GuideTalent 2022–2023
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
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
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S LAER•INSIGHTS E EO AI NS
Welcome to the 2022/23 Talent Guide
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43%52%
of respondents expect to change jobs in the next year
30%
Of those that strongly agree with this statement, 43% 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
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
29% of respondents strongly agree they have shared values with their organisation
4 Talent Guide 2022/23 | Insights—All Respondents
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
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
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
Business Development Manager “Be more open and honest about the highs and lows, the team, the workplace flexibility, and the responsibilities ”
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
Recruitment & Onboarding Coordinator
5
“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 ”
Partner “Clear and continuous communication with new employees in their onboarding processes ”
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
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
mentionedmostwords
What could employers do to improve their recruitment processes?
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
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) ”
8 Talent Guide 2022/23
71% of males believe 4+ years is the ideal amount of time to have valuable tenure compared to 54% of females
Insights—All Respondents
Operations Manager “Being given the flexibility to complete my weekly workload on the days and hours that I choose each week ” Administration Assistant
MALE ClearJobSalarySecuritypotential for progression FEMALE FlexibleSalary working Job security Top attractions to a role
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�”
61% of respondents consider 4+ years to be the ideal amount of time to have valuable tenure in a role |
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
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
Sales ExperienceCustomer&55% of Sales & Customer Experience talent strongly agree they know how their work contributes to their organisation’s success
Providing frontline personalised customer experiences every single day, our Sales and Customer Experience talent are fundamental to the progression and growth of any business� With a drive to delight, a dedication to excel, and a focus on helping people at the heart of everything they do, these people build relationships like no one else� Your Sales&CX talent excel when you give them ample learning opportunities, a warm team environment and flexible working options in addition to a competitive remuneration package and room to progress their career� Do all of this with regular and transparent communication and they’ll always have your back�
Talent Guide 2022/23 | Sales & Customer Experience16
Number one attraction for Customer Experience talent for a new role is Job Security 46% of Sales talent strongly agree their company enables them to balance their work and personal life Only 35% of Customer Experience talent expect to change roles in the next year Males are twice as likely to be attracted to an organisation by business growth� Females are twice as likely to be attracted by health & wellbeing initiatives� What working schedule enables Sales talent to perform at their best? What factors do Customer Experience talent think have the most impact on fostering a healthy company culture? Flexible hours Team building activities48%58% Flexible locations44% MALE Flexible hours 4 day work week Flexible locations FEMALE Flexible hours Flexible Additionallocationsannual leave The most common top 3 factors that attract Sales talent to a new role NUMBER 1 FACTOR FOR CUSTOMER EXPERIENCE TALENT LEAVING THEIR LAST ROLE: Male: Lack of career progression | Female: Salary 1� Salary | 2� Flexible working | 3� Job security 4 day work week37%Thisis the lowest of all divisions This is the highest of all divisions TalentSales Health & wellbeing initiatives37% Ongoing learning & development46% 17
Salary Guide CUSTOMER EXPERIENCE BRISBANE SYDNEY MELBOURNE Contact Centre Manager $120 - 200k $120 - 200k $120 - 200k Customer Experience Team Lead $75 - 100k $75 - 120k $75 - 100k Customer Experience Representative $55 - 65k $60 - 70k $55 - 65k CLAIMS Case Manager $70 - 85k $70 - 85k $70 - 85k Claims Officer $65 - 75k $65 - 75k $65 - 75k COLLECTIONS Collections Manager $100 - 140k $100 - 150k $100 - 140k Collections Team Lead $800 - 100k $800 - 100k $800 - 100k Collections Representative $55 - 70k $60 - 70k $55 - 70k SALES Head of Sales $160 - 250k $160 - 250k $160 - 250k Sales Manager $120 - 165k $140 - 185k $120 - 165k BDM $90 - 140k $90 - 160k $90 - 140k Account Manager $75 - 100k $80 - 110k $75 - 100k Sales Team Leader $75 - 90k $80 - 95k $75 - 90k Internal Account Manager $65 - 80k $65 - 80k $65 - 80k Outbound Sales Representative $65 - 75k $65 - 80k $65 - 75k Inbound Sales Representative $65 - 75k $65 - 75k $65 - 75k Appointment Setter $50 - 60k $55 - 65k $50 - 60k More than money Gen Z Health & wellbeing initiatives Gen Y Flexible hours Gen X Flexible locations Baby Boomers Flexible locations ExperienceCustomer More than money FEMALE: Flexible locations MALE Flexible locations tied with professional development & training programs Sales Talent Guide 2022/23 | Sales & Customer Experience18
What do you enjoy most about being a Business Development & Partnership Manager? I get to make a direct positive impact on the people, businesses and charities we work with daily Giving small charities and family-owned businesses a channel to connect with nationwide consumers is huge for them – it can be life-changing sometimes!
If you could travel back to the beginning of your career, what advice would you give yourself? Keep pushing! Block out the noise, have confidence in your ability and understand your worth The vision you have for the future is what will become your reality Trust your vision and your journey and understand why and what it is you want to do and just go for it!
Career Path Can you tell me about your career journey so far?
What words would you use to describe the culture at Entertainment Group?
SupportRelationshipManager Regional QueenslandManager Membership Officer New Business Sales Consultant New Business
A takeaway I’ve learnt from my experiences in my career so far is that I need to be able to give back and know that I am contributing to the greater good Whether it be through raising donations for local charities or directing more traffic to small businesses who need it – that opportunity to work with them and grow with these businesses is priceless In the last few years, I have really gained more empathy for businesses after everything we have gone through, so I’m always thinking, ‘how can I give back?’
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I was a high school dropout at a very early age so it was important for me to regain traction in my life and make something of myself Having a young daughter, it was also equally as important that I be a great role model and mentor from a young age I kept persistent with my goals and attitude, landing my first corporate role at the head office of a bank in New Zealand I had an impressive career there, starting as a Junior and leaving the bank as a Senior Product Manager 12 years later After spending more than a decade in a banking environment, I was curious to see what else was out there I proceeded to move into mortgage lending, sales, and high-level operational management roles before connecting with Talentpath for my first contract role Initially, I came on board just to help with a project for 6 weeks, but they didn’t want me to leave I then embarked on a National Sales Enablement position and took over all the projects at the time I later moved into Business Development Management before taking some time off for myself to recoup and reset When I decided to reenter the workforce, I connected with Talentpath again and started a temporary role as a Relationship Manager at a national membership-based organisation It turned into a permanent position, and I quickly progressed from Relationships Manager to Regional Manager within a year I moved onto a pivotal role at a state hospitality body that changed the trajectory of my career This experience progressed me in ways I never thought it could, being able to connect with so many great people whilst finding my passion for hospitality and entertainment Unfortunately, due to COVID I was made redundant, but I left knowing I had found a lifelong passion that would help shape the future of my career Now I’m at Entertainment Group as their Business Development & Partnership Manager – QLD Being amongst the industry I love, having conversations with people I care about and helping businesses grow and flourish is really the perfect combination for me I lucked out!
The culture here at Entertainment Group is second to none It's one thing to be working for a company and understand their vision, but it is another to have a company that backs your vision and allows you to pave your own path whilst following your lead The support that I have is amazing and the loyalty that I have goes both ways
Business Development & Partnership Manager –Queensland at Entertainment Group Sales Queensland
Consultant Business Development & Partnership Manager –
Ana-Maria Connelly
What unique benefits or initiatives in a workplace do you value?
SupportCustomerManager
Talent Guide 2022/23 | Sales & Customer Experience20
I feel fulfilled when I'm able to make a difference and add value in my role Being recognized for my contribution is also a massive factor to being fulfilled in my professional life A bit of encouragement and recognition goes a long way
Rose Nemgus Property Event Team Manager at RACQ Area
I see a lot of changes in the insurance space as the cost of living and lifestyle preferences shift Adaption is key in any industry, and insurance is no different How can your workplace support your growth and development?
RACQ Property Claims Hub Manager Property Event Team Manager Customer Support Team Manager
Schedule allocated time for training In such a fast-paced, hands-on role like mine, there is not enough time to invest in developing your own skills when your day is already so busy In my field, businesses need to set time aside for everyone to do some personal development otherwise it won't happen
What does a fulfilling professional life look like to you?
After joining as a Hub Manager of the Property Claims team, I was quickly offered a role as Team Leader of the Natural Hazard team I love how fast-paced it is, I feel like I make a significant impact in this team and role which is important to me I'm a people person at heart, so knowing that my employer genuinely cares about their members is a huge driver in my role
The variety of my role Sometimes my days follow a plan and other times I'll be juggling a few tasks all at once, putting out fires if I need to That is the nature of the role in the Natural Hazard team! I love that I can have an impact on different teams and different members The work I did with Talentpath recently allowed me to have an impact on 120 temporary workers, which was really rewarding What unique benefits or initiatives in a workplace do you value? I'm a massive fan of flexibility I have a life outside of work and being able to work around my life is something I appreciate I also love freebies! Any discounts or perks like free movie tickets are a plus
Looking into the future, what workplace changes can you see happening in insurance?
CareerControllerPath
I joined RACQ after being made redundant in my previous role Something that really resonated with me about RACQ is that they really do care about people For them, it is not just the bottom line that matters; it is about the impact that we as employees are able to have on the lives of our members
Can you tell me about your journey to becoming a Property Event Team Manager?
What do you enjoy most about being a Team Manager at RACQ?
A job is more than the money you earn from it, and for me the highlight of every day is having the ability to help someone in need When I know I’ve assisted someone through a tough time and they express how thankful they are for my service, I feel really valued in my role Always having empathy, understanding your customers' needs and giving each person 100% of your attention and energy just feels so good What do you love about working at Allianz Partners?
What does a fulfilling professional life as a Customer Service Agent look like to you?
Sue Rossouw
How does Allianz Partners assist you to be your best self?
What does leadership mean to you?
A leader is someone that can put themselves in your shoes and lead with a full understanding of what drives each person in their team Sometimes it’s difficult to find that in a company but that is not the case at Allianz
I work in a beautifully decorated modern building, and it really makes a difference You can see the effort Allianz Partners put into making sure your environment is optimal for you to excel and be your best self It’s an accumulation of all those things that makes me excited to come to work
When I walk into Allianz, I get that warm fuzzy feeling Our managers always make sure we are happy as soon as we walk through the door We get breakfast provided every day and they are very transparent in their communications across the team Everyone looks out for each other and genuinely cares about you
We work in a beautifully decorated modern building, and it really makes a difference You can see the effort Allianz Partners put into making sure the environment is optimal for their employees to excel and be their best self It’s an accumulation of all those things makes me excited to come to work
I have leaders I can trust, who are honest and treat people fairly to give everyone equal opportunity to grow professionally For me, it’s so important that my leader shows real interest and care for my well-being as well as my career performance
Partners Nurse Customer Service and RepresentativeSales Customer RepresentativeService ServiceCustomerAgent Career Path 21
When you find a place that gives you this sense of excitement and warmth, you want to hold onto it
When you find a place that gives you this sense of excitement and warmth, you want to hold onto it
Customer Service Agent at Allianz Can you tell me a bit about your journey to your current role? When COVID hit in 2020 it really changed the workforce landscape for a lot of people in a negative way, but I was fortunate to have found a role as a Wellness officer, checking in on people in hotel quarantine It was a unique role to say the least, especially since something like that hadn’t existed prior to 2020 I enjoyed helping people through what was such a difficult time for so many Fast forward to the beginning of 2022 and hotel quarantine was slowly being phased out I started looking for a permanent opportunity that still allowed me to help people on a daily basis A friend of mine told me about the role with Allianz Partners, so I had my interview with Talentpath and successfully started my journey as a Customer Service Agent
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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