Sprint People: Business Operations & EA Recruitment

Calling all budding Operations professionals across Sydney & Newcastle... This is a brilliant role for an eager, hardworking administrator who LOVES operations. A career-building opportunity within a team who move faster than the speed of light! https://lnkd.in/gdjFascb Reach out to me for more details

Calling both our Sydney & Newcastle support network... If you'd like to be part of building one very special rocket ship of a company keep reading🚀 You'll be working with two extremely entrepreneurial leaders who require a unique operator to execute a multitude of business projects - this is far from your standard corporate role. We are seeking an enthusiastic individual who loves rolling up their sleeves, getting their hands dirty and diving in head first. Get ready to make a splash 🌊 Contact myself or Naomi Marshall for more info - [email protected] [email protected] https://lnkd.in/eAm4XaNK #sydneyexecutiveassistantjobs #newcastleexecutiveassistantjobs #eajobssydney #sydneyrecruitment

With waves of redundancies and budget cuts happening across Australia, we are currently in what we call a ‘candidate rich’ market.   If your business is turning a profit and you’re ready to make a valuable hire, now is the time to do it! The abundance of quality candidates won’t last forever (trust me!), the market will always turn like the tide.   So, fast forward and you’ve made a successful hire (congrats!). What are the key steps to retaining this talent? 

Have you heard about the Right to Disconnect? No? Well, buckle up, because ALL Australian businesses will be affected by the new Fair Work Amendment (Right to Disconnect) Bill 2023 which will be entering workplaces from 26th August 2024, or 26th August 2025 if you’re a small business (under 15 employees). Having recently enjoyed a very informative round table discussion organised by Captain's Table, led by Katherine Stewart of Velocity Legal. A group of recruiters delved into a topic that is far from black and white – we’re talking more 50 shades of grey… Boundaries, work-life balance, flexibility, hybrid – all extremely common terms in our modern-day work environment (I’m just grateful we’re not throwing around the word ‘pivot’ anymore!). The Right to Disconnect safeguards personal time and enables employees (and employers for that matter) the right to refuse unreasonable contact and communication outside of their ‘standard’ working hours, from both the employer and third-party affiliations. For my full blog and more info, click below... https://lnkd.in/gm9XUAsw

Do young people actually want to work?! This has been the common thread in nearly every one of my conversations over the past month. Employers are questioning the work ethic and longevity of younger/entry-level candidates. The comments are that these candidates are seeking more training, more flexibility, less hours and eye-watering salaries (for their experience) and in return they are NOT bringing resilience, passion OR drive which will be essential for them to excel in the workplace. One client outlined a story about an entry-level candidate they sourced who had their HSC, had just left Coles and wanted to become a building surveyor. No degree, no qualifications (which are 100% necessary in this line of work), and no past office experience. That aside, they thought his attitude was good and were prepared to start him on $65K, support him with his training for 4 years which meant he was only in the business for 3 days per week (2 days at TAFE) and pay for his car expenses, phone, laptop etc. They also offer an additional week's leave and performance bonuses. He came back after the offer was made asking for the company to review it – he felt that as he could make more at Coles with weekend penalty rates, it was too low and ‘it was better to have it reviewed now, then to find myself approaching you in 3-4 months time asking for a review then’. The company rescinded the offer. Not because he asked for the increase but because it was clear to them at that moment that he could not see the overarching business opportunity that was presented, which was essentially working with leading industry professionals who would support him in building his career. Is this harsh I ask? He’s entitled to speak up. Sydney is expensive – right?! However, it’s the lack of understanding around ‘I need to take a step back, to move forward’ paired with very little grit or determination to start a career which appears to have my clients up in arms. They also hired an entry level admin – she lasted 3 weeks and only worked 5 of the 15 days. Reasons to not work included: a sore stomach, having to drive her mum to the dentist, and ‘tired’ amongst other things. Remember candidates, until you actually KNOW how to do your role which can take months or even years – you’re a 100% cost to a company. Start thinking about all the ways you can add value from day one and accept that you may need to step back a little, to take huge leaps forward.