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
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
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
Of those that strongly disagree with this statement, 81% expect to change jobs in the next year
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
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
54% of respondents who identify as Aboriginal, or Torres Strait Islander strongly agree 45% of respondents who identify as having a disability strongly agree
29% of respondents strongly agree they have shared values with their organisation
43%52%
Of those that strongly agree with this statement, 43% expect to change jobs in the next year
30%
4 Talent Guide 2022/23 | Insights—All Respondents
of respondents expect to change jobs in the next year
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
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 ”
46% of respondents who identify as Aboriginal or Torres Strait Islander strongly agree 42% of respondents who identify as having a disability strongly agree
Recruitment & Onboarding Coordinator
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mentionedmostwords
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�”
Partner “Clear and continuous communication with new employees in their onboarding processes ”
30% of respondents who identify as LGBTQIA+ strongly agree
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
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�”
60% of females ranked salary in their top 3 attractions to a role, compared to 52% of males
Operations Manager “Being given the flexibility to complete my weekly workload on the days and hours that I choose each week ” Administration Assistant
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 “Providing one with increased freedom in performing their duties, while still holding them accountable for performance (results on target, on budget and on time) ”
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 ”
61% of respondents consider 4+ years to be the ideal amount of time to have valuable tenure in a role |
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Insights—All Respondents
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
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�”
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
of Marketing & Digital talent say a 4-day work week would enable them to perform at their best
Talent Guide 2022/23 | Marketing & Digital36
With a sharp eye for branding, a dedication to keeping up with the latest social media trends and a natural ability to convey a story like no one else, your Marketing & Digital talent are a creative, strategic and essential bunch to have in your organisation Provide them with flexible working locations, a tonne of ongoing development opportunities and trust them to think creatively and your brand will flourish�
&MarketingDigital52%
MAKING MOVES: 48% of Marketing & Digital talent expect to change roles in the next year 22% are already job hunting | 83% of males expect to change jobs compared to 36% of females 39% of M&D talent strongly agree their company enables them to balance their work and personal life M&D talent believe teambuilding activities, health & wellbeing initiatives, and regular communication and visibility from executives and management are all equally important to fostering healthy company culture. 65% Flexible hours 52% 4 day work week 48% Flexible locations 30% Additional annual leave 61% of Marketing & Digital talent have negotiated directly with an employer during an offer process. What working schedule would enable M&D talent to perform at their best? Top 3 factors that would attract M&D talent to a new organisation MALES Senior leadership team Values alignment Culture FEMALES Values alignment & culture tied first Purpose & vision 1 Salary 2 Lack of progressioncareer 3 Feeling unfulfilled Females were more than twice as likely to leave their roles due to lack of career progression Men were twice as likely to leave due to senior management/executives This is an increase of more than 100% compared to last year Top contributing factors for M&D talent leaving their last role: How do M&D talent like to be rewarded for their work? Salary Recognitionraisesin front of their peers Promotion321 37
Salary Guide MARKETING BRISBANE SYDNEY MELBOURNE CMO/CDO $240 - 280k $240 - 280k $240-$280 Head of Marketing $130 - 200k $140 - 220k+ $125 - 195k+ Marketing Manager $95 - 130k $100 - 130k $100 - 130k Marketing Coordinator $60 - 70k $60 - 80k $60 - 80k Marketing Executive $70 - 85k $75k - 95k $70k - 90k Event Manager $70 - 95k $80 - 100k $70 - 100k Digital Marketing Manager $90 - 110k $100 - 130k $100 - 130k Digital Marketing Executive $80 - 95k $85 - 100k $85 - 100k Campaign Manager $70 - 90k $90 - 120k $70 - 110k Campaign Coordinator $55 - 65k $60 - 75k $60 - 80K COMMUNICATIONS AND CONTENT Communications Manager $90 - 140k $110 - 150k $100 - 150k Communications Specialist $80 - 100k $80 - 110k $80 - 100k Content Manager $80 - 110k $90 - 130k $80 - 110k Content Coordinator $60 - 70k $60 - 80k $55 - 70k Social Media Manager $85 - 100k $70 - 100k $60 - 110k Social Media Coordinator $60 - 75k $60 - 70k $60 - 75k Graphic Designer $68 - 80k $60 - 80k $60 - 70k Gen Z Clear potential for progression FlexibleSalary working Gen Y ClearSalarypotential for progression Flexible working Gen X Gain further valuable experience ClearSalarypotential for progression Baby Boomers TeamJobSalarysecurity Attractions to a new role: Top 3 Talent Guide 2022/23 | Marketing & Digital38
Since I work from home 100% of the time, the company I work for has a program where once a month they’ll pair you up for a coffee chat with a random person from a completely different team and country It gives us a chance to connect with people that I might never have had the chance to meet otherwise In a remote working situation like mine, I believe it’s really important to do things like this
Don’t be afraid to negotiate your salary At the beginning of my career, I just wanted work and I was too scared to speak up about what was important to me, including the value of my work What I’ve learnt later is that it’s a normal part of the hiring process Don’t be afraid to push for what you think you deserve What does a fulfilling professional life look like to you? One where I enjoy what I do for a living! Being able to finish work at a reasonable time and, in turn, allow myself to switch off is also important to me
What do you enjoy most about being a Campaign Marketing Manager?
What unique benefits or initiatives in a workplace do you value as a Campaign Marketing Manager?
If you could travel back to the beginning of your career and give yourself one piece of advice, what would it be?
Johanna Vulker Campaign Marketing Manager at TRAVLR
Next, a company called TEEG (Timezone and Zone Bowling) reached out, offering an opportunity to expand my skill set as a marketer, along with an increased salary I was there for a little less than a year before relocating home to Brisbane to live my dream of purchasing my first house I had stayed connected with my old manager from Nickelodeon who by chance needed someone for her team at TRAVLR, which is where I am now The role is completely remote, so it worked out well with the move A key takeaway from my experiences is that when you get good managers, it's essential to learn from them, work hard for them, and never leave on bad terms I fully acknowledge that I would not be where I am today if I didn’t have such fantastic managers throughout my career
My day is super varied, and I love that I have the opportunity to continually learn new skills Even though I’m 100% WFH, it’s the people that make my job truly enjoyable I love my manager and my team, despite not having met some of them in real life!
Career Path Tell us about your career journey so far. While studying at University, I worked part-time at Tiffany & Co where I had a manager who consistently supported my dreams to work in PR or marketing Knowing that he cared about my future was really encouraging and eventually led me to an opportunity to join the Tiffany & Co PR and Marketing team as an intern After completing the internship, I started to think about my next steps I made a LinkedIn account, browsed companies that I was really interested in working for, and set up job alerts for these companies I always wanted to work for Disney or Nickelodeon and, eventually, I received a notification that Nickelodeon had posted a job ad for an available Marketing Assistant position I got so excited and thought ‘I must get this job!’ Knowing it’s a kid's TV company centred around playfulness and fun, I decided to take that approach with my application My cover letter was written in the form of a story, starting with ‘once upon a time’, and in addition to applying online, I sent a hard copy of my resume in a box that I had decorated as a piñata Inside, I included hand-cut green confetti, so that when you opened the box, my resume was amongst the ‘Slime’ - something that Nickelodeon is known for LinkedIn indicated that hundreds of people had applied for the role, so making my application different helped me stand out from the crowd and get the job After receiving the life-changing call from HR, I packed up my life and moved from Brisbane down to Sydney I worked my way up from Marketing Assistant to Marketing Coordinator before Nickelodeon’s parent company, Viacom, merged with CBS Not long after the merger, I was promoted again to Marketing Executive working across Nickelodeon and Network 10, then picked up a mat leave cover position as the Marketing Manager for MTV and Comedy Central In my time at this company, I was again fortunate enough to have managers that really believed in me and continued to be career mentors to me after my departure
ProfessionalSales PR InternMarketing& AssistantMarketing CoordinatorMarketing ExecutiveMarketing ManagerMarketing ExecutiveMarketing ManagerMarketingCampaign
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ManagerAssistant ManagerDevelopmentBusiness ManagerBrandAssistant ManagerMarketingTrade Specialist&MarketingPromotions
InternMarketing InternManagement&MarketingProject CoordinatorMarketing ManagerMarketingAssistant
What do you enjoy most about being a Marketing & Promotions Specialist? Well, this is my second product-based marketing role, and I know I’ve found my calling in Product Management I get to spend a lot of time working collaboratively with multiple teams from across the globe whilst learning about and developing the product range at Norwex It's challenging yet extremely rewarding What company values do you live and breathe yourself? Norwex are deeply invested in being sustainable and improving the quality of life of both our customers and employees Their company values flow through to everyone in the team – we’re all in it together to be more environmentally conscious and sustainable
If you could travel back to the beginning of your career and give yourself one piece of advice, what would it be? Every experience you have is a chance to learn and grow I credit all my career achievements to my ‘never give up’ attitude, so don’t be afraid of the unknown Just keep going and trying Shelly Thirumeni Marketing & Promotions Specialist at Norwex
Career Path Can you tell us a bit about your background in marketing?
I completed an undergraduate degree in Advertising and German Language in my hometown, Delhi, before landing my first job in Media Sales for one of Delhi’s largest media companies I fell in love with the global corporate environment and spent a good five and a half years here learning and growing All this time working with international organisations inspired me to work overseas, but I knew I wanted to complete further study to better equip myself for the workforce at the same time, so I moved to Sydney to complete my MBA I was determined to exceed in Australia, so to differentiate myself I did more than four unpaid internships whilst having a part-time job and studying Although it was a lot of work, I don’t regret it at all as it really helped me secure a role after finishing my degree After the pandemic, at the end of 2021, my husband and I felt it was the right time to make the move up north to Brisbane With no job lined up, I took a position in a smaller business, but it was a bit of a learning curve for me That experience highlighted that I thrive in large organisations It was around this time that Talentpath got in touch to tell me about the Marketing Manager & Promotions Specialist role at Norwex, an international product-led organisation that values sustainability It’s been a seamless experience joining the team and I’m really loving it
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What is it like working at Norwex? I love my job and will put in the extra effort when I need to but knowing that I have an overall work-life balance is key Having the opportunity to not only chase my own career goals but also hit my organisations goals is so valuable to me
After marrying and having kids, I decided to start my own consultancy business which I enjoyed doing for several years During this time, I consulted with small business, government, not for profits and large corporate companies To this day I draw on the various experiences I learned from this time I missed the corporate world though so when it was time to return, I was very fortunate to meet with a Talentpath recruiter who was supportive in finding an organisation and role that was the right fit for me Most recently I’ve enjoyed more than five years at Allianz Partners, originally joining as a National Strategy Manager for Travel and Automotive to now being Head of Product Management, Innovation and Communications for five lines of business My career has been rewarding as have been the many career breaks, I have enjoyed Whether it be to travel, focus on family, health or to reflect – it's important to recognise when you need to put the handbrake on and take time for yourself
I like to believe that I’m someone who has benefited from meeting wonderful people who have supported me throughout my career That, and being able to speak fluent Japanese helped me land an amazing opportunity with Tourism QLD early in my career and that role opened a world of opportunities for me I was able to travel often, work in Japan and later London, meeting inspirational leaders who generously shared their insight along the way! I eventually made my way back to Brisbane where I used my tourism and travel experience to join a national travel group
Can you tell me about your journey to your current role?
ManagerGeneral Marketing Marketing Consultant and Director ManagerNational – Strategy General Manager – Marketing Communicationsand Head of CommunicationInnovationManagement,Productand 41
Career Path
My experience in destination and product marketing led to a new role where I was given the autonomy to create a team that delivered customer centric product offerings to the brand marketing teams
Think of a leader you respect or admire, what do you believe their values might be? I admire Jacinda Ardern and her values in putting people first in everything she does I think the ability to approach situations with both empathy and facts is admirable and having the ability to engage with such a diverse audience whilst remaining authentic in her communication is something very inspiring to me I’m conscious of leading with intent as often we jump to problem solving too quickly, and Jacinda’s approach in thinking longterm empowerment vs short-term is something I try to emulate
What do you enjoy most about your day-to-day role? Throughout my career, it has always come down to the people I work with that make my day enjoyable I lead a team; I have peers and I work with people all over the world I find real joy in bringing people together who otherwise wouldn't have crossed paths before It’s empowering to have a great network of interesting, collaborative colleagues The craft of Marketing and Communications has evolved so much since I began my career, and I love that I get to learn something new every single day
What unique benefits or initiatives in a workplace do you value? I think it's changed throughout my working career When I was younger, the culture and the people I worked with were really critical Now I'm a parent with high-school aged children, so what I value has evolved I personally like the shift to a flexible working environment; I value it as a parent, but even for a young person, flexible working means better work-life balance
If you could travel back to the beginning of your career, what advice would you give yourself? It’s important to challenge ideas, ask questions and say yes to opportunities, especially as a woman! But when you’re young, there really is no need to rush At the start of your career we all have that drive to get to the finish line quickly, but in reality it’s the journey that’s more important than the end goal The best managers are ones that have done their time learning from many types of leaders, show true empathy, are authentic and empower their teams to grow
Trudi Hollis Head of Product Management, Innovation and Communication at Allianz Partners Marketing and Events
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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