Andy Logan

Sorciety's latest Recruitment Insights have been released. Market trends, Salary Guide & the latest insights from the Australian Recruitment Market. Drop a 👍 👏 💜 , Comment "Yes" or send me a message and I'll send you a copy! Chris Perdikis

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🔍 Navigating the New Zealand Recruitment Landscape: For Employers and Employees 🔍 Reflecting on the past three months in the New Zealand recruitment market, it's clear that we've been navigating through a period of significant change and adaptation. From shifts in candidate preferences to evolving employer needs, the landscape has been dynamic and challenging. Some of the key things we have been seeing are: 💥Challenges & Market Volatility: Businesses going through change and reductions creating a spike in candidates available so competition is fierce. Less contract roles available with businesses focusing on permanent hires 🌟 Remote Work (un)Revolution: Remote working for the most part a thing of the past with many organisations and the shift towards hybrid work models combining office and remote work is here to stay. 🎓 Skills Are Key: With an influx of candidates in the market and there is growing demand for candidates with specific but adaptable skill sets. Companies are investing in upskilling and reskilling programs for employees   💼 Candidate Experience Matters: Focus on creating positive and engaging experiences for candidates. Streamlined application processes and transparent communication is key Both the employer brand and your personal brand matter! 🚀 Moving Forward: As we move forward, it's essential for both employers and candidates to remain agile and adaptable. The recruitment landscape will continue to evolve, and those who can embrace change and innovation will thrive in this dynamic environment. With all this being said! We are seeing some positive shifts at the end of this tunnel and the team have great roles and great candidates at the moment so if you are looking to hire or in the market for a new role then get in touch with us today! Jennifer Brogan, Caitlyn Spedding, Tanique Francis, Stuart Maxwell https://lnkd.in/g4Hn_VHX

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READY, SET …. RECRUIT!! So conference season in talent acquisition has come to an end for another year. Kudos to Rich Lewis-Jones of SmartRecruiters & Jo Vohland Trevor Vas of ATC - Talent Acquisition Events & Media for fantastic events in Melbourne this week & last. Both #HSAPAC2024 & #ATC2024 were, to use a Melbourne term, “grouse”. There was a treasure trove of content shared over 3 days. Topics such as #artificialintelligence, #skillsbasedhiring and talent intelligence were front & centre. As was technology, how it’s used, how it’s deployed, what’s the business case & how do we know it’s successful. So much to consider can be heading spinning & disorienting. The eternal question for #talentacquisition leaders is “With so much to consider, where do I start?” I know this is the eternal question because I heard it asked numerous times by audience members of the presenters during the two conferences. “What advice would you give in regards to getting started on (INSERT ISSURE HERE)?” Something struck me at these conferences when this question was asked. The case studies & presenters I found most impressive had variations on the same answer. That being - “JUST START!!” “GET GOING AND WORK IT OUT AS YOU GO!!” “SOMETIMES YOU HAVE TO BUILD THE PLANE WHILE FLYING IT!!” The ancient military strategist Sun Tzu said “Opportunities multiply as they are taken.” Confucius spoke of the longest journey starting with a single step. It’s my opinion this millenniums old wisdom has real application for TA professionals in 2024. Of course not everything can be changed without assistance, sign off or agreement from the wider business, but there are areas where incremental enhancements can be shown. Done well, these can deliver real business impact elevating the TA function’s prominence & perceived value. Opening up those larger projects that require wider business sign off on the basis of your newly displayed credibility. I thought Allen Russell’s presentation on talent intelligence was a superb example of this. I don’t see taking action as asking for forgiveness rather than permission, more it is about having the courage to see yourself as a genuine subject matter expert capable of taking your broader business on a journey of understanding. Show them what you already know - how transformative seemingly small but proactive first steps can be with regards to talent. As the great Paul Kelly warbles “From little things, big things grow.” Thank you to both sets of conference organisers for their efforts in elevating the value of our profession over the last week & a half.

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Recruitment certainly has its challenges and is not for everyone But the reward? ..... It’s transformative - for businesses, candidates, and careers. 🪄 Recently, I received this feedback from a HRD that was unexpected, and of course, it totally made my day and gave me a little pep in my step 😊 This is why I love what I do. Recruitment isn’t about ticking boxes or chasing quick wins, for me it’s about: ✅ Finding the right person - It’s more than matching skills on paper. I focus on aligning candidates with your culture, vision, and goals. ✅ Understanding the market - Applications might seem lower than before, but this goes beyond the surface. Did you know: 👉 Job ads in Australia remain high, yet applications per ad have fallen for the first time in two years (SEEK). 👉 49% of professionals are open to new opportunities but prefer the right role to find them (LinkedIn). This isn’t because talent isn’t out there - it’s because candidates value meaningful relationships & honesty. They’re not actively applying; they’re working, and they’re tired of receiving calls that don’t add value or from multiple recruiters trying to sell them the same role without first understanding what they are looking for. ✅ Building trust Recruitment is a long game, one built on relationships and integrity. I take time to understand my candidates’ motivations and guide my clients through the landscape - not just with data but with genuine expertise. Too often, recruitment gets a bad rap. 🚨 With 60% of Australian companies reporting dissatisfaction due to poor communication and a lack of alignment with their needs (employment hero). And let’s not forget job ads. Effective recruitment ads must balance employer branding with a compelling candidate-focused message. Many ads fail because they are overloaded with technical requirements or lack clarity about the role's purpose, deterring candidates That’s not how I work. I partner with my clients, sitting on the same side of the table, offering a consultative approach to help them navigate these challenges. And with my candidates, I provide transparency, ensuring they feel heard and supported at every step. If you’re ready for an honest, collaborative, and impactful approach to recruitment, let’s connect. Together, we can build teams that don’t just fit but thrive. ✨ Leading change for people, through people #Recruitment #Partnerships #Trust #Manufacturing #Careers

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The below AFR article highlights a significant trend: more workers are feeling stuck in their jobs due to fewer vacancies and rising living costs. As per the below, professionals are struggling with three major challenges; 1. Staying vs. leaving 2. Reluctant retention 3. Fear-driven performance Research is now showing that individuals in management positions who have had little to no training on leadership are struggling to navigate through this widespread anxiety amongst employees. Improving job satisfaction and boosting morale are vital measures that employers need to prioritise to alleviate the growing rates of workplace burnout. Assistant Sydney Grace Jorgensen Isabella (Issy) Armati Jessica Duncan Victoria Lister Alice Grieve Alana Chapman Caiti Elmore #assistantsydney #recruitment #officesupport #management #careers #motivation #personaldevelopment

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✅ Constant Updates: Stay informed every step of the way. I make it a priority to keep you in the loop throughout the entire process. ✅ Market Expertise: With a keen understanding of market conditions, I ensure your recruitment needs are met effectively. ✅ Candidate-Centric Approach: Your priorities and concerns matter. I take the time to understand them, ensuring a tailored recruitment experience. Ready to experience recruitment excellence? Let's connect! #Recruitment #ClientSatisfaction

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✅ Constant Updates: Stay informed every step of the way. I make it a priority to keep you in the loop throughout the entire process. ✅ Market Expertise: With a keen understanding of market conditions, I ensure your recruitment needs are met effectively. ✅ Candidate-Centric Approach: Your priorities and concerns matter. I take the time to understand them, ensuring a tailored recruitment experience. Ready to experience recruitment excellence? Let's connect! #Recruitment #ClientSatisfaction

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Yesterday I debated the meaning of recruitment-life with one of our directors, Ralph Saunders. We discussed the pros and cons of candidate ownership, client ownership, bonus thresholds, discretionary commissions, and all other ways of divvying up the money in this racket. We reached the incredibly unsatisfying conclusion that the perfect system doesn't exist. Perfect meaning "fair and rewarding under all circumstances" for this argument's sake. But if there is always a possible circumstance whereby someone is arguably treated unfairly or goes unrewarded, how do recruitment companies not tear themselves apart? (lol, you get it? it's funny because they tear themselves apart ALL. THE. TIME 🤣🤣) Yet stable and (relatively) civilized recruitment firms do exist. What gives? The secret is balanced management. Companies outperforming the market and with low people turnover always have management capable of bridging the gaps in the commission & ownership system. Adjudication is one of the hardest things to do as a recruitment manager. That's why companies are obsessed with creating ever expanding policies to hammer down every eventuality. "If the aliens have landed in the month of May, candidate ownership goes to the consultant wearing red panties at the time of the meeting. Unless it's a leap year." Everything to avoid a decision. The perfect ownership/bonus system doesn't exist. But a capable recruitment manager recognizes the imperfections of the company's system, and bridges the gaps to avoid having people fall through the cracks. It's simple but not easy. #recruitment #leadership #management #executivesearch #talent #hiring #NEO #NEOsearchpartners

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📢 📢 Current openings CreditorWatch 📢 📢 * Senior Data Engineer - Sydney * Account Receivable Officer - Sydney * Product Owner - Sydney * Chief Economist (Consultant) - Contract / Sydney * Account Manager - Melbourne * Engineering Team Lead - Sydney ❓ Why would you apply? 📈 30% year-on-year growth for the last 5 years 💰 Profitable 🙏 We can offer stability in a volatile market 🔧 You'll have an opportunity to contribute across your team and broader business 💪 You will be working towards your personal top 5 goals every third to keep you growing 🔥 Awesome benefits: 🏃🏽‍♀️ Keep Active – All employees get a Fitness First Platinum gym membership. ☕️ Daily Fuel – Barista-made coffee, breakfast, snacks, lunches and drinks on us – we got you! ❤️‍🩹 Wellness Days – Receive an additional day off each month. Whether you’re pursuing physical activities, cultivating your mental well-being or supporting your community… this is your time to switch off from work. 💆🏽‍♂️ Monthly Massages – We offer monthly in-house massages to soothe those sore spots and tight knots. Poor posture? Stressful week? We get it. 💰 Bonus Shares – We offer our dedicated employees’ performance-based bonuses. Our employees are also permitted to gain access to our bespoke Employee Share Scheme, giving you the rare opportunity to invest in a growing technology company. 🤩 Fun Activities – We love escaping the workplace to do fun stuff. Whether its pasta-making, sailing classes, touch footy, winery tours, go karting or relaxing on the company boat (yeah… we own a boat) – these monthly team building activities will keep you feeling valued and connected. 👩🏻‍⚖️ Legal Services – Our employees get access to free legal services – from conveyancing and property advice to legal assistance around wills, trusts, powers of attorney and more. We make life easier for you, saving you time, money and unnecessary headaches. 🔗 Link to our careers page in the comments section.

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Finding recruitment challenging? It’s not just you. Jobs and Skills Australia’s latest Recruitment Insights Report shows that 62% of Australian employers recruiting for higher skilled roles had difficulty in March. Why? Despite possible expectations, the last time the number of employers reducing headcount outpaced the number growing headcount was all the way back in September 2021. See their (slightly blurry) graph below. Expect this gap to widen in 2024. Proactive Global APAC #industrialautomation and #robotics #recruitment

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Leadership days are certainly beneficial to your network! DM to ask me how you can be involved in the next one! Technology People Group

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Now more than ever businesses across Aotearoa are navigating an extremely challenging market and effective leadership is critical. Talent’s latest guide is packed with strategies and considerations from leaders who’ve navigated tough markets before. Download your copy now: https://lnkd.in/gs4scwvW We hope this guide is valuable in helping you to navigate the current landscape and offers a variety of new perspectives as you lead your teams through the coming months. As always if you would like to discuss these insights or provide your own perspective I'd love to connect with you. #newzealand #businessleaders #keystrategies #NZeconomy #leadersguide

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Tomorrow we are meeting with the Government to ask for written guidelines on how the ECEC Worker Retention Payment scheme will work for Labour Hire employees. Thank you to those from the Early Childhood and OSHC sector who have provided Randstad Education Australia the below questions that need clear answers, now the scheme is live. We will update you all after the meeting. 1) Are Labour Hire candidates included in the funding? 2) Do approved CCS providers need to pass the funding to Labour Hire employees? 3) Can a Labour Hire Agency receive the funding directly? 4) How do I claim back the increased hourly wage for Labour Hire Teachers, Educators and Cooks? 5) In what circumstances would Labour Hire Teachers and Educators not be considered eligible? 6) How do I make sure that the Labour Hire Agency passes the full amount to their staff? 7) What information should a Labour Hire Agency provide a CCS approved provider to help with calculating wages? 8) What reporting requirements should a Labour Hire business provide an approved CCS provider in order to demonstrate to the Government that they are being compliant with the Grant guidelines if they use Labour Hire employees? 9) When a CCS provider is approved for the scheme will the back date payments cover Labour Hire Teachers, Educators and Cook? 10) Does the forecasting model cover Labour Hire Teachers, Educators & Cooks? 11) Do Labour Hire Agencies need to have a work place instrument? Does a CCS provider need to include Labour hire employees in their work place instrument? 12) Are CCS approved providers expected to absorb the administrative costs caused by the Grant funding arrangement for Labour Hire employees? 13) How does Labour Hire employee usage impact the 95% sign-on threshold for IFA for the provider i.e. does it move the 95% baseline which is determined using CCS but in reality relates to the type of employment relationship? (How do we count / reconcile this between CCS and Payroll numbers?) 14) How & when would the Government “audit” funding passed through to Labour Hire? 15) If one of my permanent employees calls in sick and I need to back fill the shift with a casual labour hire educator, teacher or cook will I receive funding to pay sick leave to my own employee and also funding to pay the labour hire casual? 16) How will the funding apply where the approved CCS provider is using IFAs and the labour hire company pays to Modern Award conditions? I.e. No workplace instrument in place. 17) Where can an approved CCS provider go to view the guidelines around Labour Hire employee funding?

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Is your industry on its knees? Have you decided it’s time to move into a different environment? Here are some tips for a smooth transition. https://lnkd.in/ghuJ-a9

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Two weeks ago I asked Hiring managers, HR & TA teams of Australia what their hiring activity/plans are as we see out 2024. Options were: 🚀 Doubling down on recruitment efforts in November and December in order to hit the ground running in 2025? ✋️ Holding off until the new year due to concerns about economic uncertainty? 🤔 In two minds ⛔️ In the midst of recruitment freeze, so who knows!? And it's great to see that the majority are still recruiting. This is further evidence that next year will be a year of confidence and growth across multiple sectors 🌱 📈 #recruitment #business #growth

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Did you know? 💡 A pay rise is the number one benefit employees are looking for at 71% accordingly to Hays Salary Guide, and the cost of living is the number one reason they may look elsewhere at 64%. Decision time 💸 Who deserves a pay raise? Need clear guidelines to determine which employees merit a raise? Don't stress! We have 8 top tips to help you determine the right decision, especially when budgets are tight. #haysgippsland #haysrecruitment #hays #gippsland #regionalvictoria #payraise #salaryguide #recruitment

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Navigating Counter Offers in the NSW IT Market: A Sign of Shifting Tides? I recently encountered an interesting scenario: I had two counter offers on two offers for candidates in NSW government technology contract roles. This experience got me thinking—are we witnessing a shift in the IT job market in NSW? Counter offers are a testament to a candidate's value and the increasing competition among employers to secure top talent. For candidates, this is a sign of their growing worth and the abundance of opportunities available. For employers, it underscores the need to offer not just competitive salaries, but also appealing work environments and growth opportunities. In this changing landscape, it’s crucial for both candidates and employers to stay adaptable. Candidates should weigh their options carefully, considering long-term growth over immediate gains. Employers, on the other hand, need to focus on retention strategies, ensuring they provide not just attractive offers but also fulfilling career paths. While counter offers can complicate the hiring process, they also signal a robust market where skilled professionals are in high demand. As the tides shift, there’s a light at the end of the tunnel—opportunities for candidates to advance their careers and for employers to attract and retain the best talent. Let's embrace these changes and navigate the evolving market with optimism and strategic foresight. #ITJobs #Recruitment #NSW #TechIndustry #CounterOffers #JobMarket #CareerGrowth

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In Australia—and even more so in Queensland—the tech industry is small and people talk. When hiring, it isn’t just about finding the right person, it’s also an opportunity to leave a good impression on candidates, whether they’re successful or not. Why? People talk. A smooth process enhances your brand, while a poor experience can spread quickly, especially in niche industries. Engagement. A positive experience keeps candidates excited about the role, making them more likely to accept offers. Retention: First impressions count. Candidates who feel valued are more likely to stay engaged and committed once hired. So as someone in a hiring position (hiring managers or recruiters), how do you provide a good candidate experience during the Interview process? • Clear Communication: Keep candidates informed at every stage.  • Timeframes: Respect candidates' time with quick feedback.  • Feedback: Provide constructive information, even if they don’t get the role - it leaves the door open for future opportunities & potentially helps them with other Interview processes that they are in. If you’re hiring and are struggling with creating a top hiring process, feel free to reach out. I’d be happy to share insights or help refine your approach. Sam Alex Philippa Jimmy Amy

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Would you start looking for a new role if your employer changed the WFH Policy? 🤔 The return to the office continues to be a theme that is impacting the recruitment landscape for Technology, Projects and Transformation. One of the key findings from our Candidate Insights Report was that 49% of professionals surveyed would actively start exploring opportunities if their current WFH model changed. Our 2024 Candidate Insights Report for Technology, Projects and Transformation provides hiring managers and talent teams with highly valuable and data-backed information that can help attract, engage and retain the best talent. To receive the full report, please reach out to me directly. #WFH #candidateinsights #Technologyrecruitment

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