Client Event: Navigating Future Trends in HR and Technology

By Tamara Holmes, PERSOLKELLY Business Manager, Sydney West

PERSOLKELLY and Programmed hosted a client event this month to discuss hot topics in the recruitment industry right now. 

Our aim was to provide valuable insights into two critical areas shaping the future of the industry: Same Job Same Pay new industrial relations legislation and AI in recruitment. With speakers in town, Kevin Cameron, PERSOLKELLY & Programmed Head of People and Scott Martin, PERSOLKELLY & Programmed Product and Implementation Manager, at the forefront, our attendees were in for a treat.

Kevin Cameron, an esteemed industrial relations leader, delivered a compelling presentation on the new “same job, same pay” legislation. His expertise illuminated the complexities of this legislation, offering our clients invaluable guidance on navigating its implications and answering questions that may arise.

Scott Martin provided insights into AI’s role in transforming the recruitment industry. His presentation shed light on how AI is reshaping talent acquisition processes, from sourcing to rostering and candidate assessment. Attendees gained a deeper understanding of how to leverage AI to streamline their recruitment efforts and stay ahead in a competitive landscape.

Beyond the informative sessions, the atmosphere of collaboration between our PERSOLKELLY and Programmed teams was palpable throughout the event. This synergy underscored our commitment to delivering comprehensive solutions and unparalleled service to our clients. The seamless integration of our teams ensured that attendees received holistic support and guidance tailored to their unique needs.

Of course, no event is complete without exceptional food, hospitality, and branded coffee and donuts!

The event was a resounding success on all fronts and want to thank the clients and employees for the collaboration to make it a success. Here’s to continued collaboration and success in the future.

The importance of resilience in the recruitment industry

Written by Simon Brownjohn

The recruitment industry, with its fast-paced environment and the constant pressure to match the right candidates with the right opportunities, places a premium on resilience. As you navigate a highly competitive landscape, building relationships with both clients and candidates is crucial. The dual focus on service delivery to businesses, and providing opportunities for individuals adds layers of complexity and emotional investment to the sales process.

In recruitment, resilience is about more than just coping with rejection from clients or candidates. It’s about continuously engaging with a diverse array of individuals, adapting communication styles, and remaining optimistic and motivated even when placements fall through or clients decide to go with another service. The ability to bounce back from these setbacks, learn from each experience, and apply those lessons to future interactions is crucial.

Resilience in the recruitment industry means being able to rapidly adapt to changes in the job market, technological advancements in recruitment processes, and shifts in client needs. You need to commit to ongoing learning and development, ensuring that the services and solutions you are offering remain relevant and competitive. Critically, you need to be able to effectively communicate these to a diverse audience.

As you gain industry experience, you will be exposed to larger sales opportunities with increased complexity. When navigating the intricate landscapes of large multi-nationals or the government sector, the unique challenges and opportunities will demand a high degree of resilience and emotional intelligence. You will find yourself navigating bureaucratic processes, adhering to strict compliance and regulatory requirements, and often enduring lengthy procurement cycles. The stakes are high, and the sales process can be painstakingly slow, testing the patience and perseverance of even the most experienced sales professional.

Resilience in this context means maintaining positivity, being proactive, and with a constant focus on solutions. It requires an understanding that success involves more than just the immediate sale; it’s about building long-term relationships and trust. You need to be adept at managing expectations—both your own and your clients’- in addition to colleagues, peers and upper management.

The capacity to learn from each interaction, refine strategies, and persistently pursue opportunities, even when faced with bureaucratic hurdles, is what distinguishes successful sales efforts. Resilience here also means staying informed, adapting sales strategies accordingly, and finding innovative ways to demonstrate capability within an often narrow, prescriptive and constrained tender framework.

The rewards can be significant. Not only in terms of contract wins, but through the development of lasting relationships and building credibility (both externally, and also within your own organisation). It’s not easy, you’ll face setbacks and frustrations, so when you get a win (of any size) – celebrate it, before moving on to the next opportunity.

Join our team. We have a range of roles available across several industries, including Professional Services, STEM, ICT, Government and Management & Executive. Find out more.


Author: Simon Brownjohn, PERSOLKELLY General Manager – Growth

Simon brings over 12 years’ experience leading and preparing major bids and tender responses, in addition to managing significant Corporate and Government contracts. He has developed and implemented temporary and permanent staffing solutions, workforce planning and management, and led projects across Managed Service Provider (MSP), Contingent Workforce Outsourcing (CWO), and HR Consulting.  

Simon has built and managed recruitment teams, providing oversight and direction, and ensuring services are delivered to both time and budget, and to the standards set by both PERSOLKELLY and our clients. He was the Recruitment Manager for the hugely successful Commonwealth Games project team, and is currently General Manager – Growth for PERSOLKELLY across Australia. 

The Art of Resignation: Free Resignation Letter Templates

Resignation—the mere word can evoke a mix of emotions, from relief and anticipation to sadness and apprehension. Whether you’re moving on to pursue new opportunities, seeking a better fit, or simply ready for a change, resigning from a job is a significant step in your career journey.

However, amidst the whirlwind of emotions and logistics involved in resigning, one crucial element often overlooked is the resignation letter itself. Your resignation letter is not just a formality; it’s your final impression on your soon-to-be former employer and colleagues. It’s an opportunity to express gratitude, professionalism, and goodwill as you transition to the next chapter of your career.

In this blog post, we’ll explore the art of crafting the perfect resignation letter. We’ll provide you with three carefully curated resignation letter templates, each tailored to different circumstances and communication styles. Whether you prefer a standard, formal approach, a concise and straightforward message, or a warm expression of gratitude, we have you covered.

So, if you’re preparing to bid farewell to your current job and embark on a new adventure, read on to discover how to navigate the resignation process with grace and professionalism.

Here are three templates and guidelines to help you craft a resignation letter that leaves a positive lasting impression.

1. Standard Resignation Letter Template:

  • This template is comprehensive and professional.
  • It includes a formal greeting, a clear statement of resignation, the last working day, willingness to assist during the transition period, expressions of gratitude, and a formal closing.
  • This template is suitable for most situations where a detailed and formal resignation letter is required, such as corporate environments or positions with longer notice periods.
  • Choose this template when you want to ensure a professional tone and provide all necessary information in a structured manner.

Download Word Doc template here.

2. Short and Simple Resignation Letter Template:

  • This template is brief and to the point.
  • It includes a simple statement of resignation, the last working day, appreciation for the opportunities, and a brief closing.
  • This template is suitable for situations where you want to keep the letter concise and straightforward, such as when you have a good relationship with your supervisor and prefer a more casual approach.
  • Choose this template when you want to communicate your resignation quickly and efficiently without unnecessary detail.

Download Word Doc template here.

3. Grateful Resignation Letter Template:

  • This template focuses on expressing gratitude and appreciation.
  • It includes a warm greeting, a statement of resignation, expressions of gratitude for experiences and support, willingness to assist during the transition, and a friendly closing.
  • This template is suitable for situations where you want to leave on a positive note and express sincere gratitude for the opportunities and relationships you’ve had at the company.
  • Choose this template when you want to maintain positive relationships with your manager and colleagues and leave a lasting impression of gratitude and professionalism.

Download Word Doc template here.

Ultimately, the choice of template depends on factors such as the company culture, your relationship with your manager, the level of formality required, and your personal communication style. Consider these factors when selecting the most appropriate resignation letter template for your situation.


We work with Australia’s leading businesses in a wide range of industries. Browse all open opportunities here.

Fostering an Entrepreneurial Mindset in IT Departments: Transforming Support Functions into Business Enablers

Written by Alan Wong

In today’s rapidly evolving business landscape, the role of Information Technology (IT) departments within organisations is undergoing a significant transformation. No longer confined to mere support functions, IT is increasingly recognised as a potent strategic asset that can drive innovation, enhance competitiveness, and fuel growth. However, many organisations, like the one encountered by a recent client, still perceive IT as a cost center rather than a business enabler, resulting in limited budgets and missed opportunities.

As the world embraces technologies like Artificial Intelligence (AI), businesses face multifaceted challenges from the market, competitors, clients, and internal operations. In this dynamic environment, it is imperative for companies to leverage their internal IT capabilities proactively. Rather than relegating IT to the sidelines, organisations must empower their IT departments to assume frontline roles in driving business success.

To achieve this paradigm shift, cultivating an entrepreneurship mindset among IT employees is paramount. Instead of merely executing predefined tasks, IT professionals need to adopt a proactive and innovative approach, akin to that of entrepreneurs. They should view technology not as a tool for maintenance but as a catalyst for business transformation.

By embracing an entrepreneurship mindset, IT employees can identify and capitalise on opportunities to leverage technology for strategic advantage. Whether it’s streamlining internal processes, enhancing customer experiences, or developing new revenue streams, IT professionals armed with an entrepreneurial spirit can unlock untapped potential within the organisation.

Moreover, fostering collaboration between IT and other business units is essential. By actively engaging with stakeholders across departments, IT teams can gain deeper insights into organisational goals and challenges, thus aligning their initiatives with broader business objectives. This collaboration fosters a culture of innovation and agility, where IT becomes an integral part of the decision-making process rather than a mere service provider.

Developing IT employees with an entrepreneurship mindset in an organisation involves a multifaceted approach aimed at fostering a culture of innovation, autonomy, and collaboration. Here are several strategies to achieve this:

Training and Development Programs: Implement training programs focused on entrepreneurship, business acumen, and innovation. Provide employees with opportunities to enhance their skills in areas such as strategic thinking, problem-solving, and decision-making. Offer workshops, seminars, and online courses that expose IT professionals to entrepreneurial concepts and real-world case studies.

Cross-Functional Experiences: Encourage IT employees to gain exposure to different aspects of the business by participating in cross-functional projects or rotational programs. This allows them to understand the broader organisational context and develop a holistic perspective on how technology can drive business value.

Autonomy and Ownership: Empower IT employees to take ownership of projects and initiatives. Provide them with autonomy to explore innovative solutions, experiment with new technologies, and make decisions independently. Encourage a culture where employees are encouraged to take calculated risks and learn from both successes and failures.

Innovation Challenges and Hackathons: Organise innovation challenges, hackathons, or ideation sessions where IT employees can collaborate with colleagues from other departments to solve business problems or explore new opportunities. Provide resources, mentorship, and support to help teams turn their ideas into actionable projects.

Recognition and Rewards: Recognise and reward IT employees who demonstrate entrepreneurial behavior and contribute to the organisation’s growth and innovation efforts. Celebrate successes, whether they are related to cost savings, process improvements, or revenue generation. Create a culture where initiative, creativity, and initiative are valued and incentivised.

Leadership Support and Role Modeling: Cultivate leadership support for entrepreneurship initiatives within the IT department and across the organization. Encourage senior leaders to champion innovation, lead by example, and actively support employees in their entrepreneurial endeavors. Provide opportunities for IT leaders to mentor and coach employees on developing an entrepreneurial mindset.

Continuous Feedback and Iteration: Establish mechanisms for continuous feedback and iteration to foster a culture of continuous learning and improvement. Encourage open communication channels where employees can share ideas, provide feedback, and collaborate on refining and iterating on projects. Emphasize the importance of agility and adaptability in responding to changing market dynamics and customer needs.

By implementing these strategies, organisations can cultivate an entrepreneurship mindset among IT employees, empowering them to leverage technology as a strategic asset and drive innovation and growth within the organization.

If you would like more information on how we can assist in finding talent, please contact our team.


Written by Alan Wong, PERSOLKELLY General Manager – SA & ICT

With a professional journey spanning more than three decades, Alan has occupied significant positions, from ICT specialist and business advisor to executive roles in workforce management solutions. Before delving into talent management, he devoted 15 years to the ICT industry, steering major projects in system development, integration, and business process enhancement across diverse sectors like government, academia, finance, aviation, and telecommunications. Alan recently returned to Adelaide, taking on the role of General Manager at PERSOLKELLY, where he oversees operations in South Australia and heads the National ICT business unit.

International Women’s Day: Empowerment, Unity and Inspiring Stories

What an extraordinary occasion it was, commemorating International Women’s Day in partnership with the Fremantle Dockers Football Club at Crown in Perth this past Wednesday, March 6th. The event brimmed with inspiration, as attendees were treated to impactful stories and invaluable networking opportunities. One highlight was the incredible journey shared by Kate Reid, from her days as an F1 Engineer to becoming the founder of Lune Croissanterie. Her narrative underscored the power of transferable skills and unwavering passion.

Among the speakers was our very own General Manager for PERSOLKELLY WA/VIC, Sarah Swiderski, who shared her compelling story of stepping beyond her comfort zone as she embarks on an exciting journey relocating to Melbourne with her family. Sarah’s story resonated deeply, showcasing the courage and determination needed to embrace change and pursue new opportunities.

Attendees were fortunate to gain insights and advice from Angie Bain of FFC, along with AFL/AFLW team members, who shared their experiences on resilience and the importance of fostering a supportive network in the workplace. Their words served as a reminder of the strength found in unity and solidarity.

Sarah Swiderski’s speech encapsulated the essence of the day, as she reflected on her personal and professional journey. Her decision to embrace discomfort and pursue new horizons exemplified the spirit of International Women’s Day.

Sarah’s full speech:

“I am truly honoured to be here today, celebrating International Women’s Day with such an inspiring group of individuals. Unfortunately, but luckily for me, my colleague Lorinda couldn’t make it today, so I’m pleased to have the opportunity to take her place. An experience that reminded me of when I landed my first job in recruitment 19 years ago. The agency I had interviewed with didn’t initially offer me my first role, but instead, called me 2 weeks later to say that first choice didn’t last the week and offered me the position. It was a great start for me in my new career and 19 years later I am still working in an industry that I love.

And that brings me to today. I’m married, a mother of 2 gorgeous and often challenging children Tommy and Grace and I turned 39 last week. I would describe myself as someone who loves to be busy and challenged but as we approached the end of 2023 I asked my husband if this is it for us? Our family is complete (definitely no more babies), we have finished our home renovation and we live a comfortable life but what now? Do we just work and get old? His response to me was ‘basically yes’ but I wasn’t happy to accept that and it got me thinking about my next step.

International Women’s Day is about empowering women.

When I was asked to talk today – I had so many reasons in my head to say “no thanks”, but I then thought about how I’d feel if I was sat out in the audience– and someone else was up here. Was it a missed opportunity or will I give the little voices in my head control? I felt it was way out of my comfort zone but what’s the worst that can happen? (unless I trip over on my way!) I had this feeling when I spoke to my Executive General Manager, Kurt in October last year. I am so lucky to be able to say that I love my job, my team and the organisation I work for, yet what else is out there for me. I am comfortable with being comfortable – but what next?

At this point I knew that there would be an opening in our business on the east coast, so I planted the seed with my husband Mark, and then my parents who I am very close to before speaking to Kurt. I thought at every step of the way something would come up to say “no” there is a reason we can’t go. I spoke to Kurt who had asked me many times over the years if I would like to move. I told him the time has come and I think we could be ready.

Why? Not because I am bored, not because I am not happy with my life here but because I know there is more out there for me, for my family AND for my career but I feel like it’s me who has to grab it with both hands. So, in 3 weeks I am relocating from Perth where I have worked over my whole career, to Melbourne.

It’s a big move. Tommy needs a new school, and my daughter Grace has a hearing disability, so we need to make sure we find our new supports with a deaf school and specialist network. Mark’s job… my parents… but guess what? It has all fallen into place. And no, I don’t know where we will live, I don’t have the support of my extended family like I do here, I won’t have the same work network of clients BUT I am ready to start building something new.

So I challenge you – are you comfortable with being comfortable OR are you ready to get comfortable with being uncomfortable? Yes, it is a promotion – but I wasn’t offered the role, I asked for it! My mum always taught me that good luck is a cross between hard work and opportunity. I feel really lucky with the opportunity and adventure that lies ahead for me and my family, so I encourage you to get comfortable being uncomfortable.

And that brings me to introduce our key speaker today – Dr Kate Reid. I had the pleasure of meeting Kate last week to ask her a few questions. At PERSOLKELLY and Programmed, our global vision is Work and Smile, and that means different things to each of us. For me, I find fulfillment in knowing that each and every day, our team have the power to change people’s lives for the better. I asked Kate the same question – what makes you work and smile – she replied with “bringing moments of joy and meeting people from all walks of life.” When someone walks into one of Kate’s stores, they are there for a reason and if you’ve walked past one in the early morning, you’ve most likely seen a queue around the block.

Kate’s journey has been one of growth. From studying Aerospace Engineering and working in Formula 1, Kate is now a renowned pastry chef and founder of Lune. Kate fell in love with a croissant ‘a pastry that is as much science and engineering as it is baking’. I asked Kate to give me 3 words that best described her career journey so far. They really resonated with me for so many reasons so I thought I would share them with you. The first word was ‘challenging’ but in a really good way! Sometimes the journey is not always easy but most often the challenge is worth it! When we are challenged we are given the opportunity to expand our skills and capabilities which leads to growth. The second was unexpected – as a Formula 1 engineer, Kate didn’t expect to have five successful stores but look at the business and team that she has built – and look what she has today. And the third – ‘achievement’. Today is about celebrating International Women’s Day and the achievements of all of us. So I challenge you to get comfortable being uncomfortable because this is where the magic happens. And on that note, please join me in giving Dr Kate Reid a warm welcome to the stage. Thank you.


As we reflect on this remarkable event, we extend our gratitude to the Fremantle Dockers Football Club for hosting a memorable celebration of empowerment and unity. From our team to yours, Happy International Women’s Day!

Championing Diversity: A Focus on Women in Engineering

Written by Coral Gifford

In today’s competitive business landscape, diversity and inclusion have become crucial factors in driving innovation and success. As a permanent recruiter specializing in professional services and engineering roles, with experience in the UK and Australia, I am passionate about promoting diversity, particularly in the field of engineering.

Why focus on women in engineering? As a woman recruiting in engineering, I have seen firsthand the underrepresentation of women in this field, which is why I aim to make this a focus moving forward. Studies have shown that diverse teams are more innovative, creative, and better equipped to solve complex problems. By actively promoting gender diversity, companies can unlock new ideas and perspectives that drive sustainable growth and success.

According to Engineers Australia, only 17.7% of engineering graduates are women, with 18.9% enrollment, and female engineers make up just 14% of the engineering workforce. This underrepresentation is a missed opportunity for the industry to tap into a diverse talent pool and benefit from the unique perspectives and skills that women bring to the table.

The skills crisis in engineering: The engineering skills shortage in Australia is at its highest level in over a decade, with the demand for engineering skills outpacing supply. Despite a significant increase in the number of qualified engineers between 2016 and 2021, demand continues to grow at three times the rate of the general workforce. Several critical sectors, including Defence, Clean Energy, Power Systems, and Construction, are facing significant challenges in recruiting experienced engineers.

Addressing the gender gap: To address the gender gap in engineering, we need to take proactive measures to attract and retain female talent. This includes creating inclusive job descriptions, reaching out to diverse talent pools, and providing support and mentorship for female employees and candidates. By focusing on women in engineering, we can not only help companies meet their diversity goals but also create a more equitable and inclusive future for all.

Closing the gap: Despite the challenges, progress is being made in closing the gender gap in engineering. Initiatives such as scholarships, mentorship programs, and networking events are helping to attract more women to the field and support their career advancement. Companies that prioritize diversity and inclusion are already seeing the benefits in terms of improved innovation, employee engagement, and overall business performance. Diverse teams bring together a variety of perspectives, experiences, and ideas, which can lead to more innovative solutions. A study by McKinsey found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the fourth quartile.

My commitment to championing diversity is not just about filling roles; it’s about driving a cultural shift within organizations. By focusing on women in engineering, I aim to create a more inclusive environment where everyone feels valued and empowered to succeed. If you’re looking to enhance your team with exceptional talent and drive innovation through diversity, I’d love to connect and meet for coffee. Let’s work together to champion diversity and create a brighter future for engineering.

If you would like more information on how we can assist in finding talent, please contact our team.


Author: Coral Gifford Recruitment Consultant

Coral is an experienced professional in Engineering recruitment, specialising in connecting top talent with roles in Victoria, Australia. Her dedication to promoting diversity, particularly in engineering, is evident in her work. At PERSOLKELLY, Coral focuses on identifying and cultivating talent across various roles, including engineering, administration, customer service, and more. She is committed to driving a cultural shift within organisations, aiming to create inclusive environments where everyone feels valued and empowered to succeed. For those looking to enhance their team with exceptional talent in engineering or other professional services roles, Coral is a valuable resource to champion diversity and drive success.

References:

https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters

New report reveals deepening engineering skills crisis | Engineers Australia

Welcoming Emma Lynch: PERSOLKELLY Australia’s New General Manager for Canberra

We are pleased to announce the latest addition to our team at PERSOLKELLY Australia – Emma Lynch, who will be taking on the pivotal role of General Manager for Canberra, ACT. With a remarkable career spanning over a decade in IT Recruitment and Services, Emma brings a wealth of experience and expertise to our organisation.

Prior to joining PERSOLKELLY, Emma served as the ACT State Lead at Akkodis (formerly Modis), where she showcased her exceptional leadership skills by spearheading innovative solutions tailored for both Federal Government and private sector clients. Her proven track record and profound understanding of the local market make her an invaluable asset to our team.

Expressing her enthusiasm for joining PERSOLKELLY Australia, Emma remarked, “I am excited to be part of such a dynamic team and I look forward to contributing to the continued success and growth of PERSOLKELLY in Canberra.” Her passion for driving excellence aligns perfectly with our organisation’s values and vision for the future.

Kurt Gillam, Executive General Manager, Australia, emphasized the significance of Emma’s appointment, stating, “Her deep expertise and connections within the local market are invaluable, but what truly excites us is the exceptional quality of the person we are bringing into our team.” Emma’s reputation for fostering long-term relationships and delivering top-notch Tech Talent Solutions and Services further strengthens our commitment to providing unparalleled service to our clients.

Emma Lynch’s arrival marks an exciting new chapter in PERSOLKELLY’s journey of growth and success in Australia. We are confident that her leadership and expertise will play a pivotal role in driving our organisation towards new heights of excellence. Join us in extending a warm welcome to Emma as she embarks on this exciting journey with us.

If you would like information on how we can assist in finding talent, please contact our team.

Navigating Senior-Level Career Moves with Recruitment Consultants

Written by Nicola Cannon

In the dynamic landscape of senior-level professionals seeking their next career move, the partnership with recruitment consultants has become an invaluable asset. Navigating the intricate realm of senior management and executive positions requires a strategic approach, and for seasoned professionals, time is a precious commodity.
 
Senior-level candidates often find themselves engrossed in demanding roles, leaving little room for perusing job boards during evenings and weekends. The relentless pace of their responsibilities underscores the necessity of efficient job searches. Recruitment consultants are the trusted allies adept at streamlining the process for executives seeking strategic career moves without compromising their demanding schedules.
 
Even those in between jobs, seemingly enjoying a rare respite, recognise the need to maximise their R&R time wisely. Instead of investing hours in scrolling through countless job listings, senior professionals turn to recruitment consultants who possess an intricate understanding of the market and can tailor roles to align with their key drivers and motivators.
 
The relationship between senior-level professionals and recruitment consultants extends beyond time management. The depth of understanding that consultants bring to the table is unparalleled. With insights into industry trends, market demands, and the specific needs of companies, consultants curate opportunities that resonate with the career aspirations of senior candidates.
 
From the perspective of companies seeking top-tier talent, engaging with recruitment consultants presents a strategic advantage. The conventional approach of sifting through countless CVs can be a time-consuming and resource-draining process. By partnering with recruitment consultants, companies gain access to a refined pool of candidates who have been thoroughly vetted and precisely matched to their requirements.
 
The insightful understanding that recruitment consultants have of both the candidate and client landscapes facilitates a seamless connection, reducing the risk of mismatched hires. This, in turn, translates into significant time and cost savings for companies, allowing them to focus on core business activities while leaving the intricacies of executive hiring in the capable hands of experts.
 
The collaboration between senior-level professionals and recruitment consultants in the quest for the next career milestone is not just a matter of convenience; it is a strategic imperative. As time becomes an increasingly precious resource for executives, the role of recruitment consultants emerges as a vital component in the efficient and effective navigation of the executive job market, benefiting both candidates and companies alike.

If you would like more information on how we can assist in finding talent, please contact our team.


Author: Nicola Cannon, Principal Recruitment Consultant

Nicola is a seasoned Principal Recruitment Consultant in Perth, WA, specialising in Accounting & Finance. With a background in retail banking, she transitioned to Financial Services and Accounting roles before becoming a Recruitment Consultant.

PERSOLKELLY Australia Expands Reach with Launch of Japanese Desk

In a strategic move to strengthen our foothold in the Asia-Pacific region, PERSOLKELLY Australia has officially unveiled our latest venture – the Japanese Desk. This marks a significant addition to the 11 other PERSOL Group Japanese Desk businesses currently operating across Asia-Pacific.

Yuki Willms, a seasoned Managing Consultant with nearly a decade of recruitment experience, has been appointed to spearhead the Australian arm of the newly established Japan Desk.

Willms kickstarted her recruitment career in Japan nearly ten years ago, winning multiple awards as a rookie through to senior positions, before joining PERSOL in 2017, leading a branch in Osaka. Willms continued to excel in her career, delivering top-tier talent to globally renowned employers. Since her relocation to Australia, she has been part of the Permanent Recruitment Team, simultaneously cultivating opportunities with Japanese customers nationwide.

In this new role, Willms will officially head the newly established ‘Japan Desk’ segment. This move signifies another step forward for PERSOLKELLY Australia, aligning itself with other successful Japan-focused recruitment businesses under the PERSOL Group brand operating throughout the APAC region.

With a rich history in providing market-leading HR Solutions through various PERSOL businesses in Japan, PERSOL Holdings, through it’s founder Shinohara Yoshiko, has long been acknowledged as a trailblazer, leveraging its profound understanding of the Japanese market to connect organizations with top-tier talent, to create career opportunities.

Kurt Gillam, Executive General Manager for PERSOLKELLY Australia, expressed confidence in the venture, stating, “Through our expansive network, industry insights, and a customer-centric approach, we are committed to delivering on our promise to be the preferred partner for Japanese companies across Australia.”

Supporting Yuki Willms in this new business initiative are Yoko Imada, a Recruitment Consultant, and Mitsuru Katada, a Business Development Manager.

The launch of the Japanese Desk reinforces PERSOLKELLY Australia’s commitment to providing market-leading HR Solutions and solidifies its position as a key player in connecting Japanese companies with the top talent they seek in the Australian market.

If you would like more information on how we can assist in finding talent, please contact our team.

What Does Flexible Working Mean Today?

By Kurt Gillam, Executive General Manager PERSOLKELLY Australia

If you Google “what are flexible working arrangements” in Australia, the Fair Work Ombudsman website will be the first link you see. It explains that some employees can request flexible working arrangements, provided they have worked for the same employer for at least 12 months.

Examples include changes to hours of work, start and finish times, patterns of work, and locations of work. Employers need to follow certain rules when responding to these requests, including guidelines on who can make a request, how to make one, and how employers must respond.

While not dismissing this valuable HR information for both employees and employers, the reality today is that flexible working is very different and complex for progressive organizations aiming to gain an edge over their competition in the war for talent attraction and retention.

Every employer I speak with across various industries wants to understand and gain insight into what we and their competitors are doing regarding flexible working. Likewise, almost every job applicant we talk to in Australia asks about the flexibility offered by the employers we are recruiting for; it seems to be the number one job search criteria at this point in time.

To help, I thought I would break it down with my view in combination with what we are observing.

My view is that flexible working lines have blurred since the COVID lockdowns. Flexible working now needs to be split into two questions:

  1. What FLEXIBLE WORKING options does my organisation offer to our employees?
  2. What HYBRID WORKING options does my organisation offer to our employees?

The reason I split them into two is this: Flexible Working, depending somewhat on the company and the specific duties of each role, is something that should be reasonably consistent and afforded to all staff in your organisation. Hybrid working, on the other hand, supports a blend of in-office, at-home or remote, and on-the-go work. It offers employees the autonomy to choose where and how they are most productive, depending on the specific duties of each role.

Flexible working for many of my team and me is about allowing an employee to achieve the required output and objectives of their job while also balancing their needs outside of work. This could mean being able to drop the kids at school, make time for exercise, have varied start and finish times, provide support for an immediate family member, work a condensed work week by working the same number of hours over 3 days instead of 4 days, flex-time, part-time work, or job sharing. Hybrid work, on the other hand, is about how many days an employee needs to be office-based versus remote.

What to Consider Before Introducing Regular Flexible Working Options?

Decide which flexible working options you can support fairly and consistently while still achieving (or even improving) the company objectives. Organisations, large and small, should review the options they can offer and provide guidelines for each. Ensure that expectations around each way of working are clearly communicated to the entire team. Transparency and trust in the workplace are crucial for successful flexible or hybrid working arrangements.

What to Consider Before Introducing Regular Hybrid Working Options?

Evaluate which aspects of a specific job can be done remotely versus in the office and how much ‘in-person’ collaboration and connection are required to achieve company objectives. Assess your organisation’s ability to support hybrid working, including the strength of the technology infrastructure. This includes systems, online collaboration tools, and video conferencing meeting technology.

The biggest issue I see from employers is not so much understanding what elements of a job can be done remotely versus in the office, but how much ‘in-person’ collaboration and connection is required in your company. We regularly see differences for new starters who employers want to be 100% office-based while they are learning or proving themselves, as opposed to experienced employees who have already proven themselves being allowed to work from anywhere. This brings the dilemma of managers wanting experienced staff around so that new starters have people to learn from (in person).

The second biggest issue I see in Australia right now is the push to reduce hybrid working and bring people back from the office. Even moving from 50-60% to 70-80% office time is proving difficult in relation to engagement and retention levels, given many employers have become accustomed to 20-30% or even less office time. As they say, it’s always hard to take something off an employee once it’s already given.

The third biggest issue I see for employers today is how they can develop consistency. The ICT team at an employer might be fine to work 100% remotely, the finance team might be 40% office time, and the sales team required to work 80% office time.

Helping Leaders Focus on Outcomes

Continuously educate and upskill your leaders to manage employees they will not see face-to-face, a must for supporting hybrid work arrangements. Trust is essential for all things flexibility. This requires a focus on setting, communicating, and achieving outcomes while also being aware of and managing any psychological challenges that remote workers might face.

If in-person connection and culture are the core reasons for asking employers to return to the office, perhaps it’s an opportunity to rethink by spending less money on office space that is only being used 50% of the time and reinvesting this saving into opportunities for connection, be it breakfasts, lunches, dinners, team-building events, or regular team conferences. Ensure that when your employees come together, it is meaningful, effective, and adds value.

Last but not least, leaders should ensure everyone is eligible for advancement and upskilling, even if they are ‘out of sight’ compared to ‘office-based’ workers. Another challenge we see from many employers and a significant reason why top talent in the market is looking at other options.

A flexible approach to work has many benefits, as does allowing hybrid working. My view is that the two need to be looked at in isolation for both you and your employees, provided you work through the above considerations and adopt the practice fairly, with the knowledge that you can’t please everyone, and that your employees may just want you to make a decision and provide clarity.

If you would like more information on how we can assist in finding talent on a temporary, contract, or permanent basis, or if you would like to access more insight into what we are seeing in relation to Flexible and Hybrid working across APAC, please contact our team.

Securing the right ICT talent

In the dynamic world of technology and business, securing the right talent can make all the difference. At PERSOLKELLY, we take pride in our role as catalysts for success, connecting organisations with the best ICT professionals.

1. Rapid Deployment for Systems Integration Project: In the fast-paced realm of IT solutions, time is of the essence. A leading global IT solutions provider engaged PERSOLKELLY for a large-scale systems integration project with a major bank in Sydney. Faced with a tight timeline, we assembled a team of Business Analysts with strong data analytics skills. Our consultants, armed with domain knowledge in the financial sector, conducted a swift and targeted search, successfully filling the project team with four Business Analysts within the same month of engagement.

2. Resolving a Prolonged Position Vacancy in Healthcare: Healthcare organisations play a crucial role in our communities, and the right talent is essential. In Perth, a healthcare client reached out to us to fill a Data Engineer position that had remained vacant for over four months. Our specialised consultant in data roles conducted a thorough gap analysis, collaborating with the client to reprioritise requirements and enhance candidate attraction. The result? The position was successfully filled within six weeks of our appointment.

3. Strategic Recruitment for an IT Architect: Navigating salary constraints in the utility sector, a leading electricity power utility supplier sought a highly skilled IT Architect to fortify their technological infrastructure. Here’s where PERSOLKELLY’s strategic approach came into play. Recognising the need to explore beyond local markets, we set our sights on New Zealand. By identifying a talent pool with salary expectations aligned to our client’s offering, we not only found the perfect candidate but also facilitated a seamless assessment process over a meticulous 4.5-month span.

At PERSOLKELLY, our commitment to excellence in ICT recruitment shines through these success stories. We understand the unique challenges our clients face and tailor our approach to meet their specific needs.

Looking for ICT talent? Get in touch.

Will AI Recruitment be Replacing Recruiters?

Authored by See Yang Foo, Managing Director & Country Head, Singapore.

In recent years, the recruitment world has undergone a significant transformation following the emergence of AI-powered tools. AI recruitment tools are becoming increasingly common in the hiring process, from screening candidates to conducting initial interviews. While this AI technology enables an effective hiring process, it also raises questions about the future of human recruiters.

Will AI recruitment systems eventually replace human recruiters altogether?

While AI tools bring undeniable advantages to the recruitment process, it’s crucial to pinpoint which aspects of hiring we can efficiently automate. To improve AI and human recruiters’ collaboration in hiring, we must identify tasks suitable for technology and those needing human involvement.

Therefore, what are the main recruitment tasks that we can efficiently automate?

Our connections on LinkedIn have provided us with insights into the hiring processes that could benefit from AI enhancements. Some of these processes include:

The Rise of AI in Hiring

The existence of AI technology in hiring marks a significant shift in how organisations seek, identify and select potential candidates for job openings. Artificial Intelligence has rapidly evolved to become a game-changer in the recruitment landscape.  

The desire for faster, more cost-effective and fairer hiring processes has driven this technological evolution. Traditional recruitment methods frequently led to extended hiring cycles, missed opportunities and, occasionally, unintended biases. AI aims to address these shortcomings by taking advantage of its ability to analyse huge datasets with unmatched speed and precision.

They identify patterns, extract meaningful insights and make data-driven decisions in real time. Additionally, they excel at identifying top talent, predicting candidate success and optimising the hiring process from start to finish. The move towards AI recruitment isn’t just a trend – it’s a strategic step towards a more efficient, data-driven and fair hiring future.

Four Roles of AI in Recruitment

As AI keeps changing the recruitment industry and altering how recruiters fill job openings, it takes on several important roles in helping organisations and human resources find talent.

Here are four of them:

Enhancing Job Descriptions and Visibility

AI uses advanced natural language processing to create better and more inclusive job descriptions by studying successful previous listings. This can attract a broader range of candidates. Its tools find keywords and phrases, making job postings more visible on different platforms and easier for candidates to find.

Streamlining Resume Screening

AI has significantly improved the initial screening of resumes and job applications. Traditional methods of screening candidates usually involve manual sorting, which is slow and can be unfair. AI-powered applicant tracking systems can quickly review and filter many applications, identifying the best candidates according to set criteria.

Improving Candidate Assessment

Another key area of AI is its creation of predictive analytics tools that assess how well candidates match job titles based on their skills, experience and alignment with the company’s culture. These tools use past hiring data to find trends and connections, assisting recruiters in making informed choices during applicant screening.

Optimising Candidate Sourcing

AI algorithms can search online platforms and databases to find potential candidates with the skills and experience that the offered jobs require. This automation streamlines the sourcing process, enabling recruiters to focus their efforts on building relationships and conducting in-depth interviews.

The transformative power of AI in recruitment is undeniable. It has changed how organisations find their ideal candidate and connect with them, from making job descriptions more inclusive to making the initial screening process more efficient.

Three Advantages of Recruiting with AI

While AI’s involvement in hiring brings many benefits, it’s essential for us to explore the specific advantages it has to offer.

Let’s look at how AI can significantly impact talent acquisition through these three points.

Efficiency

AI is incredibly fast at handling large volumes of data, making the process of finding and hiring qualified candidates much quicker. This efficiency saves recruiters a significant amount of time and resourcesThey can focus on strategic aspects of talent acquisition as AI can handle data tasks quickly and accurately.

Cost Savings

Automation in recruitment delivers significant cost savings for organisations. It helps save money on advertising by reaching the right candidates efficiently and reduces administrative costs through task automation. In essence, it streamlines recruitment processes, leading to overall cost-efficiency and resource optimisation.

Improved Candidate Experience

AI chatbots and automated emails in recruitment make the candidate experience better. They provide quick updates and feedback, keeping candidates engaged and satisfied. Chatbots answer questions instantly, while automated emails acknowledge applications and offer initial feedback – showing professionalism and care.

Humans and AI: A Cooperative Approach

While AI technology has the potential to enhance and expedite the recruitment process, it’s unlikely to replace human recruiters entirely. Human touch is important for evaluating soft skills, cultural fit and other qualities that AI struggles to assess. Recruiters also play a crucial role in building relationships with candidates and ensuring a positive candidate experience.

The ideal approach is a cooperative one, where AI accommodates the abilities of human recruiters. By automating everyday tasks, AI allows recruiters to concentrate on more important activities like conducting a thorough interview process – be it through in-person or video interviews – and offering personalised support to candidates.

Conclusion

As explored in this blog, AI recruitment is a powerful tool that can potentially transform the hiring process. It can help companies save time and resources by automating repetitive tasks like resume screening and candidate matching. However, as powerful as AI is, it cannot replace the human element in recruitment. Human recruiters play a crucial role in assessing qualities like communication skills, cultural fit and emotional intelligence, which cannot be measured by algorithms alone. 

The future of recruitment is one where AI and human recruiters work together in a complementary way. AI can help automate low-level tasks, freeing up recruiters’ time to build relationships with candidates and clients and assess the intangible qualities that make a candidate a good fit for a role and a company. 

At PERSOLKELLY, we believe that the future of recruitment is a team effort between AI and human recruiters. Our team is leading the way in creative recruitment solutions that leverage the power of AI while valuing the expertise and insight of human recruiters. We invite you to join us on this exciting journey and explore the possibilities of the dynamic world of AI-powered hiring. Connect with us today and learn how you can become a part of shaping the future of recruitment.

If you’re looking for a change to a challenging yet rewarding job, then a role in recruitment could be the perfect move for you. You never know where it’ll take you.


We’re always on the hunt for great people to join our team. If you’re confident and caring, proactive and passionate, smart and resourceful, and want to kick-start or continue your career in helping others achieve their career goals, then we’d love to hear from you.

To register your interest in a future with PERSOLKELLY, visit our careers page.