As part of our ongoing affiliation with Oakleaf Partnership in the UK, we held our inaugural Australian and New Zealand candidate event in London in September. Peoplecorp Partners Andrew Price and Tim Henry attended the event with Tim presenting to a group of 50 HR professionals about the current recruitment market in Australia, and in particular Sydney.
Tim gave practical tips and insights on how best to manage your transition back into the Australian market if you are thinking of returning in the coming months, or indeed, years. It was a great evening, with plenty of Q&A and the opportunity to network with fellow antipodeans.
Topics that were covered included:
– What is the HR recruitment market like in Australia?
Overall things are fairly positive in the HR Recruitment market at present. There are very few industries that are not hiring and the volume of roles is good.
Indicators of economic conditions have been more positive in recent months, official jobs data has improved, and non-mining business conditions are above average.
Investment and Government spending has been high in New South Wales creating a strong appetite for people at all levels. Infrastructure, Building and Construction have been leading sectors, with developments such as Barangaroo in Sydney having an impact and the new Western Sydney Airport on the horizon. Other sectors that have been particularly busy are FMCG, Financial Services, Healthcare and Technology.
In particular, what is the state of the contracting market?
The contracting market is very busy at the moment. We have noticed a rise in contracting opportunities at all levels, with a particular increase at the mid to senior levels. For example, clients might be less committed to hiring a very senior HR person on a permanent basis, but if they can utilise a CHRO for a 2-month project, then they will. Clients are taking advantage of good people being available immediately, so this is definitely worth remembering when you arrive back.
– What kind of preparation should people be doing if they are considering a move back to Sydney?
It is best to make contact early with a specialist recruitment firm to get a sense of any apparent recruitment trends. Your recruiter can also give you practical hints and tips on the best time to return if you want to be working soon after you arrive. Generally speaking, most candidates in Australia are on 1 to 3 months’ notice; so to be considered for live roles you should realistically be due to arrive within 3 months from the start of your search.
– What are the main differences between the London and Sydney HR recruitment markets? What are the main challenges people find when they come back?
From a practical HR perspective, there are not huge differences between the two markets. From a recruitment perspective though, it is important to remember that there are far fewer people in Sydney, thus far fewer roles. Don’t be alarmed if you do not have more than 2 or 3 roles to consider throughout your whole job search.
Candidates that have a good degree of flexibility and pragmatism in regard to their expectations when returning from a long time off-shore, are usually the ones who pick up good roles more quickly.
– Are there any differences in how CVs are written between the UK and Australia?
Actually, yes; UK CVs tend to be 1 to 2 pages in most instances. In Australia, it is better to have a 3 to 4 page CV, to be consistent with what others are doing. The content should still be achievement lead, giving metrics and business outcomes wherever possible.
– What experience are employers particularly attracted by?
Quality specialists are always highly regarded, whether that is in the area of Reward, OD, Graduate Recruitment or Talent for example. Also, those with experience in the banking and professional services sectors tend to be looked at favourably by clients in similar industries in Sydney.
– Can you give us an idea of salaries and benefits in comparison to the UK market?
The exchange rate has fluctuated a reasonable amount in the past 3 to 5 years, but generally speaking if you multiply your UK base salary by 2 then you will have a good starting point for your Australian salary. As for benefits, they tend to be better in the UK. All organisations in Australia offer a compulsory 9.5% superannuation contribution to your package, plus 20 days holiday. Plus most mid to senior roles will offer some form of bonus ranging from 10% to 40%. However there is not often a lot beyond that.
If you are based in the UK and you are looking to return to Australia, or are making a move over to the UK, then please get in touch with Tim Henry at Peoplecorp, Sydney or Simon Hunt at Oakleaf Partnership, London.
