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Whether you're building a team or advancing your career, we connect top finance talent with the right opportunities. Backed by deep industry insight and a powerful network, we deliver matches that drive real growth and long-term success.
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What candidates really want…..from a recruiter who spends all day every day talking to candidates! So, what are the key drivers which motivate candidates in the current job market?  Job satisfaction: Candidates want to feel fulfilled by their work & enjoy what they do on a day-to-day basis. They search for roles that align with their skills, interests & values. Career advancement: Candidates seek out opportunities for growth within a company or industry. They want to know that their efforts will be recognized and that there are opportunities to move up the career ladder. Work/life balance: Candidates look out for roles which allow them to balance their work responsibilities with their personal life. This includes flexible work hours, work from home opportunities and additional leave which can be used for holidays, time with their family or even volunteering with an organisation close to their heart. Competitive remuneration: Candidates want to be fairly compensated for their skills & experience. They seek out roles which offer competitive salaries, benefits & other financial perks. With the increase in cost of living, this is becoming increasingly important to job seekers. Positive company culture: Candidates seek out a workplace that values team work, collaboration & a positive work environment. They want to work for an organisation that is committed to diversity & inclusion, supports employee well-being and can display their commitment to a sustainable future. A lot of organisations utilise the interview as a chance to talk through the candidates skills, throw in a couple of behavioural based questions, tell them about the job on offer and then skip to ‘have you got any questions for me?’. Perhaps next time, try really talking with your candidate about what will motivate them to say ‘yes, that job’s for me’. It will give you a chance to then display back to them all the fantastic opportunities on offer in your business. They may be extremely passionate about the environment, tell them about your sustainability committee; they may want to work in a role that is a solid stepping stone to a management accountant role, provide them with an example of someone in the organisation which has developed their career due to the internal support they received. It might make the process a little longer but at the end of the day, you will end up with a candidate that is engaged through the recruitment process and passionate about working for your organisation!
2022 may not be business as usual, but there’s still a lot to get excited about. Rethinking careers, re-evaluating work-life balance and seeking increased renumeration – these are the major factors influencing talent in the market and contributing to current workforce shortages. As we re-emerge from the depths of the pandemic and unemployment hits its lowest levels in years, there’s still one pressing issue facing the Australian workforce – a labour shortage. Following the ongoing changes to our professional lives throughout the last two years, it’s been a constant struggle for local businesses and organisations to find and retain the right talent. It seems the combination of a skills shortage and more than two years of no migration, has left the talent pool looking a little empty to say the least. So, why is the situation so dire even though we’re hitting record low levels of unemployment? Well, there’s the obvious increased demand for workers due to the delayed reopening of international border and its effect on a lack of talent – however there’s more to the story. According to the latest research by LinkedIn , as many as three in five Australian candidates are considering changing roles in the coming 12 months due to an increased desire to find a career that aligns with their lifestyle as well as their personal values. “People are really questioning what they want in life these days and how their employment aligns with their own ethics,” says SB Recruitment founder, Sarah Bolster. “Many are moving away from those big, large corporate organisations in favour or smaller organisations where they can feel more seen, more valued and like they’re having a positive impact on their patch in the world through their work.” But it’s not just the larger question or passion and purpose that’s playing a role in our ongoing talent shortage – many candidates are also basing their next move on flexibility and renumeration. “The work-from-home approach is starting to leave people feeling exhausted, so having that hybrid mix of home and office is something they’re really interested in,” adds Sarah. “They care about their family time, but they also need a place to escape and focus.” The biggest driver, however, is still the desire to increase their income. It appears that savvy organisations that want the best candidates, will also be the ones increasing their salaries. “Renumeration has continued to be a key driver here, and that won’t be changing any time soon,” says Sarah. “Candidates know they’re in high demand, which is why they’re taking their time to find the right role that speaks to their key motivations.” This is particularly true of public sector clients, according to Sarah, who are offering competitive salaries to attract talent with in-demand skillsets. Employees are even receiving enticing counter offers from their employers to remain where they are – as employers worry about top talent leaving for greener professional pastures. “In a skills-short market, it’s what employers need to do to retain their key contributors,” explains Sarah. Whether you call it the great resignation or the great reshuffle, it’s clear now is the time for agility, flexibility and a sharp focus on the future for both employers and employees.
There are plenty of us heading into the Christmas holidays with big plans for the year ahead. One of the items on your to-do list may include searching for a new role or pursuing a different career in 2022. If you’re looking at changing things up and are getting ready to prepare for your first phone interview in a while, we’ve got all the top tips to help get you back into the swing of things and through to the next round.  SET THE SCENE OK, if the chat is over the phone you may not need to worry about this one as much but if it’s via video call, a little preparation can go a long way. It goes without saying that we’re all video call experts at this point but just in case you haven’t been on camera in a while and your future employer is looking to conduct your interview this way, remember to still treat it like a professional experience – even if you’re at home with dirty laundry at your feet and last night’s dinner in the sink. Find a (clean) space with good natural light, plenty of wi-fi coverage, a simple background nothing too distracting in view. You’ll want to make sure your laptop or computer screen is propped up so the angle of the camera is just right, and your interviewers can feel like you’re sitting across from them in the room. It goes without saying – a professional ensemble and personal grooming won’t go astray. Most importantly? Remember to smile. You may feel overwhelmed, but you don’t want this to come across in your interview. Smiling will also help connect you to your audience. If you’re chat is on the phone, be sure to set your device to ‘silent’ so you’re not interrupted by any incoming notifications and be sure to find a quiet space with good network coverage so there are no connection issues. PREPARE IN ADVANCE Prior to your interview, make sure to consider any questions you may be asked, and rehearse your answers if possible. By saying these out loud, it will allow you to practice your responses and get comfortable with talking about yourself, your experience and your skills. Employers are becoming more and more conscious of soft skills, so being able to speak confidently and calmly is a major bonus. When practicing your responses, take your time and speak at a regular pace. Pause and remember to breathe. When we get nervous, we tend to speak faster and use a lot of ‘umms’ and ‘aahhs’ – some of us even add a nervous laugh or giggle to the end of our sentences. The more practice and the more you’re aware of this – the less likely it is to happen. Not sure what answers to prepare? You can’t go wrong with practicing responses about your strengths, weaknesses, past accomplishments or why you’re keen to take on the role. LOOK TO THE HORIZON To help show that you’re right for the role – consider all the things you’d like to achieve or implement within the first six months of getting the job. You might think about the potential there is to tackle ongoing challenges differently, or the need for new processes going forward. This will not only show that you’ve thoughtfully researched the organisation and have an understanding of the latest industry advancements and trends – it demonstrates you’re a proactive candidate that can bring fresh perspectives and opportunities to the organisation. ASK YOUR OWN QUESTIONS Remember – an interview isn’t just a one-sided experience. It’s just as important for you to get answers to your own questions as it is for the hiring team to hear from you – especially this early on in the process. You want to make sure the role and the organisation is the right fit, so have a think about any questions you may have. The best time to ask these questions will be towards the end of the conversation and will provide the opportunity for you to display your personality attributes a little more. It will also reveal more about your understanding of the role and give you the opportunity to mention any past accomplishments that haven’t already been discussed.
