The 2023 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 one of our 2022 winners, Diego Souza, for his insights on the program, and tips for those entering this year.
Can you describe your experience participating in the Future Scientist Award Program?
Participating the in Future Scientist Award Program was a great experience as it gave me the opportunity to create connections with employers from different industry companies from my area. It was also very interesting to have the opportunity to talk about my background with these people. The way the Program is designed, helping us building up the skills to present ourselves and talk about our previous career, education and experience, helps prepare the person for future interviews.
Can you list your three highlights from the Program?
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I think the first highlight from the Program is the network you create with people from different companies. The second one is the mentoring session with all the valuable information that is given to us about the preparation for CV and preparation for future interviews. The third one is the Award by itself – the Future Scientist Award – and the prize that comes with it. Another thing that I would highlight is that last year we had the opportunity to go for a guided visit to one of the companies that was on the panel and it was very nice to see the facilities and how the company runs its business.
What advice would you give to current Science graduates?
My advice for current Science graduates is to be proactive and always open to learning and acquiring new skills. Also, always look for opportunities to create a network with scientific employers and participating in the Future Scientist Award is a great way to do that.
PERSOLKELLY Salary Guide
The domestic and international business climate has become more complex in 2023 as inflation has gripped developed economies and seen higher interest rates to slow the pace of activity.
After finishing my PhD, I started working as a researcher in a power plant for the development and production of materials for batteries. In my career, I plan to continue working on projects for a more sustainable future – working high-impact projects that can generate a better future for this society is what I am passionate about.
How has the Future Scientist Award Program helped you in your career?
The Future Scientist Award Program helped me by giving me more confidence for interviews. It built up my skills to better present myself and to talk about my previous education and work experience with more confidence.
PERSOLKELLY recognises how difficult it can be to get your first job in the science industry, so we’ve created the opportunity for graduates to represent themselves in-person to potential scientific employers, get their foot in the laboratory door and kickstart their scientific career!
The rundown
The PERSOLKELLY Future Scientist Award offers science graduates the opportunity to:
Showcase themselves to a group of employers from Australia’s leading scientific companies.
Get advice on how to present and prepare for interviews from our specialist Scientific recruiters.
PERSOLKELLY’s team wanted to change those numbers and use their expertise in hiring scientific staff to create meaningful opportunities for young scientists.
In 2016, the PERSOLKELLY Future Scientist Award was launched – aimed at recognising the achievements of budding scientists across Australia, highlighting their contributions to the scientific community and helping them progress from graduate to employee.
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The Future Scientist Award provides a platform for the best and brightest up-and-coming scientists to present their ideas to leaders in the industry.
With a focus on encouraging innovation and excellence, the award gives applicants the opportunity to kickstart their career and boost their employment opportunities by connecting them with the leaders of the scientific industry.
After applications close, the PERSOLKELLY scientific team selects the finalists for each state. Finalists will be invited to present their goals, ideas and plans for the future of science to industry leaders and innovators at a panel in their state in September 2023.
The Future Scientist Award is open to applications from those in the final semester of – or those who have graduated in the last 12 months from – a Bachelor of Science, BSc Hons, MSc or PhD (science discipline).
To win the 2023 Future Scientist Award, you must complete an online application – including uploading a current resume and your academic record to date – and tell us why you should be the Future Scientist Award winner.
Given the competitive nature of today’s job market, a strong work ethic is critical for individuals looking to stand out from the crowd and both secure, and maintain, meaningful employment.
A strong work ethic is comprised of a set of traits and habits that employers value highly, particularly given the dynamic and fast-paced environment within the Australian business landscape.
But what exactly are the qualities that must be cultivated to demonstrate a strong work ethic? We list six below:
Reliability and Punctuality
One of the most valued traits in not just the workplace, but life in general, is reliability. Employers and teammates love individuals who consistently show up on time, adhere to deadlines and fulfil their responsibilities. Being reliable demonstrates a strong commitment to the job and a willingness to go the extra mile to get things done. As an extension of reliability, punctuality is also highly regarded. It is a sign of professionalism, and a sign of respect for other people’s time.
Initiative and Self-Motivation
Employees who are self-motivated and demonstrate initiative are highly sought after. Those who go above and beyond with their assigned tasks, and proactively seek out opportunities to contribute to the business, are valued team members and stand out from the crowd. Exhibiting such a mindset, and a willingness to take on responsibilities, shows a strong work ethic and a willingness/drive to excel in their role.
Adaptability and Flexibility
While always valued and important, the need for flexibility and adaptability in the post-Covid business landscape is essential. Employers cherish those who can navigate through uncertain situations, handle unexpected challenges and adjust their approach to a task at a moment’s notice. Not only are these important skills to have on a personal level, but adaptable and flexible employees allow organisations to remain competitive and responsive to market demands.
Commitment to Continuous Learning
With a heavy emphasis on education and professional development in the Australian job market, employees who commit to learning and self-improvement are in high demand. The ability learn new skills, remain up to date with the latest industry trends and undertake education and training shows initiative and a commitment to personal and professional growth. Individuals who can bring innovative ideas and new knowledge to an organisation are highly regarded.
Strong Communication Skills
The ability to effectively communicate is a key component of a strong work ethic. Those who can articulate their thoughts clearly, listen actively and collaborate effectively – with colleagues and clients alike – are highly valued by Australian employers. Strong communication skills help create a positive work environment/culture, foster teamwork, and ensure that projects and tasks are completed efficiently and on time. Given the high levels of multiculturalism in modern-day Australia, the ability to understand and communicate with different backgrounds and cultures is especially important.
Ethical Conduct and Integrity
While not specifically traits of a strong work ethic, it would be remiss not to touch on these. Demonstrating honesty, trustworthiness and ethical decision-making is highly valued by employers. Organisations are continually on the lookout for employees who will uphold their values, and act with integrity with colleagues, clients and stakeholders alike. Maintaining high standards of ethical conduct and integrity helps build a positive culture, trust and credibility.
At PERSOLKELLY Australia, we take pride in our teams of experts who specialise in providing recruitment solutions for a wide range of industries. We understand the unique challenges that businesses face when it comes to finding and hiring the right talent, which is why we offer tailored solutions that can help businesses reduce the time, effort, and cost of recruitment.
Our team of experts is made up of experienced recruiters who specialise in the following industries:
Professional Services: Our team has a deep understanding of the professional services industry and can help businesses find top talent for roles in accounting and finance, business support, human resources, legal and procurement.
ICT: With a strong background in information and communication technology, our team can help businesses find skilled professionals for all roles within the IT sector, including software development, project management and cybersecurity.
Government: Our team has a thorough understanding of the government sector and can help businesses find top talent across all levels of government.
STEM: Our team has a deep understanding of the STEM industry and can help businesses find skilled professionals for roles in science, technology, engineering, and mathematics.
Management & Executive: Our team has extensive experience in executive search and can help businesses find top-level talent for key management and leadership roles.
Specialist Recruitment: Our team has expertise in niche recruitment areas such as Japanese Services and Veterans Employment and Training Services, providing businesses with access to specialised talent pools.
By outsourcing recruitment to our team of experts, businesses can benefit from a range of advantages that include:
Reducing the time and effort spent on recruitment: With our team handling the recruitment process, businesses can free up valuable time and resources to focus on other areas of their operations.
Accessing a wider pool of candidates: Our team has access to a wide range of networks and channels, enabling them to source top talent from a diverse range of backgrounds.
Reducing the cost of recruitment: By outsourcing to us, businesses can reduce the effort of recruitment while still accessing high-quality talent.
At PERSOLKELLY Australia, we understand the importance of finding the right talent for your business. With our team of experts and tailored solutions, we can help businesses reduce the time, effort, and cost of recruitment while finding the best candidates for the job. Contact us today to learn more about how we can help your business grow.
Recruitment is an essential process for any business, but it can also be costly. The time, effort, and resources required to attract, screen, and hire candidates can quickly add up. The average cost of a bad hire can be up to 30% of the employee’s first-year earnings.
Fortunately, there is a solution to reduce the cost of recruitment while still attracting top talent: partnering to a professional recruiter like PERSOLKELLY.
Here are some of the ways in which outsourcing recruitment to PERSOLKELLY can help businesses save time and money:
Reduce advertising costs: One of the biggest expenses in recruitment is advertising job openings. Posting job listings on job boards or in newspapers can be expensive, particularly for businesses with multiple openings. PERSOLKELLY has an extensive network of job boards and social media channels that it uses to advertise job openings, reducing the cost of advertising for businesses.
Streamline the hiring process: The hiring process can be lengthy and time-consuming, particularly for businesses that lack a dedicated HR team. PERSOLKELLY can help businesses streamline the hiring process by handling all aspects of the process, including screening resumes, scheduling interviews, and conducting background checks. We can also support you in areas that people don’t often talk about, like counter offers. This can reduce the amount of time and effort required from internal staff, freeing them up to focus on other business priorities.
Access to a wider pool of talent: Businesses that try to recruit candidates internally may miss out on top talent who are not actively looking for work or do not see your company’s job ad. PERSOLKELLY has an extensive network of candidates, including passive candidates who are open to new opportunities. These relationships have been built over many years with the time invested in building our candidate database. This can help businesses find the best candidate for the job and reduce the cost of turnover.
Expertise in candidate assessment: One of the biggest costs to a business is investing in the wrong candidate. PERSOLKELLY has extensive experience in candidate assessment, including conducting skills tests and assessing cultural fit. This can help businesses reduce the risk of hiring the wrong candidate and save money in the long run. Additionally, if the candidate does not progress as expected, partnering with PERSOLKELLY provides you with a replacement guarantee, ensuring the investment is not lost.
Partnering with a professional recruiter like PERSOLKELLY can help businesses reduce the cost of recruitment while still attracting top talent. By leveraging the agency’s expertise, businesses can streamline the hiring process, access a wider pool of talent and reduce the risk of hiring the wrong candidate.
In this blog, we discuss the significant role of SMEs in the Australian economy, their limited access to large financial sources, and the challenges they face during economic crises. The post-pandemic recovery creates opportunities for small to medium-sized accounting practices to grow and provide tailored solutions to SMEs. The key is to address SMEs’ unique needs, cost-effective measures and innovative ideas to navigate the current economic landscape.
Small to Medium Enterprises (SMEs) play a significant role in the Australian economy. They contribute 54% to the total GDP across a range of industries, making them the top employers of the nation’s business workforce, with 41% of employees. However, SMEs have limited access to large financial sources, making them fragile during economic crises. The COVID-19 pandemic created supply-side shocks globally, leading to price pressure for SMEs trying to correspond to the market demand.
The Australian economy is recovering from the pandemic quicker than other developed nations, and the recovery period is expected to end by the end of the second half of 2023. This change has significant implications for small to medium-sized accounting practices. As the economy recovers, these practices will have more opportunities to grow their business, service more clients and increase their ability to provide business services, tax consultancy, and financial planning.
With this positive turnaround, there are also more job opportunities for accountants in public practice. Accounting firms are increasingly paying at competitive levels and providing flexibility, support, and mentoring far beyond what commercial enterprises can offer. This shift is a significant change from previous trends where accounting firms paid less than industry/commercial companies.
However, the macroeconomic environment will continue to impact SMEs from various channels, such as reduced consumer spending, inflation, increasing wages, skill shortages, and bad debts. SMEs in high financial debt are at a higher risk of bankruptcy, while those with less financial stress are concerned about lower profit margins. In the first half of the 2023 recovery period, slower business activities, cost-effective solutions, limited employment, and consequently low economic growth are expected.
Therefore, it is essential for small accounting practices to consider these challenges and focus on strategies to support SMEs in these uncertain times. The key is to provide tailored solutions that address their unique needs, including financial support, cost-effective measures, and innovative ideas that can help SMEs navigate through the current economic landscape. This approach will help small accounting practices not only survive but thrive in the post-pandemic economy.
PERSOLKELLY Australia is a leading recruitment company that can help businesses find the right employees to meet their business needs in the Accounting and Finance space. Our experienced recruitment team uses a range of sourcing methods and selection tools to identify and attract top talent. We work closely with clients to understand their specific requirements and culture, ensuring we find candidates who fit the job and the organisation.
Recruitment is a crucial process for any business, as it helps to identify and attract the most talented and qualified candidates for job openings. However, it can also be a painful and time-consuming task for hiring managers, particularly for those who lack experience in the hiring process. Fortunately, partnering with a professional recruitment company can bring numerous benefits, making it a wise investment for any business.
One of the most significant benefits of outsourcing recruitment is that it saves time and resources. A dedicated recruitment company can handle all aspects of the hiring process, from screening resumes to scheduling interviews, allowing hiring managers to focus on their core responsibilities. This can be particularly beneficial for small and medium-sized businesses that do not have a dedicated HR department, as it can help them avoid the cost of hiring additional staff.
Another key advantage of working with a recruitment partner is the access to a wider pool of talent. Recruitment companies typically have a vast network of candidates, including passive candidates who are not actively looking for work but may be open to new opportunities. This can be especially beneficial for businesses seeking to fill specialized or hard-to-fill positions, as it can be challenging for internal recruiters to reach these candidates.
Finally, outsourcing recruitment can also lead to better-quality hires. Professional recruiters have extensive experience in assessing candidate skills, qualifications, and experience. They can use their expertise to identify the best candidates for the job and ensure that they are a good fit for the company culture. This can help businesses reduce the risk of hiring the wrong candidate, which can be costly in terms of time and resources.
Partnering with PERSOLKELLY can bring numerous benefits to businesses, including saving time and resources, accessing a wider pool of both passive and active talent and making better-quality hires. By leaving recruitment to the experts, hiring managers can focus on their core responsibilities and ensure that their business has access to the best talent available.
The accounting industry has undergone significant changes over the past few years due to advancements in technology and changing business environments. These changes have given rise to new emerging trends that are expected to shape the industry’s future. In this blog, we will explore some of the key emerging trends in the accounting industry.
Automation
One of the most significant trends in the accounting industry is the increasing use of automation. Automation has become a popular solution for repetitive and time-consuming accounting tasks such as data entry, reconciliations, and reporting. Automation tools such as artificial intelligence, machine learning, and robotic process automation are used to automate these tasks, reducing errors, improving accuracy, and saving time.
Cloud-based Accounting
Cloud-based accounting is another emerging trend in the industry. Cloud-based accounting solutions offer several benefits over traditional accounting software. These include remote accessibility, scalability, automatic software updates, and improved data security. Cloud-based accounting also allows for better collaboration between accounting firms and their clients, allowing them to work together in real-time.
Outsourcing
Outsourcing is another emerging trend in the accounting industry. Accounting firms are increasingly outsourcing non-core functions such as bookkeeping, tax preparation, and payroll processing to specialized service providers. Outsourcing allows firms to reduce costs, improve efficiency, and focus on their core competencies. It also enables firms to offer specialized services to clients without having to invest in additional resources.
Advisory Services
Accounting firms are increasingly offering advisory services to their clients, providing strategic advice on business growth, risk management, and financial planning. Advisory services require a broader range of skills beyond traditional accounting expertise, including industry knowledge, business acumen, and analytical skills. Offering advisory services allows accounting firms to differentiate themselves from their competitors and offer additional value to clients.
Data Analytics
Data analytics is an emerging trend that is transforming the accounting industry. Data analytics allows firms to analyze large volumes of financial data, providing insights into trends, patterns, and anomalies. This information can be used to identify opportunities, manage risk, and make informed business decisions. Data analytics also enables firms to offer more accurate and timely financial reporting, improving the quality of information available to clients.
The accounting industry is undergoing significant changes due to advancements in technology and changing business environments. Automation, cloud-based accounting, outsourcing, advisory services, and data analytics are emerging trends that are expected to shape the industry’s future. Accounting firms that embrace these trends and adapt to the changing landscape are likely to thrive in the years ahead.
PERSOLKELLY Australia is a leading recruitment company that can help businesses find the right employees to meet their business needs in the Accounting and Finance space. Our experienced recruitment team uses a range of sourcing methods and selection tools to identify and attract top talent. We work closely with clients to understand their specific requirements and culture, ensuring we find candidates who fit the job and the organisation.
Building great company culture takes time and effort, but the rewards are well worth it. Not only does a positive company culture lead to increased morale and productivity, it can also help you attract top talent and retain your best employees. Here are four tips for creating a great company culture that will benefit everyone.
1. Communicate Openly
Communication is key to any great company culture. Make sure you have regular meetings with your team members to discuss how things are going, their goals, and any other topics that come up. Encourage open dialogue and make sure everyone feels heard so they know their opinions matter and their contributions are valued. Additionally, create an environment where mistakes are opportunities to learn rather than reasons for reprimand or punishment.
2. Foster Collaboration
No one likes working in an environment where they feel like they’re competing against each other all the time. Instead, foster collaboration by encouraging team members to work together on projects, problem-solve together, and brainstorm ideas collectively. This creates an atmosphere of camaraderie rather than competition which can improve morale and ultimately lead to greater success for your business.
3. Offer Flexibility
Offering flexible hours or work-from-home options can be incredibly beneficial for both employees and employers alike. It shows that you trust your employees to get the job done while still allowing them the freedom they need to maintain balance in their lives outside of work which helps increase job satisfaction and loyalty among your team members.
4. Celebrate Successes
Don’t forget to take the time to celebrate successes! Whether it’s something small like meeting a deadline or something big like hitting a sales goal, recognizing successes with rewards such as bonuses or even just public recognition will encourage employees to keep up the good work while also showing that their efforts do not go unnoticed or unappreciated by management or their peers alike.
Creating great company culture doesn’t happen overnight but with some dedication and effort it can be achieved! By communicating openly with employees, fostering collaboration between team members, offering flexibility when possible, and celebrating successes along the way you can build a positive workplace environment that both encourages growth within your organization as well as increases employee morale and loyalty towards your business overall!
In conjunction with International Women’s Day, PERSOLKELLY spoke with Amelia Collins to talk about her role as a leader in the workplace, what inspires and defines her to “Work, and Smile” in her work and personal life, and her views on diversity, inclusion, and equality (DI&E).
Amelia currently leads the Marketing and Branding team at PERSOLKELLY and Programmed Staffing for the APAC region as Regional Director, Head of Marketing. She is known for being passionate about her work. She believes that finding meaning and purpose in your work is crucial to having the energy to take on challenges and be creative. Amelia is always looking for new ways to solve old problems and inspire and motivate others to do the same.
Amelia is also a qualified fitness instructor in indoor cycling, strength training, barre, and TRX, among others. She is married and a mother of one child and a stepmother of one daughter.
Read more about Amelia and her views on leadership below. We hope her story will inspire women in the workplace in one way or another.
Q: When you started your career, did you envision playing the role you’re in today? AC: Actually, I have never spent too much time thinking too far into the future, and I am not the kind of person who sets lofty goals. Instead, I like to focus on doing well where I am at the moment, and then set goals that are challenging but achievable – I call that micro-ambition, meaning I work with purpose and intention to achieve whatever I have in front of me at the moment.
Q: Please tell us how you got a job in the recruitment industry. AC: My experience in marketing and branding initially brought me to Programmed as a consultant to help the Australian and New Zealand team to build their digital marketing capabilities. That said, I have always been interested in HR and recruitment. So, when I was offered the opportunity to join this large and leading company, I jumped right in.
Amelia presenting at the Fremantle Football Club ‘Power of Sport’ event.
Q: Now that you are leading the marketing and branding team at PERSOLKELLY and Programmed, what are your thoughts on the role of a female leader in the workplace and what makes a good leader? AC: In my opinion, having female leaders in the workplace should be as normal as it is in any other role in life. The truth is, women take on leadership roles every day – as mothers, sisters, friends, and partners – all of which require similar and complementary skills to those needed for successful leadership in the workplace. Skills like listening, coaching, pragmatism, discipline, communication, the ability to see both short and long-term, adaptability, multitasking, and prioritisation. And these are skills we often learn outside the workplace that can contribute to how we behave and perform in the workplace.
With that in mind, no workplace should lack women leaders because the world is made up of them. I believe that a good leader is curious, open-minded, interested, and interesting. Great leaders do not have to be the best at everything; they build trust and know how to bring out the best in others.
Q: How do you balance your career, your personal life (as a wife and mother), and your passion? Do you think there is such a thing as balance? AC: I personally believe that there is no real or true work-life balance because balance suggests all things are equal. For me, it’s more like juggling; I juggle a whole range of things – my family and parenting roles, friendships, mental and physical health, my passions, travel, and of course, my professional role.
There will be some days, weeks, or even months when my work gets the best of me. And to deal with this, I need to acknowledge, accept, and take a few things out of the juggle when this happens. That then helps create space to fill it back up with the elements that make it all worthwhile. And if I feel things are too overwhelming, I will always prioritise sleep, because without sleep we will never be our best for ourselves or others.
Q: What do you think about the implementation of diversity, equity, and inclusion (DEI) in the workplace? AC: Diversity, equality, and inclusion are essential to a successful business. For far too long, businesses, corporations, and governments have ignored the gaps. And when there are gaps in corporate culture, those small gaps create big holes in a company. And without a real focus on accelerating change to create diverse, equitable, and inclusive workplaces, many companies will continue to operate with blind spots and fail to achieve what is possible.
That’s why we should all strive for a workplace that reflects the community – not just our local community, but a global community.
Q: What do you think are the challenges women face in the workplace today, and how do you think they can be overcome? AC: In most cultures, women are still expected to be the primary caregiver for children, ageing parents, or extended family. Recognising and supporting this important leadership role that women play outside of the workplace will only benefit the culture and performance of these people in a company.
Women often face workplace cultures or individuals within those cultures whose thinking has not evolved to understand and appreciate the importance of DEI. This is a challenge. When I feel challenged by these people or actions, I choose to rise above them or find a way around them.
Q: What advice do you have for women who want to advance their careers? AC: I was once told to never apologise for being ambitious. Because it means you care. Set achievable but challenging goals – on a micro or macro level. A great leader will give you honest and open feedback so you can grow. They would never discourage you from aiming for the next position without giving you clear feedback on the steps you need to take to get there, whether in terms of skills, behaviours, or experience.
Q: Who are the women that have inspired you? AC: The women I often admire are athletes. I find their commitment to their craft and the discipline with which they need to succeed inspiring. High performance combined with healthy behaviours – that’s how I try to live.
But the women who have shaped me are those who have given me honest advice in my life so far, and who have allowed me to reflect, grow and achieve.
Q: Lastly, how would you incorporate “Work, and Smile” into your work and how would you share PERSOLKELLY’s vision with your employees and clients? AC: “Work, and Smile” to me is working with purpose and meaning. To achieve that, we first need to find an industry we believe in and then a company that aligns with our values. Be micro-ambitious, do well with what’s in front of you, and you will work and always smile. For me, “Work, and Smile” is about being a great leader, so I can support and empower them to create their own purpose of “Work, and Smile”. And to bring this to life, I’ll keep talking about it, sharing it, and encouraging others to do the same.
“Work, and Smile” can be lived every day – in moments big and small.
Amelia with part of her team from Australia (left) and Singapore (right).
Conclusion At PERSOLKELLY, we want to recognise the presence of every woman and her contribution to the workplace. As a company, we are committed to providing equal opportunities for all genders and helping women find well-suited/desired roles in the marketplace. In line with our vision of “Work, and Smile”, we believe in putting people first and creating a positive workplace culture where they can thrive and grow to be effective leaders. In the words of Michelle Obama, “There is no limit to what we, as women, can accomplish”.
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.
By Kurt Gillam, Executive General Manager PERSOLKELLY Australia.
The field of recruitment is not only fast-paced, challenging and dynamic, but it also offers a plethora of opportunities. Consultants can not only advance their own career trajectory but help others with their own careers as well. If you’re looking for a new direction, a move into recruitment could be worth considering.
Here are five reasons to consider a recruitment career:
1. Gain valuable and in-demand skills One of the great things about working in recruitment is the skills you gather while working in the industry. A role in recruitment can build your interpersonal, communication and relationship management skills. These skills are all transferable to other industries, making them invaluable no matter which field you may choose to work in future. Recruitment is extremely people-focused and centres around interacting with a variety of individuals in a range of situations. Helping you develop soft and interactive skills and gain experience dealing with people from all walks of life.
Recruiters can conduct job matching, character assessments, interviews, background checks and due diligence in a typical day. As such, the job naturally suits analytical and organised individuals with excellent time management skills. A job in recruitment will help you learn and further develop a range of easily transferable skills that you’ll continue to draw on for years to come, no matter what industry you end up in.
2. Help others while you also advance A career in recruitment means regularly interacting with employers and job seekers, helping you improve your interpersonal skills and active listening ability. It’s important to be able to carefully listen to both clients and candidates to find out exactly what they’re looking for. Doing so can vastly improve your problem-solving skills and foster critical thinking while helping individuals and companies find their perfect matches.
Finding good fits for both active or passive job seekers and organisations will widen your understanding of the job market and how it differs between industries and roles. Finding these perfect fits involves interacting with hiring managers, human resources teams and high-profile positions with companies, helping you build up a valuable range of connections.
You may use these connections to help find candidates or even for the advancement of your own career.
3. It’s a fast-moving and ever-changing industry Recruitment is dynamic, offering countless opportunities for change and growth. As industries and job markets change, the recruitment industry evolves. New technologies have come along and transformed the way the recruitment process is conducted. From paperless applications, and digital background checks through to remote video interviews and testing suites. While application Tracking Systems (ATS) have streamlined and automated parts of the hiring process.
Advancing technologies have also brought about numerous improvements in learning opportunities available to recruiters, such as online training and conferences. You’ll have the chance to develop leadership skills, set clear directions and be agile as you advance through your career in recruitment.
4. Autonomy can assist in better mental health Recruitment is a people business that revolves around servicing the needs of candidates and clients. Like many roles over the past few years, recruitment has become more agile and flexible in terms of the location in which work is conducted. As consultants will often meet with clients and candidates both in and out of the office, it’s a career that suits driven individuals that thrive working autonomously.
According to Mental Health UK, autonomy in the workplace can help promote better mental health and even prevent excess stress and burnout.
5. It’s an in-demand profession The 2021 Business Market Insights report predicted that the online recruitment industry in APAC is expected to grow from USD6.8 billion in 2021 to USD12.4 billion by 2028, nearly doubling in just seven years.
As the job market continues to boom after being heavily impacted by the pandemic, the search for clients will ensure the demand for qualified recruitment consultants remains high. Resulting in great prospects for those either already in the industry or looking to enter recruitment.
Conclusion There’s no doubt that a career in an established recruitment firm has many long-term benefits for your career. Transferrable skills, and building your network while also helping candidates achieve their career goals are just a few of the things to be gained from a career in the industry.
Once you build your career, the rewards are endless. Quite often, there is nothing quite as rewarding that the long-term friendships that you will build with your colleagues as a result of working in a vibrant company culture, however, you will have the opportunity to get back from what you put in – be it interstate or overseas travel, awards and prizes, learning and development opportunities, promotions and uncapped earning potential. The sky really is the limit.
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.
We’re committed to creating a diverse, inclusive and positive workplace. Our teams are reflective of the communities in which we operate, and we value the unique contribution each member makes to PERSOLKELLY.
Luke Jesson is our Recruitment Consultant, based in Melbourne. This is his story.
What has been your path to PERSOLKELLY?
I started my career in Real Estate as a Commercial and Industrial Real Estate Agent followed by a Job Agency Business Development role.
I then moved into a Business Development Manager position for Blue Collar recruitment for a little while, then landed a position at PERSOLKELLY as a Recruitment Consultant for perm and professional Recruitment
Was it challenging to change careers, and how did PERSOLKELLY help with the transition?
Yes and no. I had experience in sales and candidate engagement, however Agency Recruitment is a lot different. PERSOLKELLY provided a comprehensive induction process. More than anything though, the culture in my team to help each other is like none other I have worked in.
Did you learn different skills?
Yes, I continue to upskill and learn. I had a more blue-collar background when first entering the industry and the white-collar business is quite different. However, PEROLKELLY have the training and interview guidelines (for clients and candidates) to assist – along with supportive management and teams.
What kind of opportunities have you been given at PERSOLKELLY?
PERSOLKELLY offer a ‘warm desk’ model with high profile clients, which provides the opportunity to work on and grow my client list. This is all you can ask for in a sales role – to get yourself started.
We also have access to many platforms to use to recruit and prospect. I have established respectable relationships with other divisions to share prospective and active clients.
Biggest lessons learnt in your career?
Be resilient.
Best advice you were given?
Take the bad with the good. It’s all swings and roundabouts if you keep making calls, meeting candidates and clients.
Why you love working at PERSOLKELLY?
PERSOLKELLY provides you with flexibility and work/life balance, my team works three days in the office and two at home – a good mix. The office feels like a home away from home.
I feel valued and excited about the future.
You will feel a true sense of culture from day one. Feel supported. You learn every day and your future is up to you.
Why do you love working in the recruitment industry?
I like “doing deals”, I like forming strong relationships with clients and I like working with people and the satisfaction of finding them employment they are grateful for.
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.
