Recruitment and jobs blog

Securing a job in the Australian job market requires not only a strong resume and a stellar interview but also effective follow-up communication. Crafting a genuine, professional, and positive follow-up email is crucial in this process. In this guide, we'll walk you through the steps of sending an Australian-appropriate follow-up email after your job interview, ensuring you leave a lasting impression. 1. Timing is Key In the Australian job market, timing remains paramount when sending a follow-up email. Aim to dispatch your message within 24 to 48 hours after the interview. This timeframe conveys both promptness and enthusiasm. Waiting too long can suggest disinterest, while sending it too soon may come across as impatient. Striking the right balance is essential for success. 2. Express Your Sincere Gratitude Begin your email by expressing heartfelt gratitude for the opportunity to interview for the position. Thank the hiring manager for their time, consideration, and the chance to learn more about the company and the role. This Australian touch demonstrates respect and underscores your genuine interest in the job. Example: Dear [Hiring Manager's Name], I wanted to extend my sincere thanks for affording me the opportunity to interview for the [Job Title] position at [Company Name]. I thoroughly appreciated the time you dedicated to our discussion, which allowed me to gain deeper insights into the company's vision. 3. Personalize Your Message To make your follow-up email stand out in the Australian context, personalize it by referencing specific details from the interview. Highlighting your attentiveness and engagement during the conversation is highly valued. Mention specific topics discussed or unique insights you gained. Demonstrating your active participation during the interview will create a positive lasting impression. Example: I was particularly intrigued by our discussion about [specific topic from the interview]. Your insights into [mention key insights] resonated deeply with me. It reinforced my belief that contributing to [Company Name] would not only be professionally fulfilling but also aligns perfectly with my career aspirations. 4. Reiterate Your Suitability for the Role Use the follow-up email as an opportunity to reaffirm your qualifications and how they align with the job's requirements. Highlight key skills, experiences, or achievements that relate to the position. Emphasize how your unique abilities can contribute to the company's success. Avoid redundancy by focusing on new aspects or expanding upon points briefly discussed during the interview. Example: As we discussed, my experience in [mention relevant experience], coupled with my strong [mention specific skills], positions me well to take on the challenges outlined in the [Job Title] role. I am confident that my ability to work collaboratively and deliver results aligns seamlessly with [Company Name]'s objectives. 5. Address Any Unanswered Questions If there were any lingering questions or concerns raised during the interview, seize the opportunity to address them in your follow-up email. Clarify any misunderstandings, provide additional information, or offer further examples to demonstrate your suitability for the position. This proactive approach shows your commitment and keenness to contribute to the company. Example: I wanted to expand on our discussion about [specific topic or concern raised during the interview]. In my previous role, I successfully [provide a relevant example] which resulted in [mention the positive outcome]. I believe this experience can significantly contribute to achieving [Company Name]'s goals. 6. Express Continued Interest and Inquire About Next Steps Conclude your follow-up email by expressing your ongoing interest in the position and your eagerness to move forward in the hiring process. Politely inquire about the next steps and the anticipated timeline. This demonstrates your enthusiasm and proactive attitude. Close your email by expressing your anticipation of the opportunity to contribute to the company's success in Australia. Example: Once again, thank you for considering my application for the [Job Title] position. I am genuinely excited about the prospect of joining the dynamic team at [Company Name] and contributing to its success in the Australian market. If there are any further steps or additional information required from my end, please don't hesitate to reach out. I look forward to the possibility of becoming a valuable asset to [Company Name]. Crafting a professional, genuine, and positive follow-up email after an interview is essential when navigating the Australian job market. By following the tips provided in this guide, you can showcase your professionalism, reiterate your suitability for the role, and express your continued interest in the position. Keep your email concise, personal, and well-timed. A thoughtful and engaging follow-up email can set you apart from other candidates and increase your chances of landing your dream job in Australia. Best of luck!

Making the decision to leave your job is a significant life choice, one that should be approached with careful consideration. However, there are times when moving on is the best decision for your personal and professional growth. In this comprehensive article, tailored for our Australian audience, we will explore the top honest reasons to leave your job. By the end, you should have a clear understanding of when it might be time to embark on a new career path. Whether you're feeling stagnant, undervalued, or unfulfilled, recognizing these reasons will empower you to make informed decisions about your career. 1. Lack of Growth Opportunities In the land Down Under, we all value personal and professional growth. It's essential to assess whether your current job provides the opportunities you need to advance. Feeling stuck in your role can be disheartening and affect your job satisfaction. If you've been consistently passed over for promotions or feel that your skills are not being utilized to their full potential, it might be time to explore new horizons. Finding a job that offers room for development and growth can reignite your passion and set you on the path to long-term success. Growth opportunities in the Australian job market extend beyond vertical advancement within a company. They also encompass opportunities to acquire new skills, take on challenging projects, and explore different areas of expertise. If your current job isn't offering these avenues for growth, it may be worth considering a change. 2. Toxic Work Environment A toxic work environment can have a detrimental impact on your mental and physical well-being, and Aussies understand the importance of a positive workplace atmosphere. If you find yourself surrounded by constant negativity, office politics, or unproductive relationships with colleagues or superiors, it can seriously affect your motivation and overall happiness. Leaving a toxic workplace can provide you with a fresh start in a more positive and supportive environment, enabling you to thrive both personally and professionally. Signs of a toxic work environment often include excessive gossip, a lack of transparency, high turnover rates, and a general lack of respect among employees. If these characteristics persist and attempts to address the issues prove fruitless, it's crucial to consider leaving for the sake of your mental and emotional well-being. 3. Inadequate Compensation and Benefits Financial stability and job satisfaction are closely linked. In Australia, we value fair compensation for the hard work we put in. If you feel undervalued and your compensation package doesn't align with your skills, experience, or the market rate for your role, it's time to explore other opportunities. Additionally, insufficient benefits such as healthcare, retirement plans, or paid time off can also contribute to your overall dissatisfaction. Take the time to assess your worth by researching industry salary ranges and comparing them to your current compensation. If there's a significant gap and you've been unsuccessful in negotiating for a fairer package, it might be beneficial to seek a job that offers better compensation and comprehensive benefits. Your skills and contributions deserve to be appropriately rewarded. 4. Misalignment with Company Culture and Values A strong cultural fit is essential for a fulfilling work experience. Australians take pride in workplaces that align with their values, vision, and mission. If you consistently find yourself at odds with your company's values or feel disconnected from its goals, it can lead to a sense of frustration. Feeling passionate about your work and aligning with your organization's values can significantly enhance your motivation and job satisfaction. Evaluate whether your current workplace fosters an environment that aligns with your personal and professional values. If you find yourself consistently in conflict, it may be time to seek a company culture that resonates with your beliefs and aspirations. Working in an organization where you feel a sense of purpose and shared values can contribute to a more fulfilling career journey. 5. Lack of Work-Life Balance Maintaining a healthy work-life balance is essential for your overall well-being, something we Aussies deeply appreciate. If your job demands excessive hours, constant availability, or encroaches on your personal life, it can lead to burnout and negatively impact your relationships, hobbies, and mental health. Leaving a job that does not support work-life balance and finding a position that values and respects your personal time can improve your quality of life and restore harmony between your personal and professional spheres. Reflect on whether your current job allows you to maintain a healthy balance between work and personal life. If you consistently find yourself overwhelmed, stressed, or unable to dedicate time to self-care, it may be a sign that your job is taking a toll on your well-being. Seeking a new job that prioritizes work-life balance can contribute to your overall happiness and long-term career satisfaction. Deciding to leave your job is a significant decision that should be approached thoughtfully, especially in the Australian context where work-life balance and personal values are highly regarded. Recognizing the signs that it's time for a change can help you make informed choices about your career path. Whether it's a lack of growth opportunities, a toxic work environment, inadequate compensation and benefits, misalignment with company culture, or a lack of work-life balance, each reason carries weight and deserves attention. By prioritizing your well-being and professional growth, you can find a new job that aligns with your values and allows you to thrive both personally and professionally. Your career journey should be fulfilling and rewarding, and sometimes, taking the leap and leaving your current job is the best step toward achieving that in the diverse and vibrant Australian job market. Embrace change as an opportunity for growth and a chance to pursue a more fulfilling and prosperous career in the land Down Under.

Do you have a future-proof talent strategy? Alarmingly, only 16% of business leaders are ready to address the talent problems they face today, let alone the talent problems they’ll face tomorrow. A future-proof talent strategy is one where a business has the people, processes and skills they need to thrive in the future world of work. A future filled with opportunity, change and disruption. In this blog, we share how you can future-proof your talent strategy. Future workforce planning A future-proof workforce must be underpinned by a strategic workforce plan. A comprehensive roadmap that details the steps your business needs to take to succeed long-term with their talent strategy. To develop a strong future workforce plan, you need to answer three key questions: Where is our workforce now? Where does our workforce need to be in the future? How do we get our workforce there? To future-proof your talent strategy, you need to first understand your current position. Undertake a detailed analysis of your current workforce. Assess each employee and create a skills map that highlights your strengths, weaknesses, and gaps. Secondly, you need to understand the key current and future trends affecting talent within your business and broader industry. These include the political, economic, social, technological, legal and environmental factors that’ll shape your future skills mix. For example, a tightening regulatory environment in finance will see demand for governance and compliance talent increase. Rapid advancements in technology for professional services companies will see demand for tech talent soar. Understanding what pressures will drive your business long-term will allow you to estimate the steps you need to take to future-proof your talent strategy. Just remember that much of the future working world remains unpredictable, and many skills you’ll eventually need don’t yet exist. Nonetheless, this research will put you on the right path, but you’ll need to constantly adjust your future workforce plan as time unfolds. Combined knowledge from questions 1 and 2 will inform your approach to question 3 – How you will get there? This question refers to the strategies and tactics you’ll employ to reach your future talent goals. Targeted Upskilling and Reskilling Programs The most effective strategy to future-proof your workforce is upskilling and reskilling current employees. In dynamic sectors (e.g., technology, engineering) where the goal posts for skills are constantly shifting, you must create a work environment that encourages continuous learning. According to PWC,  39% employees fear their job will become obsolete in five years without upskilling or reskilling. So much so that 77% of employees are ready to learn new skills or completely retrain. The beauty of ‘building’ your workforce is that you can curate and nurture particular skills you’ll need most in the future, and not be reliant on ‘buying’ talent in increasingly scarce supply. Refer to your future workforce plan and create training programs that push you closer to your talent goals. Focus on your skill weaknesses and gaps, but also don’t neglect your current strengths. As demand for skills evolve, so too must your workforce to maintain your competitive edge. If you consistently deliver targeted, creative, and engaging training programs for your employees, they will be far more prepared and ready for the future working world. Embrace technological change Undoubtedly the most disruptive force facing your future talent strategy is technology. It has the potential to simultaneously create, destroy and augment jobs in Australia’s workforce. According to the World Economic Forum, AI technology will create 97 million jobs and replace 85 million jobs – a net gain of 12 million jobs. If this proves to be true, it’ll mean that future jobs and skills will look very differently to what they do now, but the demand for human workers will endure. As such, organisations must embrace technological change and ensure their workers have the skills to remain relevant and valuable in the future. This means upskilling and reskilling to work alongside technology to enhance individual productivity and organisational performance. Any future talent strategy that doesn’t consider the impact of technological advancement on workers is doomed to fail long-term. However, organisations that account for technology in their talent plan are more likely to future-proof their people. The future world of work will be filled with opportunity, change and disruption. Some businesses will thrive, others will struggle. Your fate will be determined by how well you future-proof your workforce moving forward. At Ignite, our Talent Solutions team specialises in future training programs. We help upskill and reskill your team in critical future skills like cyber-security, data science and others to ensure your business has the people, processes and skills you need to succeed now and into the future.

If there’s one thing all jobseekers share, it’s the desire to find their perfect employer. However, a sprinkle of clever marketing can make almost any company appear irresistible on the surface. Unfortunately, this is seldom the case. Many professionals go their entire career without finding their perfect match. So, how do you find the perfect employer for you? In this blog, we share 8 ways to help you do just that. What is perfection to you? What makes an employer perfect? Is it the salary, the benefits, the people, the work or something else entirely? Truthfully it all depends on who is answering this question. Perfection is subjective, and what appeals to you will likely not have the same draw for another. The first step in finding your perfect employer is identifying and understanding what’s most important. Assess the benefits on offer and align these to what you actually want and need. This could be as simple as more money, or as complex as self-actualisation. Whatever it may be, knowing what’s perfect to you, and then using this knowledge to guide your job search, is a great way to start the search for your perfect employer. Check their Website Now that you know what perfection means to you, let the research begin! A good place to start is the company website. Here you can learn a lot of basic information about a prospective employer. Who are they? What do they do? Where are they based? What jobs are available? What benefits are they offering? Then you can dig a little deeper. What is their purpose (mission and vision)? What are they passionate about (diversity, equality, sustainability, etc.)? Is the website well designed and does it provide a strong user experience? Is their content informative and engaging? Do they have any financial documents available (e.g., an investor page)? Successfully answering these questions are great indicators of what an employer could look like. Just be aware that all company websites will highlight only how ‘perfect’ they think they are, armed with a decorative career page selling you the dream. But, beware of bias, and ensure you don't solely rely on this source to guide your decision making. Expand your search and leverage other more 'neutral' resources. Check their social media Social media (e.g., LinkedIn, Facebook, Instagram, YouTube, Twitter, etc.) is a great compromise because you get to witness how an employer interacts with their key stakeholders – customers, employees and the broader market. Sure, these platforms are still company controlled, but you get to see how they engage with their target audiences and how they respond. There is also other information you can find by analysing employers’ social media platforms. Photos showcase internal culture. Posts highlight corporate strategy. Followers reveal caliber of customers. Comments demonstrate customer sentiment. These insights all add to your picture, helping you work towards a more informed employment decision where the chances of a perfect match are heightened. Read their Reviews However, you may want a source with even more neutrality. Review platforms are an excellent way to source these insights from typically less biased perspectives. Employee and customer reviews reveal the good and bad of organisations which can often lack in other channels. However, just remember that typically only people with fantastic or terrible experiences leave reviews for companies, which can sometime skew perceptions in polar opposite ways. Nonetheless, Glassdoor and Google Reviews are two useful review platforms you can use in your search. In these forums, employers have no control over what is published and are forced to retain both negative and positive reviews about them. This results in a more accurate reflection of what it’s actually like to work for a supposed ‘perfect employer’. In particular, Glassdoor showcases reviews from employees that considers everything from the hiring process and salary to internal culture and senior leadership. As such, these are helpful resources to leverage when contemplating joining a perfect company for you. Analyse their job ads Job ads are a window into any given company, and include role-specific details that are highly relevant and otherwise difficult to find. Great job ads should contain granular details about what your responsibilities, expectations and employment will look like if your application is successful. Does the job description seem vague? Do the benefits look a bit disappointing? Are the expectations unreasonable? These could all be red flags in your employer research. It's always a good idea to benchmark a job with market standards and your own expectations and desires. Furthermore, when looking at job ads holistically, they reveal other subtle clues about an employer and their hiring strategy. Are there lots of job ads for a particular role adjacent to yours? Perhaps their growth focus is somewhere else. Do they have lots of job ads currently active across the business? Perhaps they have a turnover problem. What does their hiring process look like? Are you required to undertake skills assessment, competency-based interviewing or simply dazzle with your CV? You’ll most likely find job ads on top job boards (e.g., Seek, LinkedIn, Indeed) or on their company career page. Either way, job ads are another strong tool in you're arsenal to evaluate a company. Word of Mouth/Referrals Some industries (e.g., technology, engineering) rely more heavily on word-of-mouth and referrals for talent mobilisation than others. The old saying “it’s who you know…” rings true across these sectors. A great way to learn about a company, is simply by asking someone with knowledge about it. This is a great option for larger companies where someone in your network may know something or someone to assist you, but may not always be possible for smaller companies. If you’re lucky enough to get your hands on a current or former employee, they can provide you with the lay of the land and all the insights you need to help determine if a particular employer is the perfect match for you. Utilise Resources at your disposal Talent in todays’ employment market is more informed than ever before. They can find and access an abundance of information on most companies. This includes a company’s performance, financial position, strategy, commitment to sustainability, headcount trends and more. This information is gold in your research. Where can you find this? Publicly listed companies publish regular financial reports on the ASX. Market research companies publish company and industry reports that detail every nook and cranny. You can also use industry-specific websites, news publications and other resources that each provide valuable knowledge in your job search. Talent willing to go to the next level in their research, are far more likely to have the complete picture of any organisation they join subsequently. Ask Questions all the way Finally, if you’ve already entered the hiring process, another helpful tip is to ask questions at all stages. Seek out answers that resolve your unanswered questions from your search. Most companies now encourage talent to ask question in interviews, and this is a great opportunity for you to uncover the final pieces of the puzzle. How an employer responds to these questions, could be what confirms whether you’re on the right track for the perfect career move. Finding your perfect employer is an arduous task. Perfection is subjective and hard to reach for everyone. However, there are plenty of ways to help you get there. Understand what perfection is to you, do the research and leverage the resources and tools at your disposal. Doing these things effectively will give you the strongest chance of attaining the best employment outcomes. At Ignite, we strive to provide talent with the best employment experiences possible. We are currently looking for exceptional talent to join our business in an exciting growth phase. For more information, visit our website career page, check our reviews, ask a friend or visit the ASX and see if what’s perfect for you can be satisfied by us.

To the optimist, the glass is half full. To the pessimist, the glass is half empty. To the engineer, the glass is twice as big as it needs to be. To the engineer employer, the glass is hard-to-find. Australia’s engineering sector is in the midst of a critical talent shortage. Demand far outstrips supply rendering the search for relevant talent far more challenging for employers. In this blog, we share some top tips to help companies attract and retain top engineering talent. 1.Meaningful Projects Engineers are responsible for the development of products and services across all industries. From mechanical to civil, aerospace to chemical, data to systems, most engineers share the following value. They want to work on meaningful projects that challenge, stimulate and make a difference in the community. Australia has a huge pipeline of engineering-related projects in technology, government, engineering, construction, transport, energy, mining and the list goes on. But what makes a project meaningful is one that solves a key problem affecting the community, and one that helps advance the career of any engineer who happens to work on it. For example, projects facilitating the transition to renewable energy, development of innovative technology in healthcare or transport infrastructure that connects regions across impassable terrain. Meaningful projects drive engineers and give them purpose. So, when advertising your engineering roles, highlight your most meaningful projects to top engineering talent that’ll attract them to your business. 2.Reputation Reputation is the beacon that brings top engineers and top companies together. So much of Australia’s engineering sector relies on word-of-mouth and referrals, boosted by the state of your reputation. Highly reputable companies tend to work on the best projects and have the best people making them far more attractive to talent. So, how do you build a strong reputation? Reputation is built by public perception of all your front-facing activities. Your delivery track record, your people, your service deliver, your customer care, your impact on the community, etc. All these elements to varying degrees are crucial to your reputation in the jobs market. It takes years to build and seconds to break. However, if you can combine your strong reputation with compelling marketing, your ability to attract and retain top engineering talent in your business will be enhanced. 3.Perks & Benefits Perks and benefits are the icing on the cake when it comes to the employee value proposition. These are the additional perks, financial or non-financial, that add superior perceived value for talent when contemplating joining or staying with a company. In a candidate driven market, you need to recognise what benefits are core, what are expected and what will give you a competitive edge over your rivals from a talent perspective. According to LinkedIn Talent Insights, the top benefits that engineers are looking for is additional compensation, good work-life balance, job security, flexible work arrangements, training and career progressions. If you’re able to cater to these needs via the right combination of perks and benefits, top talent will place greater consideration on your business when making a career change. So, consider what top engineers are looking for, and try to differentiate yourself from competitors in the combination of perks and benefits you offer. These additions to your EVP could be what attracts top talent into your business versus your competitors. 4. Learning All engineering disciplines are very technical, where required skillsets are always rapidly advancing. As such, top engineers need (and want) to continuously upskill, and they expect their employers to contribute to this need by giving them access to high quality training and development. This might consist of on-the-job training, online courses, outsourced training providers or something more creative. According to LinkedIn, the fastest growing skills for engineers are Analytical skills, coding languages, mechanics, project management, lab skills and quality control. Training in these areas might be great additions to your learning programs. Remember, top talent only stays that way via continuous upskilling. So, by making learning & development a key component of your EVP, you will go a long way in attracting top talent to your business. If talent sees a company willing to invest in their future, they are far more likely to join or stay with that business. Top engineers in this market are very hard to find, but it’s not impossible. Like all workers, there are ways to attract and retain their critical skills into to your business. Give them purpose and sell them your most meaningful projects. Focus on your market reputation to organically attract top talent. Offer them suitable benefits that outshine your rivals and provide them with access to learning and career progression. These actions in tandem will make your business far more attractive to top engineering talent, enabling you to thrive through a period of rising talent shortages. At Ignite, we specialise in engineering recruitment. We have large talent pools of top engineering talent open to new and exciting career opportunities.

According to research by Microsoft, 40% of the global workforce are planning to leave their job this year in what has been termed ‘the Great Resignation’. Talent is fatigued, they’re re-assessing their values, and many are ready for a change. So, as an employer, how can you survive (and thrive) the great resignation? Let’s find out. 1.Focus on your EVP The best way to hold on to your employees, or attract new talent, is to provide them with a compelling employee value proposition (EVP) that makes them want to join or stay. After all, good people want to work for good companies that align with their values and satisfy their needs. Communicating and delivering a strong EVP is essential particularly when almost half of workers might be contemplating a new job this year. Ask yourself, what value are you offering relative to your competitors? Is it money, work-life balance, flexibility, career progression, sustainability, learning, meaningful work, company reputation or something else? Whatever it is, your ability to communicate and deliver this value to employees could be a crucial factor in their decision to stay or go. 2.Identify your top players Competition for talent is fierce, and companies want the best talent irrespective of their availability. Rest assured competitors are eyeing your top players, those that have the biggest impact on your business. In a period where 40% of employees might be considering a career change, headhunting has a much higher probability of success. You need to counter this by identifying who your top players are, and then do everything you can to retain their services. Who are your top players? These are the employees who go over and above in their role. They motivate the people around them. They drive internal standards, productivity and performance. They positively shape your culture and act as ambassadors for your brand. Top players are the glue that hold teams and organisations together. Lose them, watch the dominos around them fall. Keep them, and safeguard the pillars of your business that allow you to thrive today and tomorrow. 3.Listen and adapt Adaptability is not a new concept for employers. After all, it’s kept many businesses afloat in recent years. Yet, with the prospect of high attrition, listening to your staff and being willing to adapt your offer to retain them are two crucial skills businesses must exemplify when navigating the great resignation. People leave businesses for two primary reasons. To go somewhere better or to escape something worse. As competitors inevitably dangle enticing offers with superior value, basic probability suggests one or more of your employees will bite the hook this year. How can you counter this? By listening to your people, your competitors and the broader marketplace, and then using this intelligence to inform your retention strategy. If an employee feels valued, and they see their company go out of their way to keep them, it’s a clear indicator that it might be worth sticking around a bit longer. 4.Capitalise on hiring opportunities An often-overlooked part of the great resignation is the fact that if 40% of workers do indeed resign, then suddenly, the local pools of talent might once again become bountiful. Australia is in the midst of critical talent shortages, where particular skills in areas like technology and engineering are very hard to find. According to research by NAB, four in ten businesses were impacted by talent shortages in 2021. With no signs of these shortages abating, employers from all sectors are desperate for talent. If resignations do rise sharply in 2022, then you need to be prepared and ready to capitalise on thi unique hiring opportunities that present themselves. Be targeted, be agile and be consistent in your recruitment approach, and the Great Resignation may in fact be a blessing for your business to thrive moving forward. Research suggests the Great Resignation is upon us in 2022 with 40% of global workers touted to resign this year. However, remember that good people want to work for good organisations. Good organisations are those that communicate and deliver a strong EVP, listen to their people and adapt as necessary. Businesses that accomplish this, will not only retain their most important players, but will also be presented with unique hiring opportunities to attract top talent that enters the jobs market this year. At Ignite, our Talent Solutions team can support your evolving talent acquisition strategy with bespoke or training solutions to ensure you survive (and thrive) the Great Resignation.