Last month, the AIM WA Executive Assistant Conference brought together thought leaders and industry experts to explore the dynamic and rapidly changing role of executive assistants (EAs). Among the distinguished speakers, PERSOLKELLY Australia’s own Executive General Manager, Kurt Gillam, and Operations Manager, Jessica Robinson, shared invaluable insights into how the EA role has evolved to encompass far more than administrative support. Their contributions highlighted the increasingly strategic nature of the position, showcasing the new opportunities and skills required in today’s business landscape.

As the workplace becomes more interconnected and technology-driven, EAs are moving beyond the traditional gatekeeping role to become indispensable strategic partners within their organisations.

Embracing New Strategic Responsibilities: A Must for Today’s EAs

In today’s fast-paced business world, it’s not enough for EAs to just keep things running smoothly—they’re expected to drive strategic value. As Kurt Gillam explained during his session, the role has evolved dramatically, requiring EAs to wear multiple hats. They’re now crucial contributors to digital transformation, project management, and even decision-making processes. “The role has evolved significantly, creating more opportunities while also requiring different skills,” Gillam emphasised, reinforcing the need for continuous learning and adaptability.

For executives and organisations alike, this shift presents a huge opportunity. When EAs embrace strategic responsibilities, they not only increase their own career potential but also become key drivers of organisational efficiency and success. Jessica Robinson echoed this point, encouraging EAs to actively seek opportunities to contribute to broader business goals and to build strong relationships with senior leadership. This, she said, will open doors for career advancement and demonstrate their value as more than just support staff but as vital contributors to the organisation’s mission.

How to Stay Ahead in a Changing Landscape

The conference demonstrated that staying relevant in today’s business environment requires more than mastering the basics. It’s about cultivating a mindset of curiosity, embracing new technologies like AI, and finding ways to add strategic value.

Whether you’re an EA looking to broaden your impact or a company looking to maximise the potential of your team, staying ahead means continuously evolving alongside the role itself.

At PERSOLKELLY, we understand the critical importance of the EA role, and we’re here to support both organisations and professionals in navigating this transformation. Reach out today to learn more about how we can help you thrive in today’s dynamic business landscape.

Discover More About the Future of Executive Assistants

To dive deeper into how the executive assistant role is transforming across Australia, we’ve created an exclusive two-page report that offers detailed insights into this pivotal position. Download your copy today to stay ahead in understanding the skills and strategies needed to excel in the modern workplace.

Authored by Michael Jogal, Associate Director- PBSR 1, PITR & PER, PERSOLKELLY Malaysia. 

Looking for a job can be a tough journey, but adopting the right habits can make it a lot smoother. Here are ten habits that successful job seekers swear by, which could help you secure your next job. 

1. Set Clear Career Goals 

Having clear career goals is like having a map for your job search. It keeps you focused and motivated, ensuring you’re always moving in the right direction. Here’s how you can set and achieve your career goals: 

• Define Your Short-Term and Long-Term Career Objectives: Think about where you want to be in the next year and where you see yourself in five or ten years. Short-term goals might be landing a specific role, while long-term goals could be aiming for a leadership position or mastering a new skill. 

• Break Down Your Goals into Achievable Steps: Big goals can feel overwhelming, so break them down into smaller, manageable steps. If you want to become a marketing manager, start with gaining experience in entry-level marketing roles and taking relevant courses. 

• Regularly Review and Adjust Your Goals Based on Your Progress: Life happens, and goals can change. Check-in on your progress regularly and adjust your goals as needed to stay on track. 

2. Tailor Your Applications 

Customising your applications can make all the difference in catching a hiring manager’s eye. When you tailor your resume and cover letter to fit the specific job you’re applying for, you demonstrate a genuine interest in the position and show that you have taken the time to understand the company’s needs. This personalised approach helps you stand out from other candidates who may have submitted generic applications. Here’s how to make each application stand out: 

• Customise Your Resume and Cover Letters for Each Job Application: Make sure your resume and cover letter highlight the skill sets and experiences that are most relevant to each job you’re applying for. 

• Highlight Relevant Skills and Experiences That Match the Job Description: Carefully read the job description and tailor your application to emphasise the qualifications that match. 

• Use Keywords from the Job Posting to Pass Through Applicant Tracking Systems (ATS): Many companies use ATS to filter applications. Using keywords from the job posting can help ensure your resume makes it through these systems to a human recruiter. 

3. Actively Promote Your Job Search 

Don’t keep your job search a secret. Let people know you’re looking! Actively promoting your job search can open up a world of opportunities that you might not find on your own. Here’s how to get the word out and increase your chances of landing a great job: 

• Inform Your Network That You’re Looking for Opportunities: Tell your friends, family, and professional contacts that you’re on the hunt for a new job. They might know of openings or be able to introduce you to someone who can help. 

• Utilise LinkedIn and Other Professional Platforms: Make sure your LinkedIn profile is up-to-date and start engaging with industry groups and discussions. It’s a great way to increase your visibility. Also, consider turning on job alerts to receive notifications from LinkedIn so that you can be one of the first applicants. 

• Attend Industry Events and Career Fairs: These events are perfect for meeting potential employers and learning about job opportunities that might not be advertised online. 

4. Maintain a Professional Social Media Presence 

Your online presence is often the first impression you make on potential employers, so make sure your personal brand is a good one. Here’s how to keep your social media professional and polished: 

• Audit Your Social Media Profiles for Professionalism: Take a look at your social media profiles and clean up anything that might not look professional. Employers will likely check you out online. 

• Share Industry-Relevant Content and Engage with Thought Leaders: Post articles and engage in discussions related to your field. This shows you’re knowledgeable and involved in your industry. 

• Avoid Posting Content That Could Be Seen as Controversial or Unprofessional: Be mindful of what you share and post. Avoid controversial topics or anything that could be viewed as unprofessional. 

5. Proactively Address Employment Gaps 

Let’s face it—employment gaps happen to the best of us. Whether it’s due to personal reasons, family matters, or even a tough job market, there will be times when you’re not working. But here’s the good news: you can turn these gaps into something positive and even use them to your advantage. Here’s how: 

• Engage in Freelance Work, Volunteering, or Part-Time Jobs: These activities can fill gaps in your resume and show that you’re staying active in your field. 

• Take Online Courses to Acquire New Skills: Use periods of unemployment to gain new skills through online courses and certifications. 

• Explain Gaps Positively in Interviews, Highlighting Growth and Learning Experiences: Be ready to discuss employment gaps in a positive way, focusing on what you learned and how you grew during those times. 

6. Target Growing Industries 

Focusing on industries with high growth potential can improve your job prospects. By targeting these booming sectors, you can increase your chances of finding exciting and stable job opportunities. Here’s how to focus your job search on growing industries: 

• Research Industries with High Growth Potential: Find out which industries are expanding and in need of new talent. 

• Align Your Skills and Experiences with In-Demand Roles: Tailor your resume and skill development towards roles that are in high demand within these growing industries. 

• Stay Updated on Industry Trends and Emerging Opportunities: Keep an eye on trends and new opportunities in your target industries to stay ahead of the game. 

7. Think Twice Before Pursuing Further Education 

Further education can be beneficial, but it’s important to consider whether it’s the right investment for your career goals. While obtaining an additional degree or certification can open doors and provide new opportunities, it’s not always the best or only path to success. You need to weigh the costs, time commitment, and potential benefits to determine if further education is the right move for you. Here are some things to think about: 

• Evaluate the Return on Investment for Additional Degrees: Consider whether the cost and time required for further education will yield significant benefits in terms of career advancement and salary increases. 

• Consider Alternative Ways to Gain Necessary Skills: In some cases, certifications, workshops, or online courses may be more cost-effective ways to gain the skills you need. 

• Weigh the Pros and Cons of Work Experience Versus Academic Credentials: Depending on your field, practical experience may be more valuable than additional academic credentials. 

8. Don’t Let the Job Hunt Consume You 

Job searching can be stressful, so it’s important to maintain a healthy work-life balance. The process of finding a job can be time-consuming and emotionally draining, often leading to burnout if you’re not careful. It’s crucial to strike a balance that allows you to stay productive in your search without neglecting your overall well-being. Here’s how to keep your job hunt in check: 

• Set Specific Times for Job Searching and Breaks: Schedule specific times for job searching activities and make sure to take regular breaks to avoid burnout. 

• Engage in Activities That Reduce Stress and Maintain Well-Being: Participate in activities that help you relax and stay positive, such as exercise, hobbies, and spending time with loved ones. 

• Keep a Positive Mindset and Stay Motivated: Maintaining a positive attitude can be challenging but is crucial for long-term success in your job search. 

9. Continually Build and Leverage Your Network 

A strong professional network can provide support and open doors to new opportunities. Networking isn’t just about meeting new people; it’s about building relationships that can help you throughout your career. Whether it’s finding out about job openings, getting advice, or having someone vouch for your skills, a solid network can be incredibly valuable. Here’s how to continually build and leverage your network: 

• Attend Networking Events and Industry Meetups: Regularly attend events where you can meet professionals in your field and expand your network. 

• Seek Informational Interviews with Professionals in Your Desired Field: Informational interviews can provide valuable insights and help you build connections with industry insiders. 

• Stay in Touch with Contacts and Offer Mutual Support: Maintain relationships with your contacts by staying in touch and offering support when possible. 

10. Seeking and Acting on Feedback 

Following up after interviews and networking events shows professionalism and interest. It’s a crucial step that many people overlook, but it can make a significant difference in how potential employers and professional contacts perceive you. Taking the time to follow up demonstrates that you are serious about the opportunities and relationships you are pursuing. It also shows that you have good manners and attention to detail. Here’s how to do it effectively: 

• Send Thank-You Notes: After an interview, send a personalised thank-you note to express your appreciation and reiterate your interest in the position. 

• Stay in Touch: Follow up periodically with hiring managers and networking contacts to keep yourself top-of-mind for future opportunities. 

Conclusion 

Adopting these ten habits can significantly improve your job search process and increase your chances of landing the job you desire. Now that you know how to be good at applying for jobs, apply for jobs with us. We provide a range of opportunities and resources to help you find your next career move. Start your application today and take the next step in your professional journey. 

Authored by Linda Oh, Deputy Country Head South Korea, PERSOLKELLY. 

Recruiting is changing fast, with artificial intelligence (AI) and automation transforming the way we find and hire top talent. AI algorithms and powerful tools are making talent acquisition quicker and more efficient. However, the human element remains crucial in recruitment —emotional intelligence and human interaction are irreplaceable. This article explores how recruiters can leverage AI without losing their human touch, ensuring an effective and humane recruitment process. 

The Integration of AI in Recruitment 

AI is now a crucial part of modern recruitment strategies. By integrating AI, recruiters can analyse vast amounts of data quickly and accurately, identifying patterns and insights that were previously unattainable. AI-powered chatbots, for instance, can handle initial screenings of candidate profiles, freeing up recruiters to focus on more complex tasks. 

Embracing AI Without Losing the Human Element 

While AI offers numerous benefits, it’s essential to maintain the human element in recruitment. Emotional intelligence and the ability to connect with candidates on a personal level are qualities that machines cannot replicate. Recruiters should use AI as a tool to enhance their capabilities, not replace them. This balance ensures that the recruitment process remains empathetic and personalised. 

The Benefits of AI Integration 

The integration of AI in recruitment brings numerous advantages, such as: 

– Efficiency: AI can process applications and identify suitable candidates faster than humans, reducing the time-to-hire. 

– Accuracy: AI algorithms can match candidates’ skills and experience to job requirements with high precision, minimising human error. 

– Scalability: AI tools can handle a large volume of applications, making it easier for recruiters to manage extensive hiring campaigns. 

– Bias Reduction: Properly programmed AI can help eliminate unconscious biases, promoting fairer and more inclusive hiring practices. 

Powerful Tools for Modern Recruiters 

AI provides recruiters with powerful tools that streamline various aspects of the recruitment process. From sourcing candidates to scheduling interviews, AI can handle repetitive tasks efficiently. For example, AI-driven platforms can carry out tasks such as resume screening and matching candidates with job descriptions, saving time and reducing human error. By leveraging these tools, recruiters can focus on building meaningful relationships with candidates. 

Leveraging AI for Data-Driven Decisions 

One of the significant advantages of AI in recruitment is its ability to facilitate data-driven decision-making. AI algorithms can analyse vast amounts of data, providing data-driven insights into candidate suitability, market trends, and hiring success rates. This data-driven approach allows recruiters to make informed decisions, improving the overall quality of hires and enhancing the recruitment process. 

Examples of Data-Driven Recruitment 

Data-driven recruitment involves: 

– Predictive Analytics: Using historical data to predict a candidate’s future performance and retention likelihood. 

– Talent Mapping: Identifying potential candidates for future openings based on current market trends and data. 

– Performance Metrics: Analysing data from previous hires to refine job descriptions and recruitment strategies, ensuring better matches in the future. 

The Role of AI-Powered Chatbots 

AI-powered chatbots and virtual assistants are becoming increasingly common in recruitment. These chatbots can engage with candidates, answer queries, and even conduct preliminary interviews. By automating these initial interactions, recruiters can save time and focus on more critical aspects of the hiring process, such as assessing cultural fit and emotional intelligence. 

Enhancing Candidate Experience with Chatbots 

Chatbots improve candidate experience by: 

– Immediate Responses: Providing instant answers to candidate questions, improving engagement and satisfaction. 

– 24/7 Availability: Allowing candidates to interact with the recruitment process at any time, regardless of time zones. 

– Streamlined Scheduling: Automatically coordinating interview times, reducing the back-and-forth between candidates and recruiters. 

Focus on Building Meaningful Human Connections 

Despite the rise of AI, the importance of human connections in recruitment cannot be overstated. Building meaningful relationships with candidates is essential for understanding their motivations, aspirations, and cultural fit. Recruiters should use AI to handle administrative tasks, allowing them to dedicate more time to fostering these connections and ensuring a positive candidate experience. 

Human Interaction in Recruitment 

Human interaction remains vital as it allows for genuine connection and understanding between recruiters and candidates. This direct interaction fosters trust, clarifies expectations, and lets candidates present themselves authentically. Let’s explore on how it is vital: 

– Interviewing: Conducting face-to-face or virtual interviews to gauge a candidate’s interpersonal skills and cultural fit. 

– Onboarding: Providing a personal touch during the onboarding process to help new hires integrate smoothly into the organisation. 

– Networking: Building professional relationships through industry events, social media, and referrals. 

AI and Inclusive Hiring Processes 

AI has the potential to promote inclusive hiring processes by eliminating biases that often affect human judgment. AI algorithms can be programmed to focus solely on candidate qualifications and experience, ensuring a fair and objective assessment. This approach can help organisations build diverse and inclusive teams, fostering innovation and creativity. 

Implementing Inclusive AI Strategies 

By addressing the unique needs and challenges of underrepresented groups, inclusive AI can lead to more innovative and effective solutions. Here’s how to implement inclusive AI strategies: 

– Bias Audits: Regularly audit AI systems to ensure they are free from bias and discrimination. 

– Diverse Training Data: Use diverse data sets to train AI models, ensuring they can recognise and appreciate different backgrounds and experiences. 

– Human Oversight: Maintain human oversight to catch any biases that AI might miss and to ensure fair treatment of all candidates. 

Ensuring the Human Connection in Data-Driven Recruitment 

While data-driven recruitment offers numerous benefits, it is crucial to ensure that the human connection is not lost. Recruiters should use data as a guide, not a replacement for personal judgment. By combining data insights with human intuition and empathy, recruiters can make well-rounded decisions that benefit both the organisation and the candidates. 

Balancing Data and Human Judgment 

Find the perfect harmony between leveraging data insights and harnessing human expertise to drive sustainable growth and innovation. To balance data and human judgment, consider the following steps: 

– Candidate Insights: Use data to gather insights about candidates, then apply human judgment to interpret these insights contextually. 

– Feedback Mechanisms: Collect and analyse feedback from candidates and hiring managers to continuously improve the recruitment process. 

– Personalised Approaches: Tailor communication and interactions based on data insights, ensuring a personalised candidate experience. 

The Future of Recruitment: A Harmonious Blend of AI and Human Skills 

The future of recruitment lies in a harmonious blend of AI and human skills. AI can handle routine tasks, analyse data, and provide valuable insights, but it is the human touch that brings empathy, understanding, and personal connection to the process. Recruiters must embrace AI as a powerful tool while maintaining their focus on building meaningful relationships with candidates. 

Cultural Fit and Emotional Intelligence 

Assessing cultural fit and emotional intelligence are areas where human skills excel. AI can identify candidates with the right qualifications, but it takes a human to determine if a candidate aligns with the company’s values and culture. Recruiters should use AI to narrow down the pool of candidates and then rely on their interpersonal skills to select the best fit for the organisation. 

Preparing for the Future 

To prepare for the future of recruitment: 

– Continuous Learning: Stay updated with the latest AI advancements and best practices in recruitment. 

– Training Programs: Implement training programs to help recruiters effectively use AI tools and develop their human skills. 

– Feedback Loops: Establish feedback loops to continually refine AI systems and human interactions, ensuring an optimal recruitment process. 

Conclusion 

AI and automation are changing the recruitment game, making processes more efficient and decisions more data-driven in this competitive job market. But even with these advancements, the human touch is irreplaceable. Recruiters should use AI to handle routine tasks and provide insights, freeing them to focus on building genuine connections with candidates. By embracing AI without losing the human touch, recruiters can create a more effective, empathetic, and inclusive recruitment process. 

If you’re passionate about blending technology with human interaction in the recruiting world, join our team! We embrace AI in our daily tasks while maintaining the human connection that makes our recruitment process truly exceptional. Be part of the future of recruiting and help us shape a more efficient and humane hiring landscape. Apply today! 

In today’s rapidly evolving job market, the role of a recruiter has become more complex and multifaceted. Gone are the days when simply posting job vacancies and screening resumes were enough to attract top talent. Modern recruiters must be agile, tech-savvy, and possess a broad skill set to meet the challenges of the digital age. 

Here, we explore the key competencies that set a fully skilled recruiter apart in the competitive talent acquisition landscape. Whether you’re new to the field or an experienced professional, developing these essential skills will help you thrive. 

Analytical Thinking 

Data-driven decision-making is the cornerstone of a successful recruiting strategy. Recruiters must be adept at analysing market trends, candidate demographics, and hiring metrics to identify patterns and optimise processes. From tracking key performance indicators (KPIs) to utilising advanced analytics tools, a strong analytical mindset enables recruiters to make informed decisions that enhance hiring success. By honing their analytical skills, recruiters can uncover valuable insights, identify emerging talent pools, and make more strategic, impactful hires. 

Effective Communication 

Excellent communication skills are crucial at every stage of the recruitment process. A well-rounded recruiter must excel at active listening, tailoring messages to different stakeholders, and clearly articulating the value proposition of both the position and the hiring company. Effective communication with all types of people—from executives to entry-level candidates—is key to building trust, managing expectations, and creating a positive candidate experience. 

Empathy and Genuine Interactions 

In an era where the candidate experience is paramount, recruiters must cultivate a genuine, empathetic approach to talent interaction. This involves understanding each candidate’s unique needs, motivations, and pain points, and tailoring the hiring process accordingly. The best recruiters are not just recruiters; they are trusted advisors who truly care about and are committed to the people they serve. By showing empathy, listening, and providing personalised advice and support, recruiters forge meaningful connections and make better hiring decisions. 

Technical Proficiency 

Technical proficiency is an essential skill for the modern recruiter in the digital age. Recruiters must be familiar with current recruitment channels, from traditional networks to social media platforms to AI-based talent acquisition tools. Those who are well-versed in the latest recruiting technologies and channels have a significant advantage. They can leverage the right tools to streamline workflows, automate repetitive tasks, and reach a wider pool of qualified candidates. 

Adaptability and Agility 

The recruitment landscape is constantly changing, with new challenges and opportunities emerging regularly. Recruiters must be highly adaptable and able to adjust their strategies quickly to respond to changing market conditions and evolving recruitment needs. Agility and resilience are essential qualities for modern recruiters; the ability to deal with uncertainty, think creatively, and respond swiftly to new developments will keep you ahead of the competition. 

Strategic Talent Mapping 

Effective talent scouting is a hallmark of a great recruiter. By proactively building and maintaining a strong talent pool, recruiters can quickly find and reach out to qualified candidates for even the most specialised or difficult-to-fill positions. The best recruiters are always thinking ahead, continuously surveying the talent landscape and market trends to cultivate relationships with potential future hires. This strategic approach enables them to respond swiftly to changing business needs and fill critical positions efficiently. 

Employer Branding Expertise 

In today’s competitive job market, a strong employer brand is a powerful differentiator in attracting top talent. Recruiters must excel at shaping and amplifying their company’s employer value proposition, using both digital and traditional channels to reach and attract potential candidates. Those who are adept at employer branding can position their organisation as an employer of choice, resonate with the right candidates, and ultimately increase the quantity and quality of applicants. By proactively and strategically building an employer brand, recruiters can enhance their company’s reputation and streamline the hiring process.   

Conclusion 

Becoming a 360-degree recruiter takes time, but the rewards are worth it. By continually honing your skills, staying attuned to industry trends, and embracing the latest recruiting technologies, you can position yourself as an indispensable talent acquisition professional in the digital age. 

At PERSOLKELLY, we are committed to empowering our recruiters to maximise their potential. Through ongoing training, coaching, and the support of advanced tools and resources, we help our team members acquire the skills and expertise they need to succeed in this digital age. 

If you’re ready to take your recruiting career to the next level, explore the exciting opportunities offered by the PERSOLKELLY professional platform. Join us in our mission to create meaningful employment opportunities, connect with top talent, and make a lasting positive impact on the individuals and organisations we serve. 

In the complex world of business, staying informed about key economic indicators is crucial for both job seekers and businesses.

Whether you’re searching for a job or managing a company, understanding these indicators can guide your decisions and strategies effectively.

Below, we will simplify these economic signals to help you understand their impact on job markets and industries. Plus, we’ll provide practical tips on how to use this information to your advantage:

Unemployment Rate

As of early 2024, the unemployment rate has declined to 4.7% – suggesting a tightening job market with increased competition for available positions (Bureau of Labor Statistics, 2024). This is a critical indicator for the overall job market.

Actionable Advice

A low unemployment rate doesn’t guarantee instant success in finding a job, but it does indicate a favourable environment. Use this time to refine your skills, network actively and pursue opportunities that align with your career goals. For businesses, a low unemployment rate can signal a competitive hiring landscape. To attract top talent, focus on offering attractive compensation packages, fostering a positive company culture and investing in employee development programs.

GDP Growth

The Gross Domestic Product (GDP) measures the economic activity within a country, reflecting the condition of the economy. The GDP growth rate recently reported a robust increase of 3.2% for the fiscal year 2024, indicating a vibrant economy (World Bank, 2024).

Actionable Advice

Job Seekers should pay attention to GDP growth trends to identify industries and regions experiencing an economic boost. Consider targeting your job search in sectors that are expected for growth and investment.

Businesses should use GDP growth data to plan strategic decisions about expansion, hiring and investment. A robust GDP growth rate may present opportunities to scale your business and capitalise on emerging markets.

Wage Growth

Wage growth indicates the increase in average wages of labour and its demand. Recent trends show a 5.3% increase in average wages across sectors in 2024, suggesting tightening labour conditions and a competitive job market (Bureau of Labor Statistics, 2024).

Actionable Advice

Job Seekers can focus on negotiating for competitive salaries based on market trends. Invest in skills development to enhance your value in the job market. Consider industries or roles experiencing higher wage growth for better earning potential.

Businesses must stay competitive by offering competitive wages and benefits packages to attract and retain top talent. Monitoring wage growth trends to anticipate changes in labour market dynamics can help in adjusting recruitment and retention strategies accordingly. Invest in employee training and development to ensure workforce productivity and satisfaction, contributing to long-term growth and success.

Conclusion

Navigating the economic indicators is important for informed decision-making in your career or business. By understanding and interpreting these signals, you can strategically position yourself to take advantage of the dynamic job market and economic conditions.

Remember, in the vast expanse of economic seas, knowledge is your compass, and foresight your guiding star. Arm yourself with insights, adapt to changing tides and chart a course towards success in the world of work and commerce.

Sources: Bureau of Labor Statistics, Federal Reserve Economic Data, World Bank

Written by Kurt Gillam, Executive General Manager, PERSOLKELLY Australia

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

Our approach includes the following key points:

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

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

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

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

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

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

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

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

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

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

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

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

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

Written by Kurt Gillam, Executive General Manager, PERSOLKELLY Australia

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

Navigating a Multi-Generational Workforce

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

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

Importance of Managing Multi-Generations:

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

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

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

Challenge Harmful Stereotypes:

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

Foster Inclusive Communication:

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

Promote Inter-Generational Collaboration:

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

Respect Boundaries:

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

Avoid Playing Favourites:

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

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

Written by Alan Wong, GM South Australia & ICT

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

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

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

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

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

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

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

Recruiting new talent is a fundamental aspect of business growth and development.

However, the process of finding, vetting and hiring the right candidates is often resource-intensive and can place significant strain on a business.

By exploring the true cost of recruitment and the benefits of partnering with a recruitment agency, businesses can make informed decisions to optimise their hiring processes and mitigate operational pressures.

The True Cost of Recruiting

Recruitment isn’t just about posting a job ad and waiting for applications to roll in. It involves a complex and often costly series of steps:

1. Advertising and Job Boards: Posting on popular job boards and industry-specific sites can quickly add up. Premium listings, featured ads and sponsored posts increase visibility, but come with higher price tags.

2. Time Investment: The time spent by HR and management teams in crafting job descriptions, reviewing resumes, conducting interviews and communicating with candidates is substantial. This time investment translates directly into financial costs, as these hours could be spent on core business activities.

3. Screening and Assessment: Background checks, skills assessments and personality tests are essential to ensure candidate suitability. These services often require external vendors, adding to the overall expense.

4. Opportunity Cost: The longer a position remains unfilled, the greater the impact on productivity and, potentially, revenue. Delays in hiring can stall projects, overburden existing staff and lead to burnout and reduced morale.

The Strain on Business Operations

The recruitment process can strain a business in several ways:

• HR Overload: For smaller companies, the HR team may already be stretched thin – managing payroll, benefits and employee relations. Adding the recruitment process can lead to burnout and decreased efficiency.

• Management Distraction: Leaders and managers need to be involved in the hiring process to ensure candidates align with company goals and culture. However, this involvement can distract them from strategic decision-making and other critical tasks.

• Inconsistent Hiring Outcomes: Without dedicated recruitment expertise, the process can be inconsistent – leading to suboptimal hires. This can result in higher turnover rates, which, in turn, repeat the cycle of recruitment costs and operational strain.

Why Engage with a Recruitment Agency?

Partnering with a recruitment agency can alleviate many of the costs and pressures associated with hiring. Here’s how:

1. Expertise and Efficiency: Recruitment agencies specialise in identifying and attracting talent. Their expertise ensures a more efficient process, reducing the time to hire and increasing the quality of candidates presented.

2. Cost-Effective Solution: While there is an upfront cost to engaging an agency, it often pales in comparison to the cumulative costs of a prolonged, in-house recruitment process. Agencies streamline the hiring process, minimising downtime and lost productivity.

3. Access to a Wider Talent Pool: Agencies have extensive networks and databases of pre-vetted candidates.

4. Mitigation of Hiring Risks: Agencies often provide guarantees, offering replacements if a hire doesn’t work out within a certain period. This reduces the risk associated with recruitment and provides peace of mind.

5. Focus on Core Business Activities: By outsourcing the recruitment process, businesses can focus on what they do best – driving growth, innovation and serving their customers. This delegation can lead to better overall performance and employee satisfaction.

Recruitment is a critical but costly and time-consuming process. The strain it places on businesses can be significant, impacting productivity and growth. By partnering with a recruitment agency, businesses can leverage specialised expertise, reduce costs and ensure a more efficient and effective hiring process. In the long run, this strategic move can lead to better hiring outcomes, improved operational efficiency and a stronger, more focused organisation.

In today’s rapidly evolving business landscape, staying ahead of the curve is essential for success. One key avenue for advancement is the integration of Artificial Intelligence (AI) into business operations. Despite the clear benefits, 40% of Australian markets remain hesitant – with companies neither utilising AI nor planning to adopt it in the near future (Workforce insight report, 2024).

This presents a unique opportunity for businesses willing to embrace AI, to not only transform their operations but also to significantly outshine their competitors. By leveraging AI, companies can optimise their processes, enhance customer experiences and drive innovative solutions that are more efficient and cost-effective.\

Let’s take a look at how AI can transform Australian businesses from lagging to leading:

Understanding AI’s Impact

AI technology has made significant strides in recent years, offering incredible capabilities in data analysis, automation and decision-making. For Australian businesses, embracing AI presents a chance to streamline processes, improve efficiency and drive innovation across various sectors.

Enhancing Efficiency and Productivity

One of the most significant benefits of AI adoption is its ability to automate repetitive tasks, allowing employees to focus on more strategic endeavours. From streamlining administrative processes to optimising supply chain logistics, AI-powered solutions can significantly enhance efficiency and productivity within Australian businesses.

Driving Data-Driven Insights

AI excels at analysing vast amounts of data to extract valuable insights and trends. By leveraging AI-driven analytics tools, Australian businesses can gain a deeper understanding of customer preferences, market trends and operational inefficiencies. This data-driven approach enables informed decision-making and empowers businesses to stay agile in a rapidly changing environment.

Predictive Analytics in Talent Acquisition

By analysing historical data, AI can help predict staffing needs and identify the skills most likely to be required in the future. This enables proactive recruitment strategies, allowing businesses to build talent pools in advance by adopting outsourcing or flexible staffing strategies – significantly reducing the time to hire when the need arises.

Personalised Customer Experiences

In an era where customer experience reigns supreme, AI enables Australian businesses to deliver personalised and tailored interactions at scale. Through predictive analytics and machine learning algorithms, businesses can anticipate customer needs, personalise marketing campaigns and provide proactive customer support – ultimately fostering stronger customer loyalty and retention.

Unlocking Innovation and Competitive Advantage

By embracing AI technologies, Australian businesses can unlock new avenues for innovation and gain a competitive edge in the market. Whether through the development of AI-driven products and services or the implementation of smart manufacturing processes, AI empowers businesses to pioneer new frontiers and lead the charge in their respective industries.

Overcoming Challenges and Embracing Opportunities

While the potential benefits of AI are vast, successful implementation requires careful consideration of challenges – such as data privacy, ethics and workforce upskilling. Australian businesses must proactively address these challenges and seize the opportunities presented by AI to drive sustainable growth and success.

Conclusion

In conclusion, AI presents Australian businesses with a transformative opportunity to leapfrog from lagging to leading in their respective industries. By embracing AI technologies, businesses can enhance efficiency, drive data-driven insights, personalise customer experiences and unlock new avenues for innovation. As the AI revolution continues to unfold, Australian businesses must embrace this paradigm shift and position themselves for success in the digital age.

By Tamara Holmes, PERSOLKELLY Business Manager, Sydney West

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

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

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

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

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

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

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

Written by Simon Brownjohn

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

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

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

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

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

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

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

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

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Author: Simon Brownjohn, PERSOLKELLY General Manager – Growth

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

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