Recruitment and jobs blog

As Australia’s eastern states gradually open up from COVID-lockdowns once again, employers have the opportunity to revisit an important question. Where will our staff work from long-term? For 18 months, workers around Australia have been exposed to new ways of work reshaping their expectations and preferences of where they work from long-term. Now, in a candidate-driven jobs market, employers are faced with a key decision that could make or break their talent management strategy and underpin their employee value proposition (EVP). So, to help you out, we’ve surveyed 200 candidates to better understand their work environment preferences to help inform your long-term workforce plan moving forward. Here’s what we found. 67% want a hybrid work model According to our research, a resounding two thirds of candidates want a hybrid working model moving forward. They want the best of both worlds; the flexibility of working from home and the socialisation of working from the office. Talent in this space tend to disagree over the structure of hybridisation, but ultimately want a working week composed of flexible work policies that accommodate their respective lifestyles and individual needs. The key lesson here is that if you don’t offer this hybridised flexibility, your EVP will not appeal to the majority of talent. So, a hybrid model is something you must consider to appeal to current and future employees. 20% want to work from home exclusively Further to this, one fifth of workers are ready to abandon the office altogether and work exclusively from home long term. For 18 months, some workers have loved working from home. Why? Convenience, flexibility and work-life balance. No commutes, no dress codes and extra comfortability means 1 in 5 workers we surveyed don’t want to ever return to the office. Consequently, if you do decide to mandate an office return, be prepared for a sizeable chunk of your workers to jump ship for a company offering the flexibility they increasingly seek. 13% want to work from the office exclusively However, for some people, exposure to remote work has only reinforced their love of the traditional office environment. These individuals feel less focused and productive at home due to a higher prevalence of distractions. They find it hard to separate their professional life from their personal life within the same space. They also crave more opportunities for socialisation with their colleagues to build stronger and more effective teams. In these cases, abandoning the offices completely will likely detract these workers from staying at your company long-term as well. So, what does all this mean? Employers now need to cater to a broader range of work environment preferences than ever before. Some love the office, some love the home and others love both. The common theme across all 200 candidates is that talent values the flexibility to choose what suits them best. Therefore, employers need to find a balance between what is best for their people, but also what is the best for their business. Finding this balance will help you make a superior final decision about where your staff work from long-term, enhancing your EVP and talent management strategy.

Imagine choosing between two job offers with the same salary. What would motivate you to select one job over the other? We asked 185 candidates this very question to reveal their top motivators when choosing a new role. Their top motivators are: Work life balance (48%) Flexible working conditions (23%) Career progression opportunities (11%) Colleagues (10%) Leave entitlements (3%) Bonuses & commission structures (2%) Learning & development programs (2%) Office Perks & benefits (1%) These motivators are key to building a strong employee value proposition (EVP). In this article, we discuss how our research can help you optimise your EVP to attact the best talent in an increasingly candidate-led enviroment. Work-Life Balance Almost half (48%) of our candidates indicated that work-life balance is their top motivator when choosing a new role. This refers to an organisations ability to define clear lines between work and personal life, and allow their employees adequate time for both. Companies that demand 24-hour contact and out-of-hours work are unlikely to acquire and retain top talent seeking this balance. Flexible Work About a quarter (23%) of our candidates reported that flexibility is their top motivator when choosing a new role. Accelerated by COVID-19, flexible work has become increasingly popular amongst candidates and less uncomfortable for employers. The ability to choose your own hours, work from anywhere and compress your work week to accomodate your lifestyle are highly valued benefits sought out by many candidates. In response, many companies are embedding flexible work policies in their EVP to satisfy these demands. Career Progression 12% of our candidates reported career progression opportunities as the most likely reason they would choose a new role. These individuals are looking to climb the corporate ladder and value organisations that present clear pathways to doing so. Ambitious employees want to work for companies where there is scope to grow: a promotion, a new challenge or learning opportunity to maximise their development. Companies that don’t offer these opportunities are unlikely to attract top talent seeking these benefits. Colleagues 10% of candidates reported that their colleagues play a key factor in their decision to change roles. This is not surprising given the typical office worker will spend more time with colleagues than their own family. Strong relationships in the workplace benefit both employer and employee by boosting engagement, motivation, productivity and performance. Companies that can offer prospective talent a strong internal culture and supportive work environment are more likely to attract talent who value the people they work with. Leave Entitlements Only 3% of our candidates selected leave entitlements as their primary motivator to change roles. Perhaps this is because many leave entitlements are legally required (e.g., annual leave, maternity leave, etc.). However, some companies will go over and above what’s mandated by offering additional leave for birthdays, voluntary work and mental health to support their employees. These benefits may not be the top consideration for most candidates, but it certainly adds value to the EVP of a particular organisation. Candidates change jobs for a variety of reasons, and each will have their own motivation for doing so. Our research suggests when salaries are taken out of the equation, work-life balance, flexibility and career progression opportunities are the top reasons a candidate will choose a particular role over another. This has important ramifications for employers looking to optimise their EVP to attract and retain top talent, by ensuring they offer the perks and benefits their target candidates value the most. At Ignite, we have incorporated all of these top benefits into our employee value proposition to attract great talent to our business. In fact, we are always on the lookout for exceptional talent to join us. Check out our career page for more information about open vacancies.

Ignite is proud to announce our new partnership with Procurement Australia. From January 1st, 2021, Ignite is officially authorised to support all Procurement Australia members with their respective recruitment, training and associated services needs including: Permanent recruitment services Temporary recruitment services Contingent labour services HR consultancy services Psychometric testing & skills assessment services Unbundled recruitment services Procurement Australia is one of Australia’s leading partners of strategic sourcing and procurement solutions for its members across private and public sectors. Their extensive membership base consists of over 24,000+ entities including government authorities, not-for-profit entities and private companies across many Australian sectors. As a newly appointed supplier, Ignite is authorised to support these entities through our Specialist Recruitment and People Services divisions. This will cover contract, temporary and permanent recruitment solutions across key verticals such as IT & Digital, Business Support, Sales & Marketing and Accounting & Financial Services just to name a few. In addition, we will also provide HR consultancy services and unbundled recruitment services through our People Services division. With over 35 years’ experience working with public and private sector organisations across these areas, our comprehensive services aligns well with the professional needs required by Procurement Australia’s members. We are very excited to commence this partnership in 2021, and look forward to igniting the potential of Procurement Australia's members for many years to come.

At Ignite, supporting our candidates by optimising their experience is one of our key priorities. Not only do we connect talent with fantastic employers and job opportunities, we also ensure they are equipped with the skills, knowledge and tools to thrive in their respective careers. One way we do this is through Ignite's candidate meetups. These sessions, led by our consultants, are designed to improve the overall capability and employability of our candidates as they navigate the increasingly complex and competitive jobs market. One such consultant at Ignite who has pioneered these sessions is our VIC-based senior IT recruiter Harry Wade, who recently hosted his 13th candidate meetup. Harry’s sessions are geared towards candidates within the IT and technology space, and have become must-attend events for relevant talent. According to Harry, “the meetups are a great opportunity for us to engage with jobseekers and support them in their careers. We discuss key trends in the employment market and prepare them for all aspects of the recruitment and hiring process”. On average, about 30 candidates attend Harry’s sessions, hungry for insights and tips that can set them apart in the eyes of employers. Harry says, “many candidates are facing similar obstacles and simply looking for confidence and reassurance that they’re doing the right things when looking for work.” We identify where they can improve and then equip them with the skills and knowledge they need to thrive in their respective careers”. Like in all things, Information is power when it comes to job search. Our candidate sessions provide candidates with the latest and most relevant information to help them understand hiring processes and secure employment. According to Harry, content in his meetups vary but they typically include the following staples to support IT talent: Market insights and key employment trends Recruitment process tips including interviewing and assessments Personal branding tips including LinkedIn profile building, CV/Resume tips Available job opportunities       One of the most common pain points for candidates is the lack of feedback and support they receive through the recruitment process, particularly following unsuccessful applications. Ignite’s candidate meetups address these issues by ensuring all candidates are given the guidance they need to build their capabilities and ultimately become successful ones. Harry says, “in my experience, success or failure in recruitment can often come down to very minor adjustments, from body position in an interview to adjusting the formatting of a CV. We know how hiring managers think and operate, and share this knowledge to show candidates how they can achieve better outcomes”. Thirteen sessions in and candidate feedback has been extremely positive about Harry's meetups so far, with attendance gradually growing each time. One candidate left a Google review saying, “the meetup was very interesting and helped be build and update my CV to be job ready”. Another candidate said, “the session was very informative with a great overview of the jobs market and trends relating to IT”. Harry's response to this feedback is “I enjoy offering advice and am passionate about helping my candidates find employment. I hope everyone that attends my sessions can take at least one pearl of wisdom to help them in their career journey”. Ignite’s candidate meetups are extremely valuable because they help build relationships between our consultants and our candidates, driving engagement and trust. By investing in talent through these sessions, we're able to build the employability of candidates and generate stronger talent pools to present to employers including our clients. According to Harry, "contributing to the development of a candidate to help them be successful is why I became a recruiter". As the market becomes increasingly flooded with candidates looking for work, this development can be critical to securing employment. Ignite’s candidate meetups are held regularly throughout the calendar year, designed with insightful material relevant for all. Like Harry, all our consultants are passionate about supporting their candidates. So, If you’re interested in attending future sessions, keep an eye out in 2021 on our social media and website for future instalments. Harry and the broader Ignite team can’t wait to meet you!

Are you looking for an innovative, flexible and cost-effective approach to your talent management strategy? In this current period of uncertainty, our People Services division is the perfect solution to help you deliver efficiency, quality and cost savings for all your people-related challenges. Recruitment and HR outsourcing is a $14.1 billion dollar rapidly growing industry in Australia. Companies are increasingly looking for external support to boost the efficiency and effectiveness of their HR and recruitment initiatives. By outsourcing these core business functions, companies can access greater candidate diversity, improve their time-to-hire, generate cost savings and experience greater talent outcomes. Consequently, to deliver these benefits, and address these current and growing needs for flexibility and agility, Ignite delivers a unique range of talent solutions to clients through our People Services division.   What is People Services? Ignite’s People Services division specialises in the design, implementation, support and delivery of tailored human capital solutions. These include end-to-end management of recruitment and HR processes and programs, candidate management, candidate assessment and analysis, workforce planning, performance management, talent pipelining and so much more. With over a decade of experience operating across Australia, our People Service team has the capabilities and resources you need to support and drive all your talent management strategies. What do People Services do? People Services complements our core specialist recruitment division, by providing clients with a full suite of HR and recruitment solutions across all areas of the employment life-cycle. From design and management of graduate and bulk recruitment programs, to the outsourcing of HR processes and initiatives, our People Services team will ensure your business can access, acquire and retain exceptional talent to help your business thrive. People Services provides companies with more comprehensive and flexible support across their HR and recruitment functions. This ensures they have the processes and resources in place to deliver optimised recruitment and HR initiatives to drive their people strategies as and when needed without the embedded associated costs. Our team provides services across all stages of the typical recruitment process: Project management – planning, assessment design, methodology, outcome, review Candidate management – shortlisting applications, referee checks, interviews, feedback Online testing – psychometric testing, cognitive testing, behavioural profiling, skills testing Video interviewing – panel interviews, question design, assessment, selection report Online assessment centre facilitation – design, management and review Administration support Scribing services In addition to this, our People Services team also provides unbundled recruitment services, charging businesses only for the services they actually need without any superfluous cost burden. Whether it be shortlisting, referee checks, interviews, online testing or scribing, our team can deliver your bulk requirements to ensure your recruitment programs run smoothly. These services and solutions, in addition to our specialist recruitment division, truly sets Ignite apart in the recruitment and HR space. Who do People Services work with? People Services has been a trusted provider of talent services in both the public and private sector for well over a decade. With a growing national footprint, our team is heavily involved with multiple Federal Government agencies and private sector clients, and has been a key contributor to their recruitment and HR initiatives for many years. We have designed and implemented tailored recruitment methodologies for each of them, and played a key role in the successful employment of thousands of candidates nationally across Australia's corporate landscape. Over the years, our delivery includes, but is not limited to: Managed over 1,500 recruitment processes Shortlisted over 40,000 candidate applications Managed over 60 assessment centres Managed over 30 graduate recruitment rounds Our ability to understand the needs of our clients, and deliver consistent high-level performance that exceeds all expectations, results in strong long-term relationships. Our breadth and depth of services are unparalleled in the marketplace, providing us with unique expertise and experience to support organisations nationally of any size within any sector in all their talent management needs. How do I get in touch with People Services? As we enter a new financial year, there has never been more uncertainty relating to the HR and recruitment needs of organisations. Consequently, If you need support or guidance navigating this uncertainty and embedding flexibility in your talent strategies, our People Services team are ready to assist you with the perfect solution to ensure you emerge from this COVID-19 period in a stronger position than ever. For more information, please don’t hesitate to get in touch: Email: [email protected] Phone: (02) 6113 7500   Author: Mark Southwood Executive Business Analyst

When he’s not being paid to travel and surf new waves on Pink Foamy, his aptly named surfboard, or dedicating his time to his foundation whose goal is to motivate Indigenous youths and eradicate youth suicide and incarceration, Matt is making a difference through his work at Ignite. Matt is one of Ignite’s specialist Indigenous consultants who oversee recruitment and mentoring programs to connect members of the Indigenous community with public and private organisations. The team builds strong relationships in communities where they promote inclusion for all Aboriginal and Torres Strait Islander people. So far the impressive Indigenous team recruited through Ignite have been engaged by such brands as Google, Westpac, Commonwealth Bank and the NRL. To read some moving accounts of what Matt does on a day-to-day basis, to hear more about Ignite’s Indigenous recruitment and mentoring opportunities, or to hear what Tupac and Elon Musk have in common, read Matt’s Q&A below: Can you tell us some types of roles you’ve filled? I placed and assisted four senior Indigenous men that had just come out of prison onto a worksite. I would pick them up at 6:30am in my pyjamas and drop them at work for the day before heading into the office at 8:30am. Can you tell us about some of your biggest wins at work? One of my biggest wins at work so far was landing Google as a client. To support them in their journey to employing more Aboriginal and Torres Strait Islander people! What’s your absolute favourite part of your job? Meeting with passionate and inspirational people in other companies who are on a journey to help support Indigenous communities and people with employment opportunities and pathways that can change lives. Name one thing that made you smile at work this week? A very productive meeting with a new major client that we will now be supporting in their journey to employ Indigenous graduates. What’s one of your proudest moments at work? Recently I placed a senior Aboriginal lady into her dream job at NSW Government Family and Community Services. The day I called her to inform her of the great news, she was working at a topless bar. Her Job Active provider was making her do it. She broke down crying with happiness in the toilet of the topless bar. Now we are mentoring her to continue her amazing progression! Can you tell me a low point you’ve experienced at work? I live by the saying: “I never lose, I either win or I learn.” In saying that, any low point I have experienced has been a great learning curve not only for myself but Ignite as a whole. We have such passionate and amazing people working at this organisation, the most difficult thing to see is them being disheartened. How long have you had your foundation? I started The Bright Youth Foundation in 2012 officially, but I’d spent a year or two working behind the scenes before we officially launched. Can you share some major achievements of your foundation? I established the foundation with the aim of being able to empower and inspire the Indigenous youth in our communities to create a brighter future. We would provide what they needed to achieve that. Personally, I was nominated to be a candidate for Young Australian of The Year because of the work I had done with the foundation. The highlights, though, are definitely getting calls from parents who tell me how inspired and driven their children are after we have worked with them. And seeing them go on to full time employment and achieving their goals. There is nothing more rewarding than that! Your number one life achievement so far? Definitely founding The Bright Youth Foundation and being able to bring multiple opportunities and provide a vision and motivation for the Aboriginal youth of my home community. What did you want to be when you were little? I grew up surfing with my dad so I always wanted to be a professional surfer. I semi achieved that! If you could have one superpower? The ability to transform people’s lives You could have dinner with three celebrities, dead or alive, who are they? Tupac, Martin Luther King Jnr and Elon Musk. What’s your favourite thing about working for ignite? The coffee machine. *laughs. The flexibility and support. I get to be creative with my work. I’ve been here nearly two years and have already made so many good memories. The get togethers are always fun! You’ve officially just met Matt. He is an inspiration and everyone at Ignite is incredibly proud to have him on our team. Not only has Matt managed to realise his childhood aspirations and achieve his superpower, he can confidently say he’s making the world a better place on a daily basis. It looks as though we do have superheroes walking among us after all. If you’d like to know more about Ignite Indigenous recruitment, whether you’re looking to employ, be employed or be a consultant like Matt, don’t hesitate to contact Matt on the details below. He also just happens to be a very friendly guy! Matthew McArthur t. 03 8319 7850 | m. 0427 602 499 [email protected]