Recruitment is a crucial process for any business, as it helps to identify and attract the most talented and qualified candidates for job openings. However, it can also be a painful and time-consuming task for hiring managers, particularly for those who lack experience in the hiring process. Fortunately, partnering with a professional recruitment company can bring numerous benefits, making it a wise investment for any business.
One of the most significant benefits of outsourcing recruitment is that it saves time and resources. A dedicated recruitment company can handle all aspects of the hiring process, from screening resumes to scheduling interviews, allowing hiring managers to focus on their core responsibilities. This can be particularly beneficial for small and medium-sized businesses that do not have a dedicated HR department, as it can help them avoid the cost of hiring additional staff.
Another key advantage of working with a recruitment partner is the access to a wider pool of talent. Recruitment companies typically have a vast network of candidates, including passive candidates who are not actively looking for work but may be open to new opportunities. This can be especially beneficial for businesses seeking to fill specialized or hard-to-fill positions, as it can be challenging for internal recruiters to reach these candidates.
Finally, outsourcing recruitment can also lead to better-quality hires. Professional recruiters have extensive experience in assessing candidate skills, qualifications, and experience. They can use their expertise to identify the best candidates for the job and ensure that they are a good fit for the company culture. This can help businesses reduce the risk of hiring the wrong candidate, which can be costly in terms of time and resources.
Partnering with PERSOLKELLY can bring numerous benefits to businesses, including saving time and resources, accessing a wider pool of both passive and active talent and making better-quality hires. By leaving recruitment to the experts, hiring managers can focus on their core responsibilities and ensure that their business has access to the best talent available.
The accounting industry has undergone significant changes over the past few years due to advancements in technology and changing business environments. These changes have given rise to new emerging trends that are expected to shape the industry’s future. In this blog, we will explore some of the key emerging trends in the accounting industry.
Automation
One of the most significant trends in the accounting industry is the increasing use of automation. Automation has become a popular solution for repetitive and time-consuming accounting tasks such as data entry, reconciliations, and reporting. Automation tools such as artificial intelligence, machine learning, and robotic process automation are used to automate these tasks, reducing errors, improving accuracy, and saving time.
Cloud-based Accounting
Cloud-based accounting is another emerging trend in the industry. Cloud-based accounting solutions offer several benefits over traditional accounting software. These include remote accessibility, scalability, automatic software updates, and improved data security. Cloud-based accounting also allows for better collaboration between accounting firms and their clients, allowing them to work together in real-time.
Outsourcing
Outsourcing is another emerging trend in the accounting industry. Accounting firms are increasingly outsourcing non-core functions such as bookkeeping, tax preparation, and payroll processing to specialized service providers. Outsourcing allows firms to reduce costs, improve efficiency, and focus on their core competencies. It also enables firms to offer specialized services to clients without having to invest in additional resources.
Advisory Services
Accounting firms are increasingly offering advisory services to their clients, providing strategic advice on business growth, risk management, and financial planning. Advisory services require a broader range of skills beyond traditional accounting expertise, including industry knowledge, business acumen, and analytical skills. Offering advisory services allows accounting firms to differentiate themselves from their competitors and offer additional value to clients.
Data Analytics
Data analytics is an emerging trend that is transforming the accounting industry. Data analytics allows firms to analyze large volumes of financial data, providing insights into trends, patterns, and anomalies. This information can be used to identify opportunities, manage risk, and make informed business decisions. Data analytics also enables firms to offer more accurate and timely financial reporting, improving the quality of information available to clients.
The accounting industry is undergoing significant changes due to advancements in technology and changing business environments. Automation, cloud-based accounting, outsourcing, advisory services, and data analytics are emerging trends that are expected to shape the industry’s future. Accounting firms that embrace these trends and adapt to the changing landscape are likely to thrive in the years ahead.
PERSOLKELLY Australia is a leading recruitment company that can help businesses find the right employees to meet their business needs in the Accounting and Finance space. Our experienced recruitment team uses a range of sourcing methods and selection tools to identify and attract top talent. We work closely with clients to understand their specific requirements and culture, ensuring we find candidates who fit the job and the organisation.
Building great company culture takes time and effort, but the rewards are well worth it. Not only does a positive company culture lead to increased morale and productivity, it can also help you attract top talent and retain your best employees. Here are four tips for creating a great company culture that will benefit everyone.
1. Communicate Openly
Communication is key to any great company culture. Make sure you have regular meetings with your team members to discuss how things are going, their goals, and any other topics that come up. Encourage open dialogue and make sure everyone feels heard so they know their opinions matter and their contributions are valued. Additionally, create an environment where mistakes are opportunities to learn rather than reasons for reprimand or punishment.
2. Foster Collaboration
No one likes working in an environment where they feel like they’re competing against each other all the time. Instead, foster collaboration by encouraging team members to work together on projects, problem-solve together, and brainstorm ideas collectively. This creates an atmosphere of camaraderie rather than competition which can improve morale and ultimately lead to greater success for your business.
3. Offer Flexibility
Offering flexible hours or work-from-home options can be incredibly beneficial for both employees and employers alike. It shows that you trust your employees to get the job done while still allowing them the freedom they need to maintain balance in their lives outside of work which helps increase job satisfaction and loyalty among your team members.
4. Celebrate Successes
Don’t forget to take the time to celebrate successes! Whether it’s something small like meeting a deadline or something big like hitting a sales goal, recognizing successes with rewards such as bonuses or even just public recognition will encourage employees to keep up the good work while also showing that their efforts do not go unnoticed or unappreciated by management or their peers alike.
Creating great company culture doesn’t happen overnight but with some dedication and effort it can be achieved! By communicating openly with employees, fostering collaboration between team members, offering flexibility when possible, and celebrating successes along the way you can build a positive workplace environment that both encourages growth within your organization as well as increases employee morale and loyalty towards your business overall!
In conjunction with International Women’s Day, PERSOLKELLY spoke with Amelia Collins to talk about her role as a leader in the workplace, what inspires and defines her to “Work, and Smile” in her work and personal life, and her views on diversity, inclusion, and equality (DI&E).
Amelia currently leads the Marketing and Branding team at PERSOLKELLY and Programmed Staffing for the APAC region as Regional Director, Head of Marketing. She is known for being passionate about her work. She believes that finding meaning and purpose in your work is crucial to having the energy to take on challenges and be creative. Amelia is always looking for new ways to solve old problems and inspire and motivate others to do the same.
Amelia is also a qualified fitness instructor in indoor cycling, strength training, barre, and TRX, among others. She is married and a mother of one child and a stepmother of one daughter.
Read more about Amelia and her views on leadership below. We hope her story will inspire women in the workplace in one way or another.
Q: When you started your career, did you envision playing the role you’re in today? AC: Actually, I have never spent too much time thinking too far into the future, and I am not the kind of person who sets lofty goals. Instead, I like to focus on doing well where I am at the moment, and then set goals that are challenging but achievable – I call that micro-ambition, meaning I work with purpose and intention to achieve whatever I have in front of me at the moment.
Q: Please tell us how you got a job in the recruitment industry. AC: My experience in marketing and branding initially brought me to Programmed as a consultant to help the Australian and New Zealand team to build their digital marketing capabilities. That said, I have always been interested in HR and recruitment. So, when I was offered the opportunity to join this large and leading company, I jumped right in.
Amelia presenting at the Fremantle Football Club ‘Power of Sport’ event.
Q: Now that you are leading the marketing and branding team at PERSOLKELLY and Programmed, what are your thoughts on the role of a female leader in the workplace and what makes a good leader? AC: In my opinion, having female leaders in the workplace should be as normal as it is in any other role in life. The truth is, women take on leadership roles every day – as mothers, sisters, friends, and partners – all of which require similar and complementary skills to those needed for successful leadership in the workplace. Skills like listening, coaching, pragmatism, discipline, communication, the ability to see both short and long-term, adaptability, multitasking, and prioritisation. And these are skills we often learn outside the workplace that can contribute to how we behave and perform in the workplace.
With that in mind, no workplace should lack women leaders because the world is made up of them. I believe that a good leader is curious, open-minded, interested, and interesting. Great leaders do not have to be the best at everything; they build trust and know how to bring out the best in others.
Q: How do you balance your career, your personal life (as a wife and mother), and your passion? Do you think there is such a thing as balance? AC: I personally believe that there is no real or true work-life balance because balance suggests all things are equal. For me, it’s more like juggling; I juggle a whole range of things – my family and parenting roles, friendships, mental and physical health, my passions, travel, and of course, my professional role.
There will be some days, weeks, or even months when my work gets the best of me. And to deal with this, I need to acknowledge, accept, and take a few things out of the juggle when this happens. That then helps create space to fill it back up with the elements that make it all worthwhile. And if I feel things are too overwhelming, I will always prioritise sleep, because without sleep we will never be our best for ourselves or others.
Q: What do you think about the implementation of diversity, equity, and inclusion (DEI) in the workplace? AC: Diversity, equality, and inclusion are essential to a successful business. For far too long, businesses, corporations, and governments have ignored the gaps. And when there are gaps in corporate culture, those small gaps create big holes in a company. And without a real focus on accelerating change to create diverse, equitable, and inclusive workplaces, many companies will continue to operate with blind spots and fail to achieve what is possible.
That’s why we should all strive for a workplace that reflects the community – not just our local community, but a global community.
Q: What do you think are the challenges women face in the workplace today, and how do you think they can be overcome? AC: In most cultures, women are still expected to be the primary caregiver for children, ageing parents, or extended family. Recognising and supporting this important leadership role that women play outside of the workplace will only benefit the culture and performance of these people in a company.
Women often face workplace cultures or individuals within those cultures whose thinking has not evolved to understand and appreciate the importance of DEI. This is a challenge. When I feel challenged by these people or actions, I choose to rise above them or find a way around them.
Q: What advice do you have for women who want to advance their careers? AC: I was once told to never apologise for being ambitious. Because it means you care. Set achievable but challenging goals – on a micro or macro level. A great leader will give you honest and open feedback so you can grow. They would never discourage you from aiming for the next position without giving you clear feedback on the steps you need to take to get there, whether in terms of skills, behaviours, or experience.
Q: Who are the women that have inspired you? AC: The women I often admire are athletes. I find their commitment to their craft and the discipline with which they need to succeed inspiring. High performance combined with healthy behaviours – that’s how I try to live.
But the women who have shaped me are those who have given me honest advice in my life so far, and who have allowed me to reflect, grow and achieve.
Q: Lastly, how would you incorporate “Work, and Smile” into your work and how would you share PERSOLKELLY’s vision with your employees and clients? AC: “Work, and Smile” to me is working with purpose and meaning. To achieve that, we first need to find an industry we believe in and then a company that aligns with our values. Be micro-ambitious, do well with what’s in front of you, and you will work and always smile. For me, “Work, and Smile” is about being a great leader, so I can support and empower them to create their own purpose of “Work, and Smile”. And to bring this to life, I’ll keep talking about it, sharing it, and encouraging others to do the same.
“Work, and Smile” can be lived every day – in moments big and small.
Amelia with part of her team from Australia (left) and Singapore (right).
Conclusion At PERSOLKELLY, we want to recognise the presence of every woman and her contribution to the workplace. As a company, we are committed to providing equal opportunities for all genders and helping women find well-suited/desired roles in the marketplace. In line with our vision of “Work, and Smile”, we believe in putting people first and creating a positive workplace culture where they can thrive and grow to be effective leaders. In the words of Michelle Obama, “There is no limit to what we, as women, can accomplish”.
We’re always on the hunt for great people to join our team. If you’re confident and caring, proactive and passionate, smart and resourceful, and want to kick-start or continue your career in helping others achieve their career goals, then we’d love to hear from you.
By Kurt Gillam, Executive General Manager PERSOLKELLY Australia.
The field of recruitment is not only fast-paced, challenging and dynamic, but it also offers a plethora of opportunities. Consultants can not only advance their own career trajectory but help others with their own careers as well. If you’re looking for a new direction, a move into recruitment could be worth considering.
Here are five reasons to consider a recruitment career:
1. Gain valuable and in-demand skills One of the great things about working in recruitment is the skills you gather while working in the industry. A role in recruitment can build your interpersonal, communication and relationship management skills. These skills are all transferable to other industries, making them invaluable no matter which field you may choose to work in future. Recruitment is extremely people-focused and centres around interacting with a variety of individuals in a range of situations. Helping you develop soft and interactive skills and gain experience dealing with people from all walks of life.
Recruiters can conduct job matching, character assessments, interviews, background checks and due diligence in a typical day. As such, the job naturally suits analytical and organised individuals with excellent time management skills. A job in recruitment will help you learn and further develop a range of easily transferable skills that you’ll continue to draw on for years to come, no matter what industry you end up in.
2. Help others while you also advance A career in recruitment means regularly interacting with employers and job seekers, helping you improve your interpersonal skills and active listening ability. It’s important to be able to carefully listen to both clients and candidates to find out exactly what they’re looking for. Doing so can vastly improve your problem-solving skills and foster critical thinking while helping individuals and companies find their perfect matches.
Finding good fits for both active or passive job seekers and organisations will widen your understanding of the job market and how it differs between industries and roles. Finding these perfect fits involves interacting with hiring managers, human resources teams and high-profile positions with companies, helping you build up a valuable range of connections.
You may use these connections to help find candidates or even for the advancement of your own career.
3. It’s a fast-moving and ever-changing industry Recruitment is dynamic, offering countless opportunities for change and growth. As industries and job markets change, the recruitment industry evolves. New technologies have come along and transformed the way the recruitment process is conducted. From paperless applications, and digital background checks through to remote video interviews and testing suites. While application Tracking Systems (ATS) have streamlined and automated parts of the hiring process.
Advancing technologies have also brought about numerous improvements in learning opportunities available to recruiters, such as online training and conferences. You’ll have the chance to develop leadership skills, set clear directions and be agile as you advance through your career in recruitment.
4. Autonomy can assist in better mental health Recruitment is a people business that revolves around servicing the needs of candidates and clients. Like many roles over the past few years, recruitment has become more agile and flexible in terms of the location in which work is conducted. As consultants will often meet with clients and candidates both in and out of the office, it’s a career that suits driven individuals that thrive working autonomously.
According to Mental Health UK, autonomy in the workplace can help promote better mental health and even prevent excess stress and burnout.
5. It’s an in-demand profession The 2021 Business Market Insights report predicted that the online recruitment industry in APAC is expected to grow from USD6.8 billion in 2021 to USD12.4 billion by 2028, nearly doubling in just seven years.
As the job market continues to boom after being heavily impacted by the pandemic, the search for clients will ensure the demand for qualified recruitment consultants remains high. Resulting in great prospects for those either already in the industry or looking to enter recruitment.
Conclusion There’s no doubt that a career in an established recruitment firm has many long-term benefits for your career. Transferrable skills, and building your network while also helping candidates achieve their career goals are just a few of the things to be gained from a career in the industry.
Once you build your career, the rewards are endless. Quite often, there is nothing quite as rewarding that the long-term friendships that you will build with your colleagues as a result of working in a vibrant company culture, however, you will have the opportunity to get back from what you put in – be it interstate or overseas travel, awards and prizes, learning and development opportunities, promotions and uncapped earning potential. The sky really is the limit.
If you’re looking for a change to a challenging yet rewarding job, then a role in recruitment could be the perfect move for you. You never know where it’ll take you.
We’re always on the hunt for great people to join our team. If you’re confident and caring, proactive and passionate, smart and resourceful, and want to kick-start or continue your career in helping others achieve their career goals, then we’d love to hear from you.
We’re committed to creating a diverse, inclusive and positive workplace. Our teams are reflective of the communities in which we operate, and we value the unique contribution each member makes to PERSOLKELLY.
Luke Jesson is our Recruitment Consultant, based in Melbourne. This is his story.
What has been your path to PERSOLKELLY?
I started my career in Real Estate as a Commercial and Industrial Real Estate Agent followed by a Job Agency Business Development role.
I then moved into a Business Development Manager position for Blue Collar recruitment for a little while, then landed a position at PERSOLKELLY as a Recruitment Consultant for perm and professional Recruitment
Was it challenging to change careers, and how did PERSOLKELLY help with the transition?
Yes and no. I had experience in sales and candidate engagement, however Agency Recruitment is a lot different. PERSOLKELLY provided a comprehensive induction process. More than anything though, the culture in my team to help each other is like none other I have worked in.
Did you learn different skills?
Yes, I continue to upskill and learn. I had a more blue-collar background when first entering the industry and the white-collar business is quite different. However, PEROLKELLY have the training and interview guidelines (for clients and candidates) to assist – along with supportive management and teams.
What kind of opportunities have you been given at PERSOLKELLY?
PERSOLKELLY offer a ‘warm desk’ model with high profile clients, which provides the opportunity to work on and grow my client list. This is all you can ask for in a sales role – to get yourself started.
We also have access to many platforms to use to recruit and prospect. I have established respectable relationships with other divisions to share prospective and active clients.
Biggest lessons learnt in your career?
Be resilient.
Best advice you were given?
Take the bad with the good. It’s all swings and roundabouts if you keep making calls, meeting candidates and clients.
Why you love working at PERSOLKELLY?
PERSOLKELLY provides you with flexibility and work/life balance, my team works three days in the office and two at home – a good mix. The office feels like a home away from home.
I feel valued and excited about the future.
You will feel a true sense of culture from day one. Feel supported. You learn every day and your future is up to you.
Why do you love working in the recruitment industry?
I like “doing deals”, I like forming strong relationships with clients and I like working with people and the satisfaction of finding them employment they are grateful for.
We’re always on the hunt for great people to join our team. If you’re confident and caring, proactive and passionate, smart and resourceful, and want to kick-start or continue your career in helping others achieve their career goals, then we’d love to hear from you.
Have you ever felt stuck in your career? You’ve been working in the same job for a few years, and while it’s comfortable, you know it’s not where you want to be long-term. If this sounds familiar, then it may be time to move out of your career comfort zone. Making the jump from a comfortable job to something new can be intimidating, but with the right strategies and mindset, you’ll be able to make the switch with ease. Read on to learn how to move out of your career comfort zone.
1. Identify Your Goals
The first step is to get clear on what it is that you want to do. Take some time to reflect on where you are now and where you want to be in five years’ time. What skills do you need to develop? What kind of company do you want to work for? Once you have identified what it is that you want, create a plan of action—this will help keep you focused and motivated as you take steps towards achieving your goals.
2. Take Initiative
Often, the only way out of our comfort zone is by taking initiative and making things happen ourselves. Start exploring opportunities within your current role or outside of it if necessary; look into networking events or conferences that can help expand your knowledge and introduce yourself to potential employers; research online courses or mentorship programs that could give you the skills edge over other candidates; volunteer at organizations that share similar values as yours—all these activities will give employers an indication that you are eager and willing to learn more about the field or industry that interests them.
3. Get Support
Making big changes can feel overwhelming at times—so don’t forget to ask for help when needed! Reach out for advice from family members or colleagues who have gone through similar changes before; join online forums or communities dedicated towards helping others with their career transitions; find mentors who can guide and advise on best practices as well as areas for improvement—all these resources will provide invaluable support as well as insight throughout your journey!
Moving past your career comfort zone can seem daunting at first but with the right strategies in place, anything is possible! It’s important to identify what it is that you want out of this transition—what are the goals? Then take initiative by researching available opportunities both within and outside of your current role; seek advice from those who have gone through similar transitions before; lastly, don’t forget to get support during this process so that any doubts or fears are addressed head-on! With motivation, dedication and determination—you’ll be sure achieve amazing results!
Being a leader means having certain qualities that influence your team and create a positive work environment. Whether you are in the C-suite, running a business, or leading teams in corporate or educational settings, certain qualities will make you successful. From being an effective communicator to fostering collaboration and creativity, leadership requires a skill set that is both sensitive and strong. Let’s discuss four of the most important leadership qualities.
Leadership Quality #1: Communication Skills
Effective communication is vital for any leader. Leaders must have the ability to communicate clearly with colleagues, subordinates, and managers alike. This includes being able to explain concepts, give directions, provide feedback, resolve conflicts and get results. Being articulate and having good listening skills can help leaders understand their team’s needs as well as communicate their objectives effectively.
Leadership Quality #2: Problem-Solving Skills
The ability to think critically and solve problems efficiently is crucial for any leader. When faced with challenges or opportunities, leaders must be able to assess the situation objectively and come up with creative solutions quickly. Good problem-solving skills require intelligence, insightfulness, and the ability to think outside of the box.
Leadership Quality #3: Fostering Collaboration
Leaders need to be able to build relationships and foster collaboration within their team as well as with external stakeholders such as customers or vendors. Knowing how to bring people together and work towards common goals requires emotional intelligence, patience and trustworthiness – all traits of great leaders.
Leadership Quality #4: Creativity
Creativity can help bring new ideas into organisations which may lead to better results. Creative thinking helps leaders come up with innovative solutions for difficult problems while also helping them stay ahead of competitors who may be looking at similar challenges from traditional perspectives only. To foster creativity among teams, leaders need to encourage out-of-the-box thinking from employees while providing an environment where ideas can be shared freely without fear of judgment or ridicule.
Being a successful leader requires having certain attributes that separate true leaders from managers – qualities such as communication skills, problem-solving abilities, emotional intelligence, fostering collaboration, and creativity. These essential leadership qualities are key components in creating a positive work environment where teams can perform at their best potential while achieving desired results efficiently and effectively. By understanding these essential leadership qualities, aspiring leaders can learn how they can use them in practice in order to become successful in their chosen field.
We’re always on the hunt for great people to join our team. If you’re confident and caring, proactive and passionate, smart and resourceful, and want to kick-start or continue your career in helping others achieve their career goals, then we’d love to hear from you.
By Foo See Yang, Managing Director & Country Head of PERSOLKELLY Singapore
In recent months, a new term has been trending on the popular social media platform TikTok, called “quiet quitting”. At the same time, in an article by the World Economic Forum, the hashtag #QuietQuitting hit 17 million views on TikTok, and currently trending with 317.5 million views worldwide.
Although not a new concept, “quiet quitting” refers to when overwhelmed and overworked employees resort to only doing the bare minimum to get by at work. Quiet quitters may have no intention of leaving but do not want to participate in the hustle culture. Quiet quitting is seen as a form of employee disengagement, a protest against an imbalanced work-life balance, and a form of noncompliance. While the employee is still fulfilling job responsibilities, they refuse to take on new responsibilities and adhere to the job description that was given. These employees will not go the extra mile and decline new projects or stop volunteering for tasks.
In this article, you will learn more about the causes that lead employees to disengage from work, the effects it has on a company, and what employees and employers can do to prevent employee disengagement.
Recently, we ran a poll on LinkedIn andfound out that there are some common factors that cause employees to quietly quit their jobs:
1. Lack of Managerial Support
Over a third (36%) of respondents voted that the reason employees quiet quit is because their manager doesn’t appreciate their effort. Working under a leader who does not support their team will discourage and demotivate them to endure difficulties at work. A caring and considerate supervisor can do much to keep employees motivated and maintain employee engagement. However, they are more likely to withdraw if the supervisors do not support them. When employees feel their managers will not help them, they put up barriers.
2. Poorly Compensated
Around a third (34%) of respondents said that the reason employees quietly quit is because the pay does not justify the effort. So they “only do the work that they are paid for”. Many quiet quitters strongly feel that they are poorly compensated for the effort they put into the work they have to do. And because of that, they decrease their efforts. Often, they have demanded better compensation but have been rebuffed or stalled, or these workers feel that the employer will not meet those demands. Aside from money, the issue is one of respect. If they are not rewarded for their extra work, they feel that the employer does not properly appreciate their sacrifice and effort. This would then lead to workers feeling exploited.
3. Overworked and Overstressed
Around a quarter (26%) of respondents voted that the reason employees quietly quit is because they no longer enjoy their work. This may be due to overwork or overstress. Quiet quitters were once passionate employees, but became overworked and overstressed, leading to employee burnout. Increased workload comes from staff turnover, where other employees must take over the workload before a new employee is hired, rather than the supervisor reducing the workload. This problem causes employees to become exhausted and frustrated.
Here are 3 consequences of quiet quitting in the workplace:
1. Disengagement and Dissatisfaction
The two most common effects are disengagement and an employee’s dissatisfaction with his or her job and workplace. Silent quitters work and cooperate but find no meaning in their work and often feel apathetic.
2. Stagnating Career Growth
To advance professionally, employees must take on new challenges and responsibilities. However, if employees refuse to expand their skills through new challenges and responsibilities, then they are just being stagnant. By doing so, they are only sabotaging their career.
3. Decreased Output
One of the most obvious effects is the reduced work output of a quiet quitter. They may be meeting the minimum requirements for their job. Creativity and collaboration are also affected when an employee decides to quietly quit.
So, what can employees do to quit quiet quitting? Here are 3 tips:
1. Be Efficient
It’s important to achieve a good work-life balance, but we still need to be committed when we are on the job. So, make sure that time is used efficiently during working hours – focus on doing the job well.
2. Take Ownership
Employees need to take responsibility for their career growth and understand why they feel burned out and why they have resorted to quietlyquitting. It is not sustainable if the role does not give the employee a greater sense of purpose and appreciation at work.
3. Communicate With the Employer and Not On Social Media
Before employees express why they are quietly quitting on their social media platforms, it is better to seek an open and honest conversation with your direct supervisor. Take this conversation with the employer as an opportunity to share feedback with them – be very specific. Have an honest and open conversation, but be professional.. However, in addressing the issue of quiet quitters and employee burnout, employers and management must also play their part.
3 ways employers can solve the quiet quitting crisis in their workplace:
1. Make Sure Employees Feel Valued
Employers need to make sure their employees are valued for their contribution, skills, and work. A Gallup Workhuman survey found that in companies where employee recognition is a high priority, employees are 56% less likely to look for a new job. A good start would be to recognise milestones in employees’ lives, such as work anniversaries and birthdays, and celebrate goals achieved or projects completed.
2. Invest in Employee Well-being
Employee well-being and engagement work together. Therefore, employers should prioritise employee well-being by offering support and assistance programmes when employees are struggling. Other well-being benefits could include:
i. Weekly massages; ii. Office meditation classes during lunch break; iii. Providing the option of flexible work schedules ; iv. Encouraging employees to leave on time and take regular breaks and etc.
3. Keeping People Engaged in Their Work
It is important to recognise and value one’s contributions to build employee ownership of their work. Employers should create an open space for their employees to express their ideas and discuss solutions relating to work. Employers need to listen to their employees, especially younger employees, as this not only makes them feel valued but also makes them feel more connected to their work. This is even more important for younger workers as they are looking for a space to be heard.
It can be difficult to detect because some signs may be unintentional or stem from other types of conflict. However, it would be a good start to address changes in your employees’ well-being, performance, and concerns.
Conclusion
Despite being a trend in TikTok videos, Insider found that there are many TikTok users discouraging people from doing so. Remember that communication is key – not social media, but open and professional communication with your employers about your challenges at work. For employers, it is important to continually provide an environment that encourages staff to thrive in the workplace. As for employees, whatever the reason may be, they need to recognise that quietly quitting may hurt their future more than making the move to a new job and a better workplace. Whatever the workforce challenges, look for the opportunity to speak to your leader. There’s nothing to lose but everything to gain in this. Even if the conversation does not work out, you can still look out for other doors of opportunity more suitable for you and your lifestyle. We spend one third of our life at work. It is important to find a role within an organisation that allows you to Work, and Smile.
We’re committed to creating a diverse, inclusive and positive workplace. Our teams are reflective of the communities in which we operate, and we value the unique contribution each member makes to PERSOLKELLY.
Tamara Holmes is our NSW Area Manager. This is her story.
What has been your path to PERSOLKELLY?
I returned to recruitment and joined PERSOLKELLY in 2019, after having my son. During that time, the business was going through a rebrand, which I assisted in as an Area Manager for Sydney West. In 2021, I moved into a Perm Business Manager Role and now am the Business Manager for Sydney West.
How long have you worked in the recruitment industry?
It’s now been 20 years!
I started out in recruitment in 2003 with an internship, and I haven’t left since! Having worked at a number of recruitment companies, I joined PERSOLKELLY in 2019 after my son was born and have had three promotions during this time.
I love working in the recruitment industry. It’s fast paced, you’re always learning and meeting new people.
Did you learn different skills?
You learn something new every day! I am open to continuous learning and development – I participated in the APAC ALPs Rising Leaders Management program last year, with other future leaders within PERSOLKELLY.
I continuously grow my skillset with the recruitment business into roles such as Consultant, Senior Perm, Account Manager and Business Development Manager positions.
I enjoy every challenge that presents itself and give it 110%.
What kind of opportunities have you been given at PERSOLKELLY?
Management, Growth, Learning and Development, training, leadership, onboarding new team members and support.
Biggest lessons learnt in your career?
People are the hardest product to sell and only 2% of sales are made on the 1st try.
It’s the continuous follow ups that get a result. Try and try again.
Best advice you were given?
That growth takes place when you are challenged, not when you are comfortable.
Would you recommend PERSOLKELLY?
PERSOLKELLY provides you with flexibility, a great work/life balance, support, and career pathways.
If you’re looking for a progressive, social, and scalable company that provides flexibility and values and supports their employees – PERSOLKELLY is the place for you!
We’re always on the hunt for great people to join our team. If you’re confident and caring, proactive and passionate, smart and resourceful, and want to kick-start or continue your career in helping others achieve their career goals, then we’d love to hear from you.
We’re committed to creating a diverse, inclusive and positive workplace. Our teams are reflective of the communities in which we operate, and we value the unique contribution each member makes to PERSOLKELLY.
Ritu Shripad is our Associate Consultant, based in Queensland. This is her story.
How long have you worked in the recruitment industry?
The Recruitment Industry was new to me, as I had no previous exposure to it.
In my previous role in India, I was a labour relations manager, it was there that I realised I wanted to pursue a career in Human Resources and studied for a Master’s in HR. This is when I developed an interest in processes such as hiring, training, and interviewing, and soon realised recruitment was where I wanted to create a career.
I am now an Associate recruiter at PERSOLKELLY focusing on STEM – Temp recruitment as well as assisting with Government recruitment.
No one day as a recruiter is the same, and it is challenging. I appreciate and respect how a recruiter can make a real difference in people’s lives. As an international student living here and now working full-time as a recruiter, I feel as if I’m representing a lot of my candidates, not to mention that through recruitment, I can change the lives of some of them, which I’m very proud of.
Did you learn different skills?
I learned skills like sourcing, managing the candidate pool, hiring, time management and effective communication skills
What kind of opportunities have you been given at PERSOLKELLY?
I started my career as an Associate Recruiter; it was a new field for me. As soon as I joined the team, I underwent extensive, and supportive training. I was trained in Fast Track, posting advertisements, creating targeted candidates and clients, and much more.
I was also given the opportunity to advance further and focus on the STEM-Temp Desk and work on a few government roles. All these opportunities gave me the ability to work towards developing myself into a Recruitment Consultant.
Biggest lessons learnt in your career?
If you like your team and working environment, you will look forward to coming to work every day.
Team collaboration is the key to both organisational and individual growth.
Best advice you were given?
Asking for help is a sign of strength. If you are unsure what to do, always ask for help. It may take you 10 minutes to figure out what you have to do about the task that can be done in 2 minutes with proper guidance.
Why you love working at PERSOLKELLY?
I enjoy working with PPERSOLKELLY because of its culture and the people who are part of it. My values align with those of PERSOLKELLY, as PERSOLKELLY believes in diversity and inclusivity along with great teamwork.
I also believe PERSOLKELLY is at the forefront of flexibility and work/life balance because they prioritise health above all else.
Why others will love working with us?
PERSOLKELLY is very welcoming and gives everyone a fair chance. The teams help to grow and nurture you, which enhances your confidence and willingness to do bigger and better things.
Additionally, you have a wide range of opportunities not only in the positions and roles you can hold, but also in the regions PERSOLKELLY is located in. PERSOLKELLY is the largest recruitment firm in APAC, with over 45 offices in 13 countries!
Why do you love working in the recruitment industry?
Career has a significant impact on people’s lives; gaining or losing an exciting opportunity can drastically alter people’s lives. Coming from a different country, I understand how important it is to find a job that you enjoy. A recruiter is someone who assists people in acquiring their ideal job. Working on a job where both the candidate and the client are grateful and excited about the outcome is deeply satisfying.
It is challenging and demanding at this moment, and not everything we do is enjoyable, but it helps you develop skills that will benefit you throughout your life, such as people management, patience, and interpersonal skills and many more.
If you want a career that is not monotonous and allows you to connect with people on a personal level, recruitment is an exciting choice. It will not only teach you life lessons, but it will also connect you with some extraordinary people. It’s very rewarding to call someone with good news and hear the joy in their voice.
We’re always on the hunt for great people to join our team. If you’re confident and caring, proactive and passionate, smart and resourceful, and want to kick-start or continue your career in helping others achieve their career goals, then we’d love to hear from you.
We are pleased to announce that PERSOLKELLY is now a bronze sponsor of the Prime Minister’s Veteran’s Employment Awards.
The Prime Minister’s Veterans’ Employment Awards recognise the achievements of Australian organisations and individuals that make significant contributions to the employment of veterans and partners of current and former serving Australian Defence Force (ADF) personnel.
The Awards are an initiative of the Prime Minister’s Veterans’ Employment Program, which seeks to increase employment opportunities for veterans and their partners by raising awareness of the skills, experience and attributes they bring to the civilian workplace.
Now in their fifth year, the Awards showcase organisations that recognise the benefits of employing veterans in the workplace.
PERSOLKELLY Executive General Manager Kurt Gillam said that our sponsorship further supports the important work that our specialist Veterans Employment and Training Services (VETS) delivers.
“We are proud to support ex-Defence personnel and their families by providing them with meaningful career opportunities and pathways. In sponsoring the Prime Minister’s Veteran’s Employment Awards, we can further raise the profile about the unique skills, experience and qualifications that Veterans can bring to any workplace.”
Finalists for the 2022 Awards were announced in August, with the winners to be announced in November. Find out more via the Veteran’s Employment Program website.
