Audrey Jonga

📊 HR Opportunities in Sydney: When’s the Best Time to Job Hunt? Thinking of moving to Sydney on a Working Holiday Visa (WHV) and keen to land an opportunities in the HR space? This year I tracked HR job advertisements on seek within a 50km radius of Sydney from March through November. While it’s only one year of data, some clear trends emerged that might help you plan your job search. 📈 Key Insight: The number of HR roles advertised peaked between May and August, indicating a possible seasonal hiring trend in Sydney’s HR market. If you’re planning to relocate, targeting your job search around this period could improve your chances of landing a role. What This Means for WHV Job Seekers: ⏰ Timing Matters: Arriving in Sydney before May could give you a head start as the job market ramps up. 💻 Be Prepared: Make sure your CV and LinkedIn profile are updated and tailored for the Australian market. 🌏 Stay Open: While May to August showed the highest activity, opportunities pop up year-round—especially for those ready to hit the ground running. Have you noticed similar patterns in your job search or hiring experience in Sydney’s HR market? I’d love to hear your thoughts! Stay tuned for next years update! #HRJobs #SydneyJobMarket #WorkingHolidayVisa #HRopportunities #HRRecruitment #CareerInsights Please note all data points were taken from seek.

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Avo toast and TikTok dances are taking the workforce by storm - Gen Z here they come! Almost 23% people in the workforce will be Gen Z by the start of 2025, and currently Millennials and Gen X make up the majority of the workforce who need to attract and retain these new-way-of-thinking generation! So what does that mean for business? Gen Z is the “leadership ambitious” and “easier way of doing things” generation. Are they really though? Or are they the “work smarter, not harder” generation? According to research the number 1 reason they leave employers — 1️⃣Lack of career growth prospects. Followed closely by 2️⃣Compensation expectations, and 3️⃣ Work-life balance. ➡️How do you as a manager mitigate this risk of losing top skilled people in this age? 🔥Be upfront and clear on growth prospect and keep true to your word. Sounds easy right, but economic changes and outside influences have the last say sometimes, so the next best thing- 🔥Transparency and Communication. Be clear, concise and real with people, they will appreciate this more than veiled maybes or perhapses… 🔥Many are also driven to join companies that thrive on social, environmental, and economic betterment! We are in a world that needs to care more, give more, and accept change… If you don't want to have your people ex-Z-it, take note, adapt, and change. Start with the man and woman in the mirror on the change front. We are happy to help you navigate difficult situations, new employee needs and more market insights, so reach out to do to the Ambition Sydney Finance Team - Yolande Maritz Himali Gurung #changestartsnow #genz #financerecruitment #transformationtuesday

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Recruitment and ChatGPT... Is it saving time or not?    Cover Letters and AI, we had a conversation with a client recently who is inundated with applications and great cover letters. He spent 6 hours in one day going through them!   The cover letters were getting him excited about the quality of applications... Until he viewed their CV's.    He couldn't work out why their cover letters were so great but their CV's and experience weren't hitting the mark..    ChatGPT, that's why. Here's an example of a advert we have going into ChatGPT, and here's your perfect cover letter...    Very easy, takes two seconds. Don't get me wrong, ChatGPT is a great tool when used properly!    But here he was 6 hours later and still not through all the applications... What's that opportunity cost with that time spent??   That's where we can help you, if you want to talk recruitment give us a call!

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What are Australian recruitment agencies offering in terms of parental leave? We put together a parental leave policy guide with data gathered last year from agencies across australia. Also interesting that our latest salary/billing/commission survey found that 20% of Team Leaders in recruitment were looking for a better parental leave policy when considering a new role. A great opportunity for agencies to really stand out and attract some amazing senior Consultants & Team Leads.... For your copy of our parental leave guide, pop a yes in comments and I'll flick you a copy! Hume Scope - 'Developing Exceptional Recruiters' #recruitmentagency #recruitmentconsultant #recruitment

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The latest SEEK Employment Dashboard for April 2024 reveals statistics that shed light on Australia's dynamic job market. According to the report: Job Opportunities: April witnessed an 18.6% decline in job ads nationwide compared to last indicating a tight market. However, this decline has started to ease as we transition into May with organisations adapting to market shifts and competition. This is encouraging news for my HR network! Stay optimistic as we are witnessing positive changes, especially for those in the Senior HR roles! 🌟 These insights are great for refining talent acquisition strategies and staying ahead in a competitive job market. #HRinsights #talentacquisition #jobmarkettrends #HRleaders #SEEKAustralia #millerleith

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"What's their stance on Work-Life Balance" is a question I'm always getting asked from candidates looking at making a move. It's pleasing to see that the Industry is keeping up with changing times. The Construction Industry reported that hybrid working as having the most positive effect on productivity at 50%, according to our 2024 PACE Report. Check out the article below to read more about Work-Life Balance in 2024

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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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We conducted a salary survey at the start of this year to reflect the current market trends across the recruitment industry in Australia! One of the things that came up (that won’t be a surprise to most) is the most common thresholds in the industry! Thresholds are desk costs that agencies require consultants to generate through placements to then start earning commission. That could be anything from, no desk cost and a low % of comms, to a higher threshold and higher rewards! The chart below reflects the different thresholds common across Melbourne, Sydney, Brisbane, Perth and Adelaide. Appreciate this is a cross section of the recruiters who took part in our survey and many were clearly recruiters who worked on fixed fee placements as well! But as you can see the most common threshold is still the 3x threshold - however as you can see agencies are starting to be a little creative and lower that threshold in order to attract the recruiters! Melbournians hope you’re all out getting that much needed VitD today! ❤️

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🚀 Looking for top talent to fill your client open roles? 🚀 Hiring can be a challenge, but I’m here to make it easy! With my CV sourcing and candidate shortlisting service, you’ll get access to high-quality, pre-screened candidates that match your exact needs. 🎯 What I offer: Proactive candidate sourcing from top job boards and professional networks. 💼 Whether you’re looking for talent in IT, finance, engineering, or healthcare, I’ve got you covered. From entry-level to executive roles, I tailor my approach to meet your unique recruitment needs. ⏳ Stop spending endless hours searching—let me help you find the perfect candidate quickly and efficiently! 📩 DM me today or schedule a consultation to discuss how I can support your recruitment efforts! #Hiring #Recruitment #TalentSourcing #CandidateShortlisting #HR #JobOpening #TalentAcquisitio

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Interesting stat: 38% of Aussie workers are planning to switch jobs in the next 12 months. As someone who speaks to job seekers every day, this got me thinking about what this means for our industry. Normally the issues are easily fixed... but are managers addressing potential turnover? Some food for thought: • People prioritise culture, wellbeing support, and flexibility post-COVID • Gen Z is all about that work-life balance • Gen X values great co-workers • Colleagues are more open about pay and have more resources to see the market rates What matters most to you in your role? What changes would you like to see across the board?

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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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Two ways your choice of recruiter impacts your prospects of securing an interview. "I see that Marsden are representing you - that's one less thing we have to worry about. We've worked with those guys for years and really trust them" A quote from a Senior Partner at one of Jonathan Walmsley's clients to a Counsel I'm working with last week. Does it matter who you instruct as a recruiter? In short - yes. It does not matter if you are a Partner or an Associate, it really matters. Particularly so if your case is not straight forward (e.g. you are a Partner with a smaller portable book of business than is normally required by a firm, or you are an associate with several moves on your resume). 1) If the recruiter has a strong track record with a particular firm, going via that recruiter can increase your chances of securing an interview. We had this exact situation earlier in the year. A Tax Equity lawyer we placed with a firm had been rejected by the firm when they were previously submitted by another recruiter 6 months before. The staffing partner literally said when it came to delivering the offer "the main reason we interviewed X was because you were representing them and you pushed us to speak with them". No recruiter has that level of impact with every firm they work with (I wish we did!). However, a respected recruiter should have the ability to influence key decision makers with close clients and encourage them to take a chance to interview you. 2) Conversely, if a recruiter is a "volume recruiter" who sends lots of unsuitable resumes to a client, your likelihood of securing an interview diminishes. If the firm is on the fence as to whether or not they interview you, you will likely be tarred with the same brush as the unsuitable resumes that recruiter has sent the firm. Follow me for more #biglaw market commentary, intel and roles

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Exciting Times Ahead: What the New Government Budget Means for Recruitment With the announcement of the new budget tomorrow, we’re looking at a pivotal moment for the job market here in New Zealand. As a recruiter and manager of recruiters, I’m keen to see how the following areas will shape up: Boosting Economic Growth: Policies aimed at economic growth and business confidence are vital for us now. In short, a thriving economy means more opportunities for everyone. Employment Initiatives: Programs to reduce unemployment and promote upskilling will be game-changers. Investing in our workforce is crucial for meeting the demands of tomorrow. Support for SMEs: Small and medium-sized enterprises are the backbone of our economy. Financial support and incentives for SMEs can spur job creation and innovation. Skilled Migration: Welcoming skilled talent from abroad can help fill critical gaps in our labour market, driving growth and competitiveness. Labour Law Reforms: Balanced reforms that protect workers and encourage hiring are essential. It’s about finding the sweet spot for a dynamic and fair labour market. Technology and Infrastructure: Investments in digital infrastructure and major projects create demand for skilled workers, presenting exciting recruitment opportunities. Welfare and Wellbeing: Supportive programs for income and wellbeing can help maintain a motivated and productive workforce, essential for sustained economic health. This budget is a polarising one for many BUT it also has the potential to set the stage for a robust and resilient job market. I’m hopeful we will be moving forward to a future where both businesses and job seekers thrive! #NZBudget2024 #Recruitment #EconomicGrowth #JobMarket

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𝐓𝐡𝐞𝐫𝐞 𝐢𝐬 𝐚 𝐥𝐨𝐭 𝐨𝐟 𝐫𝐞𝐬𝐭𝐥𝐞𝐬𝐬𝐧𝐞𝐬𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐞𝐧𝐭𝐢𝐫𝐞 𝐜𝐨𝐮𝐧𝐭𝐫𝐲 (𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐢𝐧 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞). 𝐁𝐮𝐭 𝐢𝐭 𝐡𝐚𝐬 𝐜𝐞𝐫𝐭𝐚𝐢𝐧𝐥𝐲 𝐬𝐩𝐫𝐞𝐚𝐝. (Notice the impatient drivers on the road too)? The “career progression discussion” needs to be had with an employer prior to searching for a new role. It’s so often just a complete lack of communication within a business. Do employers know who in their team are wanting to develop? “Career progression” doesn’t necessarily mean a promotion or senior role. Training, upskilling, participating in other areas of the business - perhaps events, marketing, a team project. It’s staggering how businesses don’t invest in sales training for their teams. It should be implemented every 6 months. A refresher, boost that realigns the companies message to the market. (All the while driving team collaboration and staff engagement)! #careerprogression #salestraining #recruit #recruitment #askjess #sourceandselect Source + Select Recruitment NZ Ltd https://lnkd.in/gRgyidmS

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Remote work is good for people, planet and profit 🙎 🪐 💰 and here are some excellent remote jobs currently available. 🇮🇪 Remote in IE 🇮🇪 1) Senior Android Engineer at Yelp —> https://lnkd.in/eR5RXxMN - Great employee benefits including things like a €150 monthly reimbursement to help cover #remoteworking expenses and €95 caregiver reimbursement to support dependent care for families. 2) Senior Customer Experience Engineer at Microsoft —> https://lnkd.in/eN-dKTUb - Microsoft are one of the largest global employers supporting #flexiblework and stand by their tagline "There is truly no “one size fits all.” and they have great transparency on roles. 🌐 Remote Global 🌐  3) HRC/EDD Manager at Binance —>  https://bit.ly/grbinance - Global team with 5,000+ employees, 100+ locations and 110+ nationalities with 300+ roles currently open - Flex Index Q4 2024 (https://lnkd.in/eNzYRcjK) says "68% of companies offer workplace flexibility" - Closer to home, Hays Ireland 🇮🇪 "Salary & Recruiting Trends Guide 2025" (https://lnkd.in/eBuzUtFs) has that number at 60% in Ireland. - Flexibility is here to stay. Rob Sadow Brian Elliott Nick Bloom Debbie Lovich Grow Remote

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Did you know 4 out of every 5 employees are currently looking for, or planning a new job within the next 12 months? The big question is WHY? And HOW can you prevent your top talent from leaving? There are many contributing factors, but it all starts with getting to know your employees better. Click the link below to gain these key insights: https://lnkd.in/gNuHqTvW #hays #haysrecruitment #staffretention #retentionstrategies

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In contract recruitment, you’ll always hear us looking for candidates who can “hit the ground running”. Why? Because in the contract world, training someone up costs time and money. My clients are looking for *immediate impact*. They bring in contract workers to solve specific challenges or bridge gaps quickly. Being prepared to make an impact on day one shows you’re a true professional. Managers are looking for contractors who not only have the skills but can also get up to speed fast—proving their worth from the get-go. If you deliver on this, this will 100% lead to repeat opportunities, referrals, and future contracts. Clients remember those who delivered quickly and effectively (one of my design guys has just finished his third stint with a key client in the oil and gas industry!). If you’re the type of design engineer who’d hit the ground running in a role on Solidworks in the cleanrooms sector, talk to me... ☎ 07534192971  📧 chloe@whitelabelrecruitment.co.uk #engineering #designengineering #designengineer #ukmfg #manufacturing #contractrecruitment #contractengineer

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⭐️ The current #1 personal billing spot for 2024 sits at $270K+ booked since January ($1.6m+ annualised) ⭐️ 7x start-up recruiters currently average $500K+ in the last 12months, with 2X clearing $1m+ ⭐️ There are 5X recruiters in the RecruitHub network who've started 2024 on pace for $800K+ personal billings, with 13X on pace for $500K+ ⭐️ There are 8X start-ups tracking to $1m+ so far this year ⭐️ The largest fee across the network in the last 12m sits at $279K, with $225K in second place ⭐️ The top-spending end client account in the last 12m sits at $279K, with $225K in second place ⭐️ The top-spending end client account in the last 12m is currently at $980K There you have it. Some of the top-performing numbers from our community (so far). Happy Billing 🎉 #Recruitment #RecruitHub #StartUpOwner #Founders #Billings #TopBillers

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Speaking to more internal recruiters looking to get back into agency - and I get why! Times and expectations have changed and I understand the skepticism to hire these folks who have not done BD for a while... To those looking to get back into agency, how you present yourself is key: ✅ outline your TA experience with as many metrics as possible ✅ lean into any community / event building experience ✅ highlight the "sales" components and methodologies used in your inhouse roles (there are lots) ✅ get a video / written testimonial from your last agency role from someone still agency side vouching for you ✅ share you pipeline management strategy ✅conduct market research and share you findings ✅ pull a qualified job and bring it along to your interview (I am half joking but that would really make you stand out!) I think in the next year we will see more "boomerang" hires coming back to agency. A lot were trained in the "old school 360 way" 10+ years ago, still know how to do it, and are highly motivated. They have just chosen a different path for a while and ready to return to the sales floor. Agencies - would you consider this sort of approach?

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