GuideTalent 2022–2023
Information gathered to produce the Talent Guide has been collated based on completed surveys, roles filled, candidate interviews, data shared with us from our relevant suppliers and hiring assumptions from conversations with our Recruitment Partners. Survey responses are reflective of responses from sharing within Talentpath’s network of clients, candidates, industry partners, along with additional paid responses across Australia to ensure a broad and diverse sample was being reached. Salary ranges are reflective of the median bands within the occupation streams. These figures can be affected by industry. All salary ranges are ‘000. Salary figures reflect base only and are not inclusive of super. The persons depicted in this salary guide are indications only. As a national agency, Talentpath works with clients and candidates across Australia. Salary information for regions outside those depicted in this salary guide can be provided upon request. 03 Welcome 04 Insights: All Respondents 10 Human Resources & Recruitment Human Resources & Recruitment Insights 11 Salary Guide 12 Ashleigh Swallow, Human Resources Officer at CV Services 13 Hayley Nuttall, People & Culture Manager at Ingenia Communities 14 Zac PeopleWalsh,Operations Lead at Kapiche 15 16 Sales & Customer Experience Sales & Customer Experience Insights 17 Salary Guide 18 Ana-Maria Connelly, Business Development & Partnership Manager – Queensland at Entertainment Group 19 Rose PropertyNemgus,EventTeam Manager at RACQ 20 Sue CustomerRossouw,Service Agent at Allianz Partners 21 22 Business Services Business Services Insights 23 Salary Guide 24 Darlene AdministrativePearce,Assistant at Somerville House 25 Leigh Administration/AccountsStefaniak, Payable at Wilson Security 26 Cassandra AdministrationBarltrop,Assistant at Rosies – Friends on the Street 27 28 5 years of the Talent Guide 30 Accounting & Finance Accounting & Finance Insights 31 Salary Guide 32 Elvis FinancialMusandu,Accountant at Valmont Industries 33 Kirstie PayrollDaly,Manager at Relationships Australia 34 Megan AccountsFazekas,Payable Supervisor at Ingenia Communities 35 36 Marketing & Digital Marketing & Digital Insights 37 Salary Guide 38 Johanna CampaignVulker,Marketing Manager at TRAVLR 39 Shelly MarketingThirumeni,&Promotions Specialist at Norwex 40 Trudi HeadHollis,ofProduct Management, Innovation and Communication at Allianz Partners 41 42 Projects & Change Projects & Change Insights 43 Salary Guide 44 Abhinav Jain, Data Reporting Analyst at Blue Care 45 Riaan ContactCoetzee,Centre Manager Change & Experience at UnitingCare Queensland 46 Samantha OrganisationalDixon,Change Manager, Contractor 47 48 TechnologyTechnologyInsights 49 Salary Guide 50 Ali CEOGaladari,&Head of Product at Conpago 51 Russell Adcock, Vice President of Engineering at Skedulo 52 Matthew Cooke & Bengt Hedberg, Developers at Minor DKL 53 54 Notes 2 Talent Guide 2022/23 | Welcome
•S AER L I NSIGHTS E EO IA NS
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
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
Of those that strongly agree with this statement, 43% expect to change jobs in the next year
of respondents expect to change jobs in the next year
More females feel their company enables them to balance their work and professional life compared to males
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
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 disagree with this statement, 81% expect to change jobs in the next year
4 Talent Guide 2022/23 | Insights—All Respondents
29% of respondents strongly agree they have shared values with their organisation
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 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
Survey Insights–All respondents
30%
43%52%
Recruitment & Onboarding Coordinator
46% of respondents who identify as Aboriginal or Torres Strait Islander strongly agree 42% of respondents who identify as having a disability strongly agree
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
“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 ”
Business Development Manager “Be more open and honest about the highs and lows, the team, the workplace flexibility, and the responsibilities ”
What could employers do to improve their recruitment processes?
Partner “Clear and continuous communication with new employees in their onboarding processes ”
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mentionedmostwords
Marketing Coordinator “Include team members in the recruitment process that are not just the senior leaders�”
30% of respondents who identify as LGBTQIA+ strongly agree
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
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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) ”
61% of respondents consider 4+ years to be the ideal amount of time to have valuable tenure in a role |
MALE ClearJobSalarySecuritypotential for progression FEMALE FlexibleSalary working Job security Top attractions to a role
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 ”
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 ”
71% of males believe 4+ years is the ideal amount of time to have valuable tenure compared to 54% of females
Insights—All Respondents
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 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�”
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
Talent Guide 2022/23 | Business Services22
Driven by purpose and productivity, business support teams truly are the backbone of every organisation� The ability to keep business practices running smoothly is no easy feat, yet our sharp, highly skilled business support teams do this with ease� Ensure that they are making a difference in their role, feel appreciated for their contribution and are rewarded accordingly and in return you’ll have their loyalty and a sense of dedication that money can’t buy� of Business Services talent say flexible hours would enable them to perform at their best
ServicesBusiness71%
55% of Business Services talent expect to change jobs in the next year, 32% are currently job hunting Only 37% of Business Services talent strongly agree they know how the work they are doing contributes to their organisation's success of Business Services talent strongly agree that their company enables them to balance their work and personal life TOPS WAYS BUSINESS SERVICES TALENT LIKE TO BE REWARDED FOR THEIR WORK: Salary raise Verbal one on one recognition Males Female58%50% Bonus or financial reward More than 50% of Business Services talent want one on one recognition when being praised for their work 1 2 3 Gen Z PromotionRoleSalaryresponsibilities Gen Y FlexibleJobSalarysecurityworking MALES 1 Purpose & vision 2 Culture 3 Brand reputation FEMALES 1 Culture 2 Values alignment 3 Stability Gen X FlexibleSalary working Clear potential for progression Baby Boomers FlexibleSalary working Job security Top 3 attractions to a new role by generation Most common top 3 attractions for Business Services talent when considering a new organisation: 52% of Business Services talent have negotiated directly with a prospective employer during a salary offer process Females are over 3x more likely to be attracted to a new organisation by the senior leadership/executive team than males 35% 23
More than money 1 Flexible hours 2 Flexible location 3 Professional development and training programs Salary Guide SALARY BRISBANE SYDNEY MELBOURNE Office Manager $75 - 95k $75 - 120k $75 - 105k Admin Manager $85 - 100k $90 - 105k $90 - 105k Executive Assistant $80 - 120k $80 - 125k $70 - 100k Personal Assistant $70 - 80k $70 - 95k $70 - 90k Legal Admin/Secretary $65 - 80k $60 - 85k $60 - 85k Team Assistant $60 - 70k $60 - 80k $60 - 80k Administrator $60 - 75k $65 - 80k $65 - 75k Facilities Office Coordinator $60 - 75k $65 - 80k $70 - 90k Receptionist $55 - 65k $62 - 70k $60 - 70k Talent Guide 2022/23 | Business Services24
Somerville House has comprehensive training to get you up to speed with industry-standard programs and software, they invest in you building your skill set It instills a lot of confidence in myself, and it inspires me to teach myself more and push my limits further They also offer ongoing training for duty of care, counselling, suicide programs and so on – it ties in perfectly with my study and self-development
Let’s go back in time. What is one piece of advice you’d give your younger self?
A workplace that cares about what is going on in my personal life is important to me, and I have that at Somerville It was just the other day that my manager knew my daughter’s semi-formal was on, so she let me head off a little earlier allowing me to be there to celebrate a core memory with her It’s those little things It’s also the outcome that’s invaluable to me, I come to work and I'm achieving, I'm nurturing and I'm part of a team that is making such a big difference
I spent a few years in mining as an Office Manager and it was quite stressful They moved their head office from Brisbane to Sydney, but it was a blessing in disguise It forced me to really think about what I wanted to do with my future, and so I started studying Social Work at university Whilst starting my degree, I had a few contract roles which were all wonderful roles to work in, but it still wasn’t exactly what I wanted to do By chance, I was contacted by Talentpath for a full-time opportunity at Somerville House as an Administrative Assistant for the Boarding School I wanted to find a role that was within the field of my studying, so I had a few apprehensions when this role came up, but as soon as I met with HR I knew Somerville House was the right place for me There is so much social work involved in being an Administrative Assistant to the girls in boarding, and the school as a workplace is inspiring to say the least There is longlasting value in helping boarding school students through such an integral time in their lives, learning and growing in their home away from home
Student (to current) Contractor AssistantAdministrative–Boarding
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What does recognition look like to you?
Tell us about your journey to joining Somerville House.
Office CareerManagerPath
It’s like being a mum to 100 girls! No day is ever the same, it’s fast-paced, very diverse, and before I know it it’s time to go home! It’s important to me to have this feeling of making a difference to someone’s day and I get that in my role I know the impact I have on these girls will be remembered well beyond their schooling life Some of us were lucky to have teachers or key figures growing up that gave us the encouragement to be the best we can be I feel like I have that responsibility to these girls
When you find something that you love, it’s not so much about the money, it’s more about being appreciated for what you do It’s the little text messages and acknowledgments to thank me for my help
What’s the best thing about your role?
Benefits and initiatives vary from workplace to workplace. What benefits do you look for in a role?
Darlene Pearce Administrative Assistant – Boarding at Somerville House
The value of education is priceless I finished high school in Year 10 and didn’t go to university until now, so I do wonder if an earlier education could’ve changed the direction of my career My advice to my children and all young people is that knowledge is key Having a degree can make a big difference, but even just being ready to learn and push yourself gives you the foundation for the rest of your life Even if you don’t end up using your qualifications, it’s the experience that shapes you Never stop learning
Tell us what your ideal work environment looks like.
Leigh Stefaniak
What do you enjoy most about your day-to-day role?
Believe in yourself more, you are capable of so much more than you think!
Talent Guide 2022/23 | Business Services26
An ideal professional life to me is having a sense of purpose and productivity in my career, but also having the ability to switch off and enjoy my personal life stress-free I’m very much a person who truly cares about my team and company, so I’ll always go above and beyond when I need to But in general, having a good balance of both work and play is ideal
Things like team lunches or BBQ’s are always great in the workplace
Administration/Accounts Payable at Wilson Security
When a workplace invests in training you as much as possible, it really does make a difference I’ve found that at Wilson Security there are ample internal training opportunities to make sure you are up to speed with everything you need to know about the business before getting stuck into your role
Wilson’s are also big supporters of elevating indigenous business, which is something I personally value and respect in an employer
Administration Officer – Analytics Career Path Accounts PayableAdministration Assistant
If you could travel back to the beginning of your career and give yourself one piece of advice, what would it be?
Putting people first I am all about building strong, genuine connections with my colleagues and I definitely feel that Wilson Security prioritises relationship building as well In addition to this, one of Wilson Security’s values is being team orientated As I’ve already mentioned, I love being part of a team, so this alignment is great for me
My career journey began after a realisation that I wasn’t growing and progressing the way I wanted to in my role at the time I was working in analytics with a national construction company and had been in that role for about six years Being in that role for so long, I was interested in learning something new and moving into an operational role within the business Unfortunately, there was not enough scope to facilitate a role there, so I was offered a redundancy which I took It was only six weeks before I was contacted by Talentpath for a temporary assignment with Wilson Security The opportunity was perfect for me before I jumped back into a permanent position elsewhere I was technically there as an Administration Assistant until December 2021, at which time a role became vacant after an internal promotion in the business As I was eager to move into an operations role, I put my hand up for a vacant Accounts Payable role and was offered it on a permanent basis
Can you tell me about your journey from administration to now being in accounts payable?
What are some unique initiatives that Wilson Security offer?
We will start to see a lot more computerisation and automation in security and in business admin Technology in security is advancing quite quickly and we’re seeing features like facial recognition become more prevalent in new products Automation is going to make things like processing invoices easier and faster, it’s really exciting
It is really the people who make my job enjoyable Even when work can be stressful or busy, the team spirit is always high, and I always feel supported by my colleagues and managers A sense of camaraderie and feeling of being ‘in this together’ is important to me Also being able to dive deep into projects with a lot of detail and knowing I can provide solutions is always a fulfilling experience
Looking into the future, what workplace changes can you see happening in your industry?
What does a fulfilling professional life look like to you?
Always be open to opportunities but also learn when to walk away from situations that don't feel right for you
What shared values do you have with the organisation you work for?
Think back to when you first started out in your career. How have your values changed since then? I think my career has really shaped my personal growth throughout the years When I was younger, I didn’t always understand the value of working with integrity The idea that I ‘clock off’ at the end of the day was engrained in my mind – that work couldn’t mean more to me than the financial benefits I now understand that mindset and passion are everything when it comes to my career Finding something I love and enjoy and having an open mind to opportunities has allowed me to excel and find purpose in my professional life
What does supporting diversity and inclusion mean to you? It means giving everybody a fair go and understanding that different strengths come in many different forms I have ADHD and sometimes I find it hard to sit still, but I’m incredibly productive and very good at organisation Workplaces need to understand that there is strength in embracing diversity in your workforce, and that acknowledging those strengths will get the best out of your team
What does leadership mean to you?
Cassandra Barltrop Administration Assistant at Rosies – Friends on the Street
Head Barista and Kitchen Staff Client Success Manager Insurance Sales and Customer Service Administration Assistant Career Path
Leadership comes in many forms, but to me a great leader is approachable, kind and leads by example They also provide their team enough room to be autonomous, trusting their team to deliver great outcomes whilst guiding them when necessary
As clichéd as it is, finding purpose in what you’re doing and being very true to yourself is integral to a fulfilling professional life Sometimes as young adults, we can try to fit into societal norms and end up doing things we don’t really want to be doing I’ve worked in roles that probably weren’t the right fit for me, and it wasn’t until I started my current role that I realised work can be more than just a job - it can be fulfilling, purposeful and truly enjoyable I realised that I needed to be in an organisation and career path that aligned with who I was and what I valued in life Being able to connect with people fuels me, so I prioritise finding ways to do that meaningfully in both my work and personal life
Can you tell me a bit about your journey to your current role?
I’ve had a varied career journey - I’m a believer in trying everything at least once! I started out in the beauty industry and then moved into hospitality before making my way into an admin & sales role It was around this time I also started studying nursing, but COVID had just hit and things were getting a little crazy, so studying something like nursing where a lot of practical elements are in medical facilities was a huge challenge I decided to leave nursing for the time being, but I was still longing for an opportunity where I could make a difference I spoke to Talentpath about the role at Rosies – Friends on the Street and I instantly connected with the organisation and opportunity I really love that I can give back to the community and contribute to a greater purpose through my role We’re a Not-For-Profit that help people who are homeless by providing companionship, hospitality as well as things like blankets and toiletries to make life on the s treets a little bit more comfortable for them It’s fulfilling knowing I make a difference
What does a fulfilling professional life look like to you?
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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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