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Building a flexible contractor workforce: strategies that work

Wed, 01 Apr 2026 23:00:01 GMT

For decades, flexibility in the workplace was seen as a perk. In 2026, it’s a business necessity.

Data suggests a broadly hybrid workforce across the country as it pertains to working from home, and as Paxus reported in our 2026 Salary Guide, 48% of all our placements involved some form of working from home.

But for employers, a hybrid approach isn’t isolated to working from home or flexible hours. On top of providing a flexible work environment, Australian organisations face a dual challenge: the need to deliver technology projects at unprecedented speed, and the reality of an ongoing skills shortage. To succeed, companies are rethinking how they access, manage, and retain talent.

Having a blended workforce of both permanent employees and specialised contractors is becoming more common. This leverages the stability of full-time staff for core, and the specialised flexibility of contractors for projects.

The ideal mix aims to maintain high-performing teams, optimise costs, and retain technical knowledge within the company, often aiming for a "core vs. peripheral" skill.

Our data shows that the combination of rapid AI adoption, cloud migration, and data-driven decision-making is increasing the need for professionals with deep technical expertise.

Candidates in these segments are in a strong negotiating position, with employers competing to attract and retain the right specialists on a contract basis. The high rates observed across these roles underline the value of niche experience and the ongoing premium placed on critical digital capabilities in the current market.

Contractors now make up more than 35% of the national tech workforce. For employers, they offer agility; for professionals, they provide autonomy and diversity of experience. Yet many organisations still struggle to operationalise this flexibility with the need to balance compliance, engagement, and continuity in an increasingly dynamic labour market. Here are some strategies to help:

Define what flexible really means

Flexibility isn’t just about remote work. It’s about designing workforce structures that respond quickly to project demand. That might mean:

Short-term contracts for high-intensity periods.
Ongoing resource pools to maintain institutional knowledge.
Blended models combining full-time and contingent teams.

Employers who succeed start by asking: “ Where does permanent capacity end and where should flexibility begin? ”

Contractors thrive in environments where roles and outcomes are clearly defined. Ambiguity kills engagement. By setting clear KPIs, deliverables, and renewal processes, organisations create stability within flexibility.

Compliance and risk management

Regulatory scrutiny around labour classification is increasing. The distinction between “employee” and “independent contractor” carries real financial implications. Misclassification can lead to tax penalties or legal exposure.

Recruitment partners such as Paxus play a critical role in mitigating these risks. With robust payroll, insurance, and governance systems, Paxus ensures that every contractor engagement meets Fair Work and ATO requirements.

For employers, compliance management should never be an afterthought; it’s the foundation for sustainable scalability.

Engagement and belonging

Flexibility doesn’t mean detachment. Building community around contractors should include activities such as inviting them to team stand-ups, providing feedback and recognising achievements transforms transactional relationships into long-term partnerships.

For contractors, belonging enhances pride and performance. For clients, it protects project continuity.

A flexible workforce is most effective when it feels connected, not disposable.

Performance and renewal strategy

The most successful contractor programs are cyclical, not reactive. Renewal conversations should begin 60 days before contract end dates, with open dialogue about performance, project roadmap, and professional goals.

Analytics help here: tracking contractor utilisation, productivity, and satisfaction scores identifies top performers early. Paxus clients use quarterly reporting to plan renewals strategically, minimising downtime and turnover.

The human side of flexibility

Behind every contract is a person balancing career growth, financial stability, and personal life. The human side of flexibility means understanding that motivation and designing roles that support it.

Some contractors value predictability; others crave a challenge. Recruiters who listen and align motivations with opportunities ensure that both clients and professionals benefit long-term.

Building a flexible contractor workforce isn’t about short-term savings. It is about long-term capability. When done right, flexibility drives innovation, productivity, and resilience.

Clients: Define clear engagement frameworks and partner with experts who can ensure compliance.
Contractors: Communicate expectations early and often to foster transparency and trust.
Recruiters: Focus on relationships, not transactions, to sustain successful networks of skilled professionals.

Find more information about Paxus’ Contract Recruitment service , or talk to us today about building a scalable, compliant contractor workforce that adapts to your business needs in 2026 and beyond.

Tech Roles: Don’t Just Apply, Compete.

Mon, 02 Mar 2026 01:58:51 GMT

The Australian tech and digital job market is ever changing. Candidates need more than just a standard resume to get noticed. With selective employers and shifting demand for skills like cloud, cybersecurity, data analytics, and AI, understanding current market dynamics is essential to securing great roles. Whether you’re after permanent work or contractor opportunities. Here’s how to stand out from the competition , demonstrate your value, and take control of your career in 2026.

Understand the Current Market Reality

The broader job market has shown volatility with job ad volumes falling in late 2025 and competition increasing for advertised roles. But tech and digital professions still offer solid opportunities for skilled candidates who can demonstrate outcomes. While job advertisement volumes have declined, advertised salaries have risen, indicating that many employers are competing for higher‑quality candidates in a tighter labour market.

At the same time, roles involving advanced technical skills remain rare and valuable. While some AI‑focused job postings in Australia have decreased as a proportion of total ads, the demand for specialised skills across cloud, cybersecurity, and data persists, reflecting a nuanced market where quality matters more than quantity.

To succeed, you need to position yourself clearly from the outset, aligning your skills with what employers are actively seeking across the current market.

A great way to do this according to Adi Dhadwhal, Account Manager at Paxus is to speak to people:

“ Get in front of humans, pick up the phone, build a small circle of recruiters and hiring leaders. Reach out to people already doing your dream job. Ask smart questions, be specific, get a couple of mentors in your corner who can advise you. You cannot control who says yes, but you can control the effort that creates more chances. ”

Highlight In‑Demand Skills and Emerging Roles

The Australian Computer Society’s Digital Pulse report emphasises that the technology workforce must grow significantly to meet industry needs, with many roles forecast to remain in short supply in the coming years. Key areas of sustained demand include:

Cloud and Infrastructure: AWS, Azure, DevOps, cloud security
Cybersecurity: Defensive and risk management roles
Data & Analytics: Data engineers, BI specialists, machine learning support roles
AI‑related work: Functional application of AI within digital and business contexts

These are the roles where candidates with verified experience and proven outcomes will continue to stand out to employers.

Optimise Your Resume for the Job You Want

Your resume matters, but only if it speaks directly to what employers are looking for in the current climate.

Here’s how to make it work for you:

Reel them in: further advice from Adi is to remember “ the top half of page one is where you win or lose. Make the fit obvious straight away, the role you want, the skills you have and what you’re good at ”
Use a Skills‑First Approach: Start with a tech skills summary that lists your technical competencies alongside relevant certifications.
Showcase Measurable Impact: Replace generic duties with achievements (e.g., reduced cloud costs by 20% or improved system uptime by 30% ).
Tailor to the Job: Customise each application to match essential criteria in the job description. Generic resumes are less likely to be shortlisted.

This approach helps recruiters and hiring managers quickly see your fit for the role which is especially important in the current competitive application environment.

Build a LinkedIn Presence That Gets Noticed

Recruiters increasingly source talent online rather than relying on job ads alone. To improve your visibility:

Complete your profile with a clear headline, professional photo, and skills endorsements.
Write a compelling summary that explains who you are, what you do, and the kinds of roles you’re targeting.
Engage with content relevant to your field
Seek LinkedIn recommendations from the right people. Savita Shankarnarayan, Senior Account Manager at Paxus, advises to “ ask former managers or senior stakeholders to provide recommendations that highlight your strengths and impact. Many employers review these testimonials as part of their assessment process, and if they recognise or are connected to the referee, it can significantly strengthen your credibility. ”

LinkedIn isn’t just a digital CV, it’s your professional brand.

Prepare for Interviews with Confidence

Once you land an interview, your preparation sets you apart:

Research the organisation and role , including technologies used and recent projects.
Use the STAR method (Situation, Task, Action, Result) to articulate your impact clearly.
Demonstrate curiosity and adaptability , especially in interviews with tech and digital teams.
Savita also highlights here the importance of demonstrating ownership : “ Employers are looking for candidates who show end-to-end responsibility, right from problem identification through to delivery and results. Prepare yourself to highlight examples where you were hands-on, took initiative, and drove outcomes independently rather than simply contributing to tasks. ”

The better prepared you are, the stronger impression you’ll make. Your Recruitment Consultant can help guide you on this prep as well.

Upskill Strategically, Not Just Broadly

With rapid shifts in technology and employer expectations, strategic upskilling can boost your employability:

Consider certifications in cloud platforms , cybersecurity foundations , or data analytics tools .
Look for short courses that bridge domain skills with emerging tech literacy - these help demonstrate initiative and capability to employers.

According to ACS research , addressing digital skills gaps could deliver significant economic benefits and improve your job prospects across sectors, especially in cybersecurity and AI.

Leverage Data to Negotiate with Confidence

Understanding market pay trends and job demand gives you an edge when negotiating contractor rates or salary. While advertised salaries in the broader job market have risen modestly, tech and digital compensation continue to reflect the value of specialist skills. Realising where your worth sits within the market helps you negotiate offers that reflect your expertise.

Stay Flexible and Open to Opportunities

Today’s tech job market rewards flexibility:

Be open to hybrid and flexible work arrangements, as these are now expected by many candidates.
Don’t wait around – as Adi explains: “ Don’t wait until you feel 100% aligned to a role. If you’re 70%+ aligned, interested and willing to learn, apply. Skills can be taught, attitude cannot. ”
Consider contract opportunities that offer varied experience. That experience and new skills gained could lead you to onto long-term projects, new contracts or permanent roles.

Flexibility signals adaptability — a trait that many employers prioritise, especially in dynamic digital teams.

Standing out in Australia’s tech and digital job market in 2026 is about more than experience, it’s about clarity, positioning, and strategic action. By aligning your skills with market demand, showcasing measurable impact, and staying informed about trends, you can navigate the competitive landscape with confidence.

Get in touch with our team today to find out how we can help.

What you need to know about hiring cycles and why flexibility still wins

Sun, 15 Feb 2026 21:00:00 GMT

If you were looking for work in the IT or tech sector in December, you probably already know that it was a quiet time.

The good news is that January and February are the best months for job activity, both for job seekers looking for roles and employers ready to hire.

Like most industries, recruitment in tech and IT doesn’t happen evenly throughout the calendar year. Hiring activity tends to cluster around budget cycles, project timelines, employee turnover and organisational planning.

In Australia, this pattern is further shaped by the fact that many large companies that have offices here are headquartered overseas and operate on different financial years – which can actually benefit both job seekers and hirers.

Understanding these rhythms can help:

Job seekers time their search more strategically
Employers and recruiters plan recruitment drives for better outcomes

Before we get into practical advice, let’s take a look at what the market data tells us.

What the data says about hiring cycles

A 2025 report from Jobs and Skills Australia found that in February recruitment activity bounced back, with 49% of businesses actively looking to hire. February has long been a critical month for hiring, offering reassurance to anyone discouraged by December’s slowdown.

SEEK’s seasonality reports reinforce this pattern and show that not all months are equal.

The dilemma for many job seekers and hirers is that the while job ads peak in January, it is also when the most number of people are looking. So, more jobs but more competition for spots.

Another important window appears in August. SEEK data shows that corporate and government employers generally post more ads in August than any other month while candidate competition is lower than in January.

The August spike is closely tied to the new financial year, when governments and businesses reassess their staffing needs and staff move on after performance reviews and bonus cycles.

SEEK also notes that the strong rebound of job ads in January remains above average until April – around Easter time.

Together, these insights point to a familiar rhythm in the Australian tech and IT job market - predictable peaks, troughs, and windows of opportunity.

What this means for job seekers

If you are actively looking for a new job -whether due to redundancy or simply exploring better opportunities - timing matters.

January/February is a good time to be looking as there is a high volume of roles, but there is plenty of competition.
April/May is a good time with fewer applicants per role, making it a strong period for IT and tech professionals.
July/August can be desirable with another ad spike as companies look to plan the rest of the financial year.
Late November is when some roles appear, often targeting January start dates.

That said, tech is a fast-changing world, some of these hiring patterns hold, but there are some caveats.

Not all IT roles follow the broad labour market trends. Highly specialty roles such as cyber security, AI/ML engineers and cloud infrastructure experts are often hired outside of seasonality, depending on project urgency, contract needs, or sudden demand.

Smaller firms and startups may also hire opportunistically. Unlike large enterprises with formal budget cycles, startups often hire when funding hits, or when a project suddenly scales which may mean “out-of-season” hiring. Staying alert year-round still matters.

Job hunters also need to understand that a company hiring an individual can take several months - taking into account the time to advertise, short list, interview and secure a candidate.

What employers and hiring managers should consider

For employers, awareness of these cycles can significantly improve hiring outcomes. Our advice for employers is that they should consider the peaks and troughs of the IT industry.

Many companies can be triggered by economic conditions such as unemployment rates, interest rates and business sentiment. That means even “good” months may feel slow if economic headwinds are strong.

Plan key hiring drives for the start of the new year (January/February) or start of the financial year (June/July). If you have new headcount, projects, or expansion plans for the new fiscal year, launching recruitment in June gives you the best chance to hit the ground running.
Use April and May strategically. Remember there is lower candidate competition . For roles where you want high quality over quantity, for example senior devs, specialists, advertising in April–May might yield better quality applicants, since fewer people apply per ad yet sufficient roles are listed.
Avoid depending on the Christmas/New Year holidays for hiring . Even if you post jobs, candidate responses and hiring momentum often stall because many people are on leave or mentally disengaged.
If you do need people early in the New Year, plan ahead. Advertise in October/November to give you enough lead time, especially as there will no doubt be an onboarding process or training or even security clearance processes.

The bottom line

Hiring and job-search activity in tech follows clear seasonal patterns. The upshot is to take into account the hiring/advertising cycles for the best results. For many companies and roles, January/February, April–May and July–August are the most promising offering a mix of fresh budgets, reasonable ad-volume and optimal candidate-to-job ratios.

That said, in a fast-moving, project-driven field such as tech, rigid adherence to “seasonal hiring windows” can backfire. The most effective hiring strategy combines awareness of these cycles with flexibility, meaning leveraging good windows, when possible, but staying ready to hire whenever the need arises, especially for specialised talent.

Ready to make the hiring cycle work for you?

Whether you’re a tech professional planning your next move or an employer preparing to hire, having the right timing and the right partner makes all the difference. Talk to the team at Paxus to get tailored market insights and support that aligns with your goals.

Paxus Recognised as a Disability Confident Recruiter for the Seventh Year

Thu, 05 Feb 2026 01:11:18 GMT

Paxus is proud to announce that we have been recognised as a Disability Confident Recruiter by the Australian Disability Network (ADN) for the seventh year in a row. This annual accreditation reflects our ongoing commitment to inclusive recruitment practices and to creating equitable opportunities for candidates of all abilities.

Disability Confident Recruiter status is awarded to organisations that demonstrate a clear commitment to providing an inclusive, accessible, and fair recruitment experience for people with disability. The recognition is valid for 12 months and must be renewed annually, ensuring that participating organisations continue to review and strengthen their practices rather than treating inclusion as a one-off initiative.

At Paxus, inclusive recruitment is embedded into how we operate. As a specialist technology and professional services recruitment partner, we work with a diverse range of clients and candidates. We recognise that meaningful inclusion requires action, from how roles are advertised, to how interviews are conducted, through to how adjustments are discussed and supported throughout the recruitment process.

Paxus actively works to identify and remove unintended barriers that may prevent candidates with disabilities from fully participating in our recruitment processes. This includes ongoing review of our candidate experience, educating our Account Managers and Recruiters, and ensuring that conversations about workplace adjustments are normalised and solutions-focused.

Darran Butcher, Managing Director – Professional Services at Paxus, said the continued recognition reflects our intent and accountability.

“Our partnership with ADN provides access to guidance, frameworks, and best-practice insights that help ensure our recruitment approach continues to evolve. It also aligns with our broader commitment to supporting diverse, future-ready workforces for our clients across government and industry. We know that there is always more to do. As a Disability Confident Recruiter, we are committed to creating recruitment processes where people are assessed on capability and potential.”

To learn more about what it means to be a Disability Confident Recruiter and the standards organisations commit to, visit the ADN website here . If you are a candidate or employer and would like to learn more about Paxus’ inclusive recruitment approach, we welcome the conversation.

Federal Government Tech Hiring in Focus: Market Trends and Practical Realities

Thu, 22 Jan 2026 22:55:32 GMT

The Federal Government ICT and digital job market continues to evolve, and the way agencies are hiring, delivering, and prioritising work has shifted. Demand remains strong across cyber security, cloud and platform engineering, delivery leadership, and data capability, but it is increasingly playing out in a more controlled and approval-driven environment.

Across Canberra, much of the work is not focused on greenfield builds. Instead, it’s steady uplift: stabilising core services, modernising legacy platforms, strengthening security posture, improving data maturity, and reducing operational risk, all while keeping essential systems running.

At the same time, agencies are navigating real constraints. Funding and approval cycles create peaks and troughs in demand, procurement pathways influence how quickly roles can be filled, and security clearance requirements can narrow the available talent pool.

To gain a practical perspective on current conditions, we spoke with Mary Connolly, Paxus’ Federal Government Sector Head, about what is driving demand, where skills shortages are most pronounced, and what organisations and professionals should consider in the current market.

From your perspective, how is the government IT and digital job market evolving, particularly as agencies balance operational priorities, security, and efficiency?

There is still considerable activity across the market, but hiring is now more controlled and approval driven.

Agencies continue to recruit and deliver work, but there is greater discipline around funding decisions and how delivery is managed. Demand often emerges in waves, ramping up quickly once approvals are secured, then stabilising as teams move into execution. Much of the work across Canberra is practical uplift: keeping services running, reducing technical debt, strengthening compliance, and modernising platforms without introducing additional risk.

Cloud is a big part of that, but it is no longer approached as a simple “lift and shift.” Agencies are being more selective about what is migrated and when, with a focus on creating environments that are secure, stable, and easier to operate. AI is also beginning to feature more prominently, not as a hype-driven initiative, but through practical use cases supported by strong foundations and appropriate controls. And, security underpins all this work. It is baseline, shaping both the roles agencies hire for and how they structure delivery.

What roles and skillsets are in highest demand right now across the government sector, and where are shortages most pronounced?

Cybersecurity is still right at the top, and demand shows no signs of easing.

Roles such as security architects, incident response specialists, SOC and detection capability, and identity and access management experts are all highly sought after. The gap isn’t just in numbers though, it’s in experience. We’re seeing agencies that require professionals who can work effectively in high-assurance environments and deliver tangible uplift, rather than purely advisory outputs.

Cloud and platform roles are also consistently in demand. Cloud engineers, platform engineers, infrastructure specialists, DevOps and DevSecOps capability, and experienced cloud architects are engaged across a wide range of initiatives, from migrations through to broader platform modernisation and uplift.

Delivery roles are a constant too. Project managers, delivery managers, program managers, business analysts, scrum masters, and test leads are always essential. Particularly those with a strong understanding of how government delivery operates in practice. Individuals who can run delivery cleanly, manage stakeholders effectively, maintain momentum, and navigate governance requirements are highly valuable.

Data capability continues to be a strong focus area as well. Data engineers, analysts, BI reporting specialists, and governance professionals are in demand across different agencies, reflecting the importance of sound data foundations for effective decision-making and service delivery. AI is beginning to influence the mix as well, but again in a pragmatic way. Agencies aren’t hiring for ‘AI’ hype, but for foundations and practical skills, prioritising data, automation, analytics platforms, and candidates who can safely apply AI to real business problems.

The most obvious shortages remain in cybersecurity, specialist cloud architecture, and hybrid roles that bridge delivery, architecture, risk, and security.

How are agencies approaching workforce composition, balancing permanent APS staff, contractors, and other arrangements? What trends are emerging?

Much more deliberately, but contractors remain essential. Many agencies are actively seeking to build permanent APS capability in areas requiring continuity and long-term ownership, that’s real, and we’re seeing it via their investment in upskilling and capability uplift.

However, contractors remain critical, particularly when approvals are granted and delivery needs to scale quickly. Permanent recruitment processes and speed do not always align with project timelines. Workforce caps, procurement constraints, and clearance requirements further shape these decisions.

As a result, what we see most often is blended teams. APS staff provide continuity and governance, while contractors contribute specialist skills and delivery momentum, all aligned to the same milestones. There is also currently increased scrutiny around role justification and contract extensions, with some engagements being more tightly structured around defined outcomes and deliverables, rather than open-ended resourcing.

How do broader factors like project approval cycles, internal capability priorities, or policy shifts influence recruitment strategies in government?

These factors have a significant influence on the Canberra market.

Approval cycles create peaks and troughs. When funding lands or programs receive a green light, agencies need to mobilise quickly, driving urgent hiring and short-term spikes in contracting. Once delivery stabilises, activity tends to slow as teams focus on consolidation.

Procurement pathways are another key consideration. In some cases, the ability to fill a role quickly is less about talent availability and more about whether the agency can engage through the appropriate panel or contractual arrangement in time.

Clearance and suitability requirements are another big factor. They narrow the talent pool and can extend onboarding timeframes, especially in high-assurance environments. In many cases, being already cleared is not simply an advantage, it’s a filter. If you’re cleared, you move first.

Finally, the governance and assurance culture within the federal government is a defining feature of the market. Professionals who can document well, communicate decisions clearly with stakeholders, and operate comfortably in that environment tend to achieve stronger outcomes and more sustainable engagement.

What guidance would you give to organisations and professionals navigating opportunities in the public sector right now?

For organisations, success depends on alignment and readiness.

Agencies don’t just want people who can do the work, they are looking for partners who understand the government delivery environment: governance, procurement processes, security requirements, and the need to mobilise quickly once approvals are in place.

The most effective government agencies focus on outcomes and mobilisation speed, not just job titles. They are clear on what needs to be delivered in the first 30, 60, and 90 days, and they engage people who can execute with discipline and minimal risk.

For professionals, security clearance remains one of the biggest advantages you can have in the market. Holding an NV1 or NV2 clearance expands opportunity and often shortens time-to-start. Beyond clearance, the contractors and permanent candidates who do best are those who deliver consistently, communicate well, document effectively, and can navigate complex governance environments without losing momentum.

Data skills continue to be a strong investment, especially when paired with delivery experience. For those working in AI-related areas, the professionals who stand out are those who can link capability back to practical outcomes and operate safely inside government constraints.

At the end of the day, this market rewards individuals who are reliable, accountable, and capable of delivering effectively in complex conditions.

Learn More & Connect

Discover how Paxus can support your recruitment strategy and connect with the right talent. Explore our Government Recruitment Services to learn more about how we can assist you with your next hire.

For personalised advice or to discuss your organisation’s hiring needs, reach out to our Government Sector Head, Mary Connolly

Q&A with:

Mary Connolly

Sector Head - Federal Government | Paxus

Ready to Take the Next Step in Your Career?

Mon, 12 Jan 2026 13:00:49 GMT

2026 is shaping up to be a year of opportunity, especially for those who know where to focus.

While overall hiring is stabilising across Australia, specialist skills remain in high demand, and candidates who position themselves strategically can command premium rates and faster placements.

Our 2026 Salary Guide & Market Insights gives you the inside track on where opportunities are emerging, which skills are most sought-after, and how you can stand out to employers in a competitive market.

How to Position Yourself for Opportunities in 2026

Here are three ways to improve your employability next year:

1. Know Your Market Value
Use benchmarks from our Salary Guide to understand where your skills sit in terms of market demand and rates. Knowledge is power when negotiating your next contract.

2. Upskill Strategically
Focus on skills that intersect high-demand areas, such as combining cloud expertise with cybersecurity knowledge or data analytics with AI. These combinations make you highly sought-after.

3. Be Visible and Networked
Employers are hunting talent in both their networks and specialist databases. Make sure your LinkedIn profile is optimised, actively engage in relevant groups, and let recruiters know your availability and expertise.

Use Our Guide to Plan a Smarter 2026

Whether you’re seeking your next contract or exploring permanent roles, understanding where the market is heading is critical. Our Paxus 2026 Salary Guide & Market Insights gives you:

Contractor rate benchmarks and national salary trends
Insights into which roles and sectors are most in demand
Guidance to help position yourself strategically for the year ahead

Don’t just wait for opportunities to come to you, equip yourself with the knowledge to secure the roles that will advance your career this year.

A Competitive Market Rewards the Right Skills

Even as hiring volumes cool slightly, demand for contractors and highly skilled candidates is far from slowing. Key insights include:

Certain roles, particularly in cloud, cybersecurity, data, AI, and project delivery, continue to command premium rates.
Employers are increasingly selective, seeking candidates who combine technical expertise with experience in outcome-focused projects.

For those with the right skills, we can see this year as a selectively candidate-driven market, opportunities are abundant for professionals who are proactive and prepared.

Roles and Sectors with the Strongest Demand

Our guide highlights the areas attracting the most attention from employers:

Technology & Digital – Cloud engineers, architects, cybersecurity specialists, software developers
Project & Program Delivery – Project managers, business analysts, change managers
Data & Analytics – Data engineers, BI architects, AI/ML specialists

Specialist contractors in these areas are not just in demand, they’re in a position to negotiate better rates, flexible arrangements, and choice projects.

2026 Talent Market Trends Every Employer Should Know

Mon, 05 Jan 2026 13:01:39 GMT

Even with hiring volumes stabilising across Australia, organisations are discovering something unexpected. 2026 will not be an easier year to secure talent. The challenges are changing, and for many businesses, they’re becoming more complex.

Our 2026 Salary Guide & Market Insights offers a comprehensive view of contractor rates, permanent salaries, and sector-specific trends, helping you make informed hiring decisions and stay ahead of the curve.

The Talent Market is Stabilising, but Competition Remains Fierce

While overall hiring growth has slowed slightly, demand for specialist roles remains high. Key insights from our guide show that:

Salaries continue to rise across key sectors, despite a more cautious hiring environment
Top talent have options , employers are competing for niche specialists and need to act decisively to secure them
Critical skills remain scarce , particularly in tech, digital, and project delivery

Key Skills and Roles That Will Shape 2026 Hiring

Our guide highlights roles where competition is tightening and rates are strongest:

Technology & Digital - Cloud Engineers, Architects, AI Specialists, Cyber Security Consultants.
Project Delivery - Project Managers, Business Analysts, Change Managers.
Data & Analytics - Data engineers, BI architects, Solution Architects.

Although these roles are in high demand, the broader market is stabilising. Employers who plan ahead, offer competitive packages, and move quickly to secure skills-based talent will secure a strategic advantage.

How Employers Can Stay Ahead

Here are three practical ways employers can benefit when hiring in the 2026 market:

1. Focus on Critical Skills First
Prioritise roles that are essential to your transformation programs or digital initiatives. Contractors and permanent hires in these areas are in high demand, and securing them early reduces project delays.

2. Balance Permanent and Flexible Talent
Combining core permanent roles with highly skilled contractors allows organisations to scale efficiently while remaining agile.

3. Benchmark Compensation and Rates
Use market data to ensure your offers are competitive. Even small adjustments can be the difference between attracting top-tier specialists or losing them to competitors.

With careful planning and informed decision-making, you can hire smarter and position your organisation for success in 2026.

What’s Inside the Paxus 2026 Salary Guide?

The guide includes:

Permanent salary benchmarks and contractor rate trends across tech, finance, sales, and marketing.
Sector-specific insights to support strategic workforce planning.
Paxus-exclusive intelligence drawn from thousands of placements and contractor activity.

Whether you’re hiring your next project team, building a core permanent workforce, or balancing both, our guide gives you the confidence to plan and attract the talent you need.

Prepare your organisation for 2026. Download the full Paxus 2026 Salary Guide & Market Insights to discover salary trends, in-demand roles, and sector-specific insights to help shape your hiring strategy.

The 2026 Hiring Market: What We Learned in 2025 & What’s Next

Tue, 16 Dec 2025 00:13:45 GMT

Each year, there is demand for tech talent, but 2026 may be one for the record books as companies bid from a shrinking talent pool.

At Paxus, we have witnessed firsthand how rapidly the demand for digital talent is evolving, particularly around AI and Cyber Security. Understanding what drives salary expectations and contractor rates is critical for both organisations and professionals navigating 2026’s competitive market.

There is no better example of this than the Federal Government’s recent announcement that the public service is facing a potential digital talent shortfall of more than 8,000 over the next five years.

The forecast is contained in the Commonwealth’s Digital Transformation Agency 2025 Digital Workforce Insights Report . It found that the workforce shortfall is due to a combination of new technologies, and that approximately 20% of the tech workforce will retire in the coming years.

The Australian Public Service has a digital workforce of about 8,000, this means one new digital worker must be added for every worker currently employed.

Compounding the problem, the Future Skills Organisation, an Australian government-funded Jobs and Skills Council, predicts a shortfall of more than 61,000 digital roles nationally by 2030. As the report points out, the APS will not be able to rely on the market to secure its digital workforce requirements for its future.

PwC's Global AI Jobs Barometer found that AI is making workers more valuable. The report found that industries most able to use AI have seen productivity grow by nearly four times since 2022 and are seeing three times higher growth in revenue generated per employee. Jobs numbers and wages are also growing in virtually every AI-exposed occupation, with AI-skilled workers commanding a 56% wage premium, on average.

Investment bank UBS estimates that companies will spend $US375 billion globally this year on AI. They project that figure to rise to $US500 billion in 2026. These are significant numbers for an industry in its infancy. While we expect candidate shortages in AI and Cyber Security, shortages are also likely in Cloud, Data, and among organisations undergoing transformation.

Which specialisations will be the most in demand?

As outlined earlier, there is demand in all areas of tech, although we believe Cyber Security is going to become an even more prominent part of the ICT landscape.

In 2024-25, the Government’s Australian Signals Directorate received 84,700 cybercrime reports, that’s roughly one every six minutes.

The Australian Computer Society says Australia has an estimated 137,000 cyber security professionals, but they project we will need an additional 54,000 specialists by 2030 to mitigate cyber threats effectively.

Cloud and AI demand will remain high. AI roles are growing, but in practical delivery roles rather than big standalone AI teams. Data will keep growing as digital programs ramp back up.

Cloud demand will come from many companies rushing adoption, and their requirements to optimise or re-platform their systems.

Transformations are also a constant driver of demand – and that takes expertise. Look at SAP’s bid to move clients from ECC6 to S/4 HANA. That was slow this year, but we believe it will be restarting at full strength in 2026.

There is strong demand for functional consultants, testers, integration people, data migration specialists and change managers. Basically, anyone with S/4 experience will be busy. That will especially be the case in Brisbane with the likes of the Brisbane City Council, the Department of Transport and Main Roads, and the Department of Justice, among others undergoing transformations.

Which cities will see the strongest demand?

Brisbane will see demand for the SAP migration, while Sydney continues to lead, especially across financial services, consulting and cyber.

Canberra remains the most stable market, with constant demand for Cyber, Cloud and Data due to security clearance requirements.

Melbourne has been steady but is expected to lift in 2026 as government projects resume, including digital upgrades, cloud initiatives, transport technology, and ERP.

While Brisbane softened this year overall, it will bounce back in 2026 with more activity in energy, utilities and finance, plus strong interstate migration. We don’t expect the Olympic “halo effect” to begin until 2027, when digital and infrastructure programs ramp up.

Perth will remain solid, driven by mining, resources, automation and OT-focused talent needs.

Adelaide continues to grow, particularly in defence, cyber and engineering-aligned ICT roles, with steady and consistent demand.

Different industries drive demand in each city:

· Sydney is powered by banks and large consulting firms.

· Melbourne follows state government funding cycles.

· Canberra is steady because of federal projects and clearance requirements.

· Brisbane is driven by major transformation programs in utilities, energy and infrastructure.

· Perth ’s demand is tied to mining and heavy industry tech uplift.

· Adelaide is influenced by defence, cyber and long-term engineering programs.

Flexibility is just as important as salary

We are finding negotiations are more balanced between clients and candidates. While clients hold more influence in markets with larger talent pools, strong candidates continue to steer the conversation.

Hybrid work remains a non-negotiable for most professionals. Candidates now weigh stability and company culture as heavily as salary, prompting clients to strengthen their employer value proposition (EVP) to remain competitive.

2026 contractor rate trends

Contractor rates should remain steady with small increases in Cyber, Cloud and specialist Software Engineering. We are unlikely to see the big spikes of previous years, but strong contractors with the right skills will still get strong rates.

Contracting is still sitting at around 31% of ICT hiring nationally. While contracting continues to give companies flexibility, that that trend will continue. They can scale up and down based on projects, budgets and priorities.

What did we learn in 2025 that we can take into next year?

The market in 2025 didn’t slow, it just became more selective. Companies focused on maximising value from existing resources and made more deliberate hiring choices. This meant clients were looking for talent who could solve problems, not just fill a seat. For example, instead of hiring big project teams, our clients preferred to hire one or two strong specialists who could unblock delivery or steady a project.

The big takeaway for 2026 is that demand shifts, it doesn’t disappear. People who can adapt and deliver outcomes will always be in demand.

Plan Your 2026 Workforce with Confidence

As 2026 approaches, understanding where demand is highest, which skills are scarce, and what rates and salaries are realistic will give you a competitive edge.

Our 2026 Salary Guide & Market Insights provides:

Contractor rate benchmarks and permanent salary trends across tech, digital, finance, and project delivery roles
Sector-specific insights to guide strategic workforce planning
Exclusive intelligence from thousands of placements and candidate engagements

This data can help you make informed hiring decisions, attract the right talent, and optimise your workforce strategy for the year ahead.

For a personalised discussion about your 2026 hiring plans or to understand how the trends apply specifically to your organisation, contact Nathan Coller , Senior Account Director at Paxus.

Nathan Coller

Senior Account Director | Paxus

Planning for 2026? Explore our Salary Guide & Market Trends

Tue, 02 Dec 2025 02:59:58 GMT

Australia’s Tech and Digital, Sales and Marketing, and Finance workforces are entering a new era defined by stabilisation and renewed focus on business outcomes. Whether you’re an employer mapping out your 2026 workforce strategy or a professional planning the next step in your career journey, understanding what’s changing, and what salaries are on offer, can make all the difference.

Our just released Salary Guide & Market Insights is our most comprehensive yet. A data-rich snapshot of contractor rates across key states, national permanent salaries, and the trends shaping the market across Government, Technology, Energy, Industrial, Financial and Professional services. Here is a taste of some insights from the guide, which you can download here to read in more extensive detail.

Some of the top contract roles by volume nationally include:

Project Manager
Software Developer
Business Analyst
Data Engineer

Some roles commanding the highest rates are:

Program Manager (up to $220p/h)
Enterprise Architect (up to $225 p/h)
Software Engineer (up to $235 p/h)
AI Consultant (up to $300p/h)

The Australian job market has softened slightly over the past year, but it is far from stagnant. While online job advertisements are down 6.7% year-on-year , advertised salaries are up 3.5% year-on-year . Hiring is now more deliberate. Organisations are carefully assessing which roles they truly need and which capabilities will deliver results. Despite the slowdown, specialist talent remains in high demand, especially across AI, cyber, cloud, data, and project delivery. This combination of a cooling job market paired with rising salaries and applications captures the new reality, a competitive yet selective landscape.

High Demand, Higher Paychecks

Key Trends Shaping the Market

The guide highlights some key areas impacting hiring patterns and salaries across Australia, including:

Contractor rates rebalancing as the market stabilises following several years of post-pandemic inflation
Jobs in the age of AI & Technology are being embedded into software development, data analysis and administrative workflows
Hybrid work is shifting as we know it, with employers taking back some of the reins as flexibility narrows
Architecture, data and cloud roles are continuing to command strong rates across all states, but are concentrated in the sectors driving digital transformation

Inside the Sectors: Where Demand is Rising

Across Government, budgets may be tightening but transformation programs continue to drive hiring. Demand remains consistent for cyber specialists, architects, cloud professionals. In Professional Services & Technology, AI, cloud, cyber, and SAP skills remain in short supply. Outcome-based consulting and managed services are expanding as employers seek flexible, results-focused support.

Demand is strong for roles that sit at the intersection of IT, OT, data, and cyber in the Energy & Industrial sector. While Financial services have recorded some of the strongest contractor rate growth of the year, driven by cloud migration, core system upgrades, and data-heavy transformation programs. Access a deep dive on each sector inside the guide.

Want to know more? Download the full Salary Guide & Market Insights for a complete look at the most common contract rates and salaries, market trends and leadership insights across Australia’s tech, digital and professional landscape. It’s the most comprehensive edition we’ve ever released—and a valuable tool for workforce planning, budget setting, or your next career move in 2026.

A Market Balancing Caution and Opportunity

Digital Talent Becomes the New Fuel for Industrial & Energy Sector

Wed, 19 Nov 2025 23:12:35 GMT

The energy and industrial sectors in Australia are transforming, with companies under pressure to work smarter, safer, and greener. As operations continue to go digital, the demand for data-savvy IT talent is surging.

At Paxus, we are seeing that modern energy firms aren’t just looking for engineers, they are actively recruiting for data engineers, cloud specialists, cybersecurity consultants, and automation architects who can help evolve operations and drive meaningful, technology-led change.

To learn more about what’s driving these trends and what it means for employers and professionals alike, we sat down with Emile Stanton, Paxus’ Industrial & Energy Sector Head.

Q: From your perspective, how is the energy and industrial job market evolving, particularly as companies push for greater operational efficiency, safety, and sustainability?

The job market across Australia’s energy, mining and industrial sector is evolving quickly as organisations double down on operational efficiency, safety, and sustainability targets. From a technology perspective, this shift is creating significant demand for digital talent who can modernise core systems and enable smarter, data driven operations. Companies are investing heavily in advanced analytics, automation, and integrated OT/IT environments to streamline processes, reduce downtime, and meet regulatory and ESG expectations. As a result, roles that support these capabilities such as data engineers, cloud specialists, cyber security consultants, developers, and solution architects are in high demand.

Sustainability initiatives are also reshaping the market. Organisations are accelerating investment in electrification, renewable integration, carbon tracking systems, and digital monitoring tools. This is creating a need for IT professionals who can build secure data pipelines, develop digital reporting frameworks, and support real time emissions tracking and optimisation. Likewise, the push for safer operations is driving further adoption of remote operations centres, autonomous equipment, and predictive maintenance technologies – all of which demand IT talent skilled in edge computing, systems integration, and advanced analytics.

Overall, the market is shifting from traditional, siloed roles toward hybrid IT profiles that combine technical expertise with operational understanding. Organisations increasingly seek candidates who can translate operational challenges into digital solutions, positioning digital talent as a critical enabler of productivity, compliance, and sustainability outcomes.

Q: What technology advancements are having the biggest impact on how organisations operate and hire in this sector right now?

Technology adoption in this sector is rapidly accelerating, and this is directly influencing hiring activity. AI, machine learning, and advanced analytics are driving more data-driven decision-making across the asset lifecycle — from predictive maintenance to production optimisation. IIoT and sensor technologies are providing unprecedented volumes of real-time operational data, increasing demand for candidates skilled in automation and data engineering. Digital twins and simulation models are becoming standard tools for planning, scenario modelling, and asset performance forecasting.

Remote operations, robotics, and automation systems continue to reduce manual and hazardous work, creating the need for consultants who can manage, optimise, and secure these systems. Cybersecurity and cloud expertise is also proving crucial in the merging between IT and OT environments, prompting companies to prioritise hiring security architects, OT security specialists and cloud engineers who understand industrial operations.

Whilst demand in these niche roles continues, so does the demand of project services professionals including business analysts, project managers and change managers. They ensure large-scale digital initiatives are effectively delivered and embedded. These roles bridge technical teams and operational stakeholders, manage scope and governance, and lead the cultural and behavioural changes needed for successful adoption. Without them, organisations struggle to realise the full value of their technology investments.

Q: Between the rise of data-driven operations and broader industry pressures, what capabilities are organisations prioritising most, and why?

In response to increasing digitalisation and external market pressures, companies are prioritising capabilities that directly improve operational outcomes, strengthen compliance, and mitigate risk. Data engineering and analytics skills sit at the top of this list because organisations recognise the value of leveraging their existing operational data to reduce downtime, improve asset reliability, optimise performance, and improve decision-making.

Automation and remote-operations capabilities are also key, helping companies improve safety and working conditions, stabilise operations in remote locations, and reduce dependency on travel. Project services functions are increasingly critical to deliver complex, large-scale digital initiatives. Companies are also maturing their workforce planning and ability to flex their talent models in line with project cycles, so they can mobilise quickly when approvals or decisions shift.

Q: With high demand for data and technical skills, how are organisations approaching talent retention and forecasting workforce needs to address skills gaps?

To tackle skills shortages, organisations are investing heavily in workforce development, retention strategies, and long-term capability forecasting. Many are building internal academies or partnering with educational institutions to reskill existing staff into high-demand areas such as data engineering, automation, cloud, and cybersecurity.

Workforce planning is becoming more closely aligned with project pipelines, mapping talent needs to project approval cycles, construction phases, and operational timeframes. This helps companies decide when to hire permanent staff, when to leverage contractors, and when to develop talent internally.

Retention strategies include offering clearer career paths in digital and technical streams, providing flexibility where operationally possible, and using targeted benefits or bonuses to retain scarce skillsets.

Expanding talent pools is another focus through migration pathways, graduate programs, and diversity-focused initiatives. These help broaden participation in technical roles.

Trusted recruitment partners are increasingly valuable. With talent shortages widespread and highly specialised skills difficult to source, organisations are relying more heavily on specialist recruiters who understand the nuanced requirements of energy, mining, and industrial IT roles. These partners provide market intelligence, access to passive talent pools, benchmarking insights, and rapid mobilisation of both permanent and contingent workers. By collaborating with recruitment partners early — particularly during forecasting and project‑planning phases — organisations are better equipped to anticipate skills gaps, reduce time‑to‑hire and maintain continuity across critical digital initiatives.

Q: What guidance would you give to organisations and professionals navigating these changes in the energy and industrial market?

For organisations, the most important step is to align hiring decisions to strategic project timelines and digital transformation priorities. Instead of hiring reactively, companies would benefit from mapping their critical roles in advance and planning how to acquire or develop each capability, whether through internal development or leveraging trusted resourcing partners. Developing hybrid skill sets internally — where domain experts gain competency in data, automation, or cloud technologies — is one of the most cost-effective and sustainable workforce strategies. Considering ongoing talent shortages, organisations that combine internal upskilling pathways with well-structured use of contractors will be best positioned to maintain operational continuity.

An increasingly vital part of this strategy is partnering with trusted recruitment specialists. The complexity of modern digital roles — and the scarcity of skilled professionals across the energy, mining, and industrial sector — means organisations benefit significantly from recruitment partners who understand market conditions, emerging skill trends, and niche technical requirements. Engaging these partners early allows companies to forecast talent needs more accurately, shorten hiring timelines, access passive candidate networks and ensure project-critical roles are secured ahead of demand.

For professionals potentially looking for their next opportunity, the focus should be on developing a T-shaped skillset: deep expertise in a core area complemented by digital capabilities such as data analysis, cloud, automation, or OT cybersecurity. Candidates should aim to demonstrate measurable impact, which sets them apart in a competitive market. Working with trusted recruitment partners can provide early insight into emerging opportunities, access to unadvertised roles, and guidance on how to align skills with evolving industry demand. Staying adaptive, digitally capable, and connected to market trends positions candidates to thrive as the energy and industrial sector continues to transform.

Key Takeaway

Australia’s energy and industrial sector is evolving rapidly, with technology, data, and digital talent at the heart of operational efficiency, safety, and sustainability. Success for organisations hinges on strategic workforce planning, hybrid skill development, and partnering with trusted recruitment specialists. For professionals, adaptability and cross-functional digital expertise are key to thriving in this dynamic market.

Learn More & Connect

Discover how Paxus can support your energy and industrial recruitment strategy and connect with the right talent. Explore our Energy & Industrial Recruitment Services to learn more about how we can assist you with your next hire.

For personalised advice or to discuss your organisation’s hiring needs, reach out to our Energy & Industrial Sector Head, Emile Stanton.

Q&A with:

Emile Stanton

Sector Head - Industrial & Energy | Paxus

Evolving Skills and Smarter Hiring in Australia’s Financial Services Sector

Thu, 06 Nov 2025 23:01:02 GMT

The financial services market in Australia is evolving, with organisations placing greater emphasis on strategic hiring and specialised skills. As technology, regulation and customer expectations continue to evolve, employers across banking, insurance, and superannuation are focusing on recruiting professionals who can deliver transformation outcomes.

At Paxus, we’re seeing targeted recruitment for roles in cloud migration, payments integration, automation, and applied AI — positions that require a combination of technical expertise and deep financial systems knowledge. While overall occupation shortages have eased slightly, demand remains strong for digital and cyber specialists, reflecting ongoing needs for technology and governance expertise in the financial services sector.

To better understand these trends and what they mean for employers, candidates, and contractors alike, we sat down with Corin Leckie , Paxus’ Financial Services Sector Head.

Q: The finance job market has shifted significantly in 2024–25. From your perspective, what’s changed most in hiring trends right now?

What we’ve been witnessing for a while now across banking, insurance and superannuation is a market evolving from large-scale recruitment drives to more targeted, outcome-focused hiring. Rather than hiring broadly, institutions are investing in talent that can deliver specific transformation outcomes, particularly in areas such as cloud migration, core system replacement, payments integration, automation, and applied AI.

Overall, the recruitment market has entered a phase of strategic precision. Organisations are hiring fewer people, but expecting greater impact, seeking those rare professionals who can combine technical excellence, financial understanding and deliver measurable transformation.

This shift from volume hiring to transformation hiring has increased demand for professionals who combine technical expertise and financial domain knowledge. Roles such as cloud migration leads, ERP and core banking engineers, MLOps specialists, and integration architects are among those most in demand.

As digital programs move from design into delivery, we’re seeing increased use of contractors and specialist consultants. These professionals are not simply filling gaps; they act as capability accelerators to deliver high-impact work across short projects. Contractors are playing a key role in time-critical initiatives such as AI pilots, platform modernisation and vendor-led core replacements. This allows organisations to move faster, access niche expertise and maintain flexibility in workforce planning.

Hiring processes have also become longer and more rigorous. With a limited pool of hybrid domain-plus-technology talent, employers are conducting deeper technical assessments. They are prepared to pay a premium for individuals who can deliver measurable outcomes, especially in data engineering, MLOps, and cloud architecture. There’s also growing emphasis on governance and security as financial institutions bring more data and AI models into production, driving strong demand for cybersecurity, data governance, and risk-aligned engineering talent. These roles are now among some of the most difficult to fill.

Q: Where are the biggest skill shortages appearing, and what’s driving them?

Skill shortages are emerging most acutely in transformation-critical roles where financial systems knowledge intersects with advanced technology capability. Demand continues to outpace supply in areas such as cloud engineering, data analytics, AI operations, cybersecurity, and large-scale system integration.

Cloud and platform engineers experienced in financial systems are particularly hard to find, particularly those skilled in migrating or modernising core banking, payments, or fund accounting platforms. These projects require both deep platform engineering skills and an understanding of transactional finance workflows – a combination that remains relatively rare.

Similarly, there is a pronounced shortage of data engineers and analytics specialists focused on finance data domains. Institutions need professionals who can design auditable data pipelines, model complex ledger and transactional data, and connect analytics and machine learning tools to front-office and risk applications. As data becomes central to decision-making, technically proficient, compliance-aware data talent is increasingly valuable.

We’re also seeing strong demand for AI and MLOps practitioners who can operationalise models for risk, credit scoring, and customer analytics while maintaining explainability and governance controls. It’s not just about data science anymore, employers are looking for engineers who can safely and ethically embed models into production environments.

Cybersecurity specialists remain among the scarcest professionals in the market, particularly those working across cloud and open API environments. As financial institutions expand digital operations, they need talent who understand both security architecture and regulatory resilience requirements. Likewise, experienced integration and change leads who have overseen ledger conversions, payments integrations or fund accounting system replacements are increasingly scarce, with expertise that can only be built through years of complex delivery.

Ultimately, the pace of technology adoption has outstripped industry reskilling efforts. At the same time, consulting firms and offshore markets are competing for the same hybrid capabilities, leaving a national shortage of professionals who can combine financial expertise with next-generation technology skills. These professionals are now some of the most valuable – and hardest to secure – in the market.

Q: Many skilled finance professionals are exploring opportunities outside of traditional banking roles. What’s driving this and what does it mean for clients and hiring managers?

True, and I think this is driven in part by the search for broader exposure, faster skill development, and greater commercial flexibility. This isn’t a large-scale shift, but rather a reflection of professionals wanting to broaden their skills and stay close to innovation as the industry evolves.

For example, project-based and advisory roles can provide the chance to work across multiple programs, vendors, and technologies — experience that can be harder to access within large institutions. At the same time, recent organisational restructures, offshoring and the push toward automation and cloud modernisation are prompting some professionals to look for roles with more variety and impact.

For hiring managers, this highlights a competitive talent landscape. Candidates with both financial domain knowledge and transformation experience remain in high demand across banks, superannuation funds, and professional services alike. While recent restructures in the finance sector have increased candidate availability, hybrid finance-technology talent remains in short supply and high demand. In my view, employers who can offer flexibility, clear career development, and involvement in meaningful transformation work are best placed to attract and retain this talent.

Q: How is technology influencing the types of roles and skills in demand?

Automation, AI, and digital transformation continue to reshape the roles and skills demanded. Routine, transactional work that once dominated finance operations is rapidly disappearing, replaced by higher-value roles focused on engineering, observability, and governance.

Functions that traditionally processed data are now responsible for designing pipelines, ensuring data integrity, and maintaining the reliability and traceability of financial systems.

AI adoption is creating a dual impact: automating certain front-line and operational tasks while generating new demand for advanced technical and governance capabilities. As major banks and superannuation funds invest in AI-driven efficiency and customer insights, they are also building teams around MLOps, model governance, and explainability to ensure systems operate safely and transparently.

This shift has increased demand for professionals who can both implement and oversee AI models within highly regulated environments. Security and auditability have become non-negotiable skill requirements, with employers prioritising hires who understand cloud security, compliance, and data lineage.

The integration of governance frameworks into technology delivery means financial technologists must now think like both engineers and risk managers.

Overall, the talent map of the sector is being redrawn: fewer pure operators, more engineers and analysts capable of building auditable, secure, high-performance data and AI platforms. The future of banking and superannuation work lies not in repetitive processing, but in the intelligent design, governance and optimisation of technology itself.

Q: What’s your advice to employers and job seekers navigating these shifts right now?

For hiring managers, focus should be on hiring for outcomes, not titles. Role briefs should define deliverables clearly and evaluate candidates based on proven results rather than tool familiarity. Use contractors strategically for migration or MLOps sprints, then retain capability by pairing them with internal teams to ensure knowledge transfer. Given the high external cost of niche skills, investing in structured reskilling programs across cloud, data and security will yield stronger long-term ROI and improve retention. Offer flexible work and meaningful ownership to attract top hybrid talent.

For candidates, highlight measurable domain–technology achievements on your CV. Develop skills in cloud, data engineering, observability, and MLOps, as even moderate proficiency significantly enhances employability.

And for contractors, market yourself through tangible delivery outcomes and governance capability. Clients pay premiums for specialists who can deliver secure, auditable migrations or production-ready AI environments. Maintain current expertise in compliance, data lineage and explainability as these are the differentiators that win repeat engagements.

Key Takeaway

The financial services job market is evolving, with organisations focusing on strategic hiring and building teams with the right mix of finance and technology expertise. For professionals, this creates opportunities to develop hybrid skills and take on roles that drive transformation and innovation.

Learn More & Connect

Discover how Paxus can support your finance recruitment strategy and connect with the right talent. Explore our Financial Recruitment Services to learn more about how we can assist you with your next hire.

For personalised advice or to discuss your organisation’s hiring needs, reach out to our Finance Sector Head, Corin Leckie

Q&A with:

Corin Leckie

Sector Head - Financial Services | Paxus

Cyber Security Roles Surge as Australian Governments Lead the Charge

Wed, 08 Oct 2025 01:24:02 GMT

October is Cyber Security Awareness Month, and cyber security jobs in Australia are on the rise—with the public sector leading the charge. Across Australia, governments at federal and state levels are investing heavily in cyber programs, driving unprecedented demand for skilled professionals. From strategic architects to hands-on engineers, the surge in roles reflects the growing importance of digital resilience, national security, and operational continuity.

Public Sector Dominates Demand

Our recruitment data in this area shows a strong tilt toward public service, with many of our cyber job requests requested by government clients at both federal and state levels. This aligns with national workforce planning : 70% of APS agencies report critical cyber skills shortages, and forecasts show that Australia will face a shortfall of 3,000 cyber security specialists by 2026.

Recent research shows that Australia’s cyber workforce numbered~125,791 people, including 51,309 dedicated roles (up ~9.5% year-on-year), with advertised public-sector cyber security salaries averaging around AU$119,694. These figures confirm that government demand is not just heavy — it's strategic, often well-compensated, and long-term.

Roles and Skills in High Demand

The cyber surge spans a wide spectrum of roles. Our hiring data shows the highest demand is concentrated in:

Project & Program Management — leading multi-year uplift and compliance programs.
Engineering — software and systems engineers building secure apps and infrastructure.
Security Architecture — solution and cyber architects implementing zero-trust/cloud designs.
Infrastructure & Network Engineering — network, cloud and ICT engineers underpinning secure services.
Business Analysis & Consulting — analysts translating policy, compliance and user needs.
Cyber Operations & SOC — SOC and detection analysts managing threats and incidents.
Specialist / Niche — pen testers, Splunk/Illumio specialists, messaging/security writers.

This demand is not just broad – it’s growing across all levels of government. As Paxus recruiter Jack McDougall explains, “We are seeing an incredible increase in market demand for cyber security roles across all levels of Local, State and Federal Governments. Cyber in conjunction with AI is continuing to be in demand with the increasing risks associated with such large and unique programs of work."

This spike reflects a broader market trend: governments are hiring not just in volume, but also seeking multidisciplinary teams that combine technical, strategic and governance expertise. As the Australian Cyber Security Strategy puts it, “We are shifting cyber from a technical topic to whole-of-nation endeavour”, underlining why governments are recruiting blended teams of technical, policy and governance experts.

Why Now?

The public sector’s focus on cyber resilience, zero-trust frameworks, and compliance has created a perfect storm for cyber security talent. Several APS findings explain the timing: more than half of agencies report critical cyber skill shortages; nearly two-thirds of agencies consider some ICT work core, while more than half currently outsource it; and agencies expect difficulty filling in-demand roles and managing peaks and troughs.

The plan also notes structural workforce pressures with over 20% of the APS ‘ICT and Digital Solutions’ job family is nearing retirement age (55+), which raises replacement urgency.

Collectively, these forces are shifting work from short-term uplift projects toward longer-term sustainment, in-house capability building and governance-led programs that demand architects, program managers and operational engineers.

What This Means for Job Seekers and Employers

For job seekers, the surge represents real opportunity – salaries for cyber roles sit comfortably above the national average. Market snapshots put typical cyber salaries in the AU$115k–$125k range for mid-level analysts/engineers , with senior architects, managers and specialist leads commonly commanding AU$180k–$220k+.

Contractors continue to be in demand for niche and acceleration work, but the market has shifted: many public-sector clients are favouring permanent hires for continuity and IP retention, while still using contractors for short-term specialist needs.

Cyber security in Australia is no longer just an IT function—it’s a strategic imperative. With governments leading the charge, the sector offers exciting career pathways, critical projects, and the chance to be part of a growing, mission-driven field.

Get in Touch

With more cyber security roles being advertised across the public sector, finding the right talent — or your next career opportunity — can be challenging. That’s where Paxus comes in. As specialists in government recruitment, we understand the unique requirements, compliance standards, and skill sets the public sector demands.

Whether you’re a candidate looking for your next role or an organisation seeking top-tier cyber talent, get in touch with our team today to find out how we can help.

Top tips for a successful job application

Wed, 21 May 2025 10:32:14 GMT

Top tips for a successful job application

You have finally come across your dream role - but before you hit apply, make sure you take a look at our top tips for a successful job application

Do your research

Do some research on the company that you are applying for, and weave into your application why you would be a good fit. Look at company values, vision, strategic objectives, issues they might be facing etc. and detail how your values and skills align with company objectives.

Use keywords in the job description in your application

Recruiters and employers are time-poor, and want to see straight away that you have the skills and expertise that make you perfect for the role. Use keywords in the job description in your CV and cover letter, and indicate how your accomplishments address the key role requirements.

Back yourself

Don't just make generalised statements about your role and responsibilities - use facts and figures to back up your credibility.

Don't include time gaps without explanation

If you took time off to care for your children, fill the gap in your CV with ‘child care provider', ‘stay at home Mum/Dad' or something similar. This automatically eliminates any red flags that might be raised when recruiters or employers see a gap in your work history.

Don't assume everyone knows your company

If you work for a company that is not well-known - add a brief description about the company to your CV. This will give your position credibility, and make life easier for recruiters and employers, saving them from having to research where you work.

Make sure your LinkedIn and social media profiles are up to date

Over 94% of recruiters use LinkedIn and social media to fill positions, and prospective employers often canvas social media prior to interviewing candidates. It is important to make sure your LinkedIn profile and other social profiles are up to date, to showcase your skills and make you more attractive to recruiters and potential employers.

Proofread your application, and then check it again!

Your CV and cover letter represent you and your capabilities – typos and mistakes are a big turn-off for recruiters and employers. Make sure you check everything twice, to ensure you make a good first impression.

Respond to feedback

This is paragraph text. Click it or hit the Manage Text button to change the font, color, size, format, and more. To set up site-wide paragraph and title styles, go to Site Theme.

Keep reading

You've submitted your application and now you're getting a call for a first round phone interview. What can you expect? Read our article on how to prepare for a phone interview.

Is artificial intelligence (AI) the future for recruiting?

Mon, 19 May 2025 10:24:56 GMT

Is artificial intelligence (AI) the future for recruiting?

It’s no secret recruitment is rapidly advancing. As an industry we’re being forced to implement new technologies to make the hiring process more effective and efficient. One recurring question we’re seeing through numerous panels, webinars, and forums is: How will artificial intelligence (AI) change the future of recruiting

The benefits and opportunities of using AI in recruiting

Saves time, money and increases efficiency

The most obvious benefit of implementing AI into the recruiting process is its potential to save recruiters and HR managers significant amounts of time. This is especially beneficial with reducing the amount of time spent performing tedious, repetitive or lengthy administration tasks.

Improve the job seekers experience

We’re all too familiar with the situation where a candidate applies for a role, only to wait weeks before hearing back. And that’s if they hear back at all. In fact, it’s one of the biggest complaints held by job seekers in the market. Unfortunately, when receiving hundreds, sometimes thousands of applications for a single role, the reality is it’s just not viable to manually get in touch with each and every applicant. This is where AI offers a sustainable solution in the form of chatbots to swiftly manage expectations and improve the overall recruiting experience.

Naturally recruiters can’t be expected to work 24 hours a day, 7 days a week. But with the advancement of AI chatbots or virtual assistants, candidates can gain instant information and enjoy immediate responses. Chatbots can assist the customer experience by capturing candidate information, scheduling interviews or answering FAQ’s.

Eliminate any unconscious bias

Unfortunately, as humans we have a tendency to hold unconscious interviewer biases. These social stereotypes about certain groups of people are formed beyond our own awareness. They can then subconsciously influence us when making hiring decisions. AI promises to reduce the danger of these biases by ignoring demographic information such as a candidates’ age, gender, religion, disability, place of birth, or race when screening through applications.

The downfalls and limitations of using AI in recruiting

It ignores culture fit

As AI only looks at data, it runs the risk of overlooking or ignoring human characteristics, attitude, or culture fit. These factors require human judgement to equate an individual’s suitability for a role. This means that applicants who are a great fit, based on their personality, personal interests, and attitude, may be overlooked or discounted during the AI screening process. AI can also ignore skilled and qualified individuals who have underachieving resumes.

AI is not yet ready to replace humans

AI has come a long way in recent years. However, it’s far from perfect. There’s still a reluctancy to embrace this new technology due to issues with accuracy and reliability.

There’s often too much dependency on keywords, creating a loophole where suitable candidates fail to qualify under the AI’s criteria. Alternatively, applicants who aren’t a good fit for the role may be familiar with how the AI technology is programmed. Meaning they can include certain keywords to essentially trick the system.

AI can learn human biases

As AI uses advanced machine learning to mimic human behaviour, there’s a growing concern the technology can learn a human’s subconscious bias as well.

Although it’s programmed to reduce human bias and ignore certain demographic information, it’s also trained to identify and apply patterns in previous human behaviour.

This risk will need to be carefully managed upon set-up and continually monitored to ensure the software is free from any potential bias.

Skilled recruiters using artificial intelligence: A recipe for success

It’s clear artificial intelligence has an important role to play in the future of talent acquisition. Gone are the days of having to manually input candidate information and self-screen candidate profiles. When used correctly it can save time, money, and improve the hiring experience for both recruiters and applicants alike. With the implementation of AI in so many other aspects of our lives, it seems inevitable that it will become a mainstream practise in recruitment too.

However, AI is not a single solution for recruitment professionals. Human judgement, emotional intelligence, and a holistic approach to hiring will always be vital to a successful talent acquisition strategy.

Utilising skilled recruiters, combined with innovative AI technology will give businesses a competitive edge and prove to be a recipe for success when securing top talent in the future.

AI software can screen resumes for keywords or certain criteria. Or it can input data into an ATS. It can even assist with managing interview scheduling or automating communication to applicants. Regardless of how it’s used, there’s no denying the benefit it has when freeing up time. Time that is much better spent engaging with potential candidates and fostering important relationships.

What do the best recruitment agencies all have in common?

Mon, 19 May 2025 10:11:39 GMT

What do the best recruitment agencies all have in common?

Many of us rely on recruitment agencies. Whether you’re a business trying to fill an open position, or you’re looking for your dream job – agencies can play a critical role in helping businesses and careers grow.

But with hundreds to choose between, how do you know which agencies are the best?

Really good agencies all have certain things in common. And they should benefit both clients and candidates. It’s important to do your homework first to find one that ticks these things off. Otherwise, you risk them not delivering on what they say they will, leaving you with poor hire choices, resources, and energy.

They have a good track record.

The maxim of ‘the best predictor of future behaviour is past behaviour’ is usually true. If an agency has a history of treating clients and candidates poorly, then why will it be different with you.

For potential clients, ask to see any references or testimonials from existing customers. How many clients do they currently have and what is the average tenure of these relationships? It’s always a good sign if they have long-standing relationships with a broad range of customers.

You can also check reviews on Google, as well as asking industry peers and colleagues to see if they’ve dealt with them before.

They are transparent.

The best recruitment agencies will tell you how it is. As an employer, you need honest information on the current job market and salary ranges candidates command. Otherwise, it’s likely your expectations won’t be met.

Candidates also appreciate honesty from their recruiter. If a recruiter hasn’t heard back from their client, or if their client has decided to fill the role themselves – let the candidate know. It’s not a good look to leave people in the dark, or worse still – being ghosted by a recruiter.

They act like client relationships are a partnership rather than just a transaction.

If you get the impression your recruiter’s main concern is their commission, then it’s time to look elsewhere. The relationship between recruitment agency and client needs to be a partnership.

There should be a genuine care by the agency that the candidates they put forward are right for the role and company. They take the time to truly understand what you’re after, send candidates that match this – not just those who are ‘close enough’, and follow up after they’ve successfully placed someone to see how it’s going.

They really understand the industry or specialisation.

It’s impossible to be experts at everything. The same is true in recruitment. If you’re after specialist skills or work within a certain industry, then it’s important to engage a recruiter who specialises in the same area too.

And it’s more than just knowing the lingo. They must be able to offer insights, access large databases of potential candidates, as well as have industry connections. A recruiter with specialised knowledge will have the ability to see past a poor CV to recognise a great candidate. They’ll also see past the smoke and mirrors if a candidate isn’t entirely truthful.

They have solid processes that deliver results and save you time.

The recruitment process is time consuming. And it can consume a lot of resources having to do this internally. From creating the ad, sifting through all the responses, through to phone screening and reference checks – it takes dedication and skill to secure the right person.

A recruitment agency should take on the heavy lifting of this process. To do this, they need a proven, thorough, and consistent approach that delivers to their clients, time and time again.

You should always ask your prospective agency how they manage each stage of this process – how do they evaluate each applicant, what questions do they ask in screening calls, do they conduct the first interview face-to-face, and so on.

The best recruitment agencies should make life easier for you. They should save you time and money as you’re much more likely to hire the right people, the first time. If they don't, then you’re using the wrong one.

Cyber Security Awareness Month: Why Cyber Security is Everyone's Business

Thu, 24 Oct 2024 18:32:09 GMT

At Paxus, we understand the importance of cyber security - not just for our IT professionals but for every Australian business navigating the digital landscape today. As we reflect on Cyber Security Awareness Month this October, we are proud to support the theme, "Cyber Security is Everyone's Business", highlighting the collective responsibility we all share in protecting organisations, ourselves and the integrity of our digital systems.

Cyber Security Awareness Month: Why Cyber Security is Everyone's Business

Why Cyber Security Matters Now More Than Ever

In an era of increasing digital dependency, cybercrime and malicious cyberactivity are on the rise posing significant threats to both individuals and businesses. In conjunction with this increase, the demand for cyber security professionals has surged with current estimates suggesting that Australia requires an additional 5000 cyber security workers each year to avoid facing a massive shortfall by 2030 . Alarmingly, experts have warned that Australia is already lagging behind other countries when it comes to addressing these shortages, making it more critical than ever to bolster our efforts to attract and train cyber security talent.

What Does This Mean for Organisations and IT Professionals?

According to the latest Paxus Salary Guide , cyber security continues to be one of the fastest-growing skills within the IT talent pool. Cyber security roles have become some of the most sought-after positions across all sectors. To meet this demand, the Australian Government has published the 2023 – 2030 Australian Cyber Security Strategy detailing a roadmap that not only aims to match market growth, but to position Australia as a world leader in cyber security by 2030.

For organisations, investing in skilled cyber security experts is no longer just a precaution, but a critical necessity. With high-profile cyberattacks becoming more frequent, businesses need to be proactive when it comes to protecting their sensitive data and digital infrastructure. Failure to act could lead to increasingly severe consequences including financial loss and reputational damage – issues we have already seen impacting organisations across Australia in recent years.

For IT professionals, the growth signals unparalleled career opportunities. Whether you are a seasoned cyber security expert or an IT professional looking to upskill, now is the perfect time to consider a career in this evolving field. Employers are actively seeking experts who can help fortify their digital systems and mitigate cyber threats. The opportunities and career development in this field will only continue to grow.

While the current job market calls for skilled cyber security experts, it is important to remember that cyber security is not exclusively the responsibility of IT departments. In today’s interconnected world, every employee and individual needs to be vigilant about online security.

By implementing strong cyber governance, organisations can better protect their information assets, ensure compliance, and build a culture of security awareness. To help build a culture of awareness, leadership teams need to be visibly committed to cybersecurity. When leaders prioritise and model good cybersecurity practices, it sets a tone for the entire organisation. Employees in non-technical roles can contribute by following best practices, such as reporting phishing attempts and keeping their systems updated.

Investing in Cyber Security Talent

As Cyber Security Awareness Month draws to a close, we encourage organisations and professionals to continue prioritising cyber security in the future. At Paxus, we are committed to helping organisations secure the talent they need to protect their digital environments and empowering IT professionals to find rewarding careers in cyber security. Whether you are looking to hire cyber security experts or take the next step in your IT career, Paxus can help connect you to the right candidates and opportunities.

Cyber security is everyone’s business - and by working together, we can build a more secure and resilient digital future.

Are you looking for your next role in cyber security? View our current cyber security job opportunities here .

The Future of IT Employment: Navigating Job Market Trends

Wed, 18 Sep 2024 09:11:54 GMT

Posted October 24, 2024 By Katrina Moxey

As successive interest rate rises continue to impact the economy and weigh on employment growth, job ads have fallen below pre-COVID levels for the first time since 2019. It’s no shock then, that the period of record growth which peaked in 2022 and lasted into 2023 has come to an end.

Market Trends

As the IT employment landscape adapts to shifting economic conditions, several key trends are shaping the future of the industry. Both employers and candidates are rethinking their priorities, and understanding these trends can help organisations stay competitive and employees thrive in this evolving market.

Flexible Work Demand

Despite murmurs of stricter return to office policies in 2024, flexible and work from home options don’t look to be going anywhere. Even in the face of a market slowdown, data shows that 9.4% of job ads on Seek indicate the role can be fully remote , down only 1.6% from the previous year. Flexible work options as part of client Employee Value Propositions (EVP) also remain increasingly important for those who would like to secure the most and best candidates. Its importance grew by 10% amongst all job seekers in the last few years. Employers who are viewed as being flexible are 29% more likely to receive an application from a candidate who viewed one of their jobs.

Skills-based Hiring

The skills required for individual and company success (particularly in tech) continue to evolve at a rapid pace. By broadening criteria beyond qualifications and making skills-based hiring a priority, employers can widen the candidate pool tenfold . Even in an employer-driven market, why not give your company the best chance to adapt to new requirements?

Internal Career Development

Nurturing a flexible but engaged workplace isn’t as simple as just offering hybrid work. While flexibility remains the priority for many candidates, in this market employees are seeking internal “career development that builds cross-functional skills and career diversity” , according to Kathleen McCudden – SEEK Chief People & Culture Officer. At the same time, employers are continuing to focus on filling skills gaps internally. 1 in 2 recruitment leaders across Australia and New Zealand say their organisations are assessing the talent and skills needed to keep pace with the rise in areas like AI. By offering candidates potential upskilling opportunities, employers can fill their own skills gaps whilst offering career development.

We’re seeing this reflected in the market with both candidates and employers on an operational and strategic level. The power that once sat with job seekers is currently in the hands of employers. It’s an opportunity for employers to snap up excellent talent who can deliver on key projects, and for candidates to evaluate their upskilling or cross-functional opportunities rather than solely focusing on remuneration.

Having said all that, there are some optimistic signs, with annual wage growth up 4.1% last quarter . We see this reflected in the Paxus rate data too, with a 3% overall increase in average IT contractor rates since February 2024. This is particularly true of the ‘Low’ average rates for more junior candidates, represented by a 4% increase. In the same vein, 39% of employers are still reporting recruitment activity and 1 in 5 expect to increase staff levels in the future .

Interested in more market insights? Discover the top tech roles, contractor rate data and more in our latest Salary Guide + Market Insights publication to find out.

If you’re looking for your next role or looking to fill roles – get in touch with our team across Australia or search our open roles now!

Digging Deeper: What do candidates prioritise during their job search?

Tue, 14 May 2024 09:17:56 GMT

Posted October 24, 2024 By Katrina Moxey

We know there are many factors that candidates consider when seeking a new role, or in choosing to accept or reject a job offer. One of the ways we narrow down exactly what’s important to candidates is data: what keywords do candidates use most? Which companies are most in demand? And, what do candidates tell us they care about?

Cyber Security Awareness Month: Why Cyber Security is Everyone's Business

Flexibility is Key

Work-life balance is here to stay and remains a key consideration for job seekers. ‘Work from home’ was the top keyword search on Seek last year, and 51% of LinkedIn job seekers list ‘flexibility’ as a priority . A recent poll we ran on our own LinkedIn supports these statistics, with 41% of respondents listing ‘flexible working arrangements’ as their top priority.

AI Opportunities

Natasha Bhatia, Paxus Account Manager - VIC, notes that the “number one consideration I hear from candidates is flexibility – most are looking for a hybrid model still. They are open to working from the office 2-3 days per week. Flexibility, work-life balance and support clearly remain important, and these days can even be considered as adding to the culture of the organisation.”

As Artificial Intelligence (AI) transformation continues to drive the IT skill mix, candidates are also remaining acutely aware of the opportunities, and prioritising it in their search. Jobs that mention AI attract greater candidate engagement, and job ads on LinkedIn that mention AI have seen 17% higher application growth in the last two years compared to those that do not.

Providing opportunities to work with these technologies can be a significant draw. By offering roles that allow employees to work on AI projects, or by providing training in AI-related skills, businesses can attract individuals who are eager to be at the forefront of emerging technologies. In our LinkedIn poll, 22% of respondents prioritise development and upskilling, highlighting that one in five employees want to continue evolving their skills. An increase in AI opportunities is likely to be one of the considerations driving this need for learning.

Money still Matters

Money might not be everything, but at the end of the day, salaries matter, particularly with the current cost of living crisis across Australia. One in five of our LinkedIn respondents listed remuneration as their top factor when selecting a job, and 70% of Seek candidates look for salary in initial job ads (SEEK Employment Marketplace, 2023, Candidate Insights – What’s happening Post-Pandemic?).

In an uncertain market where inflation remains a challenge, candidates are still seeking strong compensation. With specialised or niche IT skills often in lower demand compared to supply, many IT job seekers still have the ability to seek a specific rate or salary. To continue to attract that specialised talent, companies must ensure their salary offerings are in line with, if not above industry standards. They might also consider providing comprehensive benefits packages, performance bonuses, and clear paths for financial growth. Transparent communication about compensation and financial rewards can demonstrate to potential hires that a company recognises and values their worth and contribution.

Job Stability

Many factors are at play in candidate decisions at the moment. Market shifts, lifestyle and the rising cost of living are just some of the elements influencing their thought process. If you want to attract the best talent, it is worth noting what will make your organisation stand out from competitors.

Companies can leverage this priority by continuing to offer remote work options that benefit both employees and employers. By incorporating flexibility into core values, businesses can attract top talent who value autonomy and the freedom to work in a way that suits their lifestyle and productivity preferences.

Considering salary is of course a standard consideration for job seekers, but given current economic uncertainty, there is considerably more attention being given to the longevity and stability of roles in conjunction with remuneration considerations.

“In our current job market, I’m finding that candidates in Canberra are equally driven by money and job stability. They will consider moving to a new contract opportunity if there is a better rate on offer, however, if their existing contract is long-term with extension prospects, they are often more likely to stay where they are.” – Antonia Sanchez, Paxus Account Manager – ACT.

Employer Branding

Following a tumultuous few years for the IT job market, benefits like culture and flexibility are now simply expected. Even as candidate supply has increased, employers must continue to focus on their unique offerings. This is supported by our LinkedIn poll, which saw 19% of respondents listing ‘employer culture and reputation’ as their priority.

Interested in making the most of this trend? Invest in effective storytelling, showcasing company culture, and highlighting success stories of current employees. Engaging an online presence on social media and professional networks, along with a great candidate experience during the recruitment process, can set a company apart as an employer of choice.

Bhatia is noting a similar trend with contract length having become a significant factor in addition to rates, mentioning that “most candidates that I have spoken with lately are considering a minimum of 6-month contracts.”

Interested in more market insights? Discover the top tech roles, contractor rate data and more in our latest Contractor Rate Guide + Market Insights publication to find out.

If you’re looking for your next role or looking to fill roles – get in touch with our team across Australia or search our open roles now!

The 20 top paying IT roles in 2024

Tue, 23 Apr 2024 09:30:03 GMT

Posted October 24, 2024 By Katrina Moxey

Australia’s technology sector is presenting a strong opportunity for job seekers, even in a difficult climate. Three out of 10 of LinkedIn’s roles with the highest growing demand recently were in tech, and every two in 10 of the most advertised roles on LinkedIn were tech positions. Companies always need technology experts, and they are willing to pay handsomely for the right expertise.

Cyber Security Awareness Month: Why Cyber Security is Everyone's Business

The roles commanding some of the highest rates and salaries in the industry, with many paying upwards of AUD 200,000 annually, are:

Solution Architect: designs comprehensive IT solutions that address complex business needs, making them crucial for ensuring systems align with company goals and providing a competitive edge.
SAP Consultant: expertise and guidance in customising SAP systems is essential for businesses to optimise their processes.
Information Architect: organises data and content in a user-friendly manner, which is vital for the usability and findability of information in digital products, impacting user experience and satisfaction.
Programme Manager: oversees and coordinates multiple related projects, ensuring alignment with strategic business objectives.
Senior Project Manager: lead and direct complex projects to successful completion, their experienced oversight ensures risks are managed and objectives are met on time and budget.
Program Director: responsible for the delivery of large-scale programs, integrating multiple projects to achieve strategic business goals.
Architects (Application, Integration, Security, Enterprise, Solutions): these Architects create the frameworks that play a pivotal role in operational continuity, security, and scalability.
Engineering Manager: leads engineering teams and projects, ensuring technical excellence, which is essential for the development of high-quality, innovative products and services.

AI + Robotics (between AUD1,150 and AUD1,330 per day)

For details on the earning potential of these positions, download the full report here .

AI Engineer/Analyst
Senior Data Engineer

BI + Data Analytics (between AUD1,190 and AUD1,520 per day)

ERP + SAP + CRM (between AUD1,200 and AUD1,420 per day)

Information Architect
BI Architect
Data Modeller

SAP Consultant
Enterprise Architect
ERP Consultant

Cloud + Infrastructure (between AUD1,290 and AUD1,320 per day)

However, as we know, compared to the previous turbulent period of high demand, the need for tech professionals has slowed and the IT sector is stabilising, with growth slowing and salaries recalibrating in turn.

We have broken the positions down across seven of our key specialisations. According to our extensive data, here are some of the highest rates for the top paid positions in each specialisation:

Technical Specialist
Systems Engineer
Solution Architect

Project Services + Transformation (between AUD1,330 and AUD1,490 per day)

Security + Cyber Security (between AUD1,290 and AUD1,470 per day) 

Security Architect
Security Consultant
Cyber Security Specialist

Software Development + Testing (between AUD1,180 and AUD1,240 per day)

Programme Manager
Delivery Manager
Senior Project Manager

Integration Specialist
Senior Developer
Java Developer

Download the full report to see the low, medium and high rates for all contract positions across all specialisations.

There is good news for job seekers though. As our latest Contractor Rate Guide + Market Insights report reveals, specialised IT skills are still in high demand, AI will continue to drive job requirements, and projects still need to be completed.

If you’re looking for your next role or looking to fill roles – get in touch with our team across Australia or search our open roles now!

Potential to Reality: AI & the IT job market

Fri, 05 Apr 2024 06:25:38 GMT

Is the rhetoric around Artificial Intelligence (AI) and its impact on jobs all it is said to be? We think so.

Tech has seen a significant increase in demand for AI related skills over the last few years. This will only grow in the immediate future, and AI transformation will continue to drive the skill mix.

Tech and digital are predictably among those industries most impacted. With experts at LinkedIn anticipating only 23% of the industry will be 'insulated' from a significant AI impact . As time goes on, certain roles and skill requirements will diminish. But at the same time, we’ve already seen plenty of demand for new and existing tech jobs.

New opportunities will continue to emerge and skills that supplement AI will continue to be vital. The World Economic Forum (WEF) predicts that certain positions will increase by 30% by 2027 . These AI tech job opportunities include Data Analysts, Data Scientists, Big Data specialists, and AI Machine Learning specialists.

Job posts on LinkedIn that mention AI in the job description have seen 17% higher application growth in the last two years compared to jobs that do not. There has been a 110% increase in job posts mentioning generative AI in Australia over the same period, and job applications have increased by 190% with job seekers drawn to those roles.

Substantial demand lives with AI Engineer, with continued rapid growth in advertised roles over the last Quarters of 2023 (accessed Dec 23). But it’s not a new role – many of the skills for the job have been in demand for a long time, like Python Programming and Machine Learning.

Not to be left behind, Human Resources and recruitment teams alike are in the midst of researching and implementing AI recruitment tools to save time and resources in their own hiring process. And of course, to support them in finding stand-out candidates.

What’s clear is that 2024 and the next few years beyond will see a fast-moving and dynamic AI job market. Big things will happen. The time is now to prepare for the future of work, for both employers and candidates – to identify the skills necessary, the gaps emerging and the potential requirements (including salary rates) to attract top talent.

Find further information on AI related roles like AI Engineer, Analysts and Data Scientists, and salary rates to match in the latest Paxus Contractor Rate Guide & Market Insights - download it here .

If you’re looking for your next role or looking to fill roles – get in touch with our team across Australia or search our open roles now!

Celebrating 50 Years with Paxus | Patsy Ah Ta

Wed, 20 Dec 2023 05:16:01 GMT

Celebrating 50 Years with Paxus | Patsy Ah Ta

As the 2023 comes to a close we spoke to Patsy Ah Ta - IT Applications Analyst at Paxus for the final interview in our 50-year series, it was a pleasure to do! Patsy has been a stalwart of Paxus over the last nearly 14 years, and a friendly face for colleagues and customers alike. We asked Patsy about her journey through several different areas of Paxus, what changes she has seen, and her favourite parts.

The Australian Technology Job Market: Candidate Impacts

Fri, 01 Dec 2023 06:43:17 GMT

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Various local and global economic and social factors impact the employment market, and these will always ensure an ebb and flow between employer-driven and employee-driven markets. It is essentially a supply v demand model; the most highly sought after IT skills shift with market trends and needs, and what candidates look for in a job is often driven by current economic and social needs.

The post-pandemic landscape has brought a new dynamic to employment, however. Hybrid working models, geographically diverse talent pools, and a far greater focus on wellness and work-life balance have all added dimensions to the ‘traditional’ market shifts.

In the technology space, we’ve witnessed a unique but interesting additional element, linked to the accelerated digital transformation that companies experienced due to the pandemic.

As tech and digital recruitment specialists, we have had a front row seat to how digitalisation has outpaced skills available in the market for many years. Tech skills have always been in high demand. But with the increase in remote and hybrid work during recent times, IT employees went from important in organisations, to absolutely critical.

This created effects that are still shaping the market today. As we well know, IT teams were responsible for keeping organisations running with remote workforces and ever evolving collaborative technology. IT professionals were under pressure and quickly became overworked. The solution is equally easy to picture because we all went through it - businesses needed to hire more tech specialists. And so, already-scarce skill sets became scarcer. In some cases, tech specialists were hired for roles that included requirements beyond their current skill levels or experience out of sheer necessity.

The market then did what markets always do, it adjusted. When something is in demand, it becomes a valuable commodity, which means salary ranges increase beyond market norms. Nowadays, these salary ranges are naturally settling down. The good news is that niche IT skills like Cloud, DevOps, Data Science and Java or Python Development (to name a few) will always be in demand!

The first annual Jobs and Skills Report, Towards A National Jobs and Skills Roadmap , reveals that 70% of ICT professionals’ occupations are in shortage around Australia. It’s a skills challenge we have not seen in six decades.

It’s an interesting situation and one we are working closely with our customers and candidates to navigate successfully. Despite a skills shortage, employers are selective, focusing on hiring candidates with the right skills and experience that match the job requirements. In some cases, this has resulted in candidates having less bargaining power than they might have over the past few years - particularly for those who have not yet developed the niche skills employers are looking for, or do not yet have deep industry experience.

Our goal—and it’s a goal we share with employers and candidates alike—is to align market needs with candidate needs. Digital transformation is the future. Tech skills are paramount. And building deep industry experience is the way we will create real depth and sustainability for businesses and tech specialists alike. It’s an incredible opportunity.

So, what should job seekers be doing to make the most of it? Here are some key areas of advice that I regularly give to candidates on the job hunt:

Understand current competitive compensation in your field

According to a recent Seek survey , financial benefits are still most important for two in five people. Reflective of this, we consistently see candidates gravitating towards roles offering better pay. For now, competitive compensation—particularly for candidates who haven’t yet built-up deep experience, or those without niche skills—is not what it was. I always advise candidates to ensure they understand what current salary scales look like. Do you know what the market is currently paying for your level or role? A consultative approach will help you find a good long-term fit – work with your recruiter to understand more about the current market rate and a role to get the best outcome for you.

Building your skill set profile

As I’ve highlighted, digital transformation is an ongoing journey and it’s only getting more exciting. The widespread use of generative AI, for example, requires an entirely new skillset. Cybersecurity professionals are not general cloud specialists and vice versa, and yet the ability to combine these skills is becoming paramount. There are so many avenues for tech candidates to extend their skills or find niche areas to develop them. Many organisations will back that development because they see the long-term benefits. If that’s important for you, look for positions that will create a path for growth and career advancement (and let your recruiter know).

Consider work-life balance

Candidates are now more inclined to seek roles that offer flexibility, remote working options, and a healthier work-life equilibrium. If this is important to you, there is a huge opportunity now to find positions that suit your needs while you continue to develop your skills and career.

Corporate culture matters just as much

The cultural fit between an employee and an organisation is critical, particularly in hybrid and remote environments. When we work with job seekers, we look for individuals and corporate cultures that align. I work closely with my candidates to help them articulate what matters to them so that they can ask the right questions during the recruitment process. What we do know, is that salary can be a second factor in any job choice. Culture is what drives job satisfaction. I believe that. Being happy within an organisation enhances work-life balance and your personal life.

Ultimately, markets are always shifting. Different skills are needed at various times and there will be ebbs and flows between employer-driven and candidate-driven markets. The key is to understand what is happening around you at the time of your job seeking. Consider what you want from a role and how to find the right cultural fit. Working with an agency whom you trust and can be open with, is an excellent place to start.

Nathan Coller is a National Account Director in Brisbane with over 15 years of experience in the industry and with Paxus. He has extensive expertise recruiting across a broad range of IT roles, with particular focus on niche roles in Cyber Security, IT Healthcare and Federal Government. He provides candidates and employers with in depth knowledge of the market, businesses, and culture, to match exceptional candidates that fit seamlessly into suitable roles.

If you’re looking for your next role – get in touch with our team across Australia or search our open roles now!

Cyber Security Awareness Month: Q&A with Group IT Manager, Sean Jacobs

Thu, 26 Oct 2023 05:23:12 GMT

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The Australian Cyber Security Centre (ACSC) receives one report of a cyber breach every ten minutes. That’s 144 reports of cybercrime a day. Leadership teams and boards are taking notice, with 74% of security decision-makers reporting that their organisation’s sensitive data may have been potentially compromised or breached in the last 12 months, according to the ACSC’s Annual Cyber Threat Report .

The ever-increasing requirements in this field are also reflected in national job growth for Cyber Security roles over the past decade, with job ads increasing by 170% between 2013 and 2023, according to Seek Cyber Security Data (Oct 2023). National demand is currently sitting at high levels, similar to those pre-pandemic in late 2019.

The goal of Cyber Security Awareness Month is to educate individuals and businesses around how best to combat cyberattacks. We sat down with Sean Jacobs, Paxus’ group IT manager, to find out how we at Paxus, as a 100% cloud-based company, approach cyber security.

Why is cyber security so important within the IT recruitment industry?

Sean: Cyber security should be a top priority in every industry, but for us specifically it’s critical because recruitment is a predominantly online industry, which means we have a much larger attack surface. We are also a completely cloud-based company. Instead of maintaining an on-premise infrastructure, we made the decision to move entirely into the cloud. This has given us more flexibility and agility, we do not need a large internal IT team to support our IT environment and we have more of a global presence. Of course, it also meant that we were able to quickly transition to a remote working environment when the global pandemic hit. Being cloud-based has enormous benefits, but it also presents some key challenges, particularly around cyber security. We are very aware of this and although according to Statista most business spend around 12% of their IT budgets on cyber security, we dedicate about 20% of our IT budget to cyber security.

How do you ensure that your IT team stays informed about the latest cybersecurity threats and vulnerabilities relevant to the recruitment industry?

Sean: The key is to stay up-to-date and informed about any industry news. Our team regularly attends training sessions, and we receive alerts from the Computer Emergency Response Team Australia (CERT Australia) and the Cybersecurity and Infrastructure Security agency (CISA). We also participate in IT industry specific forums to stay connected to what other professionals and businesses are experiencing and we leverage our relationship with our service provider, DXC Technology, a tier one service provider globally. We have regular status meetings with them twice a week where we discuss our IT environments, any new threats we’ve experienced or new threats that have been identified across the technology landscape.

What role does technology play in cyber security?

Sean: Holistically, effective cyber security requires experts proactively managing environments and the latest technology. For example, we subscribe to several threat intelligence platforms. These platforms send out proactive alerts, but we also integrate their technology into our environment so that their threat intelligence systems scan our environments, and we can stay up-to-date with any security patches that apply to our systems.

We’ve also implemented Darktrace, an artificial intelligence (AI) solution that monitors our internal network, all of our communications via email, and everything that is stored in OneDrive. Unlike antivirus software, which needs to be updated for the latest patches to address vulnerabilities and new malicious software, Darktrace spends time in the background learning how your business operates and how to recognise ‘usual’ activity. It then goes live and proactively monitors all communications, patterns of work and the domains your business engages with. Anything unusual is flagged and blocked until it can be reviewed. As an example, if a team member is traveling and logs on from a different continent, this will be flagged, and their access revoked until Darktrace receives the all clear because we know they are working from an unusual geographic area. We’re also receiving half the amount of spam emails as previously and no malware has managed to make its way into our system.

We’ve mentioned internal expertise and technology. How important are partners when it comes to cyber security?

Sean: I don’t believe any business can—or should—do this by itself. Today you need to be a cloud specialist, security specialist, cyber security specialist and more. It’s almost impossible to have all the expertise you need inhouse. It’s also not necessary. We only see what’s happening inside our business, for example, but DXC, our managed service provider, is dealing with cyber security every day, across multiple industries. Outsourcing our infrastructure management to DXC, who are best in breed in what they do, also releases the pressure on our internal IT department. Maintaining cyber security certifications is intensive, and as I’ve mentioned, our small team cannot be specialists in everything. Instead, we’ve identified what we want to do inhouse and where we can have partners.

Are there any specific examples where this has clearly protected the business and your IT infrastructure?

Sean: We use Cloudflare as our domain name system (DNS) partner because they are specifically set up to prevent denial of service attacks, which is exactly what happened a few months ago. Because recruitment is online, our industry is a prime target for denial-of-service attacks. However, Cloudflare has the infrastructure to detect attacks and quickly remediate them. All that happened was that we did not have email for a few hours. No data or systems were breached, and our clients were unaffected. If the attacked had been successful and we had lost the ability to operate for 24 hours or longer, our business would have been impacted as well as our clients and candidates. Working with the right partners is critical.

Which metrics do you leverage as a sign that your cyber security initiatives are working?

Sean: We are regularly audited, by our Parent company auditors and our clients. To ensure we are compliant we are ISO27001 certified, and we follow the NIST framework and are compliant, although not certified, with Essential Eight. On a more day-to-day basis, we carefully monitor our service tickets and what incidents are being raised and review the regular reports we receive from DXC. The key to cyber security is that it is an ongoing process. The threat landscape is changing every day, and we must adapt to it to stay ahead. That’s really what cyber awareness is all about—staying proactive and aware of the entire cyber environment, both internally and externally.

To combat the Cyber Security threat, having the latest technologies at your disposal is only half of the solution. You also need the right people behind it.

Cyber security professionals are highly trained and sought-after. As threats continue, so do opportunities for jobs in this area. Play a central role fighting against cyberattacks by applying to one of our open roles today . Or reach out to our team if you’re looking for recruitment support in the Cyber Security space.

Redefining Talent Acquisition in the Hybrid Business Era

Tue, 10 Oct 2023 09:21:16 GMT

Redefining Talent Acquisition in the Hybrid Business Era

For years, talent acquisition has been a priority and most competitive organisations understand the value of a good talent acquisition strategy. What we are increasingly seeing when we work with talent acquisition teams is that while companies have shifted to hybrid and remote work, this new way of working is not always best represented in existing strategies. In a digitally transformed world, the focus on trust and results has become far more important than it was when employees simply had to clock in and clock out of offices, under the watchful eyes of managers.

We are often working closely with clients to determine how this is impacting the way talent is sourced, and who is selected for key roles. Specifically, it’s important for employers to understand what matters to candidates these days. It’s an ever-evolving space.

Employees are prioritising flexibility and compensation. Employers must support flexible, hybrid and remote working arrangements—this much we know already, and it is reiterated by what we’re seeing in the market. But the key is to ensure talent acquisition strategies to match.

Hard versus soft skills: where is your focus?

A successful talent acquisition strategy starts with a thorough understanding of your organisation’s needs. According to LinkedIn , 88% of recruiting professionals in Australia and New Zealand say talent acquisition has become a more strategic function over the past year in order to address this new operating landscape.

We have seen that the best strategies involve designing the organisational structure, identifying skill sets, and addressing areas where there may be a skills shortage. Where this becomes more complex in a hybrid world is understanding which roles will be predominantly office-based, home-based or a mix of both, and the specific hard and soft skills that support a hybrid working environment.

For example, our clients frequently share with us that one of the most important skill sets today, that was not as critical pre-pandemic, is the ability to work collaboratively across different work functions, in person and on collaboration platforms. This is driven by familiarity with technology and the capacity to comfortably learn new systems. Previously, this was a soft skill that was not necessarily central to a talent acquisition strategy. But as we know, it is a vital characteristic in a trust-based working environment where employees are focused on their deliverables as individuals and teams.

There is also a critical link between skills and business critical transformation, because the digital transformation that almost every organisation is currently undergoing is not just about technology. Successful transformation is achieved when the right people are on that journey, because ultimately, transformation is about change. Innovative, adaptable people will drive the results you want in your business in both the short term and long term, and so these skills should also be central to a modern talent acquisition strategy. It’s a trend that the entire industry is noticing. 96% of respondents to LinkedIn’s The Future of Recruiting 2023 ANZ edition agree that understanding which skills employees do and don’t have is necessary to make informed talent decisions.

Since 63% of respondents also predict that the future of recruiting will be more favourable to candidates and employees (as opposed to employers) over the next five years, designing a talent acquisition strategy that stands out from competitors, can attract those skills, and bring them into the organisation.

Attracting top talent in a new age

Core to any talent acquisition strategy is understanding not only what skills your business needs but what top talent is looking for. We’re seeing that environments that better support new ways of working are where talented individuals are gravitating towards.

According to recent Seek candidate research (Flexible Working Candidate Insights – June 2023), two-thirds of candidates agree having flexibility in a job is crucial. It allows them to have more control over their work-life balance, enabling them to better balance their personal obligations, boost productivity and reduce stress.

They also understand how quickly things are changing. They want their skill sets to stay ahead of the game and they appreciate workplaces that support that level of adaptability and growth. Employee value propositions (EVPs) should increasingly address the work environment; how people within the business are supporting critical business developments, and how they in turn are given the right tools and technology to do their jobs.

In line with this is an understanding of what is increasingly important for individuals. Within Paxus, we don’t only talk about hybrid workplaces, but hybrid people as well. The best talent today combines maturity, work ethic, innovation, adaptability, and a host of other hard and soft skills. The pandemic did not only bring hybrid working to the fore. With it has come an expectation of work life balance and the ability to share and learn from colleagues in an unprecedented way.

Millennials and Gen Z are working side by side, learning from each other, with Gen Z employees often mentoring on hard skills and millennials sharing their expectations for a transformed workplace. The result? Everyone benefits, particularly with a strong focus on diversity and inclusion, which is also a top consideration for employer brands.

Looking forward for future-focused success

What’s most interesting about this developing landscape is how all these elements work together. We know that non-traditional job roles are emerging as a result of digitisation, and we don’t know what the next one to five years will bring. It takes teams of people coming from all walks of life working together to find solutions that suit current needs and challenges—and things are changing all the time. For example, within a relatively short period of time, people went from never expecting to use generative AI tools like ChatGPT and Midjourney to becoming prompt experts. We can’t say for sure what hard skills will be the most in-demand over the next few years. But we do know that talent acquisition strategies that continually adapt to current needs and determine which soft skills support organisational growth, are important.

On a regular basis, we are witnessing how organisations are attracting top talent when they factor all these elements into their strategy. The people who want to be at the forefront of new skills and ways of working gravitate to organisations that are clearly future-focused. If a talent acquisition strategy is outdated and no longer fit for purpose, how can a business demonstrate that the rest of the organisation is forward thinking? These are the conversations we are having with our clients as we help pave the way for an exciting future.

Anna Rodriguez is the Head of Talent Solutions at Paxus, advising clients and leading the delivery of customised recruitment process support, including RPO, Volume Recruitment, End-to-End or Unbundled support and more. Find more information on Paxus Talent Solutions here .

Paxus named a finalist in two APSCo Awards for Excellence Categories

Thu, 07 Sep 2023 09:41:03 GMT

Posted October 24, 2024 By Katrina Moxey

We are thrilled to announce that Paxus has just been named as a finalist in two categories in the APSCo Australia 2023 Awards for Excellence. The awards recognise and celebrate the best of the best in professional recruitment, as judged by an independent panel of experts.

Cyber Security Awareness Month: Why Cyber Security is Everyone's Business

' Specialist Firm of the Year ', which recognises the firm that displays excellence in their dedication to their specialisation - for us, Tech + Digital, in our 50th year!

' Excellence in Candidate Experience ', which serves to acknowledge those agencies that are committed to providing exceptional candidate experience throughout the recruitment process.

We're looking forward to the winner announcements at the APSCo Gala Dinner on October 26 in Sydney. For details on the finalists in all categories, visit the APSCo website here .

Find out more about Paxus, here .

Maria Zannis elected to APSCo Local Representative Committee

Fri, 02 Jun 2023 09:44:54 GMT

Posted October 24, 2024 By Katrina Moxey

We are thrilled to announce that Paxus has just been named as a finalist in two categories in the APSCo Australia 2023 Awards for Excellence. The awards recognise and celebrate the best of the best in professional recruitment, as judged by an independent panel of experts.

Cyber Security Awareness Month: Why Cyber Security is Everyone's Business

Over the next two years, Maria will play a crucial role in driving and delivering the Association’s commitment to inform and govern the conduct of all Member companies through research and benchmarking, education and advice, and campaigns to support business growth.

Maria has been in the recruitment industry for 16 years, and with Paxus for 15 of those, starting as a Recruitment Consultant and now leading our team in South Australia.

Maria is passionate about forging strong partnerships between the industry and businesses, to foster economic growth and contribute to the advancement of careers. In her role, she is dedicated to collaborating with businesses on effective workforce solutions, shaping strategies and new initiatives, refining recruitment processes, and implementing policies.

Leveraging her extensive experience and her values, Maria will be actively involved in bringing key initiatives to the APSCo agenda, representing the voice of the industry, and positively influencing the professional staffing community.

Paxus is a founding member of APSCo (then ITCRA) with a long history of involvement and passion for the professional staffing and recruitment sector. The Committee comprises elected voluntary Directors who are senior business executives from Member companies.

How to ask for a pay rise in 2023

Thu, 09 Feb 2023 06:56:24 GMT

How to ask for a pay rise in 2023

Scenario: you’ve been in your role for over a year now, and your day-to-day has developed over time. You have more responsibilities and you’re working across a growing variety of projects and teams. You enjoy your work, the people, and the opportunities – but there’s a sticking point. You have yet to see a pay rise that matches your growth.

Asking for a pay rise might feel overwhelming, especially in the current economic climate. In a competitive industry like IT or digital, a strong case with the right evidence behind you can transform a difficult conversation from nerve-wracking to convincing and get you one step closer to the pay rise you’re asking for.

Here are some tips on how to ask for a pay rise in 2023:

Do your research

Before you schedule a chat with your boss, make sure you do some investigating. Define what the average salary is for your role and experience level. Make sure to include any specific technical skills you have under your belt in your search, such as industry certifications or relevant qualifications, as these can significantly impact your earning potential. It’s important to have a good understanding of what similar positions are advertised for to ensure you’ve got the right figure moving forward.

With this information, you can establish a reliable benchmark and a wider salary window that you’d be satisfied with.

List your achievements

Your hard work hasn’t gone unnoticed. Make sure to to jot your achievements down – be specific and quantify as much as you can. This will help to clearly justify your request. Prepare a list of your accomplishments, labelling how each has benefited your workplace. Focus on improved outcomes and initiatives, or areas where you’ve simply gone above and beyond. You may wish to refer to previous performance reviews, or to compare your current job requirements against your original position description.

The rising cost of living could be an important consideration in your request, but what if you’re looking for more than the typical CPI (Consumer Price Index) increase? Bringing a range of evidence to the table can make your pay rise pitch hard to ignore.

Get the timing right

Locking in the right time to discuss your pay rise is crucial. Make sure your purpose is clear. Name the meeting appropriately – you’d like to discuss or review your salary. Schedule it in ahead of time to allow your manager to prepare. You don’t want to put them on the spot with your request.

Consider picking a time that aligns best with your company. Avoid peak periods where extraneous requests may go straight to the bottom of the pile. You might choose to align with the typical timeline of reviews or when salary adjustments are processed to avoid being knocked back purely for logistical reasons.

Once you’ve gathered your evidence and scheduled a meeting with your manager, take time to perfect your pitch. Approach the scenario with professionalism and composure. Don’t get too personal in your request by listing reasons for your pay rise that are outside of the office. However, it may be appropriate to highlight inflation and the rising cost of living if your workplace hasn’t already offered a CPI increase.

With a solid amount of evidence and the composure to match, it will be hard to ignore your pay rise pitch.

Be prepared to negotiate

Be ready to talk numbers. You’ve already established your salary window, so keep these figures at the forefront throughout the discussion. Don’t cut yourself short, either. Start with the median amount within your salary window giving you room to move both up and down comfortably. Justify any amount on the table with the evidence you prepared earlier.

Finally, be prepared to leave your meeting without a concrete figure locked in. Your request may go through various hoops before your pay rise is set in stone.

Follow up

After the meeting, send a follow-up email to your manager. Summarise your pay rise request in writing and thank them for their time and consideration. Your email should be concise and should include the key points from your discussion, such as the evidence presented and any figures considered.

Have a back-up plan

Ultimately, the final decision lies outside of your arena. It can be worthwhile creating a back-up plan in case your request can’t go ahead for any reason. This could be revisiting the pay rise in the next quarter, or extra benefits such as investing in your professional development or funding your certifications.

Asking for a pay rise is not a one-time event – it’s a process. Keep track of your achievements and contributions consistently throughout the year. Have regular reviews with your manager about your progress, career goals, and future within the company.

If it doesn’t go the way you’d hoped, you might start thinking of looking elsewhere. Sometimes, it works out to be the right decision in the long run – and changing jobs can get you more pay . At Paxus, we have an incredible team that are ready to help you find and secure your next role . If you would like to find out how we can help, please don’t hesitate to get in touch with your local Paxus office.

What is volume recruitment?

Tue, 13 Dec 2022 09:40:22 GMT

What is volume recruitment?

Hiring for a new IT role can consume your time and resources – but when you need to fill multiple positions at once, it can soon become overwhelming. Growth is always an exciting opportunity for your company. But, ensuring you have the right staff to reach these new levels is critical to your company’s success.

Higher recruitment volumes demand the right technology and expertise to back it. Outsourcing your volume recruitment is crucial to getting the job done in the most efficient and cost-effective manner. A benefit of outsourcing includes saving your business time and money, while keeping things functioning smoothly on the ground. But what is high-volume recruitment? And when is the right time to use a recruitment agency?

What is high-volume recruitment?

High-volume recruitment is the process of hiring a large number of staff within a specific and limited period. This period is considered short when compared to the number of roles that need to be filled, but there’s no exact number that constitutes volume recruiting. Some companies may consider it within the single digits, while larger companies could be looking at the hundreds.

Your company might have a great talent acquisition strategy, but volume recruitment can quickly expand upon your teams’ resources. Here are three situations where a recruiter can help with your hiring needs.

You need top-tier talent that lasts

Finding the right candidate is essential to the hiring process. Technical skills can bring someone into your workforce, but being the right fit will ensure they stick around for the long-term. You might not have the time or resources to consider the “company fit” when filling multiple positions. This can lead to lower productivity and increased attrition rates within your company.

Outsourcing your volume recruitment gains you access to an extensive database of pre-qualified candidates. A credible agency will work to match candidate skills and their values to your company needs.

You need temporary staff for a project

Hiring for contract roles can be as demanding as hiring for a permanent position. Projects that are crucial to business development often require diverse and skilled teams for short periods of time. Any mishaps can add lengthy delays and jeopardise the project timeline. Staff management, such as onboarding and payroll, can add pressure to the workloads of your busy team and increase your staffing costs.

A new location is on the horizon

Opening a new location can do more than give you front-row access to new markets. If you’re kicking off a new branch interstate, you’ll need to find people to fill those roles. You may have some keen team-members willing to set up the new office, but you’ll still have an abundance of roles to fill.

Starting a new branch isn’t the only time you might look nationwide for new staff, given that remote and hybrid workforces are now here to stay. You can gain access to a larger talent pool by advertising your roles remotely. Virtual onboarding will be expected, where you’ll need the right processes in place to ensure a smooth start for your newcomers if you haven’t got it already.

Outsourcing your remote or location-based recruitment is guaranteed to ensure an effective and hassle-free adjustment. Current team members will comfortably adapt, while new staff will feel welcomed. At Paxus, we have offices located in every major city in Australia. This means we have people on the ground ready to support you from the get-go, whether it’s by filling your new office space or by onboarding your remote teams locally.

Our innovative volume recruitment process and extensive professional database means we'll find, screen, and onboard the best talent at scale. Contact us to find out more on how we can help you source the right amount of candidates, right when you need them.

How to Promote Yourself Effectively, but not Arrogantly

Wed, 02 Nov 2022 07:13:37 GMT

How to Promote Yourself Effectively, but not Arrogantly

"Why are you the best person for the job?" the interviewer asks. What do you say? Some people are very good at speaking comfortably about their achievements and success; for the bulk of people, though, it doesn’t come naturally.

After all, we're brought up to be modest, to eschew arrogance, and to practice humility. These are good, positive traits and serve us in good stead as we build and navigate relationships, collaborate with our colleagues, and engage in all sorts of activities.

So, it's no surprise it can be challenging to spruik our own brilliance in the already pressure-filled situation of a job interview. Yet, the interview is precisely where we must demonstrate experience and excellence in a tight timeframe.

Go too far, though, and instead of coming across as skilful, we sound like somebody who isn’t credible, who maybe takes the credit for other’s work, or who might not meet the cultural values the recruiter is looking for.

So, what should you do? Here are our tips.

Think about your achievements, not only your tasks

You've heard the phrase about the whole being greater than the sum of its parts: get into the habit of thinking about what you do in the workplace as contributing to the organisation’s goals. It doesn’t matter if you see your part as big or small; ultimately, it brings value to the business, or it wouldn’t be a job at all.

Instead of seeing your position as a series of tasks, consider its outcomes. You might have migrated on-premises servers to a public cloud, for example - and you could list that on your resume. But why did you do it? What was the drive to move to the cloud? What did it mean in a practical sense? Perhaps it removed risk from the company because the on-premises servers were old and likely to fail, and maybe your building is susceptible to flooding. Now these risks are no longer there, and your disaster recovery plan can rest easier because you’ve gone the route of disaster avoidance instead.

Perhaps it enabled the business to work from home, ensured safe business continuity, and increased staff morale even during pandemic lockdowns.

Or perhaps it's reduced the cost of your overall IT spend, cutting down licensing costs and allowing you to shrink your computing resources during periods of lower demand.

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This isn't to say tasks aren't important, quite the opposite in fact. Hiring Managers will always be keen to know the mechanics of how you hit your achievements. However, your focus ought not to be on tasks alone.

Be clear about your specific contributions to a project

This can be hard; the interviewer asks you to tell them about a challenge you solved and how you went about it. Your natural tendency might be to say, “we did this; we did that.”

Yes, it was more than likely a team effort, and you rightly and kindly don’t want to take credit for the work of your colleagues. However, they’re not being interviewed, and they won’t be job-sharing the role with you.

By using "we" or phrases like this, you run the risk of leaving the interviewer unclear on how you specifically contributed and what you specifically achieved.

In these situations, take a moment to consider your answer before speaking. It can help to take a sip of water.

If your work was part of a team, that's fine; but you must also explain your role in the project. Some recruiters will drill into your answer if they don’t understand your part, but other recruiters won’t and will disregard you. Take charge and highlight your achievements.

For example, the interviewer might ask, "Tell us about a challenge you faced in a project and how you resolved it?”

You could say, "We had a significant application installed at every one of our sites, each with its own database. At the end of the month, our Finance team would take two days to log into each one of those servers, run the application, generate reports, and copy numbers to Excel. We decided a data warehouse would help us by aggregating all our data every night. Then Finance could run their reports against the warehouse and eliminate all that time spent gathering the data. However, the application vendor did not provide any documentation on their database, and we had to work out the tables and relationships ourselves when building pipelines to transfer data to the warehouse and to create reports.”

That sounds reasonable enough - except it doesn't tell the interviewer what you bring to the table. Have you ever answered an interview question like that?

Consider this response instead, after setting the same scene: "We assembled a project team consisting of an accountant, a report writer, and myself. I was tasked with building the pipelines to extract data from the distributed source databases and load it into the data warehouse. I reached out to the vendor for a data dictionary or any other documentation on the source database structure, but they said they did not have any materials they could share with customers. They confirmed we owned the data but wouldn’t provide any support for extracting data. I searched online for a tool to automatically document a database and used this to help map out and describe the database structure. With that knowledge, I could set up an ELT process to migrate the data we needed into the data warehouse and repeated this for each source database. I set up monitoring and logging to observe the process and ensure I was notified of any failure. This worked; I scheduled the ELT process to run on each system each night, loading into the data warehouse before the accountants came into the office in the morning.”

There is no ambiguity this time about what you did, and what's more, your answer is not boastful but simply factual. Speak to you did and avoid the temptation to use “we” to describe your achievements.

Look at the top three key requirements

Let's use the first two tips together in a practical way. According to Paxus Senior Account Manager, Jennifer James, candidates should always think about the top three key requirements in the Position Description. Then be ready with specific examples from your own experience that align with these requirements.

For example, consider a candidate for the role of a Project Manager. Jennifer says, “Let’s say ‘planning scope management’ is one of the top requirements. Taking an example from your own experience helps to steer the conversation on:

a) What specific tasks you undertook as part of 'planning scope management,’ such as gathering and collecting inputs to create a project management plan and identifying project requirements
b) How ? Your approach, such as the methodology used and why you did it this way
c) Challenges - what obstacles did you face and how did you overcome them, and
d) What was the final outcome?"

Practice, practice, practice

No matter how many or how few interviews you've had in the past, you can predict some of the questions you’ll be asked. Tell us about your background. What motivates you? How do you keep your skills current? Why are you looking at this position? Tell us about a challenge in the workplace and how you overcame it?

Don't go into an interview without having already thought about your answers to these questions.

Think about them. Go over them in your mind while commuting, lying in bed, or in the shower. Rehearse and practice. And consider your tone - assess if you’re putting yourself forward too little or too much.

In fact, not only does this help you prepare great stories to tell and showcase your strengths but, Jennifer James adds, it shows “the candidate is keeping it specific to what the hiring manager would be interested in listening to, given time is of the essence - as well as demonstrating you’ve taken the time out to actually read the position description and prepare for the interview.”

In short, it's a plus for you all around. Make these tips your own and start each interview with confidence, preparation, and a positive impression on the interviewers.

If you are looking for a new opportunity in IT or Digital Marketing, or expert advice on interviewing – we can help! As one of the largest IT recruiters in Australia, we have many new opportunities currently available. Please don’t hesitate to get in touch with your local branch to find out how we can help you secure your next role.

Now is the time to find a new job – here’s why

Thu, 29 Sep 2022 07:21:12 GMT

Now is the time to find a new job – here’s why

The ‘Great Resignation’ has continued into the second half of 2022, and competition for candidates is at an all-time high. PwC’s recent ‘What Workers Want’ report states that 38% of workers surveyed are currently looking for a new job – up approximately 30% from February 2021 (Australian Bureau of Statistics).

If you are considering looking for a new role, now is the perfect time – there are a lot of new opportunities, flexibility is on offer, and good candidates are highly sought after.

So, how can you take advantage of the current candidate short market?

Take the next step

If you are thinking about advancing your career and taking a step up, now could be the time. With candidate shortages across the board, many employers are considering alternative options to fill roles. Even though you might be less experienced than a role requires, employers are more likely to be open to the proposition of hiring and upskilling you, or giving you a chance at a more senior role. To take advantage of this, make sure you put together a compelling cover letter. Make it clear in your CV that you want to take the next step - and are willing to do the hard work to get there.

Negotiate

Because good candidates are so sought after at the moment, it puts you in a great position to negotiate your terms with your new employer. Whether its flexibility that you are after, a higher salary or extra employee benefits, you are in a great position to put forward what you want out of your next role. At Paxus, we are able to help you negotiate your offer, with our experienced Account Managers assisting candidates throughout the recruitment process - right through to negotiating your new terms.

Put together a killer pitch

To take advantage of all the great opportunities out there, you need to know how best to sell yourself - without overdoing it. Work out what your strengths are, and what sets you apart from other candidates who are also going for the role. Practise talking about yourself and your strengths, so you feel comfortable in the interview. This includes talking about your past roles, some of your work related achievements, and examples of where you have come up with a solution to a work based problem.

Be bold

With such a candidate short market, this is your opportunity to pick and choose which company you want to work for. It’s not just about getting the first job that comes your way – now is the time to think about what you really value in a role and an organisation. Think about what types of questions you can ask a prospective employer to help you decide this. You could ask your interviewer “What do you love about working for your organisation?”, “What do people at your organisation value?”, “What is the best part about the culture at your organisation?” and so on.

Use your networks

Networking can be a great way to land a new job, and take advantage of the current job market. Whether you are scrolling through LinkedIn and chatting to people virtually, or heading to networking and industry events, think about the people you might know, and if there are any opportunities. When meeting new people, always remember to stay in touch – this can sometimes simply mean liking and sharing some of their content on LinkedIn – or just touching base to stay front of mind.

Get out there

There are so many opportunities at the moment, and if you are looking to make a change, now is the perfect time! At Paxus we have an incredible team of Account Managers that are ready to help you find and secure your dream job! If you would like to find out how we can help, please don’t hesitate to get in touch with your local Paxus office.

Accepting a counter offer – Should I stay, or should I go?

Tue, 13 Sep 2022 07:37:11 GMT

Accepting a counter offer – Should I stay, or should I go?

You’ve got one foot out the door of your current workplace, when your employee throws a counter offer in the ring. Companies are justifiably eager to retain their top talent, especially in such a competitive market. But what should you do now?

A counter offer is certainly enticing and flattering, but equally comes with its own set of risks and limitations. If you find yourself in this situation, our advice is to truly consider what the right decision is for your future, for several reasons which we’ll explore below.

Revisit your motives

Step one should be to revisit what originally motivated you to leave. If the counter offer on the table doesn’t address all of your reasons, then accepting it may leave you dissatisfied in the long run.

Darren Frlan – State Manager Victoria, Paxus shares that he has “seen many people accept counter offers throughout my 26 years in the talent acquisition game. Often, they don’t work out. If you resigned because you didn’t feel valued at your current job, a sum of money isn’t going to change that. If you resigned because you were offered a better role elsewhere, a counter offer isn’t going to match the new opportunity. And, if you resigned because you weren’t happy with your current situation, a counter offer isn’t going to suddenly make you happy.”

What’s your comfort zone?

Accepting a job offer should enable the exploration of new horizons and opportunities that will stimulate and challenge you. If a counter offer allows that, great! But do consider whether you are drawn to it because it’s a comfortable and familiar option that addresses some of your needs, or whether it will genuinely allow you to progress your career.

If you’re looking to build upon skills and be challenged in a new role or company, then staying in your comfort zone may halt growth and transformation. Putting yourself out there and welcoming change, could be a great step to opening doors you never even knew existed – but you have to be willing to take a chance.

A counter offer could be a band aid solution

If your reasons for seeking change go beyond a salary increase, then be extra conscious of accepting a counter offer. A pay rise is obviously attractive, but cultural issues are not always easily mended and are often more impactful on a daily basis than salary issues.

Yugal Bhatia , Principal Recruitment Consultant at Paxus, urges candidates to “look beyond the dollar signs. A salary increase could be distracting you from the underlying issues that instigated your job hunt to begin with.

People, processes, and culture can’t be transformed overnight. And no sum of money can magically make deep rooted issues disappear. If you’re going to stay – do it for the right reasons, not the wrong ones.”

Trust in your personal development

A counter offer means your employer clearly values your skills, knowledge and effort at this point in time. However, once your employer knows you're looking elsewhere, there’s a chance it could become difficult to manage a positive and trusting relationship into the future.

The situation might create doubts in their mind and potentially a reluctance to invest in you longer term. This in turn, could affect your personal development moving forward.

Yugal encourages candidates to consider the potential motives behind the counter offer. “It’s often in the company’s best interest to keep you, irrespective of your value. A counter offer could be a short-term strategy, as companies frequently set KPI’s around employee retention.”

Further to this, Darren explains that “Employers can utilise counter offers to stall and buy time, until they find your replacement.”

When you’re asked to consider a counter offer, it’s important to understand what it could mean in both the short and long term. And, whether this aligns with your future aspirations.

Future finances

A counter offer means your employer values you enough to determine you’re worthy of a higher salary. We suggest pausing to consider what this could mean for your salary timeline. If this pay point hasn’t been offered previously, will this offer impact what you might receive in the future?

“It’s possible your current employer has brought forward an inevitable pay rise now, as opposed to when it’s due” explains Yugal. “If they’ve stretched the budget for you now, the chances of getting another raise in the near future are slim. A counter offer is a gamble, that could impact your career and personal finances for years to come.”

Yugal emphasises the importance of “Taking this opportunity to do some research using a pay scale to find out what you should be earning in the current market. Or chatting to a reputable recruiter who can provide invaluable insights about your salary expectations.”

An opportunity regardless

We recommend using this roundabout as an opportunity to evaluate what you really want. A counter offer forces you to stop and consider what’s truly important to you and your career. Is it money? Flexibility? Teammates? Mentorship opportunities? Support? There are some things money can’t buy. And, this situation poses a great chance to reassess your priorities, irrespective of what you decide.

Finally, end things gracefully, professionally, and respectfully whichever avenue you choose to take. Regardless of your decision, be sure to thank the hiring manager, potential employer or recruiter for the time and energy they invested into you.

If you’re feeling stagnant in your career – we can help! As one of the leading IT recruitment agencies in Australia, we have a range of new opportunities available. Browse through our currently advertised positions and let us help you secure your next role.

How important are reference checks in the hiring process?

Mon, 01 Aug 2022 07:46:42 GMT

How important are reference checks in the hiring process? - with Vetting.com

We’re all familiar with the formality of providing references during the hiring process. It’s generally the final checkbox needed before a job offer is presented. And, while some companies believe they’re outdated and redundant, the majority still rely heavily on this final step to close out the recruitment process.

When done well, a reference check extends far beyond a simple tick-the-box exercise. It can ultimately become the difference between securing your dream job and not.

We asked Mary Snowden, from the Vetting.com team to share why reference checks are so important.

“Pre-employment reference checks provide valuable insight into a prospective employee’s behaviour, allowing businesses to make informed and unbiased hiring decisions. In fact, senior managers cull an overwhelming 34% of applicants after speaking with their references.

Referees also resolve questions that may have been lingering in the hiring manager’s mind, following your interview. They investigate not only your experience and skillset, but your nature, behaviour, and whether you’ll be the right cultural fit for the team” Mary from Vetting.com explains.

Of course, it’s only natural to put your best foot forward and present the greatest version of yourself during a job interview. So, involving a third-party to offer context can be invaluable in backing up your claims and supporting your statements. Reference checks provide realistic, objective, and holistic credibility outside your own self-awareness.

Choosing the right references

While you can’t control exactly what your references say about you, you can control who you choose. Selecting the right referees is vital when formulating a job application. Only select individuals who you know will positively endorse you, as one wrong word could immediately lose you the role.

Asking a direct manager or superior is always preferential over asking a colleague or co-worker. The absence of a senior or managerial reference may raise concern or suspicion about your actual job performance.

You should also consider matching your references to the job. Ask yourself the question: ‘Who’s going to be able to provide the most powerful and compelling evidence in relation to the requirements for this role?’

Briefing your references

“Someone who’s been caught off guard won’t be able to provide a winning reference for you. It’s worth taking the time to brief your referees on what you’re applying for, and relevant projects or skills you’d like them to mention so they can provide a strong testimony on your behalf.” Mary explains.

It’s also good practise to keep your references updated with the status of your job search. Let them know ahead of time that you’re on the hunt for a new role, and that you’ll likely reach out to contact them if, and when required.

Try to make a habit of asking for new references every time you change employer. It’s incredibly beneficial to network and build rapport with industry professionals as you progress throughout your career. This means you’ll have a pool of credible and respected sources to draw upon whenever necessary. LinkedIn is a great tool when it comes to investing in your professional network and staying in touch with like-minded and esteemed industry contacts.

The future for reference checks

Reference checks aren’t going anywhere, anytime soon. In fact, they’re only going to become more important and more comprehensive as we become more connected globally.

Vetting.com highlights “digital reference checks are increasing in popularity amongst recruiters to automate background screening . These online checks simplify the manual process and reduce the likelihood of fraudulent references as candidates providing phoney referees can be digitally identified and flagged.”

So, in our answer to our original question – “How important are reference checks in the hiring process? The answer is extremely.

The job market is always a competitive one, and by lining up your professional references now, means you’ll have one less thing to be concerned about when you start the interview process.

Ready to make your next career move? Browse through our open roles today .

Recruiter, Head Hunter, Hiring Manager – what is the difference?

Wed, 06 Apr 2022 08:00:29 GMT

Recruiter, Head Hunter, Hiring Manager – what is the difference?

The pandemic has had a huge impact on the global workforce, with many people reassessing their career and the direction they are headed. The Great Resignation’ has since followed - and the voluntary resignation of a larger than normal portion of the workforce is happening as we speak. This is good news if you are a job seeker – with many new roles now coming on the market.

Who should you contact when starting your job search, and who are the people that will contact you once you apply for a role? In most cases, it will either be a Recruiter, Head Hunter or Hiring Manager. Sometimes there is confusion about how each of these professionals can help with your job search, so we have broken it down to help you put your best foot forward.

Recruiters

A recruiter is someone that is either employed by a recruitment agency, or in-house at an organisation - who sources people to fill specific positions. When an employer wants to find someone to work in its organisation, they either contact recruitment agencies and / or work with their in-house recruiter to find someone to fill a specific role.

How can a Recruiter help?

When you apply for a job, it is most likely that the first person you speak to will be a recruiter. They will assess your suitability for the role you applied for, and screen you to make sure you are the right fit. If you are moved through to the second stage (and beyond), the recruiter will coach you through the interview process, acting as a liaison between you and the employer / Hiring Manager. If you are successful in the role, the Recruiter can also coach you through your resignation process.

Head Hunters

Head Hunters are different to Recruiters and Hiring Managers, in that they typically work as a third party agent for their clients (employers). They work in a number of capacities, either as an extension of their client’s in-house team, or they are used specifically when there is an important vacancy to fill.

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How can a Head Hunter help?

A Head Hunter will typically approach you directly if you have the skills and expertise they are looking for. LinkedIn is one of the key channels Head Hunters use to source talent, so if you are looking to attract a Head Hunter, make sure your LinkedIn profile is optimised with key words that reflect the role that you want. If a Head Hunter approaches you with a role that is not the right fit, you can consider recommending others, which will encourage the Head Hunter to reapproach you with other opportunities.

Hiring Managers

A Hiring Manager is someone that sits within an organisation who is hiring for a role. The Hiring Manager is usually the person who makes the ultimate hiring decision, and is usually the person who will manage the candidate who is hired.

How can a Hiring Manager help?

The Hiring Manager is the best person to speak to about working within the organisation and the team you may be joining. As they are usually very close to the role, and will be able to give you detail on responsibilities, culture, team, and the workings of your new department / organisation.

It is also important to ensure that you are able to see yourself working with / for the Hiring Manager, as they are generally someone that you will deal with on a day to day basis, should you be successful in the role.

If you are working with a Recruiter, prior to meeting the Hiring Manager, you should speak with the Recruiter to find out everything you can about the team and Hiring Manager, so you can have questions prepared and an informed conversation (that is sure to impress!).

Recruiters, Head Hunters and Hiring Managers can all play a vital part in helping you secure your next role. With ‘The Great Resignation’ already a foot, now is a good time to explore new opportunities. If you are looking for a new role in IT – we can help! As one of the largest IT recruiters in Australia, we have many new opportunities currently available. Please don’t hesitate to get in touch with your local branch to find out how we can help you secure your next role.

Key recruitment trends in 2022

Thu, 16 Dec 2021 10:39:37 GMT

Key recruitment trends in 2022

The job market has gone through transformative change over the last two years. In early 2020, large numbers of us were made redundant or stood down, and company recruitment programs halted.

Two years later, we're moving into a period of the 'new normal'. High vaccination rates and (hopefully) an end to lengthy lockdowns have given businesses confidence to continue with their growth plans. And to support this, companies are looking to increase headcount or rebuild teams that were previously disbanded.

But finding and retaining talent has never been harder. Dubbed 'The Great Resignation', large numbers of employees are re-evaluating their priorities and work-life in this new world. So much that Microsoft has estimated over 40% of the global workforce plan to change jobs over the next year.

In a period of high employee mobility combined with intense competition for talent, we explore the key trends that'll impact the way we recruit in 2022.

Remote and hybrid work are here to stay, indefinitely.

The pandemic has forced many to work remotely. In some states, we've been doing this for almost the entirety of the pandemic. This has not only opened people's eyes to the benefits of removing or reducing the daily commute, but also the flexibility it provides to weave work-life around home-life.

Companies are also seeing the benefits. Pre-Covid, companies didn't trust their employees could perform at the same level as they would in an office environment. However, what the last two years has shown us, employees are just as productive, if not more, working remotely.

Plus, many businesses are now seeing the potential to reduce costly overheads by downsizing office space or removing it completely. If your workforce is happier and more productive working at home for part or all the time, then why pay for a large office space that's not being used.

As Melissa Occhipinti, Paxus Executive General Manager explains, "Hybrid working models and flexibility are no longer a nice benefit to offer candidates. It's an expectation. If you haven't embraced the new ways of working, attracting great talent will be extremely difficult."

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It's not just remote working that's now standard, but remote hiring and onboarding will also become the norm.

Repeated lockdowns throughout the country meant businesses had no choice but to go through the entire interview and onboarding process online.

Thankfully, video conferencing tools like Microsoft Teams and Zoom were a saviour to HR and hiring managers. Even if you couldn't psychically be in the same room as the interviewee, video conference made it possible to virtually 'meet' candidates and still pick up on non-verbal cues.

In 2022, despite many of us transitioning back to the physical office, this key recruitment trend will likely stay in some form. The last two years have taught us that remote hiring can be a successful tool in the recruitment process. It can improve its efficiency by making it easier to schedule and attend interviews. It also makes it more inclusive by allowing those who were unable to attend physical interviews the opportunity to attend online ones instead.

In relation to onboarding, it was commonly preferred to onboard someone in-person - even for remote roles. However, a lesson we've learned is that it doesn't have to be. Now it's no longer a problem to receive equipment directly. Virtual training has either been established or improved. And regular support from peers and managers is expected.

In such a competitive market, the speed to source and secure talent will be non-negotiable.

“Speed to hire will be a key differentiator. With the continued demand combined with a shortage of digital and tech talent predicted into 2022, candidates aren’t on the market for very long. They’re often attracting multiple offers within a very short timeframe. Ensuring you have the preapprovals to hire, pre-booked time in your diary to conduct interviews, and are ready to extend an offer when you identify top talent, will all contribute to your hiring success”, says Melissa Occhipinti.

In addition to this, technology will play a fundamental role to speed up the hiring process. Organisations will play closer attention to try and automate every step possible with an Applicant Tracking System. We'll also see an increased use of virtual assessments, including AI video-based screenings, as well as text bots to encourage applicants through each stage of the recruitment process.

We'll need to get more creative in sourcing talent.

Relying on traditional recruitment channels is unlikely to give you the same success it once did in 2022. Instead, we predict that another key recruitment trend for next year is we'll see more creative and open in the way we find candidates.

“With so many companies currently going through digital transformations projects, there’s an increasing need for people to support these. Closed borders and skill-shortages have shrunk the talent pool even further, which is leading to rates going up as companies compete for resources. In 2022, companies must look at innovative ways of finding people. Whether that’s retaining the existing workforce, looking at roles that have synergies, taking a chance on an entry-level resource, or promoting from within,” explains Rob Hart, Paxus WA State Manager.

Your Employee Value Proposition (EVP) and employer brand are no longer 'nice-to-haves'.

The job market is becoming increasingly fluid and competitive. There's no denying large salaries attract candidates. However, for many of us, the last two years have shown there are more important things in life than just money.

Employees no longer see work as a means to an end. Rather, it's a part of life to enjoy and get value from. We predict this desire will only increase as many people leave their current jobs from pandemic burnout.

"Companies will be competing for the same technical talent, and it'll be difficult for growing businesses to match salary offers of large-scale enterprises. Therefore, employer brand, EVP, and refining people strategies will be vital to attract 'A-Grade' talent," advises Darren Frlan, Paxus VIC State Manager.

Companies will be expected to support social and ethical causes.

In addition to a company's culture, people are attracted to businesses that also support the social causes they care about.

"I see next year as the continuation of people's drive to join organisations that demonstrate a clear purpose and provide great working environments. Throughout the pandemic, people have re-evaluated priorities and we're seeing a shift in people's desires to support ethical and sustainable practices," explains Matt Partington, Paxus NSW State Manager.

Over the last few years, we've seen various social movements gaining increasing ground throughout the world. With increased awareness, people are choosing to work for employers that have the same ideals as them. For instance, Patagonia's strong stance on environmentalism no doubt attracts those who support the climate movement. In this competitive landscape, where a business stands on social issues could also make a difference to the success of its talent acquisition and retention program.

We'll also see the recruitment process speed up to ensure top talent is secured as quickly as possible. Plus, many companies will need to look inward to evaluate if their EVP and employer brand is up to scratch, and if their corporate social responsibility program resonates with not only their customers, but their current and potential employees as well.

Is your talent acquisition strategy not achieving results?

Wed, 13 Oct 2021 10:58:04 GMT

Is your talent acquisition strategy not achieving results? Review and refresh it with these top tips.

With everything in life, there’s always a need to review and refresh. The same goes for your talent acquisition strategy – or your long-term strategic initiatives to seek out qualified talent to help your business grow.

Over time strategies date and become less effective in achieving what they’re designed to. So, how do you go about reviewing your current talent acquisition strategy? And what can you do to refresh your process? We’ve compiled our top tips to assess and improve your talent acquisition strategy including some simple actions you can take today.

Review what’s in your talent strategy

What’s actually in your strategy? The word ‘strategy’ tends to get thrown around a lot but the depth and work behind it can be lacking.

A great talent acquisition strategy includes an in-depth analysis of your current and future talent needs. It protects you from global trends such as the great Australian resignation. And maps out everything you need to do to protect current talent and acquire new talent.

This means strategies should include advertising locations, recruitment tech-stack, career page upgrades, company values – the list goes on. Your business is as good as the workforce you employ. So, your strategy should showcase a trajectory of how you can get the best hires with the best skillsets you need now and in the future.

Tip: Build your employer brand.

Evaluate your time to hire

Time to hire gives insight into where you’re spending time in recruitment and can be measured differently from company to company based on personal preference (e.g. from invite for job applications through to offer, from approval to start recruitment process through to new starter’s first day).

According to HRD, the typical recruitment process takes 39.2 days . Common delays in the process come from miscommunication between the hiring manager and recruitment lead, crafting broad job ads resulting in too many unqualified candidates, and working with outdated systems creating more administrative work. Taking the time to identify pain points in your hiring processes can reduce time to hire. It can save you financially, stop you from losing fast-moving candidates in a critically talent short market, and improve your employer brand.

Tip: Reduce time to hire by building a talent pipeline before you need it.

Assess and reduce your cost per hire

Time is money and so that brings us to evaluating your cost per hire – or the total cost spent on recruiting to fill an open position. Organisations spend an astonishing $18,982 on average to hire one employee . It’s easy to get to this total when you factor in staff time creating and reviewing applications, tech used in the process, advertisements, administrative costs, onboarding, staff equipment, and more.

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Tip: Reduce cost per hire by engaging an outsourced recruitment partner to take part of the process away from you.

Review how you attract talent

Attracting talent to open opportunities is becoming an increasingly difficult feat. If you follow our tip from earlier about being proactive in building a talent pipeline, it can be easier. But how do you do this? With growing candidate touchpoints ensuring candidates are excited and eager to join the team can be a difficult task.

The first place to go is to investigate and gather data on the different channels you use to advertise, such as job boards and social media platforms. The insights you can gather here will show you which platform is working and what may need to be reconsidered.

Another good data source comes from surveying candidates. Include a question asking candidates what attracted them to the role as part of your job application process. This can unveil critical information about your employer brand and show you what key motivators drive applications e.g. your flexible and supportive culture throughout COVID.

You could also survey candidates about their application process. This can be useful to find out details about interview cancellations, no-shows, application pain points, and more. If you do survey post-application, be sure to protect the candidate’s privacy as they could provide biased information in thinking it may benefit their application for the role.

Tip: Be proactive with review sites and social media to future source talent.

Often overlooked is review platform sites such as Seek, Glassdoor, and Google My Business. Negative information here can deter good candidates from submitting job applications. Unfortunately, there’s no easy way to remove past reviews. To sway candidates to look past negative reviews, we recommend you encourage current staff or successfully placed candidates to leave reviews, and be active in showcasing the great things happening at your organisation through your organisation’s social media accounts.

Reviewing and refreshing your talent acquisition strategy is a process that is often difficult to undertake while your internal recruitment team is busy filling jobs.

“For many of our clients, we recommend conducting a minor review of the talent strategy every quarter and a complete review annually, but some sectors require a more regular refresh,” says Joel Broughton, Paxus Talent Solutions Manager.

Our team can help

Seeking external help from a credible and experienced recruitment partner is often the best way to ensure that you get an expert, external view while your own team keeps working. If you’re looking for an external party to review and refresh your talent acquisition strategy (even if it’s just part of it), reach out to Paxus, digital and tech recruitment specialists . Our Paxus Talent Solutions consulting team can help you move towards achieving your workforce goals.

An employer brand encompasses everything to do with your reputation as an employer. You want to be seen as the employer of choice. So, part of your strategy should focus on the candidate experience (all interactions throughout the hiring process with candidates), and current employee experience (your staff are your living billboards).

All too often the recruitment process is triggered when a vacancy needs to be filled. Try being one step ahead and implement talent communities via proactive sourcing strategies, plans, and methodologies to have passive candidates as prospects for future roles

Your recruitment partner should be able to offer a wealth of knowledge in areas like best practice recruitment methodologies. They can help you assess your recruitment expenditure and find you ways to reduce it.

Top 10 things to think about when looking for an RPO partner

Tue, 05 Oct 2021 11:28:35 GMT

Top 10 things to think about when looking for an RPO partner

More than likely, you’ll know what Recruitment Process Outsourcing (RPO) is. If not, an RPO is when a company transfers all, or part, of its recruitment processes to an external provider to act as an extension to the company’s HR or resourcing function. With the growing need for talent, it comes as no surprise that demand for the service has accelerated.

What should you look for when considering an RPO? With an ever-growing number of options to choose from, we’ve compiled a list of ten important factors you should consider when looking for your go-to RPO partner

1. Can we work together?

2. Is your RPO partner flexible?

3. How specialised is their experience?

4. Are they big or niche players?

5. Where do they operate?

6. What’s their track record?

7. Can they save you time with tools and automation?

9. How much can you save when engaging an RPO provider?

10. Can they give you the stats and story?

1. Can we work together?

The best RPO partners make an active effort in getting to know how your business works. Engaging a recruitment partner means you’re employing someone to act as an extension to your internal team. They need to have a solid understanding of your business focusing on its values, culture, and brand.

You want to avoid partnering with an RPO provider that gives solutions without truly understanding your landscape, or who is unwilling to develop a custom solution with you. It’s called partnering after all and that’s what you should expect – a partnership

2. Is your RPO partner flexible?

The benefit of engaging an RPO partner is to help you scale up and down when you need it. All businesses have times when there’s increased hiring demand. This could be when you have a new product or service launching, when you decide to invest in new tech, when you’re experiencing seasonal operational demands or if you’ve recently been hit with the worldwide post COVID phenomenon of the great Australian resignation and demand has increased to replace these staff members.

It’s vital your RPO provider doesn’t operate in a one-size fits all approach. They must adapt to what you need, such as quickly ramping up when your business needs it most and then easing off when you’ve got control.

3. How specialised is their experience?

Within a candidate favoured market, working with industry experts to help source talent for specialist roles (in your industry and region) is the key to success. While there are RPO providers who source for a broad range of roles, it’s better to work with specialists who can find you the best talent within their field of expertise. These providers should have a strong understanding of the marketplace including best practice, the challenges, and the competitive talent landscape.

For example, at Paxus, we don't believe in the 'jack of all trades, but master of none' approach. Instead, we focus purely on digital and tech talent. We’ve got high quality recruiters and subject matter experts who deliver great talent in roles such as business analysts, cloud engineers, software developers, and more.

4. Are they big or niche players?

RPO providers come in a variety of sizes. Some act as an extension to the services of a recruitment agency, while others operate independently. These different models both come with their own advantages and disadvantages.

Partnering with a larger RPO provider could mean they operate with a cookie-cutter sourcing and engagement strategy. The solution you receive is the one they supply to all their clients - without consideration of your specific requirements. However, with size comes the benefit of global reach. This means they'd have the local experience and knowledge to work with you in a variety of locations and across all generalist roles as you grow your organisation globally.

A smaller organisation could be flexible and agile enough to offer a bespoke solution and really focus their efforts towards helping you achieve your talent acquisition targets in specialist disciplines and locations and with a more tailored solution. The potential downside here is that they may lack the global scale of a large RPO provider. In the end, it comes down to what you value most and which RPO partner can achieve this for you.

5. Where do they operate?

Just like with all businesses, it’s a good idea to check where the RPO partner you’re interested in operates. If you hire Australia-wide, you’re going to want to work with a provider that has experience within the Australian market. If you operate solely in Sydney, a provider with local expertise may better align with your needs. Whereas if your business has global footprint, it may be best to engage an RPO partner who can provide you with a global solution.

Additionally, the location of an RPO team may also be an important factor to consider. You may prefer a combination model of onsite, remote, and offshore support, or you may need the support from just one location. If your requirement is to have the RPO team in your office, then consultant location is paramount. However, several RPO providers have built centres of excellence hubs that support their onsite teams and are a great resource that can improve performance of your RPO. If your office works remotely then an onsite/offsite delivery model would work seamlessly.

6. What’s their track record?

You don’t want to partner with a company that has a bad reputation. But how bad is bad and where do you look to find this information?
Our recommendation is that you always compare a few RPO partners against each other. The first stop is generally visiting business listings on Google. While these reviews can help get an initial understanding of a business, be sure to bear in mind reviews are given 2-3 times more by customers who have had a bad experience .

After investigating their reviews, it’s a good idea to read their case studies online (or reach out to the business to get some). You can also reach out to the business with an expression of interest and ask for a capability document. This will give you an understanding on what projects they’ve worked on in the past and their delivery performance.

One final way to check if an RPO partner is the right one is to speak directly with one of their current or past clients. Here you get to question the client directly about their experience, which can be paramount in helping you make an informed decision.

7. Can they save you time with tools and automation?

Engaging an RPO provider gives you access to best practice tools, the latest technologies and industry experts. This all saves your team time and creates process efficiencies. Joel Broughton, Paxus Talent Solutions Manager, suggests you investigate if technology is included in the cost. “Some RPO partners exclude technology costings from their quote. So, we recommend always asking them to be upfront with what you’re paying for when engaging them as a provider”.

Once you know the recommended tool, conduct further research to ensure its functionality meets your requirement and that it is complementary to your current processes. The expertise an RPO provider brings is meant to make your life easier. So, finding a partner that has tech and automation solutions which fit and enhance how you’re already working is the goal.

8. Will they help you deliver great candidate experiences?

As the war for talent ensues, so does the importance of delivering great candidate experiences. Employer brand reputations are fast becoming vital to attracting top talent. When you’re under pressure to deliver, the candidate experience can be negatively affected as you:

may lack the resources to stay on top of candidate communications, or
you may experience delays in progressing applications and end up losing talent to other employers.

When selecting an RPO partner you want them to seamlessly act as an extension to your recruitment team. In addition, they should act as an instigator for improving your candidate experience, allowing you to strengthen your employer brand.

9. How much can you save when engaging an RPO provider?

There are financial benefits that come with engaging an RPO provider, such as reduced cost per hire and advantages that come with bulk purchase agreements for job advertisements. Joel says, “A good RPO provider will spend the time to uncover the hidden costs in your in-house talent acquisition model and provide you with transparent pricing to ensure you’re always in control”.

It’s important you discuss the cost savings that come with any potential RPO partner you’re interested in early on, so you’re clear on what they can offer. Some organisations can only assist with larger volume RPOs, which require minimum fills per month to give you the cost savings you’re after. Whereas others can assist with lower quantities and still provide you with some reduced cost, enhanced delivery, or increased capability.

10. Can they give you the stats and story?

The great thing about recruitment is the abundance of metrics available. RPO partners understand the value in analysing your current business processes and performance to then take your company forward with the best possible talent acquisition program.

Key metrics are no longer only about time-to-fill or number of candidate applications. While those points are important, a higher weighting is placed on understanding the story behind the numbers - a wholistic view of the talent acquisition processes and candidate experience, regardless of if they were successful or unsuccessful.

Not all RPO providers are created equal. When making the key decision, be sure to take the time to compare organisations and service offerings and evaluate who would provide your organisation with the best outcomes. Ultimately, you want a partner that understands what you need and goes above and beyond to give it to you.

Our team can help

At Paxus, we're digital and tech specialists and have been delivering successful RPO programs for a broad range of clients. We take the time to understand exactly what you need, so we can source and secure the right talent, while building a robust employee brand. Visit RPO Solutions to learn more .

8. Will they help you deliver great candidate experiences?

How to respond via email for an invite to interview

Sat, 24 Jul 2021 08:24:32 GMT

How to respond via email for an invite to interview

The way you interact with recruiters and hiring managers is just as important as your skills and qualifications when looking for a job. Before a company has even met you, they're forming an opinion about you as a potential candidate.

The manner in which you handle verbal and written communication is likely to be an integral part of the job. Hence, proper etiquette when responding to and dealing with a company, even from the early stages in the recruitment selection process, is paramount.

It can be a little daunting when responding back, especially for a candidate that is new in their career. The following tips can help make the process a little easier:

Email Response

If you know that you've applied for a few positions, remember to check your email frequently and answer all requests as soon as possible. Remember to always address any questions recruiters or hiring managers may have - this is important if they have asked you when you are available. Consider these examples:

"Thank you for your invitation to interview with [company name]. Yes, I am available on day, date, month, at time am / pm."
"Yes, I very much would like to interview with you at..."
Yes, I can be available for an interview at several times during the week of..."
Thank you for the invitation to interview for the [job position]. I appreciate the opportunity and I look forward to meeting with [hiring manager] on [date] at [time] in your [location]."

Phone Response

If you receive a telephone call asking you to confirm your interview appointment, try to answer it or return it as soon as possible. When phoning, consider your tone of voice, thank the recruiter or hiring manager for the interview request, and tell him or her you're available at the scheduled time.

If you get a voicemail when returning the call, consider saying "Hi [insert name], thank you for calling to schedule an interview time. I'm sorry I wasn't able to take your call, but I'm available to interview with you on [day], [date], [month], and I look forward to seeing you then."

It's appropriate to use the recruiter or hiring manager's name when you call. Pick a time when you won't be interrupted or have distracting noise in the background.

Alternative Time

If the day and time of the recruiter or hiring manager offers for your interview aren't convenient for you, consider rearranging your schedule to accommodate theirs. Tell the interviewer you appreciate the invitation and you're looking forward to meeting with him or her, however you have a scheduling conflict.

You can say that you may be able to rearrange your schedule, but you need a few hours to do so, or you can suggest alternative dates. Always try to make it easier for the recruiter since you're the one looking for a job. As soon as you find out if you can rearrange your conflict, let them know. Often the recruiter can be on a tight timeframe to respond to their client.

Timeliness

The sooner you get back to the recruiter or the hiring manager, the better. They often don't have a lot of time to wait for you to confirm an interview time and usually have to coordinate with a number of people. Interview slots are first come / first serve, so you want to be as prompt as possible to get an interview slot that works best with your schedule.

Appreciation

Always remember your manners and etiquette, a 'please' and 'thank you' can go a long way. Continually mention your appreciation for being selected for an interview. There could be many applicants who have applied for the same position, and a number of people could be interviewed.

The fact that you have been selected indicates you have strong qualifications for the position, and you could have made it through several screening processes. Also, don't forget to thank the recruiter that has put you forward for the position.

Here are some tips on how to best present yourself for an upcoming virtual interview.

Why you should continuously upskill in today’s digital and tech sector

Tue, 13 Jul 2021 08:32:08 GMT

Why you should continuously upskill in today’s digital and tech sector

There’s no doubt it’s important for everyone in the workforce to regularly develop and expand their skillsets. However, for those in the digital and tech sector, professional development is not only important but critical for long-term employability.

In just the last few years, we’ve seen technological advancements drastically change the way in which we work. Driven by the democratisation of technology, all types of businesses – regardless of industry and business size, can now affordably access new technologies through SaaS. Plus, there’s also been growing trends of utilising AI and machine learning, as well as the ever-increasing need to implement and maintain systems to safeguard us against cyberattacks.

All of this has contributed to the increasing demand for people to support these emerging technologies. But it’s also widening the skills gap between IT professionals with outdated experience and the skills required to perform these new roles.

As the speed and breadth of this movement will affect everyone, it’s crucial to adapt and continually build and expand your skills so you don’t get left behind. Below are some ideas to help you do this.

Make learning a priority

Often, the most common objection to professional development is a lack of time. We all live busy lives – both inside and outside work. However, making excuses and not investing in yourself now may mean you’re limiting your employment options in the future.

This also doesn’t need to take a lot of time either. Merely scheduling and sticking to a regular session each week can make a big difference. It also helps to recognise how you learn best, and what you’re most interested in, and adapt your learning strategy to suit.

Keep up with industry news

Nowadays, it’s easy to keep up with new developments and technologies within your industry. Sign up for industry eNewsletters, blogs, follow industry experts on social media, as well as attend industry conferences and seminars – all of which can be a goldmine of information.

Educational courses

If you’re a permanent employee, check if your employer offers any staff development and training.

Other options include:

Paxus Training

Unique in the industry, Paxus offers all our contractors free access to Skillsoft Percipio, so they have the opportunity to continuously upskill in areas that are in high demand. This platform offers training certifications, courses, and books on a broad range of topics, including cybersecurity, software development, analytics, a number of programming languages, and so on.

If you’re a current contractor with Paxus, contact your Contact Care Consultant to find out more. Otherwise, browse our current contractor opportunities today to start working with us.

Online Training Courses

If you’re not yet working with Paxus, there’s a number of companies that offer free or low-cost online courses. These include LinkedIn Learning, Udemy, MOOC.org, Codeacademy, as well as many others.

Industry Associations

Joining relevant associations and groups not only provides a great networking opportunity but is another way to build your knowledge. Many hold regular events with industry expert speakers, plus they often have mentoring programs to take part in.

Volunteer for New Projects at Work

Be proactive by offering to take part in new projects at work. The best way to learn and to really cement those new skills is by doing it. Plus, it also provides hands-on experience for you to add to your resume.

As a digital or tech professional, it’s essential to constantly expand your skillset to ensure you have sought-after and relevant skills in today’s world. It doesn’t need to take a lot of time and effort, just the commitment of making it a priority.

Want to read more?

The most in demand and highest paying jobs of the future will likely be hybridised, requiring those that fill them to possess skills across multiple disciplines, according to recent research by Burning Glass Technologies (Burning Glass). Read our blog on the rise of the 'hybrid job' for more information about upskilling to future proof your career.

A day in the life of a software developer

Tue, 06 Jul 2021 09:40:19 GMT

A day in the life of a software developer

If you’re wondering ‘what exactly does a software developer even do?’, then you’re certainly not alone. Software developers have grown in popularity and demand over recent years. Yet it’s still a relatively new field within a rapidly evolving industry.

We’ll take you behind the scenes to unveil the mystery behind this growing career choice and explore a typical day in this role.

So, what is a software developer?

Believe it or not, we all rely on software developers. Your smartphone, that new fitness app, and that budget tracker you can’t live without, were all created by software developers.

They are the true masterminds behind the creation and execution of computer software programs and systems. There are so many complex intricacies that make up this profession, but to put it simply, their job is to design, write, and test code.

What are the daily tasks of a software developer?

Want more?

If you're interested in Software Development but are not sure if it's the career for you, read our article on finding the career that is right for you here.

Coding. Generally, the bulk of a typical day is spent reading and writing code.
Creating and launching new software programs.
Testing programs, troubleshooting, and finding creative ways to solve problems.
Modifying and updating existing software programs to enhance the user experience.
Communicating and collaborating on projects with other developers and programmers.
Creating system specifications and in-depth operation manuals.
Reporting project updates and progress to management.

What skills are needed to be a successful software developer?

Problem Solving Aptitude - Software developers typically thrive when solving puzzles and problems. They need to think outside the box and tackle design issues, understand algorithms, manage debugging, and make continuous improvements and updates to programs. If you’re passionate about cracking codes, you’ll be well-suited to a career in software development.
Technical knowledge – Employers expect software developers to have extensive technical skills. This means they're proficient in understanding and using computer languages. The five most used programming languages among developers worldwide include:
Javascript
HTML
SQL
Python
Java
Teamwork skills – This skill is often overlooked. People tend to assume software developers spend their days glued to their desks with very little interaction with the outside world. In fact, it’s quite the opposite. Collaboration, communication, and teamwork make up a huge part of a software developers’ typical day. They interact with others throughout each stage of their project to deliver the best possible product to end-users.
Self - development skills – With newly emerging programming languages and evolving technology, software developers are required to be self-motivated to keep up to date with rapidly changing trends. They need to continually refine their skills as different projects often require different computer languages. Innovation and curiosity will help you thrive in this profession.
Attention to detail – No stone can be left unturned in the life of a software developer. They delve into critical analysis of algorithms and data structure and perform in-depth QA testing. You’ll need to demonstrate attentiveness through extensive screening of your work. Even the tiniest error in coding can cause significant issues with the functioning of a program or software.
We asked Jordan Ricketts, Paxus Digital & IT Recruitment Consultant what other attributes and qualities he commonly looks for when meeting candidates for software development roles. He listed the below points:
Adaptability. The ability to juggle multiple projects and priorities at the same time.
Willingness and desire to want to learn.
The ability to recognise accomplishments whilst remaining humble.
Passion. When someone is passionate about what they do, it becomes clear very quickly, whatever that is. They do it better and with quality results.

The importance of ‘Tech Stacks’

As technology evolves and advances, so do tech stacks. Software developers need to understand and select the best tech stacks to make their project successful and give their software a competitive edge. Jordan Ricketts explains that a tech stack is “A data ecosystem that enlists the underlying tools, frameworks, and libraries used to build and run an application. For instance, Facebook’s comprehensive application stack includes PHP, React, GraphQL, Cassandra, Hadoop, Swift, and a host of other frameworks.

A tech stack is broadly divided into two segments. The customer facing side (frontend) and the server-side (backend). Backend technologies include web frameworks, programming languages, servers, and operating systems. While frontend technologies include HTML, CSS, JavaScript, and UI frameworks and libraries.”

Based on actual job requirements that Jordan has seen requested by employers in the past year, the most in demand tech stacks have included :

Node.js, React.js/TypeScript and AWS
.NET Core, React.js OR Angular v2+ and Azure
Java, React.js and AWS
PHP, Laravel, and Vue.js

“Hone your craft in one of these, and you’ll land yourself a job in no time!” Jordan advises.

Why should I opt for a career in software development?

There are so many reasons why individuals are opting for a career in software development.
For one, projected job growth is expected to increase by 23.4% over the next five years in Australia. This is significant and highlights the uncapped potential and opportunity when entering this profession. Software developers are already considered a hot commodity. As the world becomes more technologically advanced, the demand for software developers will continue to grow.
Although the work is challenging, software developers are recognised and rewarded for their unique skills. The most common annual salary in Australia for this profession is between $100k and $120k.
A variety of industries rely heavily on the skills of software developers. From computing, engineering, manufacturing to finance, the sky is the limit in terms of the industries you can enter and excel in.
It’s a versatile and dynamic career choice. With newly emerging computer languages and endless self-development opportunities, you’ll never get bored.
So, to summarise, the life of a software developer is certainly challenging, but it’s also invigorating and worthwhile. You’ll code every day, without exception, but feel rewarded every time you solve a difficult problem or complete a project.

Post-pandemic workforce demand

Thu, 24 Jun 2021 09:47:57 GMT

Posted October 24, 2024 By Katrina Moxey

2021 has seen businesses find their feet and hit the ground running after a turbulent year navigating the global pandemic.

Cyber Security Awareness Month: Why Cyber Security is Everyone's Business

Job vacancies are now surging, and the growing demand for talent highlights as a nation we’ve catapulted out of survival and into a high growth phase. The recent federal budget indicates that Australia is on track to drive unemployment below 5 per cent by the end of 2022. With more people in work than ever before and a lack of opportunity to supplement the Australian workforce with skilled immigrants, we’re facing a critical shortage of talent.

As this war for talent intensifies, organisations are having to re-write their employee value propositions and reconstruct their employee benefits to ensure they’re aligned with the post-pandemic expectations of the workforce. Whilst the number of Seek ads were at a 23-year record high in April, the number of job applications was at a 9-year low. Until organisations catch up, we will continue to witness a significant disconnect between what employers are seeking and the expectations of potential candidates.

We discussed the situation with the NSW Paxus State Manager, who provided insight into the current job market.

“We’re experiencing very high job demand. However, the challenge is finding candidates to fill these vacancies.” Matt explains.

“Candidates are currently dictating and influencing their salary and conditions. We’re also seeing an emphasis on the importance of brand and culture that previously never existed, with candidates now having the luxury to pick and choose their employer. Even with all boxes ticked, candidates are becoming more reluctant to sign a contract, and we’re regularly experiencing counteroffers. We’re not selling the candidate to the organisation; we’re selling the organisation to the candidate.”

Interested in more industry news?

Read our blog on the uptick of cybersecurity jobs in a post-COVID world.

It’s certainly an interesting time for recruitment. Employers will need to revisit whether they’re offering enough security, training, and compensation to attract and retain the right workers. It’s also vital for businesses to assess employee wellbeing and take additional measures to retain their top talent in what is a strong candidate market.

Is gig work really a new concept?

Tue, 01 Jun 2021 11:43:07 GMT

Is gig work really a new concept, or just contingent work with a fancy name?

The buzzwords of ‘gig work’ and the ‘gig economy’ are gaining more ground. It’s completely changed the way some industries operate, and concerns for peoples’ rights who work in this space are increasing. But what exactly is ‘gig work’ and is it really something new?

There’s no clear consensus on what gig work actually is. Gartner classifies it as a “group of contingent workers (such as independent contractors, freelancers and contract firm workers) in a temporary employment relationship who provide project-based, on-demand labour.”

However, Fair Work Australia has a narrower definition by stating the “gig economy uses mobile apps or websites to connect individuals providing services with consumers.”

So, if we go by Gartner’s definition, gig work certainly isn’t anything new. It’s common for companies to supplement their permanent workforce with contingent workers to manage a flux in workload on a short-term or temporary basis.

Examples of this include agriculture using labour hire workers to support demands of seasonal work. Or in terms of technology, bringing on an IT Project Manager to manage a digital transformation project.

However, what has changed is there is now new channels to source workers through. Fair Work Australia has specifically called out ‘mobile apps or websites’ as the vehicle to source gig workers.

Gig work, both in the broader and narrower sense, can benefit both workers and employers. This includes:

Workers have complete flexibility of choosing when, where and what projects they work on.
Opportunity to develop a broad range of experience by working on a variety of projects across different companies and industries.
Ability to ‘try before you buy’. Workers can work for a company to see if it’s a ‘good fit’ before committing to permanent employment.
Depending on the area, some gig workers can demand higher fees compared to permanent, full-time employees.
Provides workers with an additional income stream.
Organisations can source exactly the right skillset they need for the duration of the project without committing to full-time resources.

Temporary, short-term, and project-based work can be in both the company’s and worker’s favour, but there are also drawbacks. Flexibility is a major bonus, but it also means a lack of job security. In such uncertain times combined with rising skill-shortages, increasing numbers of sought-after talent are opting for situations where they have a regular, guaranteed income over less secure alternatives.

For organisations, the opportunity to easily scale up or down your workforce is a huge benefit in terms of cost efficiencies and to maximise productivity. However, it can also leave you vulnerable as the IP you bring in isn’t yours.

So, in some situations it can be a great short-term solution, but not ideal in the long term. Despite the higher investment upfront of upskilling your existing workforce or hiring permanent employees, it’s worth considering building capability internally without having to rely on contingent workers - especially if you’re likely to have an ongoing need for certain skills and experience.

Gig work via apps and websites come with its own unique risks. Especially with unskilled, or low-skilled work, it’s been argued companies are using these platforms to avoid their legal obligations as employers. For example , Sydney Uber Eats drivers were found to earn less than the minimum casual wage during peak times.

For creative and professional services using these platforms, it may not seem like this issue affects you. However, you’re often not protected under employment law, which leaves you vulnerable if something does go wrong.

For organisations, it may appear like a no brainer to secure top talent for bargain prices. In reality, receiving quality work can be a lottery and if there are disputes, it can be harder to resolve when traditional resolution channels are not available.

Terms like the gig economy and gig workers are new, but the concept isn’t. Contingent work has been around for a long time. Companies rely on contingent workers to help them manage peaks in workload, complete one-off projects, or bring in the skills they lack internally.

What is new is the use of apps and websites to source gig workers. Contingent work does carry risk, such as a lack in job security. However, gig work through apps and websites goes a step further. It often bypasses our laws put in place to protect employees and companies and should be used with caution.

How Paxus can help

If you’re looking for the flexibility that contingent work brings, but also the assurance of compliance with employment law and regulations, Paxus can help. Visit our Job Board to browse our open roles or signup for Job Alerts so you’ll be first to know when the perfect opportunity becomes available.

The uptick of cybersecurity jobs in a post-COVID world

Thu, 20 May 2021 11:55:06 GMT

The uptick of cybersecurity jobs in a post-COVID world

In a post-COVID universe, we’ve taken big leaps as a society in terms of innovation, technological advancement, and adaptability. However, as technology evolves so does the prevalence of cyber-attacks and crime. This highlights the ongoing need to implement and manage efficient security processes and working from home arrangements.

We discuss the situation with Paxus VIC State Manager, Darren Frlan. He explained “over the last few years an overwhelming stream of vulnerabilities and security threats have crept up for businesses, that previously never existed. This risk is not only from hackers, but data leakage and the criticality to retain intellectual property. The upside, however, is that awareness and prioritisation of security has greatly increased.”

Identifying threats

“The global pandemic has exposed and unmasked many cyber threats” Darren Frlan adds. “Businesses have been prompted to increase their security and invest time and resources into developing an IT protection strategy that addresses new remote working protocols.”

In this ever-evolving world, cyber risks are mounting, and organisations have been faced with the following challenges:

Cyberattacks on video conferencing and preventing unauthorised parties from accessing meetings.
Employers using personal devices to access company files and data. This can leave business information exposed as it’s harder to guarantee protection. For example, an employee may not have antivirus software or run regular anti-malware scans on their own devices.
Home WI-FI connections are much easier to hack as they typically don’t have comprehensive detection measures to identify threats.
Human error, naivety, and reckless behaviour by employees. This was already a big issue prior to COVID, but with relaxed working from home arrangements, less guidance, and less protocol, the problem has only been exacerbated.
Hackers and cybercriminals have uncovered gaps and weaknesses during this time and are now directly targeting these vulnerabilities. The pandemic has presented an opportunity to step up certain criminal activities by exploiting employees. There has been an increase in phishing scams, data breaches, and credential fraud.

The sooner businesses implement effective strategies and sophisticated measures to barricade these threats, the sooner they’ll gain a competitive advantage.

Meeting demand

Demand for qualified cybersecurity professionals has been continuously growing over the last few years. A skill shortage in the industry has now emerged not only in Australia, but globally.

As technology and automation continues to evolve Darren recommends that “awareness, education, and upskilling IT professionals, will be critical to combat the increasing threats of cybersecurity.

Companies will need to ensure their rate of innovation outweighs the speed that cybercriminals operate at.”

Cybersecurity professionals also have a critical role to play with identifying and responding to threats in a way that is agile and pre-emptive. This is essential to combat the fast pace of cybercrime.

Cybersecurity skills in high demand

The importance of sourcing talent who obtain the right skill set will be imperative in preventing cyber-attacks and protecting the intellectual heart of the business.

Below are some of the must-have skills needed to thrive in this professional field:

Complex problem-solving skills – This will be required to tackle comprehensive security challenges and daily troubleshooting.
IT forensic skills – Having the ability to investigate how security beaches occur and how compromised IP is then recovered.
Understanding hacking – To pre-empt attacks, cybersecurity professionals need to learn the same skills as a hacker so they can create solutions to intercept potential breaches.
Communication skills – An essential part of being a successful cybersecurity professional is effectively communicating the findings and solutions across the business, clearly, concisely, and in a way that is simple to understand.
Technical skills – Including knowledge on firewall protection, intrusion detection systems (IDS), advanced malware prevention, cloud management, and identity and access management (IAM).
Audit and compliance - The ability to conduct a thorough review of the business’s adherence to security regulations and guidelines is essential to guarantee compliance and avoid penalties or fines.

The importance of cybersecurity experts in the future

Cybersecurity professionals have proven to be a vital and sought-after asset. Although the dust has finally settled after a tumultuous year, many processes and behaviours will be retained long after the effects of COVID.

“Cybersecurity is a critical necessity and failing to pioneer and progress in this space could cause detrimental damage to businesses.” Darren advises, “I’m confident that the future of this industry offers rapid growth with uncapped potential.”

If you’re a business looking to transform your IT security team, or a cyber professional ready to excel your career, our team of specialist recruiters can help. Contact your local Paxus branch to find out more.

How Paxus can help

Another year of being DCR certified

Mon, 10 May 2021 07:20:32 GMT

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We’re proud to announce we have achieved our Disability Confident Recruiter (DCR) Certification from Australian Network on Disability for the fourth year in a row.

Being a Disability Confident Recruiter is about breaking down barriers in the recruitment process to make recruitment and selection processes more accessible for those living with a disability. This certification also helps us open talent pools to help our clients with their diversity inclusion commitments.

Living our Values

One of the Paxus values is devotion to diversity and inclusion and so we’re honoured to be one of the few recruiters to have achieved this. Our business is made up of people and talents from diverse backgrounds. We promote and embrace diversity and the richness it brings to our interactions.

Building on our Diversity Foundations

In 2017, we first achieved our DCR certification and over the past four years, we have continued to build on it. This year we re-evaluated our job advertisements and processes to further reduce the barrier which included actions such as:

Adding contact information on all job advertisements so candidates can get past that first hurdle of applying by reaching out to the Recruitment Consultant.
Revisiting our website’s recruitment pages to ensure they meet the Web Content Accessibility Guidelines (WCAG 2.1) and provide people with disability equitable access to our employment information.
Ensuring all new staff joining Paxus go through thorough external DCR training.

Paxus actively seeks applications from a diverse group of candidates, and are committed to building workplaces that are dynamic, responsive and diverse. We have longstanding associations with Australian Network on Disability (AND), Females in IT and Telecommunications (FITT), and the Association of Professional Staffing Companies in Australia (APSCo).

We believe the qualities which make each individual unique bring a variety of ideas, perspectives and experiences that create the most productive work environments – and we’re committed to helping our clients find the right mix of staff to enhance their workforce.

Recruitment Support

If you identify as living with a disability and are looking for your next opportunity, our team are happy to help you through the recruitment process. From navigating our website, searching for jobs, submitting your application, or making suitable adjustments to help you get interview ready, we’re ready to help.

To get in touch, visit our contact page and submit an enquiry noting your preferred method of contact. This could be requesting communication via email, a return phone call, SMS, TTY, or National Relay Service. We will then connect you with one of our team members in the appropriate state.

Interested in more Paxus news?

Read about our dedicated talent solutions team and how they can help you achieve an optimal recruitment process, whether internal or outsourced.

Paxus training academy creating the recruitment stars of the future

Thu, 29 Apr 2021 07:35:23 GMT

Paxus training academy creating the recruitment stars of the future

“This role requires a minimum of 2 years’ experience in a similar role”.

Sound familiar? When starting a career or making a career change, getting your foot in the door can be a challenge. If you got in – it can also be a daunting task to get up to speed with what may be expected of you, especially if there’s a lack of training and support.

Introducing Paxus Training Academy

This year we launched the Paxus Training Academy. A first for Paxus, this training program is designed to help individuals with no experience in recruitment break into the industry and start their new career.

Whether the individual has a background in customer service, is straight out of university, or anything in between - we’ve established a structured three-month training program to teach our Talent Scouts the world of recruitment and the skills required to succeed in it.

What do they learn and what’s the goal?

Our training program leads our Talent Scouts through the journey of developing their passion for candidates and sourcing management. We teach them what to look for when sourcing the perfect candidate, the recruitment lingo, and the processes we follow for quality and compliance.

Ultimately, we turn them into successful and confident junior recruiters.

Meet the first round of Talent Scouts

Sonia Robertson, Adelaide

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Sonia joined the Adelaide team after completing a Bachelor of Management (Marketing). She started working in a customer service-based role on contract but decided to explore the world of recruitment after her mum spoke so highly of it throughout her upbringing.

Sonia says she loves the idea of helping someone land their dream job. She joined the Paxus Training Academy because it gives her an opportunity to hit the ground running and progress to a Recruitment Consultant.

Shivali Sethi, Sydney

As a Digital Marketing and UX graduate, Shivali developed an enthusiasm for all things technology. This passion for tech-led her to pursue a career in tech recruitment through the Paxus Training Academy. The team focus at Paxus has made Shivali feel at home from day one and she is excited to see where the program takes her.

Chiara Ciavarella, Melbourne

Chiara comes from a background in customer service, sales, and administration. Her career goal is to become a recruiter. So she was very excited to come across the Paxus Training Academy to start her career in recruitment as a Talent Scout. She says she is very excited to see where her journey at Paxus eventuates.

Jock Cudmore, Brisbane

Assisting people and working in tech are both passions of Jock’s. The Paxus Training Academy provided Jock with the opportunity to combine his passions by pursuing a people-focused career in tech recruitment. He is ready to make a positive impact on people by helping them take the next steps in their professional careers.

Kate Tomlinson, Canberra

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Interested in more Paxus news?

Read about our fourth year of being a Disability Certified Recruiter as we continue to break down barriers in the recruitment process to make recruitment and selection processes more accessible for those living with a disability.

Paxus introduces dedicated Talent Solutions Team

Tue, 02 Mar 2021 08:30:26 GMT

Paxus introduces dedicated Talent Solutions Team

Leading Australian technology and digital talent specialist Paxus has realigned its service offering - introducing a dedicated Talent Solutions team. Following over 45 years of success in the Australian market, the Paxus Talent Solutions team will focus on Volume Recruitment, Project Solutions and Recruitment Process Outsourcing (RPO) / Contingent RPO.

The team is headed up by Joel Broughton, an experienced Talent Solutions specialist that has worked in the industry for over 15 years – managing complex RPOs and MSPs in Australia.

Joel comments “COVID saw the loss of many internal recruitment teams, which has impacted the recruitment operations of many businesses. Now, as industries begin to recover, many of our clients just don’t have the capacity to meet their recruitment needs internally – and need to outsource part or all of their recruitment function. Our experienced team is here for support, enabling businesses to ramp up quickly, while they don’t have the in-house capacity to do so.”

Melissa Occhipinti, Paxus Executive General Manager also commented “Since the start of the year, we’ve seen demand increase from our clients looking to either supplement, enhance or outsource their current recruitment strategies. Sarah and the team truly are experts in the design and delivery of alternative workforce solutions. They have already hit the ground running this year - supporting our clients with creative recruitment options, to help them materialise their workforce strategies post-COVID and beyond.”

Want to know more?

Click here for further information about our Talent Solutions offering.

The right way to set up your workstation

Mon, 01 Mar 2021 09:46:41 GMT

The right way to set up your workstation

Muscle fatigue, stiff joints, aches and pains are just some of the side effects of a bad workstation set up. With the average Australian spending 8-10 hours living a sedentary lifestyle, it is more important than ever to ensure your workstation is set up correctly to avoid any potential future health problems.

The following details what materials you need and what basic adjustments should be made to set up an effective off-site workstation

What you need

Required Items

Laptop, keyboard, mouse, adjustable chair and table

Optional Items

Wrist rest (mouse pad / keyboard), monitor stand, footrest and stationery

Set-Up steps

Start with ensuring feet are flat on the floor, or on a footrest.
Adjust chair height to a comfortable position that keeps feet on the floor (or on a footrest) and thighs relaxed while parallel to the floor.
Adjust chair tilt tension so the user can recline primarily through shifting weight rather than by pushing off with their feet. If their heels rise significantly off the floor when reclining, the user is pushing too hard off their feet and the tension should be lightened. If the user prefers not to recline the tension can be kept tight.
Adjust the angle of the backrest to allow as much recline as feels comfortable. Up to 120° is recommended.
Adjust the height of the backrest to support the lumbar curve.
Adjust keyboard height to elbow height or lower. Adjust the angle so the wrists are in a neutral (straight) position and the elbows are angled close to 90°.
Place the mouse where it can be used without reaching. This should be on the same level as your keyboard.
The distance between your eyes and the screen should be between 33-70cm. Most people find a viewing distance of 50cm most comfortable. The top of the monitor should be at eye level, while the bottom of the screen should fall in the range of approximately 15 - 30° below eye level (this rule does not apply if using a laptop).
Adjust the monitor angle to face the users’ eyes.
Check for monitor glare and correct it by changing or shielding the light source, or rearranging the workstation. Do not reduce glare by compromising the monitor height, angle or location.
Adjust the work surface height so the arms and shoulders are not raised significantly when writing or reading. Work surface height is more important than keyboard height for people who spend little time keying.
Place any documents used during work at about the same distance from the eyes as the monitor, and perpendicular to the line of sight. If possible, position documents on the same plane as the monitor by using a document holder on either side of the monitor.
Position frequently used items within easy reach (0-30cm) e.g. phone.
Remember to vary your posture regularly, stand up and alternate keyboard work with other duties.

After more tips?

Read our article on 10 tips for productive remote working to get your workstation into action.

Uplifts in the job market making it difficult to secure top talent

Mon, 08 Feb 2021 08:35:44 GMT

Uplifts in the job market making it difficult to secure top talent

During the height of the pandemic, employers saw a candidate rich market with record numbers of people being stood down or made redundant. This gave employers the upper hand. They no longer had to act fast when the perfect candidate was found. They were in a position where they could take their time, potentially offer a lower salary, and any type of employment – such as part-time or contract - was just as sought after as the rare permanent position.

However, we’ve seen this situation quickly turn around. Together with Australia’s recovering economy and the fact that companies who had originally paused recruitment are now flooding the market with open roles, quality candidates have more opportunity.

Recent government statistics from December support this. It shows the unemployment rate has decreased to 6.6%, a far cry from the predicted 10%. Full-time employment increased by 35,700 to 8,761,400 people, and part-time employment also increased by 14,300 to 4,149,300 people. Data from LinkedIn shows there’s currently a very high hiring demand in all major cities across Australia and currently there are over 5,500 Information Technology jobs advertised.

Even with this early optimism, there’s still a great deal of uncertainty on what the future holds. Good candidates can now be choosey. And it’s not surprising they’ll opt for opportunities that are secure and are offered quickly.

So, if you’re planning on hiring, or are currently in the middle of an acquisition drive, don’t delay in securing quality talent. Reduce your time-to-hire and be mindful that permanent, full-time roles will be preferred over fixed-term and part-time positions. An inability to adjust your acquisition strategy and process in response to this dynamic job market may mean you could miss out on that ideal future employee.

Paxus can help

Contact Paxus today if you’re planning to hire . We can provide advice on current market conditions and will work with you to develop a successful acquisition strategy to secure the very best talent.

10 Tips for productive remote working

Mon, 04 Jan 2021 09:58:43 GMT

10 Tips for productive remote working

Remote working comes with a plethora of benefits from saving money and time, to psychologically making you happier. Alongside the benefits there can be challenges, making it a bit less productive than desired. Below we outline ten tips to make remote working the most productive it can be.

1. Sleep schedule

Wake up at the same time as though you were getting ready to start your daily commute to work. Use the extra time to get settled into the day, and to get rid of any personal tasks that you may sneakily try to tackle during work hours.

2. You are what you eat

Get some good fuel. Remember, what you eat has a direct effect on how productive you are throughout the day. Expert dietitians recommend foods low in glycemic carbohydrates (such as fruits, vegetables and whole grains) for optimal performance.

3. Get organised

Create a list of tasks for the day and allocate reasonable and achievable amounts of time to complete each activity. Use your discretion to set a prioritising system to know what activities to tackle first. In addition to your daily task lists, make a habit of keeping track of your upcoming activities in the weeks and months ahead. Getting into the habit of using a planner will help track deadlines, appointments, meetings and can also help ensure you keep a healthy, work-life balance.

4. Stay connected

With an unlimited amount of inexpensive and free communication technologies, there is no excuse to not check in with colleagues and management throughout the day. Communication is the key to staying on track and up-to-date with business agendas, so don’t make the telecommute seem like you’re hidden from the workplace.

5. Set up your workspace

Invest in a comfortable permanent workspace. Having a go-to location that is dedicated to working can give you a clear mindset that is ready to focus on the tasks at hand. Decorate it with items that spark enthusiasm and also be sure to have all tools in an organised mess to avoid wasting time.

6. Stick to a schedule

While it is tempting to mix up the work-day, scheduling non-work appointments the same way you would in the office is best for productivity. To minimise disruptions to your work, make your personal appointments either first thing in the morning, in your lunch hour, or at the very end of the day.

7. Exercise

Get some exercise in. Whether it’s a morning walk or a lunchtime HIIT class, getting those endorphins flowing will hit you with a mental boost and will also help keep your body in a healthy and happy state!

8. Stay focused

Stay out of the kitchen mid-task. It’s tempting to take a ‘think walk’ around the house and make a pit stop at the fridge when it’s right there, but not only does that mean you’re constantly snacking, it also means you will be procrastinating and losing your train of thought when your focus should be on trying to the task done.

9. Music

Listen to music. Studies have shown that listening to music while working can boost productivity. If you’re not sure what is the best try; classical for abstract reasoning, video game soundtracks for focus, nature for concentration or relaxation, high-power for confidence, feel good for endorphins and white noise to keep you calm and block out distractions.

10. Reward yourself

Use a rewards system! As you tick things off your list, give yourself mini rewards to keep your motivation on a high. Rewards could be things like making a coffee, going for a stroll, a healthy snack, watching a YouTube video, or going on an exciting outing on your lunch break.

After more tips?

Read our article on seven things you need to consider if you're a contractor working remotely.

The problem of gender equality in tech is a problem for us all

Thu, 10 Dec 2020 02:19:27 GMT

The uptick of cybersecurity jobs in a post-COVID world

Despite achieving some gains towards gender diversity within the technology industry, we’re still a long way off to achieving equality in the sector. And with technology becoming increasingly intertwined into our day-to-day lives, it’s become crucial for us to have a tech workforce that truly represents our broader society. If we don’t, the consequences could impact us all.

Females are the minority in tech

Overall, females continue to be under-represented in technology jobs, management positions and academic roles. In a recent Organisation for Economic Co-operation and Development (OECD) report , it discovered males were four times more likely to hold a technology role than females.

In this ever-evolving world, cyber risks are mounting, and organisations have been faced with the following challenges:

With emerging technologies like artificial technology (AI) and machine learning, this compounds the situation further. Not only has it been estimated AI could replace over 180 million women’s jobs across 30 countries, but the people involved in developing this technology are also predominantly male. In a recent International Monetary Fund (IMF) report , it found only 22% of the AI workforce were female.

You only get what you put in

So, in male dominated teams it’s not surprising biases inadvertently reinforce societal stereotypes and gender bias. An example of this is Apple’s Siri and Amazon’s Alexa. Both are characterized as “polite, subservient digital secretaries” and given female personas. This is then compared with IBM’s Watson who is seen as male and assertive with the ability to solve much more complex problems.

Plus, you’re only getting input from one perspective by having homogenized development teams, and there are numerous examples of new tech products not accounting for the female gender. One example is when Amazon launched an AI-powered recruitment technology that automated some of its recruitment process. However, as the system was trained mainly on men’s resumes, it developed a preference for male applicants and penalised those that used the words ‘women’ and ‘women’s’.

On the flip side, we know having more diversity within teams encourages better social and economic outcomes. In a study of 4,277 Spanish companies found companies that had a higher percentage of women in their research and development teams were more likely to introduce radical new innovations.

And this doesn’t just concern gender. By having teams made up of individuals from different backgrounds, there’s more chance to challenge conventional thinking. In another study of 7,615 London-based companies, it found those with a higher degree of diversity within their leadership team were more likely to develop new products compared with companies that had more homogenous leadership.

The bias starts in school

So, it makes business sense to have a diverse workforce. However, it’s not just a case of employing more women to achieve this if the talent pool is small to begin with. Research has shown gender bias starts in school and continues through into our working lives.

So, how do we get the gender balance right?

There are hundreds of initiatives currently underway in Australia to increase the number of girls taking up STEM subjects and pursue careers in tech, such as Code Like a Girl and She Codes. Plus, on International Women’s Day, the Australian Government announced it’s ‘Advancing Women in STEM strategy’, which has three key areas: enabling STEM potential through education, supporting women in STEM careers, and making women in STEM visible.

There are also organisations, like FitT, that provide an extensive Learning and Development Program for its members, as well as partnering with companies to help them retain and grow their own female workforce.

It’s never been more important to achieve gender equality within the tech industry. New technologies like AI brings immense opportunities, but it also has the potential to halt or regress any progress we’ve made so far. Technology advances could reduce female participation in the workforce with many traditional female-orientated roles becoming obsolete.

Achieving equality in tech will help us to achieve it everywhere

The OECD’s research found girls often lacked confidence to pursue highly-paid careers in science and technology, despite achieving school results the same, if not better, than their male peers. In another study , it asked 15-year-olds if they wanted to work within the technology sector with only 0.5% of girls responding yes compared to 5% of boys.

Additionally, in a study conducted by PwC, they found if you were a boy, you were more likely to have this suggested to you as a career than if you were a girl. Plus, they also discovered 78% of students were unable to name a famous female working in the tech industry. Not surprisingly, the lack of female role models further perpetuates the notion of the sector being a male domain.

In addition, it can also reinforce gender stereotypes and biases due to a lack of team diversity in technology development. Yet, if we increase diversity within the sector, we’re more likely to innovate and produce products that take into account all consumers, as well as driving social and economic progress.

Keep reading

Learn how to optimise your resume to make it through ATS systems.

Is working remotely the future?

Tue, 24 Nov 2020 02:24:39 GMT

The uptick of cybersecurity jobs in a post-COVID world

Operating during a global pandemic has precipitously transformed the way in which we work. To accommodate this, companies have been required to innovate, adapt and alter their processes as society has shifted to a new norm of remote working.

There is a resounding expectation remote roles could have a lasting impact on the hiring sector as employers shift their focus purely to candidate skills, irrespective of location. Companies now have the option to easily source diverse and unique talent, particularly when seeking skills that are under-represented in their current area.

Employee expectations

From an employee perspective, flexible working expectations have been altered significantly. People are broadening their horizons in terms of working conditions, work-life balance, and office location. A recent study indicated only 13% of Australians wanted full-time office work, 14% desired remote-only, and 72% preferred a hybrid remote-office model moving into the future.

Companies will be required to take this into account to ensure their employees feel supported and happy in their place of work. Businesses are now presented with a rare opportunity where they can reimagine their workforce and the way in which they run their company. They can aspire to preserve the best parts of their company culture, whilst ridding themselves from redundant processes and unnecessary bureaucracy.

The benefits and limitations

The most obvious benefits of remote working include reduced time spent on commuting, saving money and enhanced work-life balance. Remote workers also reported decreased levels of stress and anxiety, as well as increased levels of productivity. However, remote working can have negative implications on an employee’s sense of belonging. Companies will need to manage this repercussion by implementing opportunities for employees that drive team building, recognition, and personal development.

It’s time for businesses to create a clear strategy for remote working. Taking the traditional 9-to-5 office culture and applying it to our modernised digital reality is a recipe for failure. Simply providing someone with a laptop and transitioning to virtual meetings is not a viable approach to managing staff remotely in the long-term. If businesses are willing to invest in the ‘virtual office’, they can gain a significant competitive advantage, improving both efficiency and fulfillment in the workforce.

Company culture needs to be embedded at every interaction and will still require a significant focus when working remotely. Businesses should consider refining or recreating their company values and create a consistent strategy for communicating these to the entire organisation. Culture is not static, but something that should be constantly reassessed as a business grows and develops.

In summary, by transitioning to remote-only roles and flexible working arrangements, employers are welcoming a more diverse workforce, enhanced productivity, and overall increased employee satisfaction. However, they also run the risk of a diluted culture, a loss of connectivity, and potential feelings of isolation, if not managed appropriately. Businesses that implement processes that drive remote engagement and teamwork now will be better positioned for organisational dexterity and workforce agility well into the future.

Working remotely is now the norm. Have you had a virtual interview? Here are our top tips on how to best present yourself in a virtual interview.

Keep reading

Connectivity remains the biggest challenge for remote working. This includes logistical connections such as dependable Wi-Fi, security, access, and reliable communication tools. It also extends to networking with peers, management, and nurturing workplace relationships. By investing in technologies that strengthen employee connections and empower collaboration, workers are more likely to stay motivated and engaged.

On-boarding new staff to work remotely naturally also comes with its challenges. It’s essential that they’re well equipped with support, training and the right tools to ensure a seamless transition into their new role. Arming new staff with a comprehensive induction will help to significantly speed up the learning curve and allow them to carry out their position with confidence.

Tips to optimise your CV to get through the applicant tracking system (ATS)

Wed, 14 Oct 2020 10:17:00 GMT

Tips to optimise your CV to get through the applicant tracking system (ATS)

Finding a new job is hard enough. You’ve spent hours formatting and rechecking your CV, meticulously crafting your cover letter. You start to feel quietly confident. You know you’re the perfect fit. But then you hear crickets…

Many job hunters are familiar with this situation. You feel like you’ve ticked every requirement, and more, for a particular job – but you don’t even receive a screening call. Often, it’s because you haven’t gotten past the job advertiser’s applicant tracking system (ATS).

ATSs have become standard practice with recruitment agencies and internal recruitment teams. As the volume of applicants increase, companies have sought more efficient and automated ways to screen candidates. ATSs scan all applications and award each one a score based on a set criteria. There are many different types of ATSs, some just scan for keywords, whereas others will look for additional requirements, such as qualifications, previous employment and experience.

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If the ATS doesn’t score your application high enough, your application is disregarded and unlikely to be seen by a human being in the next stage of the recruitment process. This means not only do you have to put forward a strong and personalised application, you also need to successfully get through the ATS system. In fact, it’s estimated around 75% of CVs don’t get past this first hurdle.

So, we’ve put together some tips below to help your resume get through the ATS and get noticed.

Include keywords

ATS systems scan applications to look for certain keywords relevant to the role. Make sure you include important keywords mentioned in the job advert, as well as those commonly associated with your role and industry. Avoid overstuffing your resume though. You may trick ATS, but this won’t work in your favour once your application gets in the hands of a person.

Complete all fields

Some ATSs will ask questions in addition to uploading your resume and cover letter. It’s important to complete all fields, even if some are not compulsory. Recruiters and internal talent teams could use these fields as filters, and if these fields are left blank your application will be missed.

Leave out headers and footers

It’s common for people to add their contact details and other important information in the header or footer of a document. However, ATS systems will ignore content written here. So, it’s best to not use them.

Resist the urge to ‘snazz it up’

ATS systems can’t understand graphics, images and colours. And they often have difficulty reading unusual or creative fonts. To give your CV the best possible chance to get seen by a person, stick only to text and well-known fonts, like Arial, Helvetica and Times New Roman.

Format is king

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Like the previous point, adding text boxes, columns and tables may make your CV more visually appealing. But in doing so, it’ll also make it harder for the ATS to scan and pickup on important information.

Keep bullet points simple

Using arrows and other non-standard bullet points will likely be incorrectly interpreted and result in a jumbled mess. It may seem dull, but simple is your best bet here.

Spell it out

Always spell out acronyms as the ATS might not understand them. Plus, it’s crucial that your CV and responses to online forms are spelling and typo free. Not only will this help your CV pass through the ATS, but it also won’t raise any red flags once it’s reached the recruiter.

Use common rather than obscure titles

Title each section with standard CV headings, such as Education, Skills, Work Experience etc. Showing off your creative writing skills here will just confuse the ATS.

Choose .doc files

Even though more ATS sytems are now able to read PDFs, they should all read Microsoft Word or .doc/.docx files. PDFs can seem neater, but the main goal here is to get your CV through.

Applying for jobs takes up a lot of time and energy, not to mention the emotional toll it can have as well. By following these simple tips, you’ll give yourself the best chance your application seen by a person and ultimately securing your next role.

Keep reading

Learn how to upskill to add more value to you as an employee and your resume here.

How to present your best self in a virtual interview

Tue, 22 Sep 2020 10:41:42 GMT

How to present your best self in a virtual interview

It's no surprise as we've had to fully embrace remote working and social distancing, virtual interviews have become the norm. Gone are the days where you didn't need to worry about lighting, technology, or backdrops and were able to focus solely on yourself. Today, the preparation and expectations of virtual interviews have changed the interview process. Success is now dependent on additional factors that can go incredibly wrong if not well organised and tested beforehand.

Below are our top four focus areas to help you present your best self at your next virtual interview.

Technology

In true honour of Murphy's Law - when something can go wrong, it often will go wrong. Technology can never be 100% reliable, and we've all experienced technical issues occurring at the worst of times.

To get you through a seamless interview experience, we suggest you verify the following:

Devices.

Choose the best device or devices you have access to when undertaking a virtual interview. You want the device or devices being used to have the sharpest camera, best microphone, and clearest audio. Try to avoid using a mobile device but if you have no other option be sure it is situated in a secure place and do not move it around.

System and software check.

If your computer has been lagging, we suggest restarting the computer or shutting down programs that are slowing it down to have a fresh slate. It is also a good idea to turn off notifications on your devices, so you are not distracted or lose your train of thought. Download the software required, or check for updates if you already have it installed, well before the session as this could also cause some untimely delays to your interview.

Test Run.

Run a mock interview with a friend beforehand using either the same video software being used in the interview or one similar. Use this opportunity to check that the camera quality is sharp, and that sound is crisp. Also, make sure you're familiar with certain software functions, such as mute and share screen buttons.

Batteries.

With the device or devices being used, ensure all components are either fully charged or connected to power sources to avoid untimely interruptions to your interview.

Set-Up

Your interview environment is something you'd never have to worry about in a face-to-face interview but plays a crucial part in the success of virtual interviews. To prepare, ensure you focus on the below points:

Lighting.

You want to be seen clearly which means you need a decent amount of light, but you also need to be aware of its positioning. If possible, it would be best to place yourself in an area filled with natural light as this would create a balanced visual on the camera. If this isn't possible, we suggest you use lamps that can create a similar effect when placed in front of you (besides the computer screen at a similar height to the webcam). As best said by Zoom, you want to avoid casting shadows over your face or being bleached out.

Backdrop.

A simple backdrop is always going to be a safe option. Aim to have a white wall about one metre away from you. Any closer than this, you will see shadows and your image will be flattened. If a white wall isn't available, use an area of your home that is the least intrusive, such as an uncluttered living or lounge room. You want to be the point of focus so minimalist vibes work best here.

Chair and Camera position.

You want to fill around one-third of the screen to avoid too much negative space. If you're using a chair, ensure that it, together with the webcam, are both at the right height allowing you to position your body for a ‘head and shoulders' shot. Laura E. Thomas and Daniel Pemstein discovered how you are perceived can depend on the position of your webcam , so it's best to position your webcam a few centimetres above your eye line to avoid ‘looking down' into the camera. You also don't want to be looking up!

Distractions.

Whilst it may be obvious that you need a quiet space so you're heard clearly and are not interrupted, some other things might not be as obvious. Be mindful of your surrounding appliances - if your washing machine is near your interview space, be sure no one turns it on. The same goes for any other loud appliances such as dryers, vacuums, or electric gardening tools. Not only do you need to be wary of appliances, but you also need to be aware of the sounds children and pets might make. You don't want a scene like the BBC News interview where the interviewee's kids come rolling into the room.

Presentation

Outfit.

When it's a face-to-face interview your outfit only needs to be professional. Unfortunately, a virtual interview requires a bit more thought. It's suggested you should avoid wearing patterns, such as pinstripes, checks, houndstooth or other strong line patterns as they can create distracting moiré patterns on camera. While you may think a bright white or dark black shirt will do the trick, those colours can play with your webcam's automatic exposure settings making your image either under or overexposed. We suggest you wear softer solid colours to be safe. Tip – if there is a high contrast between two colours, it won't do well on camera.

Look at the camera.

Eye contact is still very important, and according to Business Insider it may even help you look smarter ! Be mindful of where you place your interview screen. If using two screens it is best practice to have your interviewers on the screen with the camera. To help yourself come across as the strong candidate you are, get yourself comfortable with looking directly into the webcam, especially when you are trying to get key points across. If it helps, draw a person or some eyes on a sticky note and attach it behind the webcam so that you can have ‘someone' to look at.

Posture and movement.

It sounds obvious to sit up straight and not fidget but sadly nerves sometimes get the best of us. Be mindful of what you do on camera as it will get noticed since your interviewers are 100% focused on you. Sit up straight and keep your feet solidly planted on the floor with your hands placed comfortably in front of you.

Preparation and Go!

We're almost there - your virtual interview is just around the corner! To help you get into shape we have a few final points that can make this seemingly difficult experience a breeze.

Notes to save the day.

If you have some strong examples that you want to mention to the interviewers, have some figures that you want to highlight or need to remember your interviewer's names, it may be a good idea to have some sticky notes around your computer for a quick reference. Be sure they're clear to read and remember to not make it obvious that you're looking at them.

Take a walk.

You've just completed your set-up, done some testing and are ready to go. So, what should you do while waiting for your interview? We suggest you take a walk or do a mindfulness activity. Fresh air while getting some rays of sunlight, or even just five minutes of meditating, can help improve cognitive performance according to a research article published on Frontiers in Psychology, allowing you to coherently construct strong responses to the interviewer's questions.

Kick-off!

It's fair to say if you are late to an interview (either face-to-face or virtually), you're off to a bad start. Be sure you are ready to go around 15 minutes before. This should give you enough time to deal with any technical issues you may be experiencing and ensures you enter the interview on time. Once started, we suggest you allow around 30 seconds of informalities to say hello and ask how they're doing to set a positive tone for the formal part to come. Finally – don't forget to smile!

Confident you've nailed the virtual interview? Let us help you make the ultimate decision of should I stay or should I go?

First impressions count whether it's a face-to-face interview or virtual. As a virtual interview requires you to make an appearance (no avatars allowed), it's vital you still take into consideration your appearance. You want to appear professional. So, not only is your outfit important, but you also need to consider where you are looking, and how you are sitting or standing.

Presentation

How to structure your work day

Mon, 07 Sep 2020 10:53:24 GMT

How to structure your work day

When it comes to the average workday, most of us simply try to power through from start to end with a break in the middle for lunch. Whilst it is the go-to method, there are many more techniques for you to try and harness to be the most productive you can be. While all these techniques can help you successfully manage your workload, some are more effective than others. Be sure to assess your to-do list and surroundings to see which technique would work best for you in your current situation, and remember - a mix of all could work too!

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The Ultradian Technique is all about working with your body’s natural rhythm to optimise performance. Researchers have studied high performers for years including athletes, musicians, chess players and writers, and in every area findings have been the same: those at the top tend to practice in intense 60-90 minute sessions with recovery breaks to avoid slump periods. Find your biological prime times and take advantage of them by producing your best work, then be sure to identify the times you need to recharge and do just that – stop and recharge.

The Pomodoro Technique

Named after the infamous tomato kitchen timer, the Pomodoro Technique involves setting yourself a task, working solidly for 25 minutes without interruption (until the pomodoro rings) and then taking a quick rewarding break. Following the break, you will complete 3 more pomodoros and then take a longer break. This timer involved technique can create a sense of urgency during the pomodoros which can motivate you to work harder and faster, to then reap the benefits of the break periods.

The Batching Technique

The Batching Technique refers to grouping similar tasks together to do them all at once, instead of scattering them throughout the day. For example, instead of routinely checking your inbox or phone as texts and emails come in, or making similar small changes to pieces of work you have already sent off for review, set aside batches of time to tackle related tasks together. Blocking out times for comparable tasks allows you to power through them without interruption, therefore making you more efficient with time. Once completing a ‘batch’ take a break and then move on to either the next batch or a larger project you’re working on.

The 52:17 Technique

Similar to the Pomodoro technique, the 52:17 technique is about breaking up your day but now into 52-minute work bursts with a rewarding 17-minute break. Depending on your work, the 52:17 may be more effective than the pomodoro technique as you have more time to produce effective results with a good enough break to do something substantial like go for a walk, grab some food or do some personal admin.

After more tips?

Read our article on 10 Tips for Productive Remote Working.

2020 Market Trends Report

Wed, 15 Jul 2020 09:01:59 GMT

Posted October 24, 2024 By Katrina Moxey

Cyber Security Awareness Month: Why Cyber Security is Everyone's Business

Inside our 2020 Market Trends Report, you’ll find a snapshot of the current ICT job market, as well as emerging key trends that will have a significant impact in the years to come.

Enter your details in the form on the right to download our free report.

Three key ways to increase and retain productivity levels during a pandemic

Mon, 13 Jul 2020 02:36:03 GMT

The uptick of cybersecurity jobs in a post-COVID world

It's now been a few months since we all scrambled to transition our office-based employees to work remotely. During this time, one of our biggest challenges was trying to keep our staff engaged and retain our workers' productivity levels, particularly in a spiralling market.

This challenge is just as important now as what it was back then. For many of us with offices around the country, we're finding each one is at a different stage of returning back to an office environment. In some states, staff have already returned trying to get back to a more normal state, whereas for others, it's still unclear as to when we'll get the go-ahead from the state government to start the process.

On top of this, those who have returned to the office are generally not doing what they did pre-COVID. Often, they are splitting their time between the office and home, and some are staggering their start and finish times.

With such a diverse mix of working situations, combined with the urgency to restart our economy, it's now more important than ever to ensure our employees are focused on the job at hand. But how can you motivate and promote productivity when we're all in such a transient and uncertain situation? A study that surveyed over 20,000 people and more than 50 major companies globally discovered workers were motivated by three key things: play, purpose and potential.

These are trying times for everyone and it's easy for us to fall into the trap of only focusing our attention to revenue generating activities. However, we know that motivated and engaged employees are also the most productive ones, which is ultimately good for business.

Therefore, as business leaders, we can't forget to incorporate play into our workdays. Even though it may be difficult to bring employees together when we're all working in different locations and on different schedules, it is a challenge we need to address to ensure our business' success. Consider things like social competitions, trivia nights, local meetups for those that live near each other, as well as themed Friday night Zoom meetings. For instance, at Paxus, our back-office function hosted pyjama and pet parties.

Finally, we have potential. If employees don't feel there is any progression in their roles, unsurprisingly their motivation and engagement declines. With a potential global recession on the horizon, for many businesses the next few months will be about survival rather than growth. Therefore, there may not be as many opportunities for movement within a company.

However, this isn't the only way to give your workers potential. For instance, at Paxus, we've taken advantage of the reduced workload to upskill our employees through a number of training programs, giving them opportunity to grow both professionally and personally.

Are your employees returning to the office? Here are some tips on how to prepare them for their return.

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Giving our employees purpose is also imperative right now. It's easy for our motivation to wane as we're all experiencing additional stressors from the pandemic, such as economic pressures or juggling work with childcare.

At Paxus, one way we're motivating our staff is by giving them short-term, achievable goals through ‘90-day sprints'. As we don't really know what situation we'll all be in at the end of this year, giving employees short-term goals that will make a difference helps them to focus on what they can do now. This gives them a sense of achievement, rather than only working towards long-term goals that could potentially be viewed as completely out of reach right now.

Another way to promote opportunities for potential is giving employees the scope to solve critical business problems. For instance, the lull caused by the pandemic has given the team time to develop and launch the exciting Talent Solutions service into the market. Not only will giving your staff potential help build their own skills, but it also will help our business come back stronger than ever post-pandemic.

As restrictions start to lift and we slowly return to the office, we can't assume productivity levels will resume back to normal right away. With offices in different stages of transitioning and people splitting their time between the office and home, we are still in a state of learning and flux. Therefore, it's important to continually motivate and engage our workforce in order to grow as a business and come out stronger than ever.

How to promote a mentally healthy workplace

Mon, 06 Jul 2020 02:46:57 GMT

Promoting a mentally healthy workplace should always play a key role in business leadership. Not only are we legally obligated to do so as employers, but it also makes good business sense – healthy and happy employees are more productive, there's less absenteeism, and a great work culture attracts and retains top talent.

However, in the current conditions it's becoming increasingly difficult to support our employee's wellbeing. For some, forced remote working has led to increased feelings of isolation. It's also blurred the division between work and home life almost completely, which increases the chance of burnout and our inability to ‘wind down'. Plus, there's also other stressors like economic, relationship and health issues that all have an impact on our mental health.

Additionally, as we start to return to our workplaces many employees will feel anxiety. It's normal for us to feel anxious when there's major changes in our lives. For instance, such a change could be working remotely and then having to shift to commute on public transport and work in an office environment again. Compounding this, COVID-19 is a genuine health concern. Even if the risk is minimal to none, it can take time to let go of the fear that was generated during the initial lockdown period.

Therefore, it's crucial for us to ensure we have appropriate measures in place to look after our workforce, whether they're still working remotely or have started to work in an office environment again. Stephen Carbone, who is the Director of Prevention United , a mental health charity, recommends organisations should demonstrate an interest in their workers' mental health and wellbeing. He states:

“Research shows organisations characterised by a high psychosocial climate (PSC) have happier, more engaged, and more productive staff than organisations with a low PSC. A high PSC organisation is one where workers believe their employers and managers care about their employee's mental health and wellbeing. Workers believe their leaders ‘have got their back' and are willing to implement strategies that promote the positive aspects of work and reduce psychological hazards in the workplace, like bullying and discrimination.”

At Paxus, we have always had a physical, mental and financial wellbeing program in place to support our employees. However, like with many organisations, we had to quickly pivot our Learning and Development Program in response to the COVID-19 pandemic. As our entire workforce was mobilised to work remotely within days, it was our primary focus to help our staff be as comfortable and productive as possible. So, our initial activities included things like distributing ergonomic setup tips and wellbeing training.

Our next priority is launching a training program for our managers on ‘Resilience and Returning to Work with Confidence'. These will be led by a mental health professional in a workshop style to enable our managers to help build their own and their team's mental resilience, as well as learning how to identify those who may be struggling and the ways in which to support them.

Stephen also believes it's important for employers to encourage self-care, as good mental health and wellbeing at work is a shared responsibility between employers and employees. One way that we're doing this at Paxus is by introducing an online wellbeing portal for our employees to access at any time they need to. This will contain a plethora of information relating to nutrition, wellbeing, mindfulness and so on. And to help spark engagement and connection, as well as some friendly competition amongst staff, we're also planning to run a number of mini-challenges throughout the year.

On top of training and our wellness portal, we'll make a concerted effort to minimise our returning employees' anxiety by having open lines of communication with management, frequent companywide townhalls and team meetings. This will be an opportunity to advise what the current situation is for their office and the steps we've taken to mitigate any risk of contracting COVID-19 to allay any fears they might have.

Finally, as business leaders it's important that we are all aware of and look after our own mental wellbeing too. It's easy to put our businesses first. However, by consistently doing this and forgetting to look after ourselves can have immense negative consequences – not only personally but professionally as well.

If you would like more information on self-care strategies, read How you can prevent depression, anxiety and other conditions.

Plus, there are several other organisations that also have great resources for business leaders. Check out Beyond Blue's Heads Up program, the Black Dog Institute , Thrive at Work, or SuperFriend .

Keep reading

Interested in mentoring? Read about how it can also benefit your career here.

Eight LinkedIn tips to get your LinkedIn profile started

Tue, 30 Jun 2020 11:05:57 GMT

Eight LinkedIn tips to get your LinkedIn profile started

LinkedIn is becoming crucial for job seekers to find new and exciting job opportunities. It has quickly become known as the business platform to build up a reputation as an expert in your field, connect with colleagues (both new and old) and find new opportunities in the marketplace. Whether you're looking for a job or not, if used right LinkedIn can help you progress in your career and stay at the top of people's minds. Here are eight tips to get started on LinkedIn and boost your online career reputation!

Use your headline

Your LinkedIn headline is one of the first things people will see when they come across your profile. By default, LinkedIn will use your current job title and employer. Consider using it to the best of your ability. It can be a great chance to market yourself, use keywords or something descriptive. You have 120 characters to sell yourself. Use all the 120 characters for keywords to make yourself stand out and come up in people's search results.

Join LinkedIn Groups

Join LinkedIn groups relevant to your career, profession and industry. It is a great way to network and find like-minded people. Remember to check in with the groups you have joined and engage in one way – whether commenting on a post, liking a post or asking a question. It gives you a chance to interact with other professionals, puts your name up for recognition and can help establish you as an expert in your field. Could you always consider starting a group yourself? Do you have information that others can benefit from? It's free to make groups, you never know who is interested in your information or wish to connect. Post LinkedIn updates

Post LinkedIn updates

Even by just posting one status update a week on LinkedIn, it shows to your network that you are aware of what's going on in your industry. It's also a great way to promote your personal blog or your company's blog. It's simple and easy to do. This little bit of effort can position you as an expert in your field really quickly.

Ask for recommendations

Many people wait to ask for recommendations until they're on the job hunt. Instead, if a client or colleague gives you positive feedback, ask them to recommend you on LinkedIn then so the recommendation is about a specific project rather than about your general working attitude. It's good etiquette if someone gives you the recommendation to return the favour.

Choose a good profile picture

First impressions count, make sure your photo is friendly and professional. People are more likely to click on a profile that has a profile image. Avoid group shots or low-quality pictures. Everyone should have a decent quality photo that they can add, if not take one with your mobile phone, the resolution will be suitable. Try to use one that is by yourself and not cut others out of the image. Consider these tips when deciding on an image to use:

Choose a photo that looks like you, if it doesn't look like you, it can question your credibility.
Make sure your face takes up 60% of the image, don't be the guy that has a picture of himself on top of a distant mountain peak. It's very cool that you have been to a great place but people have no idea what you look like.
Choose the right expression, don't look too scary, you don't have to wear a big goofy grin if that feels unnatural, but don't look too serious (aka scary).
Consider your clothes, you don't want to be over or underdressed. Match your clothes to your professional image. Stick away from patterns and bright colours.
Pick a background that isn't too distracting, keep it simple you don't want it to distract from your face.

Read our blog on optimizing your LinkedIn photo here.

Get your Custom URL

Getting a custom URL will make sharing your LinkedIn profile much neater. Simply head to your profile, click “Edit Profile”, go to your basic information section at the top, find the “Public Profile URL” and click “Edit”. Change the URL to your name and save by clicking “Set Custom URL”. Your LinkedIn profile may be promoted on the signature of your email address, your website, your blog and business cards. It may also be added to your resume as an additional resource that an employer can go to in order to scope out your experience, knowledge, skills and connections. It's easier for you to remember and for people to remember you.

Send your LinkedIn messages to your email inbox

Make sure your LinkedIn private messages get send to the email address you use the most so you don't miss important messages. You can register more than one email address and decide on the one you would prefer for your primary address.

Have at least 50 connections

There are over 303 million active LinkedIn users per month. If you have few connections it will either look like you don't network, you know few people in the industry, or it will give the impression that you don't work well with new technology and adapting to social media. Do however be careful to not add people you don't know as your profile can be suspended if enough users indicate that they don't know you. If you're short on connections, you can use your email to search for people in your address book, consider linking them together. If you are a recent graduate, keep in touch with other graduates from your graduating year, it's a good way to keep in contact with people in your industry.

Want more career advice and tips?

Read our article on creating a LinkedIn summary that stands out.

How prepared are we for our employees' return to the workplace?

Fri, 05 Jun 2020 02:55:46 GMT

At Paxus, like with other Australian companies, it hasn't been easy to develop strategies to begin the process of transitioning employees from working at home back into the workplace. Complicating matters further, each state has quite different rules. For example, Victoria has issued an official Public Health Order, whereas it's left up to the personal choice of the employer and employees in South Australia. Not only that, such rules and guidelines appear to be changing every day. This means any plans that are developed need to be agile enough to respond to this rapidly changing situation.

What is certain is that the workplace we will return to will look a lot different. We can't take a one-size-fits-all approach either. Each business and office location has its own requirements for it to operate. Plus, we also need to consider the implications these measures will have on our business culture and productivity.

Lastly, most of us are eager to send our employees back to kickstart our revenue flow as soon as possible. However, there can be major consequences if we ask them to return too soon or our Return to Work plan isn't robust enough. We still need to be careful of the legal implications and the negative impact it may have on our business' brand if there is an outbreak.

The Physical Space of the Office

There are two primary ways a person can become exposed and catch COVID-19. The most likely of these is from someone breathing in microdroplets that's been expelled from an infected person's cough or exhale. One measure being employed to reduce the likelihood of becoming exposed is physical distancing.

In relation to the traditional office setting, physical distancing will greatly impact the layout of our space and how we'll move around it. The Department of Health has advised everyone must remain 1.5 metres away from each other, and there must be 4 square metres of space per person.

So, like Paxus and talentCRU, if you're located in a CBD location where space is at a premium, you may not have enough room for your entire workforce to return. For us, we've decided to transition some functions and teams back, while the rest remain working remotely. This allows us to spread people throughout the office, as well as reducing the volume of people using shared facilities like kitchens and bathrooms.

Applying floor markings and signage can also help to direct the flow of traffic around the office, further helping to comply with physical distancing. You may want to consider having ‘lanes' in your corridors, and decals on the floor directing people where to wait in areas like the printer and in reception.

Many organisations have started to install physical barriers between workstations and other areas, such as perspex screens and high partitions. At Paxus and talentCRU, we've decided against this as we feel the negative impact it would have on our company's culture outweighs any benefit gained from mitigating risk. A better option for us was to reduce the headcount physically in this space and spread our workers out. However, as each situation is different, this might not be possible or ideal for other businesses.

Cleaning and Hygiene Practices in the Office

The second way someone is likely to contract the virus is through the hand-to-face pathway. This is where someone has touched a contaminated surface and then proceeded to touch their mouth, nose or eyes. To mitigate the risk of this occurring, strict hygiene and cleaning practices should be adhered to.

For us, we will conduct a daily, thorough clean of our office space. On top of that, we'll also frequently clean high-touch surfaces throughout the day. This includes things like door handles, countertops, printer buttons and so on. We also plan to reduce the need to share equipment wherever possible and ensure that people only use their own stationery supplies such as staplers and pens.

Read about the key challenges to consider when transitioning employees back to the office here.

Kitchens and bathrooms are hotspots for infections. So, we'll need to pay special attention to these areas. Scheduling in lunch breaks, allocating kitchens to teams, using hand sanitiser after returning from the bathroom – on top of practicing good hand hygiene, are some measures we'll consider. If it's possible, you can also look at installing sensor taps and automatic doors to further mitigate risk.

Arguably one of the most successful measures to implement is to not allow workers who are unwell into the office. We are investigating taking people's temperatures with an infrared forehead thermometer before they enter. Plus, we'll also encourage people to take their laptops home at night so there's no excuse to return and potentially risk infecting others if they get symptoms.

All measures I've discussed will help mitigate the risk of an outbreak, but they can only go so far. Every individual must take responsibility for their own actions. If someone is feeling sick, it's no longer acceptable to ‘suffer' through and continue to work in the office. Post-pandemic, I think this is the behavioural change that will have the biggest lasting impact, and hopefully it will reduce instances of sickness and subsequent loss of productivity in the long-term.

The Damaging Impact of Not Doing it Well

We can't completely eradicate the risk of someone contracting COVID-19. If someone does contract the virus, it will be difficult to prove that it was contracted at work. However, as business leaders, we could be liable if that person spreads it to other workers. Not only will this have a financial impact on the business through potential WorkCover claims, but it might have a lasting negative impact on your brand. Obviously not all publicity is good, and no-one wants to be that business in the news.

Key challenges to consider when transitioning employees back to the office

Thu, 28 May 2020 05:02:03 GMT

As the government begins to lift restrictions around the country, business leaders are now starting to grapple with the process of transitioning their employees from remote working to returning to the office environment. Jason Trevethick, Managing Director of Paxus and talentCRU, has extensive experience and knowledge in workforce management across a range of industries and company sizes. In this series, he shares his thoughts on the challenges we are now facing and how we can overcome these with an appropriate Return to Work Plan.

At the start of 2020, no-one could predict the unprecedented shift to our social and working lives that lay just on the horizon. COVID-19's spread into Australia has forced us to swiftly transition our office-based workforce to remote working as a drastic, but necessary move to reduce the virus' spread. This process bought about a new set challenges for everyone, but as a country we have demonstrated innovation and resilience by successfully overcoming these to help flatten the curve.

Now that the government has announced a three-stage plan to get us all back to some sense of normality, it's time for business leaders to plan how to return our employees back to the office. We are all eager to restart the economy and profitability of our businesses as quickly as possible. However, it's our responsibility to ensure that any plan must take into account the health and safety of our employees and the broader society.

We must accept things will not just return to the way they were before. Our new normal will be one of physical distancing and strict health and safety measures for the short to mid-term. For us, we not only have to incorporate this new normal into policies and processes, but also into our overall business culture.

So, a question that many of us are asking ourselves right now – where do I begin?

At Paxus, we quickly established a cross-functional team to identify, plan and execute measures to keep our employees safe and the business operational. Such a team needs to meet on a frequent and consistent basis. It also needs to be agile enough to respond quickly in this rapidly changing situation.

Additionally, throughout this time it's better to over-communicate rather than under-communicate. Establish open lines of communication with your employees. Conduct regular town hall meetings, and have a formal system in place where employees can voice their concerns or issues.

Not only does this mean you're complying with your duty to consult with your employees on health and safety matters relating to COVID-19, but you're also helping to get their buy-in to the business's Return Back to Work Plan. Encouraging involvement from the onset will help to reduce employee anxiety and fear when the time comes to transition back.

This is also the time to conduct a thorough risk assessment if you haven't already done so. As stipulated by Safe Work Australia, it is our responsibility to assess the risks relating to the exposure of COVID-19 and implement measures to either eliminate or reduce those risks if reasonably practicable. An example of this could be discouraging employees to take public transport where their risk of coming in contact is higher, or reshuffling the office layout so it complies with social distancing recommendations.

Another crucial part of your plan is to consider your Business Continuity Plan. A plan like this should answer questions like, ‘what happens if an employee suspects they have COVID-19 and is waiting test results?' If that employee has been in close contact with other employees, should the entire office self-quarantine while that person is waiting their results? If that employee tests positive, what process should be followed? How do you return equipment back to other employees suddenly finding themselves working from home again? Which government authorities do you need to notify etc.?

How prepared are you for your employees to return to the workplace?

On a broader note, a Business Continuity Plan should also consider what your business' process will be if there are second or third waves. Hong Kong and Singapore flattened their curves, however this was short-lived with second waves causing strict restrictions being employed again. Transitioning employees to work from home, then back to the office, and to home again, can have major impacts on productivity. A good Business Continuity Plan should map out a process that causes the least disruption and gets people working again as quickly as possible.

Returning our workforce back into the office is a process. At Paxus and talentCRU, we're currently working with each department and state office to determine how best to tackle this. We are also taking into consideration that some functions are better setup to work from home than others. These functions are likely to continue to work from home for a much longer period, so we can reduce the overall numbers in the office, reduce reliance on public transport and comply with physical distancing mandates.

In NSW, we are already seeing limits on buses and trains. Such measures may be replicated in other states as well. This, combined with the likelihood of increased road traffic due to many avoiding public transport, will increase our employee's commuting times and subsequently could affect their productivity levels. We will need to decide what is best for our business overall – encouraging employees to return in these conditions or to continue working remotely.

At Paxus, we appreciate that this process will continuously evolve. The situation in each state is different. Currently, we are planning to transition employees back into the office in WA. The WA Government has been very proactive and produced a set of guidelines on how to return to the office, including a Safety Checklist of items to consider and implement, which results in a certificate being issued. This will provide learnings for us to build on when we start to transition offices in other states.

Finally, how do we know when to put these transition plans in place. Our Prime Minister, Scott Morrison, has recommended to continue to work from home until stage three. However, the final decision comes down to each state depending on their own situation. As mentioned, we have already started to prepare to transition employees back to our WA office. There, all businesses must develop and implement a COVID Safety Plan and display a COVID Safety Plan Certificate once they reopen or recommence operations. We will have to wait for instructions for the other states, however it's likely to follow a similar process to WA.

The process of returning employees back into the office will not be a simple one. The plans we are developing now will need to consider the safety of our employees, while also strategising how best to return to and sustain productivity levels to pre-COVID times.

How to stand out in a crowded job market

Mon, 25 May 2020 11:21:28 GMT

How to stand out in a crowded job market

With the country's unemployment rate reaching 6.2% last month, many Australians who have never faced unemployment are now finding themselves out of a job. Not only do they have to navigate an increasingly competitive job market, but they also should be aware that the landscape has changed dramatically since their last job search. If you're in this position, three of our experts here at Paxus share their advice on how you can stand out to score your next role.

Reach Out

If you find yourself suddenly unemployed, one of the first things you should do is reach out to your connections. As Phil Wilkinson, Senior Account Director at Paxus advises, “It's important to work through your LinkedIn connections first. Reach out to past colleagues to see if they're aware of anything coming up, since many positions are filled before they even go to market.”

Also, identify the companies where you would ideally want to work. Do some research on them and if possible, contact their internal recruitment team or department manager and ask for a 10 minute call.

Resumes

This is the time to update your resume. It may seem obvious, but always ensure you are honest, and that your LinkedIn profile matches. Recruiters and hiring managers will check your resume against your LinkedIn profile, and sometimes even against an older resume that's been kept on file. If inconsistencies are found, it's an automatic red flag and you're unlikely to proceed through to the next stage.

If you were in your previous role for a long period of time, it's important to do some research on the different variations of your job title. Rob Hart, Senior Account Director at Paxus says, “Be aware that the job title you had in your previous company may not be desirable or it's now called something else, but with the same skillset. A Business Intelligence Developer could now be called a Data Engineer. Carry out some research on what titles are being used now and ensure your resume reflects this.”

Phil Wilkinson agrees, “The last two jobs are the most important part of your resume. Make sure you have a recognised job title. You may have been a Product Owner, but you're really a Senior Project Manager. Also, be mindful that each company has its own terminologies. Some companies might call a certain function a Team Lead, whereas another company would call the same function an Executive Manager. So always do your research on the role and company you're applying for.”

It's also really important to have an achievements section that lists the projects you've worked on, their size and scale. “If I'm looking for a Project Manager that can deliver a $1m project, I'm going to look for candidates that have had experience in delivering a project of this size”, says Phil Wilkinson.

Is less really more?

Everyone has heard the saying ‘it's a numbers game', and people often think this is true when applying for jobs. However, this isn't quite the case. If you have fallen into this trap, Nathan Coller, Senior Account Manager at Paxus recommends that, “You should rethink your application strategy. The biggest problem we see are people sending the same resume to hundreds of roles. You may get away with this in a normal market, but it's much more difficult now. People often panic and apply for everything, but this actually works against them. Spend the time to review each role and amend your resume so it highlights the skills they're looking for. Target the roles you think you can really sell yourself into. Don't expect the recruiter or hiring manager to read between the lines, and don't assume that they know your background.”

It's also important to note that there are only so many recruiters and hiring managers out there. If you're sending out the same resume over and over again to roles that are completely irrelevant to the experience you have, your application may automatically get discarded.

So, should I only apply for roles where my experience matches exactly? No, not quite. Phil Wilkinson advises, “to hedge your bets and go for somewhere in the middle. Apply for anything where you might be able to have a conversation. If you have transferable skills – apply but make sure your resume is relevant for that position.”

Are cover letters worth it?

All three of our experts agreed that cover letters are not as important as your resume. Your priority should be to personalise your resume to the position you're applying to. At times, cover letters are not even read.

However, when they are read you still want to ensure that it doesn't raise any red flags such as spelling errors, inconsistencies and so on. Plus, it should also address any specific requirements of the role, but don't forget to also include these in your resume.

Prepare, and prepare again.

If you get through to an initial screening call or interview, preparation is key in progressing further. Nathan Coller recommends, “to always do some research on the hiring company. It's most likely you'll be asked what you know about the company, so prepare some key talking points. Also, have some scenario or example-based responses prepared that demonstrate your experience or key abilities and attributes the hiring manager is looking for. You should also ask the recruiter for any information or tips for the interview. Occasionally, some recruiters are so busy they forget to pass this information on”.

Presentation is everything, even during a pandemic.

Your LinkedIn profile is often where you make a first impression with a recruiter or hiring manager, so always use a professional photo for your profile image.

Also, if you haven't had an interview for quite some time, Rob Hart recommends, “Practicing with a friend and researching tips for interviews. You can also record yourself so you can see how you're coming across, like are you speaking too fast or in a monotone?”

During the pandemic, most interviews are being conducted via video conference, but this doesn't mean that you shouldn't treat it like a normal interview. Dress as you normally would for an interview, be mindful of what's in the background, check the lighting, and it's also best to sit at a table rather than on a sofa.

Now with large numbers of people vying for the same jobs, it's even more important to do what you can to land that next role. Reach out to your network and to companies where you would love to work. Update your resume with accurate information and customise it for each job you apply for. If you do get an interview, treat it as you normally would if you were going into an office for a face-to-face interview. Finally, always reach out to your recruiter for advice. They have years of experience to take advantage of and will be happy to help.

How Paxus can help

If you’re looking for a new role, Paxus can help. Visit our Job Board to browse our open roles or signup for Job Alerts so you’ll be first to know when the perfect opportunity becomes available.

The virus of fear and how to avoid it

Wed, 22 Apr 2020 05:05:20 GMT

It appeared to hit our shores well before confirmed cases of COVID-19 started to multiply. Quicker than the virus itself, it spread rapidly throughout our cities and towns causing supermarket shelves to empty, obsessive surveillance of the news, and words like ‘lockdowns' and ‘quarantines' starting to dominate conversations.

Fear like this can be described as a virus. It seems to spread rapidly throughout society causing increasing levels of anxiety and hysteria, passing from one person to the next.

And this virus has well and truly gripped Australia. This is not to say we shouldn't fear COVID-19. It is something that we should take very seriously when looking at the proliferating infection rate and death toll around the world. However, when fear becomes overwhelming, it can make us act irrationally, such as hoarding food, medical supplies or stigmatising others. Plus, it can also contribute to mental illness such as anxiety.

Why does fear spread?

In the animal world, when a prey animal senses a threat, they emit silent and invisible ‘alarm pheromones'. This signals to other animals that there is a threat nearby and suddenly invokes a ‘flight' response. Research has suggested that we also have the same chemical alert system. We can sense the threat and our brains prepare to react.

However, through our evolution it's argued that our response to situations isn't that well developed when we feel a loss of control. COVID-19 is a new disease and it's uncertain what the full impact will look like. It's normal to feel helpless in times of increasing uncertainty about the future. However, such feelings can lead to extreme reactions, like panic buying or constant anxiety.

What can we do about it?

It's impossible to have control over everything that poses a risk – both in times like these and in everyday life. Instead, experts recommend doing what you can to regain control over your fears without going overboard and contributing to the hysteria. This includes:

1). Listen to the advice of the government and health officials.

It's important to take the advice from official sources of information and limit others. This helps us to avoid being influenced by ‘fake' news, which could cause unnecessary stress and irrational responses.

2). Limit the time you spend watching the news.

If you're constantly refreshing the news page on your laptop or watching the news channel throughout the day, take a step back. Right now, obsessively watching the news is incredibly tempting, but all your doing is adding to your anxiety. Set aside time to watch the news, take what you need from it and then switch it off.

While 2020 was a turbulent ride, job vacancies are now surging, and the growing demand for talent highlights as a nation we’ve catapulted out of survival and into a high growth phase. Read more about post-pandemic workforce demand here.

3). Surround yourself with positive people.

Try to avoid being around people who constantly discuss COVID-19 in a negative way. Like with the news, constantly hearing about it will do nothing but increase stress and anxiety levels.

4). Take care of yourself.

Even in times like these, we can still set aside time in our day to do something we enjoy. This could be some sort of exercise, meditation, cooking and so on. Making an effort to do things we take pleasure in can remind ourselves that there's still other things in the world to appreciate and enjoy.

7 Things you need to think about if you're working remotely

Wed, 25 Mar 2020 11:30:00 GMT

7 Things you need to think about if you're working remotely

Our world as we know it is changing dramatically each day with the spread of COVID-19. Like many of us, you may have been told to work from home, getting prepared to do so, or you're currently in self-isolation.

If this is the case, it's important that you're aware of your own, your recruitment/labour hire company and client company's obligations, policies and processes. In such an uncertain and ever-changing environment, it's easy to let things slip and forget to follow correct procedures that could cause issues further down the track.

To help you prepare, here are the seven things you need to think about:

Has all paperwork been filled out and the correct parties notified that you are now or are planning to work remotely? At Paxus, all our contractors are required to complete a Working Remotely Form and return this to their Account Manager or nominated Contractor Care Consultant as soon as possible.
Does your client company have any sort of working remote policy? If so, you will be required to follow this. If this hasn't been communicated to you yet, check with your main contact at your recruitment / labour hire company if there is one you need to follow.
Before taking any equipment home, it's important to check first what devices you can take in order to work remotely including laptops, monitors and so forth. Additionally, if you are taking any equipment home ensure that you are following the correct procedure, such as formally registering equipment.
If you need to personally purchase anything as a result of working remotely; remember this is all tax deductible.
Ask your line manager if any project timelines or expectations have changed, i.e. are you still expected to hit certain KPIs despite the current situation or have the deadlines been pushed out?
If there are any impediments that will prevent you from performing some or all your duties remotely, you'll need to contact the client company and your main contact at your recruitment / labour hire company as soon as possible. The client company and your recruiter may be able to negotiate alternative arrangements.
Will you need to perform alternative duties? For many companies, priorities have changed dramatically. You may be expected to reprioritise your workload and focus your energy on something completely different to what you were originally hired to do. It's important to be flexible and responsive in this situation. Plus, don't forget to communicate any changes in your role to your main contact at your recruitment / labour hire agency.

We appreciate that these are trying and stressful times for everyone. However, it's still important to be aware and follow your recruitment /l abour hire agency and client company's processes and policies now to avoid any additional stress later.

After more tips?

Read our article on 10 tips for productive remote working.

The upside of upskilling – future-proofing your career

Fri, 24 Jan 2020 11:36:18 GMT

The upside of upskilling – future-proofing your career

How much time have you spent in the past year enhancing your workplace skills? According to the Future of Jobs Report by the World Economic Forum, you should be spending around 25 days a year on professional learning activities, just to keep up with the rapid pace of change in the workplace - let alone get ahead of it!

Fortunately, many organisations are recognising the critical importance of continuous learning and are investing in systems and programs to ‘upskill' employees, equipping them to adapt to the fast-changing workplace. This investment isn't just about creating new career paths – it makes business sense. In the highly competitive labour market, it's smart to train people who already know the company culture, strategy and operations. Corporate giants like Amazon, Microsoft, Deloitte and PricewaterhouseCoopers have recognised the ROI on internal upskilling and are spending spend billions on training existing staff in fast-growing areas such as data analytics and AI.

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This economic incentive applies to individual workers as much as to organisations. It's vital to keep your skills up-to-date – and to demonstrate your willingness to learn - if you want to define your own career path, particularly given the increasing value placed on ‘hybrid' jobs, which incorporate a range of skills. The good news is that in the era of the ‘Gig Economy', freelancers and contractors don't need to miss out on ready access to professional learning as they once did – Paxus, for instance, provides its 2,000-strong contractor base with access to hundreds of technology-related courses via the Percipio by Skillsoft e-learning platform.

Workers of all types, ages and stages can also utilise online learning platforms such as LinkedIn Learning , Get Smarter and Future Learn , which put thousands of courses into the palm of your hand via your mobile device. If you prefer face-to-face learning, organisations like General Assembly offer a variety of short and extended courses to introduce key digital and design concepts. Another great option is to try one of the free online ‘MOOCs' (Massive Online Course), offered by prestigious universities around the world – check out a selection here .

While the career and economic drivers of upskilling are critically important in the digital age, it's also the case that lifelong learning offers plenty of personal benefits. Mastering a new skill can be very satisfying and can build your confidence and self-esteem. The opportunity to engage with diverse people and fresh ideas can broaden both your mind and your network, open new doors in your own company or perhaps open up an exciting career direction you'd not previously considered.

The professional and personal benefits of upskilling are clear. And if you need any more motivation, consider the findings of a ground-breaking 2015 study on the future of work in Australia, which predicted that up to 40% of the workforce - more than 5 million people - will be replaced by automation within the next 10 to 20 years. Safe to say, future-proofing your career by diversifying, deepening or broadening your skills has never been more important.

After more career advice and tips?

Getting your CV through an Applicant Tracking System can be a challenge. Read our article on things to include and avoid to get your CV through the ATS.

Assessing a job offer - how to know if a job is right for you

Tue, 12 Nov 2019 02:24:43 GMT

The upside of upskilling – future-proofing your career

You have been offered a new job, but how do you know it's the one for you? No matter the reason for switching jobs, searching for a job is hard work and can often be a stressful drawn-out process. If you are like most job seekers, you are delighted (or relieved) when a job offer comes in but before making that decision to accept, take the time to think about the job offer and your current role. Not sure where to start evaluating? Read through our list of guidelines that may assist and help determine if it is the right job for you.

Reflect on the job description

The job description will be the main basis of the day-to-day duties that you will perform. You don't like what you see you may want to reconsider. When making that decision you may want to consider:

Will you enjoy them? Are the similar to what you are already doing?
Will you be challenged? Are you seeking variety from your previous experience?
Is the level of responsibility appropriate considering your skills and experience?
Does it mention who you will be working with, reporting to or other colleagues? Can you work with them?
Are you willing to make lifestyle changes to reflect what might be required? These could include extra travel, longer hours, too much responsibility?
Is this a newly created role? Is the job description clear and concise?

Evaluate the company

Do you like the company? Your initial gut feeling will let you know if you fit within their culture and values. Google the company's website, check out any media if possible and evaluate if you could see yourself working for this company. Considering that you spend so many hours at work, you need to access your work colleagues, ask yourself if you will be able to work with them. If you found them annoying and frustrating during the interviewing process, and think they would be difficult to work with, then perhaps this isn't the company for you.

Review the compensation package

How does the salary that is on offer compare to your last position? Review the WHOLE package, does it include super (often a misconception), does it include expenses, travel or holiday loading? How attractive are the perks? It is best and easier to negotiate your package from the start. Don't undersell yourself, if you think you are worth it – ask for it.

The counteroffer from your current employer

Making the final decision

Accepting the offer can be a big step and you need to be clear and concise with your expectations of your future employer. Thoughtful analysis using the above guidelines will give you a greater understanding of which choice is right for you. If you are still unsure, seek further information about the company or use your networks to help your decision-making process. If you are using Paxus as your recruitment agency, question a Paxus Account Manager to give you insight into your prospective employer. They can give you their honest opinion to see if it meets your needs. There are a number of companies, for example, Glassdoor or Job Advisor , that will give you insight and reviews about the company from a current and previous employer perspective.

Do you know why you want to move companies? Most current employers will always want to hold on to great staff so beware of the counteroffer (in the way of more money or promotion) if it arises. Counteroffers can be attractive but it is also important to think about the risks of accepting. People often get caught up in the counter offer incentive, do the following:

Does the reason why you want to leave still exist? If you do accept the counter job offer will the workplace be tolerable?
Keep in mind the company's intentions. Is the counteroffer for their benefit and not yours? Did they wait for you to resign to really know what you are worth to them?
Consider the risk if you actually stay. Will they treat you differently knowing that you were looking around for other employment? Politics are in every workplace - like it or not.

After more career advice and tips?

Read our article on our top tips for effective job searching - find your dream job faster.

Beating burnout: tips for work-life balance

Tue, 08 Oct 2019 04:57:52 GMT

The upside of upskilling – future-proofing your career

When the highly successful American businesswoman and HuffPost founder Arianna Huffington physically collapsed from exhaustion, she turned the experience into a wake-up call about the need for better work-life balance. Recognising the link between well-being and performance, she went on to establish a new global business that raises awareness about managing stress and preventing burnout.

Unplug

With the rise of devices that enable us to stay connected 24/7, it is hard to resist the temptation to access your work anytime, anywhere. Try turning the notifications off on your work emails outside of work hours – why not immerse yourself in a great book instead? Once the weekend rolls around, keep the work laptop out of sight, or, if non-negotiable deadlines are looming, allocate a specific portion of the weekend to log on and focus on that specific task only – don't go trawling through your inbox!

You might even choose to invest in a separate phone or laptop for your home life, so you can make a clear physical separation between work and personal activities.

Set work hours and boundaries

Setting yourself clear boundaries is an important way to avoid burnout. Once the workday has ended, try to avoid worrying about outstanding tasks or contacting your co-workers about any queries that come to mind. These tasks will still be there in the morning. If you do find it more productive to work outside of the traditional hours, or your work requires meetings across time-zones, then reduce your work hours to reflect those added demands.

Get enough sleep

Inadequate sleep is both a cause and a symptom of stress, and often a precursor to burnout. Lack of quality sleep is a common and expensive problem in Australian workplaces , costing billions of dollars in lost productivity, contributing directly to chronic illness and increasing the risk of serious accidents and poor decisions in the workplace.

Take up a hobby

Take some leave

Recent research shows that Australian employees have accrued a massive 140 million days of annual leave. Many workers are reluctant to take time off, feeling that there is never a good time to be absent from their role. But think of a break as an investment in your own well-being and a proven way to improve your productivity . Talk to your boss or HR – you may well find they are wanting to reduce accrued leave for business reasons. A great break is good for body and mind so go ahead and take a week off for a ‘staycation' pottering around the garden – but lock the laptop in the cupboard!

Whether it is online salsa classes, painting sessions or language lessons, finding a hobby that allows you to unplug and forget about work can help you to discover new skills, build new friendships and experience an improved sense of wellbeing. Having a hobby with a designated starting time can also force you to log-off from work on time, ensuring that you aren't stuck at your desk well past work hours.

Far from undermining your work commitments, an enjoyable hobby may even help improve the quality of your output and advance your career prospects by showing potential employers that you have a creative bent and a willingness to try new things.

After more career advice and tips?

Read our article on striking a balance between work and life.

Although most of us don't deal with the demands faced by a high-profile business celebrity, we can relate to the difficulties of juggling work and personal life. When you are busy building your career, it can be easy for the working day to extend well into the night and weekends, making family time hard to come by – let alone ‘me time'. Not only do our personal relationships suffer, but there is a growing body of scientific evidence that long hours at work are a direct contributor to serious health problems such as stroke. To prevent reaching crisis point, it's critical to find the right balance between work and well-being .

We've put together some ideas to help:

Setting boundaries with your boss and colleagues is also important – make them aware of what hours you aren't available or any commitments in your personal life that are non-negotiable. Ensure your email signature and out-of-office message clearly includes your non-work hours and an alternative contact person for urgent queries. Another clever way to set expectations is to note forthcoming annual leave at the bottom of your email signature so that your boss and colleagues know you won't be attending meetings during that time.

While it's tempting to stay up late and finetune that PowerPoint presentation, most adults need between 7-9hours of sleep a night to function at their best. Set up a regular bedtime routine, switch off screens an hour before you retire, get everything ready for the next day's work and try using a meditation app when you turn the light off.

Contractors are often loath to take time off, fearing a loss in billable time or the risk of missing a contract renewal. This approach runs the risk that you will work constantly for years on end – the personal and health impacts may be far greater than the financial cost of taking time out. Budget for some non-billing time each year, then talk to your client or your agency Account Manager about how to keep your project ticking along smoothly in your absence. Where possible, defer major decisions till your return and prepare helpful handover notes if you are being backfilled – if well managed, all parties will appreciate your efforts and chances are your client will be keen to see your holiday snaps when you get back.

Optimise your LinkedIn profile

Mon, 16 Sep 2019 05:03:34 GMT

The upside of upskilling – future-proofing your career

With more than 300 million active monthly users, and 59% of people voting LinkedIn as their go-to for job hunting, LinkedIn has grown into one of the most effective social media tools for job searching. With recruiters use LinkedIn and social media more than ever to fill positions – it is important to optimise your LinkedIn profile to stand out from the crowd. To help you create an unforgettable profile, and get closer to your dream job, we have pulled together our five top tips:

Get seen

Make sure your profile gets seen by recruiters and employers looking to fill the roles you want. Add searchable keywords to various sections of your profile – for example to your headline, your summary etc.

Be creative

Did you know LinkedIn allows you to add a variety of media such as videos, images, documents, links, and presentations to your summary, education, and experience? Stand out by being creative in the way you showcase projects and provide work examples.

Save time by saving job searches and setting up alerts

Save job searches by clicking ‘save this search' after conducting a job search. You can also choose to receive daily, weekly or monthly alerts via email to notify you of new jobs that match your search criteria.

Get active

Make sure your contact details are up to date

A simple but important tip – many people forget to make sure that their contact details are up to date. Make sure you have either an email address or phone number on your profile, to make it easy for recruiters and potential employers to contact you.

Expand your network and improve your profile's visibility by joining and participating in relevant industry groups. Once group names appear on your profile – your profile is more searchable. Not only will joining industry relevant groups improve your profile's searchability, but relevant groups can also help you connect with people in your industry.

After more career advice and tips?

Read our blog on how to make your LinkedIn summary stand out.

The rise of the ‘hybrid job'

Fri, 23 Aug 2019 05:12:03 GMT

The most in demand and highest paying jobs of the future will likely be hybridised, requiring those that fill them to possess skills across multiple disciplines, according to recent research by Burning Glass Technologies (Burning Glass). The research states 'hybrid jobs' are predominantly the result of rapid digitalisation – with job characteristics that are complex and multi-disciplinary. For example, once considered highly technical jobs, IT jobs now require a mix of multi-disciplinary skills such as writing, problem-solving, creative and research skills, and skills in teamwork and collaboration.

An analysis of almost one billion job postings and applications by Burning Glass revealed that hybridisation is on the rise – with hybrid roles projected to grow at a rate twice as fast as overall jobs in the next decade. The increased hybridisation of roles is set to transform the job market and will impact the type of roles and type of talent that organisations will need to remain competitive.

How will hybrid jobs transform the job market?

As the rate of hybridisation increases, it is important for organisations to understand the implications on the wider employment market. While the majority of jobs aren't yet significantly hybridised, hybrid jobs already represent the fastest growing and highest paying segments of the job market. In fact, the introduction of just a single skill to an employee's skill set has the potential to increase their salary by 40%.

Hybrid jobs are also rarely repetitive, and despite encompassing some of the most technology and data-driven roles, they are among some of the most dependent on humans – with a large emphasis on creativity and judgement. For this reason, hybrid roles are typically less susceptible to automation, contributing to the demand for employees who can perform them well.

While this is all good news for professionals and organisations who have adapted to the need for hybrid skills, it has the potential to exacerbate a divide in the workforce for those who fail to keep up.

Most in demand skillsets for hybrid jobs

The research identified five key skill sets that are most commonly in demand across hybrid roles:

Big Data and Analytics
Intersection of Design and Development
Sales and Customer Service
Emerging Digital Technologies
Evolving Compliance and Regulatory Landscape.

While not all of these skills are new, they are all reinventing existing roles and forging the creation of new roles. As such, professionals who possess these skills will be highly valued and sought after.

Challenges of the hybrid job economy

Although the emergence of hybrid jobs has undoubtedly increased innovation and efficiencies for organisations, it has also presented some challenges. Because the combined skill sets needed in hybridised roles are often learnt over the course of an employee's career, there are less entry level opportunities for hybrid jobs. In fact, Burning Glass identified that only 16% of highly hybridised roles advertised were entry level – meaning that organisations could miss out on the opportunity to engage with and shape talent early on in their careers.

Hybrid roles can also be harder to fill than segmented roles because the number of candidates that possess multi-disciplinary skillsets is often much smaller. To combat this, partnering with a talent specialist such as Paxus can facilitate hiring for these hybrid skills. As Australia's leading supplier of tech and digital talent, we are experts in sourcing for niche roles and hard to find skill sets. With market leading insights, we can also help your organisation to anticipate future trends and needs when hiring for hybrid roles.

After more career advice and tips?

Read our article on the upside of upskilling to future proof your career.

The top non-monetary benefits employees want

Fri, 23 Aug 2019 05:08:44 GMT

Commission structures and high salaries are enticing benefits employers can offer to attract and retain top talent, however as an employer, there are times when you can't always offer competitive monetary incentives. While you might think this puts your organisation at a disadvantage, a recent survey by SEEK revealed that 24% of Australians say that in addition to salary, employee benefits play a large role when deciding on where they want to work. The SEEK survey identified the top benefits that employees find the most attractive:

Flexible working hours

Flexible working ranked #1 as the most desirable employee benefit. Offering employees flexible working hours can allow them to balance their career with commitments in their personal life -promoting a better sense of work-life balance, and leading to heightened employee job satisfaction, wellbeing and even retention rates. Flexible working can also help to create a more inclusive culture, casting a wider net to attract diverse talent and improve workplace performance outcomes.

Time in lieu

Time in lieu came in as the second most sought after non-monetary employee benefit. Time in lieu allows employees to gain back the additional hours they put in at work as time off, rather than not being recognised for the overtime they have put in (this obviously excludes paid overtime). Time in lieu rewards employees for their hard work, and provides more opportunity for work-life balance, allowing more time to spend with friends and family throughout the year.

Work from home

The opportunity to work from home is an attractive benefit to many employees, whether the arrangement is full-time, several times a week or only on occasion. Allowing employees to skip the dreaded commute (particularly if it is a long one) and work in their own environment, is proven to increase employee productivity, engagement and overall happiness.

Work from home arrangements can also reduce the amount of sick leave employees take, with many employees preferring to work from their home rather than take a day off when ill with less serious conditions like the common cold.

Health insurance

Discounts or access to health insurance was the fourth most popular non-monetary incentive identified by the survey. It is becoming more important than ever to invest in employee physical and mental health, and providing such initiatives can help to improve employee engagement. A well employee is a happy one – and discounts or access to health insurance can help to ensure just that, reducing absentee rates and increasing employee morale.

Upskilling support

Opportunities for upskilling, professional development and paid training came in next on the list. In fact, opportunities for professional development and training, or a lack thereof, can be a major driver in an employee's decision to stay with or join an organisation. A recent survey conducted by SEEK revealed that two-thirds of Australian employees are looking to upgrade their job skills in the next 12months. This was particularly important to millennials (72% saying they are likely to upgrade their skills this year) and Baby Boomers (39% stating they are looking to upgrade their skills over the coming year).

Upskilling or development training allows employees to learn and refine skills, keep up to date with industry trends, and focus on reaching their own specific career goals. Investing in these opportunities not only helps your employees to succeed but gives your organisation a competitive advantage by ensuring that your talent has the most cutting edge skills.

Interested in more employer advice?

At Paxus we have access to the best tech and digital talent in the market. Read our article on benefits that will help you keep your employees or contact us for a discussion about your workforce objectives .

New interview techniques set to level the playing field

Mon, 05 Aug 2019 05:14:39 GMT

While traditional job interviews are still widely practiced, many Employers and Recruiters agree that they don't always provide a holistic view of Candidates – and can even limit the diversity of hires. For example, some Candidates might have difficulty verbally articulating why they are the best fit for the job, while others might be restricted by the hours and locations offered for interviews. This can be a huge hinderance when looking for a job as a candidate, or when looking to expand the diversity of your workforce.

Employers and Recruiters are becoming more attuned to this, particularly as the benefits of workplace diversity become more widely known. As a result, we are seeing the emergence of new Candidate assessment methods which offer job seekers a greater sense of accessibility, and provide a more accurate and fairer depiction of their skills. Here are some of the top emerging assessment tools which LinkedIn has identified in its recent research, which are set to level the playing field:

Job Auditions

One of the biggest limitations of the traditional job interview is that it doesn't always give Employers and Recruiters an extensive insight into how a candidate works within an organisational setting – as well as the unique attributes a Candidate can bring to a role. For this reason, some companies are turning to job auditions, to gain a more accurate view of Candidate performance, rather than relying on face value which could be tainted by bias.

Job auditions allow Candidates to be fairly judged solely on performance, simulating high pressure work situations which require Candidates to solve business problems, collaborate with a team, and draw on leadership skills. Viewing candidates in these mock situations can give Employers and Recruiters a much more realistic view of each Candidates' skills – while also offering Candidates who are uncomfortable in an interview setting the opportunity to showcase their performance in a practical forum.

Video Interviews

Attending interviews in person can be difficult for many Candidates for a number of reasons – perhaps they have family commitments, are not able to travel, or the location of the interview does not have accessibility requirements that meet their needs. Video interviews are a great way to combat this, encouraging candidates of all backgrounds to apply for roles, and allowing for more flexibility for Employers and Recruiters.

Video interviews typically exist in one of two formats – the first involving Employers / Recruiters and Candidates interacting in real time through video chat. Alternatively, Candidates can be presented with a list of predetermined questions, and allocated a time limit to record their answers. Employers and Recruiters can then review these answers later in their own time. Both formats of interviewing enable Candidates to engage from a comfortable setting, eliminating the need for travel - and offer more flexibility. Remote interviews can also provide Candidates with opportunities they otherwise might not have had access to, allowing them to apply for a role in a different city, or to conduct the interview outside of office hours to suit their availability.

Soft Skills Assessments

While technical skills and work experience are still important considerations for job applications, Candidates who possess strong soft skills are increasingly desired by Employers and Recruiters. These soft skills can refer to areas such as teamwork and flexibility, and also aspects such as emotional intelligence. High tech tools such as Koru and Pymetrics can assist with these assessments (which can be as quick as 20minutes) and provide deep insights into each Candidate.

Not only do these types of assessments remove bias from the interview process, they allow Employers and Recruiters to draw on talent pools with more diverse backgrounds and experience, particularly within a tight timeframe.

If your next interview is virtual, read our article on how to best present yourself in a virtual interview here.

Virtual Reality Assessments

Virtual Reality (VR) assessments are one of the most high-tech emerging Candidate screening tools – immersing Candidates in an interactive, virtual environment. Like job auditions, VR assessments can give Employers and Recruiters an understanding of how Candidates authentically react in difficult workplace situations, assessing them solely on their performance, and decision making skills. This again can eliminate any bias, and will not only provide candidates with a fun interview experience, but also provide Employers and Recruiters with a transparent view of each Candidates' skills.

Choosing professional referees that will get you across the line

Mon, 20 May 2019 05:24:43 GMT

Choosing professional referees that will get you across the line

Reference checks are often the last stage of the job application process, and their importance is often overlooked and underestimated by candidates. A bad reference check can potentially change a Recruiter or Hiring Manager's mind about their intent to hire you – leading them to think you aren't the right person for the job.

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While you can't control the feedback that somebody might have about you, making sure that you manage the selection of and communication with a referee can help to optimise the outcome. To help you ahead of your next job application, we've put together a guide for using professional references:

Choose relevant referees

While it might seem obvious, it's important to choose professional referees who are relevant to your career such as a previous or current manager, supervisor, colleague, client or even educator. You should avoid ever listing a personal friend or family member as a professional reference if you can (even if you have previously worked for a family run business), as they probably won't give objective and unbiased opinions.

You should also never list friends or family under the guise that they are a professional reference – as a quick Google or LinkedIn search is all it takes to verify this information. Not only is it dishonest, but if caught out it can lead to you missing out on a job offer, or being dismissed further down the line. It is better to use legitimate professional references than to risk the damage to your reputation and career.

Ask permission

Before listing anybody as a referee, you absolutely need to ask for their permission first. Having a referee who is caught off guard and is obviously not prepared will reflect poorly on you – potentially costing you a job offer. You should also never assume that somebody is comfortable giving you a professional reference – and if they are unexpectedly contacted to give you one, it might not work in your favour.

When asking a potential referee for permission, you should take the time to call them or catch up with them in person rather than just shooting them an email. After all, they are going to be doing you a favour so it's important to be appreciative and respectful of that.

Find out their preferred method of contact

You should also make sure that when you ask somebody to be your referee, you ask for their preferred method of contact. If somebody is busy during business hours and is unable to take a phone call, it might be easier for them to respond to an email after hours. Finding out this information ahead of time can ensure that the Recruiter or Hiring Manager is able to conduct the reference check as quickly and efficiently as possible.

Touch base with them

Just as you should ask your referees for permission, you should also touch base with them and let them know how your job search is going. If you have had a successful interview and you know the Recruiter or Hiring Manager is going to contact them, let your referee know when to expect a call. You should also give them some basic background information on the position and company you've applied for.

If you still have referees listed from the last time you applied for a job several years ago, you will also need to contact them again and check that it is still okay to use them. Chances are they have forgotten they agreed to be your referee, and might have changed their mind or need are fresher of your past work history together. Their contact details might have also changed in this time, so touching base will allow you to update this information.

Thank them

Regardless of the outcome of your application, always make sure you thank your referees for taking the time to give you a professional reference. Not only is it the polite thing to do, but they will likely remember how appreciative you were and be more willing to help you with future applications.

Looking for your next role?

If you're ready to apply for your next tech or digital role, then we can help! With access to the most exciting tech and digital roles in the industry, our team can help you find your perfect position. Visit our open opportunities here.

How mentoring can benefit your career

Tue, 26 Feb 2019 05:33:48 GMT

How mentoring can benefit your career

It's no secret that having a mentor can offer you professional guidance and insight, and even help you to build a more successful and satisfying career. But did you know that becoming a mentor to a less experienced colleague can be just as beneficial to your own career? Not only does mentoring allow you to help somebody else progress, it also gives you a great opportunity to refine your own skills – and you might even learn a thing or two along the way. If you haven't previously considered mentoring somebody professionally, we've put together a list of reasons why you should:

Become a better leader

You don't already need to be a leader to become a mentor, but becoming a mentor will help you to also become a leader. Whether you are helping your mentee decide on the best course of action or offering support, mentoring requires you to use leadership skills such as patience, problem solving and communication. Working closely with somebody as their mentor is the perfect opportunity to hone these skills and to figure out your unique leadership style.

Strengthen your existing skills and knowledge

The best way to reinforce skills and knowledge that you have already learnt is to teach them to somebody else, and being a mentor is a great way to pass on all of this wisdom. You might even find that it has been a few years since you learnt something yourself, and imparting this knowledge to your mentee can refresh and solidify your own understanding of it.

Learn new skills and knowledge

Believe it or not – mentoring can actually be a two-way learning street! Technology, skills and knowledge are constantly evolving in every industry – and if it has been a while since you completed your qualification, upskilling or training, it can be easy to fall behind on the latest trends. Your mentee might offer you some insight into the updated trends you might have missed, giving you the opportunity to brush up on your own industry knowledge and learn something new.

Expand your professional network

While you undoubtedly have already built a professional network at this stage of your career, mentoring can allow you to create new relationships through your mentee and their connections. If your mentee is younger than you, it is also a great opportunity to build contacts from a different generation.

Help your mentee's career

Finally, through investing your time into supporting and advising your mentee, you can positively impact on somebody else's career trajectory, progression and satisfaction. Although you will not be directly rewarded for their achievements, it is fulfilling to know you have played a key role in their professional development - and their successes will feel rewarding to you as well!

Being a mentor is rewarding. Just as rewarding as building your network of professional colleagues. Here are our top tips for networking.

Make your next performance review the best one yet!

Wed, 06 Feb 2019 05:40:07 GMT

Make your next performance review the best one yet!

It's that time of year again - time for your performance review, or maybe it's your first review at your new job. While it can be a daunting time as you evaluate your achievements from the past year, performance reviews can also be a valuable experience to help shape your next steps. So how can you ensure that your upcoming review shows you in the best light? And how can you walk out of it with a clear mind, ready to achieve your career goals? We've compiled a set of 6 tips to help make your next review the best and most productive one yet:

Be prepared

Most companies provide a worksheet for you to complete prior to your review, that maps your goals against your achievements - and if not, the general rule of thumb is to review your achievements against your set KPIs. If you have been given something to complete, it is best practice to populate it with standout achievements, and any additional information that shines a positive light on what you have accomplished. If you haven't got a structure to follow, you can develop your own based on the goals you believe you were expected to achieve throughout the year. Your review is important, so be sure to cover everything you want to discuss - from ways you can take on more responsibilities, to highlighting the extracurricular activities you undertake now.

Evaluate…honestly

It can appear to be a difficult task - thinking back over the period and trying to remember everything you have done, especially with how fast paced life can seem. One way to combat this is to keep a notebook to record your key achievements throughout the year. The STAR analysis method ( S ituation, T ask, A ction and R esult) can be a useful tool to help ensure you remember the key details of your accomplishments, for example, how you handled a task and the end result. The benefit of doing this throughout the year is that it not only assists you with your review, but it can also help you keep your resume up to date by tracking new skills you have developed which future employers may deem desirable. Finally, and most importantly - be honest. Your manager will know if something doesn't sound right. Lying may place you in a better light in the short term, but it won't help when you're asked to fulfill complicated tasks requiring a solid understanding of assumed proficiencies.

You and Company X

So why were you chosen to be Company X's employee? Whether you're the Project Lead, Solution Architect or in any other position, you were chosen because Company X thinks you can kick some seriously good goals for them. Your review is your chance to provide examples of when you did just that! The best way to show this is to find ties between the company goals and the milestones you hit, to help the company get there. Don't limit yourself to thinking about the broad overall goal of ‘profit', instead think of instances where what you worked on resulted in a triumph for other areas of the company. For example, if you were working towards implementing a system change, your work could be an innovation improving the efficiency of other systems within the company. Furthermore, it could be providing the company with happier staff by removing tedious processes, therefore potentially improving Company X's staff satisfaction.

The crystal ball

With the current period analysed, it's time to start thinking about what's next. Take a look into your crystal ball, assess where you want to be, and think about what you need to do to get there. Your goal may be to improve a process in your current role, or it may be to extend your capabilities, so do some research to figure out how to get the ball rolling towards that set target. Use this review to discuss some of the options the company may have – they may have internal growth or change options, or even potential external opportunities for you to consider. To help mold you into the person you want to be, and better hit the set goals, your company is likely to help in any way they can. This can include providing you with more complex projects to work on, moving you into other functions, or even having other people in the company elected as your mentor. If your company doesn't have the resources, they may be able to help by funding external education or encouraging you to attend professional conferences to keep you up-to-date with the latest research and trends in your field.

It's not just for you

While your review is predominantly for you, it's also an opportunity for your manager/s to get feedback on their efforts, to help them grow and develop their leadership style. There may be aspects of their leadership style that you'd like to discuss, or maybe you have an issue with communication - this is your chance to bring it all up to improve your relationship going forward. You may, on the other hand, be happy with how everything is going. If so, be sure to tell them! This helps them understand that what they're doing is working and that your team dynamic is producing results that everyone will be proud of.

Don't worry, be happy!

Our final bit of advice is not to stress! Theodore Roosevelt famously once said ‘Believe you can and you're halfway there.” If you add that bit of advice to all the preparation you've already done – you are well and truly equipped to walk into your manager's office to ace your review. There is no better opportunity than this for you to find a better way to work together to co-create successful outcomes for the company at large. If you know the period assessed didn't go as well as expected, don't sabotage the review by not following any of the tips mentioned above. Use this opportunity to explain why what you worked on went wrong, and how you can improve moving forward.

Learn more

Is it time for your annual review? Here are some tips on how to ensure you get a pay rise without asking for it.

Stand out with a personal brand that rocks

Tue, 15 Jan 2019 05:46:52 GMT

Stand out with a personal brand that rocks

Whether you're starting out in your career or you're an established professional, chances are you have come across the concept of personal branding. While you might have heard the buzz surrounding it, you may be unsure about how to create a strong personal brand, and why it is important. A personal brand is basically how we package ourselves to the rest of the world, and whether we are aware of it or not, we all have one! However, when we don't take the time to consciously build and manage our brand, it can develop organically through content we post online, and others that we interact with. This can cause our brand to become unfavourable, uncontrollable, and even potentially damaging to our career. To avoid this happening, it's important to actively craft and nurture your brand – allowing you to control the narrative and what it says about you. In a competitive market where others have similar qualifications and experience, a strong personal brand can help you stand out from the crowd – leading to career opportunities and advancements you might have otherwise missed out on. So how do you begin to create a personal brand that can help you get ahead? To get you started, we've put together our tip tips:

Be authentic

The biggest mistake people make when creating their personal brand is trying to develop a persona based on their ideal self, yet the reality is that your personal brand should be a reflection of you! After all, your personal brand is what differentiates you from others, and makes a statement about your unique set of values, beliefs, passions, interests and skills. Start off by figuring out what makes you special and unique, and focus on building your brand around this. Try and be as transparent as possible, and let your authentic self shine through. Post content about topics you're interested in, share personal experiences via blogging, or even become involved in projects you're passionate about.

Audit your socials

Whether you're a graduate or a member of the C-Suite, chances are that you will be the subject of an online search at some point in your career – and all results will become a part of your personal brand. To avoid any negativity, take the time to do an audit of all social media accounts that you use to promote yourself, and remove any posts, comments, likes, tags, shares or photos that might be harmful or inappropriate. If somebody else has posted something about you that is not in line with your brand, contact them and ask for it to be removed. Also be sure to do the same audit to accounts you use in your personal life to avoid any damage to your brand. You should also consider using privacy settings to keep information about your personal life private.

Post video content

The trend of creating video content for personal branding is gaining momentum, and it's not hard to see why! Although written content is still a great way for you to connect with your audience – it can sometimes be difficult for your personality to shine through. A short video that runs for 1-2 minutes can humanise your brand, and give you a chance to introduce yourself and your interests to your audience. Take the time to carefully consider who you will be targeting with the video, and choose the platform you post your content on based off this. For example, if you are using it to show prospective employers who you are, more professional platforms like LinkedIn are the way to go.

Network

Networking can be a daunting prospect for some – but it is essential to helping you grow your brand, making it more visible and accessible. After all, what is the point of packaging a brand if you don't promote it? Engaging with others on LinkedIn, attending professional networking events, stepping out of your comfort zone to make new connections, reaching out to influencers in your field and even contributing to other people's brands through guest blogging are all great ways that you can grow a network that will bolster your own personal brand. If you are keen to network and get your brand out there, check out our tips for improving professional networking. But most importantly, remember to be yourself. You are unique, and the qualities that make you you are the most important assets to channel when creating your personal brand.

While many people have heard the term emotional intelligence (EI), most don't know what it means to have high EI, why it is important, and how it can help you get ahead in your career. Recognising, assessing, and managing your emotions, and the emotions of others is how we broadly define EI. High EI can underpin not only personal success, but success in the workplace - helping to boost your performance and workplace relationships. Read more about why high EI can help you get ahead.

“Are there any questions you'd like to ask?”

Mon, 05 Nov 2018 06:02:43 GMT

“Are there any questions you'd like to ask?”

As your interview comes to a close, you can't help but feel quietly confident that you have managed to impress the interviewer. You've provided them with some great responses, highlighted your relevant experience, and demonstrated why you're the best candidate for the job. Then comes the inevitable question – “Are there any questions you would like to ask?” While you may feel that you have already covered off all your key points, this question not only provides an opportunity to learn more about the position and company, it also demonstrates your interest. While it's a simple question, your response can speak volumes about you as a candidate and how your interviewer perceives you – so you need to make sure you get it right! The most successful candidates aren't just able to answer questions; they can ask them as well.

So how should you approach this question?

Ensuring you are prepared ahead of time should be your number one priority. Read over the job description and company overview prior to the interview, and take note of things you would like more clarification or information on. As a rule, you should ask at least two or three open-ended questions. Occasionally, you might find that a question you had in mind will be answered during the interview – so it's always best to have some backup questions just in case! If you're unsure of the type of questions you should ask, we've outlined below some of our suggestions:

How would you describe the culture of [insert company name here]?

An interview is not just one sided - it is also designed for you to assess your prospective employer, to see if they are the right fit for you. Asking this question gives you an insight into whether the company's culture and values align with what you're looking for, so you can see if you can picture yourself working there.

How would you describe a typical day in this role?

It's important to know exactly what a job entails, so you can make the best assessment on whether you will enjoy it. After all, you need to know what will be your day-to-day tasks if you're successful. If these daily tasks sound mundane or unappealing, then that's a strong indication that the job isn't right for you.

What are your expectations for this role?

You might have an idea about what you'll be doing in the role, but that doesn't necessarily mean you're aware of management's expectations. Knowing these expectations can again help you to determine if you're a good fit, and if you will enjoy the role. It can also give you guidance on how to approach the role, should you be successful.

What are you hoping the employee you hire can accomplish in the first 12 months?

This is similar to the previous question, but can also give you some solid benchmarks and targets for your first year in the job. It also demonstrates to the interviewer that you're a hard worker who is serious about achieving company goals.

How does this position contribute to achieving the department's overall goals?

Asking this question can give you an overview of the company's organisational structure – and where this role sits in the scope of the company. From the interviewer's perspective, it illustrates that you're a team player who wants to contribute to the overall success of their department, which is something that will be close to their heart.

What opportunities for professional development and advancement are there in this role?

Before you start a role, it's important to be aware of any future opportunities that it could lead to. This gives you an indication of the possible career path you could take, and whether this is in line with your goals. Asking about professional development and advancement will also tell your interviewer that you are ambitious.

What do you view as the most challenging aspect of this role?

Understanding the challenges associated with a role can help to assess if it's ideal for you. If you're somebody who doesn't cope well with stress, you should probably avoid a high pressure role. It's better to be aware of the challenges ahead of time, rather than find out that you struggle with them a few months into the job.

Do you have any questions or concerns about my experience or qualifications?

While it might sound awkward to ask about your shortcomings, this is an excellent opportunity for you to speak openly with your interviewer about any concerns they might have. For instance, the interviewer might be concerned that you are overqualified for the role. This question can enable them to voice these concerns – allowing you to explain why you're interested in the role and how you're previous experience will be valuable.

Keep reading

You know what questions to ask, but are you ready if your interview is virtual? Read our tips on how to best present yourself in a virtualinterview here.

How to impress on your first day on the job

Mon, 05 Nov 2018 05:55:01 GMT

How to impress on your first day on the job

When it comes to your first day at any new job, you should never underestimate the value of a positive first impression. A great first impression can help you put your best foot forward, setting the scene for the road ahead. To make sure you impress, it's important to be aware that your attitude, presentation and performance will inform people's initial impression of you - and you must take care to avoid unfavourable conduct that can lead to negative judgements. After all, the impression you make on your first day can have a lasting influence on how your new colleagues perceive you. With this in mind, we've put together our top tips to help you make the right first impression:

Dress to impress

It might sound cliché, but the way you present yourself on your first day can be vital to making a good first impression. If you look as though you've just rolled out of bed and into the workplace, it can leave the impression that you are disorganised or simply don't care. While you don't have to turn up in Sunday best, ensure that you wear something neat and professional which complies with company dress code. If you're unsure about the dress code – opt for the outfit you wore to your interview as you already know it's a proven success.

Arrive early

If there is one golden rule for the first day of any new job, it's making sure that you arrive ahead of time. After all, the moment of your arrival is the very first impression you will make as an employee, so you don't want to be rushing in five minutes after you're asked to arrive. To avoid being late, be prepared ahead of time by choosing your outfit, making lunch, and checking your train timetable or driving route the day before. If you think you're at risk of sleeping in, set multiple alarms or even invest in a classic clock radio (instead of depending on your phone). You should also plan to arrive at least half an hour before you need to – ensuring that even if you encounter public transport delays or traffic on your commute – you'll still arrive on time.

Have a positive attitude

Having a positive attitude is something that doesn't take much effort, but can have a monumental impact on the impression you make. Ensure that you approach every task you're given with a high level of positivity and enthusiasm – demonstrating your willingness to work hard and contribute to the team. Similarly, show enthusiasm about meeting your new team by taking the time to introduce yourself to each of your new colleagues. If you're invited to lunch or asked about yourself, use the opportunity to engage and build new relationships.

Ask questions

Not only is asking questions the best way to demonstrate your willingness to learn, but it is actually expected of you as a new member of the company. If you don't take time to ask questions in your new role, it can lead to the assumption that you're not interested in learning, or the role. So take advantage of the extra time your team will spend training you to ask all of the questions you like, as you might not have the same opportunity to ask a few months down the track.

Don't focus on personal matters

While employers understand that some situations beyond your control will require you to answer a personal call, do your best on your first day to avoid tending to personal matters while on company time. If you're busy texting, answering personal emails or updating your social media status during work hours, it can be a red flag that you prioritise your own personal business over your job. Unless it's urgent, it can generally wait until your lunch break or after work.

Keep reading

When starting a new job it's important you still take care of your work-life balance. Read our article on how to best strike a balance between work and life here.

Why candidates with high EI should top your list

Mon, 10 Sep 2018 05:16:59 GMT

While many people have heard of the term emotional intelligence (EI), most don't know what it means to have high EI, why it is important, and why companies should hire candidates with high EI. EI can broadly be defined as recognising, assessing and managing your emotions, and the emotions of others. High EI can underpin personal success and success in the workplace – making it a highly desirable skill for candidates. So what are the traits of someone with high EI, and why is EI important? We have compiled a list of qualities we regularly see in high performers, and looked at how these traits have attributed to their success:

Empathy

People with high EI have a high level of empathy and understanding. We all occasionally have bad days, are in a bad mood or have issues in our personal lives that can affect our work. How people deal with their problems and the problems of others says a lot about them. Rather than just telling someone who is experiencing difficulty to get on with it – someone with high EI is aware and responds to their colleague's emotions, supporting them to help get the best outcome. It's no secret that team players often make the best employees, and workers who demonstrate empathy can find it easier to build relationships with their colleagues. They are also better at managing their own issues – showing themselves empathy, understanding their emotions and taking time out when needed to ensure they remained balanced.

Good listening skills

Listening to others, and letting people talk rather than talking over them is another sign of good EI. When people don't feel heard, they don't feel valued and respected. It is therefore important to hire people that listen to colleagues, take feedback on board and ensure constructive conversations lead to positive outcomes.

Flexibility

Employees who have strong EI are able to be flexible in the workplace. They understand that flexibility and the need to be flexible with others can sometimes be the difference between retaining and losing other staff. They also recognise that everyone has personal commitments outside of work. Hiring people who are mindful of this will ensure that they can be accommodating, build relationships and bring out the best in others.

Manage change well

Managing change is difficult at the best of times, however people with high EI know how best to respond to change. While employees who resist change and react negatively can make a situation worse, people with high EI embrace change, take a positive outlook, and help others through the conversion. This helps with a seamless transition into different ways of working, and ensures that team performance remains consistent through times of change.

Allow people to be creative

For innovation to occur, it is important to encourage creativity and generation of new ideas. People with high EI recognise that they might not always have the best idea, and are open to suggestions on improved ways of working. Emotionally intelligent employees allow others in their team to be creative, feel valued and to make a meaningful contribution. Employees with high EI are skilled at building strong relationships, nurture others to grow, and take the time to understand their own and their colleagues' emotions. High EI is not only an asset to the employee possessing it, but to your business as a whole, helping you achieve the best outcomes that help you meet your business objectives.

Contact us

If you are seeking employees with high EI – Paxus can help. As industry leaders in technology and digital recruitment, Paxus actively seeks applicants with the most sought after skills. If you would like us to connect you with some of the best talent in the market, get in touch .

Why didn't I get the job? How to ask for feedback.

Tue, 28 Aug 2018 06:08:45 GMT

If you've ever walked out of a job interview confident that it went well, only to receive a phone call with feedback that you were unsuccessful - you know how disheartening it can be. While news that you have been unsuccessful can be difficult to hear, you can take it as an opportunity to learn - and use it your advantage. Speaking to a recruiter or HR professional who has taken the time to read your application, screen and interview you will help you gain insight into how you can improve. Ensuring you gain as much feedback as you can about your interview style, your strengths, and areas for improvement is imperative - to give you the best chance of getting your dream job the second time around.

How to ask for feedback

Even though you might be disappointed with the outcome, it is important to remain professional throughout the conversation, and avoid taking any frustration out on the Hiring Manager or Recruiter. The hiring process can be demanding, so make a point of acknowledging that the Hiring Manager and Recruiter's time is valuable, and thank them for their consideration and the opportunity to be interviewed. Most recruiters are more than happy to provide you with some constructive feedback – and you should feel confident asking them directly, saying for example “If you have any feedback from my interview or from the Hiring Manager, I'd really appreciate it. I am keen to improve so I can be a stronger candidate in the future”. Your recruiter might also choose to email you with some feedback and pointers at a later date. If they don't email you straight away, they will likely want to ensure they have time to provide you with useful feedback. Similarly, if you are uncomfortable or short of time, you can also politely email them within a few days of your phone conversation to follow up.

Constructive criticism

Constructive criticism is intended to be just that; constructive. While it might be tough to hear, particularly in relation to areas you could improve, resist the urge to become defensive or upset. After all, the advice is intended to help, so take the feedback on board so you can work out what you need to improve. Moreover, don't use the conversation as a catalyst to change the recruiter's mind about offering you the job. If they have called you to decline, they have already made their decision - trying to persuade them otherwise is unprofessional. Asking for feedback is an opportunity for you to learn and improve, not to convince the recruiter to hire you.

Make a good impression

In addition to enhancing your interview skills, asking for feedback is also a great opportunity to position yourself for future roles. Taking on board a recruiter's advice shows them that you care about the role and that you are interested in advancing your career. Furthermore, it demonstrates that you are able to receive and action constructive criticism – a skill sought by many employers, and a sign of high emotional intelligence. While you were unsuccessful in vying for this particular position, you can ask your recruiter to keep you in mind for similar roles in the future. If that doesn't happen, you have still gained valuable insight into how to improve as a candidate – which will help get you one step closer to landing your dream role.

How we can help

If you are searching for your next tech role – Paxus can help you find it! With access to some of the most exciting roles in the industry, your next interview could be just around the corner. Contact your local Paxus branch to find out how we can help find you your perfect career match.

The right way to resign from a job

Tue, 14 Aug 2018 06:15:21 GMT

The right way to resign from a job

Resigning from your current job is always an awkward conversation at best. From texting a resignation, to simply never showing up to work again; there are some true resignation horror stories. However, a bad resignation can tarnish your reputation – leading to less than flattering references, burning bridges in your network, and ultimately damaging your career. Luckily, this can be avoided by taking the time to ensure that you give your employer adequate and courteous notice.

Sit down with your current boss

Although you might be uncomfortable speaking to your boss about resigning in person, it is a conversation that is best had face-to-face. Avoid the temptation to call or email them with your news. You aren't obliged to tell your boss every detail about your decision, but you can give them a simple explanation like “I have been offered another opportunity.”Depending on the professional relationship with your boss, you can opt to sit down with them in their office or grab a coffee together informally. Whatever your approach, taking the time to have the conversation will go a long way in preserving your future relationship with them and the company.

Write your formal notice in advance

Give your employer enough notice

Most workplaces stipulate in their contracts how much notice they require before your last day, and it is important to uphold this agreement. In the event that you aren't required to give notice, it is still considerate to give your employer warning that you are leaving in advance. This will give them enough time to advertise and fill your position or to make other arrangements for your work load. As a rule, one pay cycle should give your employer adequate notice. Leaving employers in the lurch by not honouring your contract or giving them suitable notice can deter your boss from giving you positive references and limit opportunities in the future.

Maintain the relationship after your last day

Even after you've been removed from payroll, it is important to be mindful about maintaining your relationship. Don't trash your previous employer or job on social media or other online forums – this will only paint you in a bad light and may jeopardise your chances of future employment. Similarly, don't do the same when speaking to former work colleagues from that company. Even though you are resigning from your job, there may be future opportunities at the company or through your colleagues – so remember, always keep the door open.

How we can help

When it is time for your next tech role – we can help! Paxus has access to some of the most exciting roles in the industry. Contact your local Paxus branch to talk about how we can connect you with your dream role.

When resigning, you should provide your current employer with a written statement. This should include a clear declaration that says you will resign, the date of your last day of work and a thank you to your employer. It is important to remember to keep this notice short, to the point and formal. If you intend on sitting down with your employer to tell them, you should prepare by already having written out a formal letter or email that you can provide them during or immediately following your meeting. This makes the whole process smoother, and reinforces to your boss that you are an organised and valuable employee – keeping doors open for the future.

How high emotional intelligence can help you get ahead

Thu, 09 Aug 2018 06:20:32 GMT

How high emotional intelligence can help you get ahead

While many people have heard the term emotional intelligence (EI), most don't know what it means to have high EI, why it is important, and how it can help you get ahead in your career. Recognising, assessing, and managing your emotions, and the emotions of others is how we broadly define EI. High EI can underpin not only personal success, but success in the workplace - helping to boost your performance and workplace relationships. So what are the traits of someone with high EI, and why is high EI important? We have complied a list of the qualities we regularly see in high performers, and looked at how these traits have attributed to their success:

Empathy

People with high EI have a high level of empathy and understanding. We all have bad days, are in bad moods sometimes, and have things going on in our personal lives that sometimes affect our working life. How you deal with your own problems, and the problems of others says a lot about your EI. Rather than just telling someone who is experiencing difficultly to snap out of it and get on with it, being aware and responding to their emotions will help support them through the issue, build your relationship with them, and help you get the best out of them. By the same token, it is also just as important to show yourself empathy and understanding, recognising your emotions and taking time out when needed to ensure you remain balanced.

Good listening skills

Listening to others, and letting people talk rather than talking over them is also another sign of good EI. When people don't feel heard, they don't feel valued and respected – it is important to listen to colleagues and the people that you manage, acknowledge and take their feedback on board, and ensure constructive conversations that lead to positive outcomes.

Flexibility

When you have strong EI, you understand that flexibility and the need to be flexible with others can sometimes be the difference between retaining and losing the best talent. It is important to understand that everyone has personal commitments, and being mindful of these and working around them as needed will help to strengthen your relationships, and bring out the best in the people you work with.

Manage change well

Managing change is difficult at the best of times, however people with high EI know how best to respond to change. Resisting change and reacting negatively will only make things worse, put people offside and make the workplace unpleasant. People with high EI embrace change, take a positive outlook, and help others through the transition. This helps to ensure a smooth move to new ways of working, brings you closer with your team, and helps to ensure team performance remains consistent through times of change.

Allow people to be creative

For innovation to occur, it is important to encourage creativity and the generation of new ideas. People with high EI recognise that they may not always have the best idea, and are open to suggestions on improved ways of working. It is important to provide people with the opportunity to be creative to generate these new ideas, making them feel valued and respected and allowing them to make a meaningful contribution.

Not only can high EI get you ahead, so can mentoring. Read about how being a mentor can not only benefit the mentee but yourself too.

Benefits that will help you keep your employees

Mon, 28 May 2018 05:28:19 GMT

Benefits that will help you keep your employees

When it comes to rewarding and retaining staff, financial incentives and benefits can be highly effective - however they are not always an option for employers (especially during the great resignation which is upon us). Recent research from leading job board SEEK has identified the top 5 non-financial rewards to help encourage employees to stay in an organisation, if more money and financial incentives are not an option. SEEK surveyed employees across the country, to bring together their wish list of non-financial rewards – and the good news for employers is that most can be implemented quite easily. According to SEEK's research, here's what employees said would make them stay, if financial rewards were not an option:

Flexible working hours

It is no surprise that flexible working hours top the list in terms of desired non-financial benefits for employees. This is as now more than ever, employees are juggling multiple commitments – particularly around family and work life balance. Providing flexibility around working hours is something that most companies are able to do quite easily - with no disruption to their business. Flexible working hours may not be viable for some roles where employees need to be in the office at particular times; however employers can consider offering flexibility where work can be undertaken at flexible times.

Extra annual leave

Just over a third of the employees surveyed (34%) flagged that extra annual leave would be something that would entice them to stay in a role - with a further 19% stating having their birthday off would be a huge bonus. While it is generally not feasible to provide employees with an extensive amount of extra annual leave, allowing employees to have their birthday off work may be something that you may like to consider. Although it may seem like a small action to take, it is often these small gestures that can make a great impact on employee happiness.

Monthly Rostered Day Off (RDO)

A Rostered Day Off (RDO) is when an employee works extra hours that add up over a set period, which is taken as an RDO. 23% of employees surveyed, and also a number of candidates monitoring the job market stated that they are significantly more likely to be kept happy with a monthly RDO. An option for a RDO may be something that you might like to consider for your employees, particularly because to give employees a RDO, the hours have already been worked to make up for the day – so it could be a no brainer.

Training and professional development benefits

Getting ahead and learning new skills is important to many employees, with 21% of people surveyed stating training and professional development would help to keep them in a role. Being challenged and feeling like the company you work for is willing to invest in you can increase employee satisfaction and engagement – making employees want to stay longer in a role. Professional development may take the form of providing employees with mentors within the organisation to help them develop their career, encouraging employees to attend online webinars, or you may decide to look outside your organisation and invest in some external training and development.

Work from home opportunities

SEEK's research also uncovered that 21% of employees surveyed would value more work from home opportunities. According to the research, working from home is more likely to appeal to females (29%) than males (14%), and Gen X (23%) than Millennials (19%) and Baby Boomers (18%). With most companies now having the technology and infrastructure to facilitate work from home options, giving employees the opportunity to work from home is now a more viable option, and easy to be implemented.

Paxus Talent Solutions

Paxus can help you put your best foot forward, and find you the best technology and digital talent in the market. We can also help you articulate your employee value proposition, including the financial and non-financial benefits you offer employees. Contact your local Paxus branch to talk about your next up and coming role, and how we can help connect you with the best technology and digital talent in the market.

Using bullet points effectively in your resume

Fri, 09 Feb 2018 06:25:49 GMT

Using bullet points effectively in your resume

Are you putting together your resume, but finding it's not really hitting the mark? Recruiters and potential employers sift through large volumes of resumes at a time, so it is important to stand out - and to stand out quickly. One of the key ways to catch their eye is to use bullet points to highlight key areas, including your key achievements, so the points you are trying to get across can be easily identified at a glance, with minimal effort.

When should you use bullet points?

Bullet points can be used to effectively demonstrate the duties that you performed in each of your roles, and to highlight key achievements. When writing your resume, these should be included under the basic information relating to each role (job tile, the company you worked for, the duration of the role etc.), and need to be written with impact to give the right impression

Use action verbs

Start each bullet point with an action verb, to increase the impact of each sentence. Examples of action verbs include accomplished, supervised, managed, initiated, designed, created etc. Using action verbs to start each sentence will help give each task meaning, and linking it to an achievement where possible is an added bonus. You can also use these types of words in your summary to increase impact.

Use company values

A good way to show that you are aligned to the company that you are applying to is to look at their company values, and try to weave these into your messaging. For example, if a company talks a lot about the importance of collaboration, try to add this keyword to a couple of your bullet points to show that you are aligned to the organisation you are looking to work for.

Begin with the most impressive point first

Make sure you order your bullet points to include the most impressive first. Recruiters and prospective employers are time poor, so you have to write your resume under the proviso that they may only skim through the first few points under each role.

Include skill keywords

Recruiters and potential employers will be scanning your CV for various skills that are related to the role you are applying for. Make sure that you take a detailed look at the job description, and include skills that are flagged as important in your bullets. This will enable employers and recruiters to easily see how you will be fit for the role.

Include examples to back up what you are saying

Lastly, to add more power to your bullet points, add examples of where you have delivered. For example, you can talk about the dollar value of specific projects you have managed and the impact that you had on the project, or give examples of where you achieved 110% of your targets. Providing evidence to back up what you talk about shows that you can deliver on what you say.

How we can help

If you are looking for your next tech role – we can help! Paxus has access to some of the most exciting roles in the industry. Contact your local Paxus branch to talk about how we can connect you with your dream role.

6 tips to get ahead with no extra talent

Mon, 09 Oct 2017 06:32:56 GMT

6 tips to get ahead with no extra talent

Skill level, intelligence, leadership, talent and the ability to handle pressure may seem like some of the key attributes you need to be successful in your career. While these characteristics are an important part of your success, it may be surprising to think that there are a number of simple practices you can undertake in your day to day working life that require no skill - that can still help you get ahead. Here are our top tips on behaviours you can change to maximise your chances of success:

Show dedication

If you show up to the office wanting to make a difference, with the best interests of your company at heart - this is sure to shine through to your boss and your colleagues. Dedication is something that can't be taught, so if you are willing to go the extra mile, stay back when needed and pitch in to help your team, it will not go unnoticed.

Don't be late

Being on time, or even early, is a simple thing that you can do to show that you are organised and eager. This particularly applies when turning up to meetings, as when you are late to a meeting, you send a message that you don't value the other participants' time. Being on time or early also allows you to arrive to work/a meeting with reduced stress, so you can think clearer and provide a better contribution.

Use appropriate body language

Body language is a large part of how you are perceived, and also, believe it or not, body language affects how you feel. For example, if you are hunched over on your phone during a meeting, it gives the impression that you are uninterested and disengaged. Conversely, if you sit up straight, use appropriate eye contact and are conscious of your nonverbal language, you will be sure to make the right impact.

Have a good attitude and emulate passion

If you have a good attitude, and are passionate about what you do, you will succeed. Staying positive, getting up when you fall down, and overcoming your fears will help you maximise the talent you have. Put it this way - as long as you keep trying, and don't let fear get in your way, you will maximise your potential and your talent will shine through.

Make sure you are prepared

There is nothing worse than turning up to a meeting unprepared – it makes you look unorganised, and is frustrating for others who have to waste time going over the background to get you up to speed.Don't let this happen to you – make sure you implement good time management so you have time to prepare, allowing you to anticipate any problems, think of solutions, and get across the detail so you can answer any questions relating to your area.

Be open to feedback

Lastly, it is important to be open to feedback - and willing to change. If others have suggestions on how you can improve your working approach, listen, and implement improvements where relevant to enhance the way you work. Your boss will look favourably on you if you continuously strive to make improvements, so make sure you seek feedback where you can and use it to your advantage.

Where to next?

At Paxus we specialise in digital and tech talent. Visit our job search here to start your job hunt.

CV deal breakers that scare employers away

Mon, 18 Sep 2017 06:37:07 GMT

CV deal breakers that scare employers away

Your CV is one of the first things that potential employers use to assess whether or not you are a good fit for their organisation. One of the most common mistakes people can make is adding information to their CV that can be misinterpreted by employers, without an adequate explanation. When writing your CV, you need to remember that the person reading it knows nothing about you. Information that might make sense to you, might give a different impression to employers who have no background on your situation. It is important to identify any elements of your CV that might raise red flags with employers, so you can provide explanations that minimise the risk of an employer overlooking your CV.

Does your CV raise any of these red flags with employers?

A career path that jumps around with no explanation
A significant amount of short term jobs with no explanation
Your working history doesn't match up with your education and LinkedIn profile
Typos and use of industry jargon from a different industry
Gaps in working history without any explanation
No synergies between your skills and experience and the job specification
You are applying for a role more junior to the one you are in, with no explanation
You are applying from a different region to the job advertised with no explanation.

If your CV currently includes some of these red flags – you can easily tweak it to make sure you give yourself the best chance of success. The key to this is to provide explanations where any red flags are raised. For example, you may have a perfectly reasonable explanation as to why there is a gap in your working history – perhaps you took time off to stay at home to look after your children, to travel, or to care for a sick loved one. If there is an explanation, it is important to include it to give prospective employers context. Making sure your CV is professional with no spelling mistakes and correct grammar is also vital. It is a good idea to get a friend or family member to review your CV – a second pair of eyes is invaluable to pick up typos you have missed, and any mistakes you may have overlooked. Your attention to detail is a good indication of your working style, so make sure your CV is immaculate. It is also important that you pay close attention to the jobs you are applying for, and don't just put yourself forward for jobs that are of no relevance to your skillset. If you have a couple of different areas that you are looking to move into, create tailored CVs for each, so employers can see how your skills relate to the jobs you are applying for more closely. Most importantly of all, make sure you are honest. If you are stringing together experiences that didn't take place, chances are you will get caught out. Make sure that your CV is a true representation of yourself and your experience – this way you can put your best foot forward, be confident in yourself and give yourself the best chance of finding your dream role.

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For career advice, or to talk about some of the most exciting opportunities in the industry, contact your local Paxus branch.

7 Tips for improving your professional networking

Sun, 17 Sep 2017 06:51:17 GMT

7 Tips for improving your professional networking

Career Tip: Don't neglect professional networking just because you have a job you love right now.

We recently posted this career tip on our socials - and it generated a few internal discussions as to why it's so important to network with industry peers.

With this in mind, we have compiled a list of key reasons why you always need to keep up professional networking with new and current industry experts / professional groups.

Professional networking tips

1. Networking enhances your interpersonal skills

Technology is great for communicating, but you still have to interact with people and know how to act professionally to enhance your career.

At any given time, you will need to effectively communicate with your leaders or your peers in your industry. These personal and professional interactions should come naturally to you, and practicing networking can fine tune your communicative skills.

2. Business Leads

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Always communicate professionally when following up on leads - people act differently in social situations compared to their professional working environment. Just remember to be sensitive to timing, and use common courtesy when following up with contacts, ensuring you don't badger - no one likes pushy people.

3. Career Opportunities

Quite often, our recruiters here at Paxus will ask a current contractor or candidate if they know or can recommend someone for a position. Consider making others know who you are, and what qualifications, expertise, and experience you have that could open up doors.

4. Building Confidence

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Self-confidence is based on experience handling situations both in your personal and professional life. The more you interact with people, the more confident you will become in your approach. Success doesn't happen accidentally, you need to continually work at it - if you are willing to try, you are one step closer to being successful.

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Networking can also provide a great personal benefit - professional relationships can help identify practical solutions to everyday problems in your personal life.

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6. Recognising Best Practices

Networking is a great way to identify best practice and industry benchmarks. Learning from what others do is a valuable strategy for all businesses, and ensures you are on top of industry standards.

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7. Support and Guidance

You're likely to be faced with several different tests and tribulations throughout the lifetime of your career.

Calling on your professional contacts in times of need might help you to get your head around some of the challenges you may face. Experience generally is the key in navigating difficult situations, and your network can often reassure you of the decision you are making, or guide you through challenging times. Consider a mentor - people like to help someone progress their career further. They will be there in the trying times, and of course, there to celebrate the good moments. By opening chains of communication within your professional network, you will provide an opportunity for a mutually beneficial relationship that will facilitate the success of your career.

Learn more

Looking for more career advice? Check out our other career tips here.

7 LinkedIn photo tips to maximise your impact

Mon, 04 Sep 2017 06:58:22 GMT

7 LinkedIn photo tips to maximise your impact

Your LinkedIn photo is the first thing that a prospective employer sees when viewing your profile – and like it or not, employers may make assumptions about you based on face value. Research has found that if a first impression is obtained via a photo it is likely to stick, even after you meet in person. That's why it is important that your LinkedIn photo effectively represents your personal brand, and sends the right message in terms of your skills and employability. It is hard to know where to start when preparing your LinkedIn photo, as there is a lot riding on it – an inappropriate photo can sabotage your opportunity to land your dream role. To help you get it right the first time, and increase your chances of success, we have put together a few tips and tricks so you can make a good first impression:

Get the right perspective

A long range or full body shot is not going to work – you need to ensure that your face is highly visible so people can get a sense of your personality and character. Aim for your face to take up at least 60% of the frame, and crop the photo from just below your shoulders to just above your head.

Be authentic

Looking ‘natural' may sound easy, but it is harder than you think! You need to choose the right expression in your photo – it is important to smile and look friendly, but you don't want to have a cheesy grin and look unauthentic. Make sure you look warm and approachable, but ensure you keep your expression genuine.

Get your photo outfit sorted

Your outfit says a lot about you – you need to ensure you wear clothes that you would usually wear to work. This may vary from industry to industry, as it may be best practice for employees in particular sectors to wear a suit and tie, however in other industries the dress code may be more relaxed. Dress for the role you want, and remember, solid colours work best on camera, so keep it simple and stay away from busy patterns.

Get your background and lighting right

You want the focus to be on you, so choose a background that is not distracting. If all else fails, a white background can work well, but if you choose to be more adventurous, make sure your background doesn't detract from the photo. You also need to ensure you have good lighting, so your face is visible and clear.

Don't use a group shot

Don't default to a holiday, wedding, mountain climbing or any other photo that is not fit for purpose. One of the biggest mistakes you can make is using a group shot where other people have obviously been cropped out – this looks clumsy and unprofessional.

Make sure you look like you

It is important to make sure your photo looks like you! Your prospective employer will formulate an impression of who you are, and if you turn up to the interview looking completely different to your photo, you may throw them off and seem unauthentic.

No selfies – unless you are an expert

It is tempting to take a selfie for your LinkedIn shot – don't do this unless you are a selfie expert, as all too many times we have seen LinkedIn selfies go wrong! Selfies can look unprofessional if you don't take them correctly, so find a friend or a colleague that is able to take the shot for you if you are not confident – or even better, invest in a professional to capture your shot.

Optimising your LinkedIn profile means reviewing your personal brand. Read our tips on how to stand out with a personal brand that rock

How to make your LinkedIn summary stand out

Thu, 20 Jul 2017 07:03:09 GMT

How to make your LinkedIn summary stand out

Your LinkedIn summary is one of the most important pieces of personal branding you have out there. When looking for a job, it is one of the first things that recruiters and prospective employers read, so it is important that it does you justice, and helps you stand out from the crowd. When it comes to LinkedIn summaries, it is often hard to know where to start, and what to include. To help you alleviate your writer's block, and get your LinkedIn summary in tip-top shape, we have put together the following tips:

Know your audience

Make sure you know your audience - which as a job seeker will predominantly be recruiters, HR professionals and hiring managers. Recruiters and HR professionals use keywords when searching for candidates, so it is important that your summary (and also your job title for that matter) includes terms that your target audience will be searching for. Think about the job that you want, and what keywords are associated with it, and have a go at incorporating these into your summary. If you are not sure what words to include, look at position descriptions and other people's profiles who have the job you want.

Get your LinkedIn profile content

Now you have established your audience and the keywords you need to use, start to put together your content. Think about your most important achievements and accomplishments, and jot these down. If you can, include quantifiable outcomes, and how the achievements added value to your company. You also need to include in your summary some information about your values and passions. Think about your operating principles and the things that motivate and energise you. Try to avoid overused buzzwords that many people use in their profile and clichés that often do more harm than good. Think about what GENUINELY makes you better than everyone else. It is sometimes hard for us to see our own talents and strengths – if you are having trouble, ask someone you know well or a colleague at work. Make sure you keep it personal and include things in your profile that make you YOU. You need to ensure your profile is a true reflection of who you are and not a generic spiel that could be transferrable to any person in your position. Lastly, if you can, include some external validation. This may not necessarily be in your summary but via the skills/endorsements section of your profile. Feedback from others on your performance/skills is invaluable for recruiters and prospective employers, as it backs up all the positive things you have been saying in your profile.

Put it all together

Now it is time to put your notes into a compelling story. It is completely acceptable to write in either the first or third person ie: “I am a Network Architect with over 10 years of experience” vs “John is a Network Architect with over 10 years of experience” – decide on your approach and stick with it. Get settled somewhere where you can focus, and get ready to put all your notes into action. Make sure you start with something enticing that draws the reader in and gets their attention. This could be a question or a statement, or even a few words that describe you – keep it short and sharp. Now it is time to tell your story. Put all the content that you put together in step 2 into a compelling narrative about you. Remember – make sure that you keep it personal, use examples and quantify results and outcomes where you can. Close with a call to action – tell your audience how they can best get in touch with you, and invite them to get in contact. Lastly, add images, videos, and examples of your work as more proof of what you have done and what you can achieve. Visuals and examples are powerful tools that help recruiters and potential employers see your strengths and talents.

The most important thing about creating a LinkedIn summary is crafting something that grabs attention. Here are the top 10 overused buzzwords to avoid.

Finding the career that is right for you

Wed, 28 Jun 2017 07:13:48 GMT

Finding the career that is right for you

The body content of your post goes here. To edit this text, click on it and delete this default text and start typing your own or paste your own from a different source.Figuring out what you want to do with your life is stressful at the best of times, and many people well into their 30s and beyond are still not sure if they are on the right career path. When people give advice, many encourage you to find a deeper purpose, or to do what you love, but how do you find a balance between doing what you love and paying the bills? To help you assess your current situation, and figure out if the grass truly is greener on the other side, we have put together some questions for you to consider:

Are you making the most of your natural talents?

There is nothing more satisfying that being the best you can be, and making the most of your natural talents to contribute to a greater cause. Ask yourself if you are truly doing what you are good at - being good at what you do helps drive success, and success and achievement contributes to job satisfaction and fulfillment.

Are you happy to get up and go to work every morning?

Many people look at this question and think how could someone be ‘happy' to get up and go to work every morning? Let's be honest, you are not going to be as happy to go to work as you would be getting on a plane and going to your favourite holiday destination. However, to go on that holiday or buy that house, unfortunately most people have to work. You spend so much time at work, and you need to be able to derive some happiness from your job. If you find that every night you are dreading going to work the next day, it is probably a sign you are on the wrong career path.

Does the good outweigh the bad?

Make a list of all the things you like about your job, and all the things that you dislike. Make sure you think about each task that you perform, and how much enjoyment you get out of each. Tabulate the results, so you can make a clear assessment of the good and the bad – you may be surprised at the results. You might actually like more about your job than you realise.

Do you get so involved you lose track of time?

Does the workday fly and you have no idea where all the time went? One minute you look at your watch and it is 10am and the next minute it is already 5pm? This is a good sign, because it means that you are so involved in your work you lose track of time. This could be because you are extremely busy, however generally speaking it is because you are engaged in your work, which is a great way to be.

Do you go the extra mile?

If the answer to this question is no, it generally means that you are not passionate about your work and it may be time for a new path. When you enjoy your work, you are never bored, and are always looking for new ideas and how to do things better.

Do you feel connected with your workplace, colleagues and career?

A large part of feeling satisfied at work is your connection to your workplace and your colleagues. Feeling a part of something bigger, and making meaningful connections at work is often a large part of what makes work a happy place. Assess whether you fit into your organisation's culture and whether your company culture and values align with your own. Also look at whether you get along well with your colleagues, as working with good, like-minded people is a key determinant of how happy you are.

Remember – no one job will be perfect

It is very rare that you find a job that is perfect in every way – so sometimes you have to be prepared to take the good with the bad. You should however strive for as much good as you can, this may mean changing where you work, or perhaps a complete career overhaul.

If you want a change, what's next?

Consider your natural talents, what you enjoy, what motivates you, and what kind of culture you want to work in. See if you can isolate tasks you enjoy, and think about what kind of role would encompass these. Once you know what kind of career you want, you can begin to put the wheels into motion that will set you on the right path.

How we can help

For career advice, or to talk about exciting opportunities in the industry, get in touch with your local Paxus branch.

Top tips for a successful interview

Fri, 09 Jun 2017 07:23:23 GMT

Top tips for a successful interview

Have you landed an interview and are not sure how best to prepare? We have put together our top tips to help you put your best foot forward:

Research

Visit your prospective employer's website and browse through the 'About Us,' 'Employment,' 'Careers,' 'Our People,' and 'Media' or 'News' sections (or the like). Also visit the company's LinkedIn page.
Quite often company websites have media releases in their news section - make sure you view these as they are also a great source of information relating to the organisation.
Your Paxus Account Manager will be able to give you background information on your prospective employer. Take note of their advice, they deal with their clients on a regular basis and have established a great relationship with them.
Before the interview, find out the name and title of each and every person you will be meeting with, and memorise their names. Your Paxus Account Manager will be able to provide you with this information. Also take a look at the interviewer/s' LinkedIn profile/s, so you have a good idea as to who you will be meeting with.

Behavioural Interviewing

Behavioural interviewing is a very common interview technique used to assess the suitability of a jobseeker and their skills.
Questions are based on the principle that your previous behaviour is the best indication of how you will perform in the future.
These questions require the interviewee to provide an actual example from their work or life experience. Questions will start with words such as 'Tell me about a time when...' or 'Give me an example of...' Make sure you have some good examples prepared in case these types of questions come up.

Take extra care with your appearance. Ensure your clothes are clean and well ironed, and you present professionally.
Avoid visual distractions, for example loud ties, chipped nail polish, heavy makeup, sheer fabrics, heavy jewellery etc as these can be distracting to the interviewer.
It is better to be over-dressed rather than underdressed for an interview so always err on the side of caution.

Feel good

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During the interview

Don't interrupt anyone, and make sure you listen.
Keep your answers relatively short and to the point. If the interviewer wants more information, he or she will ask you for it. By the same token, try to avoid single word answers like 'yes' or 'no.'
Maintain good eye contact. If there is more than one person in the interview, talk to both or all of them no matter how junior they seem – looks can sometimes be deceiving.
Prepare something for when you are invited to ask questions. Two to three questions are enough. These could be questions around who you will be reporting to, the team you would be joining, career path options or projects you could be working on etc.
Most important of all - smile, everyone likes a friendly face!

Got the job? Read our article on the best way to resign.

Striking a balance between work and life

Wed, 17 May 2017 07:35:34 GMT

Striking a balance between work and lif e

With smart phones now a given, the days of clocking off at 5pm and switching off are long gone. In a world where 24/7 connectivity is now the norm, it is important to remember to ensure balance by taking time for the things in life that make you happy.In Australia, we have a long way to go in terms of striking a balance between work and life, with a recent study by Seek showing that only 60% of Australian's are happy with their work life balance. Although some elements of balancing work and life are dependent on your employer such as flexible work hours and work from home options, there are still steps you can take to help you reduce stress, and make more time for the things you love. Here are our top tips:

Remember to take a break

Sounds easy enough - but all too often you end up eating lunch at your desk hunched over your computer, hastily taking bites of your sandwich as you type. Sound familiar? Numerous studies show that taking a break actually helps to keep you on schedule, refresh your attention span, improve creativity, boost memory and learning, and lower your stress. Even if only for half an hour, it is essential that you make sure you get away from your desk - you will be surprised by how much taking a break can actually improve your productivity.

Budget your time

Time is your most important asset, particularly if you have family commitments and need to get away from the office on time. Set out your tasks for each day and try to give yourself a rough timeframe for each. Competing against the clock will help you get tasks done faster, giving you more time to focus on other things.

Make the most of your commute

With inner city housing prices/rent through the roof, many people now have a 30-40+ minute daily commute. Think about how you can use your commute effectively to help you get your work done quicker. If you don't already, use your morning commute to get organised for your day and respond to emails. If you catch the train, consider bringing your laptop, and get a head start with the day's work. If you drive, make work calls on your way to work via hands free, or get your phone to read you your emails so you are already up to date when you arrive.

Be kind to yourself

No one can do it all, every day, 7 days a week – it's just not physically possible! All too often people think they have to squeeze an impossible amount of tasks into every day. Putting pressure on yourself to achieve unrealistic goals will only make things worse – and this is when everything falls apart. Take the pressure off, set realistic, achievable goals, and realise that you can't do everything all at the same time. If you give yourself a break, you will be less stressed, and have a clearer mind to get through what needs to be done.

Recognise priorities change, and that's a good thing

Aspects of your life and work will become more prominent at different times, and that is a good thing. Life is not about either/or choices, and life is not always predictable, so it is unrealistic to think that you can have a particular work/life structure that you will be able to stick to. For example, if you have a health scare, or if you start a new business or job, those things will temporarily become your priority. Elements of work and life will take different seats at different times, so don't stress if one momentarily takes over the other - it is all part of the balancing act.

Talk to your boss

If you have a good relationship with your boss, speak to them about some flexible work options. Maybe you can work from home one day a week to save you the commute, or perhaps you can start and finish earlier to miss some of the traffic. You will be surprised at how much these small tweaks to your schedule will help you get more done.

Keep reading

If you are struggling with work-life balance, Paxus can help you find an employer with the work flexibility that you need. Contact your local Paxus branch to discuss some of the most exciting technology and digital opportunities in the industry.

7 networking tips that will help you get the most out of any event

Fri, 21 Apr 2017 07:54:55 GMT

7 networking tips that will help you get the most out of any event

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There is nothing more overwhelming than walking into a room of strangers at a networking event and not knowing where to start. The good news is that you are not alone – like you, people go to networking events to meet new people in the industry, so everyone is in the same boat. To help you get the most out of your next networking event, we have put together our top tips so you can connect with the right people.

Come prepared

It's everyone's fear to be stuck in a group with nothing to say. Make sure you have something prepared to pick up the conversation – think about something interesting you have been doing recently work wise, or perhaps something topical in the news or in the tech industry. Share interesting insights rather than facts – you will be more confident knowing that you have something up your sleeve in case of a lull in conversation.

Take notes

Sometimes it is hard to keep track of all the people you meet at a networking event, particularly if you are trying to meet as many people as you can. It is a good idea to take some brief notes on the back of each person's business card either directly after you have finished your conversation with them and they walk away, or shortly after the event. This will help facilitate a more meaningful follow up, whereby you can mention specifically what you talked about or perhaps provide additional information or answers to questions that they may have had.

Remember, each networking event has a purpose – so set yourself a target for each event to make sure your networking is effective. Perhaps you want to meet 10 new contacts, if so, make sure that you leave with 10 new business cards/connections on LinkedIn. If there are particular people that you want to meet, search LinkedIn beforehand and work out if you have any common contacts that can facilitate an introduction. If not, find out through social media what your targets are interested in, introduce yourself, and strike up a conversation based on their interests (without being a stalker).

Seek out the event organiser

A great place to start if you don't know anyone is to introduce yourself to the event organiser. The event organiser will know a lot of the people in the room and will be able to facilitate introductions to particular people that you may like to meet.

Give more than you take

When you meet someone, think about how you can add value to them without expecting anything back. Relationships are a two-way street, but you must first show some goodwill to get your foot in the door. Remember, no one likes a straight-up sales pitch, so work on developing the relationship organically and focus on how you can help them.

Be personable

When you are nervous, it can be easy to forget to be personable. Make sure you don't interrupt people's conversations and start talking about yourself – it happens all too often. Just take it slow, and build rapport the same way you would build a friendship, and business will flow.

Join in

It may seem like everyone already knows each other and is already in a conversation, however most people are actually meeting each other for the first time. Don't be afraid to join a group already in conversation - wait for a natural break and then introduce yourself. Remember, networking is not an easy task – practice makes perfect so make sure you stick with it. If you have a plan, come prepared, and are not afraid to join in on a conversation, you will be set for success at any networking event.

Networking can be easy with the tips above. Here are 6 tips to get ahead with no extra talent.

Should I stay or should I go? Assessing if a job offer is right for you

Wed, 12 Apr 2017 08:11:52 GMT

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You have been offered a new job, but how do you know if it's the right one for you? If you are like most job seekers, you are delighted (or relieved) when a job offer comes in. But before making a decision to accept, it is important to take the time to think about the job offer and your current role. Not sure where to start evaluating? Take a look at our list of guidelines:

Go back to the job description

The job description will tell you the main day-to-day duties that you will perform. If you don't like what you see, you may want to reconsider. When making that decision, think about:

Will you enjoy the day-to-day duties of the role?
Will you be challenged? Are you seeking something different from your previous experience? Does this role offer that?
Is the level of responsibility appropriate considering your skills and experience?
Are you willing to make lifestyle changes to reflect what might be required? These could include extra travel, longer hours, or too much responsibility
Is this a newly created role? Is the job description clear and concise?

Evaluate the company

Your initial gut feeling will let you know if you will fit in with the company's culture and values. Google the company's website, check out any media if possible and evaluate if you could see yourself working there. Considering that you spend so many hours at work, you need to assess your new work colleagues as well - ask yourself if you will be able to work them. How were they in the interview process? Were they frustrating and would they be difficult to work with? Perhaps then this isn't the company for you.

Review the compensation package

How does the salary compare to your last position? Review the WHOLE package, does it include super (often a misconception), does it include expenses, travel or holiday loading? How attractive are the perks? It is easier to negotiate your package from the start - don't undersell yourself, if you think you are worth it, ask for it!

The counteroffer from your current employer

Does the reason why you want to leave still exist? If you do accept the counteroffer will the workplace be tolerable?
Keep in mind the company's intentions, the counteroffer will be for their benefit and not yours, did they wait until you resigned to really know what you are worth to them?
Consider the risk if you actually stay - will they treat you differently knowing that you were looking around for other employment? Politics are in every workplace, like it or not.

Making the final decision

Accepting the offer can be a big step and you need to be clear and concise with your expectations of your future employer. Thoughtful analysis using the above guidelines will give you a greater understanding of which choice is right for you. If you are still unsure, seek further information about the company or use your networks to help your decision-making process. If you are using Paxus as a recruitment company, question a Paxus Account Manager to give you a greater insight into your prospective employer. They can give you an honest opinion to see if the role meets your needs. There are also a number of companies, for example, Glassdoor or Job Advisor that will give you reviews and insight on your prospective employer: Job Advisor – http://www.jobadvisor.com.au/ Glassdoor – www.glassdoor.com.au

Looking for a new job? Read our top tips for effective job searching here.

What to wear to an interview

Thu, 30 Mar 2017 08:17:32 GMT

What to wear to an interview

Congratulations, you have made it to an interview! Now it's time to impress - and we know how hard it is deciding what to wear to an interview. Your wardrobe tells its own story, and visually you want to be successful. You are going to the interview based on your skills and experience as outlined in your resume, but how you dress and present yourself can convey a great deal about your perceived character, seriousness, values, work ethic and viability as a future employee. Before choosing your interview outfit, take some time to consider what story you want to tell. Your Paxus Recruiter is your best source of information for getting the right look and feel. Ask them what the best options are. Questions like, do I need to wear a suit? What do other employees wear? can help you with your clothing choices. Your Recruiter and Account Manager know the client and the culture of the place where you are interviewing. Their great relationship with the client will help make sure that you fit right in.

Here are our top tips on what to wear to an interview:

To showcase your professionalism, opt for a sophisticated and sharp suit, or shirt and jacket
To communicate your creativity, select one bold or brightly statement piece, such as a tie or necklace
Avoid outfits with large logos or odd or inappropriate messages
Stay away from too much jewellery. Too many chains, necklaces or bangles can cause unnecessary noise (clanging together) or a distraction.

How we can help

Remember, if you are still unsure, opt to be overdressed rather than underdressed. For further advice contact your Paxus recruiter.

Should I move to IT contracting?

Wed, 15 Mar 2017 08:23:28 GMT

Should I move to IT contracting?

IT contracting can be a great option, if you enjoy working on projects, like independence, and are after an attractive hourly/daily rate.

So what is contracting and what are the benefits?

Many organisations choose to contract IT staff for particular projects, as they often only need a specific skill set or extra assistance for the duration of a particular project. Therefore, when you are an IT contractor, you work to contract terms, and/or to a set period of time. There are several key differences between contracting and going permanent, and a number of benefits you will receive as a contractor. These include:

Variety – the opportunity to work on diverse projects and with an assortment of employers, cultures, industries and technologies
Attractive hourly/daily rates – normally higher than permanent work (sometimes up to 40% higher)
Flexibility
Lifestyle
Independence – you can be your own boss
Networking – by moving companies and or departments you will meet new people and work in different environments.

What do I have to do to become an IT contractor?

As a contractor, you are essentially running your own company. You will need to comply with government regulations, and:

Complete your own tax statements
Have your own insurance
Make your own super contributions.

If you want to contract but don't want the hassle of submitting tax, super payments, buying insurance or keeping on top of workplace reforms – we can help. For just 2.5% of your hourly or daily rate, as a PAYG contractor, we will look after everything on your behalf. We will give you weekly pay, organise your timesheets, complete your super requirements etc - just as if you were a permanent employee. 1% of the 2.5% fee is for Professional Indemnity and Public Liability insurance (known as PI/PL) that is mandatory in Australia, so effectively you are only paying a fee of 1.5%. We also charge this pre-tax, therefore your tax rate can become lower. You also have the option of choosing a 3rd party management company to take care of everything for you, however, normally their fees are approximately 7% of your hourly or daily rate.

What happens once the contract is over?

People love contracting as it is highly flexible. If you want a break or a holiday after your contract ends, then you can do so between projects. You can also join another project straight away – if this is your preferred option, we can help find you the right project to move on to.

If you are curious to see what IT contracting roles visit our current open contract roles .

The top 10 overused buzzwords on LinkedIn profiles

Fri, 10 Mar 2017 08:29:12 GMT

The top 10 overused buzzwords on LinkedIn profiles

It's no doubt that LinkedIn is one of the key tools that many job seekers use when looking for a job. With over 460 million users, it is also no secret that recruiters and employers trawl LinkedIn when looking for candidates.

Your first impression

With a recent study showing that most people make a decision about a LinkedIn profile in five to 10 seconds, it is more important than ever to make sure that your profile stands out. This means in order to get noticed, you must differentiate yourself from your peers. Part of this process involves eliminating or minimising the use of common buzzwords that can make your profile look generic.

What buzzwords should I avoid?

LinkedIn has recently identified the 10 most overused buzzwords for 2017. Have a go at eliminating these from your profile, and replace them with words that are more unique to your skillset:

Specialised
Leadership
Passionate
Experienced
Strategic
Focused
Expert
Creative
Successful
Excellent

What LinkedIn says

In a recent article by the Huffington Post, LinkedIn Head of Communications Australia and New Zealand Shiva Kumar said: “People get into the habit of using generic words instead of creating a profile that reflects who you are. You might not be able to avoid all the buzzwords, especially given we live in a world of buzzwords but if you are using one or two, then make sure you add some evidence to back up that particular word. If you say you're passionate about app development, then show an article you've written about the topic, or the projects you've done. This makes your profile a bit more credible, otherwise you become one of the crowd rather than standing out.”

If you are looking for a new job and need some extra help getting your LinkedIn profile noticed, here are our top tips for creating a captivating profile photo.

Top tips for effective job searching - find your dream job faster

Wed, 08 Mar 2017 09:21:21 GMT

Top tips for effective job searching - find your dream job faster

Are you trawling the internet for your dream job but not having any luck? Finding your dream job can be difficult, particularly if you don't have the right approach. Putting together a great job application will only get you so far, if you are not connecting with the right employers that are looking for the skills that you have to offer. To help you connect with your dream job faster, we have put together some simple tips that will help speed up the job searching process:

Firstly, identify job sources

Use multiple channels to identify job opportunities. Job boards are by no means an exhaustive source - consider using other avenues such as networking, LinkedIn, employers' career pages, recruiters, referrals, word of mouth etc. Also contact old colleagues and contacts within your extended network, a lot of job opportunities are unadvertised so you never know your luck.

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Understand your values, interests, skills, accomplishments, experience, and goals. Think about what type of organisation you want to work for, and what role aligns with your career aspirations. This will help you target your job search, and you will have more of a chance of success - rather than applying for every job hoping you will stumble across your dream role. Also make sure that you think about what skills employers are looking for, and how your skillset fits in with their requirements.

Subscribe to industry publications

Keeping abreast of industry developments is always important, however it is particularly important when job hunting. Subscribe to industry publications as they may help you identify opportunities.Prospective employers will also be impressed when you talk through market trends and industry developments at your interview. It may be a key determinant that sets you apart from other candidates.

Use LinkedIn to your advantage

If you are not on LinkedIn, you won't easily be found by recruiters and potential employers. Make sure you optimise your LinkedIn profile, and position yourself correctly so that jobs come to you. You should tailor your profile and skills to the types of jobs that you want to attract, and use keywords that recruiters and potential employers will search for.

Devote a set amount of time per day to make sure you are effective

Structure your job search so you have a set amount of time set aside per day for job hunting. This helps to eliminate procrastination, and also helps to keep focus. Make sure you stick to your allotted timeframe, and set targets to make sure you are effective.

Be flexible

You may have to be flexible and adjust your expectations if you have been searching for a job for a long period with no success. Consider looking in new geographic areas – perhaps work from home options can minimise the stress of the commute.

Consider a temp job in the interim

Temp jobs can be a great way to learn new skills and gain experience while you are looking for a permanent role. Consider a temp job with a company that may be of interest to you – this can also be a good way to get your foot in the door, and put you first in line when a permanent role becomes available.

Finding your dream role is not an easy task, make sure you stay positive. Another big tip to get ahead is to make your LinkedIn summary stand out. Read how to do this here.

How to get a pay rise without asking for it

Tue, 28 Feb 2017 09:33:20 GMT

How to get a pay rise without asking for it

You have just missed out on a promotion or pay rise. You are confused, as you have achieved your KPIs and done everything that your boss asked - so why were you overlooked? The simple fact is that meeting expectations in today's market is just not enough. Employers are running a tight ship, and to get a pay rise or a promotion in this economy you must make contributions that are worth more than what you are getting paid. Stepping up and going over and above is what you need to do to get there. By doing this, you will make yourself indispensable, and make your employer want to look after you to keep you in the organisation. Here are some simple steps you can take to help you get ahead.

It's not as hard as you think.

Make your boss look good

Learn what is important to your boss, anticipate what they want to stay on top of and send through interesting articles or regular updates to help save time. Nothing makes a boss happier than you making their life easier, especially if you make them look good in front of their boss.

Own up to mistakes

Everyone makes mistakes, but nothing looks worse than making a mistake and trying to cover it up. If you do make a mistake, flag it early. The trick is to not only bring it to your boss's attention as soon as possible but to also put forward a proposed solution. Your boss will be happy that you were honest and transparent, and that you took initiative to come up with a solution.

Seek out training opportunities

Identify skills gaps or areas where you want to improve, and take the initiative to improve them. Identify courses that you want to complete, and pursue them in your own time. If your company offers training opportunities, this is an added bonus – make sure you take advantage and utilise any opportunity you can.

Industry and competitor knowledge is key

Make sure you get to know the industry, your organisation's competitors and the challenges it faces. Apply industry knowledge and best practice to solve organisational problems – this will make you look great in front of your boss and help you stand out.

Be proactive

Being proactive is a clear way to get your boss' attention. Look for things that need to be done, fix problems, and look for ways to streamline procedures and processes. Also focus on initiatives that can serve the company long term.

Build relationships internally

Intercompany relationships are becoming more and more important, particularly as organisations become more collaborative. You can impress your boss by using your strong internal relationships to get things done quicker – you will make their day by taking a piece of work off their plate, and leveraging internal relationships to get it done in record time.

Stay calm…at all times

Deadlines, work pressures and office politics can sometimes make work a stressful place. Keep calm in stressful situations, and show your boss that they can rely on you to perform under pressure. Keeping calm under pressure is a true quality of a leader, and leaders get promoted.

To get a pay rise - it all comes down to value

At the end of the day, the likelihood of getting a promotion or pay rise all comes down to the value that you offer your organisation. Your boss cares about maximising your contribution – so if you go over and above what is asked, consistently deliver, and show that you can help push the organisation forward, you will increase your chances of getting promoted. Good luck!

Keep reading

Have you updated your LinkedIn profile recently? Here are the top buzzwords to avoid!

Common interview questions and how to tackle them

Sun, 19 Feb 2017 09:47:23 GMT

Common interview questions and how to tackle them

There is nothing worse than being unhappy at work. After all, the average person spends over 90,000 hours at work over their lifetime. If you are not happy with where your career is going, it's time to make a change and start searching for a new job. Once you have found the role you want, put together a winning job application , and get that all important call for an interview, it's time to prepare. If you are a bit rusty and haven't interviewed for a while, you may be nervous about what to expect. The most important thing is to be prepared, do your research, and think about how you are going to tackle the interview questions. To help you prepare, we have put together a list of common interview questions and how you can go about answering them:

What attracted you to this role?

This is an opportunity to demonstrate that you have done your research, and read the position description in detail. Talk specifically about the areas/responsibilities of the role that attracted you to apply. If you have relevant experience relating to the areas of the role that you are talking about, also briefly mention these too, stating you have completed similar tasks at previous positions which you really enjoyed. Make sure you also mention why you would like to work for the company, using your company knowledge gained through prior research. You can also highlight that the opportunity to learn new skills also attracted you to the role. Remember, you must tailor your response specifically for each interview, as there is no generic answer for this question.

Why are you looking to leave your current role?

Never speak negatively about your current employer when answering this question - it will potentially raise a red flag with employers. Make sure you focus on the positives, rather than running through the negatives of your current role. You could potentially say that you are looking for a challenge in a more senior role, or looking to further advance your career.

What other companies are you interviewing with?

When asking this question, interviewers are trying to see if you are serious about the industry, and if they like you, who their competition is. You can say here that you are exploring roles with similar companies in the industry, however you can also use this as an opportunity to apply key skills and strengths. For example, you could say “I am in the process of applying for several roles with large IT consultancy firms where I can utilise my analytics skills to help find solutions to complex business problems.”

Tell me about yourself

Use this question as an opportunity to tell the interviewer how your experience matches/makes you perfect for the role.You can structure this answer by starting with your current role, and work backward through your prior experience (highlighting particular relevant areas). Conclude with your future aspirations, and why you are right for the role.

What are your weaknesses?

This is a tricky question that some candidates really struggle with – and it is designed to gauge your self-awareness and honesty. One of the worst things you could do is say that you have no weaknesses, as no one is perfect, and this could imply a lack of emotional intelligence. A good approach is to highlight a weakness and how you are working to improve it. For example if your public speaking skills are not up to scratch, you can say that public speaking is not your strong point, however you have enrolled in a course and are working towards improvement.

Why do you think you are right for the role?

This is your chance to show how your skills, experience and personally make you a good technical and cultural fit. Highlight your strengths, and use examples of when you have successfully undertaken similar tasks to that of the role, providing the outcome you achieved for the business. You really need to prepare for this question, to make sure you have some good examples up your sleeve to demonstrate your successes.

Where do you see yourself in five years?

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Make sure you are specific about your aspirations and what you want to achieve. This question is designed to see if you have set realistic goals, have ambition, and if the position aligns with your career plans. Make sure you think about this question prior to the interview, and tailor your answer so it aligns with where the position could take you.

Be yourself

The most important thing to remember is to be yourself. The interview is just as much about seeing if the company is right for you, so make sure you ask questions to assess if the role is the right fit for you. You need to make sure that you will be happy working there.

Have an upcoming virtual interview? Read about how you can present your best self in a virtual interview here.

How to prepare for a phone interview

Tue, 11 Oct 2016 10:41:11 GMT

How to prepare for a phone interview

A phone interview is generally the first step in the recruitment process after applying for a new IT position. As a recruiting agency, we use phone interviews to see how suited you would be for an IT job, and employers use them to screen candidates and shortlist the candidate that they think will be most suited for a role. While you're actively job searching, it's important to be as prepared as you can for a phone interview on a moments notice. When applying for positions, try and keep a list of the ones you have applied for. Research the job and the company so you are prepared to discuss the company and the role if required. There are many ‘question and answer' websites that you can use as a guide for questions that might be asked during an interview. They can be of great assistance when those tricky questions come up that you find difficult answering. In addition, make sure you have a list of the questions that you may consider asking the interviewer.

Confirm the phone interview details

Before the interview phone call, make sure you confirm all the details including the date, time and who you will be talking to. One of the best ways to remember the details is to repeat them back to the person who originally set up the interview. Sometimes the person contacting you regarding the phone interview may not be the same person conducting the actual interview. Be sure to confirm whether the interviewer is calling you, or if you need to call them. Here at Paxus, we will quite often set up the interview for you.

Selecting an interview space

Choose a place that is quiet, comfortable and private. If you're at home, eject kids, spouses, significant others, parents, pets and anyone else who is in the house that could make noise in the background that may be distracting or make it difficult to hear. Have your resume on hand so that if you need to refer to it you can. Also, have a shortlist of your qualifications and skills specific to the job you're interviewing for close at hand. This will act as a ‘cheat sheet' and can help you respond to any questions without fumbling for words or trying to think on the spot. A notepad and pen can be handy, to note down important information or comments. It's also a good idea to turn call waiting off on your phone and be sure to use a landline phone if possible so that your mobile phone can't drop out or have any reception issues.

Use correct phone interview etiquette

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Answer the phone yourself, let family members and/or roommates know you are expecting a call and it's important to you. When you answer the phone, answer with your name so the interviewer knows they have got a hold of the right person. Listen to the interviewer and don't interrupt. If you have something you want to say, jot it down on your notepad and mention it when it's your turn to talk. Interjecting the interview is rude. If there are two parts to the question write down the main points so that you don't forget to answer all parts of the question. Take the time to gather your thoughts when answering a question, don't worry most interviewers are used to this but don't leave too much dead air. Don't be afraid if you need the interviewer to repeat a question - it is better to repeat the question and get it right rather than rambling an answer you think might be correct. Interviewers will take into consideration that you may be nervous during the interview.

Use professional communication skills

During the phone interview, you'll need to sound as professional as you can, as if you were meeting the interviewer face to face. Below are some tips and tricks to ensure you present well:

Don't chew chewing gum, mints or eat while you're on the phone – it can be heard through the phone mouthpiece and you don't want to be coughing, choking and spluttering during an important question.
Have a glass of water close by, in case you need a sip or two during the conversation.
Consider standing up as an option - your focus may be improved when you're standing. People also find it easier to express themselves while standing as if they are conducting a presentation.
Keep smiling during the interview. Smiling will give you an upbeat tone in your voice and project a positive image to the listener.
Speak slowly and clearly. Try to get your pronunciation as clear as possible. People tend to speak quickly during a phone conversation and it can be hard to tell if the other person is able to hear and understand what you are saying.
Don't ramble on so the interviewer can't interject or ask more questions. The interviewer may have missed your point and may need to ask questions.

Send a thank-you note

At the end of the interview, thank the interviewer and ask what the next step in the process will be. Ask for the interviewer's email address or ask them to email you an e-business card. Send out a note straight away, thanking the interviewer and reiterating your interest in the role. It's important to show your appreciation for the interview regardless of how you think the interview was conducted.

Keep reading

Ready to succeed in your phone interview? Well, here are some questions for you to ask them!

Top 5 things to do after a job interview

Tue, 04 Aug 2015 10:48:17 GMT

Top 5 things to do after a job interview

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The Paxus blog has talked about many topics surrounding job interviews for example how to respond electronically for an interview once you have got that email, how to answer top questions so that you can be best prepared, and how to assess the right job offer once it has been made however what we really haven't talked about is what to do after the job interview. Waiting to hear back after a job interview is frustrating, we know, it's actually our biggest complaint. Especially if it's a great opportunity and you are really keen for the job, it's hard sitting around waiting for the phone to ring to find out if you have the job or it's progressing to the next stage. Next time, consider these top five things to do after a job interview.

The follow-up – do you/don't you

Ah, awkward. You don't want to be over-the-top but you don't want to be perceived as not interested. Following up ensures a potential employer that you are interested in the job just as much as you were before the interview. Ask your Paxus Recruiter the company style and if you think it would be worthwhile or not.

It's the small things

Honestly, hand on heart we remember the good candidates. They stick out in our Recruiter or Account Managers minds. Consider sending them a quick thank you email after the job interview, or a quick phone call. It makes you stand out from the crowd and if you aren't successful or you're a contractor and need placing again you will be front of mind. Consider sending one to the Hiring Manager as well (ask your Recruiter about this)

Don't be arrogant

Don't directly contact the Hiring Manager on LinkedIn or Facebook (BIG NO NO) directly after the interview. In reality, people are protective over their friends and networks. Sending a request can come across as though you are presuming you got the position. Just hold off until a later date.

Think beyond (one of Paxus' values)

There is a fine line between coming across eager and too eager. No one likes a pest, always, always, always ask during the interview what is the planned timeline or hiring schedule at the end of the interview. If you have an idea when you are likely to hear back you can set some expectations. If you haven't heard back in the timeframe that was suggested it's reasonable to follow up.

Be friendly and nice

Keep your contact short and sweet. You don't have to write a manuscript when enquiring about a position. Stick to the point however always be polite when responding. Your friendliness shows your continuing interest in the position. The key is being persistent but not pushy. If you find that you have done all of the above but not hearing an answer you can assume it's time to start looking for new positions. Remember never keep all of your eggs in one basket, be proactive and apply for multiple jobs, chances are that you will get an offer sooner or later. Don't give up! If you see a job on the Paxus website that you are interested in or your dream role, don't be hesitant – apply away! Looking for other career advice? We have lots of information on our blog.

Keep reading

Got the job? Read our article on the right way to resign.

Why use psychometric assessments and capability testing when hiring?

Tue, 23 Jun 2015 05:46:48 GMT

Why use psychometric assessments and capability testing when hiring?

Did you know that we can offer psychometric and capability testing during the recruitment process?

Unlike tangible and visual assessments such as education, skills, experience, appearance and punctuality, the behavioural traits, work style and personality of a candidate can be much more difficult to assess during an interview. We all know how costly it is to replace an employee. Employers who choose to undertake assessments as part of the recruitment process make better hiring decisions due to a more comprehensive overall evaluation and approach to their talent hiring process. Often candidates will approach us to ask if they can complete a range of testing to:

understand their knowledge of specific software or skill or to
benchmark themselves against industry standards

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Testing can give a more objective overview of a candidate's character, strengths, weaknesses and working style. Capability testing has increased over the past few years to ensure the right person for the right job. Agencies are finding that a candidate will only nominate a referee that will give them a good reference. For employers, testing could help to measure the future performance of a candidate and hopefully improve employee retention by making successful and more informed hiring decision.

How psychometric assessments and capability testing aids recruitment decisions

Psychometric testing can measure a number of attributes including:
intelligence,
critical reasoning,
motivation and
personality profile.

Capability testing can measure how well candidates know the necessary knowledge, understanding, practical experience, work speed, and strengths and weaknesses to complete the role. At the time of an interview process can be subjective based on a hiring managers personal experience. Employers are able to accurately assess personal skills and experience however, most will make the decision based on gut instinct regarding aligned values, personal interests, and morals. A psychometric and capability test aims to provide measurable, objective data that can give you a better versatile view of a candidate's skills and suitability for a position. Assessments offer scientific, valid reliable and objectivity to the process of recruiting. Testing can provide a fairer, more equal and accurate way of assessing a candidate, as each applicant has been given the same test and testing environment. The answers then become comparable, allowing hiring managers make the decision easier for which candidate is the best fit and reduce the time spent on interviewing IT candidates.

Using testing in large numbers

If you have a large recruitment drive, testing as a way of screening (and subsequently eliminating) large amounts of candidates at the start of a process. Testing can be used as a quick way to identify candidates into a smaller pool, therefore, helping reduce the workload of a hiring manager.The same information can also be used in later stages of the interviewing process.

Benefits of using psychometric and capability testing

Addressing potential risk within your selection and recruitment process
Identifying employees who are a good fit with your organisation, culture and the role
Objectivity and unbiased assessment
Test are created and assessed by a facilitated by an experienced team and subject matter experts to give accurate assessment
Recognising critical strengths and highlighting development needs within your talent pool (or yourself)
Discovering potential within your talent pool for succession management
Reducing employee turnover.

Keep reading

Interested in learning more about hiring candidates? Read our article on why candidates with high EI should be at the top of your list.

5 Questions Great Job Candidates Ask

Mon, 15 Jun 2015 06:02:40 GMT

5 Questions Great Job Candidates Ask

As the workplace environment is changing these days, so are the way interviews are being conducted. More than ever, at Paxus we find that great candidates are taking the time to ask questions that they want to be answered. We find they are asking them because they're actually evaluating you, the job, your company and whether or not they really want to work for you. Now more than ever, our Paxus Recruiters are finding that our clients need to be just as prepared for the interview as much as the candidate. Here are five questions that our IT Recruiters are finding that great candidates are asking in an interview. Ask yourself, can you answer them for your own company if question time rolls in?

What do you expect me to accomplish in the first 60 to 90 days?

Great candidates want to hit the ground running. They don't want to spend weeks or months ‘finding their way into an organisation.'They want to make a difference and settle into the role right away. When answering this question, make sure you have some instant projects that you can answer back with when they ask. Big or small they want to know what they will be sinking their teeth into with their new IT role.

What are a few things that really drive results for the company?

Great IT job seekers want to know what truly makes a difference. They know helping the company succeed means they succeed as well. They want to know that they are contributing to the growth and success of your company. Employees are and should be considered an investment and every employee should generate a positive return on his or her salary and assist the organisation to improve. In every job some activities make a bigger difference than others. You need to find the right candidates for your IT positions as it will improve retention rates, lower your training costs, improve your culture and increase overall productivity.

What do employees do in their spare time?

Happy employees 1) like what they do and 2) like the people they work with. Granted this is a tough question to answer unless the company is really small, you can answer this is by talking in generalities. What's important is that the candidate wants to make sure they have a reasonable chance of fitting in and enjoying their workplace generally because great job candidates usually have more than one job to decide between. They want to know who they are working with, what value does your company place on culture and what is the general mood of other employees is like before they even start. Ask yourself, do you know what your employees do after hours? Should you know their general interests for example which football team they support or how many kids they have? Research has found an engaged, enabled and energised workplaces are more productive than a stressful, dull and pressure driven environment. People want to work where they know they will be happy.

What are the common attributes of your top performers?

Great candidates also want to be great performers. Every organisation is different and so are the key qualities of top performers in those organisations. They want to know what will make them successful or highly regarded in your organisation. They want to advance their IT career the best and quickest way possible. Perhaps your top performers work longer hours. Maybe creativity is more important than methodology. Maybe it is keeping the project on time, schedule and within budget. Perhaps it's a willingness to spend the same amount of time educating an entry-level colleague as helping an enthusiast who wants high-end equipment. The reason that they are asking is that great candidates want to know, 1) if they fit into your workplace, and 2) if they do fit in, what do they need to do to be considered as a top performer in your organisation to achieve top outcomes.

How do you plan to deal with...?

Every business faces a major challenge, it's inevitable: technological changes, competitors entering the market, shifting economic trends, the project holds. While an IT candidate may see your company as a stepping-stone, they still hope for growth and advancement. If they do eventually leave your organisation, they want it to be on their terms and not because they were sacked, retrenched or dismissed. This type of question may be varied and broad, so make sure that you are prepared to answer anything that might come your way. A great candidate doesn't just want to know what you think; they want to know what you plan to do--and how they will fit into those plans.

Keep reading

These are the five questions you can ask during an interview to be put ahead but what questions will they ask you? Here's our list of the top 25 interview questions for IT tech professionals.

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Do your research

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Proofread your application, and then check it again!

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Paxus named a finalist in two APSCo Awards for Excellence Categories

We are thrilled to announce that Paxus has just been named as a finalist in two categories in the APSCo Australia 2023 Awards for Excellence. The awards recognise and celebrate the best of the best in professional recruitment, as judged by an independent panel of experts.

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