preventing depression. The World Health Organisation recommends having at least 150–300 minutes of moderate-intensity aerobic physical activity a week. 

At a minimum, get outside for a walk to enjoy the sun and the outside world. This will do wonders for your physical and mental health. Exposure to sunlight has been associated with boosting mood, providing Vitamin D and helping a person feel calm and focused. When working from home, sometimes you might not leave your home for hours on end. During the year, it can be dark when you wake up and the sun will set before you finish work, so it is important to take time out of your day to get outside and soak up some sun. 

Managing your mental health can easily be neglected but it is just as important as your physical health. Practising mindfulness will help to alleviate stress and improve attention span. Mindfulness and other forms of meditation are just like muscles and require constant practice to become stronger. Taking 10 minutes out of your day is all you need to make a significant difference. Mindfulness apps such as Smiling Mind, MyLife Meditation and Healthy Minds Program are great tools to guide you through your meditation.

If you’re struggling with your mental health, it is important to speak up. Please speak to another employee, friends, family or there is professional assistance externally to help you through any struggles you may be going through. 

Stay in regular contact with coworkers

Working from home takes away the face-to-face interactions we have with our coworkers. This can make us feel isolated and lonely, which can harm our mental health. Creating events via video calls, catching up in person (if possible), and messaging people throughout the day will provide the human interaction you need to still feel a part of your team.

Working from home has presented new challenges for the workplace so it is important to develop strategies for you and your employees to help maintain the health and effectiveness of your team. 

For those looking for work, finding a workplace that provides the right environment is important. PERSOLKELLY offers a wide range of job options and opportunities with our career pathfinder for candidates. Contact us at PERSOLKELLY today to learn more.

This pandemic has presented a lot of challenges for businesses and workplaces. It has also caused a shift in how we work, with more employees working from home than ever before. This presents new challenges as a manager to lead your team and achieve the goals of the company. Our How to Guide will provide some great tips on managing employees remotely, ensuring the distance between you and your team won’t negatively impact your performance.

Create a similar working experience 

Now that more people are working from home, how you interact with your team will change. Remote working can make employees feel isolated and unsupported. It is important to ensure that staff still feel that they have the same support that they would receive had they been in the office. 

Still provide the same assistance, training opportunities and regular catch ups with your junior staff that you would normally provide pre-pandemic. If you need to have more zoom calls to answer questions, brainstorm or solve problems then it needs to be done. 

Onboarding a new employee 

Remote working may have made onboarding new employees one of the most complicated aspects of management. The pandemic has not stopped businesses from hiring new talent so you must create a program that will effectively help them to be a new member of your team as they work from home.

Bringing new employees into the office on their first day may not be possible. To ensure your new employee has everything to be onboarded, a program that can effectively communicate what is needed to perform their role is a must. Create a list of the software and accounts that need to be set up and provide resources so that they perform these tasks. If you are planning to provide equipment such as laptops, couriers may be required. 

The isolation of working from home presents some challenges that can really affect how the new employees feel about working for your business. It is key that they feel welcome and a part of your team. 

This is difficult to create when we are not able to interact face to face. To overcome this, create social events either digitally or outside of the office so you can help them to build professional relationships and friendships within the team.

Create avenues for feedback

This new working environment is new for everyone and not everything will be perfect on the first try. Feedback from your team will play a big role in working out where communication is breaking down and goals aren’t being achieved. Activities such as regular catch ups, suggestion boxes or message groups are a great way for people to communicate any issues they may be experiencing. 

As a manager, you should always approach this feedback with an open mind, be empathetic and lead from the front. This will help staff feel like they can approach you with any of their issues. 

This pandemic has presented new challenges with remote working. Leading from the front and working with your team to overcome these challenges will not only create better solutions but it helps you all to tackle the next problem that comes along. 

Sourcing quality professionals for your business can be challenging at the best of times. For effective staffing solutions to help you build the right workforce for your company, contact us at PERSOLKELLY today to learn more. 

PERSOLKELLY recently held a leadership luncheon event on May 27^th at the Fremantle Football Club to celebrate the launch of the latest Workforce Insights Report.  

Before getting down to serious business, guests were invited to watch the Dockers train on the oval as they arrived before Business Development Manager Ashley Speers gave an Acknowledgement of Country and an overview of the agenda. Ashley also showed a video about the club’s 2021 Indigenous guernsey that they wore in last weekend’s match against Port Adelaide at the Adelaide Oval. 

Executive General Manager Kurt Gillam provided attendees with an overview of the PERSOLKELLY story, talked through our strong legacy and shared our brand video. Fremantle CEO Simon Garlick spoke about the history of the club and its long-standing partnership with Programmed & PERSOLKELLY, with Programmed the club’s co-major sponsor in a relationship that now spans almost two decades. In good humour, any West Coast Eagles supporters were asked to raise their hand but in the end were allowed to stay for the event!

Ashley then spoke to the latest report entitled ‘From Job Seekers to Career Movers – What will Employees Prioritise in 2021?’, with key findings, some of which were published in the Australian Financial Review, discussed. 

Kurt hosted a fascinating panel Q&A with Dockers senior coach Justin Longmuir and star veteran champion David Mundy. Justin and David were generous with their time in providing a deep insight into four topics including footy, leadership, building an elite performance culture and attraction and retention of talent, all of which linked back to the business world.

Both Justin and David also provided a rare insight into their motives and inspirations stemming from their family upbringing. The room then mingled over a spot of lunch and discussion. Several guests took selfies at the event to send to friends, families and partners who passionately support the team.

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Three door prizes were up for grabs including a signed football as well as two sets of corporate double passes to this weekend’s match against the Western Bulldogs at Optus Stadium. Those who didn’t win weren’t left empty-handed with PERSOLKELLY ‘Grow with us’ basil seeds to plant with the family, keep cups, mugs, notebooks, seeds and hard copies of the insights report all available to take home. 

There was a fantastic buzz in the room with clients chatting to each other, some of whom used to work together or are current clients of one another. Lots of positive feedback has followed the event, with clients finding the insights valuable and enjoying the great venue. 

If you’d like to attend our next event, email Ashley at ashley.speers@persolkelly.com.au 

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PERSOLKELLY is one of Australia and New Zealand’s leading staffing and recruitment providers. If you’re looking for work, explore our jobs, or register your details, search and apply for jobs on GO, available free from your App store. If you’re looking for staff, get in touch with us to find out how we can support your business with great people.

Sandra Owens is CEO of two businesses – AccessOncology & ScienceToLife and has worked in Senior Executive roles for Sanofi, AstraZeneca, Merck and Johnson & Johnson across the Asia Pacific Region. We spoke to Sandra about her career in STEM, leadership and launching a business during a global pandemic.

You started Science to Life during a global pandemic. What was that experience like?

It was a little bit challenging but also fun. We were working with several European and American biotechs who placed their growth activities into hiatus during COVID for obvious reasons, so the clinical trials projects and some of the commercialisation projects we were working on essentially stopped.

My business partner and I decided to set up a virtual medical education business – ScienceToLife. We knew that life sciences teams and clinicians weren’t going to be able to travel overseas to listen to some of the new clinical research that was being presented, which they typically do several times every year.

In developing this business, we were able to bring some of the new research findings and data back to Australia and develop panels to have discussions about that data in the Australian clinical context.

We knew there was going to be a real need within the market here and there certainly has been.

We also understood that for the Science & Business Graduates of 2020, including those with a PhD who wanted to join the Life Sciences industry, opportunities may have been limited. So we developed courses to help them stand apart in the interview process by offering a thorough understanding of what it’s like to work in the industry and the sort of roles available to them.

It sounds like you were able to launch the new business quite quickly!

It was super quick. You didn’t need much other than your own concept and ideas on how to develop it and how to go out to the marketplace with the offering.

We talked to several people that we’d worked with previously to find out whether the need was there, and clearly it was, so we ran with it.

We partnered with a digital company who helped us develop some of the bespoke platforms that we needed to run the virtual symposia, both with international and national experts, and a different platform to run preceptorships.

The courses were developed by us, with input and interviews from professionals working within the industry.

The pandemic has driven a lot of change in the industry, notably the use of tech…

Yes, the digital side of improving healthcare for Australian and New Zealand patients has definitely shifted really quickly. For example, clinical trial patients no longer have to necessarily travel into hospitals for their regular checks, they can do that online.

It’s freed up a lot of thinking around how things can be done. That means we’re going to be able to deliver medicines to patients faster because at the end of the day, clinical trials should run faster in Australia. The use of artificial intelligence to select candidates for research as well as selecting the right patient for clinical trial will also speed up recruitment into trials.

It’s an exciting time to be working in this space…

Absolutely agree. At ScienceToLife, we decided to put together some virtual courses for people who wanted to move into life sciences, because it’s one industry that’s been growing throughout COVID. We also recognise that science graduates and PhDs might not have as many opportunities as they previously had, so we want to give them an insight into how life sciences works, as well as the types of companies and roles they can work within.

What drew you to the STEM industry and particularly, oncology?

I was originally working in the cardiovascular and respiratory field and was fortunate enough to be offered a role in oncology, which really sparked my interest because there’s so much going on in this field. There’s an incredible amount of research being developed, created, and made available. New molecules are reaching patients with cancer faster than ever before, which can really change lives.

In terms of getting out of bed every day and figuring out what your purpose is, it was very clear to me that this was something that really interested me. It’s very exciting to be able to make that sort of difference, right from early clinical trials, all the way through to commercialisation of treatments, diagnostics and making them available to patients.

Oncology became a huge passion of mine and has been for 25 years. Watching the whole field change enormously has been exciting.

What are some of the challenges you faced early on in your career and how have you overcome them?

Early on, I was one of the first women to work in life sciences, believe it or not. It was very much a male-dominated industry. That brought along some challenges regarding how much value I could add and the degree to which I was taken seriously in the field.

Once I’d worked in the field for a period of time, demonstrated my worth, and really figured out that I had to back myself, be my biggest advocate and not waiver from that, it got a little bit easier. People started taking me seriously.

Moving into some of the more senior roles, I remember there was a time when I was the only woman on the Executive Board. There were some issues there with other Directors, which I addressed. I stood in my confidence and I had a very supportive General Manager. Having that support and being able to have those discussions with him made an incredible difference. Build your mentors!

We addressed some of these issues and launched the first work-life balance program in the organisation. Some people didn’t think it was important at the time, but we ended up winning a national equality award for women, which I was really proud of on behalf of all the supporters in the business.

We also made some huge cultural changes within that business and because we focused on the culture, we shifted the growth patterns of that business back into double digits.

What advice would you have for women in this industry?

Watch leaders you admire, both men and women. I used to do this, I’d watch how they communicated, their behaviours and how they interacted with people. At the end of the day, it’s about those soft skills. Emotional intelligence is so important.

When you’re in a leadership position, try to be as visible as possible for people that are coming through. Be open to being a mentor and helping younger women with their challenges.

How did you find your confidence?

I think it’s incredibly important to be your authentic self in the workplace. You really won’t find your stride and your purpose until you can do that. If you can’t be your authentic self where you are, I would move. I moved several times to find that, because being in-flow while also being challenged is really important in your career.

What lessons are you learning now in this point in your career?

Leaving the corporate world and setting up my own business was a little bit scary at first because I didn’t know if I would succeed, but it seems like we’re generating enough value for people that need the services we’re offering. Staying flexible, especially in the COVID environment, has been important.

I left the corporate world, where I was trained to think a certain way, but now I have so many ideas and I have to choose the ones I think are going to add the most value. There’s only so much time in the day, so remaining flexible and open enough to that has been a key learning.

Find out more about Science to Life and Sandra Owens.

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PERSOLKELLY is one of Australia and New Zealand’s leading staffing and recruitment providers. If you’re looking for work, explore our jobs, or register your details, search and apply for jobs on GO, available free from your App store. If you’re looking for staff, get in touch with us to find out how we can support your business with great people.

How the Federal Budget will impact you

Treasurer Josh Frydenberg could never have imagined he would deliver a Budget like the one he did last night.

This was a most un-Coalition Budget, framed around a big spending, stimulatory program of family and business support and expanded employment programs, all designed for a post-COVID recovery, leaving little chance of slipping back into recession.

Concerns over debt and deficit were relegated, as the priority shifted to ensuring the economic recovery continues and Australia avoids any future shocks.

For those who might once have urged economic restraint, this was a case of ‘make me pure but not just yet!’

With a federal election due within a year, it would have been unwise to put too many groups offside. And, few will go away disappointed. There was something for almost everyone – business and personal tax relief, infrastructure, skills training, women’s health and safety, regional transport, aged care, mental health, and continued support for the housing sector.

The key takeaways

• Business tax concessions
• Thousands of new training places
• Apprentice wage subsidy extended
• New infrastructure
• Housing stimulus

The economic picture

Australia’s recovery from the depths of the economic recession has been swift and rare by international standards. Yet the fragility of this bounce back is underscored by the languid pace of the vaccine rollout, the slow opening of international borders and the scale of the pandemic in other countries.

Australia’s real GDP growth is expected to hit 4.25% in 2021-22, coming off a low base of just 1.25% last financial year. The key driver is government spending – turbocharged initially by JobKeeper, and now sustained by a wave of new government spending.

The current unemployment rate of 5.6% is expected to fall to 5% in mid-2022.

Wage growth will remain flat at only 1.5%, despite the expected pace of the recovery, while inflation is forecast to remain subdued at 1.75%. The official outlook may look a touch rosy, but given Australia’s remarkable bounce back from recession so far, few are willing to bet that it won’t continue.

As the Treasurer put it, ‘Australia’s economic engine is roaring back to life.’

The flip side is that the budget deficit will hit $161 billion this year, albeit $53 billion lower than predicted six months ago. The alarming figure is net debt which will increase to $617 billion or 30% of GDP this year before maxing out at almost a trillion dollars in 2025.

Business and personal tax relief

One of the biggest economic fears has been that a sudden withdrawal of government payments would tip the economy back into recession.

However, new tax measures are designed to help keep business and households flush. The government is extending the full expensing of business assets for an additional year until June 2023. The temporary loss carry-back is also being extended to include the 2022-23 income year.

The extension of these two measures is estimated to deliver tax savings to business of about $21 billion.

One surprise was news of personal tax cuts for those on low and middle incomes which will provide up to $1,080 for individuals and up to $2,160 for couples.

Skills and training to get a boost

There is major new investment in skills and training. The federal government is injecting another $500 million into the JobTrainer program with an expectation of matching funding from the states and territories to support an additional 163,000 places.

JobTrainer will now support some 450,000 free and low-cost training places at TAFEs and private colleges for a host of qualifications and short courses, determined by the states according to their skills needs.

There was also a six-month extension to the Boosting Apprenticeship Commencements (BAC) wage subsidy for new apprentices and trainees. This will be extended from 30 September this year to 31 March 2022. It means that thousands more apprentices and trainees will be able to attract the employer wage subsidy of up to $7,000 per quarter for a full 12 months.

Three thousand digital apprenticeships and traineeships have been earmarked for support through BAC, while an $11 million Digital Skills Cadetship Trial will develop skills in areas such as cybersecurity, advanced manufacturing and data analytics.

The government will also provide 5,000 additional gateway service places and in-training support for women commencing in non-traditional trades.

There will be $149 million over four years to establish up to 15 industry owned Skills Enterprises to deliver improved skills and workforce outcomes through collaboration with industry.

A National Digital Australian Apprenticeships Portal will be established as a one-stop-shop to help employers manage their apprentice workforce and for apprentices to understand their entitlements.

Indigenous employment will see a new Remote Jobs Program. But there appears to be a shake-up of other Indigenous programs, with $128 million for a newIndigenous Skills and Employment Program, which will replace the existing Employment Parity Initiative, Vocational Training and Employment Centres, and Tailored Assistance Employment Grants. 

The ‘ugly duckling’ of the budget was the JobMaker Hiring Credit which was announced a year ago and forecast to create 450,000 new jobs, but produced a little more than a thousand and was quietly buried in this Budget.

 Infrastructure pipeline crosses the country

There is a big injection into ongoing road, rail and logistics facilities that will also underpin employment in the regions. In addition to existing commitments, a further $15 billion was committed to projects including:

• North-South Corridor in South Australia
• Great Western Highway and Newcastle airport in New South Wales
• Melbourne Intermodal Terminal in Victoria
• Queensland’s Bruce Highway
• WA’s METRONET
• Light Rail extension in ACT

Women’s budget statement a first

For the first time, there is a separate women’s budget statement which includes programs and funding for women’s economic security, safety, health and wellbeing. It includes:

• $1.1 billion in funding for women’s safety, including frontline domestic violence programs and cash support for women fleeing violence
• $1.9 billion to support the economic security of women
• $1.7 billion for childcare subsidies
• $351.6 million for women’s health and wellbeing measures

There is also a greater focus on the aged care workforce, incentives for women to enter STEM careers, and more support to women seeking education and career guidance.

More help to get into housing

The housing market may be on fire in many parts of the country but there is no sign of easing back on the appetite for real estate.

The budget contains measures to enable first home buyers with only 5% deposit to enter the market, and for single parents to purchase a home with just a 2% deposit.

In addition, the amount that can be accessed from superannuation under the First Home Super Saver Scheme has been increased from $30,000 to $50,000.

The HomeBuilder initiative has seen 120,000 applications and supported $30 billion of building activity, and will continue to underpin activity in residential building. New housing starts are now at the highest level in 20 years.

Aged care gets a major funds injection

The government has responded to the failures exposed by the Aged Care Royal Commission with a $17.7 billion commitment over five years.

The money is designed to deliver another 80,000 home care packages, bringing the national total to 275,000.

Almost $8 billion of the total goes to improving the quality and safety of residential aged care services.

One of the challenges will be getting the skilled workforce to meet demand, which sees 33,800 of the additional training places under JobTrainer reserved for the aged care workforce.

Building manufacturing capability

The COVID pandemic has accelerated the trend toward greater reliance on local production capability and, thus, the need for homegrown manufacturing and R&D. A key initiative is the new ‘patent box’ starting on 1 July 2022, which will see income earned from new patents developed in Australia taxed at a concessional rate of 17%. It will apply to the medical and biotech sectors, with a view to expansion into clean energy.

The budget also invests in measures to help small businesses and farmers grow and diversify their export markets with an extra $88 million for the Agri-Business Expansion Initiative.

Funding has also gone to help stimulate exploration and production in the gas reserves of the North Bowen and Galilee Basins, while there is funding to boost fuel security for local refineries.

In response to the shortcomings exposed in vaccine production, there is a commitment to work with industry to develop an onshore mRNA vaccine manufacturing capability.

Overall, the Budget delivers a mammoth program of support across almost every area of the economy. The government now has every policy tool at its disposal dialed up to the maximum, aided by the RBA’s ultra-low interest rates.

Once unthinkable for a Coalition government, this scale of fiscal buffering was designed initially to avoid a COVID-induced catastrophe, and is now ingrained into the political fabric.

It also gives the government great flexibility, politically, to call an election perhaps later this year.

Australia defied the world with a 30-year unbroken run of economic growth before the COVID recession. It remains to be seen if this Budget can position Australia for new records on the way back to normal.

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Unless stated otherwise, information was sourced from the Commonwealth Budget 2021 documents, ministerial statements, media releases and portfolio papers budget.gov.au/. This is general information only and should not be taken as constituting professional advice from Programmed. Programmed is not a financial adviser. You should consider seeking independent legal, financial, taxation or other advice to check how the information relates to your unique circumstances. Programmed is not liable for any loss caused, whether due to negligence or otherwise arising from the use of, or reliance on, the information provided.

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From market-leading staffing programs, to advanced people management, innovation and technology; we support your business to navigate and stay ahead of the rapidly changing world of work. 

Together our experienced, capable team of problem-solvers will help you achieve more.

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Increased pay is emerging as the number one reason for changing careers or jobs in 2021, with almost half of workers, or 6 million Australians, considering a role or career shift during the past twelve months, according to our recent study.

Australian workers say reskilling and upskilling are the clearest ways to secure their financial future but cite cost as the largest barrier.

These are just some of the findings contained in our latest PERSOLKELLY and Programmed report, looking into how employees will prioritise their careers in 2021.

Our research tells us it’s careers and purpose more than COVID-19 that is prompting people to reconsider their lives, especially young people,” said Nic Fairbank, CEO, Programmed Skilled Workforce, Programmed Training Services, PERSOLKELLY.

Of those considering a career or role change, over 25 per cent say pay and financial security is the main reason to consider a switch. Unsatisfactory work conditions, perhaps disrupted or amplified by the pandemic, came in second with 23.0 per cent.

Less than 10 per cent of Australian workers considering a move think COVID-19 itself was the reason. However, the majority of all workers (53.7 per cent) think the pandemic has changed the way they viewed their jobs.

• Increased pay is emerging as the number one reason for changing careers or jobs in 2021, with almost half of workers considering a role or career shift during the past twelve months.
• Our data shows reskilling and upskilling are the clearest ways to secure a financial future, but cost is cited as the largest barrier.
• Of those considering a career or role change, over 25 per cent say pay and financial security is the main reason to consider a switch. Unsatisfactory work conditions, perhaps disrupted or amplified by the pandemic, came in second with 23.0 per cent.

When looking at different industries, mining, construction/infrastructure, and FMCG (fast-moving consumer goods) have the largest number of workers considering changing careers or roles, though most plan to stay within the same industry.

Of those considering a change, 18-24-year-olds were the largest group most likely to look elsewhere, with half of that group aiming to stay in the same industry.

While pay was Australians’ most cited reason for wanting to switch jobs, Victoria saw the highest level of respondents citing COVID-19 (11.6 per cent), followed by New Zealand (9.8 per cent) – both regions impacted by severe lockdowns.

Those looking to change industries are eyeing a move towards Professional Services, which includes roles in administration, business support, accounting, technical professions, sales, marketing, and human resources.

Information and Communication Technology (ICT) and the Health sector also rank highly, as healthcare labour and digital specialists across different categories are in high demand.

“Transitioning to the new economy means a skills evolution, not a revolution, to support industries that are growing but cannot get enough people, like healthcare and aged care,” said Mr. Fairbank.

Workers themselves are taking career changes into their own hands and are looking to upskill, reskill and conduct further study to progress their careers.

Close to one-third of Australian workers see growth as a key reason to consider upskilling or reskilling, while 27.3 per cent said it would progress their career. Up to 16 per cent said it was a job requirement. Download the full report at

What will employees prioritise in 2021?

Download the full report here

The PERSOLKELLY Future Scientist Award is now open. The Award gives science graduates the opportunity to showcase themselves to employers from Australia’s leading scientific companies, get advice on how to present and prepare for interviews from our specialist Scientific recruiters and go in the running to win $1000.

We spoke to 2019 finalist Greta Luche, who is now working as a Biochemist at a new ground-breaking biotech start-up, about her experience in the Award Program.

Can you describe your experience participating in the Future Scientist Award program?  

I really enjoyed the opportunity of showcasing my personal experience in front of people from various industries. I guess feeling heard or having a chance as a new graduate. Finding the first job can be hard.

Can you list your three highlights from the program?

• I got my first full-time job after university through this program!
• Doing multiple interviews at the same time.
• The PERSOLKELLY consultant was a great guy and very easy to speak with.

How has the Future Scientist Award Program helped you in your career?

Yes I got my first full-time job after my studies. The job granted me some experience in the industry and I will always be grateful to PERSOLKELLY for the opportunity.

What are your career plans?

I want to fill roles of responsibility and lead a team of smart people. I like roles where there is flexibility to improve. I also appreciate positions where it is possible to organise your own time and work very hard but in a smart way.

What advice would you give current Science graduates?

To try this program! It’s fun and doesn’t cost you anything. I would advise to not be choosy for your first job and to learn as much as you can through working well. I would also advise never to remain in a position where you are not happy and to remember your possibilities and how much you are worth.

Apply for the 2021 Future Scientist Award today!

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PERSOLKELLY is one of Australia and New Zealand’s leading staffing and recruitment providers. If you’re looking for work, explore our jobs, or register your details, search and apply for jobs on GO, available free from your App store. If you’re looking for staff, get in touch with us to find out how we can support your business with great people.

Dr Shanny Dyer is an experienced senior executive who has been at the helm of ARCS Australia, as CEO since 2016. We spoke to her about career progression, leadership and how COVID-19 has impacted the healthcare sector, for the better.

What does ARCS Australia do?

ARCS Australia is a membership-based organisation composed of people working in the therapeutic sector. We offer industry-led, case-study driven education for people who are involved in developing and marketing medical products. For them, education is important and having people in the sector to learn from is invaluable.

We’re a body that represents an incredibly important sector in healthcare and supports them to be the very best that they can be. The COVID-19 vaccine is a great example of the dedication of our people and the work that’s gone into getting it off the ground in such a short time.

What kind of a year was 2020 for ARCS?

I acknowledge the dreadful impact it’s had on the world, but for our sector it’s been a wonderful interruption to the way we do things. It’s been a year of disruption, which has created innovation.

2020 accelerated some changes in healthcare that we’ve been trying to implement for years, notably telehealth and teletrials.

We had a summit in October and the panel of seven health consumers were talking about this very topic. Every one of them said that while the pandemic has been terrible, they’ve been able to get the medical assistance they needed without having to travel.

When patients benefit from what we do, we know we’re doing a good job. By implementing telehealth and teletrials digitally, we’re making life so much better for patients.

Why would you recommend this line of work for women?

The sector is incredibly dedicated, professional and fun. Our people cover areas as diverse as data management, regulatory affairs, pharmacovigilance, health economics and clinical research (amongst others).

It’s an area that suits different types of people. There are some jobs that are public-facing, and others that require analysing spreadsheets and data. For people coming into the sector, there’s a plethora of fantastic job opportunities that are well paid and inspiring because the work that you’re doing is helping people.

How important is it for women in STEM to network and have other likeminded professionals to turn to?

It’s incredibly important. If you want to get ahead and move your way up the hierarchy, it’s not just about the technical skills, it’s about your interpersonal, leadership and strategic skills.

As you move up into more senior roles, you need to network strategically and position yourself in situations where you can meet the right people.

COVID has highlighted other, digital avenues for networking. Our sector is very much relationship-driven and built on trust. You’ve got to be in the club to get to certain places, which I think is old-school. These days, I would stress to people who are looking at moving into a leadership position, to think about their online presence, the things they say and how they present themselves in a professional way.

Look at your online profile, think about the places you would want to go, people whose role you might like, and then start writing some thought-pieces on social media or write for our association journal. This will showcase your ability to digest and think through information in a way that clearly distils what’s happening for others.

I’d say that it’s incredibly important.

What are some simple ways we can build on our leadership skills?

First of all, you need to have the technical skills, then you want to build a broader understanding of the area or sector you’re working in.

If you’re looking to build up your leadership capabilities, practice your leadership skills outside of your area of work. If you’re in the tennis club, get on the social or steering committee of the next event they’re running. Work with younger kids or teenagers in helping them build their tennis skills. Join any sort of club where you can practice your leadership skills in a safe environment. People who do this really shine when it comes to talking in public. They already have the confidence to be able to get their thoughts together. Those nerves aren’t there because they’ve done it in front of people they feel safe with.

If you get into a position of leadership, then your job is to pick someone and mentor them. There are a number of people I’ve given a first job to, and others I’ve helped with their career, and I’m so proud of where they’ve ended up. Be sure that you turn around and do to someone else, what you’ve had the opportunity to receive.

Find out more about Dr Shanny Dyer.

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PERSOLKELLY is one of Australia and New Zealand’s leading staffing and recruitment providers. If you’re looking for work, explore our jobs, or register your details, search and apply for jobs on GO, available free from your App store. If you’re looking for staff, get in touch with us to find out how we can support your business with great people.