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From the 6th December 2023, changes come into place for employers who engage employees on Fixed Term Contracts (FTC). ​What is a Fixed Term Contract? A fixed term contract has a specified end date. It is not to be confused with a maximum term contract which also has a fixed end date but can be terminated by either party before that time. However, maximum term contracts will also be affected by the following changes. ​What are the changes?It is a requirement for employers to provide all employees engaged on a Fixed Term Contract from 6th December 2023 a Fixed Term Contract Information Statement (FTCIS), it will be available to download on the Fair Work website from that date. Time Limitations: A fixed term contract cannot be longer than 2 years including extensions and renewals Renewal Limitations: Employers cannot extend/renew a FTC more than once even if it falls within the 2 year period. When an employer extends/renews a contract it cannot exceed more than 2 years of workNew/Consecutive Fixed Contracts Limitations:A new FTC cannot be issued if the new contract is mainly for the same work as the previous FTCThere must be a substantial break between the previous and new FTCThe combined total period of employment between the previous and new FTC is no more than 2 yearsA new FTC cannot be issued if the previous FTC wasextendedA new FTC cannot be issued if the initial FTC (prior to the most recent contract) was for mainly the same work or there was continuity of the employment relationship from the period of time between the initial contract and the previous contract. If the employee has never been engaged in a FTC in the past with their employer, then a FWIS Fair Work Information Statement should be issued in conjunction with the FTCIS.  Are there any exceptions to the rules?Specialised skillsTraining arrangements e.g. apprenticeshipsEssential work e.g. seasonal workersEmergency circumstances or temporary absencesEmployees surpassing the high-income threshold e.g. $167,500 per annum full timeGovernance rolesAward provisions Why are these changes coming into effect?These changes are being implemented across the country after the Federal government came under scrutiny for the overuse of fixed term contracts. The aim is to hinder employers from entering into successive fixed term contracts, which reduces permanent job opportunities for the 390,000 Australians who are currently engaged on fixed term contracts. ​What happens if I do not comply with these new rules?The contract’s expiry date will no longer apply, while other terms and conditions outlined in the contract will still apply, including entitlements from any relevant legislation, award, or agreement.  Penalties will also apply. ​What do employers need to do?Review current contracts of employment to ensure you are well equipped to comply with the changes coming into place on the 6th December 2023. Prepare and create process documents for when FTC’s are offered/expire so there is a plan in place for offboarding/retaining these employees   Ensure a FTCIS is given to the employee prior to the commencement of their contract ​Visit the Fair Work government website to find out more or reach out to one of our friendly consultants who would be more than happy to assist you with navigating these changes.​

​On average I speak to around 50 candidates, and a further 30 business leaders / hiring managers EACH WEEK. These conversations have shaped my perspective and understanding of the Salesforce ecosystem. Here is what I have learnt from their experiences so far…​To give you some background​During 2021/2022 there was a dramatic increase in demand for all IT roles, particularly Salesforce professionals, due to the economic pause of 2020 and the shift in business requirements post-pandemic. Resulting in many Salesforce positions being left vacant. To keep up with demand, there was an influx of junior candidates entering the market being upskilled through various training companies and consultancies offering a ‘learn and you earn’ style of employment. With such high demand, salaries were heavily inflated and to retain staff, businesses were having to offer expensive counter-offers.  ​Fast Forward to 2023​Due to economic pressures with interest rates, inflation and an uncertain economy, businesses refrained from investing in new technology. This not only affected new sales for Salesforce but also resulted in a reluctance among businesses to allocate resources to digital transformation technologies, hence Salesforce was frequently overlooked. However, we did see a shift towards growing internal Salesforce teams, rather than the use of Salesforce partners for managed service solutions. Therefore, positions like ‘Salesforce Administrator’ or ‘Salesforce Platform Owner’ were on the rise. ​Having dramatically hired junior-mid level professionals in 2021/2022 (usually with inflated salaries), Salesforce partners had no choice but to initiate surges in redundancies, leaving candidates without a job and companies flooded with applications- sometimes exceeding 100 per role. This overwhelmed recruitment processes and left internal talent teams and hiring managers stuck wading through hundreds of applications. ​This pattern continued throughout most of the year….​In the last quarter, there seemed to be a positive shift in the market, business confidence had returned and there was more talk of digital investment. Companies wanted to hire Salesforce talent, with a preference for more experienced candidates. However, the challenge was, that those experienced candidates who had seen the market downturn at the beginning of the year, didn’t want to risk leaving their secure jobs to start a new role, with a 6 month probation period. ​In response to this, we often saw internal recruitment teams try to attract the right candidates via adverts, given the high number of applicants seen earlier in the year. However, after multiple rounds of advertisements and CV reviews with little to no success, employers struggled to find the right talent. With poor recruitment processes in place, many candidates have become disillusioned with companies they’ve applied to but never heard back. ​As we head to the end of the year, the future seems brighter for the Salesforce recruitment ecosystem. With more businesses looking to invest in their Salesforce solution in the new year and some projects kicking off early which has driven a need for Contractors.​In terms of talent flow, it appears that salaries aren’t going to spike like they did in 2021/2022 and candidates can expect a small increase in salary for their next role. We will also see some candidates taking a side step in their next role in order to gain experience on other / newer Salesforce technologies. ​

​The Same Job Same Pay Bill aims to close the legal loopholes that allow employers to pay labour hire workers less than someone permanently employed directly through an employer, when performing the same role. This is prevalent amongst larger employers who seem to deliberately curve agreed rates offered in Enterprise Agreements, by outsourcing work to labour hire contractors and engaging in enterprise bargaining. ​The Fair Work Legislations Amendment (Closing Loopholes) Bill 2023 aims to address this issue. If this Bill is passed in Federal Parliament later this year, it will allow workers and their Unions to apply for a ‘protected rate of pay’ based on the host employer’s Enterprise Agreement. ​It is the host employer's responsibility to ensure they provide the labour-hire business with all required information aka ‘Protected rate of pay,’ to ensure such agencies who are responsible for paying employees do so fairly, and on par with someone employed directly through the host employer doing the same job. ​There is a misconception that workers who are more experienced or have longer tenure in their roles will be paid less. Resulting in some businesses facing challenges surrounding budgets, competitiveness and retention. However, this is highly unlikely as there are awards and pay deals in place that include different job classifications and grades that the Enterprise Agreements take into consideration. ​Additionally, it is common for casual employees to be paid more than their full-time counterparts to compensate for the lack of entitlements. Therefore the bill will include a fair definition of ‘casual’ work to ensure that casuals in long-term, on-going roles can access entitlements and prevent exploitation. ​About one in 50 people employed in Australia are employed through labour hire.​How can using a labour hire agency assist with navigating this policy?Employers should continue to utilise labour hire agencies to effectively manage short-term needs, unexpected demand surges and absenteeism.  Whilst there are some sectors that are likely to be unaffected by Same Job Same Pay such as Administration, Tech and Healthcare there are concerns that these firms can still face large compliance costs and create more red tape. Due to an obligation being placed on employers to ensure labour hire agencies are fed the right information for any pay differences and paid correctly and fairly. Streamlined payroll processes to minimise errors, therefore reducing the likelihood of employers enduring large-scale back payments.Employers often use labour hire agencies to engage casual workers, often opting for temp-perm hires, meaning employers can ‘try before they buy’ allowing these casuals to be bought on full-time after 3-6 months. Therefore, employers have flexibility to place these casuals in the business where they need, without having to pay an agency an upfront lump sum fee. ​Have questions or thoughts to share about fair compensation? We're here to listen. Contact us today to explore how we can work together toward a more equitable workplace at sirius@siriuspeople.com.au​

​Why is employer branding important for recruitment in today's market?In today's competitive job market, attracting and retaining top talent requires more than just offering a paycheck. It's about creating a compelling identity for your organization that resonates with prospective employees. This is where employer branding steps in. In this blog, we'll explore why employer branding is crucial for recruitment in today's market and how it can give your company a competitive edge.Defining Employer BrandingEmployer branding is the art of crafting a distinct and authentic image of your company as an employer. It encompasses the values, culture, mission, and work environment that set your organization apart from others. Just as consumers seek brands that align with their values, job seekers are drawn to companies that align with their professional aspirations.​The Importance of Employer Branding in RecruitmentAttracts Top Talent: In a talent-driven economy, the best candidates have choices. A strong employer brand distinguishes your company, making it an appealing destination for top-notch talent. It also helps you attract passive job seekers who might not actively be looking for a new role.Increases Application Quality:When candidates are genuinely excited about your company's values and culture, they're more likely to apply. This means a higher volume of applications from candidates who align with your company's ethos and are more likely to excel in their roles.Boosts Employee Engagement and Retention: A positive employer brand not only attracts new talent but also keeps existing employees engaged and committed. When employees feel proud of their workplace, they're more likely to stay, reducing turnover and the associated costs.Enhances Company Reputation: Employer branding isn't just for prospective employees; it also influences how the public perceives your company. A strong employer brand can improve your overall corporate reputation, making it more appealing to clients, partners, and investorsLowers Recruitment Costs: A well-established employer brand reduces the need for expensive recruitment campaigns and external agencies. Word-of-mouth referrals from satisfied employees become a powerful recruiting tool.​​Strategies for Effective Employer Branding​Define Your Unique Value Proposition:Identify what makes your company stand out from the competition. Is it a flexible work environment, a commitment to social responsibility, or innovative projects? Highlight these aspects to create a unique value proposition.Showcase Employee Stories: Humanize your company by sharing stories of your employees' experiences. This helps potential candidates visualize themselves as part of your team.Consistent Branding Across Platforms: Maintain a consistent employer brand across your website, social media, and job descriptions. This coherence helps create a unified and trustworthy image.Engage Current Employees: Your employees are your best brand ambassadors. Encourage them to share their experiences on social media, participate in company events, and refer potential candidates.Transparency and Authenticity: Be transparent about your company's values, culture, and challenges. Authenticity resonates with candidates and fosters trust.Invest in Employee Development: Show your commitment to employee growth by offering training, advancement opportunities, and mentorship programs.In today's dynamic job market, employer branding has emerged as a critical component of successful recruitment strategies. It's more than a buzzword; it's a way to create a lasting impression that attracts, engages, and retains top talent. By authentically showcasing your company's values, culture, and opportunities, you can differentiate yourself from the competition and build a strong pipeline of exceptional employees. Remember, in the age of information, your reputation as an employer precedes you—so make it count.

​In challenging times, companies might find themselves facing the difficult task of announcing employee layoffs. While the decision itself is tough, how the communication is handled can significantly impact the company's reputation, employee morale, and overall organizational health. ​To navigate these waters with sensitivity and professionalism, it's crucial to avoid layoff communication blunders that could exacerbate an already challenging situation. Here's a guide on how to communicate layoffs effectively and compassionately:1. Plan Thoroughly:Before announcing layoffs, ensure that you have a comprehensive plan in place. This includes identifying the key stakeholders, crafting the message, and detailing the logistics of the process. Rushed communication can lead to misinformation and confusion.​2. Choose the Right Time:​Timing matters. Avoid making announcements on a Friday or just before a holiday, as this can leave affected employees feeling isolated and unsupported during the following days. Aim for mid-week, giving employees the opportunity to seek assistance and ask questions.3. Be Transparent:​Honesty is paramount. Clearly explain the reasons behind the layoffs, whether they're due to financial constraints, restructuring, or other business factors. Being transparent helps employees understand the situation and reduces speculation.4. Personalize the Message:While it might be tempting to send a mass email or generic memo, personalized communication shows that you value each employee's contribution. Whenever possible, deliver the news in person or via a video conference to demonstrate empathy and provide space for questions.​5. Offer Support:​Losing a job is a significant life event. Provide information about severance packages, benefits continuation, and resources for finding new employment. If possible, offer outplacement services or assistance in updating resumes and preparing for interviews.​6. Train Communicators:​Anyone involved in delivering the news should be well-prepared to handle emotional reactions, questions, and potential pushback. Sensitivity training is essential to ensure that the communication process remains respectful and compassionate.​7. Provide a Listening Platform:Create opportunities for employees to share their thoughts and concerns after the announcement. This can be in the form of town hall meetings, individual discussions with managers, or even anonymous feedback channels. Actively listen and address questions to the best of your ability.​8. Maintain Confidentiality:Protect the privacy of affected employees. Avoid sharing personal information and ensure that the news is only communicated to those directly involved in the process.9. Offer Continuing Communication:​Layoff announcements should not mark the end of communication. Provide regular updates to the remaining employees about the company's progress, future plans, and any steps being taken to prevent similar situations in the future.​10. Learn and Improve:After the layoffs have been communicated, take the time to review the process. Collect feedback from both affected and remaining employees, and use this information to improve your approach for future situations.11. Focus on Rebuilding Morale:Work on rebuilding trust and morale among the remaining employees. Demonstrating care, support, and appreciation can help create a sense of unity and boost productivity.Layoffs are undoubtedly challenging, but they don't have to be disastrous for a company's reputation and culture. By planning thoroughly, being transparent, offering support, and maintaining open communication, you can navigate this difficult process while minimizing the negative impact on your employees and your organization as a whole. Remember, the way you handle layoffs can speak volumes about your company's values and commitment to its workforce.

-------Change can be both exciting and daunting, especially when it comes to changing jobs. The fear of leaving the familiar and stepping into the unknown can hold us back from pursuing better opportunities, personal growth, and professional fulfillment.If you find yourself paralysed by the thought of changing jobs, know that you're not alone.In this blog, we'll explore common reasons for job-change anxiety and provide practical strategies to challenge these fears.Understanding the FearFear of the Unknown: One of the primary reasons people hesitate to change jobs is the fear of the unknown. We become accustomed to our routines, colleagues, and work environment. The prospect of venturing into a new workplace can be intimidating. It's essential to acknowledge this fear and remind yourself that growth often lies beyond your comfort zone.Financial Insecurity: The stability of your current job might make you reluctant to leave, especially if you're worried about financial stability in a new position. Assess your financial situation, create a budget, and save an emergency fund to provide a safety net during the transition period.Impostor Syndrome: Many individuals struggle with feeling like they aren't skilled or qualified enough for a new job. This impostor syndrome can hinder progress and growth. Remember that your skills and experience have led you to this point, and you're capable of adapting and learning in a new role.​Challenging Your FearsResearch and Preparation: Knowledge is a powerful antidote to fear. Research the prospective company, its culture, and the role you're considering. Having a clear understanding of what to expect can help alleviate anxiety.Networking: Connect with professionals who have experience in the industry or company you're considering. Their insights can provide a realistic perspective and valuable advice.Skills Assessment: Identify the skills you currently possess and how they can be applied in the new role. Often, you'll find that your skills are transferable and valuable in different contexts.Visualisation: Imagine yourself excelling in the new position. Visualization can help rewire your brain to associate positive feelings with the change.Set Realistic Expectations: Understand that change takes time and there might be a learning curve. Set realistic expectations for yourself and be patient as you adapt to the new environment.Embrace Lifelong Learning: Adopt a growth mindset. See every new job as an opportunity to learn and improve. The excitement of personal development can outweigh the fear of change.Create a Support System: Share your thoughts and concerns with friends, family, or a mentor. Their encouragement and guidance can bolster your confidence.Taking the LeapChanging jobs is a significant decision that requires careful consideration, but fear shouldn't be the driving factor. Embrace change as a chance to expand your horizons, learn, and grow. Remember that discomfort often precedes growth, and overcoming your fears can lead to a more fulfilling and satisfying career.The fear of changing jobs is a common sentiment that many people experience. By understanding the root causes of your anxiety and implementing practical strategies to challenge these fears, you can navigate the process of changing jobs with greater confidence. Embrace change as an opportunity for personal and professional growth, and remember that you have the power to shape your career path in ways you may not have imagined before.You'll never regret taking the leap!

Education​If you could, how would you plan your University career differently?I wouldn’t change anything. All that I have done was a great learning experience that I will carry forward throughout the rest of my life. How has your education prepared you for your career?To answer this question successfully, you will need to focus on the behavioural examples in your educational background that aligns to the required competencies for the career path you’re on — more specifically, the role you’re interviewing for.​For instance:My education has focused on not only learning the fundamentals, but also the practical application of what we learned in class. We were often encouraged to go out and seek internships on- and off-campus, which is how I ended up in a leading a team as part of a research role, where we gathered and analysed best practice data from this industry. The results of this… How will the academic program and coursework you’ve taken benefit your career?As you will note on my resume, I’ve taken not only the required core classes for the finance field, I’ve also gone above and beyond by double majoring in accounting. I double majored as I knew that the financial consulting field requires much knowledge of portfolio analysis and understanding of the tax laws. I believe that my success in both areas of study have specifically prepared me for this area. But it’s not just taking the classes in these two areas that allow me to offer Westpac clients more. I also minored in French to understand the needs of the growing French community in Maroubra, which, as you are well aware, is a growing source of revenue for this particular branch. If you’d like, I can elaborate on other aspects of my education further. What University courses or subjects did you like best? Why?My favourite courses have been the ones pertaining to my major, which is marketing. These classes have laid the groundwork for my career in marketing. They also have taught me soft skills that I can bring to my employer, from communication skills to interacting with others. Are you the type of student for whom conducting independent research has been a positive experience?Yes, I love it. I thoroughly enjoyed my senior research project in University whilst many others in my class were miserable. I was never tired about learning about the topic and found it exhilarating to be researching something that has not been studied in-depth before. Describe the type of professor that has created the most beneficial learning experience for you.My favourite professors were the ones who gave me hands-on learning experiences that I can apply to my career. Any person can make you memorise the quadratic equation, but someone who can show you how to use it and why were the ones that I liked. I prefer professors who realise that sometimes there is more than one answer and that everyone things differently. Do you think that your grades are an indication of your academic achievement?I have focused much of my energy on work and obtaining real-world experience. I commend my classmates who have earned high GPAs, but I also feel it’s important to be well-rounded as an individual. In addition to work experience, I participated in sports and extracurricular activities in school. These activities taught me leadership, communication, and teamwork skills. Sometimes my heavy load has not allowed me to keep up with some of my studies, but I have learned an enormous amount that I can apply in my future industry. As you will discover when you talk to my supervisors, my ability to work effectively is much more reflective of my future potential than my GPA. What plans do you have for continued study? An advanced degree?I plan to continue my education for the rest of my life. In any technology-related field, keeping up to date through continuing education is of the utmost importance. Continuing education can include on-the-job training, courses sponsored by the employer, and courses taken in new technologies as they emerge.I plan to be not only a career employee, but a career student so that I can be the best information systems analyst I can be. I will ensure, however, that any education I pursue not only doesn’t interfere with my job or the company’s policies, but will enhance my value as an employee. Please describe the ideal role for you after graduation.My ideal job is one that incorporates both my education and practical work skills to be the best I can be. Namely, combining my education in finance with my working knowledge of customer service operations, entrepreneurial abilities, computer skills and administrative skills. I was to utilise my analytical expertise to help people meet their financial goals. This is why I’m convinced that I would be a very valuable member of the [company] team. For management roles...​What qualities do you feel a successful manager should have?Focus on two words: Leadership and vision.Here is a sample of how to build your answer around these two key thoughts:The key quality in a successful manager should be leadership — the ability to be the visionary for the people who are working under them and to motivate them accordingly. It’s the person who can set the course and direction for those who work under them. You should be working toward inspiring them, just as much as they inspire you to be the best leader you can be. Let me tell you about this incredible person I have the opportunity to work with and whom I aspire to follow in their footsteps…Then give an example of how someone has touched your life and how their leadership has helped you in your personal and professional development.​​ About the company​Tell me what you know about the company.You’re a large and well-respected company worldwide. You’re both a clinical and teaching hospital. Over the last 60 to 70 years, you’ve produced award-winning research. In reviewing your website, I’ve familiarised myself with many of your corporate goals and objectives. Why did you decide to seek a position in this company?I am convinced that there would be no better place to work than Accenture. You are one of the top consulting firms in Australia. You provide your employees with the tools they need to stay competitive in the market and sharpen their skills whilst working in an open, team-based environment. I am also aware that you provide a mentor for all new employees and I would embrace any opportunity to work with a mentor and eventually become one myself. About the job location​Do you have a geographical preference?Although I would prefer to stay in the greater Melbourne area, I would not rule out other possibilities. Why do you think that you might like to live in the community in which our company is located?Just a few weeks ago, I had the opportunity to spend several days in your community and fell in love with it. I love the fact that you have a thriving riverfront. I’m impressed with the many cultural opportunities here – opera, theatre, art and independent films. I’ve also already become a fan of some of the sports teams based here. I have conducted a significant amount of research on this city, so I am quite comfortable with this location. Would it be a problem for you to relocate?I’m open to new opportunities within the company; if those opportunities involve relocation, I would certainly consider it. To what extent would you be willing to travel for the job?I am more than willing to travel. I understand the importance of going above and beyond the call of duty to satisfy customer requests is sometimes required and that Merrill Lynch’s customer focus belief means that travel is expected in some circumstances. I am willing to make this commitment to do whatever it takes to develop that long-term relationship with a small business or client.It is only through this relationship that loyalty can be maintained and financial gains and growth can occur for both the client and Merrill Lynch. It is my understanding from other financial consultants that I have interviewed at Merrill Lynch that this occurs maybe one or two times per month. Good luck!Now that you have an idea on how you may want to answer some of the most common interview questions, be sure to check out our blog post all about what you need to do to prepare for a job interview.​See a job you're interested in? Reach out to one of our consultants:​Sirius Consultants​​

​Judgement & problem-solving​Give me a specific example of a time when you used good judgement and logic to solve a problem.I had a client come into the bank where I worked and request a $5,000 personal loan to ‘pay off some bills.’ In the customary review process, I determined that what was really needed was a $25,000 debt-consolidation loan. Rather than giving the customer a ‘quick fix’ to the problem, I logically solved the problem in a way that was in the best interest of both the bank and the client. Describe a time when you were faced with problems or stresses that tested your coping skills.Arriving in France in the middle of the night with very minimal French speaking skills, I found my way to the small town my host family was living in – a small town with no street addresses or names and found my temporary living accommodations, as I was doing hand over from the previous au pair. I was scared, but I handled the situation very well and very calmly. In very stressful situations, I am always the one in the group to stay calm and focused. My friends, family and professors have always said that I am an oasis of calm in a storm. Give me an example of a time in which you had to be relatively quick in coming to a decision.This happens often in the IT industry, but one recent example was when we had a core backbone switch die. It died at the worst possible time – during exams – as they always seem to do, and I needed to get it back up and running quickly.I analysed the logs and system status, and used my previous experience to make some quick decisions that rectified the problem and got the equipment back up only minutes later. Give me a specific occasion in which you conformed to a policy with which you did not agree.When I worked at Bunnings as an assistant manager, I was always looking for a way to boost my employees’ morale. Unloading trucks is a very routine and physical job and can become very boring and exhausting. So, to improve the unloaders’ attitude toward their duties and make the best of the situation, I put a radio in the receiving dock.It worked; however, the district manager did not approve of the radio in the workplace even though it did not interfere with any set policy of company objectives. The radio was also out of any areas where customers would hear the music.I did not agree with my DMs decision, however when he explained to me that it was a health and safety issue, I understood his reasoning and quickly complied to his request. The employees were not happy that their radio was gone, so I found an alternative method of reward and morale boosting by implementing a program in which we provided lunch for the unloaders from any restaurant of their choice if they unloaded the trucks faster than usual. The program was successful in increasing their unloading time from 2.5 hours to only 1.5 hours – a savings in payroll of 8 per cent for that shift. Conflict resolution​How would you evaluate your ability to deal with conflict?I believe that I am quite good at handling conflict. In my previous role, I was required to make unpopular decisions at times, whether it was terminating and employee or pushing back on changes from more senior management that I felt would not be best practice for the business.No matter the reaction of the person in conflict with me, I would always make sure that I explained the situation and my point of view clearly, the policies, stats and research behind my decision and explain its importance to the project or to my point of view. By the end of the conversation, the other person would usually understand my point of view and I would ensure to ask enough questions to fully understand their point of view.  Have you ever had a conflict with a boss or professor? How was it resolved?Note: If you say ‘No,’ interviewers will likely keep drilling deeper to find a conflict.However, if you say ‘Yes,’ the key is to show how you reacted to the conflict and what you did to resolve it.For instance:Yes, I have had conflicts with my manager in the past. Never major ones, just disagreements that needed to be resolved. I’ve found that when conflict occurs, it helps to fully understand the other person’s perspective. So, I take time to listen to their point of view before working toward finding a collaborative solution. For example…Be sure to show your process in resolving the conflict and how you work collaboratively with the other party. Your motivators​What is more important to you, the job itself or your salary?A salary commensurate with my experience and skills is important, but it’s only one piece of the package. Many other elements go into making up a compensation package, but more importantly, it’s critical to me that I enjoy what I’m doing, fit into the company culture and feel like I’m making a contribution in order to be the most successful version of myself. What level of compensation would it take to make you happy? I am not dependent on money to make me happy. What makes me happy is having a satisfying job that provides challenges and new situations daily. Tell me about the salary range you’re seeking.I am sure that I am the candidate that you are looking for. If you feel the same, then I’m sure that your offer will be fair and commensurate with the value I can bring the company. (If pressed.) My recruitment consultant has also discussed salary ranges either with yourself or with the hiring team, and has requested that I leave these details with them. Would you say that you can easily deal with high-pressure situations?Yes. Throughout my University degree, I consistently maintained above a 3.8 GPA – which allowed me to graduate on the Dean’s List – worked 20 to 30 hours per week part-time as a waitress, was part of our University’s acapela team and volunteered at a local animal shelter. As I was constantly juggling many plates with many tasks to be completed and many people relying on me, I prioritised and dealt with each task based on its importance. I understand that this may be an extreme example not typically found in the financial consulting field; however it shows just how well I can deal with extreme pressure. What motivates you to put forth your greatest effort?You would think that because I’m interested in sales, only financial compensation would motivate me to achieve. Although monetary rewards are important to me, I am driven to succeed internally. More than anything, I want to be respected by my friends and coworkers for being the best at what I do. Whether I am considered to be the best car detailer in my hometown or the best columnist for my local newspaper – I want to be recognised as the best.​Stay tuned for Part 3 of this series, where we will look into Goals & aspirations, What success means to you, and Understanding your weaknesses. A blog filled with really great tips and tricks that will benefit you for smashing your next interview!

​Employee engagement and productivity are key to workplace efficiency and productivity “Business teams with highly engaged employees have a 59% lower turnover rate than those with less engaged staff.” (Thomas International, 2023)1. Prioritize a culture that supports all of your peopleHigh workplace engagement is directly linked to building an inclusive culture. The best companies inspire performance from their people by creating conditions where everyone is able to be their best. However, building an inclusive and diverse environment is not easy and doesn’t happen on its own. If your culture doesn’t actively empower all of your people to feel accepted for who they are, then your work environment encourages your employees to be open and honest, be open to taking risks, or bring their unique perspective to the table.2. Think about performance differentlyPerformance levels mean different things to different people, hence why productivity levels can differ. Whilst it's a simple measurement, the factors that influence it are varied and complex – everything from the tools people use to how their organization builds an environment that breeds success.3. Help individuals become their best selves Encouraging your employees to be open with ideas in the workplace allows for creativity and good ideas to flow. When teams can work fluently together, they inspire each other with ideas. These ideas may be a really well thought out marketing campaign, a new spark to grow the business or a different approach to business strategy. 4. Connect individual goals to the company’s missionEvery company should have their own individual goals and mission statements. If you don’t, this is something you should seriously consider putting together. Anyway, use these company goals to align with the individual employee goals. When they align, the employee will be much more invested in the company and really want to strive to achieve the organization's goals and objectives. 5. Be a good leaderSome would say leadership has become more difficult but is also at its most critical point. Leaders who are attempting to empower their team have faced various challenges along the way and will continue to do so. Work life balance is today's latest trend and it has become the latest challenge of organizational culture. Having to constantly update and review as to what your company can do for the whole person – not just the worker as all aspects are incorporated; the culture, resilience, performance – social, physical, financial and wellbeing aspects. Trying to garner what the future holds is difficult to entail. The questions leaders ask themselves do not entail easy answers and they are accumulating. Currently, the best approach for leaders right now is to be engaged and to nurture a culture of gratitude. Teams with engaged leaders are proven to be more engaged and appreciated, which leads to achieving your business goals and outcomes. Although, it is important to note that employee engagement does not simply mean that your employees are happy or satisfied. A fully engaged employee is one who is personally and professionally invested in their work and company, proven by their willingness to go above and beyond for your business – and they know they are appreciated! ​Looking to hire?Get in touch.

​In 2022, we saw a hiring market like no other. There were structural changes, redundancies, and career changes. A new year means a time to reset and review your career goals. Whilst some companies have experienced restructures, others are going from strength to strength. There are a number of great opportunities available on the market.If you are looking for a new job opportunity, update your friends, family, and networks to let them know you want to change jobs - you never know where the next opportunity will come from. If people know you need work - they will keep you in mind when they hear of anything. My husband got an interview with a company because our neighbor forwarded a message that a hiring lead popped into his cricket club group asking if anyone knew someone who could help.If you have been made redundant, understand and know this is not your fault. You are still a resourceful person to society, your friends, and your family. Anyone who has gone through a redundancy will always feel this way - it sucks, and it can be hard to get up and get out of bed and know what to do next. But you got this!Make a list of what you want in your next job, and also a list of what you don't want. Just because you have been redundant, it doesn't mean you should take the first job that comes along. You need to think long-term.If you have ever considered a career change, let's face it we all have - This is the opportunity that could help make that change happen. Rather than just applying for roles it is best to work with a career coach here. The results that they can help bring are phenomenal. I have personally placed candidates who have worked with Petra Zink and Adele Leah, if you need a recommendation.Update your resume, portfolio, etc. Most importantly, update and utilize free job seeking tools like LinkedIn (mark that you are available, update your profile), and SEEK (update your profile with your latest CV). Update recruiters in your network with your latest role requirements and recent CV. It's crucial to be job ready when the next opportunity presents itself.Take time each day to check out what jobs are being advertised, connect with people hiring in your sector, and try to meet with people who can provide you with genuine advice about salary rates, role availability, etc. Also, there is information available online, but hiring managers, internal recruiters, and agency recruiters who know their space can help too.Research and practice for your interviews - Connect with the hiring manager on LinkedIn, read the position description, and Google the company. An interview is just as much for you as the hiring organization. You need to know if you are a fit for them as well. Research and practice will help with that.If you have been affected by company changes, it's important not to take this personally. This is a business decision. However, there will always be a lot of support offered in the form of EAP programs, your current manager, your friends, and family, etc. Remember to use the support around you, as needed. You are not alone.This last bit is tough to say, and it's definitely easier said than done. You need to accept that this has happened, and then move forward in a positive way. It doesn't have to happen right away, but it does need to happen.I do hope that these steps and tips can help get you ready to find your new career challenge. As an agency recruiter, the worst interviews are when potential candidates go in and speak negatively about their former and current employer, or when they constantly blame a situation for everything. No one wants to say it but - these things happen.What is important is how we react to the situation. We need to grow, learn and move on. As a hiring lead you want people in your team who will exhibit these traits in their work, so now is the opportunity to show that.If anyone wants to have a chat about new job opportunities in 2023, please reach out to one of our Recruitment Consultants.Contact Us​​