GuideTalent 2022–2023
Welcome to the 2022/23 Talent Guide
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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
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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
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 respondents 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
29% of respondents strongly agree they have shared values with their organisation
Survey Insights–All respondents
30%
43%52%
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
54% of respondents who identify as Aboriginal, or Torres Strait Islander strongly agree 45% of respondents who identify as having a disability strongly agree
More females feel their company enables them to balance their work and professional life compared to males
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
Of those that strongly agree with this statement, 43% expect to change jobs in the next year
Partner “Clear and continuous communication with new employees in their onboarding processes ”
Recruitment & Onboarding Coordinator
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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
mentionedmostwords
30% of respondents who identify as LGBTQIA+ strongly agree
“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 ”
46% of respondents who identify as Aboriginal or Torres Strait Islander strongly agree 42% of respondents who identify as having a disability 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
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 ”
Marketing Coordinator “Include team members in the recruitment process that are not just the senior leaders�”
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
Operations Manager “Being given the flexibility to complete my weekly workload on the days and hours that I choose each week ” Administration Assistant
61% of respondents consider 4+ years to be the ideal amount of time to have valuable tenure in a role |
8 Talent Guide 2022/23
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) ”
60% of females ranked salary in their top 3 attractions to a role, compared to 52% of males
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�”
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�”
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
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 ”
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 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
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 | Human Resources10
Hailed as the culture champions of the workplace, your Human Resources & Recruitment talent are always ready to create big impact for the people in your organisation� Being naturally people-orientated and personable, not only are your HR & Recruitment talent always looking for ways to improve and cultivate better HR practices, but their ability to connect with people is second to none Prioritise clear career progression, flexible working hours, regular recognition, and a competitive salary if you want your culture champions to be in it for the long haul� 81% of HR & Recruitment talent say flexible hours would enable them to perform at their best
ResourcesHuman Recruitment&
35% of HR & Recruitment talent strongly agree their company enables them to balance their work and personal life 39% of HR & Recruitment talent ranked culture as their top attraction to a new organisation, whilst 66% ranked it in their top 3 MALE Salary raise Verbal one on one recognition Recognition in front of peers Bonus or financial reward FEMALE Verbal one on one recognition Salary BonusPromotionraiseorfinancial reward Top ways HR & Recruitment talent like to be rewarded for their work: HR & RECRUITMENT TALENT’S MOST COMMON TOP 3 ATTRACTIONS TO AN ORGANISATION Top contributing factors for HR & Recruitment talent leaving their last role 40% Feeling unfulfilled 38% Culture 30% SeniorCulturemanagement/executivesValues alignment Senior leadership/executive team 42% of HR & Recruitment talent believe additional annual leave would enable them to perform at their best What HR & Recruitment talent are getting as part of company culture: 1 Celebrating employee birthdays, anniversaries and promotions 2 Awards and recognition 3 Welcoming & thorough induction process What they think has the biggest impact in a healthy company culture: 1� Regular communication and visibility from executives and management 2� Health & wellbeing initiatives 3 Team building activities 11
Salary Guide More than money Gen Z Professional development & training programs Gen Y Flexible hours Gen X Flexible hours Baby Boomers None are more important than salary HR PRACTICES BRISBANE SYDNEY MELBOURNE HR Director $180 - 230k+ $180 - 250k+ $180 - 250k+ HR Manager/People & Culture Manager $130 - 170k+ $140 - 200k+ $140 - 200k+ HR Advisor / Business Partner $90 - 130k+ $100 - 140k+ $100 - 140k+ HR Coordinator $65 - 80k+ $70 - 85K+ $70 - 85K+ SPECIALIST PRACTICES HR Change Manager $130 - 200k+ $130k - 200k+ $125 - 210k+ Learning & Development Manager $120 - 160k $120 - 180k $120 - 180k Learning & Development Coordinator $65 - 80k $70 - 85k $70 - 85k Workforce Planning Manager $100 - 135k $110 - 170k $100 - 150k IR/ER Manager $130 - 180k+ $130 - 200k+ $130 - 200k+ IR/ER Advisor - Business Partner $90 - 120k+ $100 - 140k+ $100 - 140k+ Remuneration & Benefits Specialist $95 - 130k $100 - 150K $100 - 150k Training Manager $90 - 130k $100 - 140k $100 - 130k RECRUITMENT & TALENT PRACTICES Talent Acquisition/Recruitment Manager $120 - 160k+ $130 - 170k+ $130 - 170k+ Talent Acquisition Partner/Recruitment Specialist $80 - 110k+ $80 - 120k+ $80 - 120k+ Recruitment Coordinator $65 - 80k $65 - 85k $65 - 85k Talent Guide 2022/23 | Human Resources12
I value having opportunities to continuously learn new skills, knowing that I’m able to develop my knowledge further and further each day
Human Resources Coordinator Career Path Human Resources Officer Can you tell me about your journey to your current role?
It was not long after finishing my degree that I entered the corporate workforce as a HR Coordinator for a hotel group Although I had my degree, it was the hands-on experience working in hospitality that made me a standout candidate for the employer I was thrown into the deep end very quickly thanks to COVID, but it also meant I had experience learning a variety of new things in a fast-paced environment
What unique benefits or initiatives in a workplace do you value? Something so simple as having free breakfast and coffee always available is life changing Not only is it convenient and cost-effective, but having a cafeteria gives you a chance to chat with colleagues you might not have otherwise Also being paid the market rate is an underrated yet important factor that I really value If you could travel back to the beginning of your career and give yourself one piece of advice, what would it be? Have a bit more faith in yourself to jump into your dream role sooner!
It’s so varied! We have four businesses within the group, so you’ll often have to jump between different businesses and projects multiple times a day Working within a larger team, I really enjoy collaborating with my peers and managers Every day is exciting and engaging – you never know what is coming your way and I love it
I am now working as a HR Officer at CV Services, which I am really enjoying I never thought that my hospitality experience would contribute to my future career in human resources, but I feel so lucky that it did What do you enjoy most about your day-to-day role?
I didn’t think anyone would give me a chance as I only had hospitality experience, but it ended up being a huge factor in helping me kickstart my HR career Trust yourself, trust your gut and just give everything a go
What working schedule enables you to perform at your best?
Human Resources Officer
What does a fulfilling professional life look like to you?
I loved every minute of working there but due to a small HR team, there wasn’t enough progression beyond the role I was already in That’s when I connected with Talentpath to help me get to that next level of my career
On top of skill development, I thrive in a team orientated office culture I love a team environment where we’re all striving for one goal and giving it our all, together Looking into the future, what workplace changes can you see happening in your industry?
I also love that CV Services values the importance of training and bringing up the next generation through apprenticeship and trainee programs We have quite a few employees that have started with us as apprentices and are now in management roles This strong focus creates a great working environment where everyone supports each other
Ashleigh
Personally, I work best in the office on a 9-5 schedule where I can focus 100% on work The office environment is excellent for in-person interactions I find I thrive off people, so whether I’m bouncing ideas off my colleagues or just having a quick catch-up over coffee, it’s the little moments that really help me stay motivated and engaged throughout the day
at CV Services 13
I began my career in university, where I juggled studying Human Resources whilst working in hospitality full-time
Swallow
Gender equality and mental health are at the forefront of our plans in the construction industry So much more can be done, but it’s about finding the resources and best ways to implement that With regards to gender equality, we’re starting to see more and more companies offer maternity leave not only for the primary care person, but the secondary care person as well which is a huge move forward in construction We’re also starting to see companies place a high importance on health and wellbeing programs to support workers mental health I can foresee a lot more happening in these spaces in the future
Your leaders should be people that excite you in your role, inspire you to share your ideas and be open to collaborate often
People & Culture Manager at Ingenia Communities
What unique benefits or initiatives in a workplace do you value?
For me having opportunities outside of my day-to-day role to explore things that you’re interested in outside of your job scope is special
How did you get into Human Resources?
It could be hobby or career related, so long as there is the option to explore and learn I really like being part of a high-performing company and Ingenia is exactly that You attract a certain type of people who like that fast-paced environment, and at Ingenia I feel that we all bounce off each other’s drive and energy to achieve What does leadership mean to you?
100% support and having the ability to have a firm but fair conversation
Talent Guide 2022/23 | Human Resources14
From that one experience, I decided to drop out of my Engineering degree and complete my undergraduate degree in Business instead
Group People & Culture Manager People & Culture ManagerHR Manager
I had the privilege of working in the UK for some global organisations in my early twenties before moving back to Brisbane where I started working at a national infrastructure services company I was working within their blasting team during a period of high growth, so it was a lot of fun I moved on to the world’s largest heavy vehicle machinery group before having the opportunity to join Ingenia Communities (Ingenia) I certainly feel like I’ve found a really great home in Ingenia It’s a very familyfriendly, value-based company that truly cares about its customers and employees
What does a fulfilling professional life look like to you?
Hayley Nuttall
Senior HR Advisor Career Path HR Manager
What is the best part of being a People and Culture Manager? I love being able to partner with a business, focusing on building strategies and coaching opportunities with my peers and leadership team It always comes back to the people and how I can really help them excel and exceed in the best way for them
A hybrid work model is a standard expectation these days, but what I value more in 2022 is collaborative engagement with my team, face-toface Humans are social creatures, we thrive off connection, so frequent social events and initiatives are always a great idea in a workplace
I sort of fell into Human Resources; it wasn’t something I set out to do at first I was studying Mechanical Engineering, and a short-term opportunity came up through a friend of a friend in maritime services for their HR team
After spending a little over 3 years building a HR team for a scaleup, I decided I wanted to stretch myself further and join an aerospace engineering company, however, upon reflection the business was not in a state to facilitate HR and did not have the focus and time for it That is when I saw the role with Kapiche pop up through Talentpath I am excited to be joining during their scale-up phase where I have been given the key to the HR function
Individual policies and individual flexibility Some people love being recognised publicly, other people detest that It all comes back down to a flexible and individual approach
LeadOperationsPeopleCareerAdvisorInsurancePath RepresentativeServiceCustomer ManagerAccount AdvisorCustomer CoordinatorResourcesHuman ManagerResourcesHuman Talent Culture&LeadAdvisorClaims Can you tell us about your journey in Human Resources?
What does a fulfilling professional life look like to you?
After graduating with my degree in Human Resources Management, I started working for an agricultural recruitment and HR services company for just over a year It was a fantastic opportunity to learn the ins and outs of both recruitment and HR in a consultancy capacity After moving into another role specialising in workers’ compensation, I soon realised that I wanted to get into the generalist HR space and was lucky enough to land a role at a national car hire company Pretty quickly after landing that role I was offered another role at a scale-up business, where I built the HR function from the ground up
What do you enjoy most about being a People Operations Lead?
There is a strong focus on wellbeing and designing workplaces that allow people to tap into the best way of working for them, as opposed to blanket policies that require employees to be in the office on certain days of the week That might work for 90% of people, but what about that 10%? There is a movement towards creating workplaces that are individually flexible, as opposed to blanket flexible How do you believe people should be rewarded and recognised at work?
I enjoy getting the chance to support the wider team - whether I will be working directly with the executive team or directly with team members, just supporting people in their professional goals is really fulfilling My ethos is always about being able to drive open and honest communication If someone wants to try something new in their professional or personal life, I want to assist them with that What unique benefits or initiatives do you value at Kapiche? I appreciate it when an employer recognises that everyone has a life outside of the workplace Everyone is human, we all have individual lifestyles and hobbies, and that is the best thing about Kapiche – they are fully cognisant of the fact that people have different aspects of their life that take up time Being in a business that values a worker as a person, not just as an employee is something that is really important to me If you could travel back to the beginning of your career and give yourself one piece of advice, what would it be? During university, I was given a lot of different advice to help me kickstart my career Looking back on my experiences now, I would have told myself to pursue generalist HR to begin with, even if it was going to be a little bit harder at first
We are already seeing it in the HR space, but we are moving away from a technical approach and more towards a people-focused approach to HR
Zac Walsh People Operations Lead at Kapiche 15
Knowing I have had a positive impact on the people, and they are going to have a positive impact on the business moving forward
Looking into the future, what workplace changes can you see happening in your industry?
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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