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
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.
Authored by See Yang Foo, Managing Director & Country Head, Singapore.
In recent years, the recruitment world has undergone a significant transformation following the emergence of AI-powered tools. AI recruitment tools are becoming increasingly common in the hiring process, from screening candidates to conducting initial interviews. While this AI technology enables an effective hiring process, it also raises questions about the future of human recruiters.
Will AI recruitment systems eventually replace human recruiters altogether?
While AI tools bring undeniable advantages to the recruitment process, it’s crucial to pinpoint which aspects of hiring we can efficiently automate. To improve AI and human recruiters’ collaboration in hiring, we must identify tasks suitable for technology and those needing human involvement.
Therefore, what are the main recruitment tasks that we can efficiently automate?
Our connections on LinkedIn have provided us with insights into the hiring processes that could benefit from AI enhancements. Some of these processes include:
The Rise of AI in Hiring
The existence of AI technology in hiring marks a significant shift in how organisations seek, identify and select potential candidates for job openings. Artificial Intelligence has rapidly evolved to become a game-changer in the recruitment landscape.
The desire for faster, more cost-effective and fairer hiring processes has driven this technological evolution. Traditional recruitment methods frequently led to extended hiring cycles, missed opportunities and, occasionally, unintended biases. AI aims to address these shortcomings by taking advantage of its ability to analyse huge datasets with unmatched speed and precision.
They identify patterns, extract meaningful insights and make data-driven decisions in real time. Additionally, they excel at identifying top talent, predicting candidate success and optimising the hiring process from start to finish. The move towards AI recruitment isn’t just a trend – it’s a strategic step towards a more efficient, data-driven and fair hiring future.
Four Roles of AI in Recruitment
As AI keeps changing the recruitment industry and altering how recruiters fill job openings, it takes on several important roles in helping organisations and human resources find talent.
Here are four of them:
Enhancing Job Descriptions and Visibility
AI uses advanced natural language processing to create better and more inclusive job descriptions by studying successful previous listings. This can attract a broader range of candidates. Its tools find keywords and phrases, making job postings more visible on different platforms and easier for candidates to find.
Streamlining Resume Screening
AI has significantly improved the initial screening of resumes and job applications. Traditional methods of screening candidates usually involve manual sorting, which is slow and can be unfair. AI-powered applicant tracking systems can quickly review and filter many applications, identifying the best candidates according to set criteria.
Improving Candidate Assessment
Another key area of AI is its creation of predictive analytics tools that assess how well candidates match job titles based on their skills, experience and alignment with the company’s culture. These tools use past hiring data to find trends and connections, assisting recruiters in making informed choices during applicant screening.
Optimising Candidate Sourcing
AI algorithms can search online platforms and databases to find potential candidates with the skills and experience that the offered jobs require. This automation streamlines the sourcing process, enabling recruiters to focus their efforts on building relationships and conducting in-depth interviews.
The transformative power of AI in recruitment is undeniable. It has changed how organisations find their ideal candidate and connect with them, from making job descriptions more inclusive to making the initial screening process more efficient.
Three Advantages of Recruiting with AI
While AI’s involvement in hiring brings many benefits, it’s essential for us to explore the specific advantages it has to offer.
Let’s look at how AI can significantly impact talent acquisition through these three points.
Efficiency
AI is incredibly fast at handling large volumes of data, making the process of finding and hiring qualified candidates much quicker. This efficiency saves recruiters a significant amount of time and resources. They can focus on strategic aspects of talent acquisition as AI can handle data tasks quickly and accurately.
Cost Savings
Automation in recruitment delivers significant cost savings for organisations. It helps save money on advertising by reaching the right candidates efficiently and reduces administrative costs through task automation. In essence, it streamlines recruitment processes, leading to overall cost-efficiency and resource optimisation.
Improved Candidate Experience
AI chatbots and automated emails in recruitment make the candidate experience better. They provide quick updates and feedback, keeping candidates engaged and satisfied. Chatbots answer questions instantly, while automated emails acknowledge applications and offer initial feedback – showing professionalism and care.
Humans and AI: A Cooperative Approach
While AI technology has the potential to enhance and expedite the recruitment process, it’s unlikely to replace human recruiters entirely. Human touch is important for evaluating soft skills, cultural fit and other qualities that AI struggles to assess. Recruiters also play a crucial role in building relationships with candidates and ensuring a positive candidate experience.
The ideal approach is a cooperative one, where AI accommodates the abilities of human recruiters. By automating everyday tasks, AI allows recruiters to concentrate on more important activities like conducting a thorough interview process – be it through in-person or video interviews – and offering personalised support to candidates.
Conclusion
As explored in this blog, AI recruitment is a powerful tool that can potentially transform the hiring process. It can help companies save time and resources by automating repetitive tasks like resume screening and candidate matching. However, as powerful as AI is, it cannot replace the human element in recruitment. Human recruiters play a crucial role in assessing qualities like communication skills, cultural fit and emotional intelligence, which cannot be measured by algorithms alone.
The future of recruitment is one where AI and human recruiters work together in a complementary way. AI can help automate low-level tasks, freeing up recruiters’ time to build relationships with candidates and clients and assess the intangible qualities that make a candidate a good fit for a role and a company.
At PERSOLKELLY, we believe that the future of recruitment is a team effort between AI and human recruiters. Our team is leading the way in creative recruitment solutions that leverage the power of AI while valuing the expertise and insight of human recruiters. We invite you to join us on this exciting journey and explore the possibilities of the dynamic world of AI-powered hiring. Connect with us today and learn how you can become a part of shaping the future of recruitment.
If you’re looking for a change to a challenging yet rewarding job, then a role in recruitment could be the perfect move for you. You never know where it’ll take you.
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.
At PERSOLKELLY Australia, we take pride in our teams of experts who specialise in providing recruitment solutions for a wide range of industries. We understand the unique challenges that businesses face when it comes to finding and hiring the right talent, which is why we offer tailored solutions that can help businesses reduce the time, effort, and cost of recruitment.
Our team of experts is made up of experienced recruiters who specialise in the following industries:
Professional Services: Our team has a deep understanding of the professional services industry and can help businesses find top talent for roles in accounting and finance, business support, human resources, legal and procurement.
ICT: With a strong background in information and communication technology, our team can help businesses find skilled professionals for all roles within the IT sector, including software development, project management and cybersecurity.
Government: Our team has a thorough understanding of the government sector and can help businesses find top talent across all levels of government.
STEM: Our team has a deep understanding of the STEM industry and can help businesses find skilled professionals for roles in science, technology, engineering, and mathematics.
Management & Executive: Our team has extensive experience in executive search and can help businesses find top-level talent for key management and leadership roles.
Specialist Recruitment: Our team has expertise in niche recruitment areas such as Japanese Services and Veterans Employment and Training Services, providing businesses with access to specialised talent pools.
By outsourcing recruitment to our team of experts, businesses can benefit from a range of advantages that include:
Reducing the time and effort spent on recruitment: With our team handling the recruitment process, businesses can free up valuable time and resources to focus on other areas of their operations.
Accessing a wider pool of candidates: Our team has access to a wide range of networks and channels, enabling them to source top talent from a diverse range of backgrounds.
Reducing the cost of recruitment: By outsourcing to us, businesses can reduce the effort of recruitment while still accessing high-quality talent.
At PERSOLKELLY Australia, we understand the importance of finding the right talent for your business. With our team of experts and tailored solutions, we can help businesses reduce the time, effort, and cost of recruitment while finding the best candidates for the job. Contact us today to learn more about how we can help your business grow.
Recruitment is an essential process for any business, but it can also be costly. The time, effort, and resources required to attract, screen, and hire candidates can quickly add up. The average cost of a bad hire can be up to 30% of the employee’s first-year earnings.
Fortunately, there is a solution to reduce the cost of recruitment while still attracting top talent: partnering to a professional recruiter like PERSOLKELLY.
Here are some of the ways in which outsourcing recruitment to PERSOLKELLY can help businesses save time and money:
Reduce advertising costs: One of the biggest expenses in recruitment is advertising job openings. Posting job listings on job boards or in newspapers can be expensive, particularly for businesses with multiple openings. PERSOLKELLY has an extensive network of job boards and social media channels that it uses to advertise job openings, reducing the cost of advertising for businesses.
Streamline the hiring process: The hiring process can be lengthy and time-consuming, particularly for businesses that lack a dedicated HR team. PERSOLKELLY can help businesses streamline the hiring process by handling all aspects of the process, including screening resumes, scheduling interviews, and conducting background checks. We can also support you in areas that people don’t often talk about, like counter offers. This can reduce the amount of time and effort required from internal staff, freeing them up to focus on other business priorities.
Access to a wider pool of talent: Businesses that try to recruit candidates internally may miss out on top talent who are not actively looking for work or do not see your company’s job ad. PERSOLKELLY has an extensive network of candidates, including passive candidates who are open to new opportunities. These relationships have been built over many years with the time invested in building our candidate database. This can help businesses find the best candidate for the job and reduce the cost of turnover.
Expertise in candidate assessment: One of the biggest costs to a business is investing in the wrong candidate. PERSOLKELLY has extensive experience in candidate assessment, including conducting skills tests and assessing cultural fit. This can help businesses reduce the risk of hiring the wrong candidate and save money in the long run. Additionally, if the candidate does not progress as expected, partnering with PERSOLKELLY provides you with a replacement guarantee, ensuring the investment is not lost.
Partnering with a professional recruiter like PERSOLKELLY can help businesses reduce the cost of recruitment while still attracting top talent. By leveraging the agency’s expertise, businesses can streamline the hiring process, access a wider pool of talent and reduce the risk of hiring the wrong candidate.
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.
If you’re serious about advancing your career, there are certain things you need to consistently do to keep moving forward.
The following checklist will help:
Create a career map and review it regularly. Your career map shows your desired career trajectory from where you are now to your ultimate career goal. The U.S. Newsarticle “3 Steps to Mapping Your Career Path” by Hallie Crawford explains how to create a career map by determining where you want to be in five years and then thinking backwards to your three- and one-year goals.
Engage in skills development activities. When you know what your next career steps are going to be, you can also determine what technical skills you need to develop. Make sure to participate in activities that allow you to acquire these skills, such as employer-provided training, as well as self-funded courses. It’s also wise to develop your soft skills such as leadership and communication abilities. If you don’t have sufficient opportunity to practice all of these skills at work, look for other ways to do so, for example by participating in volunteer work or looking for side-gigs.
Ask your supervisor for stretch assignments. To advance, you need to show your current manager that you possess the ability to take on more responsibilities. You can do this by asking for stretch assignments, i.e. assignments that challenge you so you can further develop your skills and simultaneously gain more experience.
Participate in online and in-person networking opportunities. Who you know plays a critical role in your career development, since your contacts can alert you to opportunities, introduce you to other professionals, and even act as references for jobs. That’s why you should network on LinkedIn and other social media sites, as well as attend networking events at professional organizations.
Find a mentor. As you progress in your career, there are going to be obstacles and opportunities that you’ll need to navigate carefully. That’s where the advice of an experienced mentor can make a huge difference. A mentor is a seasoned professional who’s basically been where you are now and is in the position to give you sound advice. In addition, as Chris Myers points out in his Forbesarticle “Mentorship Is Key to Career Success for Young Professionals,” mentors can help accelerate your career by introducing you to opportunities you otherwise might not know about .
Keep track of your professional accomplishments. Keeping a success diary or list of your projects, contributions, and achievements is essential to knowing how far you’ve come in your career. It’s also a great way to prepare for any promotions or job applications.
To make the most of this checklist, use it to review your career progression every three months. That way, you can keep track of what you’re doing so you can keep moving forward the way you want to.
We saw it early last year, but the job market continued to bounce back throughout the rest of 2021 and into 2022 after taking a hit during the first year of the pandemic.
Compared to February 2019, the number of job ads rose by 41% in February 2022 according to SEEK research. Add to this that job applications are at very low levels compared to historical data. As such, there’s an increased demand for workers, forcing companies to offer more enticing salaries, packages and benefits to get the best employees to fill vacancies.
Some of the key sectors in demand by job ad volume, increase year on year, include admin and office support, education and training, retail and consumer products and manufacturing, training and logistics.
In March 2022, SEEK reported that applications per job ad had fallen by 7.6% from the previous month. Versus three years earlier, applications per ad were down 47%. According to the Australian Bureau of Statistics, there are an extra 170,000 job vacancies since the borders closed. At the same time, unemployment is the equal lowest since 2008 at 4%, which is contributing to rising salaries in advertised positions.
While wages are forecast to increase by around three per cent over the next year, unfortunately, inflation is set to rise by more than that amount. At an annual rate of 5.1% in Australia, the highest in two decades, the surging inflation rate will be one of the biggest challenges for workers managing their personal budgets moving forwards.
Interestingly, 40% of candidates say that salary and compensation are now more important than they were pre-COVID. Not getting paid enough is the main trigger for candidates looking for a new job. Those on the lookout seek 10-20% extra in their pay packet before accepting a new role. Highlighting that changing jobs is the most straightforward way to keep ahead of the rising costs of inflation.
However, it’s not simply remuneration alone that comes into play when choosing a place to work. When workers in a recent survey were asked if they’d refuse to work at a place with poor diversity, equity and inclusion, 67% said they agreed or strongly agreed. While 85% of respondents said they believed their current organisation hires a broad mix of people. Pleasingly 82% agreed that they feel included and belong in their organisation.
Today officially marks the start of a new era for many of us in the Australia and New Zealand recruitment industry.
I am proud to be a part of an amazing team leading the launch of a new white-collar recruitment brand into the Australian marketplace, PERSOLKELLY.
PERSOLKELLY brings together the legacy and experience of four organisations that shaped the staffing landscape over the past century and I’m proud to say (some would say it is fate) that I have worked with each through my own career journey:
Kelly Services, who pioneered the modern temporary staffing industry globally in 1946
SKILLED, who crafted the staffing industry in Australia in 1964 acquired by Programmed in 2015
Programmed, the leading provider of operations and maintenance services across Australia and New Zealand after being founded as a paint service company in 1951
PERSOLKELLY, the largest workforce solutions provider in APAC
I’ve had several moments where I have reflected on some of the amazing people who have been before us, the founders and then the custodians of these businesses, as we become the proud and now inaugural custodians of the new era.
When I worked at SKILLED, I remember seeing photos in Reception of SKILLED’s founder Frank Hargrave – who described himself as ‘a bum electrician who worked hard’ having lunch with the likes of Bob Hawke and John Howard, and then later working under the leadership of his son Greg. I was always intrigued by our Kelly Services history which was founded by William Russell Kelly in Detroit Michigan, who was an accountant before starting Russell Kelly Office Service – where Kelly sent one of his regular employees to work in his customer’s office for the first time, the billing for that first day was $6.75!
Then Programmed, when upon joining I was surprised to learn were one of the top 10 largest Australian employers after starting out as Miles Paint Services founded in Victoria, and PERSOLKELLY, which was previously the combination of one of Japan’s largest recruitment firms PERSOL Holdings and Kelly Inc. What a rich history contributing to our new journey.
I’ve also been fortunate to work with some amazing executives and colleagues at all four of the above-mentioned organisations. While many people have moved in different directions, I am forever grateful for the experiences, lessons and memories that have shaped and prepared me for this exciting new journey.
PERSOLKELLY brings together the legacy and experience of four organisations that shaped the staffing landscape over the past century.
In establishing our new PERSOLKELLY brand, our team members have applied fresh thinking and an innovative approach in preparing for our launch in this constantly changing world we are currently in. If someone had told me that in 2020, we would be merging two companies (Programmed and Kelly) and launching new brand during a pandemic – largely through remote working and two teams getting to know, trust and build relationships with one another from a distance – I wouldn’t have believed it was possible. Yet we’ve adapted and thrived and developed a great platform of character which will assist our culture, our growth and success.
This year we have focussed hard on strengthening our customer partnerships across Australia and New Zealand with our focus in STEM, Government, Professional Services, ICT, Management and Executive staffing, leveraging our learning and insights gained so that we can achieve more for our customers.
Similarly, the opportunities that our employees and candidates will have access to as a result of partnering with our business will be unmatched.
I firmly believe that the depth and breadth of our expertise, combined with our technology and capability and our partnership with Programmed, Australia’s leading provider of operations and maintenance services, creates opportunities at any scale.
I am really proud of and excited for our PERSOLKELLY team who are joining me on this new journey. Their combined history, experience and passion for putting people-first is phenomenal; no challenge is too great when you’re as ambitious and driven as this team.
We’ll achieve more, together and I look forward to connecting great employers with great people.
Welcome to PERSOLKELLY.
Kurt Gillam Executive General Manager PERSOLKELLY Australia
Are you looking for a way to boost your productivity at work? Perhaps you should try taking microbreaks.
What are microbreaks?
According to Bryan Lufkin in his BBC Worklife 101 article “Microbreaks,” to “reboot” your brain, it’s helpful to take small breaks of 90 seconds to two minutes every 20 to 40 minutes. One study showed that surgeons who used microbreaks to stretch performed better in surgery and suffered less joint pain. Another study found that microbreaks boosted the focus of assembly line workers.
What should you do during a microbreak?
However, before you decide to check your Instagram account or text your BFF every half hour or so, it’s important to know that not all microbreaks are created equal. The Harvard Business Review article titled “Boost Your Productivity with Microbreaks” quotes assistant professor Charlotte Fritz, whose research shows that taking work-related microbreaks keeps people more energized than breaks that aren’t associated with professional activities.
In other words, distracting your mind completely from the task at hand isn’t helpful. What you need to do is find a way to take a break without disengaging from work. For example, you could stretch for a few minutes while mulling over a challenge you’re working on. Or you could pause one task—such as writing a report—to take a look at the rest of your responsibilities for the day. You could even walk over to a colleague and ask his or her advice on something. The main thing is to stop focusing intently on your task and give your eyes and brain some relief without completely redirecting your attention. Then when you return to the task at hand, your brain should be re-energized and you should feel more productive.
What about longer breaks?
Of course, you still need longer breaks, too — and during those breaks, it’s best if you can disengage from work for a while. For example, you can do a 10-minute coffee run halfway through the morning or go for a brisk 30-minute walk during your lunch break.
Set reminders
If you’re someone who tends to lose track of time when you’re working, it can be helpful to set reminders on your computer or phone. There are also apps available to help you remember, such as Micro Breaks, a Chrome extension you can easily install in your browser.
Leveraging microbreaks can help you improve your focus, so give it a try — and you’ll soon see how they can help boost your productivity.
Are your coworkers being promoted while you’re stuck in the same position? Or have you been in the same position for more than three years without your supervisor ever bringing up the subject of advancement?
If you’ve answered, “Yes!” to either of these questions, you might be losing your motivation to perform to the best of your ability in your job. However, it’s important to not let the situation compromise your performance. Instead, channel your energy into finding out why you’re not being promoted — and what you can do about it.
Possible reasons you weren’t promoted
There can be several reasons why you’re still stuck in the same position. Perhaps your supervisor feels you don’t yet possess the necessary skills or experience, and it’s just a matter of time. At the same time, another employee might simply have more experience and be a better fit for the position. And of course, there’s always the possibility that your organization isn’t planning on promoting anyone for the foreseeable future. This can happen in companies that have a relatively flat hierarchy and few titles.
Address the situation
Considering that recruiters and hiring managers like to see job growth on your résumé, it’s important for you to address the situation so you can keep moving forward. Keep the following tips in mind:
Remain professional. As Mike Guerchon points out in his Fortune article “The worst thing you can do after getting passed up on a promotion,” you can’t let negative emotions like disappointment or hurt affect your behaviour and actions. If necessary, take some time for yourself to process your emotions before you go back to work. You can’t risk getting angry with your supervisor or venting at your coworkers. Instead, redirect your energy into your performance.
Ask for feedback. In her article “The Realistic Way to Bounce Back When You’re Passed Over for a Promotion” for The Muse, Rachel Bitte advises seeking feedback from your supervisor. You’ll probably learn exactly how you can improve — plus, you might gain some insights into how decisions about leadership positions are made in your organization.
Look for other ways to gain more responsibility. Even without a title change, you can still advance, as Kathryn Vasel explains in her CNN Business article “How long should you stay at a job if you aren’t being promoted?” For example, ask for more challenging tasks or request to be put in charge of certain projects. That way, you’ll have more responsibilities to add to your résumé.
