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.

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.

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 resources. They 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.

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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.

By Sonny Subhan, Deputy Country Head PERSOLKELLY Indonesia.

The demand for digital talent has been consistently high in recent years, given the increasing importance of technology and digital solutions. Companies from various sectors depend on employees with digital expertise to drive innovation and develop solutions that enhance efficiency, improve customer experiences and deliver new products and services. 

This high demand is fueled by a significant shortage of digital talent across the globe, with slow talent development and a lack of talent mobility among the contributing factors. To solve this problem, everyone needs to work together – schools, businesses, organisations and the government.  

Our research on LinkedIn aimed to uncover the qualities that future digital talent will prioritise when searching for employment opportunities. With the current shortage of digital talent, these qualities are becoming increasingly valuable and highly sought after.

This article helps business leaders find highly-skilled talent for their digital transformation needs. We believe that understanding candidates, and investing in attracting and retaining them, are the key factors in achieving this goal. Here are seven tips to attract and retain digital talent:

Tip 1: Work on Career Development Strategy and Training Programs

Developing a robust talent acquisition strategy is instrumental in attracting and retaining talent. To find the best talent, it’s important to use more than just the usual methods for hiring. It is crucial to have well-thought-out succession planning in place. Organisations can prevent leadership disruptions and ensure a smooth transition by planning ahead for succession.

Equally, digital professionals value organisations that invest in their growth and development. Talent development programs that focus on new technologies, artificial intelligence, digital technology, industry trends and professional skills help develop employees and demonstrate the organisation’s dedication to staying ahead in the digital world.

Tip 2: Provide Mentorship

Providing mentorship is a powerful tool for retaining digital talent within an organisation. By offering mentorship programs, employers demonstrate their commitment to supporting the professional development of their employees. Mentors can guide and provide valuable insights, helping employees navigate challenges, acquire new skills and expand their knowledge. This personalised guidance fosters a sense of belonging and investment in the organisation, making employees more likely to stay long-term.

Tip 3: Push Employee Development

A common trait in digital professionals is their ambition. They value organisations that can offer professional development opportunities for career path growth and advancement. Companies can attract motivated individuals who want to improve their skill development and knowledge by offering clear paths for career advancement. By actively supporting and investing in the professional development of their digital talents, organisations will increase employee satisfaction and retention rates, attract top-notch individuals and foster a sense of loyalty and commitment.

Considering these factors can be beneficial in the long term and serve as a wise investment for a business. To compete for talent, leaders must take charge and be proactive with their strategies.

Tip 4: Work on Employer Brand

Companies must develop a good reputation as an employer to attract and maintain a diverse workforce in the digital industry. One way is through staff advocacy, an overlooked but essential strategy. Employers must highlight the purpose and interests behind jobs to attract qualified candidates and improve retention. Satisfied employees become enthusiastic advocates, sharing positive experiences through social media and online reviews. This virtuous cycle of staff advocacy creates a strong employer brand that stands out in a competitive marketplace.

Tip 5: Competitive Salaries, Compensation or Benefits

In the competitive digital market, talented professionals are in high demand. So, organisations need to offer good pay to attract them. Employees who receive fair compensation for their work are more likely to feel valued and motivated. In addition, organisations should provide benefits like health insurance, retirement plans, and generous vacation time, allowing employees to take time off to recharge and spend time with loved ones. Organisations can also offer wellness programs or gym memberships, encouraging employees to prioritise their physical and mental health. By providing these benefits, companies can help employees maintain a better work-life balance and ultimately lead happier, healthier lives.

Tip 6: Emphasise Diversity and Inclusion in the Recruitment Process

In today’s world, embracing diversity and inclusion when recruiting new employees creates a positive company culture. When organisations prioritise diversity and inclusivity in the work environment, they can attract a larger range of talented individuals and create a more innovative and creative environment. Inclusivity cultivates a sense of belonging, where individuals feel valued and confident in contributing their unique skills and ideas. Ultimately, prioritising diversity and inclusion in the recruitment process is a win-win for both the company and the employee, leading to a more fulfilling and rewarding career experience.

Tip 7: Revamp Workplace Culture to Fit Digital Transformation by Embracing Modern Technology

Today’s digital professionals thrive in dynamic, tech-forward environments that foster innovation, collaboration and agility. Organisations can create this appealing work culture by utilising digital tools. They can also allow remote work and offer flexible work arrangements that simultaneously lead to a positive workplace culture.

These strategies are particularly attractive to the majority of digital employees. Implementing modern technology and automation streamlines the hiring process and allows digital talent to work more efficiently and creatively.

Conclusion

Talent shortages are a big problem for leaders and organisations worldwide. Hiring people is becoming increasingly difficult – especially for IT and digital jobs, given continuous and rapid technological advancements.

The responsibility lies with all parties to ensure the development and acquisition of new talent in the relevant areas. Hiring Managers must know what job seekers care about to attract and keep them by utilising this knowledge and investing in long-term strategies to entice and hire talented individuals.

How can PERSOLKELLY help you meet the challenge of digital skills recruitment?

We can effectively assist in meeting the challenge of digital skills recruitment through our specialised expertise and comprehensive resources. As a renowned talent solutions provider, we deeply understand the evolving digital landscape and the specific skills required in various industries.

Ready to break the barrier of digital skills recruitment? Please reach out to us today and unlock a world of talent to drive your organisation’s digital success.

Authored by Brian Sim, Managing Director & Country Head Malaysia, PERSOLKELLY.

In today’s rapidly changing world, where technological innovation and digital transformation are pertinent, the way companies hire new employees is also changing. The combination of technology and the fourth industrial revolution has brought about a new era in hiring. One such instance is ChatGPT, a large language model powered by artificial intelligence (AI) that is becoming crucial in this shift towards digital recruitment.

AI tech improves recruitment, enhances customer experiences and positions agencies as top job search engines. For example, businesses can put this cutting-edge tool on their websites to quickly respond to common questions.

Adding ChatGPT as a ChatBot on a company’s website gives job seekers quick and interactive help. This makes the website easier to use and more attractive, simplifying the job search and giving valuable information. It can check resumes quickly, helping professionals find the right skills and qualifications making business processes more efficient.

As technology advances, we wonder: How exactly can ChatGPT make recruitment processes easier?

To learn more about the benefits of this AI-powered tool in the hiring business, we asked our LinkedIn connections for their thoughts in a survey.

Here’s what we have discovered:

 

The Evolution of ChatGPT in Hiring

Employers and job seekers now have different expectations because of the ever-changing job market. The hiring process has changed a lot. Now, people are using AI technologies like ChatGPT, which utilise deep learning.

These large-scale emerging technologies are replacing traditional methods such as manual resume screening, phone interviews and in-person meetings. While the traditional methods have their own benefits, they are often time-consuming, resource-demanding, and liable to human biases. They also fail to meet the expectations of modern candidates. These candidates are tech-savvy and prefer standardised and quick interactions with employers.

The emergence of ChatGPT as a hiring tool marks a departure from these conventional practices. Its advanced natural language processing capabilities allow it to understand and respond to candidates’ inquiries and comments in real-time. This not only enhances the candidate experience but also addresses the growing demand for efficient communication, especially among younger job seekers.

The 4 Pros of Using ChatGPT in Recruitment

ChatGPT can be a valuable tool in the recruitment process as it offers several significant advantages.

Here are the four pros of using ChatGPT in recruitment:

24/7 Availability

ChatGPT is available 24/7, answering candidates’ questions outside of regular work hours – therefore improving a company’s customer service. This availability makes sure candidates get answers when they need them and influences the company’s visibility and appearance.

Being available 24/7 and quickly answering candidate questions has several benefits. It improves customer service, increases company visibility and saves recruiters’ time. This is because it allows for addressing inquiries outside of normal work hours. Integrated with systems like Applicant Tracking Systems (ATS), it streamlines paperwork and enhances overall efficiency.

Time Efficiency

A big advantage of using ChatGPT is that it saves a lot of time, especially at the beginning of hiring. The system can communicate with multiple people at the same time. This saves recruiters from repetitive tasks. It also allows them to focus on more important parts of the hiring process, like thorough screening.

ChatGPT makes screening more efficient, improving hiring quality and speeding up the process by allocating resources effectively. Using resources efficiently speeds up hiring, improving quality and fairness, enhancing candidate experience and boosting the company’s reputation.

Consistent Screening

Using ChatGPT for consistent screening not only guarantees a fair and uniform process but also improves the overall candidate experience. Using impartial automated screening makes the company look good to job candidates. This matches the goal of giving candidates the best experience.

Enhanced Candidate Engagement

ChatGPT significantly boosts candidate engagement, directly leading to reduced recruitment costs. It does this by using data from past conversations to automate first interactions and answer common candidate questions. This lessens the requirement for human effort and improves resource distribution.

The 4 Cons of Using ChatGPT in Recruitment

ChatGPT helps us in recruitment, but we should also think about its disadvantages – especially since it’s a new technology.

Let’s look at them through these four arguments:

Limited Understanding of Context

ChatGPT often has trouble understanding conversations, especially when the questions are a bit tricky. This can affect candidate’s experience as they won’t be getting accurate answers. In times like this, recruiters may have to step in to fix things and strategise on ways to harmonise with ChatGPT.

Lack of Personalisation

ChatGPT typically provides standardised responses and lacks the personal touch that human recruiters can offer. This can possibly affect the long-term relationship with candidates as they often appreciate a customised approach during the recruitment process. They prefer feedback tailored to their skills and experiences. ChatGPT may not be able to deliver this level of personalisation, potentially leading to a less engaging candidate experience.

Inability to Assess Soft Skills

ChatGPT can assess candidates based on their information but struggles to evaluate soft skills such as communication, teamwork, and problem-solving. These skills are often crucial for job performance and cultural fit within a company. Depending too much on ChatGPT for candidate evaluation may cause the company to miss out on candidates with excellent social skills. It could also result in hiring individuals who do not fit well with the company’s culture.

Lack of Emotional Intelligence

ChatGPT lacks emotional intelligence, making it unable to understand the emotional state of candidates during most interactions. In contrast, human recruiters can frequently detect candidates’ stress, enthusiasm or need for reassurance and can adjust their approach accordingly.

These drawbacks shed light on the importance of integrating ChatGPT with human touchpoints at important parts of the hiring process. Recruiters can step in for more emotionally sensitive discussions, such as providing feedback on rejection or discussing complex circumstances. This way, candidates get the care and support they need – making their whole experience better.

Conclusion

While AI tools are beneficial in improving the recruitment process, they have their limitations. These include difficulty understanding context, lack of personalisation, difficulties in assessing soft skills and a lack of emotional intelligence.

To overcome these limitations, integrating this AI model with human recruiters is essential. Recruitment agencies that use both AI and human knowledge find a good mix. They give job seekers personal and emotionally smart help, which makes the experience better. The combination of efficient AI tech and a people-focused approach allows for a more interesting and successful hiring process.

When it comes to the hiring process, using ChapGPT can definitely be complicated. While it may seem like a convenient option, it requires a significant amount of time and effort to use effectively. On the other hand, we can provide a hassle-free process where we take care of everything for you.

Let us help you optimise your hiring process, saving you valuable time and resources.

Authored by Thammaiah BN, Managing Director & Country Head, PERSOLKELLY India.

‘Boomerang employees’ is a phrase that refers to people who leave a company but later return to work there again. This trend has become more popular recently, primarily because of the COVID-19 pandemic which has caused numerous changes in the workforce.

Previous data reveals almost 20% of workers who resigned from their jobs during the pandemic have now re-joined their former employers This is a big opportunity for companies as a significant number of them want to rehire their old employees and are still connected with their ex-employees who had left on good terms. However, this phenomenon could pose a challenge for companies aiming to retain their recently hired staff. These recent hires might want to leave and go back to their old jobs, making it tough for employers to keep their skilled workers.

We have recently conducted a poll on LinkedIn to further explore the motivating factors behind most employers’ decisions in rehiring a boomerang employee.

The chart below represents the results:

 

Should You Become One? – The Pros and Cons

The Harvard Business Review found that a notable 28% of ‘new hires’ were actually people who had left their jobs at the same company in the last three years.

This number raises the question of whether employees should consider becoming one of them. Let’s explore the pros and cons of being a boomerang employee.

The Pros

Immediate Skill Application

Going back to a previous company means that you have the important company knowledge and skill set that can be used right away. This can be beneficial for both you and the employer, as there is no need for an extensive training period that is usually conducted during the onboarding process. Leveraging your acquired knowledge of the company’s systems and processes can greatly cut down costs and time for the organisation.

Efficient Adaptation

As you come back to a company as a returning employee, the process of fitting in and adapting is easier following your previous experience with the company. This will not only speed up the process but also motivate you to channel enhanced output and efficiency without needing excessive training. Additionally, your acknowledgement of the company’s environment and cultural gratitude helps keep things steady and strengthen the values everyone shares. As a result, the team works better together – leading to overall success for the company.

Strong Professional Network

Rejoining your former employer provides you with the unique opportunity to tap into the network of professional connections you have already established during your previous tenure. This network can prove to be valuable in various aspects of your career.

Career Growth Opportunities

When you return to a former employer, it gives you a strong chance to move up in your career – especially if the company values your skills and what you have done before. Even more so when you have a growing understanding of the related industry and insights into the competitors from your prior engagements. They might be able to see your potential and give you more important roles or interesting projects that can be a good fit for you.

Reduced Job Search Uncertainty

During times of economic uncertainty and strong job market competition, going back to a previous employer can provide a comforting sense of stability and security. This becomes even more relevant during the ‘great resignation’ trend, where many people are leaving their jobs. Returning to a workplace you already know well, with its dynamics and culture, can reduce the stress of changing careers.

The Cons

Stagnation and Growth Limitation

While rejoining a previous job can bring immediate benefits like familiarity and comfort, it may also pose the risk of stagnation if the company lacks clear pathways for vertical or horizontal advancement. Without new challenges and opportunities, you might find your career growth limited – potentially hindering your professional development and long-term aspirations.

Residual Issues

Returning to a former employer could mean facing the same problems that made you leave previously. If the company has not fixed issues like management, workplace culture, or other problems, you might feel unhappy again. This can affect how satisfied and engaged you are with your work.

Perception by Peers

When you come back, your coworkers might think you are not very committed or ambitious – as they might believe you did not have better choices somewhere else. This idea could change how you get along with your colleagues, work together as a team and even stop you from getting leadership roles or additional tasks.

Negotiation Power

When rejoining your former employer, you might face challenges in negotiating your terms of employment – including compensation and benefits. The company may assume that your eagerness to return will lead you to accept less competitive offers, potentially putting you at a disadvantage in salary discussions and negotiations.

Adjustment Challenges

Despite your previous experience with the company, returning after a period of absence can still present adjustment challenges. The workplace might have undergone changes, such as new team members, updated policies, or shifts in the company’s structure. Integrating seamlessly back into the work environment may require flexibility and open-mindedness to navigate these changes successfully.

Ultimately, deciding to go back to a previous job depends on your personal situation, what you want for your career and the details of the company’s offer. Considering the pros and cons can help you decide if returning to your old workplace matches your future career goals.

What You Should or Shouldn’t Do as a Boomerang Employee

If you find yourself considering the prospect of becoming a boomerang employee and returning to your former employer, it’s essential to approach this opportunity with a thoughtful and strategic mindset. Reconnect with your former colleagues and bosses, and use these connections for collaboration and support. Make sure to be open to changes and show enthusiasm for returning. Share your outside experiences for fresh ideas and always aim for career growth by expressing your ambition to advance within the company.

Don’t dwell on past issues; focus on making a positive impact in your current role. Adapt well to new team dynamics and follow updated company policies. Expand your network by connecting with new employees to promote a sense of belonging and create growth opportunities. Following these guidelines will help you make the most of your boomerang experience and achieve your career goals in your former organisation.
 

Conclusion

Boomerang employees are on the rise, showing a big change in the professional world. Although being a boomerang employee can offer unique benefits: 

• It is also crucial to weigh the potential drawbacks before making a decision. As you contemplate going back or trying something new, think about your goals and the company’s situation.
• Be open to changes and growth to ensure a fulfilling career journey. Remember, your choice should match your goals and help you improve at work.

Is being a boomerang employee in your future? Are you still uncertain about your next step? Head over to our career page for a fresh and new opportunity with PERSOLKELLY.

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?

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.

What are your career plans?

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.

Apply for the 2023 Future Scientist Award today!

We’ve opened entries for the 2023 PERSOLKELLY Future Scientist Award, connecting budding scientists to innovative employers.

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.
• Be in the running to win $1000.

The history

Research shows that science and mathematics graduates experience some of the worst full-time work outcomes, with just 64.6 per cent in full-time employment four months after graduation.

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.

How it works

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.

Submissions are open now – apply online today.

Who can apply?

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.

Apply for the 2023 Future Scientist Award today!

More

One of our 2021 winners, Marilla Bickerstaff-Westbrook

One of our 2021 winners, Thi Hong

2019 finalist, Shaghraf Javaid

2019 finalist, Greta Luche

2018 finalist, Kang Tam

2017 finalist, Andrew Tilley

2016 finalist, Jack Kent

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.

Contact us today.

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:

1. 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.
2. 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.
3. 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.
4. 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.

Contact us today.

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.

Contact us today.