Recruitment & Co Spring issue

RECRUITMENT & CO Spring Issue 2024

GAIN A PRACTICAL BUSINESS PERSPECTIVE ON AI AND ITS PRODUCTIVITY BENEFITS

DIVE DEEPER WITH OUR 3-PART TRAINING SERIES ON INTRODUCING & DEMYSTIFYING AI

module 1 oct 22 Module 2 oct 24 Module 3 nov 14 michael donoghue Presenter

REGISTER at www.apscoau.org

What's inside?

9

8

33 4 How APSCo Is Evolving to Support Members in a Changing Market by APSCo Australia MD Lesley Horsburgh 5 How three Aussie companies are adopting AI to hire and develop talent - LinkedIn 6 The Access Group acquires candidate onboarding solution, Onboarded

22

7 Bullhorn Engage Sydney 2025: Discovering the future of recruitment AI 14 Tough times build resilient businesses by John McCluskey 15 AI – Are you an Adopter? by Anthony Whyte 16 Combating Ageism in Recruitment: Are We Playing Our Part? by Sharmini Wainwright 17 The Growing Importance of Cybersecurity in HR and Recruitment Tech, WorkPro 19 Australian Privacy Principles and application of the employee records exemption, Gadens 20 Understanding the key drivers of rising workers compensation claims costs by Mark Farrugia 21 Empower your recruiters with Chatbot Automation, The Access Group 23 Why Australian Recruitment agencies are expanding to the US, PGC Group 24 Navigating the Quiet: The easiest way to boost business is when things are slow. By Colin Cuthbert 25 Microsoft and Mercury, the partnership that’s changing recruitment and staffing 27 Flexible Working Arrangement Disputes - What does the Fair Work Commission Say?, Squire Patton Boggs

Recruitment & Co is published by the Association of Professional Staffing Companies Australia (APSCo Australia).

Editorial submissions: jessica@apscoau.org Advertising enquiries: jessica@apscoau.org Membership enquiries: lesley@apscoau.org

30 The Price of Sleep: Is Fatigue Costing Your Business?, Certex 31 How you can help your recruitment company navigate the regulatory maze, WIlliam Buck

RECRUITMENT & CO | 3

www.apscoau.org

A MESSAGE FROM OUR MD

How APSCo is evolving to support members in a changing market Ensuring we stay relevant is a large part of the daily conversations I have with my team at APSCo.

Lesley Horsburgh Managing Director APSCo Australia

As we continue to push through a challenged market, understanding what’s keeping our members awake at night is key to how and what we build into membership within APSCo and for me is an intrinsic part of the whole Association model.

While our foundations will always be built on offering guidance and support around compliance, legislative change and best practice, engaging our members across developing issues, market trends and progressive, forward thinking ideas will continue to be a growing focus for us as we all turn our attention to 2025. Our upcoming webinars and training programs are a true reflection of this.

Of course, there’s always key dates in the APSCo calendar that our members look forward to every year – our Gala Dinner is one of them and with celebrations just around the corner it’s always a great way to highlight the enormous achievements and quality businesses that exist in the Australian professional staffing market.

This year we’ve added ‘Partner of Year’ to the category line up – our partners are a huge part of what we do and so giving nod to their contribution and allowing our members to cast their vote for the winner was an easy decision.

I wish all of our finalists the best of luck and thank each and every firm that took the time to enter this years Awards for Excellence.

I hope to see you all in Melbourne.

LESLEY HORSBURGH APSCo Australia Managing Director

RECRUITMENT & CO | 4

www.apscoau.org

PARTNER NEWS

How three Aussie companies are adopting AI to hire and develop talent The 2024 Work Trends Index Report from LinkedIn and Microsoft reveals a significant shift in AI utilization in Australian workplaces. With 84% of knowledge workers using AI, the demand for AI-driven solutions is clear.

However, while 80% of Australian leaders recognize the need to adopt AI to stay competitive, 70% worry about the lack of a strategic implementation plan.

Adam Gregory, LinkedIn’s Senior Director of ANZ Talent & Learning Solutions, emphasizes the importance of a continuous learning culture to integrate AI effectively.

He states, "If you want to figure out how AI can make a real impact on your business, the best way is to enable your teams to start testing specific use cases and the biggest thing that will set any organisation up for success is building a culture of continuous learning."

The report highlights that AI power users save an average of 30 minutes per day and enhance their workflow, with 85% starting and ending their days with AI tools.

Businesses not embracing AI risk missing out on time savings and innovative opportunities.

Organizations that adopt AI report higher efficiency, creativity, and job satisfaction among employees.

MinterEllison exemplifies this trend, using AI to enhance learning and development programs. "Generative AI is increasing people's productivity and efficiency, but also improving people's experience in the workplace by freeing up time for more interesting work," says Kate Booth, Head of Learning and Development at MinterEllison.

Similarly, UniSuper and RMIT University leverage AI to streamline recruitment processes.

Luke Collard, UniSuper's Head of Talent Acquisition, notes, "The first win is automation – getting rid of some of those administrative tasks, as well as being able to refine content.

We're starting to use it for advert writing, writing our position descriptions and interview guides."

Tania Downling, RMIT's Head of Talent Acquisition, shares, "Using LinkedIn's AI for InMails has saved us time significantly.

It allows quick drafting and customisation of emails, enhancing our engagement with prospective candidates."

These examples underscore the transformative potential of AI in the workplace and the need for strategic implementation to harness its full benefits.

Dive into a free LinkedIn Learning’s course, "AI & the Workforce: A Deep Dive into the Future of Work," to explore how AI is impacting jobs and skills.

Read more here and view the 2024 Work Trends Index Report here.

RECRUITMENT & CO | 5

PARTNER NEWS

The Access Group acquires candidate onboarding solution, Onboarded The Access Group, a leading provider of business management software to mid-market organisations in the UK, Ireland, USA and Asia Pacific, announced that it has reached an agreement to acquire Onboarded, an Australian-based technology provider of recruitment onboarding software.

As part of this acquisition, The Access Group has reached an agreement to acquire Onboarded’s sister company, smartAI, a personalised conversation platform for recruiters.

This furthers Access’ ambition to help recruiters globally to benefit from usable AI daily.

Through this acquisition, Access Recruitment will be able to offer its customers the ability to streamline and speed up the onboarding process and ensure candidates are fully compliant. 84% of candidates using the Onboarded platform complete their onboarding within 24 hours.

Access Recruitment and Onboarded together will offer customers a suite of features that will deliver a fully customisable digital platform which onboards candidates and employees in minutes with one link and sends the information back to the CRM. Access’ advancements in AI and automation within the recruitment sector reinforce the Group’s commitment to making innovative technology accessible to all.

Raj Soni, Founder of Onboarded and smartAI, said: “Since founding Onboarded in 2019, our mission and vision have been to build trusted connections between workers and businesses.

Joining forces with Access represents an exciting new chapter in our journey, making it even easier for more people—globally—to onboard seamlessly into the workplace.”

Emma de Sousa, Group Managing Director, Access added: “We are delighted to welcome Onboarded and smartAI to the Access family, and we look forward to working alongside the Onboarded and smartAI teams to deliver an exceptional software experience that lightens the load for recruitment professionals and creates a seamless onboarding process for candidates changing roles or entering the world of work.”

For more information on Access Recruitment, visit www.theaccessgroup.com/en-gb/recruitment/form/contact/

RECRUITMENT & CO | 6

PARTNER NEWS

Bullhorn Engage Sydney 2025: Discovering the future of recruitment AI Bullhorn is thrilled to announce that Bullhorn Engage Sydney 2025 is set to return to the iconic Royal Randwick Racecourse to bring together the APAC recruitment industry and the Bullhorn team for a day of learning and networking.

Mark your calendars for 6 March 2025 and get ready to experience an event full of insights about today’s recruitment market and how to use technology to move forward together.

Why Engage Sydney 2025 will be unforgettable: 1. A premier venue upgrade: After the overwhelming success of last year’s event, we’re excited to move to the bigger and better WINX Stand at Royal Randwick Racecourse.

This state-of-the-art venue will offer an enhanced experience, with exceptional views and world-class facilities that perfectly complement the excitement of Engage Sydney.

2. Dive into the future with AI: This year, our focus is on artificial intelligence (AI). As technology continues to evolve rapidly, we’ll explore how AI is shaping the future of recruitment. Get ready to gain insights into the latest innovations and trends that are transforming our industry.

3. Learn from the best: Engage Sydney 2025 will feature talks from industry leaders who are at the forefront of tech innovations. They’ll share their knowledge on emerging trends, offer valuable insights, and discuss best practices that can help drive your success.

4. Network with peers, Marketplace partners, and the Bullhorn team: This is a fantastic opportunity to connect with other professionals, industry peers, and marketplace partners. Exchange ideas, forge new relationships, and build a network that will support and inspire your career growth.

Engage Sydney 2025 promises to be an incredible event that combines cutting-edge technology, expert insights, and unparalleled networking opportunities. Join us in the WINX Stand at Royal Randwick Racecourse on 6 March 2025, and be part of the conversation that’s shaping the future of recruitment.

Stay tuned for more updates and details, and don’t forget to secure your tickets!

See you at Engage Sydney 2025!

RECRUITMENT & CO | 7

PARTNER NEWS

Talent RISE raises $89,172 following annual Step Up challenge Sydney, Tuesday September 10, 2024 – Talent RISE is pleased to announce that $89,172 has been raised in the 2024 ‘Step Up Challenge’ fundraising initiative which is aimed at helping young people with challenges to finding employment.

Funds raised will go towards three life-changing initiatives.

These vital funds will be used for three lifechanging initiatives. These are: EnterTech Program: Funding young people through work placements and training to acquire required skills and experience to provide a clear employment pathway for young people into tech roles.

Paid Internship Scheme: Paid internships can be life-changing but are often impossible to secure for the young people we work with.

This scheme will fund internships which provide critical experience to help young people gain confidence and secure employment.

Equal Access Program: This program will support young people from refugee, asylum seeker, or Indigenous backgrounds by covering the cost of training (alongside RISE work readiness support) to provide a platform for future security.

In FY24, Talent RISE supported 554 young people with training and coaching, and placed 61 into meaningful employment.

On the fundraising efforts, Karen Graham, Talent RISE CEO ANZ said, “Raising $89,172 is incredibly heartwarming and a fantastic result that will help so many. Over the last 12 months the Talent RISE team have helped countless young people and will now be able to help many more because of the generosity of others.

As in previous years, all of Talent RISE’s overhead costs are covered which means every cent that is raised goes directly to support young people facing barriers to employment.”

Launched in 2014, Talent RISE is the charitable foundation of Talent – a leading global technology and digital recruitment specialist. To date, Talent RISE has engaged more than 5,000 young people through workshops and mentoring and has successfully placed over 500 into meaningful employment.

According to the ABS, the youth unemployment rate in Australia remained at 9.6% in June 2024. This figure, however, remains too high and is more than double that of the general population of 4.0%.

According to Stats NZ, in the March 2024 quarter, the seasonally adjusted proportion of people aged 15-24 years who were not in employment, education, or training (NEET) was 12.4%, up from 10.3% compared to March 2023.

Over the years, the Talent and Talent RISE global team has volunteered over 50,000 hours to give back to charities and community projects and are proud to add the ‘Step Up Challenge’ to the list.

RECRUITMENT & CO | 8

Congratulations to our Finalists

Cornerstone Medical Recruitment Keane Consulting JV Recruitment Recruitment Sorted MAP Talent Group Recruitment Hive The Network Sapture International

1Medical Medacs Healthcare Whizdom

Major Sponsor

Chandler Macleod Robert Walters ACRWORLD Launch Group Sapture International Cornerstone Medical Recruitment Robert Walters Smith & Co Launch Group Whizdom SustainHealth Recruitment

Major Sponsor

Aaditya Chavda John Camm Liam Felloni Michael Higgins Mohammed Samsam

Horner Recruitment HorizonOne Recruitment Talent Troocoo

Gadens IMS People Possible Sovereign Private Squire Patton Boggs WorkPro Younique Coaching

Thank you to our Sponsors

Major Sponsor

Candidate Experience

Innovation

Best Performance

Pre-dinner Drinks

Compliance Team of the Year

Branded Wait-staff

Tough times build resilient businesses There is some truth in the old saying “tough times build tough people” and it is equally true for businesses.

Many businesses starting during the pandemic may have undertaken the step into entrepreneurship during the peak of boom times with Government throwing cash into the economy like a professional gambler on the poker table.

Interest rates were virtually nothing, money was cheap to borrow and there seemed to be no limits to what people would pay to secure talent, whether it made business sense or not.

So, what happened? Basically, everything started to revert to the centre, and normalise.

Many recruiters may have over capitalised, borrowed, hired staff they would not have normally and paid them far more than they should have.

Efficiency went down, so companies wanted people more in the office. With increases in efficiency and adoption of AI, organisations' business will need fewer people. Suddenly, less money is flowing through the economy, with increased business costs, higher interest payments, increases in utilities, complex IR reforms, increases to state taxes and insurances, and suddenly, within 12 months, times are a little tougher.

Took advantage of ATO generosity of delaying paying taxes to invest in growth and living on what seemed an endless supply of generosity and opportunity available to business.

Candidates were king and demanding salaries and rate increases to reflect newfound lifestyles, working remote, having a flexible work life balance, getting offered 4-day weeks, extra leave and this was going to be the new norm.

The ATO wanted their tax, interest rates moved to move inline with long term averages.

John McCluskey Managing Director Whizdom APSCo Director

If there is any good news it is there is more availability of good talent and more realistic salary and rate requirements from candidates.

Some businesses may continue to downsize, or the new term “right size”.

Don’t think this is a failure if it saves your business as upturns are like climbing the stairs and down turns are like going out the window.

So tough and uncomfortable decisions can often be the right ones, if it’s the difference between opening or closing your doors.

Those companies that did not overextend and put a little away for a rainy day are probably travelling bit better and finding times like the GFC.

RECRUITMENT & CO | 14

AI – Are you an adopter?

In July, I had a pleasure of attending an APSCo members lunch to listen to Bill Simpson-Young of the Select Advisory Committee on AI regulation for Australia, and some of the opportunities ahead for our industry.

It also included a fireside chat with Aaron McIntosh (Regional VicePresident APAC at Bullhorn) with Q&A opportunities and it got me thinking like most of the attendees.

Artificial Intelligence (AI) has revolutionized the recruitment process by making it more efficient and effective for both candidates and recruitment companies.

However, there are positives and negatives to consider when using AI in the recruitment world.

One of the biggest benefits of using AI in recruitment is that it can help to streamline the hiring process. AI tools can quickly analyse resumes and applications to identify the most qualified candidates, saving recruitment companies valuable time and resources.

This allows us as an industry to focus on building relationships with candidates and clients, rather than sifting through numerous applications.

For candidates, AI can help to match them with job opportunities that align with their skills and experience.

This can increase the chances of finding a job that is the right fit for them, leading to higher job satisfaction and retention rates.

Additionally, AI can provide candidates with real-time feedback on their applications, helping them to improve their resumes and cover letters for future job opportunities.

On the other hand, there are also negatives to consider when using AI in recruitment. One of the main concerns is the potential for bias in the AI algorithms used to screen candidates.

Anthony Whyte Managing Director Talent International APSCo Director

While AI can streamline the hiring process, it may also lead to a lack of personal interaction between candidates and recruiters.

This could make the process feel impersonal and discourage candidates from applying for jobs with a particular company.

Many agencies have already implemented AI to do CV prepping; Job ad writing; interview question preparation and the like, but these are just the minimum basics.

In summary, the use of AI in the recruitment needs to be carefully worked through due to both positive and negative implications.

If these algorithms are trained on biased data, they may inadvertently discriminate against certain groups of candidates, leading to a lack of diversity in the workplace.

While AI can help to make the hiring process more efficient and effective, it also has the potential to introduce bias and reduce the personal touch in recruitment.

Another potential downside of using AI in recruitment is the loss of the human touch.

It is important for companies to be mindful of these factors and use AI in a way that benefits both candidates and recruiters.

RECRUITMENT & CO | 15

Combating ageism in recruitment: Are we playing our part?

I’m sure all of us in the industry have seen ageism at play. Clients asking for the ‘up and comer’, organisational cultures described as ‘young and vibrant’ and of course the most experienced (and often expensive) candidate on the shortlist not getting a 1st round interview because of the assumption that they aren’t as tech savvy as the other candidates.

The other obvious point to call out is that many recruiters in their first 5 years in the role are in the 20s and 30s age demographic themselves.

How does their lens on life translate into defining the final shortlist for the role?

I have seen the real and damaging effects of ageism. Having been in the recruitment industry for over 22 years, I have been able to follow both the joyous upwards trajectories of candidates, culminating in them achieving a pinnacle role, through to them struggling in more recent years, reflecting on the pinnacle role which has since evaded them as successors have come through.

Michael Page Australia Talent Trends 2024 report paints a stark picture — 51% of Australian employees have faced age discrimination.

That’s more than just a statistic; it’s a wake-up call that we need to address. What can we do as an industry to move the dial on this?

But let’s not forget that ageism cuts both ways. It’s not just older workers who suffer—46% of young professionals in their 20s report facing age-related bias.

By sidelining any age group, we’re robbing ourselves of the fresh ideas and dynamic energy that young talent brings.

This isn’t just about fairness; it’s about harnessing the full potential of our workforce.

Sharmini Wainwright Senior Managing Director Michael Page Australia

Avoiding age-specific language in job ads Encouraging clients to assemble diverse interview panels.

Challenging our clients at job briefing stage regarding their requirements which naturally cull the talent pool available.

Creating internal mentorship programs that connect different generations, to share knowledge and build stronger and more cohesive teams.

Remember, with life expectancy increasing beyond 100 years and a longer career runway, we need the world to also adjust and move with this.

What are the steps we can take as recruiters?

Training sessions to really lift the level of understanding and awareness of bias (conscious and unconscious)

RECRUITMENT & CO | 16

The Growing importance of cybersecurity in HR and recruitment tech The growing adoption of HR technology has transformed workforce management.

However, these advancements can introduce cybersecurity risks if robust security measures aren’t in place, WorkPro writes.

How Recruitment Companies Can Protect Data

Hiring teams handle vast amounts of sensitive information and are therefore a prime target for cyber criminals.

The shift to remote work during the pandemic further complicated cybersecurity, as employees often use personal devices and potentially less secure networks, increasing the vulnerability of personal and corporate data.

This makes it crucial for organisations to implement and adhere to strong remote access protocols and ensure all employees receive proper cybersecurity training.

Privacy regulations impose strict guidelines on the collection, use and storage of employee data.

Non-compliance can result in severe penalties, so all teams must collaborate to ensure data handling processes meet regulatory standards and are regularly reviewed.

Beyond technology and compliance, leaders must play a role in fostering a strong security culture.

From onboarding to ongoing training, ensuring employees understand the importance of security, including cybersecurity and adherence to company policies and procedures.

A security-aware workforce is the first line of defence against cyber threats, reinforcing the organisation’s overall security posture.

To secure candidate, client, and employee data, recruitment companies should adopt comprehensive data protection strategies: Develop a Data Protection Policy: Set guidelines for collecting, storing, and accessing personal data, including security measures and an incident response plan.

Limit Data Collection: Gather and maintain only necessary data.

Regularly review and delete data in line with Government and company requirements.

Use Secure Platforms: Choose third-party software and confirm their security policy and procedures.

Train Employees: Provide regular training on data handling and secure communication. Ensure all employees sign confidentiality agreements.

Monitor and Audit Data Access: Implement strict access controls and conduct regular audits to ensure proper data management.

Obtain Consent and Be Transparent: Clearly communicate with candidates, staff and clients on how data is collected and handled. Obtain explicit consent before processing data.

RECRUITMENT & CO | 17

WorkPro’s Commitment to Cybersecurity At WorkPro, protecting sensitive data is a priority. Our recent ISO 27001:2022 accreditation emphasises our commitment to a rigorous security framework.

Additionally, we conduct regular security penetration testing to highlight vulnerabilities, and are in the process of developing an 'Identity Vault' to maintain secure document storage for all candidates, demonstrating our dedication to safeguarding user data against evolving threats.

Even with a multitude of thirdparty integrations, we adhere to strict security relating to data exchange, aimed at minimising data breach risks, and maintaining our Government accreditation obligations.

As leaders in compliance management, we’re committed to keeping data safe and helping you minimise cybersecurity incidence with our approach.

This also includes cybersecurity training, which WorkPro subscribing customers can access as part of their eLearning subscription.

We invite you to explore our eLearning library, review our security and data handling policies, access online resources, and welcome you to contact us to learn more or to answer any questions.

RECRUITMENT & CO | 18

Australian privacy principles and application of the employee records exemption The case of ALI and ALJ (Privacy) [2024] AICmr 131 sheds light on the scope of the employee records exemption under the existing Privacy Act 1988 (Cth) (Privacy Act) and reinforces employer’s privacy obligations to their employees. Gadens explains.

The case concerned an employer disseminating medical details to 101 head office employees about the health status of another employee who had suffered a medical episode at work.

After the employee complained to the Office of the Australian Information Commissioner, the employer was held to have breached Australian Privacy Principle (APP) 6.1 which governs the use or disclosure of personal information under the PrivacyAct. This came after the employer unsuccessfully relied on the employee records exemption within section 7B(3) of the Privacy Act which required the act or practice in question to be directly related to the employment relationship.

In order to receive protection under the employee records exemption of the Privacy Act, the employer’s act or practice must directly relate to its employment relationship with the employee in question. An indirect, consequential or remote effect on the relationship is insufficient to enliven the exemption.

The words ‘directly related’ in the exemption are interpreted narrowly to mean ‘absolutely or exactly having connection’.

The fact that an employee’s personal information is already in the public domain does not relieve an employer of its privacy obligations in relation to the handling of that personal information.

The circumstances of the individual matter are important when determining the employer’s primary purpose for collecting the information.

In cases of ambiguity, the Commission will apply a narrow construction to afford protection to the employee.

There is a distinction between the ‘use’ and ‘disclosure’ of an employee’s personal information. An employer will ‘use’ personal information by handling or managing the information within their own control, and will ‘disclose’ the personal information if it makes it accessible or visible to persons outside their organisation.

Louise Rumble Partner, Gadens

Sinead Lynch Special Counsel, Gadens

Michael Morris Paralegal, Gadens

In these circumstances, the employer’s conduct would only have been permitted under the Privacy Act if consent had been obtained.

If you found this article useful, you may read the full version here

Caroline Mostafa Associate, Gadens RECRUITMENT & CO | 19

Understanding the key drivers of rising workers’ compensation claims costs In the current economic environment, we’re all familiar with rising costs across the board. Mark Farrugia, General Manager of Safe Scope dives into the rising costs of claims in the workers compensation space and provides insight into why this might be happening in your workplace and ways you can minimise these.

Claims costs on the up and up Businesses regularly base an injured workers capacity for employment on certificates of capacity.

The treating doctor issuing the certificates of capacity may not have an understanding of the return to work options available in your workplace. Providing multiple suitable duties options assists the treating doctor in reviewing capacity. This also supports your commitment to returning your injured workers back to work.

Organisations that are proactive in this space, especially those who engage with the claimant’s treating medical team, are achieving better outcomes through collaborating to reduce RTW times.

Managing mental health claims Insurers are reporting a sharp increase in mental health-related claims over the past five years.

Economic and work pressures are weighing on people, the recent pandemic and associated stressors can contribute to burn out.

A recent insurer survey found that 48 per cent of employees felt fatigued in their jobs and more than one third were considering seeking a new role in the next 6-12 months.

Given these contributing factors, culture and engagement, ensuring employees feel valued and acknowledging their unique contributions to the workplace is important.

Proactive communication in regard to burn out prevention, mental health and wellbeing and creating a safety-focused culture where it is safe to discuss mental health challenges can all contribute to minimising the impact of future claims.

Engagement shouldn’t commence when a workplace injury occurs.

Training of managers and supervisors to proactively seek opportunities to check-in with their team and assess their health and safety means that risks can be effectively managed.

Mark Farrugia General Manager Safe Scope

Building a culture of safety and raising awareness of mental health and wellbeing in the organisation are critical strategies to minimise risk.

Working with a workers’ compensation consultant can also support your organisation to effectively manage future claims.

A consultant can provide expert advice on best-practice risk management and how to handle a claim or take on claims management on your organisation’s behalf.

Safe Scope offers a multidisciplinary approach to workers compensation, with expertise spanning claims management, OHS/WHS and premium management.

How would you like to be treated?

Consider how you would like to be treated by your employer if you were injured and apply these considerations to your workplace’s approach.

Risk mitigation Ensuring your workplace is safe, and implementing risk management processes and procedures is only the beginning.

If you would like to speak with an expert, the Safe Scope team is here for you www.safescope.au

RECRUITMENT & CO | 20

Empower your recruiters with chatbot automation In an era dominated by AI, the recruitment industry today is looking out for innovative solutions that can help manage the ever-growing demands of candidates and clients effectively. The Access Group explains.

What if we told you, you could speed up candidate sourcing without missing talent?

With recruitment automation tools, the days of slogging through endless CVs are over.

These tools allow for quick, thorough screening, ensuring no potential candidate slips through the cracks, making your sourcing process not only faster, but smarter.

How Access Volcanic’s Chatbots keep you connected and competitive Access Volcanic is breaking new ground with a bold move into automation, leading the charge into a new era of 24/7 conversational engagement.

Our sophisticated recruitment Chatbot is transforming the way agencies communicate with clients and candidates, ensuring every opportunity is captured.

24/7 Engagement

Data accuracy in real-time

AI tools for inclusive recruiting

Preserve the lifeline of your business with flawless data accuracy. Our Chatbot isn't just a communication tool; it’s a steward of your database, continuously updating and verifying information to arm you with the most accurate insights for smarter decisionmaking.

Our groundbreaking job advert bias analyzer is transforming job ad creation, promoting diversity by helping you strip away biased language and offering inclusive alternatives.

Redefining efficiency Maximize time and cost efficiency with our Chatbot. By automating mundane tasks, we minimize overheads and free up your team to focus on what truly matters — nurturing relationships and closing more deals. It's about amplifying productivity and enhancing quality.

This tool doesn’t just adjust words— it unlocks opportunities, proven to boost the diversity of applicants by up to 70%.

Think about it. Why spend hours on tasks a bot can handle when you can focus on what really moves the needle? Ready to transform your recruitment approach with our cutting-edge tools? Contact our software specialists today.

Scalable solutions that sell Access Volcanic’s Chatbot enhances website interactions and optimizes operations, providing a scalable solution that evolves with the recruitment industry's fluctuating demands, all without additional expenses.

Our intelligent chatbots empower recruitment agencies to be proactive, not just responsive.

They provide seamless engagement with tailored responses, ensure every interaction captures your unique brand voice and build lasting connections.

RECRUITMENT & CO | 21

Optimising readability with assistive tech Recite Me’s new focus text feature At Recite Me, we are committed to creating an inclusive digital world for all. With a selection of products to enhance accessibility online, the Recite Me Assistive Toolbar offers a range of tools to enable website visitors to customise their content in a way that works for them.

To improve our assistive toolbar, Recite Me is thrilled to announce the launch of our latest feature product “Focus Text”.

Navigating online content can be challenging for individuals with diverse needs. That’s why we’ve developed Focus Text, an innovative tool designed to enhance readability, and comprehension, and elevate the browsing experience for everyone.

Focus Text leverages the brain’s natural ability to recognise word shapes and patterns quickly.

This is done by emphasising the most critical parts of words, guiding the eyes smoothly through the text.

This method improves reading speed and comprehension, making online content more accessible to those with dyslexia, ADHD, and other reading challenges.

The Benefits of Recite Me Focus Text Improved Readability By highlighting key parts of words, Focus Text helps users process information more efficiently and with greater ease.

Research has shown that this technique can increase reading speed by up to 27% and improve comprehension by up to 20%.

Improve Comprehension Focus Text improves comprehension by guiding the eyes to the most informative parts of words, helping readers grasp sentence meanings more effectively.

This leads to better retention and enhanced learning, making it particularly beneficial for students and professionals who need to quickly absorb new information.

Accessibility Focus Text can be especially helpful for individuals with reading difficulties by increasing accessibility and reducing cognitive load and visual stress, thereby creating a more inclusive reading environment where more people can enjoy and benefit from written content.

These techniques have been reported to enhance comprehension for individuals with dyslexia by as much as 25%.

In addition to its unique reading enhancements, Focus Text integrates seamlessly with our existing features. Users can still enjoy our screen reader functionality, listening to content aloud with the added benefit of Focus Text’s structured emphasis.

This feature also supports translation into Latin alphabet languages, ensuring international accessibility.

Recite Me Accessibility Checker Recite Me also offers an Accessibility Checker that helps to address inaccessibility at its root cause.

The tool performs a complete scan of your website in line with the latest WCAG standards and guidelines.

RECRUITMENT & CO | 22

Why Australian recruitment agencies are expanding to the US A trend PGC have witnessed is an uptick of Australian recruitment agencies extending their service offering by recruiting within the USA via our Employer of Record solution. This article explains why.

Earn More Revenue in the World’s Largest Recruitment Market The US staffing industry generated $191.1 billion in 2023, which represents over 30% of the global recruitment market.

In comparison, Australia's staffing market brought in $32.3 billion, highlighting the revenue opportunities in the US.

For Australian recruiters, this means candidates are available quickly, allowing you to earn fees within the same month as placements.

US Leads in Recruitment Most Sectors Globally The US economy leads in almost all major industries, making it home to top talent and companies.

Grow Your Recruitment Company Valuation by Expanding into the US Global recruiters expand to the US to grow their agency's valuation. At PGC, we've seen that global reach reduces reliance on local clients and attracts investors. Faster US contractor payment terms can also increase business cash flow, making your business more appealing.

Expand to the US With PGC

Double Your Markups in the US Everything’s bigger in the US, including US salaries, which means higher markups.

Our clients tend to see fees between 25-45%. For example, the average US tech salary is $104,566, meaning Australian recruiters can receive $26,141-$47,054 per worker.

Shorter US Notice Periods, Quicker Fee Turnaround Unlike Australia, the US has at-will employment, where an employer or employee can end their contract with short notice.

If you're already recruiting in Australia’s tech sector, consider US hot markets like Silicon Valley or Austin. If finance is your focus, New York is a top spot for finding and placing the best finance talent.

US States Reduce Reliance on Single Markets

For Australian recruitment agencies looking to grow, the US is a smart next step.

Many successful Aussie agencies are doubling their margins by recruiting in the US from home.

Having a US division gives Australian agencies a cushion during slower economic periods.

Using PGC’s Recruit from Afar model and solution to engage and payroll US contractors, you can test the US market without the costs of physical expansion.

The 50 states operate as different economies. Therefore, if there is economic instability in one area, you could diversify by recruiting talent within another.

Schedule a US market training session with PGC to learn how to get started.

Contact details: Email: sales@pgcgroup.com Wesbite: pgcgroup.com

RECRUITMENT & CO | 23

Navigating the quiet: The easiest way to boost business is when things are slow.

In the recruitment industry, business often mirrors the economy. When the economy booms, so does the need for top talent. But when there’s a lull, it’s easy for recruitment companies to find themselves in a quiet spell—and many are feeling that now. Colin Cuthbert of EOS Worldwide writes.

While this might feel like a setback, it could be the perfect opportunity to make a few tweaks to your business that will deliver some big results in relation to engagement and profit.

Right now, there is a chance to refine your approach, strengthen your team, and ensure that when the tide turns, you’re not just back in the game—you’re leading it!

Right People, Right Seats: The key to a booming recruitment agency!

One of the most significant shifts you can make in your business strategy is ensuring that you have the right people in the right seats.

It’s a concept that might sound simple, but in practice, it’s a game-changer.

Too often, recruitment firms hold onto the wrong people for the wrong reasons.

Whether it’s a top biller who’s more of a lone wolf than a team player or an employee who no longer aligns with your company’s values, these types of people can quietly undermine your agency’s success.

Leadership in today’s market is about more than just hitting numbers—it needs to be about purpose and values.

If your team is only driven by commissions, the purpose behind their work might be hollow.

But when your team understands the ‘why’ behind what they do, they’re connected on a deeper level, no more so than during a downturn when morale might be low.

Strong company values aren’t just motivational posters on the wall with pictures of people looking to the horizon with their hands in the air—they’re decision-making tools.

With clear values, you will hire, fire, reward, and recognise your team members in ways that align with your company’s true purpose.

This alignment doesn’t just avoid confrontation; it fosters a culture of respect, transparency, and mutual growth… ultimately it builds engagement with your staff; they will not only enjoy work more, but they will have a sense of fulfilment from their work… which is an addictive and very powerful thing!

Colin Cuthbert Professional EOS Implementer

Take, for example, the highperforming biller who prefers working from home. Sure, their numbers are great, but are they contributing to the team’s growth and company culture?

When values like respect and transparency guide your decisions, you can have conversations that shift focus from individual preferences to the company's greater good.

Trust me, if that high biller is the wrong person, the rest of the team will not only fill their shoes. Should they leave (or be asked to), they will surpass those numbers in a surprisingly short time – I have seen it over and over again.

It’s not just about having people in seats—it’s about having the right people in the right seats. And that’s where the true potential of your recruitment business lies.

If you’re ready to align your team with your company’s values and purpose, let’s have a quick chat.

Together, we can position your business to not just survive but thrive—no matter what the economy throws your way.

Contact details: colin.cuthbert@eosworldwide.com Mobile: 0451 130 180 RECRUITMENT & CO | 24

Microsoft and Mercury, the partnership that’s changing recruitment and staffing Mercury has formed a strategic multi-year alliance with Microsoft. This partnership promises to bring significant benefits to Mercury’s clients, enhancing their recruitment processes through the power of Microsoft’s Cloud and AI technologies. Here’s a closer look at what that means for Mercury clients.

Enhanced Effectiveness The partnership between Microsoft and Mercury leverages advanced AI technology to make recruiters significantly more effective.

Our innovative technology enables recruiters to use their databases more effectively by leveraging candidate information to uncover connections and networks that might otherwise go unnoticed.

This technology bridges skills gaps by assisting with generating job ads and candidate summaries as well as enhancing the search criteria, helping consultants identify and match candidates with the precise skills required for job openings.

This powerful tool highlights potential hires from within their network, past work history, or those with similar backgrounds and interests, capitalising on the tendency for people to hire individuals they share connections with.

It reduces administrative burdens by automating routine tasks, allowing recruiters to focus on high-value activities. Additionally, AI minimises the “thinking time” by providing data-driven insights and recommendations, guiding recruitment consultants to their next best actions.

By doing so, Mercury not only helps fill vacancies and job orders more efficiently but turns the process around, enhancing business development by placing individuals into roles that are wellsuited for them, enhancing your recruitment success.

Improved Efficiency

This means recruiters can work more efficiently, make betterinformed decisions, and ultimately deliver superior results for their clients.

One of the primary advantages of this partnership is the dramatic improvement in recruitment efficiency.

By integrating Microsoft’s cutting-edge AI capabilities, Mercury’s platform is able to process vast amounts of data quickly and accurately.

This means that recruitment agencies using Mercury’s platform can expect faster and more precise candidate matching.

As a result, fill rates will improve while the number of candidate submissions needed for each position will decrease significantly.

Streamlined Operations The partnership is delivering tools that help streamline operations for Mercury’s clients.

With automated workflows and enhanced data integration, recruiters can focus more on personal interactions and building relationships rather than getting bogged down in manual processes.

RECRUITMENT & CO | 25

Lightning-fast AI

Future-Ready Recruitment

Improved Collaboration and Decision-Making

The alliance provides dedicated AI processing capacity for Mercury clients, ensuring that AI tools are delivered swiftly and efficiently.

This partnership positions Mercury’s clients at the forefront of digital transformation in the recruitment and staffing profession.

Microsoft’s cloud computing services and tools like Teams enhance collaboration for recruitment agencies.

This dedicated capacity means that recruiters will experience faster processing times for advanced AI capabilities.

By leveraging Microsoft’s leadingedge AI and cloud technologies, Mercury is introducing innovation that will redefine staffing practices.

By removing data barriers and enabling seamless communication between coworkers and clients, recruiters will be able to work more cohesively.

This speed enhancement ensures that tasks such as candidate matching and data analysis are performed quickly.

This operational efficiency will save time and improve the overall experience for both recruiters and candidates.

Clients can look forward to tools that increase consultant capacity, make them more effective and significantly improve fill rates.

For more information on the partnership, you can read the full press release here.

RECRUITMENT & CO | 26

Flexible working arrangement disputes – What does the Fair Work Commission say?

A little over a year has now passed since the Federal Government’s “Secure Jobs, Better Pay” changes relating to flexible working arrangements (FWA) became effective.

Squire Patton Boggs writes.

Of all the changes, the introduction of a dispute resolution process was particularly significant (and controversial), as an employee’s ability to request an FWA had previously been specifically excluded from the Fair Work Commission’s (FWC) dispute resolution processes under the Fair Work Act 2009 (FW Act).

Many employers and business groups expressed concern at the time these changes were announced, fearing that they may be flooded with applications from employees hoping to have decisions refusing requests for FWAs overturned, including requests involving working from home.

So, what is the state of play a year later? Is there a trend of employees successfully challenging employers’ decisions, or is the FWC supporting employers’ right to refuse an FWA request on reasonable business grounds?

A review of some the FWC’s recent decisions paints an interesting picture.

Steve Bowler Director, Squire Patton Boggs

Summary of changes Effective from 6 June 2023, the FWA provisions in the FW Act were amended to: expand the circumstances in which an employee may request an FWA; increase the employer’s obligations when considering an employee’s request. Specifically, an employer cannot refuse an employee’s request unless:

Nicola Martin Partner, Squire Patton Boggs

the employer genuinely tried to reach an agreement with the employee about making alternative arrangements to accommodate their circumstances; the employer had regard to the consequences of the refusal for the employee; and

Kim Hodge Partner, Squire Patton Boggs

the refusal is on “reasonable business grounds”; and introduce dispute resolution provisions that empower the FWC to make orders where an employer refuses an employee’s request.

Grace Kim Associate, Squire Patton Boggs RECRUITMENT & CO | 27

Recent Decisions Some recent decisions highlight the FWC’s approach to resolving FWA disputes, notably, when an employer is considered to have “genuinely tried” to reach a compromise and what constitutes “reasonable business grounds” for refusal.

Shane Gration v Bendigo and Adelaide Bank Limited (2024) FWC 717 Mr Gration applied to the FWC after his request to work solely from home was refused. Mr Gration argued that he needed to work from home because he was the carer for his wife who had sustained a serious foot injury and responsible for the care of his school-aged daughter.

Bendigo Bank refused Mr Gration’s request as it had already adopted a hybrid working model (while encouraging employees to work in the office to meet the needs of the business and provide opportunity for meaningful team connection). Bendigo Bank also offered to allow Mr Gration to work from home or take carer’s leave if he needed to provide care for his daughter.

The FWC found in the employer’s favour, finding that it could not conclude on the evidence that Mr Gration was a carer within the meaning of the Carer Recognition Act 2010 (Cth).

It also found that the bank’s offer of an alternative arrangement was an appropriate response and there was no need for him to work permanently from home. As the Commissioner stated, “The Employment relationship is a twoway street.”

The Police Federation of Australia v Victoria Police/Chief Commissioner of Police (2024) FWC 1631 This application, which was lodged by the Police Association on behalf of Senior Constable Beaumont, involved a request to perform eight 10-hour shifts per fortnight on the basis that he was over 55 year of age and needed to care for his elderly parents.

Victoria Police refused this request and offered an alternative arrangement (a blended roster of four 10-hour shifts and five 8-hour shifts per fortnight). This offer was rejected by Beaumont.

The FWC ultimately held that Victoria Police had reasonable business grounds for refusing Beaumont’s FWA request because: as police officers worked in pairs and since other officers operated on 8 hour-shifts, it was reasonable for Victoria Police to reject Beaumont’s proposal in order to maintain productivity in accordance with the applicable enterprise agreement; and

as his proposal would result in the loss of up to two operational shifts per fortnight, this had the potential to create a service delivery problem.

Notably, the FWC also encouraged Beaumont to reconsider the alternative offer of a blended roster, with the commissioner stating, “a part-way compromise is still better than nothing at all."

Ambulance Victoria v Natasha Fyfe (2023) FWCFB 104 This was an appeal from a decision that predated the changes to the FWA provisions.

In the initial decision, Ms Fyfe, a paramedic, requested to amend the start and finish times of her night shift hours pursuant to her right to seek an FWA under her enterprise agreement, so she could care for her three young children.

Ambulance Victoria refused this request on the grounds that a shortened night shift did not exist, they were unable to accommodate shift start/finish times outside of the team roster configuration, and there was insufficient resourcing in Ms Fyfe’s area to accommodate the request. In the first instance, the FWC rejected Ambulance Victoria’s argument. This decision was challenged on appeal..

RECRUITMENT & CO | 28

In applying the newly introduced FWA provisions, the FWC upheld its initial decision.

The FWC found that Ambulance Victoria lacked reasonable grounds for refusing the request, noting that it did not attempt to meet or hold discussions with Ms Fyfe before confirming its decision.

The FWC also observed that the reasons provided for refusing the request were relatively trivial, likening Ambulance Victoria’s explanation that the service area could not provide start and finish times outside the roster configuration to the Little Britain catchphrase, “Computer says No”

Key takeaways These decisions show that the FWC is prepared to uphold an employer’s right to refuse a request on reasonable grounds, particularly if the request involves a significant change in working arrangements (such as solely working from home) However, these grounds must be valid, explained in detail and conveyed clearly to the employee.

Further, these decisions illustrate the FWC’s focus on the “two-way street” nature of the employment relationship.

This means employers must genuinely try to accommodate the employee’s needs by offering alternative arrangements where a request cannot be fully accommodated, and employees must be willing to compromise where possible.

To minimise the risk of disputes being escalated to the FWC, employers need to ensure employee FWA requests are handled appropriately within the business.

Some key takeaways include: ensure there is no blanket “say no” approach to requests for FWAs. Employers should consider whether their FWA policies and/or procedures need to be updated to set clear guidelines on when the employer may refuse a request on “reasonable business grounds”; if a FWA request cannot be fully accommodated, consider whether an alternative arrangement can be made that takes into account an employee’s individual needs and circumstances; and ensure there is a clear process within the business for engaging with employees to discuss any alternative arrangements.

The price of sleep: Is fatigue costing your business?

Sleep is important – we all know it. But just how important? Certex writes Losing Sleep and Losing $$

Fatigue Management for Workers

A report by the Sleep Health Foundation, details the burden sleep deprivation has on the Australian economy, as well as cost per individual.

Workers have a responsibility to take reasonable care of their health and safety. This includes ensuring they are sufficiently rested to do their job.

We can save so much financially if we make a concerted effort to get enough sleep. You will lose if you do not snooze.

Safe Work Australia’s two-page guide provides practical advice for workers on how to manage fatigue.

Workplaces Waking up to the Issue

Fatigue Management for Employers

It is not just the dollars that are important. Sleep takes up a third of our life, but many people do not value it as much as they should.

Workplaces have a legal obligation to manage fatigue risks.

1. Identify hazards and assess risks by consulting with workers 2. Control risks

Fatigue in the workplace compromises physical and mental health, safety, and performance.

Minimise the risk of fatigue in the workplace, so far as is reasonably practical. Examples of control measures: Schedule safety-critical work outside low body periods (26am, 2-4pm) Restrict number of successive night shifts Structure shifts so that work demands are highest in the middle

This is especially important in industries where fatigue-induced errors can be deadly – consider frontline workers or machinery operators.

It is up to YOU to ensure your lack of sleep does not contribute to health and safety risks in the workplace, both for yourself and those around you.

Implement a workplace fatigue policy Open communication is crucial. Managers should foster a culture where workers feel comfortable raising issues around fatigue and do not feel pressured to work when they are exhausted.

3. Review hazards and control measures Consider trial phases for new work schedules or job designs and encourage workers to provide feedback.

What Steps are You Taking to Manage Fatigue Risk?

Fatigue may not be the most obvious WHS hazard, but it is nevertheless costly if overlooked.

All businesses should implement psychosocial risk management plans. However, it can be overwhelming, unfamiliar territory.

That is where Certex can help!

Through our iSuite and Risk Assessment Program, Certex’s experienced team of experts can help identify systematic hazards in your workplace, so you can then do something about them.

Health System Costs

Productivity losses

Informal care costs

Other financial costs

$1.8 billion, or $246 per person

$17.9 billion or $2,418 per person

$0.6 billion, or $82 per person

$5.9 billion, or $802 per person

RECRUITMENT & CO | 30

How you can help your recruitment company navigate the regulatory maze Compliance with laws and regulations is essential to the success of any business, but for SMEs in the recruitment industry, it can be particularly challenging due to limited resources and expertise.

In this article, we look at some strategies that can used to deal with regulatory compliance in Australia.

ASIC, ATO, employment law and specific industry requirements can assist you in meeting all requirements.

Be clear on your regulatory obligations

The checklist should include all obligations, allocate responsibility and timing for each step.

Understanding the regulatory landscape is the first step in dealing with regulatory compliance.

SMEs in the recruitment industry must be aware of the laws and regulations that apply to their industry and business operations.

This includes anti-discrimination legislation in the Fair Work Act to protect candidates in the screening process, and legislation in the Privacy Act 1988 to ensure security of candidate information.

Gaining an understanding of these regulatory obligations can involve seeking professional advice, conducting research and consulting with industry associations.

Develop a compliance checklist Developing a compliance checklist that outlines your business’s obligations for meeting regulatory requirements from

Keep up to date with regulatory changes Recruitment companies need to stay up to date with any changes that may affect their business.

They can do this by subscribing to regulatory alerts, attending industry conferences and networking with others in the industry.

Train employees Businesses in the recruitment industry need to provide training and education to employees on compliance issues to ensure they keep up to date with current requirements.

They can achieve this by conducting regular training sessions, providing resources and guidelines and promoting a culture of compliance within the organisation.

Scott Harrington Partner, Business Advisory William Buck

Consider having an audit of compliance SMEs may consider having an audit or review to ensure they are meeting regulatory requirements.

This can be done by reviewing policies and procedures, monitoring compliance and identifying areas for improvement.

Embrace technology Technology can be a powerful tool for managing regulatory compliance.

Recruitment companies can use software and automation tools to monitor compliance, track changes in regulations, and ensure that employees are following policies and procedures.

Dealing with regulatory compliance is a significant challenge for SMEs in the recruitment industry in Australia.

However, you can ensure your business stays on top of things by following these strategies.

RECRUITMENT & CO | 31

Aaron McIntosh

In July, APSCo, in partnership with Bullhorn, hosted a parliamentary lunch with guest speaker Bill Simpson Young from the Select Advisory Committee on AI Regulation for Australia.

APSCo members had the opportunity to hear Bill speak on the future of AI and its potential impact on the recruitment industry.

Bill SImpson Young

The event also included a fireside discussion with Aaron McIntosh, Regional Vice President APAC at Bullhorn, and an engaging Q&A session.

Aaron McIntosh & Bill Simpson Young

Parliamentary Lunch APSCo Australia x Bullhorn Parliamentary Lunch held at NSW Parliament House

APSCo’s Global Partners

APSCo Australia Premium Partners

APSCo Australia Associate Partners

APSCo Australia Affiliate Partners

Become an APSCo Partner at www.apscoau.org

"WHEN YOU HAVE YOUR OWN NETWORK TAILORED TO YOUR OWN INDUSTRY - THAT'S ABSOLUTELY AMAZING." Michelle O'Malley, Genesis IT&T

The Association of Professional Staffing Companies in Australia.

The only dedicated association for white collar recruitment agencies.

To find our more about membership, contact danielle@apscoau.org