GuideTalent 2022–2023
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Welcome to the 2022/23 Talent Guide
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Every single year the talent market experiences a shift, and two years after the global pandemic struck the past 12 months threw a few more spanners in the recruitment works Coronavirus hit Australia hard, and at the beginning of the year thousands across the country were feeling the effects, including us Not long after, we experienced devastating floods across SEQ and the Northern Rivers, a heartbreaking disaster to watch unfold in familiar places we know all too well But amongst the gloom we found light – international travel is back in full swing, national border closures are no more and we’ve learnt how to tackle Coronavirus to minimise workplace disruption as much as we can This year has not only tested our resilience, adaptability and drive but has highlighted that we must recruit with care, empathy and dedication as we guide our clients and candidates through the volatility of the market In what has been a turbulent year for the nation, we as recruiters have felt the impact on the frontline These events have presented an opportunity to be innovative and resourceful for our clients in a time of need We’re in the business of talent acquisition, but this year we’ve spent a lot of time working closely with clients on retention strategies as the war for talent continues If this year has taught us anything, it’s that people are more purpose-driven than ever before and that a personalised approach to flexibility, learning & development and incentivisation in addition to a competitive salary are non-negotiables for hiring in 2022 and 2023 As always, we are fascinated and excited by the insights from our nationwide Talent Guide survey We bring into focus the emerging trends that will define what drives talent in 2023, as well as drill down into the nitty-gritty statistics around diversity, motivational drivers, benefit expectations and more You’ll notice a few extra pages to make way for the new kids on the block Drum roll please welcome Projects & Change and Technology to the 22/23 Talent Guide! As our service offering expands, so does our Talent Guide Expect some seriously impressive talent profiles and intriguing insights to kick-off their debut It takes a village to bring the Talent Guide to life, and it is no secret that we wouldn’t be able to do it without the incredible talent profiled in each division We want to take this moment to thank each and every person in the Talent Guide who has shared such invaluable advice and captivating career stories that are inspiring to say the least Showcasing thought-provoking insights is one thing, but to see those statistics reflected in the talent profiles really is something special; Sales & CX talent excel with ample learning opportunities, a warm team environment and flexible working options in addition to a competitive remuneration package, Business Services need to make a difference in their role and feel acknowledged for their contribution, Accounting & Finance thrive on problem solving, a strong leadership structure and hybrid working models, Marketing & Digital search for flexible working locations, a tonne of ongoing development opportunities and creative freedom, Projects & Change seek a diverse team, strong organisational values and transparent and consistent communication, whilst Human Resources value clear career progression, flexible working hours, regular recognition, and a competitive salary Last but not least, Technology are driven by innovative ideas, flexible working conditions, ample professional development opportunities and financial incentives to reward them for all their hard work With a golden glimmer and countless pages of insights & stories, we hope you enjoy the 5th Edition of the Talent Guide as much as our small but mighty team loved bringing it together Did we also mention a centerfold feature this year? It really is a Talent Guide full of surprises, you’ll have to read it to see what the excitement is all about Sincerely, Jody Fazldeen and Dionne Sharp Directors at Talentpath
•S AER L I NSIGHTS E EO IA NS
When the Talent Guide debuted for the first time in 2018, we had big dreams to create a fresh, unique recruitment resource packed with valuable data for our Talentpath community, but we had no idea the sheer impact it would have on our networks and team Fast forward five years, an extraordinary alumni of profiled talent, thousands of printed copies distributed and more than 4,000 digital downloads later and it’s almost hard to believe there was a time the Talent Guide didn’t exist It is such an integral resource to our team, candidates and clients; we couldn’t imagine a world without it In 2022 we not only celebrate the 5th edition of the Talent Guide, but a remarkable year for the team at Talentpath too
43% of respondents strongly agree their workplace is inclusive and respectful of people from different cultures, backgrounds and abilities of respondents strongly agree they know how the work they are doing contributes to their organisation’s success
Of those that strongly disagree with this statement, 81% expect to change jobs in the next year
43%52%
More females feel their company enables them to balance their work and professional life compared to males
54% of respondents who identify as Aboriginal, or Torres Strait Islander strongly agree 45% of respondents who identify as having a disability strongly agree
Of those that strongly agree with this statement, 45% expect to change jobs in the next year Of those that strongly disagree with this statement, 83% expect to change jobs in the next year
of respondents expect to change jobs in the next year
Of those that strongly agree with this statement, 43% expect to change jobs in the next year
56% males vs 46% of females expect to change jobs in the next 12 months Only 40% of Gen Z expect to stay in the same role over the next 12 months are currently job hunting
30%
29% of respondents strongly agree they have shared values with their organisation
4 Talent Guide 2022/23 | Insights—All Respondents
Survey Insights–All respondents
“Employers should keep the candidate in the loop and be transparent about the recruitment process and, most importantly, must share the feedback and result of the interview in a defined timeline ”
mentionedmostwords
64% of respondents say flexible working hours would enable them to perform at their best 45% of respondents say flexible work locations would enable them to perform at their best 24% of respondents say regular mental health days would enable them to perform at their best 15% of respondents say working in the office would enable them to perform at their best 40% What words would you use to describe a desirable workplace culture: Inclusive fun flexible supportive friendly positive respectful trust collaborative safe understanding professional diverse
46% of respondents who identify as Aboriginal or Torres Strait Islander strongly agree 42% of respondents who identify as having a disability strongly agree
Partner “Clear and continuous communication with new employees in their onboarding processes ”
What could employers do to improve their recruitment processes?
Business Development Manager “Be more open and honest about the highs and lows, the team, the workplace flexibility, and the responsibilities ”
Recruitment & Onboarding Coordinator
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30% of respondents who identify as LGBTQIA+ strongly agree
Marketing Coordinator “Include team members in the recruitment process that are not just the senior leaders�”
Women are twice more likely than men to be attracted to health & wellbeing initiatives of respondents strongly agree they feel included, respected and safe to be their authentic self in their workplace
The most common top 3 factors that are more important than salary WHAT DO YOU THINK HAS THE BIGGEST IMPACT ON COMPANY CULTURE? WHAT IS THE NUMBER ONE FACTOR THAT WOULD ATTRACT YOU TO A NEW ROLE: Flexible hours Team building activities Regular communication and visibility from executives and management Ongoing learning andSalarydevelopment Flexible locations Promotion Professional development & training programs Job security 1 2 3 Gen Z Flexible locations Flexible hours Health & wellbeing initiatives Gen Y Flexible hours Flexible Professionallocationsdevelopment Gen X Flexible hours Flexible Professionallocationsdevelopment Baby Boomers Flexible locations Flexible hours Men are twice as likely to think conferences, volunteering opportunities and social clubs have the biggest impact on company culture. This year it is back up to 57%, which was the same as the 20/21 Talent Guide 37% of respondents last year said salary was in their top three attractions to a role 6 Talent Guide 2022/23 | Insights—All Respondents
WHAT WERE THE CONTRIBUTING FACTORS FOR LEAVING YOUR LAST ROLE? Feeling unfulfilled this year it came tenth when asked what would attract them to their next role Lack of career progression Culture Salary31 4 2 Last year Role Responsibilities tied first for women when asked what attracted them to their current role 19% of respondents left their last role because of their direct manager/s 28% of respondents were referred to their current role by a friend, family member or colleague 24% of respondents strongly agree that their most recent interview process was inspiring, personal and thorough Most common top 3 factors that would attract you to a new organisation? Culture StabilityEmployee benefits1 32 MALE EmployeeCulture benefits Stability FEMALE ValuesCulture Employeealignmentbenefits 11% of respondents don’t know what their organisation’s values are 7
Insights—All Respondents
What does offering flexibility mean to you? “Focusing on output/deadlines rather than days and hours Being able to tailor how I complete my work in terms of location and timing�”
61% of respondents consider 4+ years to be the ideal amount of time to have valuable tenure in a role |
60% of females ranked salary in their top 3 attractions to a role, compared to 52% of males
People Experience Business Partner “Diversity is working with people from all backgrounds and all levels of education and mindsets� Inclusion is creating a workplace where everyone feels like a family and can voice their opinion and be heard�” Purchasing and Inventory Controller “An environment where bias is challenged in a respectful way; processes and procedures that are not only inclusive but involve minority groups in their feedback and development ”
Recruiter To be fulfilled in my work, from my leaders I need: Support trust respect understanding recognition communication guidance autonomy feedback honesty transparency direction encouragement mentionedmostwords
Operations Manager “Being given the flexibility to complete my weekly workload on the days and hours that I choose each week ” Administration Assistant
What does diversity and inclusion in the workplace mean to you? “Diversity of thought that enables innovation and creative human centric design solutions and the feeling of being valued and respected�”
Financial Controller “I can balance my career and personal life therefore allowing me to be more successful in both� It also allows me to enjoy my work more as I have more autonomy I feel valued when I’m supported in a flexible work arrangement ”
Recruiter “Providing one with increased freedom in performing their duties, while still holding them accountable for performance (results on target, on budget and on time) ”
71% of males believe 4+ years is the ideal amount of time to have valuable tenure compared to 54% of females
MALE ClearJobSalarySecuritypotential for progression FEMALE FlexibleSalary working Job security Top attractions to a role
8 Talent Guide 2022/23
How do you like to be rewarded for your work? Number 1 attraction to a new role by work type: Salary raise Bonus or financial reward Verbal one on one recognition Promotion4321 WHAT ARE COMPANYCURRENTLYCOMPANIESDOINGTOFOSTERCULTURE? Celebrating employee anniversaries, promotions and birthdays Awards and recognition Team building activities FlexiblePromotionworkingSalary Full time Part Temp/Contracttime Male Female62%56% 58% of respondents have directly negotiated with a prospective employer during the salary offer process 36% of respondents strongly agree their company enables them to balance their work and personal life 37% of respondents are highly likely to recommend their current employer to a friend or relative 9
&ProjectsChange85%
A new addition to the Talentpath division offering, we are proud to introduce Projects & Change to this year’s Talent Guide Projects & Change talent are your strategic innovators and people-driven individuals that will lead your team through periods of growth and change with ease� Hand them a challenging project and they’ll find a way to solve it whilst revolutionising your organisational practices at the same time� Alongside a diverse team, strong organisational values and transparent and consistent communication, flexible working and WFH models are a must to keep your Projects & Change people engaged and happy� of Projects & Change talent know what their organisation's values are
Talent Guide 2022/23 | Projects & Change42
64% of Projects & Change talent say flexible hours would enable them to perform at their best, with this coming out on top for all generations Top 3 factors P&C talent believe have the most impact on a healthy company culture 67% of Projects & Change talent have negotiated with a prospective employer during an offer process, with males only 4% more likely to do so than females 1 Ongoing learning & development 2� Regular communication and visibility from executives 3 Health & wellbeing initiatives 42% of P&C talent said they think regular communication and visibility from executives and management has a strong impact on fostering a healthy company culture although only 18% say they see this in their current organisation How do Projects & Change talent like to be rewarded for their work? Salary raise Bonus or financial reward Verbal one on one recognition 64% 48% 42% MORE THAN MONEY:MOST COMMON TOP 3 ATTRACTIONS TO A NEW ORGANISATION: Number 1 reasons Projects & Change talent left their last role: Flexible hours Employee benefits Flexible locations Culture Additional annual leaveStability 1 1 2 2 33 MALES Salary FEMALES Feeling unfulfilled 43
Salary Guide SALARY BRISBANE SYDNEY MELBOURNE Change Manager $160 - 180k $160 - 180k $160 - 180k Project Manager $130 - 250k $130 - 250k $130 - 250k Program Director $210k+ $220k+ $220k+ Change Analyst $120 - 140k $120 - 140k $120 - 140k Business Analyst $120 - 145k $120 - 145k $120 - 145k Data Analyst $90 - 120k $90 - 120k $90 - 120k Reporting Analyst $90 - 110k $90 - 140k $90 - 140k Top 3 MALES ClearCultureSalarypotential for progression FEMALES Flexible working JobSalarysecurity Projects & Change talent’s most common top three attractions to a new role Talent Guide 2022/23 | Projects & Change44
At the same time, Talentpath had contacted me wondering if I was looking to switch things up I had just started my dream job as a Data Scientist, so I wasn’t really looking for a change, but I was still open to chat to see what opportunities could be around the corner
So many things I love being able to apply my technical knowledge in practical, tangible ways Every day I’m presented with new challenges and get to work on big projects that have real life impact – it's been amazing
After an initial chat about the role and the organisation, I was intrigued I did my own research into the company and started to really connect with the opportunity Blue Care were able to match my salary to my previous role, so I took the leap and haven’t looked back It’s really rewarding to be part of a large organisation where I can make a real difference
Can you tell me about your journey to your current role?
What do you enjoy most about your day-to-day role?
What does a fulfilling professional life look like to you?
Things like a hybrid work model and L&D opportunities are just some of the things I value in my current role Working for a Not-For-Profit, I receive financial benefits and incentives that I wouldn’t otherwise get, which is always a plus If you could travel back to the beginning of your career and give yourself one piece of advice, what would it be? My advice to immigrants who might feel that it’s too hard to get their dream job is to not listen to the negativity! Believe in yourself Sharpen your skills beyond what you learn at university Take all opportunities that come your way Take the time to really polish up your CV and tailor your applications to each employer There is always something more to learn and improve on – never stop being curious to learn
Looking into the future, what workplace changes can you see happening in your industry?
I’ve always had a strong interest in data science and took as many opportunities as I could to immerse myself in the industry before completing my degree A few internships and previous experiences as a Mechtronics Engineer helped me land a graduate role as a Data Scientist, where I spent a year really honing in on my skills
What unique benefits or initiatives in a workplace do you value?
Being able to solve challenges and achieve my goals at work is when I’m at my happiest Just having the privilege to be excited to wake up and go to work is more than enough for me - and I have that right now, I’m loving my job!
Blue Care has a lot of big projects in the works, it’s an exciting time to be a Data Scientist! In terms of data science, the available tools are always progressing and innovating That is why it’s so important to always sharpen your skills and be curious to learn How can your manager support your balance between work and life?
Abhinav Jain Data Reporting Analyst at Blue Care CareerEngineerMechatronicsPath Planning Data Analytics Consultant Data Scientist EngineerData AnalystReportingDataData Engineer 45
I feel that there is a perfect balance between work and personal time at Blue Care We’ve all got personal lives with family and friend commitments, and they understand that I’m also lucky to have great managers that prioritise social gatherings and team-building events that allow us all to switch off and get to hang out as friends rather than colleagues, which is nice
In my current role I feel there is a strong connection between output and the customer Knowing that my team can make a tangible difference in the world and impact vulnerable communities is very humbling and rewarding
A lot of hard work! But if we go right back to the beginning, my journey started where I was born in South Africa I began my career in the automotive industry, looking after several car dealerships before giving into my entrepreneurial desires to start my own business Everything was going well, but the crime rate started to increase, and I didn’t feel as safe living in South Africa anymore I made the decision to fly to Auckland and was stuck there for about a decade (for all the right reasons!)
Director ManagerSales AnalystPerformanceBusiness SupportManagerOperations DesignServiceOperations Manager&WorkforceCompliance SupportOperationsLead Contact ExperienceChangeManagerCentre& Career Path
What unique benefits or initiatives in a workplace do you value? I value consistency and transparency and I find if I get that, I function better in my role In terms of aspects that keep me motivated, it’s about flexibility
What does a fulfilling professional life look like to you?
Change is evermore integral in shaping the way we impact our people and communities Being able to influence more investment in change is important to me and my organisation’s future I’m always challenging how we think about flexibility, continuous improvement, efficiency and how I can best represent the wider community of my workplace How can your workplace support your growth and development?
We have harnessed technology to enable that ability to work at times that work for us I am a firm believer in output over time spent
I had to get up to speed very quickly with the New Zealand way of doing things I took a role as a Contact Centre Agent for a national vehicle glass company, but after two days of training, I was approached by the Centre Manager who saw potential in me to take on a Sales Manager role I took the role and ended up successfully running that centre, managing 29 people I then went on to work in several national organisations across the areas of operations, business analysis and workforce compliance before making my way to Australia to join UnitingCare as a Contact Centre ManagerChange & Experience Change & Experience is about change, but also about managing customer experience, improving employee experiences and having impact on the business in a holistic, sustainable way I have been very blessed with my career, but my key driver has been my hard-working father, instilling a glass-half-full attitude in me
Listen more than you speak When you do speak, ask more specific questions Talk to somebody who is consistent and well versed in their craft and seek out a mentor It takes courage to seek coaching, but it is well worth it Don’t be afraid of asking many different people! Some people will say yes, but most will say no You just need to find the right people to be your soundboard and help guide you on your journey
If you could travel back to the beginning of your career and give yourself one piece of advice, what would it be?
Looking into the future, what workplace changes can you see happening in your industry?
Can you tell me about your journey that led you to becoming a Change & Experience Manager?
Where I can turn off my phone and focus on what is important to me outside of work I work hard at my job, and I know that I make a difference, but a key thing for me is having that ability to ‘switch-off’ when I need to
Riaan Coetzee
Contact Centre Manager Change & Experience at UnitingCare Queensland
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What do you enjoy most about your day-to-day role?
In my one on ones, it’s my time In this time, I talk about areas I want to focus on, like specific courses or functions I want to grow in and seek a connection to them I do the same thing with my team, even if this means I get no benefit out of it I’ve sought opportunities for individuals in my team that are completely unrelated to their current role, not because I am purposely trying to lose them, but because I want to genuinely see them grow and find their purpose in life Leadership really comes down to creating a connection with your team, helping them with their self-confidence, and seeing them achieve their goals no matter what that looks like
What do you enjoy most about Change?
I studied Communications at university thinking I was going to be a journalist! During my final year I was selected to take part in the intern program at the ABC which almost guaranteed me a position in the graduate cadet program the following year But towards the end of that year the program was axed due to a change in government Although I was devastated at the time, not going down the journalism path was pivotal in my growth and career journey I took it upon myself to book a flight to Sydney and found myself working in a communications role for the Federal Government I started to realise there were more similarities than differences between journalism and communications and continued to pursue a career in communications One day I was chatting to a friend in Western Australia who was trying to convince me to move over She worked in the resources field and couldn’t stop talking about how much she loved it Her convincing worked, and shortly after I made the move Moving was one of the best decisions I made – not only did I get to have a vast career in the resources field, I also met my wonderful husband and later started our family I moved into resources and construction where I performed a number of communication roles for the next 10 years I found that I was doing lots of work on projects specifically around major changes or acquisitions and thought ‘this could be a career path for me’ I truly find joy in helping people – it feels like change is the best bit of all my different experiences rolled into one! I continued to expand my career in change through various permanent and contracting roles before coming full circle and returning to the resources industry as an Organisational Change Manager in a contract role I’ve always been open to moving industries throughout my life, and I think without those experiences I wouldn’t have the richness in my career
Back yourself! Have some confidence in your ability and your own capability As a young woman it was easy to lose confidence in my skills If I could give myself an injection of confidence back then, it would’ve probably given me more opportunities to excel
Can you tell me about your journey to becoming a Change Manager?
I think for me a focus on diversity and inclusion is important I feel very passionate about it and always seek out organisations that invest in both those areas In terms of working conditions, I would never work anywhere that doesn’t offer flexible work arrangements If you could travel back to the beginning of your career and give yourself one piece of advice, what would it be?
What does a fulfilling professional life look like to you? As long as I feel like I am helping people, I feel fulfilled If I were to look for a role now, I would choose a great connection with my team and feeling like I’m truly adding value over money any day
How do you believe people should be rewarded and recognised at work?
LeadCommunicationand
Definitely helping people My favourite thing to do is help people both at work and in my personal life: In my spare time I'm an end-of-life doula I love being able to provide that sense of certainty and assurance to people who really do need it both professionally and personally
Samantha Dixon
Great question! So many leaders find it so hard to recognise their team members for the work that they contribute Not being recognised is such a detractor for engagement Just a simple recognition at the beginning of the meeting can be just as impactful as a pay rise
Organisational Change Manager, Contractor Career Path Change ManagerChange Change LeadCommunicationand ManagerChange ManagerChange ManagerChangeOrganisational
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What unique benefits or initiatives in a workplace do you value?
We have left this page blank just for you� Please use this space to reflect on what’s important to you in the workplace using the insights, quotes and learnings from the Talent Guide� Here’s some questions to consider…� How do you like to be rewarded for your work? — What is more important to you than salary? What do you need from your leaders to be fulfilled in your work? — What makes an organisation stand out to you? If you wish to compare notes, share insights that inspired you, or reflect on what’s most important to you in your career, we’re only a phone call away! 1300 768 358 Talent Guide 2022/23 | Notes54
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