Headquartered in the US, this digital-centric media business is world renowned for innovation, consulting expertise, and leading technology. A true partner to a diversified customer portfolio, the business enjoys a strong position in the ANZ market. The business requires an experienced finance leader to drive the commercial, operational, and strategic focus of the local business unit. Reporting to the local MD and Global CFO, you will be responsible for providing support to the local ELT and Managers to optimise operational and financial effectiveness. Your key responsibilities will include: Provide financial information & strategic oversight to the ELT to deliver agreed plans & objectives Oversee the preparation & review of budgets, results, monthly & yearly reports, and compliance Advise the business from a financial perspective to aid commercial decision-making, identify risk & pursuit opportunities in the market Lead the finance team in the provision of financial information, FP&A, & functional optimisation CA / CPA qualified, you are senior finance leader with extensive experience in the digital, media or communication sectors. Ideally, you will have experience working in a multinational and navigated your career in a matrix structure environment. Your commercial finance and strategic skills have realised profit and / or market share upturn in previous roles. Further, you will have the ability to present analysis effectively, whilst always ensuring the integrity of core financial data. To apply please click on the appropriate link. Alternatively, for a confidential discussion, please contact Damien Miller on 0499 700 077 or firstname.lastname@example.org
About the Role Working for a large ASX listed organisation this role is critical in partnering with key Executives and Operational teams to develop business cases, commercial analysis, strategic advice and investment evaluation to drive key decisions and be a leader in the organisations growth.The ResponsibilitiesReporting into the Head of Head of Commercial & Business Insights, you will be responsible for (but not limited to) delivering financial business partnering through strategic planning, development pipeline planning, investment evaluation, capital allocation and structuring advice. Other responsibilities include: Business case preparation Financial evaluation of investments, developments, as well as acquisitions Analysis of projects ROI analysis Timely reporting and presentations to Execs Support senior leadership at various stages of a project life cycle from concept development through funding approval with detailed financial analysis, business case development, sensitivity/scenario analysis and key driver analysis The successful applicant with haveCFA and/ or CA qualified, you will be an analyst, finance business partner or commercial manager with prior/ current experience in investment banking, property industry, financial modelling, M&A, private equity or a large professional services firm. You will have proven skills in driving commercial decision making through detailed analysis. You will have excellent communication skills with the ability to partner with execs and operational teams.Additional Benefits Supportive culture - values of care and integrity Career progression Large ASX listed organisation Close to public transport WFH arrangement About the ClientOur client is a large ASX listed organisation who are the market leader in their field. With ambitious growth plans for the future it is a fantastic time to join and make a difference.How to ApplyTo apply online, please click on the appropriate link below. Alternatively, for a confidential discussion, please contact Ellen Mezger at email@example.com
We have exclusively partnered with Australian Catholic University who possess a large property portfolio in Melbourne's CBD and Australia wide. This group have an on-going Capital Development Program consisting of major and minor fitout, refurbishment and new build projects. Our client is looking to recruit a Project Manager to join their in-house Development & Capital Project Division. Joining the existing team as a Client Side Project Manager you will play a lead role in the management of projects from brief development through to completion across fit-out, refurbishment, relocations and major new-build projects. You will be responsible for extensive stakeholder engagement to develop project briefs and prepare and present business cases to senior management. Utilising your expert communication skills you will build strong relationships with internal and external stakeholders, and will manage a diverse team of consultants and builders. The ideal candidate for this role will have the following experience / skillset: Proven track record in the delivery of built form projects on the Eastern Seaboard Minimum 5 years of professional experience working in architecture, construction, consultancy or a client side organisation. Tertiary qualifications in Architecture, Engineering or Construction. Excellent written and verbal communication skills and specifically the ability to prepare and present business cases to senior management Expert stakeholder engagement This is an opportunity to join a leading and well known institution as a Client Side Project Manager and work on a diverse range of minor and major capital projects. This role will provide exposure to full project lifecycle and offers professional development and a clear structure for career progression. On offer is an attractive salary package, excellent corporate benefits and a flexible working environment. Please call James Shiells on 0411 256 983 or e-mail JShiells@sharpandcarter.com.au #LI-JS2
The Position Reporting to the Talent Acquisition Manger, you will be an experience recruiter who enjoys a role with variety as you will given the opportunity to recruit across their two portfolios, across a wide variety of positions – Cloud Services and Data Centre & Hardware Network. This position sits within a lean Talent Team based across Brisbane, Sydney, and Melbourne. You will be involved in the full remit of recruitment activities, in which you will identify, attract, and recruit the best talent and effectively manage pipelines to meet future business needs. Ideal for an experienced Information Technology recruiter, looking to launch their career with one of Australia's largest IT Services provider. Key Responsibilities End-to-end recruitment of technical advisory positions and talent pooling for key divisions nationally; Work with a busy people & culture team and be able to multitask or shift focus and prioritise tasks as needed by the team; Provide trusted advice to senior stakeholders through a consultative and proactive style to ensure the best talent is sourced for internal teams. Skills and Experience Demonstrated experience as a proven recruitment consultant in an internal environment, or experience managing a high-volume desk within a recruitment agency; Ability to multi-task and work at a high volume and fast pace, you are well-versed in all strategic and operational components of internal recruitment and used to working to tight deadlines and recruiting many technical roles across a variety of portfolios at once; Experience recruiting across software, IT or technical portfolios will come highly regarded; Excellent time management and stakeholder engagement abilities; High level of autonomy, with the ability to perform end to end management of roles with minimal or no supervision. The Organisation Operating for the past 30 years this company has now become one of Australia’s largest privately-owned IT Services provider, with over 600 staff located in Sydney, Melbourne and Brisbane, this business is at the forefront of innovation. Boasting a welcoming, supportive and people-first focused culture, this business takes pride in delivering meaningful solutions to their employees and customers. So much so they were voted the Best Place to Work in 2020. How to Apply your next move aligns with this position, please apply directly using the link below and attach an updated copy of your resume. For more information, please reach out to Haylea Smith on firstname.lastname@example.org or Lauren Fraser at email@example.com.
Our client is a growing globally listed retail organization who is continuing to invest in their stores and has capitalized on an increasing amount of market share within their sector. Working within a high calibre finance division, this presents as an excellent progression opportunity for an ambitious Finance Business Partner to join the team. Reporting into the Head of Business Partnering in this newly created position, your focus will be around the following: Partnering with key business stakeholders to understand their informational requirements and create financial dashboards to support their needs Daily & weekly reporting to senior management Dashboard reporting and financial modelling BI reporting and insights Provide recommendations on improving current business systems Support the planning, modelling and preparation of all annual budget deliverables Preparation of monthly executive results presentation Our client is looking to attract an ambitious analyst who has had experience working within a large retail or FMCG company. You will have excellent analytical capabilities and be a confident communicator who can engage with and influence non-financial stakeholders. Additionally, you will possess an enthusiastic & ambitious attitude which allows you to work collaboratively within a high performing finance team. This is an outstanding opportunity for a dynamic and high calibre candidate to become part of a successful and growing Australian business. You will be joining a retail leader with an outstanding culture and fantastic career progression opportunities. To discuss this opportunity in more detail, please contact David Petrou on firstname.lastname@example.org.
Our client are widely recognised as being one of Australia's top Head Contractor builders across the tier 1and tier 2 space. Their development business is growing rapidly, with several large-scale commercial developments in the works. As a result, their team is expanding, and they are seeking a talented Assistant Project Manager to assist the lead Project Manager in the planning, design and delivery of these projects. Focused primarily on commercial property ventures (office, industrial, hotels etc), you will work closely with the Development Team, that will support for you throughout this process. This role will allow you to fully immerse yourself in the project, with plenty of scope to drive the design deliverables and champion the direction and program of the project. Being the internal connection between Hickory Developments and Hickory Construction, gives this role a unique exposure to the end-to-end lifecycle and day-to-day duties, going far beyond traditional development management. Key accountabilities include but are not limited to: Preparing detailed scopes, briefs, tenders & compare and engage consultants as required. Managing consultants across all stages of the project life cycle. Preparing project briefs, principals requirements, programs and design directions. Managing the delivery of coordinated design documents and reports suitable for tender. Preparing and coordinating tender and contract documentation. Facilitating the transition of projects with key stakeholders through to the construction business. Assisting in the preparation of development programs, budgets, cash flow projections etc. Monitoring and reporting on works in accordance with the agreed delivery program. TO BE SUCCESSFUL IN THE ROLE The ideal candidate will have client-side Project Management, construction or development experience, with an emphasis on construction knowledge. Additionally, some design training or experience will be highly advantageous. In addition, we are looking for someone who has: Tertiary qualifications in Project Management, Construction Management, Architecture, Property or a related discipline. Minimum 3 years’ experience in the residential/commercial construction or in a related field. Sound understanding of the full property development life cycle. Outstanding critical thinking and problem-solving capabilities. Ability to quickly adapt and overcome/understand new challenges. Professional standard written and verbal communication skills. Excellent attention to detail, time management and organisation skills, with the ability to deliver on your promises. A passion for understanding, learning, and exploring new things. Advanced MS Office suite skills, including Microsoft Project. A strong work ethic with a continuing enthusiasm and desire to contribute to the business success. ON OFFERThis a rare chance for those working in the construction sector or PM consulting space to make the transition into a true developer side role managing enviable large scale projects. Strong salary package Brand new state of the art office working environment Office wellness and fitness centre with yoga studio and gym. In-house office café and bar. Work for one of the most innovative builder/developers in Australia A supportive team that values learning and development If this sounds like the role for you, please submit your CV via the link. alternatively, please contact James Shiells at JShiells@sharpandcarter.com.au / 0411 256 983#LI-JS2
About the Role This is an excellent opportunity for an enthusiastic Accounts Officer to join a dynamic and innovative company and take the next step in their career. Working alongside a fun, professional team, the successful candidate will be assisting with processing the transactional accounts, and focus on process improvement within accounts. Responsibilities: Reporting into the CFO, you will be responsible for: Assist with the AP function Process expense claims and invoices Process supplier invoices Liaising with the sales team regarding invoices etc. Collection of invoices and payments Assist with any project work/process improvement Any ad hoc duties Ideally this person will: Ideally have experience working within the construction industry Have intermediate to advanced excel skills Experience using Exo Business a plus Be comfortable working for an SME Additional Benefits Clear opportunities for growth and career progression Upbeat, supportive and positive company culture Modern, open-plan loft style inspired office Flexible working environment between home and the office This role will really suit a candidate that has passion and drive, with a willingness to learn and develop as the company love to promote from within.
The OrganisationOur client is a global tech service provider located in Melbourne's CBD. They pride themselves on their company values and are committed to providing a high level of service to their customers. The rolereporting directly into the Commercial Finance Manager, your responsibilities will include but not be limited to: Economic modelling of product pricing structures and proposed future changes such as price decreases/increases or the introduction of new products Build financial models to support the business in making the right investment and business decisions Validate business cases and conduct variance analysis on benefits realisation Provide high quality and timely advice to support to internal teams with regards to customer and product profitability and effective capital investment Identify new commercial opportunities and provide creative and innovative solutions to continue to grow and develop the team’s commercial strategy End to end ownership of Sales commissions including setting up commissions in conjunction with GM of Sales, taking into consideration product profitability at unit level and managing offshore commissions processing team Supporting the Finance Planning & Analysis team in development of the overall budgets and forecasts. Business partner with financial and non-financial stakeholders including operational teams and management effectively to achieve aligned goals The Ideal Candidate CA/CPA qualification Strong financial modelling skills Strong accounting and commercial business skills A high level of conceptual, analytical, and interpretive skills Excellent communication skills To ApplyTo apply please use the link bellow or contact Lucy Jones directly at email@example.com
Operating nationally, this FMCG leader boasts a stable of high-profile and iconic brands. The group, with turnover of 350M, has experienced positive restructuring due to growth via acquisition, NPD, and core brand market growth. To ensure continued growth the group will focus on investment in currently strong brands and products, as well as a focus on complimentary acquisition opportunities. The business requires an experienced and proven finance leader to oversee, support and develop the commercial finance team at Group level. Reporting to the Chief Financial Officer your mandate is to deliver an efficient and value-creating group finance function. Further, you will support the GMs and Finance leads of several business units. Key responsibilities will include: Lead management accounting reporting & analysis to aid commercial decisions Review weekly KPIs including insight & commentary Compile the EOM Group financial reports by consolidating the business unit results Assist in the preparation of papers for Board & General Manager meetings Proactively collaborate with the business unit Finance leads Lead CAPEX review & approval process Support the business units with analytical review & trend analysis Partake in profit improvement projects from a finance perspective Contribute to potential acquisition activity from a finance perspective Lead, coach and manage a team of qualified and non-qualified finance people CA / CPA qualified, you will have experience working within a matrix structure, with your skills honed in FMCG, food, and / or manufacturing. You are a business partnering expert who can manage a variety of stakeholders across functions, business units and executive leaders. Further, you will have the ability to present analysis effectively, whilst always ensuring the integrity of core financial data. In return, you will have the opportunity to engage in the strategic decision-making process of the business, lead innovations & projects, and be rewarded through a genuine career path to CFO. To apply please click on the appropriate link. Alternatively, for a confidential discussion, please contact Damien Miller on 0499 700 077 or firstname.lastname@example.org
About the RoleOur client is looking for an ambitious Assistant Accountant to join an exciting team. The role and the business is suited to someone who is hard-working, has a positive attitude, is well-spoken and is a quick learner. They do pride themselves of having an excellent working culture & supportive environment and offer career growth opportunities. This role will be suited to someone who has a few years experience in an assistant accountant role and is eager to apply their accounting skills in a new role. They are looking for someone who is immediately available or available on short notice. It is a temporary with the view for permanency position. The Responsibilities Reporting to the Finance Manager your duties will include but not limited to: Reconcile supplier invoices against cost accruals in transport management system. Variances to be reviewed and followed up for approval Review and liable for relevant balance sheet accounts Monthly review overhead costs covering different transport cost centres and sites, and completion of the monthly accruals and journals on timely manner P&L Reporting and Analyses Taking part in systems’ and process improvement initiatives Assisting the team where necessary The Successful Candidate At least 2-3 years experience an Assistant Accountant or Site Accountant role Proven ability to calculate, post and manage financial records Studying their CPA or CA or are fully qualified Strong excel skills Excellent communication skills Eager to stay and grow within the company over the long-term Be immediately available or available on short notice How to apply To apply online, please click on the appropriate link below.
About the Role This is a unique Head of Product opportunity with a Global B2B Product Brand that has a strong retail and distribution presence across Australia. Reporting to the Managing Director and with a dotted line into the Global Head of Product in Europe, you will lead and develop a team of 3. The team consists of a Pricing Manager and 2 Product Managers. Based in South-West Sydney, they are looking for a positive, people-first and collaborative senior product manager/Head of Product to join their team at this exciting time as they expand across ANZ.The Responsibilities Develop and create an optimum product offering by commercialising the Global range in ANZ through optimised product ranges, pricing, Inventory management and market leading availability Manage the entire product lifecycle for the ANZ Region and deliver budgeted revenue, profit and margin for the Australia & New Zealand regions by optimising range, pricing, stock health & availability Drive performance against category metrics including own brand/private label share of business, Dynamic Pricing, Inventory & Product Availability (stock turns, slow moving & obsolete stock, stock profile), supplier relationship Management (COGS & Buying Income) & Customer metric e.g. average order frequency (AOF), average order value(AOV) etc Work collaboratively with internal stakeholders such as Head of Sales, Head of Marketing, Head of Finance, Head of Operations and the Global Category/Product team to hit key business objectives Team leadership - develop, mentor and coach a team of 3 direct reports. You are people-first and know that your team's success is your success. You are a positive and hands-on role model consistently coaching and inspiring them to be their best. The successful applicant with have A proven track record in a large matrix-type organisation with both B2B and B2C Product experience and familiarity with a large number of SKUs across small and large price points Strong financial and commercial acumen with experience across product management, supply chain management and inventory management Strategic and hands-on Category/Product management experience where you have both developed the strategy and executed it too. You could come from FMCG, Retail, B2B, B2C Product with a large number of SKUs Fantastic team leadership experience - you will have experience being an authentic/positive leader and role model to your team with tangible experience where you have developed, coached and mentored a small marketing team Additional Benefits Up to $160,000 base + super + $18,000 car allowance + super + 20% bonus Be part of the Global and ANZ Senior leadership team Annual leadership coaching and development opportunities Work from home flexibility - split 50/50 Home/Office Free top-level Health insurance cover and 25 days annual leave About the ClientMy client is a leading brand in the catering equipment industry which is rapidly expanding now that the world is opening up again. They have a very hands-on, humble, people-first and hardworking culture where you are rewarded accordingly. They always look for positive, collaborative people with strong integrity and interpersonal skills so if this sounds like you it would be great if you applied.How to ApplyTo apply online, please click on the appropriate link below.
The Position Reporting to the Talent Acquisition Manger, you will be an experience recruiter who enjoys a role with variety as you will given the opportunity to recruit across their two portfolios, across a wide variety of positions – Cloud Services and Data Centre & Hardware Network. This position sits within a lean Talent Team based across Brisbane, Sydney, and Melbourne. You will be involved in the full remit of recruitment activities, in which you will identify, attract, and recruit the best talent and effectively manage pipelines to meet future business needs. Ideal for an experienced Information Technology recruiter, looking to launch their career with one of Australia's largest IT Services provider.Key Responsibilities End-to-end recruitment of transactional roles for a large portfolio of the business which covers a national remit; Work with a busy talent acquisition and be able to multitask or shift focus and reprioritise tasks as needed by the team; Provide trusted advice to senior stakeholders through a consultative and proactive style to ensure the best talent is sourced for internal teams. Skills and Experience Demonstrated experience as proven Recruitment Consultant in an internal environment, or experience managing a high-volume desk within a recruitment agency; Ability to multi-task and work at a high volume and fast pace, you are well-versed in all strategic and operational components of internal recruitment and used to working to tight deadlines and recruiting many technical roles across a variety of portfolios at once; Experience recruiting across Software, IT or technical portfolios will come highly regarded; Exceptional time management and stakeholder engagement abilities; High level of autonomy, with the ability to perform end to end management of roles with minimal or no supervision. The Organisation Operating for the past 30 years this company has now become one of Australia’s largest privately-owned IT Services provider, with over 600 staff located in Sydney, Melbourne and Brisbane, this business is at the forefront of innovation. Boasting a welcoming, supportive and people-first focused culture, this business takes pride in delivering meaningful solutions to their employees and customers. So much so they were voted the Best Place to Work in 2020. How to Apply your next move aligns with this position, please apply directly using the link below and attach an updated copy of your resume. For more information, please reach out to Haylea Smith on email@example.com or Lauren Fraser at firstname.lastname@example.org.
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 email@example.com
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, market segments among others.Although the below guides are for Melbourne, they are indicative of salaries in NSW and QLD to some extend. 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?
Looking for a job is scary, it can feel overwhelming and competitive. However we know the secret that can help you stand out above the rest, and that is YOU. It is yourself, your assets and specific set of skills. No one can be you and no one can do the job like you can. Remembering this will help you to feel confident in the idea that wherever you are applying for would be lucky to have you. But how can you apply your skills, whether they be technical skills or even social skills? First place to start is to hone in on your skills. Understand what they are and what skills are your strongest. For example, if you have excellent social skills and find yourself feeling confident when thrown into a multitude of situations then make sure you highlight this in your interview. Tell the interviewer examples of how you utilise your social skills and how it has helped you achieve career goals. If you skills are more technical such as being proficient in adobe design then make sure you let the interviewer know! Tell them about a project you worked on or headed and how you used your skills to deliver the final results. You are your best asset and your skill set is your deck of cards that you can play to win any game you want.
We have rounded up some simple ways you can stand out among the many who are job hunting in 2022. 1: When referring to your skills, give examples. It isn’t overly helpful to tell a possible future employer that you are ‘organised’ without telling them examples of how you implement your organisational skills. For example you could tell a prospective employer how you organised an event and had to manage various details and aspects of the event. 2: Prepare yourself with thought out questions.You can impress a potential employer by asking well thought out questions outside of the usual questions they would hear in every interview. We have created a blog with a round up of a few great questions you can ask your interviewer here:5 Great Questions to Ask in Your Next Interview: 3: Show what you know about the organisation.If you are keen to work at where you are interviewing for, having knowledge about the company will put you in good stead. Not only will this show the employer your interest it will show them that you are dedicated to taking time to learn and develop your knowledge about the organisation. 4: Get ready for hard questions. There may be some interviews where the interviewer will want specifics. Whether that be specific skillset examples or better understanding your personality, such as, if you say you are adventurous, how are you ‘adventurous’. The interviewer may also ask propping questions such as ‘are you interviewing anywhere else’. These questions can feel overwhelming in the moment, so make sure you have responses ready and if you are unsure of how to respond, be honest, let the interviewer know that you will have to come back to the question at a later time. 5: Be honestThe best thing you can do in any interview is be honest. You need to clearly state what you are capable of, what you believe you can achieve and what you still require development on. Telling a prospective employer you can do things you actually can’t will only land you in hot water later. You want to land a job because you as YOU are the perfect fit. If you are on the hunt for a new job head to sharpandcarter.com/jobs to get in touch with us today here!
2022 is finally here and with the new year can come feelings of being overwhelmed and unsure about the year ahead. But how can one be best prepared for your new year start? How can you set yourself up for success and quell those feelings of anxiousness. Below are some actionable steps to start taking:1: Take the pressure offThe beginning of a new year is heaped with lots of pressure. From people claiming they will change all their bad habits to those who swear they will exercise every day. This mindset of needing to be better than ever before is overwhelming and a mindset that is almost impossible to hold up. So be kind to yourself and take on your tasks one at a time.2: Set Achievable 2022 goalsThis doesn’t mean just work goals, it can be any goals you are aiming to achieve in the year of 2022. Having any goals, big or small can help you to keep your eye looking forward and progressing towards being your best self at work and out of work. 3: Curate your morning routineMorning routines are how you set yourself up for each day and making sure your morning routine is personalised and tailored to yourself is important. Setting tasks like always making your bed before you leave or setting aside 10 minutes to enjoy your coffee and some fresh air is a great way to give yourself a routine that makes the mornings feel less rushed and positive. 4: Surround yourself with the right peopleSurrounding yourself with positive people in both your working and personal relationships will help you to achieve any goals you set for yourself. As they say, you are the amalgamation of the closest 5 people around you, so making sure your inner circle is personalised to bring out the best in you, can only help you to achieve success in 2022. 5: Ask for help As simple as this tip is, it is often a tip overlooked. Many of us have been conditioned to try and figure everything out on our own which can lead us down holes of feeling overwhelmed and overworked. In 2022 make it priority to ask for help whenever you need it. Whether it be help at work or help with personal situations, telling a manager or co-worker that you need some extra support will be the greatest step you can take to achieving all kinds of success.
Harley Thomas, Finance & Accounting Partner at Sharp & Carter has delved into the hot topic of the ‘Great Resignation’ that is on the tip of everyone’s tongues for the upcoming year. See below his take on this theory and what it could mean for you and your business. Have you heard of the term “The Great Resignation” or “The Great Attrition”? While many are predicting the next 12 months will see a significant spike in the number of workers quitting their jobs, and consequently an increase in workforce turnover rates, our observation is that this phenomenon is already well and truly upon us in the Finance & Accounting employment market. The closure of international borders has driven extremely tight conditions in the labour market and availability of immediately available talent. This has both coincided with, and compounded, a significant churn cycle already underway. Whereas many candidates put job searches on hold through all the uncertainty of the Covid economic downtown and prioritised the security of a stable job over the next challenge or step up, it is evident that the tide turned on this front earlier this year. The perceived risk of moving companies has dropped considerably. With an effective backlog of these candidates reengaging with a job search, along with those who would have been in the market this year in any case, this churn cycle is being fuelled further by the tight contracting market. Whereas in more “normal” market conditions we might see 1 in 3 permanent vacancies being filled by someone currently not working, for example a talented expat, migrant or returnee from a stint overseas, this number is more like 1 in 10 now. Put another way, this means that while ordinarily there might be a 66% chance another permanent vacancy is created when a job is filled, in this market it is more like a 90% chance. Therefore the “multiplier effect” of the churn cycle is far greater, and the chain reaction of permanent vacancies created is greater and lasts longer. So, what does this mean for employers?A key takeaway from our August webinar hosted by business journalist and commentator Kate Mills was that many professionals are expecting to feel, or already are feeling, less connected with the companies that employ them since Covid forced the rise of remote work. Indeed, our research shows that 58% of all employees said that the deterioration of trusted human relationships at work was their number one concern about the post-Covid workplace, with another 24% saying it was the reduction in innovation and creativity due to reduced personal interactions.Employers need to understand that while tightness in the labour market is driving up salaries of Finance & Accounting professionals, it is a sense of connection and personal interaction many are feeling they are missing after months and months of the isolation of working from home full time. Those businesses that fail to grasp this and instead try to address the issue of staff turnover and improve retention through remuneration alone will potentially see a costly failure of this approach in the longer term. Though not specific to the local market or Finance & Accounting function, an excellent analysis from McKinsey of what this means for businesses and how they can in fact turn the “Great Attrition” to their advantage by focusing on the factors that are really driving employee mindset and intentions can be accessed via this link. If you are keen to understand further insights specific to your market, then please reach out to us here.