Recruitment and jobs blog

Over the past six weeks, Ignite’s Technology & Talent Solutions team have been working in partnership with Settlement Services International (SSI) and NSW Education to deliver a series of train the trainer career management training workshops for SSI caseworkers who support skilled migrants and refugees. Australia has a critical skill shortage, yet research by Max Solutions suggests only one in five (21%) skilled migrants have their overseas qualifications recognised locally. Furthermore, 75% of culturally and linguistically diverse workers expect to wait up to three years to secure work in their specialist field. This is compared to 72% of Australians from non-culturally and linguistically diverse backgrounds who find work within six months after commencing their job search. Skilled migrants are a potential solution to intensifying local skill gaps, but current barriers of entry are restricting this flow of skilled talent. Settlement Services International (SSI) is a leading community-based not-for-profit that aims to combat this by providing services that support the integration of refugees and asylum seekers into the Australian community. They are sponsored by NSW Education’s Refugee Employment Support Program (RESP), which aims to boost employment outcomes for refugees and asylum seekers in Australia. Our Technology & Talent Solutions team are passionate about diversity and inclusivity in the Australian workforce. We have partnered with both organisations to deliver six workshops to upskill more than 20 SSI caseworkers to enhance their support capabilities for skilled migrant talent looking for local jobs. Ignite’s workshops included training in the following areas: Industry Insights - IT, construction, childcare, logistics and healthcare Job Insights Training pathways – micro credentials, TAFE and traineeship opportunities Career pathways – Career coaching and development Client success strategies Resume and cover letter development Interview preparation skills In addition to this training, we also organised guest speakers from industry leading organisations. These included Sara Hussain from Amazon, Joanne Nolan from CPB Contractors, Val Legend from Australian Unity, Steve Elbourn from ITIC and Katherine Tutill from Mcarthur. We are so proud to be involved in this project and contribute to the great work that SSI and NSW Education do for refugees and asylum seekers in Australia. We hope that we have equipped SSI’s caseworkers with the skills needed to enhance their service that help skilled migrants and refugees access employment opportunities in Australia. Our Technology and Talent Solutions team is a national innovative business providing diversified as-a-service technology, HR and recruitment solutions to drive the talent management strategies of organisations. For more information, visit our website or contact Gareth Shaw at [email protected]  

Demand for skills in Australia’s Federal Government is soaring but supply of available talent is struggling to keep up. Departments and agencies are looking to attract and retain top talent with hard-to-find skills they desperately need. In a candidate short market, employers need to understand what talent wants the most and align their EVP accordingly. In this blog, we share 10 benefits that Federal Government talent wants the most. 1. Work-Life Balance The most popular benefit that government talent looks for is work-life balance. They want clear separation between their professional life and personal life, and seek out employers who enable them adequate time for both. This means they don't want to work late nights and through the weekend. They want to do their job and live their life away from work. Delivering and communicating this benefit in your EVP is what government talent want the most. 2. Job Security Job security refers to the long-term stability and sustainability of a particular position. Safety is a fundamental human need that secure employment satisfies because it directly determines the quality of life individuals and families are able to have. Jobs and companies that don't exude stability and security (e.g. high turnover, leadership changes, poor reputation) are unappealing to government talent seeking job security. 3. Open and Effective Management Management significantly influences the employee experience. Good managers attract top talent whereas bad managers repel them. In Government, open and effective leadership is even more crucial because teams are typically working on complex and important projects that impact many. Openness and effectiveness are two qualities that government talent look for in leader, which is why communicating these through your EVP is important in talent attraction and retention. 4. Colleagues and Culture Employees spend more time collaborating with their colleagues than with their own families, making culture and colleagues a valid component of the employee experience. Strong culture motivates and good colleagues inspire, both making work far more palatable. These features also correlate with improved mental health, physical wellbeing, productivity, engagement and performance which are highly sought after attributes that benefit all parties. 5. Flexible work arrangements Flexible work arrangements are opportunities for talent to stray away from traditional working models to accommodate their needs. Flexible hours, compressed work weeks and job sharing are notable examples. Demand for flexibility has unsurprisingly boomed in recent years with many professionals forced to work remotely during COVID-19. In response, some government agencies have already adopted more flexibility into their working models to appeal to talent. This is a key point of difference for some agencies when attracting and retaining talent who value flexibility. 6. Salary and Compensation  Salary and compensation refers to all financial benefits offered by a company. From base wage to bonuses, superannuation to commission, government talent wants to make money for the work they do. Traditionally, government agencies have struggled to match the financial compensation offered by private sector counterparts. Yet, the remuneration an agency is willing to offer remains a key part of an effective EVP in the government space. 7. Challenging and purposeful work For about a third of government talent, the challenge of government work itself and the purpose behind it is extremely important. Government agencies and employees undertake a broad range of complex and impactful work. This includes health, tax, education, defence, welfare, employment and much more. As such, some talent are highly motivated by these challenges which gives them a strong sense of purpose in the work they do. Communicating the importance and challenging nature of a particular position is a great way to persuade these people. 8. Inclusivity and diversity Many government workers value an inclusive environment that accepts people from diverse backgrounds. After all, Australia is a multinational country where the government is tasked with representing everyone within it. Communicating a clear commitment to diversity and inclusivity is an attractive benefit for talent seeking belonging and cultural representation in their public sector career. 9. Training and development Training and development refers to the ongoing learning that a company provides to upskill or reskill their employees. This could be any form of structured training, coaching or mentoring programs. Simply put, entities willing to invest in the development of their staff are perceived as far more valuable than entities that don’t. In a candidate short market, training is a useful way to build your talent when buying the right talent is more challenging. Furthermore, training also helps engage talent increasing their likelihood of joining or staying at a particular enterprise. 10. Career Progression Most employees, to varying extents, want to rise the hierarchal ranks within their respective agency or department. Promotions usually mean more money, more responsibility and more benefits which have already featured in this blog. Departments and agencies that present clear pathways to progression for all talent are more attractive to individuals that harbour high levels of professional ambition. If you want to attract and retain top government talent, understanding what these people want is crucial in building an effective EVP. We've shared 8 areas of focus that could help you reach you recruitment objectives moving forward. At Ignite, we specialise in Federal Government recruitment and can help you find top talent you need to help you thrive.

Interested in a career in Federal Government? For many roles, to even be considered, you will need to hold a security clearance. Why? Because government agencies deal with varying levels of sensitive and confidential information that can only be accessed by security-cleared workers. In this blog, we provide a guide to help you understand what security clearances are and how to acquire and maintain them. The four levels of security clearance: The level of security clearance you need for a government role is determined by the amount of access you’ll need to sensitive information. The higher the sensitivity, the higher clearance you will need. There are four security clearance levels in the Australian Government: Baseline Clearance – Access to protected information Negative Vetting Level 1 (NV1) – Access to secret information Negative Vetting Level 2 (NV2) – Access to top-secret information Positive Vetting (PV) – Access to top-secret information when NV2 clearance isn’t sufficient According to Government data, over 49,000 new security clearances were completed in 2019-20, and over 400,000 active clearances were maintained in the same year. So, the key question is, how do you join this exclusive talent pool? How to apply for security clearance? The Federal Government, like any business, wants the best talent. But, unlike commercial businesses, they demand additional levels of certainty pertaining to your eligibility and suitability to safeguard classified government data. To be eligible, you need to be an Australian citizen. You also need to be sponsored by an Australian Government department or agency in order to apply for a security clearance, which happens if you win a role that requires a security clearance and if the agency offers to sponsor you. It is not possible to obtain a security clearance without a sponsoring entity. Once you’ve ticked these boxes, you’ll then need to be vetted by the Australian Government Security Vetting Agency (AGSVA). This vetting assessment is extensive and probes most aspects of your life. This includes your identity, citizenship, background (between 5-10 years), digital footprint, referees, qualifications, education history, criminal history, and financial history. Furthermore, you may also have to undergo additional security interviews and psychological assessments to prove your fit for clearance in the eyes of the government. The higher the clearance, the more hoops you’ll have to jump through. Another important consideration is that obtaining a security clearance can take time. This isn’t due to the length of the vetting process, but often a large backlog of applications to the AGSVA. This means a baseline clearance can take 3 months, and an NV1 clearance can take up to six months. How to maintain your clearance? Security clearances aren’t forever. Irrespective of your clearance level, like a driver's license or a passport, at some point, it’ll need to be renewed. Revalidation ranges from 7-15 years depending on your level of clearance. Additionally, you must be in a job that requires clearance at your renewal date and be working at an entity willing to sponsor the renewal. If this isn’t the case, the clearance will be canceled. Such measures ensure that only the most relevant talent maintains security clearance to work in sensitive public sector roles. This means If you want a career within the Federal Government, chances are you’ll need to obtain a security clearance. If you meet the criteria and are deemed suitable in the eyes of the government, such clearance will give you access to a wide range of job opportunities across the government sector. At Ignite, we are specialists in recruitment at all levels of Government and have extensive experience connecting security-cleared candidates with our large network of Federal and State Government clients.  For more information, visit our website and contact us today. Australian Security Clearance for Government Jobs: FAQs Answered Get answers to frequently asked questions about Australian security clearance for government jobs. Learn about the duration of the clearance process, eligibility for non-citizens, the necessity of clearances for different roles, implications of failing to obtain clearance, transferability of clearances, renewal procedures, and the impact of criminal records on eligibility. How long does it take to obtain an Australian security clearance? The duration of the security clearance process can vary depending on several factors, including the level of clearance sought and the complexity of the individual's background. Generally, it can take anywhere from a few weeks to several months to complete the process. Can non-citizens obtain an Australian security clearance? No, security clearances in Australia are only granted to Australian citizens. This requirement ensures loyalty, allegiance, and a commitment to the country's interests. Do I need a security clearance for all government jobs in Australia? Not all government jobs require a security clearance. The need for a security clearance depends on the nature of the role and the level of access to classified information or sensitive assets involved. Positions with higher levels of sensitivity are more likely to require a security clearance. What happens if I fail to obtain a security clearance? If an individual fails to obtain a security clearance, they may not be eligible for certain government positions that require access to classified information. However, there are often alternative roles within the government that do not require a clearance and may still be available for consideration. Are security clearances renewable? Yes, security clearances in Australia are subject to periodic reviews and renewals. The frequency of these reviews depends on the level of clearance granted. Regular reviews ensure that individuals continue to meet the necessary standards of integrity and trustworthiness. Can having a criminal record disqualify me from obtaining a security clearance? Not all criminal records automatically disqualify an individual from obtaining a security clearance. Each case is evaluated on its merits, considering factors such as the nature of the offense, the time elapsed since the incident, and evidence of rehabilitation. Transparency and honesty about one's criminal history are crucial during the clearance process. What factors can lead to a security clearance being denied? Security clearances may be denied due to factors such as significant criminal history, associations with individuals involved in criminal or extremist activities, foreign connections that raise concerns about loyalty, or a pattern of dishonesty or untrustworthiness. Can having a bad credit history affect my chances of obtaining a security clearance? A: While having a bad credit history alone may not automatically disqualify you, it can raise concerns regarding financial vulnerability and susceptibility to bribery or coercion. The extent to which it affects your clearance application will depend on the overall assessment of your character, trustworthiness, and ability to manage financial responsibilities. Are there any specific educational or professional qualifications required for security clearances? Educational or professional qualifications are not direct requirements for security clearances. However, certain government roles that require clearances may have specific educational or professional prerequisites. The clearance process primarily focuses on an individual's character, integrity, and suitability for handling classified information. Can personal relationships or associations impact the security clearance process? Personal relationships and associations can be considered during the security clearance process. The purpose is to identify any potential risks associated with an individual's close connections, such as family members or partners, who may have conflicting loyalties or associations with individuals or organizations that pose a security risk. Can past drug use affect the security clearance process? Past drug use can be a concern during the security clearance process, as it raises questions about an individual's judgment, reliability, and susceptibility to compromise. However, each case is evaluated on its merits, considering factors such as the frequency, recency, and circumstances surrounding the drug use, as well as evidence of rehabilitation.

Public sector leaders face an inherent juxtaposition in their roles. Despite having a direct impact on people’s lives (think health, policing, courts system, etc.) and the broader community, research suggests government workers are more difficult to motivate than their private sector counterparts. The reasons for this are many and varied, such as: Negative attitudes about government work and workers. Difficulty in defining and measuring success. Frequent and abrupt leadership changes. A comparatively older workforce (according to McKinsey, the average age of public sector employees increases by one year every three years in Australia.) Restrictive rules (red tape) and employee protections. Limited financial incentives relative to the private sector However, these reasons don’t mean that public sector workers are unmotivatable. They are simply considerations a leader may need to take into account when stimulating and inspiring their government team. Due to this, we’ve put together some top strategies and tactics to help leaders boost motivation within their team.  Build relationships Individual workers have different motivations. Some employees are motivated by remuneration, others by work-life balance and others by the work itself. To better understand the motivations driving your team,  it is essential to build strong internal relationships.  Like any social relationship, particularly in a professional context, communication and trust are essential. This can be built over time by regular one-on-one catch ups with each team member. Get to know each individual - their likes, dislikes, frustrations and desires inside and outside of the office. Keep things informal where possible and cultivate a relationship of trust and comfort. Strong leader-employee relationships will help you build a clearer picture of what truly motivates individuals, allowing you to craft more effective team motivation strategies. Develop a reward system “What’s in it for me?” Workers intrinsically seek reward for their efforts. So, to motivate them, you may need to incentivise them first. This can be done by developing a reward system.  Often a top challenge for leaders is successfully balancing competition and cooperation between individuals and teams. This can be managed by introducing both  individual- and team-based goals, with trackable and easy to understand KPIs and a valued reward upon completion. Rewards don’t have to be financial. Often in government teams, budgetary and/or regulatory constraints will typically restrict financial rewards. However, non-cash incentives such as extra days off or in-office perks can be just as effective in motivating teams.  Recognise good work While incentives are important, perhaps more important is regular and genuine recognition. Recognising good work is perhaps the simplest and most effective strategy for motivating your team. It’s impossible to put a value on the sense of pride and achievement an employee feels when they are acknowledged for their efforts, which in-turn is a strong motivator.  This is why many companies host award nights to demonstrate their appreciation, celebrating individuals for the good work that they do. Recognition doesn’t necessarily have to be a huge promotion or major award night. A simple pat-on-the-back or ad hoc announcement can be just as valued by an individual. What’s important, is that recognition is regular and genuine, and not just a show to tick the acknowledgement box.  Offer opportunity Offering opportunities are another effective strategy to motivate government teams. While some employees are comfortable where they sit, others will have an eye on the road ahead. For these more ambitious individuals, dangling relevant career advancement  (e.g. a promotion) opportunities are important to maintain motivation.  To identify these individuals, map out vertical and/or horizontal career paths for each of your workers. Understand their current and future career goals, and direct them to opportunities already in-pace that are available to them, or create new opportunities to keep them motivated. An organisation that can successfully do this, is more likely to retain individuals and have a more motivated team.  In some cases, an organisation may not be able to accommodate the career aspirations of an individual. Yet, they can still play an important role in helping them reach their career goals by offering training, workshops and mentoring opportunities. If an employee feels a leader is invested and supportive of their professional development, they are more likely to be motivated.  Boost happiness A happy workplace is a productive and motivated workplace. If you enjoy what you do, you’ll never work a day in your life, or so the saying goes. While ‘ways to create happiness’ is a topic that deserves its own blog (or religion), the following tactics may help lift the spirits of an unmotivated team: Structured team-building exercises Friendly non-work-related competitions Work social clubs Nights out or weekends away Good deeds (shouting lunch or Friday night drinks, screening a movie on a quiet day) Work flexibility (remote working, working outside) Autonomy Craft a great environment Work environment plays a key role in team motivation. Uninspiring office spaces lead to uninspiring work being done. Many public sector agencies and departments still operate in spaces with all-beige walls and isolated cubicles. Replace the staid with lightness, brightness, colour and collaboration, and create an environment that will boost motivation. There’s a reason why tech giants have open plan offices with relaxation spaces, games areas and hot desks. These elements have been shown to increase motivation, collaboration, productivity, talent acquisition and talent retention. ‘But my team doesn’t even have an office anymore,’ you might say. Controlling the work environment is one of the most difficult challenges presented by COVID-19. But by helping your team to build their home office, providing both the software tools and physical equipment they need to work well, you can mitigate the risk of low productivity. Sure, public sector workers have historically been more difficult to motivate. However, the challenges faced by leaders in the space are far from insurmountable; by using a few relatively simple strategies, you can ensure that your workers not only become more productive, but stay longer, and attract more top talent to your team in the long run. If you’re ready to build the ultimate public sector team, Ignite is ready to help you every step of the way. Get in touch with our friendly team today.

Historically there’s been a stigma around government jobs. You might close your eyes and think of the career bureaucrat or office administrator punching in at nine and out at five for 40 years or more. But while that may indeed have once been the reality, the truth is that government jobs are changing in ways that increasingly suit the younger set. Security has always been a major factor, and COVID-19 has only highlighted the value of a steady job. But there are quite a few other reasons why government work is increasingly in vogue. And a few may well surprise you. Broad opportunities and accessibility Entering into the workforce was already quite difficult for graduates, but with COVID ensuring that there are far more job hunters than there are jobs, it now appears to be more difficult than ever. Government departments can represent some light at the end of the university tunnel however. Not only has the public sector continued to look for talent through COVID, many departments actively search for graduates, and do so in a wide array of fields – science, economics, accounting, analytics, engineering and health, to https://www.woolcool.com/ name but a few. Between federal, state and local governments, the public sector is a huge employer, with no less than 1,956,800 people working within it as of June 2017. This ensures that there are always opportunities, which rarely feature unreasonable hurdles for candidates to jump. Work-life balance Government positions almost always ask for 38-40 hours of a worker’s time a week, and strictly those hours – no more, no less. Taking a job in the public sector allows you to switch off at the end of a day or week, and enjoy time with family, friends or yourself. It’s an almost old school system, and one that overworked millennials are appreciative of. Government positions are also increasingly offering flexible working opportunities, many of which have been implemented during the pandemic. With the infrastructure in place, workers can now put in their hours whenever and from wherever they wish, giving themselves the opportunity to work on side-protects, raise families or explore interests. Access to quality training There are plenty of benefits that come with working for such an expansive organisation as the government. With size comes greater access to resources, including quality training. What’s more, this training starts at the very beginning - with plentiful scrutiny placed on government departments to avoid costly external contractors, they prefer to develop talent internally, often from its most nascent stage. Many government workers are offered training, and it’s always top shelf, as a trainer or education provider must meet the government’s strict regulatory requirements. The training can range from a day course to a full university degree, and could be partially subsidised or fully funded. With the cost of education only going up, many millennials are choosing government work for the education opportunities alone. A cultural shift From the lurching, slow-moving and hesitant government agencies of the past, a new culture has emerged. It is one inspired by the private sector, where organisations must be agile and adaptable to compete. A more corporate model is now being used by government departments, with cost-effectiveness and accountability particular areas of focus. This shift has transformed the image of government work. It’s now seen by many millennials and tech-driven, dynamic, and, dare we say it, cool. A sense of purpose This report by Deloitte found that 84% of Millennials consider it their duty to make the world a better place. A deep desire to inspire positive change has driven many to public sector work, where the focus moves from profit to people. Government jobs tend to have a very clear purpose – it isn’t a game of Snakes and Ladders to find out how your work affects lives. The connection is direct, linked through clear social and economic policies. While few of these altruists will want to admit it, seeing reward for your work is important, as it inspires you to do even more. Government jobs are no longer just about security and stability, although in an increasingly volatile world, this quality is more important than ever. Modern government work instead combines the best of both the private and the public sectors. It is safe yet dynamic, pleasurable yet purposeful, and offers real opportunity for growth. It’s little wonder why so many Millennials are looking for government work, and if you’re one of them, the expert team at Ignite are ready to help you find it. Get in touch today.