James Moore

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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What stage of the interview process do you think is the right time to address any areas of concern or unanswered questions from the candidate? A few recommendations below from my side on how to secure the preferred candidate in this market... ⭐ Ensure all stakeholders involved in the interview process are aligned with what they are looking for in a candidate, JD, key requirements, and key selling points to discuss throughout the process. ⭐ Interview process has been defined (including stages, who will be involved, presentation brief) before kicking off the hiring process! ⭐ For permanent roles, clients who are securing the best talent are running a 3-stage interview process across 2-3 weeks max to ensure no preferred candidates are lost to other companies. ⭐ Check in with your preferred candidate during each interview, and in-between stages to see if they have any concerns that need to be addressed or anything they need clarity on before moving to the next stage. You can then share this intel with the stakeholders conducting the next interview. ⭐ Salary package + commissions/bonuses and any benefits should be discussed/made clear to the candidate from the first phone call. ⭐ Make sure you have two preferred candidates going to the final stage to ensure you don't get all the way to the end and then have to start the process all over again if you only have one candidate and they decline. #media #SaaS #adtech #marketing #sales Talent Thomas Mackenzie Saqib Zia James Ardma Lucy Nguyen

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Exciting news 🎉Our latest Salary Guides are now available! Discover a wealth of incredible insights, including: 🔴 Detailed salary breakdowns by roles in Australia and New Zealand 🟠 Comprehensive regional employment analysis. 🟡 A look into current recruitment trends, such as: number of days from job listing to placement and candidate sourcing. 🟢 Exclusive research into work sentiments, including: how often workers expect a pay rise. & much more! Contact us for more details 😊 #salaryguide #recruitmenttrends #salaryinsights

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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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How long does it take for candidates to lose interest after applying? More than half (57%) of Australian workers would lose interest in a role if they do not hear back within 10 business days after applying for a job. 🤷‍♂️🤷‍♀️💤 ⏳ 44%: 5-10 days ⏳ 26%: 10 days to 1 month ⏳ 13%: Less than 5 days 💼 9%: Never lose interest ⏳ 8%: Over 1 month Learn why hiring quickly can give you a competitive edge in today's hiring market 🔗 https://lnkd.in/gsTbVjcS #pressrelease #research #hiring #newjob https://bit.ly/4ei2d3X

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The top agencies on Recruiter Insider in Aus/NZ last FY for candidate experience massively outperformed everyone else in filling roles. Obsessing about the candidate experience you provide has many benefits but perhaps the biggest one of all is increased fill rates. If you want to measure and improve the candidate experience and increase your fill rates you need a demo - https://lnkd.in/gVw35i4t The data doesn't lie. If you want to make more placements you MUST measure the candidate experience throughout the entire hiring process.

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Recruitment is hard! And yes, nothing good comes easy but seeing feedback collated like this was a great reminder of why choosing hard over easy is always more satisfying! Thanks all and thanks Recruiter Insider for creating this. Link in comments

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The survey only takes a few minutes, and as a thank you, you’ll be entered into a draw to win a $200 Prezzee Voucher! We want to hear from YOU! Whether you’re currently job hunting, hiring talent, or simply interested in the latest market trends, your insights will play a key role in shaping our 2025 Market Insights Report. Click the link below to participate and share your thoughts. Your feedback is crucial and anonymous. After completing the survey, feel free to connect with us – we’d be happy to share the final report with you! #survey #markettrends #jobmarket #hiring #careerinsights #prizedraw

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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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We are seeing a lot more candidates on the market in Sydney with less jobs available = MORE COMPETITION! Here are some 🌟 Top Interview Tips🌟 to help you stand out from the crowd: Do Your Homework 📚 : Research the company and role. Know their product(s) and mission. Dress to Impress 👔 : First impressions count! Dress appropriately for the company culture. Suited and booted for a tech start-up usually doesn't fly. Be on Time ⏰: Arrive 5mins early. It shows respect and punctuality. Show Enthusiasm 😊: Be positive and passionate about the opportunity. This goes a LONG WAY! I have had perfect candidates on paper rejected for lack of energy. Ask Smart Questions❓: Demonstrate your interest and ask great questions. Follow Up ✉️: Send a thank-you email reiterating your interest. The best candidates always do this. Good luck! You've got this! 💪 #CareerTips #InterviewSuccess #Recruitment

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  Some exciting shifts are happening in the MICE space right now!!!   The demand for MICE expertise in Australia is on the rise, as a recruiter heavily working in this space, I'm seeing some exciting shifts in the candidate market.   Some recent hiring insights for my network: 🚀𝙃𝙞𝙜𝙝𝙡𝙮 𝙑𝙖𝙡𝙪𝙚𝙙 𝙎𝙠𝙞𝙡𝙡 𝙎𝙚𝙩𝙨: Employers are looking for candidates with sales, client service skills, strong networking abilities and, event-planning expertise. 🚀𝘾𝙤𝙢𝙥𝙚𝙩𝙞𝙩𝙞𝙫𝙚 𝙈𝙖𝙧𝙠𝙚𝙩: Many companies are actively searching for top talent with experience in luxury events, corporate meetings, and international conferences. 🚀𝙊𝙥𝙥𝙤𝙧𝙩𝙪𝙣𝙞𝙩𝙞𝙚𝙨 𝙛𝙤𝙧 𝙂𝙧𝙤𝙬𝙩𝙝: As MICE opportunities are on the rise, there's a lot of demand for candidates ready to take a step into leadership roles and drive business development.   I'm currently partnered exclusively with several stand-out candidates that are in 1st - 2nd stage interviews with my clients, if you're a business that's on the hunt for this type of hire, now's the time to reach out!!! [email protected]

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Help us solve the skills puzzle! 🧩 With the shift to skills-based hiring, it is NO longer just about experience. It’s about the skills that truly make you stand out. Without adapting and expanding your skill set, you risk being left behind. Knowing what skills are in demand now, and will be in future, you can best prepare yourself for the career that you want and stay ahead of the competition? Take the survey and have your say today 🎤

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🌈 Happy Monday LinkedIn 🌈 It’s not enough to just be good at your job anymore - personal branding is fundamental ✔ Last week, I had the pleasure of attending a fantastic Personal Branding Networking Event hosted at our Charterhouse Partnership office by RCSA Australia and New Zealand. The event was aimed at recruiters who have recently joined the industry but I still learnt a lot and came out feeling very inspired. The event hosted by Laura Paixao opened my eyes to the importance of being intentional about how we present ourselves, both online and offline 🌐💼. We were able to hear from Monica Walmsley and Abbey Naylor who are trailblazers in the field. A few key takeaways: 🔑 Authenticity is key 🎯 Be consistent in your messaging 💬 Storytelling works 👥 Networking is important ✔ Just post your content I’m excited to put these insights into action so watch this space 🔍 #PersonalBranding #CareerGrowth #Authenticity #Networking #Recruitment #Content #Inspired

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I spent 72hrs compiling a list of the 275 companies in Australia ready for Mergers & Acquisitions. Why? I want to network with M&A professionals and keep on top of the latest deals. And I want to help candidates in my course network for their next role. So I created the most comprehensive CRM for Australian M&A. It includes every. single. M&A team. Now, I'm giving it to you for free. This file will help you: → Network → Win new clients → Improve M&A deal flow → Track M&A market activity → Break into Mergers & Acquisitions It breaks down the landscape by: → Industry → Team size → Location And it includes a list of employees in each of the teams, along with a link to their profile. **UPDATE** I am no longer monitoring this post. If you would like access to my CRM you can find it through the link in the footer of my website.

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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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📈 2025 Hays Salary and Recruiting Trends Guide 📈 We gathered insights from nearly 11,000 respondents across various industries to create our market-leading report. Get ready for invaluable and comprehensive insights into the evolving world of work. 📅 Date: Monday, 25th November 🕛 Time: 12:00 PM 💻 Platform: Zoom 🔹 How have long-term employment outlooks changed? 🔹 What are the top hiring challenges expected for the year ahead? 🔹 How are employers overcoming skills shortages? 🔹 How is AI set to impact the workplace? 🔹 How have salaries changed over the last year and what’s the importance of pay transparency? 🔹 What motivates employees to move roles and how can employers make their organisation more attractive to job seekers? To find out more, please get in touch! If you'd like to register then please follow the link in the comments. ☎ 0333 010 3933 📩 [email protected]

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3 things nearly ALL sales candidates want when searching for a new role 👇 𝟭. 𝗦𝘁𝗿𝗼𝗻𝗴 𝗘𝗮𝗿𝗻𝗶𝗻𝗴 𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹🤑 Sales people aren't in it for a laugh. They want to earn money. Make sure your commission structure is strong. 𝟮. 𝗖𝗼𝗻𝘀𝘁𝗮𝗻𝘁 𝗣𝗿𝗼𝗴𝗿𝗲𝘀𝘀𝗶𝗼𝗻📈 The best sales people want to know that there is a clear career path for them, and that they'll be supported from a training and development point of view. 𝟯. 𝗜𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝗶𝗻𝗴 𝗣𝗿𝗼𝗱𝘂𝗰𝘁 𝗼𝗿 𝗧𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆 💻 Sales people need to be passionate about a product or see huge value in it. Without this, it's very easy to become demotivated or uninterested. There are many more than this, but these are the 3 that come up in conversations the most. What else would you add? #recruitment #recruiter #recruiters #recruiting #hiring #sales #saassales #saas #salespeople #sell #selling

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What's most important to you when choosing to partner with a recruitment agency? At Lotus People, we pride ourselves on our candidate and client experience. We use tools like Recruiter Insider to continuously gather feedback for the service we provide. 📊 Recently, Recruiter Insider provided insights into average fill rate ratios for the first quarter. Their data showed the average fill rate was only 34%. At Lotus People, our fill rate stands at 82% for the last quarter, meaning we fill 4 out of every 5 roles - significantly surpassing the average. Fill rate isn't just a metric; it reflects our dedication to matching the right candidates with the right roles. At Lotus, we're committed to partnering with our clients every step of the way, ensuring tailored solutions and long-lasting relationships.

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Working in an agency environment has never been my first choice. I never saw myself as an articulate sales individual. However, my experience at Robert Walters has taught me that success in recruitment goes far beyond a polished sales pitch. I have come to learn that the key to a successful deal in recruitment lies in active listening, understanding people's pain points, setting clear expectations, and providing customised solutions. It is about delivering on expectations and building meaningful relationships. Throughout my three years here, I have been privileged to interact with individuals from various backgrounds, industries, and personalities. Every single phone call, meeting, interview, coffee catch-up, lunch, or even a random chat reminds me that these aren't just KPIs and targets but genuine relationships I am building. This dynamic environment keeps my job fun yet challenging simultaneously. I have to challenge myself to take on personalised approaches to communicate and offer my expertise in addressing their pains, expectations, and needs. Joining Robert Walters, an environment that prioritises fostering human connections and relationship, motivates me to approach my day-to-day tasks with greater intention and a sense of responsibility. I am grateful for the opportunity to continue growing, building trust, and making a meaningful difference in the lives of others. Hua Choon Gan Florie Mae Salazar Sarah Nunis Desmond Lew Eugene Lim #RobertWaltersMalaysia #Career #Opportunity #Growth #Relationship

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