Written by Kurt Gillam, Executive General Manager, PERSOLKELLY Australia

Fostering gender balance in recruitment is crucial in today’s competitive job market, not only from a moral standpoint but also as a strategic advantage. At PERSOKELLY, we’ve implemented a comprehensive strategy to ensure that our recruitment processes are inclusive, fair, and appealing to diverse talent. We work closely with our clients to develop tailored approaches that promote a more balanced and diverse workforce.

Our approach includes the following key points:

1. Consulting from the outset: Our consultants work closely with clients to review job descriptions and criteria, eliminating potential biases from the start.

2. Using inclusive language: We craft job descriptions free of gender-biased language, ensuring broad appeal to diverse talent.

3. Diverse imagery and advertising: Our job adverts feature a variety of imagery representing both genders to convey our commitment to inclusivity.

4. Targeting returners to the workforce: We encourage job share opportunities and flexible working arrangements to attract those returning to the workforce.

5. Inclusive interview panels: We ensure diverse interview panels and implement blind recruitment processes to reduce bias.

6. Expanding sourcing strategies: We post job openings on platforms that cater to diverse groups and partner with organizations promoting gender diversity.

7. Educating hiring teams: We train our recruitment teams and hiring managers to recognize and mitigate unconscious biases.

8. Standardised processes: We implement structured interview processes to ensure fair and consistent evaluations of all candidates.

9. Showcasing an inclusive culture: We highlight our commitment to diversity and inclusion through our employer branding, including successful women in leadership roles and fair compensation practices.

10. Success in Future Scientist program: Our program promotes strong female representation in STEM fields.

11. Addressing gender bias in customer requests: We strive to educate customers about the benefits of a balanced workforce, despite encountering requests for specific genders for certain positions.

12. Standing against violence against women: We are committed to combating violence against women, reflecting our dedication to creating a safe and supportive workplace for all.

PERSOLKELLY’s comprehensive approach to increasing gender balance in recruitment demonstrates our commitment to diversity and inclusion.

Written by Kurt Gillam, Executive General Manager, PERSOLKELLY Australia

A few weeks ago, two contacts of mine at an event in Sydney discussed respect in the workplace, highlighting the challenge of managing across generations. My more senior contact, the chairman of a large national company, didn’t understand why her direct reports preferred responding to her voicemails with emails. My other contact, the Chief Marketing Officer of a leading digital marketing company, couldn’t understand his preference for phone calls over Whatsapp messaging. This conversation illuminated a common issue in today’s workforce: appreciating and collaborating with colleagues from different generations.

Navigating a Multi-Generational Workforce

In today’s diverse workspace, we find ourselves working alongside five unique generations, each with its own defining traits and values:

1. Traditionalists (born before 1946): Known for their loyalty and discipline.
2. Baby Boomers (1946-1964): Often characterized as work-centric and highly responsible.
3. Generation X (1965-1980): Independent thinkers with a talent for adaptability.
4. Millennials (1981-1996): Tech-savvy, ambitious individuals who excel in collaborative work environments.
5. Generation Z (born after 1996): A generation of digital natives who prioritize innovation.

Importance of Managing Multi-Generations:

Managing across different age groups is crucial in today’s diverse workplace. Understanding and leveraging the unique strengths and preferences of each generation enhances teamwork and drives organisational success through the following:

1. Enhanced Innovation and Problem-Solving: Diverse perspectives foster creativity.
2. Broader Skill Sets: Combine traditional skills with modern digital expertise.
3. Knowledge Transfer: Older generations mentor younger ones, and vice versa.
4. Customer Insight: A diverse workforce better understands and serves a diverse customer base.
5. Workplace Flexibility: Tailored policies to improve satisfaction and productivity across the generations.

For any people-leader or human resources professional, it might be useful to consider the following points for effective management:

Challenge Harmful Stereotypes:

• Avoid making assumptions based on age, and educate yourself about different generational experiences.
• Recognise that stereotypes can negatively impact job performance and psychological well-being.

Foster Inclusive Communication:

• Adapt communication methods to accommodate different preferences.
• Encourage open dialogue about communication preferences.

Promote Inter-Generational Collaboration:

• Establish mentorship programs (not just older generations mentoring younger ones) and diverse team projects.
• Facilitate mutual learning and knowledge sharing.

Respect Boundaries:

• Acknowledge and respect varying comfort levels when discussing diversity and mental health topics.
• Create a psychologically safe environment for open discussions.

Avoid Playing Favourites:

• Ensure that every voice is heard in meetings and promptly address biases.
• Encourage contributions from all team members, regardless of age or experience.

Managing a multi-generational workforce requires understanding and valuing the unique contributions of each generation. Effective leadership in such a diverse environment fosters innovation, knowledge sharing, and a harmonious workplace. By challenging stereotypes, promoting inclusive communication, encouraging collaboration, respecting boundaries, and avoiding favouritism, leaders can bridge generational gaps and harness the full potential of their teams. Embracing these strategies leads to a more respectful, productive, and progressive workplace.

Written by Alan Wong, GM South Australia & ICT

Embracing digital transformation has become not just advantageous but imperative for the growth and sustainability of enterprises. While larger corporations traditionally held the upper hand in this realm, Small and Medium-sized Enterprises (SMEs) now find themselves at a pivotal moment, armed with unprecedented opportunities to level the playing field and thrive in the digital age. However, amidst the promise of digital innovation, SMEs encounter significant challenges, particularly in terms of resource allocation and specialized expertise.

In contrast to the bygone era dominated by brick-and-mortar establishments, SMEs now stand poised to disrupt industries with the aid of cutting-edge technologies. Despite the apparent advantages enjoyed by larger counterparts, SMEs possess inherent agility and adaptability, traits that enable them to swiftly capitalize on emerging trends and market shifts. By harnessing innovative strategies and tapping into global talent pools, SMEs can carve out their niche and establish a formidable presence in the digital arena.

Yet, the journey toward digital excellence is not without its obstacles. Limited financial resources and a scarcity of top-tier digital talent often loom as daunting challenges for SMEs. In the face of such constraints, strategic talent acquisition emerges as a crucial linchpin for success. Rather than attempting to replicate the expansive in-house teams of larger enterprises, SMEs can strategically recruit key personnel locally while augmenting their capabilities through access to global talent markets.

Australia’s burgeoning tech ecosystem presents a fertile ground for sourcing digital management and design experts, facilitating seamless collaboration and alignment with organizational objectives. However, the true catalyst for transformative growth lies in the vast talent pool of South-East Asia, where countries like India, Indonesia, and Vietnam boast a wealth of skilled digital professionals at competitive rates. By harnessing remote talent, SMEs can optimize operational efficiency and cost-effectiveness without compromising on quality or innovation.

Nevertheless, the integration of remote talent teams brings forth a unique set of challenges, ranging from navigating diverse cultural nuances to ensuring compliance with local labor laws. In this regard, the expertise and local presence of PERSOLKELLY emerge as invaluable assets for SMEs embarking on their digital transformation journey. With a deep understanding of regional intricacies and a commitment to fostering effective communication and cultural sensitivity, PERSOLKELLY empowers SMEs to overcome barriers and unlock the full potential of offshore talent.

Partnering with PERSOLKELLY not only facilitates seamless talent acquisition but also streamlines recruitment processes and enhances workforce management capabilities. By leveraging PERSOLKELLY’s expertise, SMEs can navigate the complexities of remote team management with confidence, driving innovation and accelerating their digital evolution.

While larger corporations may wield considerable advantages in the digital realm, SMEs possess unique strengths that position them as formidable contenders in the global market. By embracing innovation, leveraging global talent pools, and partnering with PERSOLKELLY, SMEs can transcend barriers and emerge as trailblazers of digital transformation. To embark on this transformative journey and explore bespoke talent solutions, connect with myself at PERSOLKELLY today, and unlock the full potential of your enterprise.

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.

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. 

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.

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.

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!

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

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.

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.

---

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.