About the role An excellent role has arisen for a Commercial Manager or Senior Finance Business Partner who is looking to join a high performing multi-billion dollar, industry-leading organisation. You will be the key partner to GM of Sales and be highly involved in organisational wide projects. Duties Business performance and planning reviews including forward looking risk and opportunity analysis Budgeting, forecasting and scenario modelling Generation of relevant insights through financial, commercial and data analysis Business partnering with key stakeholders (i.e. GM of Sales) Ad-hoc commercial support when required Skills and Experience CA / CPA Qualified Demonstrated track record of identifying revenue growth opportunities that align with business strategic initiatives Demonstrated ability to build rapport, business partner and influence key stakeholders in the organisation. Excellent communication skills to liaise with a broad audience at all levels of the organisation Strong written and verbal presentation skills. Benefits Generous salary with exciting financial and non-financial benefits Flexible working arrangements Convenient Sydney location About the company Our client is an industry-leading organisation with an instantly recognisable brand name, they have embraced change and are enjoying the benefits of pivoting their strategies to suit the changing nature of its industry. To apply online, please click on the appropriate link below. Alternatively, for a confidential discussion, please contact Grant Kayes - firstname.lastname@example.org
Our client is a global FMCG leader whose products are found in most households across Australia. Having recently completed some strategic acquisitions, they are now looking to add some top-tier talent to their finance function.Reporting to the Commercial Finance Manager, your role will be dynamic with a blend of both technical and commercial finance.More specifically, your key duties will include: Monthly reporting Daily Sales reporting & tracking Monthly Trade Spend reporting, accrual management and ensuring reconciliation Monthly Sales reporting by brand, channel and category – Gross Sales, Net Sales and Gross Margin Ongoing and continuous improvement focussed on allocation methodology of trade spend/discounts, COGS, A&P and SG&A to brand, customer and category Responsible for preparation and maintenance of State based P&Ls Preparation of Monthly Business Review presentation pack Reporting Support for the S&OP Process: Work with business units to support the S&OP Process (Portfolio, Demand, Supply and FP&A) to provide reporting and analytical support, creation and maintenance of support decks for each cycle Stage Gate P&L’s for all upcoming new product launches/line extensions in preparation of the Portfolio review meeting The successful candidate will be: Bachelor of Business degree (Finance/Accounting, Administration or similar) required (must be recognised in Australia) CA, CPA or equivalent qualification At least 3 years’ experience in a similar role, preferably within FMCG or similar industry Ambitious and drivenExciting opportunity for an ambitious commercial finance candidate to join a global FMCG company To apply online, please click on the appropriate link below. Alternatively, for a confidential discussion, please contact Danielle Bower on 0473 489 543 or email email@example.com
The Organisation Our client is a national law firm based on Collins St in the CBD. With excellent staff benefits, and a fun and dynamic team environment on offer, they are currently looking for a role will be an exciting opportunity for those looking for their next challenge. Responsibilities Reporting into the CFO the role will involve taking leadership of the Payroll team with key tasks involving: Overseeing the end to end Payroll processing Completion of PAYG, Payroll Tax, WorkCover and Superannuation payments Preparation of monthly payroll journals for posting into the General Ledger Senior stakeholder engagement with staff Ensure relevant Awards and legislation are interpreted Develop and strive for process improvement to improve efficiencies Proving accurate information in response to employee queries Candidate Profile The successful applicant will have proven experience using ADP in a similar Payroll position along with the following skills and attributes: Previous experience in full function Payroll processing Excellent communication skills both written and verbal The ability to interpret numerous awards and EBAs Proven process improvement initiatives To discuss further, please contact Daniel on 0431 284 815 or firstname.lastname@example.org
Villawood Properties is Australia’s leading residential land developer, with a proven track record in delivering innovative, family-focused master planned communities across Australia for 30+ years..With continued growth and a number of recent acquisitions, they are currently seeking an experienced Development Manager to lead a key master planned community project in Melbourne's Northern region.The RoleReporting to the Lead Development Manager of the Northern Region, this person will take the lead on a specific key mixed land and built form development and assume responsibility for leading a team of development professionals to achieve Villawood Properties strategic and commercial objectives. Key responsibilities will include: Assuming accountability and responsibility for end-to-end delivery of development projects Implementation of the Company’s property development strategy in accordance with Company objectives as well as current and new investment strategy Proven people leadership skills Commercial management and financial cost control of budgets, forecasting and reporting Management of the Development Programme and briefs Management of internal and external project stakeholders including authorities and consultant teams Project Reporting to relevant shareholders and internal management team. This is a rare opportunity to join one of Australia’s most successful residential land developers and contribute to the companies ongoing growth and success in delivering new landmark communities their customers are proud to call home.About YouThis role will suit candidates with the following background and experience: Tertiary qualifications in Property, Planning, Finance, Civil, or Engineering Those with planning experience on land projects are highly encouraged to apply 5+ years demonstrable experience in delivering residential land developments Strong leadership skills and demonstrable experience leading and managing project teams Strong financial knowledge and previous experience in preparing analysing financial feasibility studies, project cash flows, cash flow management, development programmes, budgets, costs and delivering profits On OfferThis is an opportunity to join a highly successful and trusted property group with a proud 30+ year history in the Australian market. Be a part of the Villawood leadership team Enviable pipeline of land development projects Progressive and dynamic business with excellent culture Strong salary package plus annual bonus and tools of trade To apply online, please click on the appropriate link below. Alternatively, for a confidential discussion, please contact James Shiells on 0411 256 983 or Jshiells@sharpandcarter.com.au#LI-JS2
OverviewAs an Email Marketing Specialist your key areas of focus will be around the ideating, briefing and execution of email marketing campaigns, while supporting the Marketing Manager and Senior Marketing Manager on broader strategic pieces of work.Responsibilities Successfully set up & deploy Automated EDM campaigns A/B testing of subject lines and content to identify learnings and opportunities to maximise results Successfully build and test customer journeys & automated emails. Analyse data and prepare reports on each EDM to provide recommendations and suggestions for future EDMs Track performance of new CRM initiatives, including new journeys and A/B testing Report on data errors and escalate potential issues. Skills and Experience Tertiary qualifications in relevant discipline 2+ years experience in a similar role across email marketing or CRM Experience with Marketing Automation software Familiarity with content management systems (CMS) Experience with A/B testing Experience with HTML and CSS would be a plus A keen eye for creative details and attention to detail Excellent written and verbal communication skills How To ApplyPlease click ''Apply Now'' or email your resume to Adam Parle at email@example.com
Role OverviewOur client are on the lookout for a Digital Ad Operations Executive to support their Digital Ad Ops team. As a Digital Ad Operations Executive, you will be responsible for the end to end campaign delivery for digital advertising campaigns, including implementation, optimisation & reporting.Responsibilities Implementation and management of digital advertising campaigns including campaign setup, delivery and reporting Provide technical support to the Sales Team as well as the wider Ops teams Provide a high level of service to both internal and external clients to ensure issues and inquiries are managed quickly and to the satisfaction of our clients Promptly communicate unresolved issues to the relevant Account Managers / Stakeholders if any issues arise during the course of the campaign Ensure ad creative adheres to technical specifications and troubleshoot any creative issues that may impact implementation, tracking or overall performance Skills Proficiency with Google Ad Manager (or alternative ad serving platforms) Digital Media operations experience Knowledge of Tag Management systems and creative troubleshooting experience Proficiency in Google suite of applications, specifically Docs, Sheets and Slides How To ApplyPlease click ''Apply Now'' or email your resume to Adam Parle at firstname.lastname@example.org
Leading builder across volume, custom & medium density building in Melbourne. Due to growth a position for a production estimator has become available working out of their Geelong Office. An excellent opportunity for a production estimator to join a leading builder & work in a stable role. The role Residential building estimating including producing BOQs and take offs Produce variations as per customer requests Working to a strict schedule to produce required documentation Work with internal departments as well us external customers to deliver a seamless service Maintaining the internal database including Databuild software to ensure products and services are kept up to date About you 2 years min experience in residential estimating Strong communication & written skills Comfortable working autonomously or within a team If you feel you have the right experience please apply below or contact Alastair Bray on 0433697422 or email to email@example.com
This group have been developing mixed use commercial and residential projects for the last 20 years around Australia. They place a high importance on quality and hold onto the majority of their assets. This is a newly created role to manage the development of mixed use sites Our client currently holds a varied portfolio of development sites across the Eastern Seaboard and this role will see you work closely with the Director of the business. The key responsibility will be taking the lead on the developments from post acquisition through feasibility analysis up to construction across mixed use, commercial, retail and residential projects. The successful candidate for this role will be a development professional with the following background: Tertiary qualifications in Property or a related field Strong feasibilities analysis experience Proven track record working for a Development Group on the Eastern Seaboard Ideally you have had exposure to multiple asset classes Ability to demonstrate team leadership and autonomy Excellent relationship building skills and a strong professional network Commercially astute To apply online, please click on the appropriate link below. Alternatively, for a confidential discussion, please contact James Shiells on 0411 256 983 or Jshiells@sharpandcarter.com.au#LI-JS2
About The CompanyOur client is a well-known Australian non-profit organization which is making a significant beneficial impact in Melbourne. Due to this growth, an opportunity for an experienced Accounts Receivable Officer is available to join their team in a permanent capacity. About The Role The Accounts Receivable Officer will take full ownership of the accounts receivable function and report through to the Finance Operations Manager. DutiesYour daily tasks will include but not be limited to the following duties in a full function position: Set up and maintain invoicing schedule Raise invoices / credit notes Process refunds Manage daily receipting Maintain schedule on Debt Management Letters Proactive in follow up on outstanding invoices Preparing and submission of service delivery records on NDIA portal Importing, validating and posting of NDIA extracts and remittance in accounting system Fortnightly ageing report with remarks/comments to reporting manager and to Operations Maintain Database for Procurement contracts Maintain procurement policy checklist prior to approving new vendors in Finance system Quarterly review on all vendors spending to ensure relevant contracts/supporting documents are stored in accordance with procurement policy. Skills and Experience Minimum 2-3 years’ experience in accounts receivable and administration Excellent customer service Computer literacy, including proficiency in Microsoft Office (pivot tables, data analysis) Effective communication skills to develop client relationships and articulate and negotiate expectations An ability to work autonomously, yet be a team player to communicate and coordinate with others Strong time management with the ability to prioritise, multi-task and manage expectations An ability to understand and analyse problems and arrive at appropriate solutions Benefits Work for an award winning organisation Work for a well respected Financial Operations Manager and close knit team Salary packaging Flexibility to work from home 2 days per week To discuss further, please contact Celena Sonntag at firstname.lastname@example.org
Permanent, full time role $80,000 - $85,000 + superannuation Hawthorn East location Organisational Profile An opportunity exists for a talented all round accounts professional to join a dynamic and highly successful company who are going from strength to strength, and currently experiencing an exciting period of rapid growth. They pride themselves on their incredible dual customer & employee first focus. Reporting into the Financial Controller, you will complete varying finance duties on a day to day basis, and oversee a team of 3. The client is really looking for someone who is driven, enthusiastic and is a go-getter, ready to sink their teeth into an exciting new challenge! This is a terrific opportunity for a motivated Bookkeeper/Finance Manager. Position DescriptionYou will work closely with the Financial Controller, and be responsible for but not limited to the following duties: Oversee a team of 3 Accounts Payable & Receivable duties as required Payment of supplier invoices and obtaining internal approvals in line with policies and procedures Preparation & lodgement of BAS Completion of reconciliations Maintain Aged Trial Balance report Preparation of month end adjustments such as prepayments and accruals Monitor cashflow and control expenditure Assist with completion of month-end reporting and year-end accounts Develop and foster positive relationships with internal and external customers Ad hoc tasks and process improvements as required Ideal CandidateWith a minimum of four years experience in a similar all round accounts position, you will have excellent relationship management capabilities, and a desire to continuously improve processes and lead a team. Accompanied with a high level of attention to detail, you will have a demonstrated ability to grasp new information, capability to meet reporting deadlines, and seek relevant information when necessary. You are proficient with MS Excel and capable of working as part of a team. You will have a keen desire to work closely with the CFO to improve current financial structures within the business. What's on Offer Attractive salary Join a growing organisation during a transformation period Oversee a team of 3 Continue expanding your skillet How to ApplyTo apply online, please click on the appropriate link below. Alternatively, for a confidential discussion, please contact Nicola McLennan via email at email@example.com
Commence as soon as you're able, with the office located in Epping Work in partnership with one other AR Officer to manage the national ledger Full time permanent role & commence immediately with an attractive salary The OrganisationOur client is a leading company within their industry, experiencing steady growth on a national scale. They pride themselves on providing high level customer service and support to their customers, with an Australian foot print for close to 20 years. With team fit and culture a priority, the organisation is seeking a talented and motivated Accounts Receivable Officer to join their high performing and supportive team, on a permanent full-time basis. This is a rare opportunity to embark on your next challenge in an exciting evolving business environment, close to home in Melbourne's North of Epping.Position DescriptionReporting directly to the Financial Controller and working in partnership with one other Accounts Receivable Officer, the role will include but not be limited to: Managing the national debtors ledger Daily banking Allocate and receipt payments Daily bank reconciliations Processing and checking all new credit applications Collections of overdue / outstanding payments - via phone and email Handle disputes and queries with both internal and external customers Ad hoc tasks as required Candidate ProfileThe successful applicant will have proven experience in a similar Accounts Receivable Officer role. The successful applicant will also have the following attributes: Demonstrated ability to confidently work autonomously as well as in a team environment High level time management skills & the ability to meet deadlines Excellent communication skills both written and verbal Personable nature and ability to build relationships with key stakeholders Additional Benefits Full-time permanent hours (Mon - Fri) Supportive close knit finance team environment Located close to home in Melbourne's North (Epping) Excellent training provided Commence ASAP! To ApplyTo apply online, please click the appropriate link below. Alternatively, for a confidential discussion, please contact Emma Kennedy at firstname.lastname@example.org
The Company Operating within the logistics & distribution space, the business has a strong Asia-Pacific presence. It is a fast-growing organisation that has experienced sizeable growth locally. It is an outstanding opportunity to get a chance to develop within a business that will offer career progression opportunities. The Role An important cog in the business, reporting into the financial controller and supporting the internal finance team, while also balancing relationships with external audit and payroll teams. The duties include: Preparing the month end reporting Processing cash transfers Maintaining the fixed asset register Processing payroll journal Communicating financial information to state management teams Liaising with corporate functional teams The Person Ideally, you will be working towards or have completed your CA/CPA qualification, combined with relevant work experience at a similar level. Having worked in a fast-pace, high-volume environment and enjoy working in a collaborative environment. How to Apply To apply online, please click on the appropriate link below. Alternatively, contact Sarah Fitzgerald at email@example.com or Alexander Dunlop @ firstname.lastname@example.org
Flexible/ non flexible working arrangement:One of the biggest drivers that is causing candidates to change roles is flexible/ non flexible working arrangements. In the post covid working world employees simply refuse to divert back to the 5 day in office working week and because of this, if they find their workplaces require them to come back full time, it immediately drives them to start looking elsewhere for a job that lets them be flexible within their working week. Many candidates on the job hunt have spoken about the first thing they look for in a job description now is information on the flexible working arrangement the company offers, and how they will scroll past any role that requires a full time in office arrangement. Wages:Another big driver to change roles is wages. With the cost of living increasing and inflation being seen across many areas of life, employees are looking to their workplaces for reassurance that their wages will remain fair in comparison to the cost of living. If workplaces and employees cannot ensure this candidates are now walking away and looking elsewhere for a job option that ensures fair wages.Workplace Culture:A final point that is driving candidates to change roles is workplace culture. The importance of a healthy workplace culture is now at the forefront of most employees minds, especially after the pandemic. Candidates are looking at the companies morals and ethics and asking themselves if they believe their company follows through on their promises. No longer will employees accept coming to work and feeling unsatisfied within the culture and the job itself. Many candidates are looking at job satisfaction as one of their number 1 targets when job hunting.
Are the roles you are trying to fill getting limited, if any, applications? We outline the common obstacles that might be deterring prospective candidates from applying to your roles. Many employers are currently faced with the difficulty of attracting suitable candidates to fill their roles in a candidate short market. At Sharp & Carter, we know that attracting great candidates and keeping them engaged throughout the process requires effort. Below we've outlined tips to improve your application process and stop you from losing out on great candidates.1: Cliché job descriptions:When a candidate is on the job hunt, reading through lots of roles will become a part of their day-to-day. Because of this, reading cliché and similar job descriptions with terms such as ‘driven’ ‘hard working’ ‘detail orientated’, can deter many candidates as your role could feel like one of many instead of standing out. Make the job description as specific to your company and the role as possible. 2: Complicated application process:There is nothing more off-putting for a candidate than a complicated application process. Having multiple steps is the first hurdle that will make your application process feel overwhelming and intense, which are two things a candidate is steering away from in an already overwhelming job hunting situation. 3: No response that you have received their application:Simply letting a candidate know you have received their job application and what the next steps will be will engage your candidate far more than if they hit ‘apply’ and hear back nothing at all. It will also help the candidate to keep your company at the top of their mind knowing that you are taking time to read and review their application. 4: Not outlining growth and stability within the job description:Many candidates are looking for a job that is not just a job, but a career. Outlining the growth possibilities and stability of the role in the job description will save you many candidates who may click off your application from a lack of information about where they could go within your company. 5: Non flexible working arrangements:In a post, Covid working world one of the most important things candidates look for on your application are the words ‘flexible working arrangements’. Many candidates will no longer accept a 5-day 9-5 work week and have proven their capability to work from home. It has been proven that more candidates will apply when they know there is an open conversation about preferred working arrangements. Get in touch if you would like more information on how you can improve your hiring process.
Historically, while remuneration is one of many important factors candidates contemplate when considering their employment, 2022 has shone a spotlight on salaries and seen pay rises becoming almost a non-negotiable when candidates change jobs. We recently surveyed hundreds of finance professionals over the past month and collated the following results, highlighting the major factors contributing to the shift.QUESTIONS FOR EMPLOYEES:Are you anticipating that your staff will ask for pay rises this pay review cycle?What percentage increase in wages are you forecasting your staff to ask for?QUESTIONS FOR EMPLOYERS:How likely are you to ask for a pay rise?What increase are you looking for?Data collected in June 2022 from the S&C database of approx. over 28,000 clients & candidates**Migration (or lack thereof):With borders opening fully in the past few months, we expected the flow of migrants to increase substantially from the lows of the pandemic. With Australia's immigration processes burdened by wait times and stricter requirements compared with places such as the UK and Canada, would be skilled migrants have in many cases chosen other countries to call their new home. In addition, Australia's tough stance on borders during the pandemic scared off a number of prospective migrants, particularly from the subcontinent when a number of recent migrants were stuck in transit when the delta strain was having an impact.Restructuring (or lack thereof):When the pandemic hit and uncertainty was high, organisations looked to their finance function to help them navigate through the uncertain headwinds. The recruitment market was tight, but mostly because candidates were averse to the risk of making a move in such a heightened period of uncertainty. With the arrival of JobKeeper and other stimulus measures, companies were able to hold on to their staff. Since then we haven’t yet observed businesses restructuring at the same pace as one generally saw in the decade leading up to the pandemic.The Endless Musical Chairs Game:Pre-pandemic, around 40% of permanent vacancies were filled by candidates that were immediately available (either through restructure or migration). In the last 18 months however that number has been closer to 5%, leaving 95% of placements being people currently employed, therefore creating another vacancy. This has driven a significant churn cycle which while the market remains tight, one would expect to continue. With so much activity, companies are not only competing with other companies to attract talent, but also counter offers from their current employer.Where to from here?We expect both migration and restructuring activity to normalise in time, however predicting when and how is much more difficult. Whereas restructuring has historically focused on the senior end of the market, our expectation is that the next round of restructuring activity could well focus on the mid and junior levels, since this is where the tight market has driven the greatest salary growth over the past 18 months.Click HERE to reach out to our Finance & Accounting team.
Many employers are facing attraction and retention difficulties in the current employment market. Haydn Glass, Manager of Finance & Accounting Melbourne here at Sharp & Carter sat down to write some insightful tips on how to navigate retaining and attracting employees in these unprecedented times.The employment market is currently in an unprecedented state of flux with the majority of our clients grappling with (or anticipating) attraction and retention issues.In essence, there’s a perfect storm given most companies and industries are performing strongly (leading to newly created roles), there’s been next to no migration into Melbourne (removing a reliable source of candidates) and there’s a high percentage of people looking to change roles after a tumultuous COVID period (The Great Resignation).Reflecting on the many conversations, meetings and recruitment processes with our client and candidate base. I would like to share to some advice and guidance around how best to navigate this unprecedented employment market through the lens of a few different scenarios.- Are you actively looking to change roles this year?Make sure not to compromise on your long-term career goals. Yes, you’re highly likely to receive a salary increase or an improved position title by moving in this market. However, will that move support your career management plans? Be mindful how changing roles multiple times in this market will be perceived on your CV 5 – 10 years from now.- Are you anticipating recruitment needs within your own team this year?Those organisations who’ve been able to balance an attractive employee proposition (market reflective salary and bonus, WFH flexibility, career development opportunities, culture etc.) with a quick and agile recruitment process, have had the most success in securing the best candidates.- Are you passively looking to change roles this year?Network, engage with recruiters, update your CV and improve your personal branding and visibility through LinkedIn and SEEK. You want to put yourself in a position where you’re at least being made aware of opportunities. You’d hate for the market to look very different this time next year.- Are you worried about retaining staff this year?Be proactive in retaining your top performers. The cost of re-recruiting, re-training and the loss of IP, far outweighs the improved working from home flexibility, salary increase, bonus, promotion, increased responsibilities or change in position title that’s often easily at your disposal.- Are you looking to hire a contractor?Consider the services of a ‘career contractor’ rather than the ideal candidate that could potentially convert from contract to permanent. Career contractors are experienced, can hit the ground running, have worked across multiple ERP systems and the risk of them leaving mid-contract for a permanent role is significantly reduced.If you or someone you know is wanting more insight please feel free to reach out to Haydn at email@example.com
Continued learning for all employees is highly important. Not only does it keep your employees feeling valued and productive, but it adds value to the overall business, aiding in staff retention, motivation, and efficiencies.But how can employers help upskill their employees? A great place to start is knowing that upskilling needs to happen both inside and outside of the workplace. A few ways you can help your employees upskill:Include an upskilling development objective within the annual review process for employees.Implement an internal buddy system or mentoring programme that facilitates, and pairs employees accordingly based on shared interests and/or developmental areas. Allow your employees to dedicate at least one hour per week to develop their skills in whatever learning area they are committing to as part of their development plan. Either nominate a development course in line with the employee’s upskilling objective or have them research and identify a course.Provide access to live events that are of an employee’s interest that can develop their knowledgeable skills. Provide free access to books or online resources relevant to their development.By helping your employees gain opportunities to upskill will not only benefit them and their mental well-being but will benefit your business by retaining employees and seeing better outcomes in their work and productivity.
Our founder Stephen Carter sat down to write an insightful piece about the current talent shortage many business are experiencing. Keep reading below to hear his insights on what business should do to secure talent during these tough times. ---------------------I have worked in the recruitment industry for 23 years and have never seen such an imbalance between the supply and demand for talent.Given the industry is so talent short here are 5 tips to improve the odds of securing talent in your organisation:1) Speed is of the essence. How long does your recruitment process take? Are you able to make a decision on someone well fitted without points of comparison? How long does the letter of offer and contract take to be sent post verbal offer? Without speed you may lose out on the rare great candidate.2) What physical infrastructure do you have to support your people within the organisation? What is your office like? Is it a physically attractive place to work? What learning and development is provided for your talent – is this best in class? What remuneration and benefits are provided to your people - is this competitive with what the market is paying?3) What alliances and relationships do you have in place to help find talent? Firstly, you should have the trust and confidence in your own people who should be referring their friends and ex colleagues to work for you. Secondly, what is the strength of the relationships you have with recruitment firms? Because consciously or sub consciously recruiters will refer good people to the firms they have a strong alliance with. And trust me there are plenty of organisations that begrudgingly treat recruiters as unfortunate positions of last resort rather than trusted extensions of their business.4) It all starts with your culture. When talent comes to interview at your business and they ask about the culture and leadership within your organization how enthusiastically do your people talk about these things?5) Attention to detail is critical. How much planning do you actually put in to the process of securing talent? Are line managers trained in interviewing and selling your organization? Is the receptionist a good master of first impressions? Do rejected candidates (your number 2 choice can fast become your no.1 option in this market!) still leave having had a positive experience? Do you have Employer Value Proposition packs outlining Remuneration & Benefits, your culture, your L&D, some testimonials etc.If you would like me to have a look at your current talent acquisition strategies please do not hesitate to reach out to me at firstname.lastname@example.org
The 2022 Sharp & Carter Salary Guides have been developed as a reference tool for hiring managers and job seekers to make informed employment decisions. The various guides benchmark the salaries of various roles across different disciplines, including Finance & Accounting, Legal & Compliance, and Digital and Technology. Drawing upon data from Sharp & Carter's placement records, the guide provides insightful trends into hiring, industries, and market segments among others.Although the below guides are for Melbourne, they are indicative of salaries in NSW and QLD to some extent. For more specified insights regarding salaries relative to your needs, please get in touch here. Click your relevant industry below to download the full Salary Guide.
The great job boom is here!According to SEEK's latest employment report, the platform experienced the highest job ad numbers posted in January 2022 on the platforms 25 year history!Although job applications increased by 5.7% m/m, applications per job are still down -41% y/y given the high demand for talent and smaller talent pools.Whether you're trying to secure quality talent in a tight labour market or you've been considering a move but are unsure of the opportunities available, reach out to us for more information relevant to you.
So, you've decided it's time to move on. You've received your job offer; you have a start date and are handing in your resignation. It is an exciting time with new prospects on the horizon. Then, suddenly, your boss offers a counteroffer, and a very persuasive one at that. So what do you do now?Both types of offers are difficult to navigate, so we have summarised some key points to think about before accepting a counteroffer.A counteroffer can come in a few different forms such as a monetary offer or an emotional offer. Monetary is self-explanatory whereby your boss will offer you a raise in exchange for you staying. Emotional offers will pull on your heart strings and tug at your sense of loyalty. You may hear compliments for the first time from your boss that will leave your head in a spin. A counteroffer can be tempting and it certainly feels flattering. Questions roll around your head such as 'does the company value me this much that they can't bear to see me go? Are your managers recognising your significant contribution and will pay you more than you thought was possible? A counteroffer usually requires some careful consideration before a final decision is made. Personal Questions: • Keep your end goal in sight. Remind yourself why you wanted to leave in the first place. Write down your reasons and read over them when you feel pressured or uncertain.• Don't let guilt, blame or persuasion divert your decision. Stay professional and try to remain in control. You are the one making the decision.• Don't buy into emotion. At the base line this is a business decision, a career decision, and a new journey for you.• If you do decide to resign make sure it is clear and in writing. Handling your resignation with confidence and leaving no room for doubt will help you avoid conflict.If you would like any more information on this topic please get in touch HERE, and we can help navigate you through the resignation process and the prospects of new opportunities.
Jill Henderson, Director of Executive at Sharp & Carter sat down to write an insightful piece about the question often received from many candidates after finding out they didn't get the job, that question being 'What did I do Wrong?See her insightful piece below:It’s a question I get asked at the end of a search process. It’s the worst part of my job. It is asked after I tell you, a highly capable and experienced executive, that you haven’t got the job.I make this call more times than I make a call to extend an offer. This is the reality of my job. To make it worse I have most likely approached you about the job. I have tapped you on the shoulder and have asked you to consider an opportunity you didn’t know you were looking for. I ask you to take a chance to further your career. I want you to open your mind to this role, be vulnerable, put yourself out there to be judged and to commit to a process to enhance your career. You become intrigued. You do some more research; you are curious and now you want to be considered and you put your hat in the ring. You connect with the brand, the position, and the people you meet during the interview process.You get to the final stage and it’s here when I let you down.I make that call. I tell you I’m sorry and that I’m going to disappoint you. I tell it’s not an easy call to make but here I am and then I say it - you haven’t got the job; they’ve offered the other candidate.I’m sure many of you have had this call at some point or you’ve made this call yourself. It’s not pleasant. I don’t like making it and nobody likes hearing it.What is interesting is most people respond with ‘what did I do wrong?’. The reality is you often haven’t done anything wrong, and you couldn’t have done anything better. At the executive level, and in search, it is a game of comparisons. Every process is different, and I don’t mean to generalize however, often its more about the person you were up against, who offered something different. Not better, just different. This doesn’t mean you did something wrong or that you are not capable of doing the role. It just means that another candidate offered something else. What’s more interesting is that, in my experience, it is often women who ask that question, more than men. We immediately blame ourselves when really there is nobody to blame.In several processes, I ran last year I couldn’t get specific feedback from the client. This isn’t always the case, but it can happen. Usually in this instance I’m told that they are splitting hairs as both candidates are right for the role. In the end they must decide. Often, we will get commentary unique to you however when there is no specific feedback the conversation is more difficult.My advice, when you receive the rejection, and you instinctively think what did I do wrong? is to stop and ask another question. Ask yourself, what did I do well? Was it the great presentation you gave or the information you learned during the process or how you held yourself in the interview and responded to difficult questions? Be proud of yourself and know that you don’t get invited to an interview unless you have something great to offer. Every interview is a learning curve and enables us to feed our curiosity and meet new people. Every conversation is one step closer to your next career role.So, if you are ever in the unfortunate position of getting that call from me take comfort in the fact that we will focus on that great question – what did I do well?