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The Australian Workforce Debate: Burnout, Toxicity, and Executive Leadership

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As an Australian employee, you may have experienced workplace burnout or felt trapped in a toxic work environment. But did you know that these issues are more prevalent in Australia than ever, with empirical evidence highlighting their negative impact on employee health and organizational productivity?

This is most prevalent as businesses seek to wrap up a strong FY23, whilst simultaneously planning a successful launch of FY24 business objectives. It is important during this time both employers and employees recognise and respect these additional stresses in day to day operations and people management. In this data-driven analysis, we’ll explore the latest statistics on workplace burnout, toxic workplaces, and their impact on employee health and productivity in Australia.

Workplace Burnout in Australia:

Employee burnout has become a growing concern in Australia, with 40% of employees experiencing burnout over the last three years. The COVID-19 pandemic has further intensified the issue, with 78% of employees reporting burnout due to remote work challenges, work-life balance issues, and increased workload. A study by Medibank found that workplace stress costs the Australian economy $14.81 billion per year, with stress-related absenteeism and presenteeism contributing to lost productivity.

Toxic Workplaces in Australia:

Toxic workplaces are characterized by negative attitudes, poor communication, and unrealistic expectations. A survey by the Australian HR Institute found that 52% of employees have experienced bullying or harassment at work, and 25% have witnessed bullying or harassment. Poor executive leadership is a common sign of a toxic work environment, with 41% of employees saying that their manager or leadership is the main source of their stress at work. Additionally, a lack of recognition and reward for employees was identified as a key issue in toxic workplace culture.

Impact on Employee Health in Australia:

The negative impact of workplace burnout and toxic workplaces on employee health in Australia is significant. A study by BeyondBlue found that workplace bullying and harassment is a leading cause of stress, with 91% of employees experiencing stress due to bullying and harassment. Additionally, 70% of Australian employees say that workplace stress has affected their physical health, and 76% say it has affected their mental health.

Impact on Organizational Productivity in Australia:

The impact of workplace burnout and toxic workplaces goes beyond employee health, also affecting organizational productivity in Australia. A study by PwC found that mental health conditions are the leading cause of productivity loss, costing Australian employers $17 billion per year. Additionally, toxic workplace culture leads to a decline in employee engagement, resulting in lower productivity and higher turnover rates.

Addressing Workplace Burnout, Toxic Workplaces, and Executive Leadership:

It’s essential to take action to address workplace burnout, toxic workplace culture, and poor executive leadership. Employers can take steps to create a healthy work environment, such as promoting work-life balance, providing support to employees, and addressing workplace bullying or harassment. Executive leadership should be trained on how to create a positive workplace culture, recognize and reward employees, and provide support to their team. Employees can also take action, such as speaking with their manager, seeking support from colleagues or a mental health professional, or finding a new job that prioritizes employee well-being.

At APSG, we believe that a quality recruitment consultancy has a responsibility to support not just their client but also their candidate’s workplace health; recognising we have a significant ethical responsibility to be selective and discerning in our partnerships. We prioritize transparency, honesty, and fairness while maintaining the utmost level of professionalism. We take the time to partner only with clients who have a positive work culture, ethical practices, and a genuine commitment to their employees, ensuring that we recommend job openings that align with the candidate’s values and long-term goals. This is as reflected in APSG’s core pillars and is part of the APSG promise to both clients and candidates, and our endeavour to effect positive change within the recruitment industry.

Our commitment to ethical practices does not end with immediate placement. We go beyond that, supporting our candidates even after placement by focusing on finding them a workplace that will support them long-term. Join the APSG family today and receive unparalleled support that goes beyond mere placement.

Don’t let workplace burnout, toxic workplaces, and poor executive leadership impact your health and career. Use this data-driven analysis to recognize the signs and take action today. Contact us on 0432 605 482 or visit www.apsgtalent.com.au to join the APSG family and receive the support you deserve.

*If you are experiencing significant burnout, it is important to seek professional help. We advise contacting Beyond Blue at www.beyondblue.org.au for support and resources.

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THE AUTHOR

Nathanael Deleon

Founder & Director – Australian Project Solutions Group

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How to Set Your Business Up for Success: A Comprehensive Guide

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As a business owner, setting your business up for success should be one of your top priorities. In order to achieve success, you need to have a solid plan in place and a clear understanding of the steps required to execute that plan. Here are some key elements that should be included in your business set up to ensure success.

Create a Business Plan

A business plan is a comprehensive document that outlines your business goals, strategies, and plans for achieving those goals. It should include information about your target market, your competition, your unique selling proposition, and your financial projections. A well-written business plan can serve as a roadmap for your business and help you stay on track as you navigate the challenges of entrepreneurship.

Formulate a Strategy for Executing Each Component

Once you have a solid business plan in place, it’s time to formulate a strategy for executing each component of that plan. This involves adopting project management principles such as setting clear goals, defining roles and responsibilities, creating a timeline, and regularly reviewing progress.

Create a Considered Budget with corresponding Resourcing Plan

A considered budget is essential for any business to succeed. It’s important to create a realistic budget that takes into account all of the expenses associated with running your business, including marketing, salaries, rent, equipment, and supplies. It’s also important to create a resourcing plan that outlines the resources (e.g., personnel, tools, software) required to execute your plan.

Adopt a Talent Acquisition Strategy

One of the keys to success for any business is having the right people in place. This means adopting a talent acquisition strategy that allows you to attract and retain top-quality talent. A quality recruiter like APSG can help free up your time by handling the recruitment process for you, allowing you to focus on realizing your business objectives.

Build a Strong Business Culture

Building a strong business culture is important for attracting and retaining top-quality talent. A strong business culture is one that fosters teamwork, innovation, and a commitment to excellence. It’s important to create an environment where employees feel valued, empowered, and supported.

Execute Effective Marketing for Strong Business Growth

In addition to planning, strategy, talent acquisition, and company culture, effective marketing is also crucial for building a strong brand and achieving business success. A key aspect of successful marketing is understanding the needs and priorities of your customers, and differentiating what is important to them from what is important to you as a business owner. While it is important to stay true to your values and mission, you must also balance this with what resonates with your target audience. By aligning your marketing efforts with the needs of your customers, you can create a powerful and effective brand that stands out in your industry and drives long-term growth.

Setting your business up for success requires careful planning and execution. By creating a comprehensive business plan, formulating a strategy for executing each component, creating a considered budget with a resourcing plan, adopting a talent acquisition strategy, and building a strong business culture, you can increase your chances of success as a business owner. Remember, success is not a destination but a journey, and it requires consistent effort and attention to detail.

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THE AUTHOR

Nathanael Deleon

Founder & Director – Australian Project Solutions Group

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Unlock Business Growth with APSG Talent: Your Strategic Partner

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Recruiting top talent is a challenge that every organisation faces. Hiring the right people with the right skills is crucial to achieving key business growth objectives. But how do you identify and attract top talent without using a recruiter? And how do you ensure that your recruitment efforts align with your business goals?

This is where APSG Talent comes in. As a leading recruitment agency, APSG offers a unique approach to talent sourcing and recruitment that sets it apart from other generic recruiters. APSG Talent partners with its clients to not only source top talent but also to provide expert consultation during the planning phases of the recruitment process. This ensures that your recruitment efforts align with your strategic goals, making the process more efficient and effective.

At APSG Talent, we understand that finding top talent is a daunting task, especially when your business needs to achieve key growth objectives. That’s why we provide unique, executive-level support and advice to ensure that your business plan and budget are in place before any recruitment efforts are made. We work closely with our clients to understand their business goals and objectives, so that we can find the right talent to help them achieve their goals.

APSG Talent offers a range of additional services that support the ongoing development of your workforce. Our executive coaching, leadership development, and team building services are designed to help your business attract and retain top talent. With APSG Talent as your recruitment partner, you can be confident that you are not just sourcing talent, but also investing in the ongoing development of your workforce.

Partnering with APSG Talent provides a range of benefits to employers. By working with us, you can:

  1. Save time and resources: Our recruitment experts will handle the entire recruitment process, freeing up your time and resources to focus on other business priorities.
  2. Access top talent: Our extensive network and creative sourcing strategies allow us to identify and attract top talent, even those who are already employed in similar roles.
  3. Align recruitment with business goals: Our expert consultation during the planning phases ensures that your recruitment efforts align with your strategic goals, making the process more efficient and effective.
  4. Invest in ongoing workforce development: Our range of additional services, including executive coaching, leadership development, and team building, help you to attract and retain top talent and invest in ongoing workforce development.

At APSG Talent, we are committed to building real, substantial relationships with our clients. We work closely with our clients to understand their unique needs and goals, and to develop customized recruitment solutions that meet those needs. With our unique approach to talent sourcing and recruitment, you can be confident that you are partnering with a recruitment agency that truly cares about the success of your business.

Finding top talent can be a daunting task, but it doesn’t have to be. By partnering with APSG Talent, you can access top talent, align your recruitment efforts with your strategic goals, and invest in ongoing workforce development. Contact APSG Talent today to learn more about how we can help your business achieve its recruitment and workforce development goals.

To build a real, substantial relationship with a recruitment partner that benefits your organization in more than just talent sourcing, contact APSG Talent today by visiting www.apsgtalent.com.au or calling 0432 605 482.

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THE AUTHOR

Nathanael Deleon

Founder & Director – Australian Project Solutions Group

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Avoid These Common Interview Mistakes & Land Your Dream Job

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Congratulations! You’ve made it to the interview stage. Your application and resume have made a good enough impression to catch the attention of your potential employer. Now, all you have to do is ace the interview and land your dream job. But before you jump in headfirst, make sure you know how to avoid the top common interview mistakes.

Mistake #1: Not Researching the Company

One of the biggest mistakes you can make is not researching the company beforehand. A lack of research indicates to the interviewer that you are not serious about the role or the company. Take the time to read about the company, its mission, values, and goals. Also, look for recent news, developments, and accomplishments. This information can be invaluable during your interview.

Mistake #2: Being Late or Too Early

Punctuality is crucial in any interview process. Being late sends a signal to the interviewer that you are not dependable or respectful of their time. On the other hand, arriving too early can also be an issue. It’s best to arrive 10-15 minutes before your scheduled interview time. This will give you enough time to check in and compose yourself.

Mistake #3: Not Dressing Appropriately

First impressions count, and your appearance is part of that. Dressing inappropriately can be a deal-breaker, regardless of your skills and qualifications. Always dress professionally, even if the company has a casual dress code. It’s better to err on the side of caution and be overdressed than underdressed.

Mistake #4: Failing to Prepare for Common Interview Questions

Interviewers often ask similar questions across different interviews, such as “What are your strengths and weaknesses?” or “Why do you want to work for this company?” Failing to prepare for these questions can leave you stumbling for answers or coming across as unprepared. Take the time to practice your answers to common interview questions.

Mistake #5: Not Asking Questions

The interview is not just an opportunity for the interviewer to learn about you; it’s also your chance to learn about the company and the role. Not asking any questions can signal to the interviewer that you are not genuinely interested in the job. Prepare a list of questions beforehand and ask them during the interview.

Mistake #6: Bad-mouthing Previous Employers

No matter how much you may have disliked your previous employer, avoid bad-mouthing them during the interview. This behavior can be a red flag to the interviewer that you may not work well with others or that you may not be able to handle challenging situations professionally.

Mistake #7: Forgetting to Follow Up

After the interview, follow up with a thank-you note or email. This gesture not only shows your appreciation for the interviewer’s time but also keeps you top of mind. It’s essential to be proactive and follow up if you haven’t heard back from the interviewer in a reasonable amount of time.

Why Choose APSG Talent to Help You Secure Your Next Role?

At APSG Talent, we understand the job market can be competitive, and landing your dream job can be challenging. That’s why our experienced team is dedicated to helping our candidates succeed by providing customized career services tailored to your unique skills, qualifications, and goals.

Our goal is to ensure that you stand out to potential employers and land the job you deserve. Contact APSG Talent today and take the first step towards securing your dream job.

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THE AUTHOR

Brigid Hanson

Business Manager – Australian Project Solutions Group

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Job Seekers Beware: Top 5 Green Flags and Red Flags Employers Use to Screen Candidates

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Ah, the dreaded recruitment process. Employers spend countless hours sifting through resumes, interviewing candidates, and checking references, all in the hopes of finding the perfect fit for their organization. But what exactly are they looking for? Well, my dear reader, let’s look at the top 5 green flags and red flags that employers keep an eye out for.

GREEN FLAGS

Let’s start with the good news, shall we? Here are the top 5 green flags that will make employers jump for joy:

1. Relevant Experience: Employers want to see that you have experience in the field or industry they operate in. If you have a proven track record of success in a similar role, it shows that you have the necessary skills and knowledge to thrive in their organization.

2. Passion and Enthusiasm: Employers want to hire someone who is passionate about what they do. If you are genuinely excited about the role and the company, it shows that you are more likely to be committed and driven to succeed.

3. Strong Work Ethic: Employers want to hire someone who is hardworking, reliable, and can be counted on to get the job done. If you have a strong work ethic and a history of going above and beyond, it’s a green flag for employers.

4. Cultural Fit: Employers want to hire someone who will fit in with the company culture. If you share the same values and work style as the company, it’s a sign that you will be able to work well with the team and contribute positively to the company’s success.

5. Problem Solving Skills: Employers want to hire someone who can think on their feet and come up with creative solutions to problems. If you can demonstrate that you have strong problem-solving skills, it’s a green flag for employers.

RED FLAGS

Now, onto the bad news. Here are the top 5 red flags that will have employers running for the hills:

1. Lack of Relevant Experience: If you don’t have any relevant experience in the field or industry, it’s a major red flag for employers. It suggests that you may not have the necessary skills and knowledge to excel in the role.

2. Negative Attitude: Employers want to hire someone who is positive and enthusiastic about the role and the company. If you come across as negative or disinterested during the interview process, it’s a major red flag.

3. Poor Work Ethic: If you have a history of being unreliable, lazy, or not putting in the effort required to succeed, it’s a major red flag for employers. They want to hire someone who is committed to their work and will go above and beyond to achieve their goals.

4. Poor Cultural Fit: If you don’t share the same values or work style as the company, it’s a major red flag for employers. They want to hire someone who will fit in with the team and contribute positively to the company culture.

5. Inability to Problem Solve: If you struggle with problem-solving or lack creativity when it comes to finding solutions, it’s a major red flag for employers. They want to hire someone who can think on their feet and come up with innovative solutions to challenges.

Now, you may be wondering whether these selection criteria are worth it in the recruiting process. After all, can’t a candidate just fake their way through an interview and pretend to be enthusiastic and hardworking? While it’s true that some candidates may try to deceive employers, selection criteria are still an essential part of the recruiting process.

By setting clear criteria for what they are looking for, employers can ensure that they are hiring someone who is truly the best fit for the role and the company. They can also use these criteria to assess candidates objectively and make informed decisions based on their skills, experience, and personality.

Of course, the quality of the selection criteria is crucial. Employers need to ensure that the criteria they are using are relevant and accurate, and that they are assessing candidates in a fair and consistent manner. If the selection criteria are poorly designed or applied inconsistently, it can lead to biased hiring decisions and a less diverse workforce.

That’s where APSG Talent comes in. As a leading recruitment agency, we work closely with our clients to develop selection criteria that are tailored to their specific needs and ensure that they are applied consistently throughout the hiring process.

At APSG Talent, we understand the importance of finding the right fit for both the employer and the candidate. We work tirelessly to ensure that our clients are getting the best possible candidates, and that candidates are finding roles that are fulfilling and rewarding. So, whether you are an employer looking to hire top talent, or a candidate looking for your next challenge, APSG Talent is the recruitment agency for you.

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THE AUTHOR

Brigid Hanson

Business Manager – Australian Project Solutions Group

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5 Key Hiring Trends to Watch in 2023: Stay Ahead of the Curve with APSG Talent

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In the fast-paced world of recruitment and talent acquisition, it is essential to stay up-to-date with the latest hiring trends. With technology advancing at an unprecedented pace, recruiters and employers alike are turning to innovative methods to attract and retain top talent. As we move into 2023, here are five key hiring trends to watch out for.

1. Artificial Intelligence in Recruitment

Artificial Intelligence (AI) has already transformed the way recruiters and employers approach hiring, and this trend is only set to continue. With the ability to automate time-consuming tasks such as screening resumes, conducting initial interviews, and even predicting candidate performance, AI will enable recruiters to focus more on building relationships with candidates and conducting in-depth interviews.

2. Virtual Recruitment and Onboarding

The COVID-19 pandemic accelerated the trend towards virtual recruitment and onboarding, and this is set to continue in 2023. With remote work becoming increasingly popular, recruiters will need to develop new and innovative ways to attract and onboard candidates without the need for face-to-face interactions.

3. Focus on Diversity, Equity, and Inclusion

As companies become more aware of the importance of diversity, equity, and inclusion (DEI), this trend will become even more crucial in 2023. Employers that prioritize DEI in their hiring process will be better placed to attract top talent from a broad range of backgrounds and experiences.

4. Gig Economy and Freelancers

The gig economy and freelance work have been on the rise for several years, and this trend is set to continue in 2023. Employers will need to find ways to adapt to this new reality by offering more flexible working arrangements and attracting freelancers and contractors to work on short-term projects.

5. Soft Skills over Hard Skills

In the past, recruiters focused primarily on hard skills such as technical expertise and qualifications. However, in 2023, there will be a shift towards soft skills such as communication, creativity, and emotional intelligence. Employers will be looking for candidates who can bring a unique perspective to their organization and can work well with others.

Staying ahead of the latest hiring trends will be crucial for recruiters and employers in 2023. With AI, virtual recruitment, DEI, gig economy, and soft skills being the key areas to watch, it is essential to partner with a talent acquisition partner that can help navigate the ever-changing landscape of talent acquisition.

At APSG Talent, we are experts in finding the best talent for our clients, and we stay up-to-date with the latest hiring trends to ensure our clients are ahead of the curve. Contact us today to find out how we can help you find the top talent your organization needs to succeed.

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THE AUTHOR

Brigid Hanson

Business Manager – Australian Project Solutions Group

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The Benefits of Contractor Roles: Why Contracting Could Be Your Next Career Move

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Contracting has become a popular choice for many professionals seeking a more flexible approach to work. Whether you’re just starting your career or looking to switch things up, there are many benefits to contracting that make it a worthwhile consideration. Below are just some of the various ways in which contract roles can support candidates and businesses in their growth and development needs by having the right talent in the right place, at the right time.

Gain A Variety of Experiences

One of the biggest advantages of contracting is the opportunity to gain a range of experiences across different companies, industries, and projects. As a contractor, you’ll have the chance to work on diverse projects and develop a broader skillset. This is especially beneficial for those early in their career, who may not yet know what path they want to take, or those looking to transition into a new industry.

Exposure To Various Industry Leaders

Contracting roles also offer the chance to work with and learn from industry leaders. As a contractor, you may work alongside experienced professionals who can share their expertise and provide valuable mentorship. This exposure to different leaders and approaches can help you expand your professional network and enhance your industry knowledge.

Build Your Professional Network

Speaking of networking, contracting roles offer numerous opportunities to meet new people and build your professional connections. You’ll work with a variety of colleagues and clients, which can lead to valuable recommendations, references, and even new job opportunities in the future. Building a strong network can be an essential part of career advancement, and contracting provides ample opportunities to do so.

Further Opportunities for Permanent Roles

While contracting roles are typically temporary, they can often lead to permanent opportunities. Contractors who perform well and fit in with the company culture, are more inclined to be offered a permanent position. Additionally, if you’re interested in a permanent role with a particular company, contracting can be an excellent way to get your foot in the door and demonstrate your value to the organization.

The Right Talent at The Right Time

For businesses, contracting can be an effective way to access the right talent at the right time. Contracting allows companies to bring in professionals with specific skills and expertise for short-term projects, without committing to a permanent hire. This can be especially beneficial for smaller companies or those with fluctuating workloads, as they can access the talent they need without the added cost and commitment of a full-time employee.

A Talent Pool to Choose From For Future Hires

Contracting provides businesses with a talent pool to choose from for future hires. If a contractor performs well and is a good fit for the company culture, they may be considered for permanent roles in the future. This can be a cost-effective and efficient way to fill permanent positions, as the company has already had a chance to assess the candidate’s skills and fit.

Contracting roles offer numerous benefits for both candidates and businesses. From gaining a variety of experiences and exposure to industry leaders, to building professional networks and accessing the right talent at the right time, contracting can be a valuable choice for those seeking a more flexible approach to work. If you’re interested in exploring contracting opportunities, contact APSG Talent today to learn more about our contract and consultant roles.

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THE AUTHOR

Brigid Hanson

Business Manager – Australian Project Solutions Group