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.

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Recruitment is an essential process for any business, but it can also be costly. The time, effort, and resources required to attract, screen, and hire candidates can quickly add up. The average cost of a bad hire can be up to 30% of the employee’s first-year earnings.

Fortunately, there is a solution to reduce the cost of recruitment while still attracting top talent: partnering to a professional recruiter like PERSOLKELLY.

Here are some of the ways in which outsourcing recruitment to PERSOLKELLY can help businesses save time and money:

1. Reduce advertising costs: One of the biggest expenses in recruitment is advertising job openings. Posting job listings on job boards or in newspapers can be expensive, particularly for businesses with multiple openings. PERSOLKELLY has an extensive network of job boards and social media channels that it uses to advertise job openings, reducing the cost of advertising for businesses.
2. Streamline the hiring process: The hiring process can be lengthy and time-consuming, particularly for businesses that lack a dedicated HR team. PERSOLKELLY can help businesses streamline the hiring process by handling all aspects of the process, including screening resumes, scheduling interviews, and conducting background checks. We can also support you in areas that people don’t often talk about, like counter offers. This can reduce the amount of time and effort required from internal staff, freeing them up to focus on other business priorities.
3. Access to a wider pool of talent: Businesses that try to recruit candidates internally may miss out on top talent who are not actively looking for work or do not see your company’s job ad. PERSOLKELLY has an extensive network of candidates, including passive candidates who are open to new opportunities. These relationships have been built over many years with the time invested in building our candidate database. This can help businesses find the best candidate for the job and reduce the cost of turnover.
4. Expertise in candidate assessment: One of the biggest costs to a business is investing in the wrong candidate. PERSOLKELLY has extensive experience in candidate assessment, including conducting skills tests and assessing cultural fit. This can help businesses reduce the risk of hiring the wrong candidate and save money in the long run. Additionally, if the candidate does not progress as expected, partnering with PERSOLKELLY provides you with a replacement guarantee, ensuring the investment is not lost.

Partnering with a professional recruiter like PERSOLKELLY can help businesses reduce the cost of recruitment while still attracting top talent. By leveraging the agency’s expertise, businesses can streamline the hiring process, access a wider pool of talent and reduce the risk of hiring the wrong candidate.

Contact us today.

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.

Contact us today.

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.

Contact us today.

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.

To find out what your role is worth and a full breakdown of salaries by industry and region, as well as insights and tips, download PERSOLKELLY and Programmed’s Economic and Employment Key Insights and Salary Guide for 2022-23

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:

1. Kelly Services, who pioneered the modern temporary staffing industry globally in 1946
2. SKILLED, who crafted the staffing industry in Australia in 1964 acquired by Programmed in 2015
3. Programmed, the leading provider of operations and maintenance services across Australia and New Zealand after being founded as a paint service company in 1951
4. 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.

Do you always run late in the mornings? Do you find it challenging to get to your desk without being the last one in the office?

Being late can hurt your career

If you’ve answered “Yes!” to either of these questions, you might be doing your career more harm than good. According to a survey cited in Maurie Backman’s article A career-hurting habit that could tank your earnings for USA Today, on average, people who always arrive early for work make $2,500 per year more than those who are late. What’s more: They’re less likely to be let go.

Being early can be good for your career

In contrast, getting to the office early can be beneficial to your career. First of all, you’ll beat the traffic, so you’re much less likely to arrive at work stressed and tired. You’ll make a good impression on your supervisor, since showing up early clearly indicates your enthusiasm for your job. And you’ll be able to take advantage of the peace and quiet to work on more challenging tasks, as Stephanie Vozza advises in her Fast Company article This Is Why Being a Morning Person Will Make You Better at Your Job.

Time management tips

• There are several time management tips you can keep in mind to make sure you get an early start:
• Prepare for tomorrow. In her article The Bad Habit That’s Killing Your Reputation at Work for The Muse, Ruth Zive recommends getting the next day’s clothes and materials ready before you go to bed at night.
• Go to bed on time and get eight hours of sleep. That way, you’ll be rested in the morning.
• Set your alarm an hour earlier. It will give you more time to shower and grab a cup of coffee.
• Leave half an hour earlier. Even just 30 minutes can make the difference between getting stuck in traffic and having a nice, relaxed commute.
• Don’t try to do things before heading into work. Running an errand or having breakfast with a friend can easily make you run late. Schedule errands and meetings for after work or on the weekends instead.

It can be difficult to leave your nice, warm bed in the morning. But if you plan ahead for the next day and make sure you get sufficient rest, you’re more likely to wake up refreshed and ready to get to work before the rest of your team arrives.

Have you ever felt like things just weren’t going your way? That even though you did your best during an interview or worked hard on a project, you didn’t get the desired results?

If you’ve answered “Yes!” to these questions, here’s the good news – encountering setbacks might help you advance your career in the long run.

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Exceptional achievers suffer setbacks early on

According to Ian Leslie in his BBC article “Why suffering setbacks could make you more successful,” a recent study in the U.K. investigated the roots of athletic success by conducting interviews with more than 80 coaches and elite athletes. It found that although most athletes encounter one or more setbacks early on in their careers, those who leveraged the failure as motivation eventually became exceptional achievers.

A related study from the University of Virginia found that Olympic silver medallists went on to become more successful in their post-athletic careers than gold medallists. Moreover, they lived longer. And other studies that don’t focus on sports have shown that many high achievers — including three of the four members of The Beatles — suffered setbacks early in life.

One explanation for this phenomenon could be that high achievers find a way to transform trauma into motivation. And in the long run, this motivation drives them to achieve more and more. 

Tips for overcoming setbacks

So how can you leverage setbacks to help you perform better and achieve more in your career? Keep these tips in mind:

• Expect failures. If you’re working towards something that’s more challenging than anything you’ve ever done so far, you can’t expect to get it right the first time. Maybe it will take two tries, or three. Simply accept the setbacks as part of the process, and don’t let them knock you off course.
• Surround yourself with supporters. In the CNBC article “Most people probably would have stopped — 8 tips on overcoming even the most crippling setbacks,” Thomas Carter advises spending time with people who believe in you and who’ll encourage you.
• Analyse the setback objectively. Put your disappointment aside and determine why you failed. Did you possess sufficient skill or knowledge? Did you have the right tools? Look for concrete factors you can change in the future.
• Learn what you need to. In her Success article “8 Ways Successful People Overcome Setbacks,” Patti Johnson recommends that you need to invest time in acquiring the skills and/or knowledge you need in order to achieve your goals in the future. For example, if you want a promotion, find out what skills you need to acquire and start working on them.

Failing forward

According to the author C.S. Lewis, “One fails forward toward success.” In other words, setbacks and failures don’t have to be final — so long as you learn from them and become more motivated than ever before to succeed.

Do you break out into a cold sweat when it’s time to write a cover letter? Are you uncertain about what to include – and what to leave out? Do you sometimes wonder if you should include a cover letter at all?

Few people enjoy writing cover letters – yet they’re a very important part of every job application. According to Ashley Stahl in her Forbes article titled “8 Common Cover Letter Mistakes to Avoid,” 53 percent of organisations prefer candidates who include a cover letter along with their application. And if you want your cover letter to stand out for all the right reasons, you’re best advised to avoid the following mistakes:

1. Starting with your name. As Lily Zhang explains in her article “7 Cover Letter Mistakes That Make Hiring Managers Cringe” for The Muse, you should only include your name below your signature on your cover letter and on your résumé. A better way to start your cover letter is, “Please consider this letter an application for the position of _______.”
2. Making it all about yourself. A cover letter isn’t a document about your qualities or life story – it serves to indicate how much value you can bring to an organization. You can briefly highlight your strongest selling points – i.e. relevant skills and experience – to explain why you’re a match for the position, but you should present them from the potential employer’s point of view.
3. Failing to customize the cover letter. In her Monster article “Cover letter mistakes you should avoid,” Kim Isaacs points out that it’s perfectly fine to use the same cover letter for multiple applications – so long as you update the job title, hiring manager’s name, and company name. Do not forget to do this, as getting someone’s name wrong is likely to land your application on the “reject” pile right away.
4. Summarizing your résumé. There’s a reason your résumé and cover letter are two different documents. Your résumé is a list of your skills, experience, and accomplishments, while your cover letter should highlight how they apply to the position – nothing more and nothing less.
5. Going over one page. A cover letter should be one page – maximum. You can always elaborate on the most important points if you’re called in for an interview.

Now that you know what not to do in a cover letter, you’re better equipped to write one that represents you as a capable professional worthy of consideration. And that can be invaluable to help you land the job you want.