Recruitment and jobs blog

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.

We are delighted to announce the board appointment of Cameron Judson as Independent Non-Executive Director of Ignite. Cameron is a highly respected senior executive with extensive experience in senior executive roles inside and outside of the recruitment industry. Between 2005-15, Cameron held a variety of executive roles including CEO and Managing Director at previously publicly listed recruitment agency. In addition to this, he has also held a number of senior executive roles outside of the recruitment industry within the employment services, education, community services and real estate sectors. Cameron’s commercial and recruitment expertise will be a key addition to the Ignite board. He holds an MBA, a bachelor of Arts  and is a member of the Australia Institute of Company Directors. He will greatly complement the existing leadership team at Ignite in the midst of our growth journey. Ignite Non-Executive Chairman Garry Sladden said, “Cameron is a highly respected and proven leader who brings a significant skillset to the Board and Ignite, and will no doubt add significant value to the Ignite business as it continues its progress under the leadership of Tim Moran and his executive team.” Cameron said, “Having closely watched the significant restructuring and cost reduction that has been undertaken at Ignite over recent years, I’m excited to be joining the Ignite Board at a time when the focus will now be on solid growth and the creation and implementation of strategic initiatives to position Ignite as a serious player in the Australian recruitment sector.” We are delighted to welcome Cameron to the Ignite family and are excited for what lies ahead.

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.

Name: Michael Higgins Position: Senior Recruitment Consultant, Specialist Recruitment, Engineering Location:  Sydney CBD office Ignite Tenure: 16.5 years Michael Higgins has been a key pillar of our NSW Specialist Recruitment business for the best part of two decades. You could not meet a more passionate, dedicated and consistently high performing company man. Michael’s journey began in engineering, after completing a structural engineering diploma at TAFE. He worked at Sydney Water for 13+ years and was exposed to a wide range of engineering disciplines and characters along the way. He then moved into hospitality, where he was fortunate enough to own some successful restaurants and bars. For over a decade, he experienced firsthand the importance of recruiting the right people into the right roles to achieve sustainable business success. After a short career break, he recalls reading the local Sutherland Shire newspaper and seeing an advert in the classified section for a “recruitment consultant”. Excited by the potential of working close to home and being rewarded with an “uncapped commission”, he successfully applied and joined the Ignite business. Sixteen years later he is still here, combining his background in engineering and hospitality to be a very successful senior engineering recruitment consultant in our NSW Specialist Recruitment team. We sat down with Michael to find out more about his Ignite journey and remarkable success so far. Why did you choose to work for Ignite? Initially, I was excited by the convenience of working close to home and being rewarded with uncapped commission. I didn’t realise how valuable the experiences I had in engineering and hospitality would ultimately be in my Ignite career. I remember my first placement, and how genuinely excited the candidate was to be offered his dream role. It was very special and still is to this day. Another reason I chose Ignite was because of the great leaders and mentors I’ve had through the journey, who taught me the art and science of recruitment. How to identify opportunities, how to talk, how to listen, how to learn from disappointments and overcome obstacles. The opportunity to learn always excited me, and it is something that Ignite continues to provide me with today, which is one of the reasons why I continue to choose Ignite. What are some key market trends shaping engineering recruitment right now? I see the same trends across all businesses in all industries. Hard work is rewarded. Passion drives success. There are good and bad days, but tomorrow is always a new one. Talent is scarce. The smart operators hire the best people. The best people want to work for employers that empower them, provide opportunity and reward results. And finally, talent wants more work life balance and flexibility than ever before. The pandemic has created so much uncertainty in the job market, yet you are having one of your best years to date in terms of performance, what do you attribute this to? I am very selective with the clients I invest my time and expertise with. You need to work with clients who treat you as an equal. They take your calls, listen to your expert opinion and treat you with respect you’ve earned over time. These are the types of relationships that endure through hard times (like a pandemic) and are the type of relationships I’ve cultivated through my career. These relationships have allowed me to flourish even in challenging periods. But the pandemic has helped me in unexpected ways. It’s highlighted the importance of being adaptable and willing to work differently. For example, transitioning to remote work was initially a major challenge for me, but with support from the Ignite leadership team and exceptional tools put in place I was able to adopt this new way of work seamlessly. During this period, our team forged stronger connections despite forced separation and had uplifts in productivity as well.  Now, remote work has become second nature to me and this willingness to adapt has helped me thrive in a period where others may have struggled. Michael, you have a strong reputation for building and maintaining long-term relationships with your clients, how have you achieved this and what are your top tips to help clients in your market? Recruitment is all about relationships. When it comes to clients, the strength of your relationships is dependent on the quality of candidates that you can deliver consistently. At the end of the day, clients want to fill roles, and source talent they can’t find on their own. So, the challenge is delivering this consistently and at a high standard even when the market is not in your favour. Achieve this, you can create a mutually beneficial bond with people that lasts for decades. So, my tips for clients are to invest time and energy into people and build a great environment for them where they want to come and work for you every day. Secondly, invest even more time identifying, attracting and rewarding people who want to join and stay on your journey. The best advice I can give is to share in your successes, learn from your failures. Support talent in both their professional and personal endeavours. Prioritise family, have fun and enjoy what you do! What are your top tips to help aspiring engineering talent? Work with an employer that genuinely cares about YOU. Someone who is willing to invest time and energy into YOUR career. Someone who takes an interest in what YOU do in and away from work. Someone who follows through with what they say. Trust your instincts. Listen to the people you trust. Learn from your mistakes. Be open to new experiences. Prioritise family. Have fun. Enjoy what you do! (sounds familiar). What are the things you love most about working at Ignite? The best thing about working at Ignite is the people I get to work alongside every day. Our colleagues, our leaders, our clients and our candidates. Ignite has provided me an environment for many years where I feel genuinely supported both professionally and personally. They care about me, my family, my development, my success and my journey. I feel incredibly fortunate to be given the opportunities, the skills, the tools and the environment to follow my dreams and be successful. Additionally, no two days are ever the same in recruitment. I am constantly learning 16 years in. Furthermore, it gives me the opportunity to play a small but critical role in helping people successfully reach their dreams, both clients and candidates, which is hard to replicate. At Ignite you can have lots of fun, enjoy the wins and share it with some great people. What sets Michael apart as an employee is his unrivalled passion for his role, for the people around him and for the broader Ignite organisation. His experience, knowledge and consistency for almost two decades has made him a true leader in our business that all staff look up to and enjoy working with. If you want the opportunity to work alongside exceptional people like Michael Higgins, visit our website career page today and join the Ignite journey.

Name: Surabhi Mishra Position: Account Manager, IT & Digital, Specialist Recruitment Location: Canberra, ACT Ignite Tenure: 7+ years Surabhi has been working in recruitment for well over a decade, specialising in IT recruitment and account management with both Technology and Federal Government clients. After completing an engineering degree in Mechanical and Automation, she began her career as an IT professional working with major tech companies like Infosys and IBM for over five years. In 2008, Surabhi moved to Australia. While on the hunt for local IT roles she came across our current ACT General Manager Laila Billberg, who introduced her to the world of recruitment. Since then, she has been applying her trade as an IT Account Manager at Ignite. We recently sat down with Surabhi and asked her some questions about her Ignite journey so far and picked her brains about the local Canberra recruitment market. Why did you choose to work at Ignite? I was attracted to Ignite because of their strong reputation in the local Canberra market. They are an ASX-listed leader in specialist recruitment and have long-established relationships with a broad range of federal government clients. They also have other specialisations in Canberra including Business Corporate and Talent Solutions which all complement each other really well.  I was also impressed by the leadership team, particularly my direct manager who has been extremely supportive since the beginning. Ignite also offered me an environment where I was able to learn and grow in my role. What are some key market trends shaping IT recruitment? In Canberra, there is currently a significant shortage of technology talent. Federal Government clients want security cleared candidates with increasingly hard-to-find skillsets. This rise in demand has seen contract rates for some talent rise exponentially, which I don’t believe is sustainable long term. Fortunately we have well-established talent pools built over decades to support our clients in finding the talent they need. What tips do you have for clients in your market? In the current candidate-driven market, clients need to be agile and make offers quickly to secure the best talent. End-to-end procurement timelines needs to be faster to keep pace with talent movements. More and more candidates want flexibility in their working environment, which is something clients now must consider or risk missing out. Finally, clients need to explore more ways to relieve talent shortages in the market, for example by sponsoring more security clearances. What tips do you have for candidates in your market? Now is a great time to be a candidate, but it’s important to be organised in your job search and consider long term prospects when interacting with recruiters and employers. Candidates need to ensure they communicate well with recruiters about other interviews they have in hand so we can provide the assistance they actually need. Also, commitment is another tip that candidates should be aware of to maximise their long-term prospects. What do you love most about recruitment? I love building relationships with people, having the opportunity to coach and mentor them to optimise their career. I like to build trust with my clients so that they know I can be relied upon to find them the best possible talent. Everyday in recruitment is different which keeps things interesting and enjoyable. What do you love most about working at Ignite? Ignite has a unique culture that I love being a part of. The teams’ spirits are always high, and everyone is working towards a common goal. We celebrate people within the team and support them when they need it. I also have lots of independence to do my job without any micromanagement, and I am given the flexibility I need to accommodate my lifestyle. At Ignite, we have some amazing people who have been working with us for up to 35 years. If you would like the chance to work with someone as passionate and dedicated as Surabhi, visit our career page today and check out some of our exciting internal opportunities.

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.