smaart

In-House Hiring vs Recruitment Agency: What's Better?

Tue, 21 Apr 2026 05:20:22 GMT

When it comes to hiring, most businesses face the same question: should we manage recruitment internally, or partner with an agency?

The answer isn't one-size-fits-all! It depends on your hiring needs, internal resources, and how critical the role is to your business.

Here is a clear breakdown that might help you decide.

What is in-house hiring?

In-house hiring means your internal team - typically HR or hiring managers - manage the entire recruitment process.

This includes:

writing job ads
screening candidates
conducting interviews
managing offers and onboarding

Pro's of in-house hiring

lower upfront cost (no agency fees)
full control over the process
strong alignment with company culture

Cons of in-house hiring

time-consuming for internal teams
limited access to passive candidates
slower time-to-hire in competitive markets
can be costly if hires don't work out

What does a recruitment agency do?

A recruitment agency acts as an external partners, helping you source, screen, and secure the right candidates - often faster and with access to a broader talent pool.

Pros of using a recruitment agency

access to pre-qualified and passive candidates
faster hiring timelines
market insights (salary benchmarks, candidate expectations)
reduced workload for internal teams
expertise in niche or hard-to-fill roles

The only real downside, is you have to pay a recruitment fee!

Key differences that matter

Speed

If you need to hire quickly, agencies often have the edge due to existing talent network.

Candidate quality

Agencies typically provide access to candidates who aren't actively applying to job ads - often higher quality, hard-to-reach talent.

Cost

In-house hiring may seem cheaper upfront, but the hidden costs (time, lost productivity, bad hires) can add up quickly.

Scalability

Agencies are better equipped to support rapid or high-volume hiring.

When in-house hiring makes sense

In-house recruitment is often the right choice when:

you're hiring for lower-volume or entry-level roles
you have a strong internal HR/recruitment team
time-to-hire isn't critical
you're building up a long-term internal capability

When to use a recruitment agency

Partnering with an agency is often the better option when:

you need to fill roles quickly
you're hiring for specialist or senior positions
you're struggling to attract the right candidates
your internal team is stretched
the role is business-critical

The best approach? A combination of both

For many businesses, the most effective strategy isn't choosing one over the other - it's using both. In-house teams can manage ongoing hiring and employer branding, while agencies like SMAART Recruitment provide support for:

Hard-to-fill roles
Confidential hires
Periods of rapid growth

Final Thoughts

There's no universal "best" option - only what works for your business at a given time. What's clearly in today's market is this: hiring the right people, quickly and effectively has never been more important.

And whether that's achieved internally, through an agency, or a mix of both - having the right strategy in place is what makes the difference.

What's the #1 trait of a great manager in 2026?

Tue, 21 Apr 2026 01:42:34 GMT

We recently ran a LinkedIn poll asking a simple but revealing question: What is the number one trait of a great manager in 2026?

The results were clear:

44% chose Empathy & Support
33% chose Clear Communication
22% chose Professional Mentorship

While communication and mentorship remain essential, one message stood out above the rest: the modern workforce is prioritising human connection more than ever before.

As a recruitment agency working closely with both employers and candidates, this result reflects what we're seeing every day in the market. The expectations placed on managers have evolved - and empathy is no longer a "nice to have". It's a core leadership capability.

What Empathy looks like in practice

Empathy is often misunderstood as something abstract or difficult to ease. In reality, it shows up in very practical, observable behaviours.

1.Listening first, solving second

Great managers resist the urge to immediately fix problems. Instead, they take time to understand the full context - asking thoughtful questions and giving employees space to be heard.

2.Personalising Management Styles

Not every team member is motivated or supported in the same way. Empathetic managers adapt their approach based on individual needs, whether that's flexibility autonomy, or more structured guidance.

3.Checking In - not just checking on

There's a difference between tracking performance and genuinely checking in on someone's wellbeing. High-performing managers make time for both.

4.Creating safe spaces for feedback

Employees are far more likely to speak up, share ideas, and raise concerns when they feel psychologically safe. Empathy is a key driver of that environment.

How managers can build stronger empathy

The good news? Empathy is not an innate trait - it's a skill that can be developed.

Build active listening habits

This means removing distractions, asking open-ended question, and reflecting back what you've heard. Small changes here can dramatically improve trust.

Increase Self-awareness

Understanding your own communication style, biases, and triggers allow you to respond more thoughtfully to others.

Make time for regular 1:1s

Consistent, structured conversations create space for employees to share challenges early - before they escalate.

Lead with curiosity, not assumption

Instead of jumping to conclusions, empathetic managers seek to understand the "why" behind behaviours or performance changes.

What this means for employers in 2026

If empathy is now the top trait of great managers, businesses need to reflect this in how they hire, train and promote leaders.

This includes:

Hiring for emotional intelligence, not just technical capability.
Embedding empathy into leadership development programs.
Measuring management effectiveness through team feedback.

As recruiters, we're seeing a clear trend: companies that prioritise empathetic leadership are more successful in attracting and retaining top talent.

Final thoughts

The results our poll highlight a broader shift in leadership expectations. Employees want managers who understand them, support them, and help them succeed - not just professionally, but as people.

Want to make a career change in 2026?

Thu, 12 Mar 2026 01:47:28 GMT

How to do something different..

thinking about a career change in 2026?

At some point in our careers, many of us start to question whether we're on the right path. You might feel ready for something different - a role that better aligns with your interests, values, lifestyle, or long-term goals.

One of the most common questions recruiters hear is: "How do I actually make a career change?"

The honest answer: it isn't always easy - but it is absolutely possible with the right approach.

Is a Career Change in 2026 Realistic?

In most industries, experience and education still matter. That's why changing careers can feel daunting. Often, a career pivot requires you to:

Take a step back in salary or seniority
Invest in upskilling or additional qualifications
Compete with candidates who already have direct experience in the field

However, the workforce continues to evolve. Skills are becoming more transferable, industries are shifting, and professionals are changing directions more often than they did in the past.

Staying in one niche for your entire career is no longer the expectation - and many professionals are successfully pivoting into new roles and industries.

How to Make a Career Change (Without Starting From Scratch)

1. Get Clear on What You Really Want

Before making any major move, spend time understanding what you're aiming for, ask yourself:

What kind of work energises me?
What motivates me - money, impact, growth, flexibility or stability?
What parts of my current job do I enjoy the most?
What tasks or responsibilities do I want to move away from?

Backing yourself starts with knowing your strengths and interests. Career assessments, mentorship, or speaking with a career coach can also help clarify your direction.

2. Understand the Path Ahead

If you're serious about changing careers, research is essential. Consider questions such as:

What are the job prospects in the industry I want to enter?
What does career progression look like?
What is the earning potential over time?
Will I need additional study or certifications?
Can I financially manage the transition period?

Some career switches, for example, a sales executive retraining as a lawyer, can require years of study and significant investment. But many career transitions don't require starting from zero.

The Power of Taking Half-Steps

The most successful career changes often happen through small, strategic moves rather than dramatic leaps. Think of it as evolving your career rather than completely reinventing it.

Examples:

Accounting to Data or Analytics

Adding data analysis or business intelligence skills can open doors to analytics, finance, strategy, or operations roles.

Contact Centre to HR, Marketing or Operations

Customer service professionals often develop strong communication, systems and stakeholder management skills that transfer well into internal departments.

Sales to Strategy or Leadership

Sales professionals develop negotiation, relationship building, and commercial awareness - skills that translate well into management, partnerships, and strategic roles.

Career Change Tips for 2025

Look inward first

Your current company, sister brands, or industry may offer the easiest transition path. Internal moves are often more achievable than external career jumps.

Leverage your network

Speak to colleagues or professionals in the role you're interested in. Understanding their day-to-day responsibilities and career paths can give you valuable insight.

Upskill strategically

Short courses, micro-credentials, and industry certifications can help bridge skill gaps without requiring years of study.

Be prepared for a temporary step back

Sometimes moving one step down is the fastest way to move in a new direction.

Final Thought: Career Evolution, Not Reinvention

Career changes don’t need to be dramatic or risky. In many cases, the most successful transitions feel like a natural progression built on your existing skills and experience. Focus on adjacent opportunities, invest in the right skills, and take strategic half-steps.

You may be closer to your next career move than you think.

Take a look at our available jobs below!

The Four-Day Work Week - People want It, But Is It Ready?

Mon, 02 Mar 2026 01:02:42 GMT

The Four-Day Work Week: People Want It — But Is It Ready?

We recently ran a poll asking what people consider their ideal work week. The result? 30% said a four-day work week .

That’s a significant number. Nearly one in three people would prefer working four days instead of five - and they’re not alone. Across Australia and globally, the idea of a shorter work week has moved from a fringe concept to a serious workplace conversation.

Why the Appeal?

Supporters argue that a four-day work week (without a pay cut) can:

Reduce burnout
Improve mental health
Increase productivity
Help attract and retain talent

Several trials, including programs coordinated by 4 Day Week Global, have reported improved employee wellbeing and stable (or even increased) productivity in participating organisations.

The Current Debate in Australia

In Australia, unions such as the Australian Council of Trade Unions have advocated for exploring shorter work weeks, arguing productivity gains over decades should translate into better work-life balance.

At the same time, business groups and some councils have expressed caution. Concerns often focus on:

Cost pressures
Operational feasibility in certain industries
Impact on small businesses
Service delivery in public sector roles

Some local government proposals have sparked public debate, showing that while the idea is popular with workers, implementation is far from simple.

So What’s Next?

The interest is clearly there. The poll reflects a broader shift in expectations, people are rethinking what “full-time” work should look like.

The real question isn’t whether people want a four-day week.
It’s whether organisations can redesign work in a way that makes it sustainable.

And perhaps more importantly, whether productivity gains should translate into more output… or more time.

How to Use AI (and how not to use AI) in Your Job Search

Mon, 02 Mar 2026 00:49:43 GMT

use ai to enhance, not replace ...

The use of AI is a hot topic when it comes to job searching - AI-written CVs/resumes, cover letters and job ads alike. There is a lot of criticism around using AI to write your resume in particular, but let's point out the keyword here, 'write'.

AI should NOT be writing your resume from scratch, it should simply be used to enhance your resume. There is a clear difference and a fine line between the two!

Most times it can be very obvious when AI has been used to write a resume. Maybe the language used doesn't align with the person and their skills/experience level, full of AI giveaways like extended hyphens or it simply reads like a robot has written it. Or, the biggest giveaway is when a recruiter or employer gives you a call, and you can't explain the points written on your resume.

If you have used AI to write your resume, it will come up during the interview. If you can't give a real-life story or example to match any of the points on your resume, then it shouldn't be there. Interviews can be tough, so don't make it harder for yourself by trying to talk around points that are untrue.

So, how CAN we use AI to help enhance our resumes, in a smart, responsible and ethical way?

First up - the structure and formatting

Use AI to suggest a more professional layout for your resume and how it should flow e.g. the order in which your work experience should be listed etc. So if your resume is a little bit messy - it can easily fix that up for you.

Using AI to help tailor your resume to a specific role

One of the main pieces of advice when applying for a role, is to ensure your resume is tailored to that role. So what does this mean? It means you make sure your resume highlights your skills and experience that are most relevant to the role you are applying for. So, if you're applying for an Account Management role, you'll make sure all your account management experience, skills and results are listed on your resume. You may want to leave out prior experience that isn't the most relevant to this role e.g. your time as a barista, for example.

So how can AI help with this? You can feed the AI tool the job description of the role you are applying for, and ask it to highlight the key skills and requirements being asked. Then, you can ask AI to highlight the most relevant skills and experience already listed on your resume. From there, you can really expand upon the highlighted points. Prepare examples to go alongside these relevant skills and experience, make sure you dive deep into these points and make them shine!

An example AI prompt could be, "based on the skills and experience I currently possess, which of these points are most relevant to the job role I am applying for? Highlight these points so I can expand upon them and provide relevant detail and examples."

But to be clear - DO NOT let AI tools make up or write skills and experience from scratch to match the job description. Simply let it highlight the experience you already have.

Again, AI tools should be used to enhance your resume, NOT to write it.

Let's talk about the interview!

This is where AI truly shines as a smart and ethical tool. Using AI for mock interviews is one of the best ways to build confidence.

· The strategy: feed the job description into AI and give it a prompt like, “You are a hiring manager, based on this job ad, ask me five challenging behavioural questions”.

· Refining your STAR technique: you can voice-record answers, transcribe them and then ask AI, “Does this answer follow the STAR method (Situation, Task, Action, Result)? How can I make my ‘action’ more concise?”

Using AI to practice your delivery is 100% ethical and a super smart and saavy way to gain confidence and improve your interviewing skills. Another great option is to practice questions and answers with a friend, but this isn't always possible, so AI can be a great supporting tool!

To conclude, AI tools can be great to support you in your job search, IF you use them in the correct way. Let them help you put your best foot forward and to enhance all the skills you already possess!

2026 Jobs on the Rise

Fri, 23 Jan 2026 05:08:30 GMT

Curious to know what jobs are on the rise in 2026? Let's have a look at which roles are growing!

LinkedIn recently released their 2026 Jobs on the Rise List , and to no surprise, an AI role has taken the number one spot, ‘AI engineer’.

Wondering what an AI engineer is? ‘ An AI Engineer builds, deploys, and maintains real-world applications using artificial intelligence and machine learning, bridging the gap between complex research and practical products by developing scalable, efficient AI systems like recommendation engines, virtual assistants, or self-driving features.’

Here are the Top 5 Jobs on the Rise

1. AI Engineer

2. Chief Risk Officer

3. Mechanical Engineer

4. Director of Artificial Intelligence

5. Organisational Development Manager

This year’s list has shown a notable shift toward AI, tech, governance and strategic leadership roles – reflecting broader changes in the labour market.

To see the full list, click here.

Let’s compare with the 2025 list ...

The 2025 jobs on the rise list were strong in human-facing roles, with tech

and engineering roles present.

1. English teacher

2. Server

3. Travel specialist

4. Wine sommelier

5. Electrical design engineer

6. Cost controller

7. Fundraising manager

8. Health director

9. Quality coordinator

10. Aircraft maintenance engineer

11. Audio visual technician

12. Mechanic

13. HR/employee relations specialist

14. Development engineer

15. Pilot

Final thoughts

The contrast between 2025 and 2026 shows just how quickly workforce demands can change. As AI and strategic leadership take centre stage, now is the time to future-proof skills and stay ahead of emerging opportunities.

How to Spot Recruitment Scammers & Protect Yourself

Fri, 23 Jan 2026 00:43:59 GMT

Red flags to look out for

Job searching can be exciting but vulnerable time. Unfortunately, recruitment scams are on the rise, targeting job seekers with convincing tactics designed to steal money, personal information, or both. Knowing the warning signs is the first step to protecting yourself.

Why Recruitment Scams Are Increasing

With more remote work opportunities and online hiring processes, scammers have found it easier to impersonate recruiters and companies. They exploit urgency, hope and financial pressure - especially among active job seekers.

common recruitment scam red flags

1.offers that sound too good to be true

Scammers often advertise roles with very high pay, flexible hours, and minimal qualifications. Real employers rarely offer premium compensation without a competitive hiring process.

2.pressure to act quickly

If a recruiter pushes you to accept an offer immediately or threatens to withdraw it if you don't respond quickly, this is a major red flag. Legitimate companies respect your decision-making time.

3.request for payment or sensitive information

No reputable employer will ask you to pay fees upfront, purchase equipment before starting, or share sensitive personal or banking information early in the process.

4.unprofessional communication

Watch for emails from personal accounts, inconsistent branding, spelling mistakes, or vague job descriptions. Professional organisations invest in clear and credible communication.

5.lack of verifiable company information

Always research the company independently. Check their official website, LinkedIn presence, employee profiles, and online reviews. If information is limited or inconsistent, proceed with caution.

6.Strange interview processes

Be wary of interviews conducted solely via chat apps of email, especially if there's no face-to-face interaction or verifiable recruiter profile. Transparency is standard in legitimate hiring.

How to protect yourself

Research companies before applying
Verify recruiter identities on LinkedIn
Never share sensitive information prematurely
Trust your instincts and slow the process down
Report suspicious job postings to job boards and authorities

What to do if you've been targeted

If you suspect a recruitment scam:

Stop communication immediately
Do not send money or information
Report the scam to the job platform, your bank, and relevant consumer protection agencies
Contact the recruitment agency they are impersonating (if applicable) to make them aware

Final thoughts

Staying informed is your strongest defense. Recruitment scams rely on secrecy and urgency - but knowledge and verification remove their power. Share this information to help protect others in your network!

How to Stand Out in a Competitive Job Market

Tue, 06 Jan 2026 01:36:34 GMT

How to Stand Out in a Competitive Job Market (without overworking yourself)

The job market is more competitive than ever. More applicants, smarter recruitment technology and higher expectations. It can feel like the only way to stand out is to push harder, hustle more and work on your job search like it’s a second full-time job.

But burning yourself out isn’t the answer. Standing out today isn’t about doing more – it’s about doing the right things, intentionally and consistently.

Here’s how you can differentiate yourself, stay motivated and protect your wellbeing at the same time.

Step 1: Get Clear on What You Offer (so employers can see it too)

Most candidates jump straight into job boards without first understanding what they bring to the table. The clearer you are, the stronger your applications become.

Ask yourself:

What do I do best?
What problems have I helped solve?
What feedback do I regularly receive?
What results have I delivered?

Instead of: “Responsible for managing client relationships, say “Managed 25+ client relationships, increasing retention by 18%”. That’s what makes employers lean in.

Step 2: Focus on Your Job Search – Don’t Apply Everywhere

It’s tempting to apply to as many jobs as possible. But the truth is, quality always beats quantity!

You’ll stand out more when you:

Apply to roles you’re genuinely suited for
Tailor your CV and cover letter
Show you understand the company
Highlight relevant experience clearly

This saves time, reduces stress and dramatically improves your success rate.

Ask yourself before applying, “can I explain, in one sentence, why I’m a great fit for this role?”. If the answer is no, refine your positioning or skip it.

Step 3: Optimise Your CV for Humans and Technology

Many companies use Applicant Tracking Systems (ATS), this means your CV needs to be:

Clear
Simple
Keyword-aligned

On your CV, you should avoid:

Graphics-heavy templates
Unusual fonts
Long paragraphs
Jargon-heavy statements

And mirror the language in the job description where it honestly applies. If they say, “stakeholder engagement”, don’t write “relationship coordination”. Use the same wording so the system and the recruiter can see the match.

Step 4: Build a Personal Brand - Without making it a full time job!

You don't need to be a LinkedIn guru to stand out. But a visible, credible online presence helps employers see your value before you even apply. Even 10 minutes a day can position you as proactive, informed and engaged.

Simple actions go a long way:
Keep your LinkedIn profile up to date
Add achievements and metrics
Ask colleagues or managers for recommendations
Engage with industry content once or twice a week
Share insights or experiences occasionally

Step 5: Network (even if you're not a natural networker)

Many roles are filled before they ever hit job boards, through connections and referrals. Networking doesn't mean cold-calling strangers. It can look like:

Staying in touch with old colleagues
Letting your network know you're open to opportunities
Joining professional groups or events
Speaking to recruiters in your industry
Building genuine relationships - not just asking for help

This isn't about selling yourself, it's about staying visible! and often, visibility creates opportunity.

Step 6: Prepare Stories Not Just answers for interviews

Strong candidates don't just answer questions, they tell stories that demonstrate value. it will help make interviews flow naturally and memorably.

Use the STAR method:

Situation - what was happening
Task - what needed to be done
Action - what you did
Result - what happened next

Have 5-6 stories ready that show

Problem solving
Leadership
Resilience
Collaboration
Results

Step 7: Protect your energy - job searching doesn't need to cause burn out

Standing out does not mean:

being "always on"
refreshing job boards constantly
saying yes to roles that aren't right
feeling guilty for resting

To avoid burnout:

set realistic daily or weekly goals
take regular breaks
keep perspective (rejection isn't personal)
celebrate the small wins
stay connected socially

Step 8: focus on progress - not perfection

Job searching can be emotional. Some days you feel unstoppable, others ... not so much. But that's normal!

The key is consistent forward movement, like:

improving your CV

having one new conversation
applying to one aligned role
updating your online presence

Final thoughts

You don't need to out-work everyone else to stand out. You just need to show your value clearly, be intentional, and protect your energy along the way.

Job Searching Over the Holidays: Why It's a Smart Time to Look!

Tue, 18 Nov 2025 04:07:18 GMT

Most people assume the holiday season is a bad time to job search. Offices slow down, hiring managers travel, and everyone seems focused on everything other than reviewing resumes! But here's the part most people miss: the holidays are actually one of the most underrated windows to make real progress in your job search.

Here are practical, high-impact tips to help you use this time intentionally - without burning yourself out.

1.don't buy into the "nobody hires in December" myth

Companies don't stop needing great people just because Christmas is coming! Year-end budgets are finalised, roles open unexpectedly, and January hiring pushes are planned in December. Fewer applicants also means less competition.

If you stay active when others slow down, you stand out.

2.refresh your online presence

Quiet weeks make for perfect housekeeping:

Update your LinkedIn headline and "About" section
Make sure your recent achievements are visible and measurable
Clean up old portfolio work or upload a new project
Add a professional, warm profile photo if you haven't already

This small effort pays off when recruiters ramp up searches again in January

3.send warm, low-pressure check-ins

The holidays give you a socially acceptable reason to reconnect without it feeling 'salesy'. A simple message like: "Hope your year is wrapping up well - just wanted to thank you again for our conversation earlier in the year. I'm exploring new opportunities in ___ and would love to stay on your radar going into the new year".

People are more open, more relaxed and willing to help at this time of year.

4.use downtime to sharpen your tools

You don't need to grind all break, just make meaningful upgrades:

Brush up on a skill you haven't touched in a while
Run through a couple of mock interview questions
Build a fresh resume version tailored to your ideal role
Set up job alerts so January doesn't catch you off guairs

These little tune-ups compound fast.

5.set realistic expectations and protect your energy

Holiday job searching isn't about hustling nonstop. It's about using a quieter period to move a few steps ahead. Give yourself permission to rest, celebrate and be with people who refill your tank. You'll show up sharper and more confident in January.

Final Thoughts

The job market doesn't pause for Christmas and you don't need to either. If you keep a light but steady pace during the holidays, you'll enter the new year with momentum instead of starting cold.

Nailing the Interview: How to Turn Stress into Success

Tue, 18 Nov 2025 03:21:23 GMT

You've got this!

If there's one part of the job search that makes even the most confident candidates nervous, it's the interview. In our recent poll, most of you shared that interviewing is the part of the process you struggle with the most, and you're definitely not alone!

The truth is interviews can feel high-pressure because they combine performance, preparation and personality - all in a short amount of time. But with the right approach, you can shift the balance from stress to confidence.

1.reframe the interview

Don't think of the interview as an interrogation, that's often where most of us set ourselves up for failure before we've even began. Think of an interview as a conversation between professionals, you're there to learn as much about the company as they are you. A shift in mindset can really help your nerves when you think of it in a more positive light.

2.research like it's part of the job

We all know the quote, "Fail to prepare, prepare to fail" - and we should use that mindset when it comes to interviews. The best way you can set yourself up for success is to do your research and prepare, you'' thank yourself for it on the day!

Before you walk in or log in, you should know:

What the company does and who their customers are
Their values, mission and recent news
Who you're meeting - look at their profile on LinkedIn or their company website

This extra context lets you tailor your answers and ask thoughtful questions that will show the interviewer genuine interest. It also helps the interview to flow a lot more naturally when you can really engage in the conversation.

3.prepare stories, not scripts

The best answers always come from real examples. Use the STAR method (Situation, Task, Action, Result) to organise your thoughts.

Situation: What was the challenge?
Task: What was your responsibility?
Action: What did you do?
Result: What was the outcome?

Read the position/job description in depth, what experience and skills are they looking for? What examples can you give that align with this? For example, if one of the required skills/experience is end-to-end campaign management, prepare an example of what the campaign was, what was your role in the campaign delivery, how did you manage it and what were the campaign results.

4.practice out loud

Reading your answers silently isn't the same as saying them. Practice out loud with a friend, in front of the mirror or even record yourself. You might think that sounds silly, but when you read something out loud, you will then know if it makes sense or sounds good. It also helps you make sure your answers are concise and to the point, helping you eliminate filler words like "um" or "like".

5.Ask smart questions

When the interviewer asks, "Do you have any questions for us?", NEVER skip this! Even if you think they have answered everything, always have one or two prepared to show you're engaged.

How does this role contribute to the company's goals this year?
What does success look like in the first 6 months?
Can you tell me about the team culture and structure?

6.follow up thoughtfully

Always send a thank you email within 24 hours. Reference something specific from the conversation to make it personal. It's a small step that shows professionalism, and can make a big difference!

7.remember: it's a skill

Interviewing isn't just something you do, it's something you learn. Every interview makes you better. Treat each one as practice, and take notes afterward on what went well and what you'd improve.

Interviewing can feel intimidating, but it's also an opportunity - to tell your story, make a connection, and find the right fit. Preparation builds confidence, and confidence builds success.

You've got this!

For interview practice questions, click here: https://www.smaart.com.au/tips-tricks-and-tests

We have some great resources to help you prepare!

Why November & December Are A Great Time To Hire

Fri, 07 Nov 2025 04:30:37 GMT

why November & December are a great time to start hiring

As the year winds down, many businesses shift focus to wrapping up projects, budgets and holiday plans. But for companies looking to stay ahead in the talent race, November and December present a unique opportunity to get a head start on recruitment. Here's why:

1.beat the new year rush

January is traditionally the busiest month for hiring. Starting the process now means you'll avoid competing with dozens of other companies for the same talent in the new year. Early movers often secure the best candidates before they're off the market.

2.strong candidate availability

Many high-quality candidates use the end of the year to evaluate their career goals. Some are motivated by year-end bonuses or holiday downtime to explore new opportunities. This makes it an ideal time to engage with professionals who are actively considering a change.

3.strategic planning for 2026 and beyond

Recruiting in November and December allows your team to align your hiring goals with your 2026 business strategy. It ensures your new hires are onboarded and contributing early in the year, rather than waiting until months into 2026 to fill critical roles.

4.smooth onboarding process

By starting the recruitment process now, you have more time to interview, evaluate and select candidates carefully. You'll avoid rushed decisions and can plan onboarding schedules around your business cycles for smoother transition.

5.recruitment agencies can help you stay ahead

At SMAART Recruitment, we help businesses leverage the quieter months to build pipelines, identify top talent and secure candidates efficiently. We can help you hit the ground running in January!

Reach out if you need any assistance with your hiring needs!

Career Growth Beats Pay: What Professionals Really Want in 2025

Thu, 30 Oct 2025 23:56:13 GMT

In a recent LinkedIn poll we conducted, we asked one simple question: "What is the main reason you would look for a new role?"

The results were telling:

Career Growth: 47%
Better Pay: 25%
Better Culture: 23%
Relocation: 5%

At first glance, these numbers might surprise some. We often assume that compensation is the top motivator for job changes. But the data tells a different story: nearly half of respondents are prioritising career growth over money.

Why career growth matters more than ever

The modern workforce is increasingly motivated by development, learning and purpose. Professionals today aren't just looking for a paycheck - they want roles that challenge them, expand their skills, and provide a clear path forward.

Several factors contribute to this shift:

The skills economy: Rapid technological change means skills can become outdated quickly. People want to grow in roles where they can stay relevant.
Generational expectations: Millennials and Gen Z are entering the workforce with a stronger focus on personal and professional growth than previous generations.
Work-life integration: Career growth is often tied to meaningful work. Employees are looking for roles where there contributions matter, not just where the salary is higher.

what this means for employers and hr leaders

I f nearly half of professionals are leaving or considering leaving for growth opportunities, it's no longer enough to rely on competitive pay alone to attract and retain talent.

Here's what companies can do:

Invest in learning and development programs: Offer mentorship, training and access to courses that help employees grow.
Provide clear career paths: Transparency around promotions and internal mobility can reduce uncertainty and increase retention.
Foster a culture of growth: Encourage managers to have regular career discussions and recognise employees' achievements and potential.

The Bottom Line

Money matters - but it's not the only thing that keeps people engaged and loyal. Growth, learning and purpose are becoming the currency of the modern workplace. Companies that recognise this and invest in career developments will have a distinct advantage in retaining and attracting top talent.

The poll results are a reminder: if you want to keep your best people, don't just pay them - help them grow!

How to Attract and Retain Top Talent? Employer Branding!

Tue, 21 Oct 2025 01:01:46 GMT

Where to focus for maximum impact!

In today's market, employer branding isn't just a nice to have - it's a critical tool for attracting and retaining top talent. Companies that invest in building a strong reputation as an employer of choice consistently see better hires, higher retention, and a stronger market presence. But with so many avenues to promote your employer brand, where should you focus on maximum impact?

1.social media: your brand's first impression

Social media is often the first point of contact between candidates and your organisation. Platforms like LinkedIn and Instagram give you the chance to showcase your culture in a visually engaging way.

Share behind-the-scenes content and team milestones
Highlight employee achievements and career growth stories
Use authentic visuals and video to bring your culture to life

2.employee testimonials: authentic voices matter

Nothing builds credibility faster than real employee experiences. Sharing authentic testimonials helps candidates understand your culture and the opportunities you provide.

Capture short video interviews or written stories
Feature these stories on your careers page and social media
Encourage employees to share experiences on their own professional networks

3.recruitment partners: extending your brand reach

Recruitment agencies often serve as the first point of contact for prospective candidates. When aligned with your values and messaging, they can amplify your employer brand.

Ensure recruiters understand your culture and EVP
Provide them with stories, case studies and content they can share with candidates
Treat recruitment partners as a strategic extension of your HR team

4.careers page: your conversion hub

Your careers page is more than just a list of jobs - it's the place where candidates decide whether to apply.

Make sure it's mobile-friendly and easy to navigate
Include employee stories, values and clear calls to action
A well-crafted career page turns interest into applications and strengthens your overall brand

5.Leadership and thought leadership visibility

Strong leadership presence communicates stability, vision and culture. Leaders sharing insights publicly can reinforce your employer brand.

Encourage leaders to post updates and thought leadership on LinkedIn
Highlight how leadership supports employees and fosters growth
Use content to demonstrate alignment between values and daily operations

6.candidate experience: every interaction counts

Every touchpoint in the hiring process contributes to your employer brand. A seamless, transparent and respectful experience can make candidates advocates - even if they don't get the job.

Communicate and provide timely updates
Streamline interviews and feedback processes
Align the candidate journey with your company values

Final thoughts

Employer branding is about authenticity, consistency and visibility. By focusing on social media, employee stories, recruitment partners, a strong careers page, leadership visibility and candidate experience, companies can attract the right talent while building long-term reputation.

At SMAART, we partner with organisations to craft employer brands that resonate with top talent and strengthen hiring strategies. If you need advice or hiring help, reach out to our team on (03) 8637 4444.

Do Your Company Research - How It Can Make or Break Your Job Interview

Tue, 30 Sep 2025 06:05:54 GMT

don't skip the basics!

how researching a company can make or break your job interview

Many job seekers underestimate one of the simplest yet most powerful ways to stand out in the hiring process - researching the company before the interview. Too often, candidates walk into an interview armed with only general knowledge of the role they're applying for. The result? They fail to make a meaningful connection with the interview, miss opportunities to show genuine interest and ultimately struggle to secure the offer.

Here's why company research is non-negotiable, and how you can use it to your advantage.

1.It shows genuine interest

Employers want to hire people who are not just qualified, but also excited about joining their team. When you can speak knowledgeably about the company's mission, products or recent achievements, it shows that you're not just looking for any job - you've invested in this job.

2. it helps you tailor your answers

Many interview questions - like "Why do you want to work here?" or "What do you know about us?" - are designed to test whether you've done your homework. Without research, your answers will sound vague and generic. With research, you can align your skills and experience to the company's goals and culture, making your responses far more compelling.

3. it boosts your confidence

Walking into an interview without context can feel like showing up to an exam you didn't study for. Research helps reduce that anxiety. Knowing about the company's values, competitors and challenges allows you to prepare thoughtful questions and engage in a two-way conversation rather than a one-sided interrogation.

4. it helps you decide if the company is right for you

Remember, interviews go both ways. Researching the company isn't just about impressing the interviewer - it's about making sure the role and organisation fit your career goals and values. Understanding their culture, stability and future direction helps you make an informed decision about whether to say "yes" if an offer comes your way.

5. it sets you apart from other candidates

Most candidates won't go beyond a quick glance at the company website. By digging deeper - reading press releases, checking LinkedIn updates or exploring the company's industry - you'll naturally ask smarter questions and leave a stronger impression.

Practical Tips for Researching a Company

Start with the website: Look at their About page, mission statement and recent news.
Check LinkedIn: See what the company posts and how employees describe their roles.
Look for press coverage: Has the company been in the news recently? Any product launches, funding or expansions?
Review competitors: Knowing the industry landscape shows commercial awareness.
Understand the culture: Glassdoor reviews, company blogs, and social media can give insights into what it's like to work there.

Final Thought

Failing to research a company before an interview is like showing up unprepared to a performance - you might have the talent, but without rehearsal, your impact falls flat. A little time spent researching could be the difference between a rejection email and a job offer.

How to Handle Career Gaps on Your Resume

Tue, 16 Sep 2025 03:34:46 GMT

Career gaps are more common thank you think ...

How to Handle Career Gaps on Your Resume

Career gaps are more common than you might think. Whether you took time off to raise a family, travel, study, recover from illness, or were impacted by redundancy, employers today are far more understanding than they used to be. The key is knowing how to present these gaps on your resume in a way that's honest, professional and shows the value you bring to a new role.

In this blog, we'll walk you through practical strategies to handle career gaps on your CV or resume - and turn them into strengths.

1.Be Honest, But Keep It Brief

Don't try to hide gaps - most hiring managers will notice them anyway. Instead, acknowledge the period simply and professionally. For example:

"Career break (2019-2020) - family responsibilities"
"Travel and personal development (2021"

A short, honest statement is enough. You don't need to go into detail unless asked in an interview.

2.Highlight What you Did during the gap

Even if you weren't in formal employment, chances are you gained valuable experience. Think about:

Volunteering - community work, mentoring, charity projects
freelancing or consulting - even short-term projects count
Courses or certifications - online learning, professional development
Transferable skills - time management, problem-solving, communication

3.focus on skills and achievements, not timelines

Instead of making your CV look like a strict timeline, use a skills-based (functional) resume format. This allows you to group experience under key skill areas (e.g. leadership, project management, customer service) rather than just by job title and date.

4.Use your cover letter to add context

Your CV should be factual and concise, but your cover letter is the perfect place to explain your career break in more detail if needed. Keep it positive and forward-looking. For example:

"After taking a year out to complete a digital marketing certification, I am now eager to bring my new skills into a dynamic role".

5.Prepare your interview answer

If your gap comes up in an interview, be ready with a clear, confident explanation. Keep it honest, short and positive:

"I took time off to raise my children, and now I'm excited to return to work full-time."
"I was made redundant in 2020, so I used the opportunity to complete a professional qualification while actively job searching."

The key is to show resilience and enthusiasm about moving forward.

6. Show Momentum and Enthusiasm

Employers want to know you’re ready to re-enter the workforce with energy. Demonstrating that you’ve stayed updated in your field (through courses, networking, or even following industry news) helps prove you’re job-ready.

Final Thoughts

Career gaps don’t have to hold you back - they can even highlight your adaptability and personal growth. By being upfront, focusing on skills, and showing employers that you’re ready for the next challenge, you can turn a gap into an opportunity.

�� Tip for job seekers: If you’re unsure how to present a career gap, consider working with a recruitment agency. Recruiters can help you frame your experience, highlight your strengths, and connect you with employers who value your skills.

Why a Lengthy Hiring Process is Costing You Top Talent and How to Fix It

Fri, 05 Sep 2025 05:58:21 GMT

the hidden costs of a lengthy hiring process

Why a lengthy hiring process is costing you top talent and how to fix it

In today's competitive job market, speed matters. Yet many organisations still struggle with lengthy hiring processes that drag on for weeks or even months. We understand it's natural to want to be thorough when choosing a new employee, drawn-out recruitment timelines can actually backfire - leading to missed opportunities, frustrated candidates and lost revenue.

We also ran a poll asking "what's the biggest hiring challenge you're currently facing?" 33% said the lengthy process. As a recruitment agency, we see this challenge play out daily with candidates dropping out due to how long the process is taking. Let's explore why lengthy hiring processes are such a problem, the common causes and how you can streamline recruitment to secure the right talent faster.

The hidden costs of a lengthy hiring process

A slow hiring process doesn't just inconvenience candidates - it can directly impact business performance. Here's how:

Top Talent Drops Out: high-quality candidates are in demand. If your process drags on, they'll likely accept on offer elsewhere.
Increased Costs: vacant roles mean lost productivity, potentially extra overtime for existing staff and missed business opportunities.
Employer Brand Image: candidates talk. If they experience long delays, it can harm your reputation in the job market.
Decision Fatigue: too many interview rounds or delays in feedback often lead to rushed, less confident hiring decisions.

Common Causes of slow hiring

Too Many Interview Stages: while cultural and skills fit are important, excessive interview rounds create bottlenecks.
Lack of Clarity on the Role: if the hiring team isn't aligned on what the "ideal candidate" looks like, it leads to indecision and delays
Manual Processes: relying on outdated systems for screening CVs, scheduling interviews and communicating with candidates slows everything down
Market Hesitation: employers often hold out for the "perfect" candidate, but in a competitive market, waiting too long means losing strong candidates

How to streamline your hiring process

The good news? A few smart changes can dramatically reduce time to hire.

Define Requirements Upfront: Ensure the hiring team agrees on the must-haves vs. nice-to-have skills before the search begins.
Limit Interview Stages: Condense assessments where possible - for example, combining technical and cultural interviews into one round.
Use Technology Wisely: ATS and automated scheduling tools can help speed up communication and coordination.
Set a Clear Timeline: Commit to giving candidates feedback within a specific timeframe after interviews.
Work with a Recruitment Agency: Agencies like us, present you with vetted, qualified candidates from the outset, cutting down on wasted time and ensuring you don't miss out on top talent!

Final Thoughts

A lengthy hiring process might feel like due diligence, but in today's market, it's more likely to cost you the very candidates you're trying to secure, by streamlining your recruitment process - and leveraging the support of a specialist recruitment agency, you can improve efficiency, reduce costs, and most importantly, hire the right people faster.

If your hiring process feels slower than it should, our team can help. We specialise in connecting businesses with the right talent quickly and effectively. Get in touch today to find out how we can support your recruitment needs.

What Job Seekers Value Most in 2025 - and How Employers Can Adapt

Mon, 25 Aug 2025 04:01:49 GMT

flexibility matters!

What Job Seekers Value Most in 2025 - and How Employers Can Adapt

In today’s competitive Australian job market, employees are prioritising more than just salary. In a recent poll we conducted, results showed that flexibility (32%) and a strong company culture are among the most important factors candidates consider what evaluating a job offer. For employers, adapting to these priorities is no longer options – it’s essential to attract and retain top talent.

Offer flexible work arrangements

Flexible work in Australia has become a baseline expectation for many employees. Employers can meet this demand by:

Hybrid or remote options: Allow staff to work from home or a mix of home and office to improve work-life balance.
Flexible hours: Implement staggered start/finish times, compressed workweeks or core-hour arrangements.
Job-sharing or part-time roles: Cater to employees balancing family, study or personal commitments.

Clear communication is key – flexible policies should be included in job ads, employment contracts and onboarding processes to ensure expectations are understood from day one.

Build a strong, inclusive company culture

A thriving company culture is critical to employee satisfaction and retention. Australian employees value workplaces where they feel connected, supported and recognised. Employers can strengthen culture by:

Defining and living core values: Ensure your business values are consistently reflected in leadership actions, communications and performance assessments.
Encouraging collaboration and connection: Use team-building initiatives, mentorship programs and cross-department projects and foster belonging.
Recognition and feedback: Celebrate achievements regularly and provide constructive, supportive feedback.
Promoting diversity and inclusion: Implement policies and initiatives that actively create an inclusive work environment.

When culture aligns with employee’s personal values, engagement, productivity and loyalty increase – all of which are vital for long-term success.

Incorporate flexibility and culture in hiring

Attracting talent starts at the recruitment stage. Employers can communicate their commitment to flexibility and culture by:

Highlighting flexible work policies in job descriptions and during interviews
Sharing employee stories or testimonials to showcase culture in action
Including culture-fit discussions alongside skills-based assessments during interviews

Transparency around flexibility and culture can make your organisation more appealing to top candidates in Australia’s competitive job market.

Measure, adapt and evolve

Meeting employee expectations requires ongoing effort. Employers should:

Conduct regular employee surveys to assess satisfaction with flexibility and culture
Use exit interviews to identify culture or flexibility-related reasons for turnover
Adapt policies based on feedback, showing employees that their needs are heard and valued

Proactive measurement ensures that flexibility and culture initiatives remain relevant and effective.

Leadership role modelling

Culture and flexibility are most effective when leaders lead by example

Managers should embrace flexible work themselves and support employees in doing the same
Demonstrating company values in everyday actions help reinforce a positive culture across the organisation

When leadership practices flexibility and promotes culture authentically, employees are more likely to engage and stay loyal to the business.

For employers, offering flexibility and fostering a strong company culture are no longer nice to have, they are critical for attracting and retaining top talent. By implementing clear flexible work policies, building an inclusive and supportive culture and actively measuring and evolving initiatives, organisations can create a workplace that employees want to join and stay in.

Top 5 Interview Tips

Mon, 18 Aug 2025 05:12:46 GMT

How to set yourself up for success

Top 5 interview tips

Job interviews can be nerve-wracking, but the right prep can make all of the difference! Here are 5 interview tips to help you answer questions with confidence, showcase your strengths and leave a lasting impression.

1. Research the company and the role

Why is company research important before an interview?

Employers want to see genuine interest in their business. Doing your homework shows initiative.

Review the company's mission, values and culture
Read recent news or press releases to stay current
Study the job description and connect your experience to their needs

This preparation helps you give tailored answers that prove you're the right fit.

2.Use the STAR method for clear answers

How should I answer interview questions effectively?

Use the STAR method to stay structured and avoid rambling:

Situation - What was happening?
Task - What was your responsibility?
Action - What did you do?
Result - What was the outcome?

This method ensures your answers are concise, memorable and relevant.

3.Highlight both skills and culture fit

What do employers look for in interviews?

Share technical skills that match the role
Emphasise soft skills like teamwork, adaptability and communication.
Show enthusiasm for the company's culture and values.

Sometimes culture fit is the tie-breaker between equally qualified candidates.

4.Ask Insightful Questions

What are good questions to ask at the end of an interview?

An interview is a two-way street. Asking smart questions show curiosity and genuine interest. Examples include:

"What does success look like for this role in the first 6 months?"
"What challenges is the team currently facing?"
"How does the company support employee growth?"

Avoid focusing only on salary and benefits until later stages.

5.Present yourself professionally

How can I make a strong first impression in an interview?

Arrive on time (or early if it's virtual)
Dress appropriately for the company culture
Maintain positive body language - good eye contact, posture and a confident tone

Even when discussing challenges or setbacks, remain professional and constructive.

By combining research, prep, clear communication and professionalism, you'll position yourself as a strong candidate.

For more interview & job hunting tips, click here - https://www.smaart.com.au/tips-tricks-and-tests

Probationary Periods - All Your Questions Answered

Fri, 15 Aug 2025 01:12:26 GMT

all you need to know about probations!

In Australia, probation is a common part of employment contracts, giving both the employer and employee time to confirm the role is the right fit. But probationary periods can be misunderstood, with confusion about how long they last, what rights and entitlements apply, and what happens if things don't work out. In this guide, we break down some of the essential things to know about probationary periods in Australia - covering legal requirements under the Fair Work Act, employee rights, employer obligations and practical tips for making probation a success.

1. What is the Length of a Probationary Period (in australia)?

In Australia, most probationary periods last 3 or 6 months , but some roles, particularly senior positions, may extend to 12 months . Remember, this is different from the minimum employment period for unfair dismissal claims under Fair Work Act (6 months minimum for most employers, 12 months for small businesses).

2. What is the Purpose of a Probation?

A probationary period is a mutual trial phase where employers assess performance, reliability and cultural fit, while employees decide if the role and workplace meets expectations. It helps both sides reduce risk before confirming ongoing employment.

3. What Happens at the End of a Probationary Period?

At the end of a probation, there's usually a formal review meeting. Employees may confirm employment, offer a salary or benefits adjustment, extend probation (if allowed), or end employment. Employees should prepare for this discussion and request feedback in advance.

4. Pay and Entitlements during probation

Australian law requires employees to be paid their full agreed wage or award rate from day one. Annual leave, sick leave, and superannuation start accruing immediately - there's no "unpaid probation" in Australia under Fair Work rules.

5. Benefits and Perks

While statutory entitlement begin straight away, some companies delay discretionary benefits - like bonuses, extra paid leave or study allowances, until after probation. Always check your employment contract for these details.

6. Feedback and Check-ins

Regular feedback during probation is best practice. Employers should schedule monthly or mid-probation reviews to guide performance. Employees should use these opportunities to address concerns early and demonstrate improvement.

7. Extending Probation

Probation can be extended in Australia if the employment contract allows it. Extensions should be confirmed in writing with clear performance goals. Remember - unfair dismissal protections start after the minimum employment period, not just when probation ends.

8. Ending Employment During Probation

During probation, employers can terminate employment more easily, but still must give lawful reasons and provide the correct notice period (often one week for probationary employees). Termination must not breach anti-discrimination or general protection laws.

9. Legal rights and probation in australia

Probationary periods must comply with the Fair Work Act 2009, National Employment Standards (NES), and any applicable modern award or enterprise agreement. Employees should understand their probation rights; employers must follow these legal requirements.

10. probation and workplace culture

How probation is handled sets the tone for the employment relationship. Clear expectations, support and open communication create confidence. A poorly managed probation period can cause low morale, higher turnover and reputational harm for employers.

11. Do temp or casual team members have a probationary period?

Casual or temporary team members are exempt from a probationary period. This is because, by nature of the employment type, these types of employees are deemed terminated at the end of their last shift.

Need help or more information?

If you are an employer in need of further information or assistance , feel free to contact us.

Individuals requiring advice or information should contact the Fair Work Commission on 1300 799 675 or via fwc.gov.au

How to Stay Proactive on your Job Hunt

Thu, 17 Jul 2025 01:37:28 GMT

even when it gets really tough!

New Year, New Career? How to Stay Proactive (and Sane) in the January Rush

We all know the feeling. It’s January, the “New Year, New Me” energy is high, and your LinkedIn feed is likely full of people announcing new chapters. It’s an exciting time full of fresh starts, but let’s be honest - the January job hunt can also feel like a marathon in a crowded room.

If you’re in that phase where you’re doing everything right but the "inbox silence" is starting to get to you, we see you. At SMAART, we talk to job seekers every day, and we know that while January is the busiest time for hiring, it’s also the most emotional time to be putting yourself out there.

Here is how to stay proactive and keep your momentum as the 2026 hiring season kicks into gear.

1. Set Small, "January-Sized" Goals

It’s tempting to try and overhaul your entire professional life by February 1st. But trying to do everything at once is the fastest way to burn out before the quarter even really starts.

Instead of saying "I need a new job by Friday," set manageable wins for the week:

Reach out to one new contact in your industry.
Tweak your CV for one specific role you actually love.
Update your LinkedIn headline to reflect what you want to do this year.

2. Tailor, Don’t "Mass Apply"

When the market is this active, recruiters are seeing a massive volume of applications. It is incredibly tempting to hit "Easy Apply" on 50 roles to feel productive, but quality is your best friend right now.

Recruiters can spot a copy-paste application a mile away. Take ten extra minutes to mirror the language in the job ad and show why you’re the right fit for that specific team. A thoughtful, targeted application is how you cut through the January noise.

3. Polish Your Digital Front Door

In a busy market, your LinkedIn profile is often the first place a recruiter looks after seeing your name. Think of it as your 24/7 digital CV.

The "About" Section: Make it genuine. Tell us who you are in 2026, not who you were three years ago.
The "Open to Work" Feature: This is your best friend in January. You can set it so only recruiters see it, making you visible to people like us who are actively searching for talent behind the scenes.

4. Lean On Your Recruiter (We’re here for the "Extra" stuff)

A good recruiter is more than just a gatekeeper; we’re your coach and your inside contact. Especially this time of year, we can give you the "real" update on why a role might be moving slowly or what a specific hiring manager is prioritizing for the year ahead. Don’t be afraid to check in or ask for feedback - we want that "Yes" as much as you do.

5. Protect Your Peace

Job hunting is work, and January is a high-pressure month. Don’t feel guilty for taking a Saturday off or stepping away from the laptop. You’ll be much more confident in an interview if you’ve actually given yourself a chance to rest. Keep a routine, but make sure that routine includes things that have nothing to do with resumes.

6. Celebrate the "Small Yes"

Didn't get the job but got a great compliment on your experience? That’s a win. Had a productive coffee chat? That’s a win. Progress isn't always a signed contract immediately - sometimes it’s just building the momentum that leads to the right offer in February or March.

The Final Word: You’re Not Alone

The January rush can make you feel like you’re just a number in a database, but you aren't. Everyone’s journey looks a little different - some paths are quick sprints, and others are longer walks. Both get you to the destination.

If you’re feeling the weight of the New Year search, reach out to us. We’re here to listen, to coach, and to help you find where you fit in 2026.

VIEW ALL JOBS

Is Your Talent Strategy Ready for the Year Ahead?

Mon, 07 Jul 2025 23:46:30 GMT

Is Your Talent Strategy Ready for the Year Ahead?

The start of a new financial is a chance to refocus, reset, and realign your goals. And that includes your people strategy.

As businesses look ahead in FY26, many are asking: Do we have the right team in place to reach our next milestone and business goals? Whether you're planning for growth, managing change, or simply strengthening your foundation, a clear and considered talent strategy is essential.

Here are 5 smart ways to sharpen your hiring approach for the year ahead:

1. Revisit Your Workforce Needs

Start by reviewing your current structure. Are there roles that need redefining or gaps that need filling? Do you have succession plans in place?

Tip: Use this time to map out future hiring needs - not just who you need now, but who you’ll need next quarter or next year. We can help you build a proactive recruitment pipeline that supports your growth.

2. Refresh Your Employer Brand

Your reputation as an employer plays a huge role in attracting top talent. If your job ads, social media, or careers page are saying the same thing they did last year, it’s time for a refresh.

Advice: Highlight your team culture, employee success stories, and what makes your workplace unique. Candidates want more than a job - they want to feel connected to your purpose.

3. Prioritise Retention

Recruiting great people is one thing. Keeping them is another. The most successful teams invest in both.

Quick win: Organise informal meetings with your team members to understand what keeps them engaged - and where improvements can be made. This insight can help reduce turnover and improve morale.

4. Use Recruitment Data to Your Advantage

Are you tracking key hiring metrics like time-to-fill, source of hire, or turnover rate? If not, you could be missing out on opportunities to improve efficiency.

Tip: We can work with you to identify what data matters most for your business, and how to use it to make smarter hiring decisions.

5. Embrace Flexibility as a Competitive Advantage

Flexibility in where, when, and how people work continues to be a top priority for candidates - and it’s not just about remote work. Flexibility can look different for every business, from adjusted start times to compressed work weeks or even flexibility in role design.

Advice: If your business already offers flexibility, make sure you're actively promoting it in job ads and during interviews. It's a key differentiator in today’s hiring market and can give you a real edge in attracting quality talent.

Let’s Build a Stronger Talent Strategy Together

Whether you need support with workforce planning, hiring hard-to-fill roles, or accessing passive talent, we’re here to help you start FY26 on the front foot.

If you’d like to chat through your hiring goals, explore what’s happening in your industry, or get tailored recruitment advice, reach out to our team.

Webinar Series: 2025 Contact Centre best Practice Report

Wed, 25 Jun 2025 04:17:15 GMT

Register now!

Join us across this series of webinars exploring the findings of the 6th edition of the Contact Centre Best Practice Report. Each webinar runs for 60 minutes allowing the presenters to discuss the results in great detail and take questions from the audience.

Webinars:
▫️ Employee Engagement - 26 June (12pm AEST)

Presenters: James Witcombe, SMAART Recruitment, Julie-Anne Hazlett, CallDesign

▫️ Remote & Flexible Working - 07 July (12pm AEST)

Presenters: James Witcombe, SMAART Recruitment, Daniel Harding, MaxContact

▫️ Absenteeism & Attrition - 09 July (12pm AEST)

Presenters: James Witcombe, SMAART Recruitment, Luke Jamieson, Operata

▫️ Training & Development - 17 July (11pm AEST)

Presenters: James Witcombe, SMAART Recruitment, Brad Shaw, Livepro and Waylon Murphy, Avant Mutual

▫️ Leadership & Culture - 22 July (12pm AEST)

Presenters: James Witcombe, SMAART Recruitment, Sean McGinn, Callo

▫️ Artificial Intelligence - 24 July (12pm AEST)

Presenters: James Witcombe, SMAART Recruitment, Nicola McDonald and Adam Spence, Customer Driven

▫️ Australian BPO Insights - 29 July (12pm AEST)

Presenters: James Witcombe, SMAART Recruitment, Maurice Zicman, TP

▫️ Senior Leader Forecast - 31 July (12pm AEST)

Presenters: James Witcombe, SMAART Recruitment, Samantha Middlebrook and Nadine Power, Upland

Permanent vs Contract vs Temporary Jobs: What's the Difference?

Tue, 17 Jun 2025 04:20:29 GMT

unsure how to tell the difference between job types? let's break them down!

Permanent vs Contract vs temporary jobs: what's the difference?

Ever felt a bit confused when reading a job ad? Maybe you've been left wondering what the difference is between permanent, contract and temporary jobs in Australia?

If that's the case, you're certainly you're not alone! These employment types each offer different benefits depending on your career goals or business needs.

Here's a quick guide to help you understand how they work and which option might suit you best.

What is a Permanent Job?

A permanent role is an ongoing position with no end date. It can be full-time or part-time and includes standard employee benefits like:

Annual Leave
Sick Leave
Superannuation
Notice Periods

It's best for job seekers looking for stability and businesses wanting to invest in long-term hires.

What is a Contract Job?

A contract role is a job with a defined start date and end date - often used to fill project-based, seasonal or maternity leave cover positions. Some contracts include leave entitlement, others don't.

It's best suited for candidates who want higher pay and flexibility. It's ideal for employers who need short-term skills without a long-term commitment.

What is a Temporary Job?

Temporary (or temp) jobs are short-term, casual roles. Temporary roles can last for a day, a few days, a few weeks or a few months!

They are best for candidates needing flexible, immediate-start work. It's great for employers filling urgent or short-term gaps (e.g. sick leave or peak period like Christmas).

Common Questions:

Q: Is a temporary job the same as a casual job?

A: Not always, temporary jobs are usually short-term roles filled by recruitment agencies, while casual jobs refer to employment with irregular hours and no guaranteed shifts.

Q: Can a temporary job lead to a permanent position?

A: Yes, many employers use temporary roles to trial candidates before offering a permanent job. This is known as "temp-to-perm" hiring.

Q: Are temporary jobs good for students or working holiday visa holders?

A: Yes! Temporary jobs offer flexibility and quick access to work, making them ideal for students and backpackers, or anyone needing short-term income.

Q: Do contract workers get annual leave in Australia?

A: It depends on how the contract is structured. If you're on a fixed-term employee contract, you may get leave entitlements. If you're hired as an independent contract, you most likely won't.

Looking to hire?

Check out Our Services and get in touch if you're looking for your next hire!

Looking for a new role?

Check out our Current Roles and get in touch with our team to find the perfect role for you.

Key Workplace Changes: What's coming in July?

Mon, 16 Jun 2025 04:01:42 GMT

Keep up to date on the latest workplace & employment law changes in 2025

What changes are coming?

There are a few super important employment law changes coming on July 1st - and you need to know them, whether you are an employee or an employer!

1.Superannuation Increase

The Superannuation Guarantee (SG) rate is increasing from 11.5% to 12% from July 1st, 2025. The increase represents the final step in the legislated gradual increases to the SG rate.

See more information about SG rates here.

2. Minimum Wage Increase

The Fair Work Commission has announced a 3.5% increase to the national Minimum Wage and minimum award wages, this will apply from the first full pay period starting on or after July 1st, 2025.

For more info click here.

3.Paid parental Leave Extension

From July 1st, 2025, eligible parents will receive an extra two weeks of publicly funded paid parental leave, bringing the total up to 24 weeks or 120 days. The number of days reserved for a partner will also increase, as well as the number of days that parents can take concurrently. For more information, visit Services Australia.

Please don't hesitate to get in contact with us if you have any questions with any of the above changes. Call us on 03 8637 4444

20 Years of SMAART Recruitment

Thu, 05 Jun 2025 01:19:28 GMT

20 Years of SMAART Recruitment

In May we celebrated a huge milestone, SMAART Recruitment's 20 Year Anniversary. As we reflect on this time, we would like to say thank you to our incredible clients, for your trust and support over the years. We're grateful for the many wonderful relationships we have built and continue to grow.

Here's to the next 20!

2025 Contact Centre Best Practice Report Roadshow

Sun, 01 Jun 2025 03:32:01 GMT

The Frontline Agent Edition!

Five cities, 1200 attendees and our 6th report!

A huge thank you to everyone who attended our Contact Centre Best Practice Report Roadshow.

A special thank you to our partners and presenters, your support allows this fantastic report to be produced and for these events to happen!

We're already excited for next year.

Don't forget you can download your digital copy of the report for free, here: www.contact centrebestpracticereport.com.au

What's the Secret to Employee Retention & Engagement? Culture.

Thu, 15 May 2025 04:33:58 GMT

let's find out how to build a great company culture!

What's the secret to employee retention & engagement? culture

In today’s evolving and competitive work environment, a positive workplace culture isn’t just nice to have, it’s essential. Culture shapes how your people feel, act and perform. It affects everything from employee retention and engagement to innovation and business outcomes.

Here are some practical and impactful ways to create a workplace culture that helps keep your best people feeling supported and inspired:

Define and Model your Core Values

It’s important to have clear values. Define what your organisation stands for and communicate those values consistently. But most importantly, model the values daily – employees need to see those values in action. You should reward employees who embody then and address any behaviours that don’t align.

Lead with Empathy and Openness

Great workplace cultures are built on trust and connections, making leading with empathy extremely important. Check in with your team regularly, understand any challenges they’re facing, and be as flexible as you can when people need your support. Actively listen to your team, whether that be through one-on-ones (that aren’t just focused on tasks), feedback sessions or even surveys, actively listening will help build that trust with your team to open with you. Promote honest, two-way feedback.

Recognise and Celebrate the Wins – no matter the size

We all want to feel appreciated and recognised. It’s easy to give people recognition, it can be through a simple “thank you”, or a team shoutout that could really make someone’s week – it doesn’t always have to be a big celebration, it costs very little but pays off massively in morale and engagement! Make sure recognition is a part of your culture; celebrate milestones and team achievements encourage peer to peer recognition and be specific and timely with praise.

Invest in Growth and Development

People are more likely to stay in a role where they can grow. It’s important to support personalized growth plans and make it easy for your team to see clear career pathways within your organisation. Offer a variety of learning opportunities that aren’t just technical, or role based, think about leadership development, communication training etc.

Prioritise Wellbeing

Employee wellbeing really is a core part of culture. Support mental health by offering access to EAPs, mental health days and promoting work balance and boundaries. Simple steps like encouraging regular breaks, running wellness initiatives or simply checking in on the workload can help make a huge difference to how your team is feeling. Normalise time off and self-care, your team will thank you.

Support Diversity and Inclusion

It’s important to promote a workplace where every voice matters, and people feel they belong and are included. Start with inclusive hiring, create safe spaces for feedback and celebrate different cultures and perspectives across your team. Build inclusion through DEI training and inclusive policies also.

Communicating Often with Transparency

Clear, honest and regular communication creates alignment and trust. Keep your employees informed of the company’s goals, changes and any challenges it’s facing. Your employees want to know what’s going on, and if big decisions are being made, it’s always important to explain the “why” behind the changes. Make leadership accessible and honest.

Empower Ownership and Autonomy

Nothing kills a culture more than micromanagement, instead, you should trust your team to take ownership of their work and outcomes. Give people space to solve problems, innovate and contribute beyond their job description. Autonomy often fuels engagement and can often lead to performance improvements.

Hire for Culture Add

Look for those who will elevate and diversify your culture, bring new ideas and energy to the business. If you need help finding the perfect culture addition to your team, give us a call!

Workplace culture is built every day, in conversations, decisions and more. Create a culture that not only attracts and retains great talent but helps them to thrive and grow!

The Hybrid Hype: What's Really Happening With Working From Home?

Tue, 22 Apr 2025 05:28:58 GMT

what's happening with hybrid working in 2025?

the hybrid hype: what's really happening with working from home?

In the wake of the pandemic, remote and flexible working quickly became the norm for many organisations. Since then, we’ve seen a gradual return to the office, with some companies introducing mandatory in-office days. But is remote work really on the way out?

There’s been ongoing discussion—especially among Australian workers—that working from home is being phased out, with more businesses requiring employees to return to their desks. While this may seem true in some cases, recent research tells a different story.

According to the Australian HR Institute (AHRI) , “As of this year, 44 per cent of employers say that they have a minimum requirement for full-time employees to attend the physical workplace between three and five days a week, down from 48 per cent of employers in 2023.”

This data shows a subtle but important shift: instead of increasing office mandates, many organisations are maintaining—or even loosening—their hybrid work policies. In fact, the most common arrangement continues to be three days in the office per week, a figure unchanged from the previous year.

70% of organisations also reported that they plan to maintain their current hybrid model over the next few years, suggesting that hybrid working arrangements are stabilising.

What are we hearing on the ground?

We are definitely seeing what the research is suggesting, it seems that many companies are now offering a 3 and 2 hybrid model, but aren't mandating specific days and are allowing their employees to choose their working from home days. We're seeing a much more flexible approach.

However, we have found that remote training is almost non-existent, especially in the Contact Centre industry. Most training must be completed on-site, and we also see the that working from home or flexible working is only offered once both the training and probationary period are complete.

With the 2025 Contact Centre Best Practice Report release just around the corner, it will be interesting to benchmark the remote working trends across the Contact Centre industry alongside this new data!

So, what does this mean for the future of work?

Despite the noise, working from home isn't going anywhere. What we're seeing instead is a steady move toward long-term hybrid models—ones that blend flexibility, productivity, and connection. For employers, it’s a sign to focus on sustainable, people-first workplace strategies. And for employees, it’s a reassuring reminder that flexibility is becoming more than a perk—it’s part of the new normal.

To learn more you can read the AHRI's full article here .

SMAART Recruitment

How to Handle Rejection & Stay Motivated in Your Job Search in 2025!

Thu, 27 Mar 2025 03:16:00 GMT

How to Handle Rejection and Stay Motivated in Your Job Search

how to handle rejection & stay motivated in your job search in 2025

Job searching can sometimes be a long and challenging process, and rejection is often part of the journey. Whether you didn't get the job you were hoping for, or didn't quite make it to the interview stage, rejection can be hard to deal with. However, it's super important that you don't let it have a negative impact on your job search and motivation. Here's some tips on how to better deal with rejection and move forward with your job search.

Don't take it personally

Rejection doesn't reflect your worth as a professional or as a person. It's important to remember that hiring decisions are based on a huge variety of factors. It's not always about your skills or experience, it can sometimes just be about the fit.

Seek constructive feedback

Use your feedback! If possible, you should always ask for feedback from the employer. Why? it will give you a deeper understanding on areas you may need to improve upon, allowing you to work on these areas and refine your approach for your next opportunity. Sometimes one small bit of advice is all it takes to help you land that future job!

Take a Step Back

It's good to take a step back sometimes and reflect on what has went well so far. Did you learn anything new during the process? Make a list of things you have learnt and how they can help you in the future. It's also OK to take a break, take the time to recharge your batteries before returning to the job search. Regular breaks are crucial in helping you keep a positive outlook and to give you energy to move forward!

Celebrate the Small Wins

You may be feeling defeated after a job rejection, it's normal to feel that way, but you should also try to celebrate the small wins you've had along the way. Landing an interview or receiving positive feedback are just a few examples of the small wins you should be celebrating. Try to have a positive mindset as best you can!

Keep Your Eyes on the Bigger Picture

Rejection is part of the job searching process, but it's only a small part of it, it's not the end of your journey! The right job will come along for you, and by staying positive, persistent and patient, you could land it sooner than you think!

In conclusion, while job rejection can be tough, it's essential to view it as just a temporary setback in your overall job search journey. Stay patient and focused, the right opportunity will eventually come your way!

Congratulations to two SMAART legends!

Tue, 04 Mar 2025 01:17:44 GMT

Thank you Sta's and Marcus!

A couple of icons of SMAART Recruitment celebrated their SMAART anniversaries this week. Anastasia Sideris turned 12 and Marcus Lavender 4.

Many congratulations to Sta's and Marcus, you both have contributed so greatly to making SMAART such an awesome place to work in!

Early Bird Best Practice Tickets on sale!

Thu, 13 Feb 2025 05:29:50 GMT

Tickets are now on sale!

Early bird tickets are now available for the Contact Centre Best Practice Report presentations in May.

If your contact centre participated in the research, discounted prices are available to you, just email James Witcombe !

How to deal with uncertainty in 2025

Thu, 30 Jan 2025 06:02:09 GMT

Strategies to help you navigate an uncertain world

What Is Uncertainty and Why Does It Matter?

Uncertainty is a natural part of life. Whether it’s unexpected changes at work, shifts in relationships, or world events outside our control, one thing is certain: life is unpredictable.

Learning how to deal with uncertainty helps reduce stress, ease anxiety, and build emotional resilience. This article outlines evidence-based, everyday strategies to help you cope.

1. Accept and Embrace Uncertainty

Let Yourself Feel Uncertainty

It’s okay to feel overwhelmed. Instead of resisting the fear or anxiety that uncertainty can cause, acknowledge your emotions. When you allow yourself to feel without judgment, emotions tend to pass more easily.

Let Go of the Need for Control

Trying to predict every outcome can lead to "what-if" thinking and worry. Remind yourself: you don’t need all the answers. Focus on what you can control right now.

2. Stay Present: Focus on What’s Happening Now

Practice Mindfulness

Mindfulness techniques like deep breathing, meditation, or even a mindful walk can ground you in the moment. This reduces overthinking and helps manage anxiety around “what could happen.”

Redirect Your Attention

When your thoughts spiral, bring yourself back to now. Try simple, focused tasks—like reading, painting, or stretching—to shift your mental energy from uncertainty to action.

3. Build Healthy Daily Habits

Create Routines

Routines offer a sense of predictability and control. Aim for regular meals, sleep, and movement—even during chaotic times.

Limit Exposure to Stress Triggers

Too much news or social media can amplify feelings of uncertainty. Set time limits and instead, engage in calming activities like music, reading, or time in nature.

4. Strengthen Your Resilience

Reflect on Times You’ve Coped Well

Think back to challenges you’ve overcome. What helped you get through it? This reminder builds trust in your ability to navigate the unknown.

Learn Something New

Take up a hobby or skill. Learning increases your sense of capability and can offer a refreshing mental break from worry.

5. Reach Out for Support

Talk to Others

Uncertainty feels heavier when carried alone. Talk to friends, family, or support groups. Sharing your thoughts can help you feel heard and less isolated.

Seek Professional Help if Needed

If anxiety becomes overwhelming, a therapist or psychologist can help you develop tailored coping tools.

6. Practice Daily Gratitude

Focus on What’s Going Well

Keep a daily gratitude list. Even just three things—like a sunny day, a good meal, or a kind word—can shift your mindset toward the positive.

Final Thoughts: Living with Uncertainty

Uncertainty doesn’t have to control your life. With the right tools and mindset, you can meet the unknown with greater calm and confidence. Start small, stay consistent, and remember: you’ve handled change before—and you can again.

Quick Summary: How to Cope with Uncertainty

Accept what you can’t control
Practice mindfulness and stay present
Build healthy routines
Reflect on past resilience
Connect with others
Practice daily gratitude

How to find a job you love in 2025!

Thu, 30 Jan 2025 05:47:29 GMT

Find a challenging and interesting career

how to find a job you love in 2025

In today's rapidly evolving job market, the quest for a challenging and interesting career has never been more exciting. Gone are the days when traditional career paths were the only options available. Now, the world of work is brimming with unique opportunities that can satisfy both your intellectual curiosity and your desire for financial stability.

Embracing Unconventional Career Paths

The job market has transformed dramatically over the past decade, with many roles that were common in the past becoming obsolete, while new and exciting opportunities have emerged. This shift has opened up a world of possibilities for those seeking careers that are both stimulating and rewarding.

Technology-Driven Careers

One area that continues to offer challenging and interesting career options is the technology sector. For instance, virtual reality (VR) game development combines creativity with cutting-edge technology, allowing you to design immersive experiences that push the boundaries of digital interaction. Similarly, the field of ethical hacking and cybersecurity presents an intellectually stimulating career path for those interested in protecting digital assets and solving complex security puzzles.

Creative and User-Focused Roles

For those with a keen eye for design and a passion for enhancing user experiences, careers in User Experience (UX) and User Interface (UI) design offer the perfect blend of creativity and problem-solving. These roles allow you to shape how people interact with digital products and services across various industries.

Careers with Impact

If making a positive change in society is your driving force, consider exploring careers in nonprofit organisations or social enterprises. These roles offer the opportunity to work on important causes such as education, healthcare, or human rights advocacy, providing both personal fulfillment and professional growth.

Sustainability and Environmental Careers

As the focus on environmental issues intensifies, careers in sustainability consulting are becoming increasingly important and interesting. In this role, you can help organisations develop and implement sustainable practices, contributing to global efforts in combating climate change and promoting responsible business practices.

Leveraging Your Passions

Finding a challenging and interesting career often involves aligning your work with your passions. For sports enthusiasts, careers in sports analytics or esports management offer exciting opportunities to combine a love for sports with data analysis and strategic thinking.

The Power of Blogging and Digital Presence

In today's digital age, creating content and building an online presence can lead to interesting career opportunities. Blogging, for instance, can serve as a stepping stone to roles in research, media organisations, or even as an independent thought leader in your field of interest.

Conclusion

The key to finding a challenging and interesting career lies in being open to new possibilities, continuously learning, and not being afraid to take unconventional paths. Whether it's diving into the world of technology, pursuing a career with social impact, or creating your own niche in the digital space, the opportunities are vast and varied. The Australian Federal and State governments also offer a range free or heavily subsidised courses which are worth exploring which can support your chosen career path.

Remember, your career should not only challenge you intellectually but also align with your values and passions. By exploring these diverse and exciting career options, you can find a path that not only pays well but also keeps you engaged and fulfilled in your professional life.

SMAART win Best Agency Service Award!

Tue, 21 Jan 2025 00:05:50 GMT

Well done to all the SMAARTies!

We are thrilled to be the Winner of the Recruiter Insider Best Agency Service Excellence category for Q4 2024!

Also well done to the SMAARTies for being Finalists in the Best Agency Candidate Experience and Best Agency Client Experience categories.

It's awesome to be recognised for our unwavering focus on the candidate experience and thank you very much to our clients for such positive feedback!

SMAART Adelaide celebrate!

Wed, 15 Jan 2025 05:57:19 GMT

Congratulations SMAART Adelaide on six years!

Matthew Dew celebrated the founding of the SMAART Adelaide office six years ago, and Hollie Tiernan celebrated her second SMAARTiversary this week.

Many congratulations to Matty and Hollie who are central to the flourishing and ever growing Adelaide office! Thank you for all your effort, hard work and dedication over the years!

SMAART 2024 Award Winners

Mon, 06 Jan 2025 05:47:36 GMT

Congratulations to the SMAART Award winners!

Happy New Year to you all. We are back today and excited for 2025!

On 20th December we enjoyed a fantastic end of year celebration which included the annual SMAART Awards.

Many congratulations to Jess Haag who was back to back winner of the Top Biller Award. Congratulations also to Matthew Dew who is a multiple winner of the New Business Champion Award, and to Paris Cargill who won the Directors' Award which was recognition for her amazing work in the SMAART Adelaide team.

The Legends Cup was awarded to Georgina Brown and Emma Shepherd which was an acknowledgement of their outstanding efforts and results during 2024.

Well done to all the winners and bring on 2025!

Congratulations Stephanie!

Mon, 18 Nov 2024 03:55:35 GMT

Stephanie turns 11

Many congratulations Stephanie McLean on your eleven year SMAARTiversary today!

You are a huge part of the SMAART culture and have achieved so much, we are very grateful for everything you have done!

With Jess Haag the Queensland office is going from strength to strength, bring on another eleven ��

Are you getting burnt out?

Mon, 11 Nov 2024 01:12:16 GMT

Some tips on avoiding burnout

Are you getting burnt out?

Here are key approaches to consider:

Workload Management

Balance Your Workload: Ensure that your work demands align with your capacity. Regularly assess your tasks and prioritise them to avoid overwhelming yourself

Delegate Tasks: Don’t hesitate to share responsibilities with colleagues. Delegation can not only lighten your load but also foster teamwork

Set Realistic Goals:

Break down large projects into manageable tasks and set achievable deadlines. This helps maintain motivation and reduces feelings of inadequacy

Establishing Boundaries

Define Work-Life Balance: Actively determine what work-life balance means for you and communicate these boundaries clearly to your employer. For instance, if family time is important, ensure that your schedule reflects this priority

Limit After-Hours Communication: Set specific times when you are available for work-related communications. This helps create a clear separation between work and personal life

Learn to Say No: Recognise when you are at capacity and be prepared to decline additional responsibilities that could lead to burnout

Self-Care Practices

Prioritise Rest and Recovery: Schedule regular breaks throughout your day to recharge. Activities like reading, meditating, or simply taking a walk can significantly reduce stress levels

Engage in Physical Activity: Regular exercise can boost your mood and energy levels, making it easier to cope with stress

Seek Support: Build a support network among friends, family, or colleagues. Sharing experiences and feelings can provide relief and perspective during challenging times

Mindfulness and Reflection

Practice Mindfulness: Techniques such as meditation or deep-breathing exercises can help manage stress and improve focus, making it easier to handle demanding tasks

It's a busy time of year but there are holidays around the corner, we hope some of these tips might help!

He's a winner!

Wed, 16 Oct 2024 05:16:51 GMT

Six marathons run, four to go!

A big well done to Maarten Roosenburg , MD of SMAART, who completed his sixth marathon on Sunday.

Although 99% of people would find his time very impressive, Maarty was not happy with it, however if you would really like to know what it was, drop him a note!

October is Mental Health Month

Wed, 02 Oct 2024 04:24:02 GMT

Support vital mental health research!

October is Mental Health Month, and it encourages us to think about our mental health and wellbeing.

From October to December we will be donating 10% of any new placement fees to our friends at Breakthrough Mental Health Research Foundation which will help support mental health research projects.

✨If you would like to be involved, email matthewd@smaart.com.au !✨

Congratulations Sonja!

Thu, 26 Sep 2024 06:02:08 GMT

Congratulations on three fabulous years!

��A huge congratulations to Sonja Leenders who is celebrating her third SMAARTiversary today!��

Sonja brings so much to SMAART, with an incredible work ethic, advanced recruitment skills and a real talent for dress ups (see photos), we are lucky to have you!

Thank you so much Sonja for all your hard work, bring on the next three!

#recruitmentlegend #thedutchess

Out of the Shadows Walk

Mon, 16 Sep 2024 05:59:00 GMT

Raising awareness for World Suicide Prevention Day

A team of SMAARTies walked from the Melbourne CBD office, down to Albert Park and did a lap around the lake to hit 9km to bring awareness to the 9 Australians whose lives are lost to suicide each day.

A massive thank you to everyone who has donated to this cause, $1200 was raised, covering 30 life saving calls to Lifeline Australia ! (If you would like to donate, please follow this link - https://lnkd.in/ef7kQmwT )

Join us for the Best Practice Webinar Series

Tue, 03 Sep 2024 02:40:48 GMT

Find out how Absenteeism and Attrition in your Contact Centre compares to others!

SMAART is hosting a series of webinars focusing on the key findings from the Contact Centre Best Practice Report.

On Thursday 5th September at 12:30pm, Nadine Power and Kath Blackman from VERSA Connects will be joining James Witcombe from SMAART Recruitment to discuss the Absenteeism and Attrition key findings.

To register for this webinar and see the upcoming webinars, register here:

www.smaart.com.au/webinars

RCSA Conference 2024

Mon, 26 Aug 2024 05:24:04 GMT

The recruitment clans gather in Noosa..

It’s been great catching up with our industry friends at the annual RCSA Australia and New Zealand Conference in Noosa!

There have been a range of inspirational speakers and Maarten Roosenburg contributed with an appearnece on a panel discussing the culture crunch in Australian recruitment companies.

A big thank you to Charles Cameron and the amazing RCSA crew for putting on the BEST EVER conference!

#loveyourwork #onesmaart

SMAART launches 2024/25 Mentoring Program!

Wed, 14 Aug 2024 23:23:19 GMT

Join the Future Leaders Mentoring Program

Join the Contact Centre Future Leaders Mentoring Program!

SMAART Recruitment’s Contact Centre Future Leaders Mentoring Program is designed to provide those who are moving into a leadership role as their next career step or are currently performing a leadership role with an opportunity to learn from peers within the industry to develop leadership, communication and decision making, amongst other skills. The program will be run in Melbourne, Sydney, Adelaide and Brisbane.

Applications will also be welcomed from all locations in Australia.

Mentors and Mentees are matched together based on their goals, objectives and professional background, who then meet on a regular basis over the year to discuss & plan how to actualise these goals. Participants are given the required skills through an initial induction training session and are guided through the course of the year with facilitated sessions.

Our most recent program paired 60 Contact Centre Managers & Heads Of Contact Centres with Team Leaders in a 9 month professionally run program across four states.

For more information and to apply, head to www.smaart.com.au/mentoring or contact Will McPhee for further information: will@smaart.com.au

The SMAARTie Annual Trip

Mon, 05 Aug 2024 02:24:25 GMT

The gathering of the SMAARTies!

All the SMAARTies gathered to celebrate our annual trip with a weekend away at the beautiful Cleveland Estate in Lancefield, Vic.

The weekend had it all, great food, great company and great karaoke!

Thank you to the ever generous Maarten Roosenburg , to Jessie de Vries for putting it all together and to Will McPhee for creating and organising the quarterly game.

Well done to all the SMAARTies, it was fabulous to catch up and have so much fun ��. Now back to work.

#onesmaart

The Grand Finale!

Mon, 01 Jul 2024 01:50:27 GMT

Four Presentations Across Four States!

The Best Practice Report Presentations roadshow came to a magnificent conclusion yesterday with over 450 delegates attending a stunning event at the Grand Hyatt in Melbourne!

A huge thank you to the amazing presenters: Gavin Shipman Maurice Zicman Nicola McDonald Daniel Harding Brett Fairbank Andrew Aoukar Samantha Middlebrook Justin Tippett Will McPhee Daniel Kimber Kath Blackham Nadine Power Julie-Anne Hazlett Sean McGinn Brad Shaw Adam Spence Chris Duncan

I t’s been an awesome two weeks and thank you to everyone who attended the events in Brisbane, Adelaide, Sydney & Melbourne.

A massive thank you to James Witcombe who has written, presented and organised the events, to Jessie de Vries for all her hard work behind the scenes, and to all the SMAARTies!

Stay tuned for the Best Practice Report online release date.

Scintillating Sydney!

Wed, 26 Jun 2024 06:05:08 GMT

Over 220 delegates attended the Sydney Presentation!

We had a fantastic afternoon in Sydney yesterday with over 220 delegates attending the Contact Centre Best Practice Key Findings Presentation, very kindly hosted by Andrew Aoukar and PwC Australia .

A huge thank you to Maurice Zicman , Adam Spence , Daniel Harding , Daniel Kimber , Samantha Middlebrook , Justin Tippett , Nadine Power , Julie-Anne Hazlett , Andrew Aoukar and Sean McGinn for delivering such insightful and engaging presentations, and also to James Witcombe and Stephanie McLean for doing such a great job organising, compering and presenting!

The Best Practice tour is hitting Melbourne tomorrow for it's final show and we can't wait to see everyone!

#bestpracticereport

#contactcentres

#keyfindingspresentations

Today is the day...

Tue, 18 Jun 2024 06:05:36 GMT

The Best Practice Key Findings Presentations start today!

Today is the day!

The first Best Practice Report Key Findings Presentation is being held in Brisbane this afternoon, all the very best to the presenters and to James Witcombe , Stephanie McLean and Daniel Harding , we know it's going to be awesome!

#bestpracticereport

#keyfindingspresentations

#smaartrecruitment

Winners of the Outstanding Agency Award!

Mon, 13 May 2024 03:35:47 GMT

RCSA Industry Awards 2024

On Thursday 9th May the RCSA Australia and New Zealand 's Industry Awards were held at The Pallladium at Crown, and we were thrilled to win the Outstanding Agency (up to 30 staff) award!

It was a wonderful night and so much fun catching up with our industry friends and celebrating into the wee hours.

Huge thanks to the amazing team at the RCSA for organising such a brilliant event and a big well done to Matthew Dew who was a finalist in the Recruitment Professional category, and congratulations to the other finalists and winners!

Congratulations Will!

Tue, 07 May 2024 00:45:45 GMT

Well done Will on eleven years!

A huge congratulations to Will McPhee who is celebrating eleven years at SMAART Recruitment today.

Will has given so much to SMAART, and we are all incredibly grateful for his loyalty and commitment, and for the many laughs, entertaining conversations and good times.

Thank you Will and all the very best over the next few weeks as your family grows!

#recruitmentlegend

#onesmaart

Managing cliques at work

Wed, 24 Apr 2024 06:57:25 GMT

How do you cope with cliquey colleagues?

Navigating the social landscape of the workplace can sometimes feel like stepping into a high school cafeteria, where cliques reign supreme. Whether you're facing exclusion firsthand or witnessing the formation of exclusive groups around you, dealing with workplace cliques can be challenging. However, with the right mindset and strategies, you can navigate these dynamics with confidence and resilience.

Understanding Workplace Cliques

Cliques in the workplace often emerge as informal social circles based on shared interests, backgrounds, or personalities. While these groups can foster camaraderie and collaboration, they may also inadvertently create feelings of exclusion among those who are not part of the inner circle. Recognising the dynamics of cliques is the first step toward addressing them constructively.

Here are some strategies for dealing with workplace cliques:

Cultivate Your Network : Instead of fixating on breaking into existing cliques, focus on expanding your professional network. Seek out opportunities to connect with colleagues from different departments or teams through networking events, lunch meetings, or company-wide initiatives. Building diverse relationships can provide you with a broader support system and diminish the impact of cliques on your day-to-day interactions.
Find Common Ground : Look for common interests or projects that align with your passions and skills. By actively participating in shared activities or collaborative projects, you can bridge the gap between yourself and members of established cliques. Finding common ground creates opportunities for genuine connections and may lead to inclusion within existing social circles over time.
Be Approachable : Approachability is key to fostering new relationships and breaking down barriers. Smile, maintain open body language, and engage in friendly conversations with coworkers, regardless of their social affiliations. Creating a welcoming demeanor signals to others that you are open to forming connections and can help dispel perceptions of exclusivity.
Seek Mentorship : Consider seeking mentorship from a senior colleague or supervisor who can provide guidance and support in navigating workplace dynamics. A mentor can offer valuable insights, introduce you to influential contacts, and help you navigate challenges related to cliques with confidence and professionalism.

Coping Strategies for Exclusion :

Focus on Your Contributions : Redirect your focus toward your professional contributions and accomplishments. Remind yourself of your unique skills, expertise, and value to the organization, regardless of whether you are part of a clique. By emphasizing your strengths and achievements, you can maintain confidence and perspective amidst feelings of exclusion.
Build a Support System : Seek support from trusted friends, family members, or mentors outside of the workplace. Surrounding yourself with individuals who value and appreciate you can provide emotional resilience and perspective during challenging times. Lean on your support system for encouragement, advice, and reassurance as you navigate workplace dynamics.
Practice Self-Care : Prioritise self-care activities that promote physical, emotional, and mental well-being. Engage in hobbies, exercise, meditation, or other activities that bring you joy and relaxation outside of work. Taking care of yourself holistically can help mitigate stress and anxiety associated with workplace exclusion.
Maintain Professionalism : Remain professional and courteous in your interactions with colleagues, regardless of any feelings of exclusion you may experience. Avoid engaging in gossip, negativity, or retaliatory behavior, as these actions can undermine your reputation and credibility in the workplace. Instead, focus on maintaining a positive attitude and demonstrating integrity in your work and relationships.

Dealing with workplace cliques and coping with exclusion requires a combination of proactive strategies, resilience, and self-awareness. By cultivating diverse relationships, focusing on your contributions, and prioritising self-care, you can navigate workplace dynamics with confidence and professionalism. Remember, your value as a professional extends beyond any social circles, and your unique perspective and talents have the potential to positively impact your organisation in meaningful ways.

Coping with Grief at Work: Navigating the Loss of a Beloved Pet

Tue, 09 Apr 2024 23:15:49 GMT

How to cope with grief in the workplace.

Losing a pet is one of the most challenging experiences we can face. Our furry companions become integral parts of our lives, offering us unconditional love, companionship, and comfort. When the time comes to say goodbye, the grief can be overwhelming, and navigating work responsibilities while mourning can feel like an insurmountable task. If you're struggling to cope with the loss of your beloved pet while also managing your professional commitments, here are some strategies to help you through this difficult time:

Give Yourself Permission to Grieve:

The loss of a pet is a significant loss, and it's essential to acknowledge and honour your grief. Allow yourself to feel whatever emotions come up, whether it's sadness, anger, or guilt. Give yourself permission to take the time you need to mourn your furry friend.

Communicate with Your Employer:

If possible, consider having an open and honest conversation with your employer or HR department about your situation. Let them know that you're dealing with the loss of a pet and may need some flexibility or support during this time. Many employers understand the profound bond between humans and their pets and may offer you compassionate leave or allow you to work remotely for a few days.

Create a Support System:

Surround yourself with supportive friends, family members, or colleagues who understand the depth of your grief. Having someone to talk to and lean on can make a world of difference. If you're comfortable, consider joining a pet loss support group where you can connect with others who are going through similar experiences.

Take Breaks When Needed:

Grieving takes a toll both emotionally and physically, so it's crucial to listen to your body and mind. If you find yourself struggling to concentrate at work or feeling overwhelmed with emotion, give yourself permission to take short breaks throughout the day. Step outside for some fresh air, practice deep breathing exercises, or simply take a few moments to collect yourself.

Establish Boundaries:

While it's essential to acknowledge your grief, it's also important to establish boundaries to protect your mental health. Avoiding triggers, such as looking at photos or videos of your dog during work hours, can help you maintain your focus and productivity. Set aside designated times outside of work to reminisce and honour your beloved pet's memory.

Practice Self-Care:

During times of grief, self-care becomes more important than ever. Make an effort to prioritise activities that nourish your body, mind, and soul. This could include getting plenty of rest, eating nutritious meals, engaging in physical activity, practicing mindfulness or meditation, or indulging in activities that bring you joy.

Seek Professional Help if Needed:

If you're struggling to cope with your grief or finding it challenging to function at work, don't hesitate to seek professional help. A therapist or counsellor can provide you with the support, guidance, and coping strategies you need to navigate this difficult time.

Remember, there is no right or wrong way to grieve, and healing takes time. Be patient with yourself as you navigate the ups and downs of the grieving process. Your pet may no longer be by your side, but their love and companionship will live on in your heart forever.

How To Assess Company Culture

Fri, 15 Mar 2024 01:39:09 GMT

Is the company's culture right for you?

How to Assess an Organisation’s Culture Before You Accept a Job

Understanding an organisation’s culture is key to deciding whether a workplace aligns with your values, goals, and working style. Culture shapes everything from how teams collaborate to how success is recognised—and it can vary widely between companies, and even departments.

So how can you evaluate a company’s culture before you join? Below are practical strategies to help you research and assess workplace culture during your job search.

Why Company Culture Matters

Company culture typically starts at the top—with the CEO and senior leadership team setting the tone for how the organisation operates. Ask yourself:

Who leads the company, and how do they lead?
How are decisions made?
What is it actually like to work there day to day?

Understanding this can help you determine whether the environment fits your preferences. Are you looking for a fast-paced, ambitious career path—or a stable, supportive 9-to-5 job? Do you thrive in a competitive setting, or prefer a collaborative, family-oriented culture?

Ways to Research and Understand a Company's Culture

1. Explore the Company Website and Social Media

Start with the organisation’s official website. Review their:

Mission and vision statements
Core values
Culture pages or team profiles

Social media channels (LinkedIn, Instagram, Facebook) often showcase company events, employee achievements, and workplace interactions, giving you a behind-the-scenes look at daily life.

2. Read Employee Reviews and Ratings

Use platforms like:

Glassdoor
Indeed
LinkedIn

Look for recurring comments about leadership, work-life balance, management style, and team dynamics. Frequent staff turnover, which you can sometimes gauge via LinkedIn, may be a red flag worth investigating.

3. Conduct Informational Interviews and Network

Reach out to current or former employees for an informal chat about their experience. Ask about:

What it’s really like to work there
How values are lived day-to-day
Team dynamics and leadership style

Networking events, webinars, and industry meetups are also great opportunities to gather genuine insights.

4. Review Employee Handbooks and Company Policies

If available, review:

The company’s employee handbook
HR policies
Diversity and inclusion initiatives
Perks and benefits

These materials reveal how the company values its employees, communicates expectations, and supports work-life balance.

5. Ask Culture-Focused Questions During Interviews

Don’t be afraid to ask direct questions during the hiring process, such as:

How would you describe the team culture here?
How does the company support employee growth and well-being?
Can you tell me about a recent team success and how it was achieved?

Observe how the interviewer responds and whether their answers align with what you’ve researched so far.

6. Observe Interactions at Company Events or Office Visits

If you're invited to visit the office (physically or virtually), pay close attention to:

How employees interact with each other
Office layout and environment
Energy and atmosphere

Open houses or public webinars can also give you a sense of the organisation’s tone and engagement.

7. Look at Press Coverage and Industry News

Search for recent news articles, blog posts, or awards related to:

Workplace culture
Leadership changes
Diversity, equity, and inclusion
Employee recognition or innovation

Media coverage can reveal both strengths and potential concerns.

Final Thoughts: Make an Informed Decision

Every workplace has a unique culture. The more you understand about a company's values, leadership, and employee experience, the more equipped you'll be to choose a role that truly fits your goals and working style.

By combining research, observation, and thoughtful questions, you can avoid culture shock—and find a workplace where you’ll thrive.

Quick Summary: How to Assess Company Culture

Review the company website and social media for values and tone
Read employee reviews on platforms like Glassdoor and Indeed
Reach out to current or former employees
Ask culture-related questions in interviews
Attend events or office visits to observe firsthand
Read press coverage and look for culture-related awards or controversies

Funness Day 2024!

Mon, 04 Mar 2024 04:08:46 GMT

SMAART goes Van Gogh

Once a year the SMAARTies enjoy one day solely devoted to fun, Funness Day. Last Friday we enjoyed Funness Day at Roxy's in South Melbourne, creating some awesome artworks ��

It was fantastic to spend time with each other and catch up with the whole team, get creative and have a few laughs ��

Thank you very much to Maarten Roosenburg for his generosity and also to Jessie de Vries for organising a fabulous day!

#onesmaart

When is it time to leave?

Mon, 19 Feb 2024 23:08:12 GMT

The signs that you need to make a change

How to Know When It's Time to Move On from Your Job

Deciding to leave a job isn’t always easy—but sometimes, staying put can hold you back. Whether you're feeling stuck, undervalued, or simply out of alignment with your goals, recognising the signs early can help you make a proactive, informed decision.

Here are 10 clear signs it may be time to start exploring new opportunities.

1. Limited Growth or Development

If you feel like you've stopped learning or progressing in your current role, and there's no clear path for advancement, it may be a sign you've outgrown your position. Growth doesn't always mean a promotion—sometimes it's about gaining new skills, responsibilities, or experiences.

2. Poor Work-Life Balance

Consistently working long hours, bringing stress home, or feeling burned out can signal a deeper issue with your role or organisation. If your job is impacting your health, relationships, or personal time, it might not be sustainable in the long term.

3. A Toxic or Negative Work Environment

If your workplace is filled with conflict, poor communication, gossip, micromanagement, or a lack of support, it can take a serious toll on your mental health and motivation. No job is worth constant emotional strain.

4. Broken Promises or Unmet Expectations

Were you promised career development, flexibility, or leadership opportunities that never materialised? If your job hasn’t lived up to what was discussed during the hiring process, it’s fair to reassess whether this is the right place for you.

5. Inadequate Compensation

If you're being paid below market rate, or you’re not being recognised for your contributions compared to your peers, it could be time to find a role where your value is properly acknowledged—both financially and professionally.

6. You’ve Lost Passion or Motivation

If you no longer feel excited, challenged, or connected to the work you're doing, it might be a sign that your interests or priorities have shifted. Passion may not always be constant, but long-term disengagement often leads to stagnation.

7. Company Instability

Warning signs like frequent leadership changes, budget cuts, layoffs, or declining performance can signal deeper instability. If the future of the company feels uncertain, it may be wise to explore more secure opportunities.

8. Personal Circumstances Have Changed

Major life changes—such as moving cities, starting a family, or dealing with health issues—can affect your job fit. You may need a role that offers greater flexibility, a shorter commute, or better alignment with your new lifestyle.

9. Ethical Concerns

If you’re asked to compromise your values or witness unethical practices, it's time to consider whether staying aligns with your integrity. A job should never force you to go against your principles.

10. Your Career Goals Have Shifted

Sometimes, you evolve—and your job doesn’t. If your ambitions have changed and your current role no longer supports the direction you want to head in, it may be time to find a better professional fit.

Final Thoughts: Making the Decision to Move On

Leaving a job is a big decision—but staying in the wrong one can be even more damaging. Take time to reflect on your goals, values, and well-being. Consider seeking input from trusted colleagues, mentors, or a career coach to help you gain clarity.

Most importantly, trust your instincts. If you’re reading this and it resonates, you might already know it’s time to take the next step.

What to do if you get fired

Wed, 07 Feb 2024 01:09:55 GMT

Steps you can take if you lose your job

What to Do When You’re Fired: Coping Strategies and Practical Next Steps

Losing your job can feel like a major setback - but it’s not the end of your career. Whether you saw it coming or not, being fired is something many people experience at some point in their professional lives. What matters most is how you respond.

Here are practical and emotional strategies to help you move forward with clarity, resilience, and purpose.

1. Stay Calm and Composed

It’s completely normal to feel a wave of emotions - shock, sadness, embarrassment, or even anger. Allow yourself time to process what’s happened, but try not to react impulsively, especially if you're still in contact with your employer.

Take a few deep breaths, maintain professionalism, and remember: how you handle the moment can impact future references and your own sense of control.

2. Understand Why You Were Let Go

Seek honest feedback if possible. Was the decision performance-related, due to restructuring, or a mismatch in culture or expectations? Gaining clarity will help you:

Understand what (if anything) you can improve
Recognise if the role was never a good fit
Avoid similar issues in your next opportunity

Stay reflective—not defensive. Use this as a learning opportunity.

3. Review Your Finances and Create a Plan

Losing income can be stressful. Take immediate stock of your financial situation:

Review your savings, expenses, and debts
Check your eligibility for severance pay or unemployment benefits
Create a temporary budget and prioritise essential expenses

Having a clear plan gives you stability and reduces stress while you search for your next role.

4. Tap Into Your Network

Don’t underestimate the power of your professional connections. Reach out to:

Former colleagues
Mentors
Friends in the industry

Let people know you’re exploring new opportunities. Referrals, job leads, and even emotional support can make a huge difference.

5. Update Your Resume and Online Profiles

This is the perfect time to refresh your professional presence:

Update your resume with recent achievements
Optimise your LinkedIn profile and include a strong summary
Highlight skills and experiences that align with your goals

Tailor your resume for the roles you're targeting. Need help? Check out free resources at SMAART Candidate Coach .

6. Start Your Job Search Strategically

Begin your job hunt with intention:

Use job boards, company websites, and recruitment agencies
Set daily or weekly job search goals
Customise your applications to each role

Focus on roles that truly match your skills, values, and career direction - don’t just apply for everything.

7. Upskill or Retrain if Needed

Were there skills you lacked in your previous role? Or are your desired roles asking for capabilities you don’t yet have?

Take a short course or attend a workshop
Learn new software or certifications
Expand your soft skills (communication, leadership, adaptability)

Investing in your growth can boost your confidence and your employability.

8. Stay Positive and Look After Your Mental Health

Being fired can be a blow to your confidence - but it doesn’t define your worth. Focus on what’s within your control:

Practice self-care and get regular sleep
Exercise to help reduce stress
Spend time with supportive people

Resilience is built in tough moments like these. Give yourself time.

9. Explore Alternative Income Streams

While searching for your next role, consider temporary ways to generate income:

Freelance or contract work
Part-time roles
Consulting gigs
Selling a skill or service online

These options can relieve financial pressure and help you stay productive.

10. Seek Professional Help if You Need It

If you're struggling emotionally or feeling stuck, consider talking to:

A career coach
A mental health professional
Support groups or job search networks

You don’t have to go through this alone. Getting the right support can make this time of transition much more manageable.

Final Thoughts: You’ve Got This

Being fired doesn’t define your future - it’s a pivot point. Use this time to reflect, reset, and refocus on what truly matters to you professionally. Many people go on to find better, more fulfilling roles after a setback like this.

Stay proactive. Stay resilient. Your next opportunity is out there - and you may even find it leads you somewhere better than where you were before.

How Long Should A Resume Be?

Mon, 29 Jan 2024 01:42:15 GMT

Tips for the perfect resume!

how long should a resume be?

Most recruiters would be happy to see a resume of two pages. However, the appropriate length can vary based on your level of experience and the specific requirements of the job you're applying for.

Here are some guidelines:

Entry-Level or Recent Graduates : If you're just starting your career or have limited work experience, a one-page resume is ok. Focus on highlighting relevant skills, education, internships, and any other experiences that demonstrate your qualifications.

Mid-Level Professionals:

For individuals with a few years of work experience, a two-page resume is often acceptable. Include details about your work history, achievements, and skills. Be concise and prioritise information relevant to the job you're applying for.

Experienced Professionals:

Senior-level professionals with extensive experience may have a longer resume, but it's still essential to keep it focused and relevant. Limit it to two pages if possible, emphasising the most recent and significant accomplishments.

Here are some general tips:

Prioritise information: Place the most important and relevant details near the top of your resume.

Tailor your resume: Customize your resume for each job application by highlighting the skills and experiences most relevant to the specific position.

Be concise: Use clear and concise language. Avoid unnecessary details or overly long paragraphs.

Font size and formatting: Use a readable font and maintain consistent formatting throughout your resume.

Remember that hiring managers often have limited time to review each resume , so keeping it concise and tailored to the job can increase your chances of standing out.

SMAART has extensive free job hunting resources including resume and cover letter templates, interview questions, checklists and video coaching and can be found here: https://smaartcandidate.coach

✅ Resume Advice: Frequently Asked Questions (FAQs)

1. What should I include in my resume?

A strong resume should include:

Contact details (phone, email, LinkedIn)
A short professional summary or objective
Key skills or areas of expertise
Work experience (with achievements, not just duties)
Education and qualifications
Optional: certifications, relevant volunteer work, or awards

2. How long should my resume be?

Ideally, your resume should be:

1 page if you're early in your career
2 pages if you have 5+ years of relevant experience
Avoid going over 2 pages unless you're in a technical or academic field.

3. Do I need a cover letter with my resume?

Yes - when possible. A well-written cover letter gives you the chance to:

Introduce yourself
Explain why you're interested in the role
Highlight specific achievements or skills
Always tailor it to the job and avoid generic templates.

4. Should I tailor my resume for each job application?

Absolutely. Tailoring your resume:

Increases your chances of passing through ATS (Applicant Tracking Systems)
Shows employers you’ve read the job ad
Helps you highlight the most relevant experience

Even small tweaks - like adjusting your skills section or summary - can make a big difference.

5.Should I include all my work history?

Focus on the past 10–15 years of relevant experience. If earlier roles are important, include them in a brief “Earlier Career Summary.”

6. What’s the difference between responsibilities and achievements?

Responsibilities = what you were hired to do
Achievements = what you actually did and accomplished

For example:

Responsibility: Managed social media channels
Achievement: Grew Instagram following by 40% in 6 months

Focus on achievements - and quantify them when possible.

7. What skills should I put on my resume?

Include a mix of:

Technical skills (e.g. Salesforce, Adobe Creative Suite, Excel)
Soft skills (e.g. communication, leadership, adaptability)
Tailor them to the job you’re applying for, and back them up with examples in your experience section.

8. Can I use a resume template?

Yes - just make sure it’s clean, professional, and ATS-friendly. Avoid overly designed layouts with columns or graphics if you're applying online.

9. Should I include references?

It’s not necessary to include references on your resume. Instead, you can write:
“References available upon request.”
Have your reference list ready to provide if asked.

Happy New Year!

Tue, 09 Jan 2024 22:21:48 GMT

Bring on '24!

A very Happy New Year to all our candidates, clients and suppliers and hope you had an awesome break!

The SMAARTies are coming back to work after some amazing holiday adventures, and looking forward to a fabulous 2024!

#bringon24 #onesmaaart

SMAART End of Year Awards

Mon, 18 Dec 2023 05:20:31 GMT

And the winners are..

On Friday we celebrated the achievements of 2023 and enjoyed a fabulous day, evening and night.

Many congratulations to Jess Haag who took out SMAART's Top Biller 2023, a fantastic achievement and a reflection of Jess's talent and work ethic.

The New Business Champions Award was won by Matthew Dew and Stephanie McLean , who's initiative and drive are the powerhouse behind SMAART.

Sonja Leenders 's commitment, hard work and just being an all-round awesome person won her the Directors' Award.

A big thank you to all the SMAARTies for a fantastic year and also to Maarten Roosenburg for his amazing generosity!

#endofyearawards #congratslegends #onesmaart

Will McPhee's Annual Office Christmas Party Guide

Mon, 11 Dec 2023 03:23:50 GMT

The free guide to End of Year Celebrations!

For the past 10 years, I have delivered a guide on how to get through the office Christmas party.

In the spirit of what LinkedIn has become, this year I am giving you an unfiltered and very unsolicited guide that you can use at your own discretion to spice things up.

1. Drink the bar dry: Inflation and rates are up. Did your salary rise 5.4% like inflation? Did you get one at all?
Make sure you drink to make up for it. Reach for the top shelf, make them pay.

2. Speaking of pay, use the Christmas party as a chance to hit your Manager up for a raise. It's the perfect time to do so as it is the holidays and they will be in a jolly mood.

3. Give gifts people actually want in the office Kris Kringle/Secret Santa. No more scented candles or movie vouchers - Packets of smokes, OnlyFans subscriptions, and therapy sessions are what everyone really wants.

4. Tell your married office crush that you are in love with them.

5. Double down on 4 with a little mistletoe.

6. Start a fight with your office nemesis who has been outperforming you all year. They are the real reason why you are on a performance plan.

If you don't have a nemesis, get political and take on a hard left or hard right agenda (For best results swap political views as needed)

7. Take out insurance - film everyone and everything. People love being filmed while letting their hair down. Bonus: You will be able to relive how much of a legend you are on your social media story the next morning.

8. When you are cut off, be sure to tell the bartender that you are fine and that you have only had a "couple of drinks". When refused again, make sure you hit them with a "Do you know who I am?!"

9. If you get kicked out, now is not the time to go home. The real Christmas party has just begun. Double points for abusing the bouncer who kicked you out.

10. Strippers anyone?

11. Get lots of raw onion and garlic sauce in that kebab.

12. Be sure to wake up everyone in your household when you get home at 4.30am, They will love you for it.

And that is it, A complete how-to guide on how to crush your office Christmas party and career.

Season's Greetings everyone!

Will McPhee

#hohoho

#thisissatire

#pleasedononeoftheabove

Two big SMAARTiversaries

Wed, 22 Nov 2023 23:48:55 GMT

Congratulations James and Steph!

This week we are celebrating a couple of very significant SMAARTiversaries.

James Witcombe , employee #1, starting at SMAART in November 2005, and Stephanie McLean , who started ten years ago!

James and Stephanie have been core to SMAART’s DNA and have shaped SMAART’s operations and culture to what it is today.

We cannot thank you enough James and Steph for all your dedication, commitment and sheer talent, and for all the laughs and good times we have had ��

Here’s to many more years!

#recruitmentlegends #onesmaart

Blood, plasma and platelets

Wed, 15 Nov 2023 04:42:13 GMT

Giving our blood..

It's been a big week for some of our SMAARTies.

Well done Anastasia Sideris, Marcus Lavender, Jessie de Vries and Rupert Harvey for giving blood, plasma and platelets. It was a huge effort and it's good to know it's going to make a difference to some people out there!

Industry Snapshot Report Webinar

Mon, 23 Oct 2023 02:28:54 GMT

Join us Tuesday 11am 31st October for the Snapshot Webinar!

We are releasing the Key Findings from our Contact Centre Industry Snapshot Report via a webinar on Tuesday 31st October, at 11am AEDT.

Attend the webinar to hear the latest benchmarking data and trends with regards to WFH, absenteeism, attrition, salaries, cost of living pressures and more.

By attending you’ll also get access to download the report.

The registration link is in the comments, we hope you can make it!

#bestpracticereport #contactcentres #benchmarking

World Mental Health Day

Tue, 10 Oct 2023 22:30:00 GMT

Taking a few moments out of the day!

It was great to take a few minutes out of the day to enjoy the beautiful Adelaide sunshine, take a walk down to the river, and reflect on World Mental Health Day's theme of Mental Health being a universal human right .

Footy Finals Are Here!

Thu, 28 Sep 2023 05:32:58 GMT

Let the games begin!

SMAART has a few Collingwood fans, but for the most part the sentiment is ABC with Carlton and Melbourne supporters trying to not seem too bitter.

We hope everyone has an awesome day tomorrow and looking forward to an epic GF on Saturday!

#gotheblueboys #ABCAnyoneButCollingwood

SMAART are SARA Finalists!

Wed, 20 Sep 2023 23:30:44 GMT

Finalist in "Excellence in Candidate Experience"

We are delighted to learn we are a Finalist in the 2023 SEEK Annual Recruitment Awards (SARAs) in the "Excellence in Candidate Experience" category.

The Award Ceremony is being held in Sydney on 23rd November, should be a top night!

Good luck to all the other finalists, thank you to SEEK and see you all there, ready to party!

#SARAs #candidateexperience #onesmaart

Questions you need to ask

Wed, 23 Aug 2023 06:04:53 GMT

Top 5 questions candidates need to ask at interviews

As a candidate interviewing for a job, you will need to think about what is important to you in your next company, and ask considered questions to assess if the company and role are the right fit for you.

Here are the top five things you can explore during an interview:

Company Culture and Values:

"Can you describe the company culture and values?"

“Does the company offer hybrid or remote work?

Job Expectations and Responsibilities:

"What are the key responsibilities of this role?"

"What does a typical day or week look like for someone in this position?"

"What are the short-term and long-term goals for this role?"

Team and Collaboration:

"Can you tell me about the team I'll be working with?"

"How does this role interact with other departments or teams in the company?"

"What is the management style and culture like within this team?"

“What is the staff turnover like compared to your competitors?

Professional Growth and Development:

"What opportunities for training and growth does the company provide?"

"Are there mentorship programs available?"

"How does the company support employees' career progression?"

Company's Future and Stability:

"What is the company's vision and goals for the future?"

"What is the financial stability of the company?"

"Can you share any recent successes or challenges the company has faced?"”

These questions not only help you gain a better understanding of the company and the role but also demonstrate your genuine interest in the position. Additionally, they can help you make an informed decision about whether the company aligns with what you want from your next role.

Remember that interviews are a two-way street , and it's essential to evaluate whether the company is the right fit for you as much as they are evaluating you as a candidate.

Supporting Mental Health Research

Wed, 23 Aug 2023 02:18:30 GMT

An inspiring Breakthrough High Tea!

The Breakthrough Mental Health Research Foundation held an inspiring High Tea on Friday, attended by Lauren May and the SMAART Adelaide team.

If you would like to know more about the important work and research the Breakthrough Mental Health Research Foundation is involved in, you can check out their website here: https://lnkd.in/drs4f9Fm

#mentalhealth #mentalhealtawareness

SMAARTies go to Hayman Island!

Tue, 15 Aug 2023 02:38:43 GMT

SMAART's End of Financial Year trip

We were very grateful to have enjoyed an absolutely amazing end of financial year trip to Hayman Island��

From whale watching to snorkelling and a couple of jellyfish stings thrown in too, it was fantastic having the time to hang out as a team and have fun together. Thank you very much to Maarten Roosenburg for his incredible generosity, and organising for many of us a once in a lifetime trip!

Congratulations Jess and G!

Mon, 07 Aug 2023 00:46:18 GMT

Such well deserved promotions!

A huge congratulations to Jess Haag , who has been promoted to Senior Consultant and Georgina Brown to Managing Consultant!

These promotions are very well deserved, and we can't thank you enough Jess and Georgina for your commitment, positive vibes and the sheer recruiting talent that you bring to SMAART!

#recruitmentlegends #onesmaart

What do Recruiters really want from Candidates?

Fri, 04 Aug 2023 02:44:36 GMT

Four things Recruiters really really want..

What are the top four things us Recruiters really really want from candidates?

1. A well written resume with relevant skills and qualifications

2. Good communication, from voicemail to returning calls and emails all the way though the recruitment journey

3. A candidate who researches and is prepared

4. Honesty. We don’t mind if you take another job, take a counter offer, lose interest etc, just let us know!

That's all!

How to like colleagues you dislike

Fri, 21 Jul 2023 03:08:21 GMT

Ideas to help you get on with all your colleagues

Inevtiably in the workforce we meet a huge variety of different people. Depending on the type of person you are, it can be challenging forming relationships with colleagues you don’t have much in common with, find really annoying or just dislike. However your career depends on your ability and emotional intelligence to get on with everyone and contribute to a harmonious and productive work environment.

Here are some ideas to help you build positive relationships with colleagues you just aren’t really that sure about:

Be Professional: Focus on being professional and treating your colleagues with respect and courtesy, even if you don't particularly like them personally. If they are not particularly warm to you, that’s ok, don’t take it personally, let it wash off you, to a point, and remain professional.

Find Common Ground: Actively look for shared interests or areas of agreement that can serve as a foundation for building a positive relationship. This could be related to work projects, hobbies, or even general topics of conversation. There has to be one thing in common you have with everyone, you just to have find it!

Practice Empathy: Try to understand your colleagues' perspectives and motivations. Everyone has their reasons for behaving the way they do, and putting yourself in their shoes can help you be more compassionate and patient.

Communicate Effectively: Clear and open communication is key to any relationship. Make an effort to communicate politely and constructively, avoiding unnecessary conflicts or confrontations. If a relationship is deteriorating, maybe just recognising that with a colleague with an honest chat can be enough to get the relationship back on track again.

Avoid Gossip and Negative Talk: Resist the temptation to engage in gossip or negative talk about your disliked colleague. Participating in such behaviour can escalate tensions and damage your professional reputation.

Seek Mediation if Necessary: If the relationship is seriously strained and impacting your work, consider seeking mediation or involving a supervisor or HR representative to help resolve any issues.

Set Boundaries: It's essential to set healthy boundaries to protect your well-being. Avoid getting overly involved in personal matters or situations that may lead to conflicts.

Focus on the Job: Concentrate on your work tasks and responsibilities. A strong focus on your job can help minimise unnecessary interactions and conflicts.

Participate in Team Activities: Engage in team-building activities or collaborative projects. Working together on shared goals can improve relationships and foster a sense of camaraderie.

Be Patient: Changing the dynamics of a difficult relationship takes time. Be patient and give the relationship a chance to improve gradually.

Seek Support from Others: Talk to trusted colleagues or friends outside of work about your feelings and experiences. Venting your frustrations in a safe and constructive environment can help you cope with the situation better.

It’s not realistic to expect everyone will get along perfectly in a workplace, and that's okay. The aim is to maintain a professional and respectful atmosphere, even if you don't have a close personal bond with certain colleagues.

By focusing on your work, being empathetic, and finding common ground, you can foster a more positive work environment for yourself and your team.

SMAART Adelaide are growing!

Tue, 18 Jul 2023 02:56:11 GMT

Welcome Zaida and Joshua!

The SMAART Adelaide team is growing. A huge welcome to Zaida Mustafa and Joshua Sorial who have recently joined the team.

Both Zaida and Josh come from customer relationship backgrounds and are already having a huge impact!

How to create your Elevator Pitch

Thu, 06 Jul 2023 06:48:45 GMT

Who are you? Practice your pitch..

Creating Your Elevator Pitch: Make people remember you!

What is an elevator pitch?

It’s called an elevator pitch as it is based on an imaginary ride in an elevator with a senior decision maker you want to impress, and you only have a few floors to do it in.

It is a concise summary of who you are, what you do, and what value you bring.

When do you use it?

In an elevator with a senior decision maker you want to impress. Also at job interviews.

Elements of an Effective Elevator Pitch

It needs to be concise and clear, keep it short, ideally 30-60 seconds, and use simple language.

Try and capture attention by sharing a unique aspect of yourself.

Adapt your pitch to the specific context or audience to create a stronger connection.

Use enthusiasm, passion, and genuine interest to convey your message effectively.

Structure of an Elevator Pitch

Start with an opening sentence to grab attention.

Introduce yourself by stating your name and professional background.

Value Proposition:

Highlight your unique skills, experiences, or expertise that sets you apart.

Focus on the specific value or benefits you bring to others.

Call-to-Action:

End with a clear call-to-action, and if appropriate, request a meeting, offer to help, or suggest a next step.

Finally:

Let your personality shine through, just be you. And practice it with friends!

For more SMAART job hunting resources, click here.

Download the Best Practice Report!

Tue, 20 Jun 2023 05:02:41 GMT

Access the Report, Presentation and Slides!

It's here! Following on from the Best Practice Presentations in four states attended by over 900 people, you can now download the 2023 Contact Centre Best Practice Report ��

Visit Australia's newest and best platform to benchmark your contact centre and learn what "best practice" is!

On the platform you can:

�� Download the entire report, and keep it forever! Always have the latest benchmarking data at your fingertips

�� Watch the recording of the whole Melbourne event - 3.5 hours of detailed insights into all the important topics

�� Read all about the key findings. If the whole report is too long �� ... download the key findings slides

This platform will continue to be the source for the latest industry research... this is just the beginning!

Here's the link:

https://contactcentrebestpractice.com.au

#contactcentres #benchmarking #bestpractice

Big Changes To Award Rates

Tue, 13 Jun 2023 22:44:59 GMT

How does this impact you?

On 2nd June The Fair Work Commission announced that Award rates of pay will be increased by 5.75% effective from 1 July 2023 .

Along with these changes there are also scheduled increases to Superannuation from 10.5% to 11%, Victorian P ayroll Tax is going up by 0.5% to 5.35% and the average WorkCover Premium is also set to rise by 0.53%. Inevitably, these increases will result in higher pay rates to our candidates (temps) and charge rates to you, our clients.

For more information about these increases and how they will affect you, please email Maarten Roosenburg or click here .

How to grow your Personal Brand

rupert@smaart.com.au (Rupert Harvey) — Tue, 30 May 2023 05:49:07 GMT

Grow your brand on LinkedIn

Personal branding on LinkedIn is the process of building a reputation for yourself online as a professional. It involves sharing your skills, experience, and expertise in a way that makes you stand out from the competition.

Here are some tips on how to go about personal branding on LinkedIn:

Optimize your profile . Your LinkedIn profile is the first thing people will see when they look you up, so make sure it's optimized for search. Include a clear and concise headline, a well-written summary, and a strong call to action.

Share valuable content. LinkedIn is a great platform for sharing thought leadership content. Write articles, blog posts, or videos that showcase your expertise and offer value to your audience.

Get involved in groups. LinkedIn groups are a great way to connect with other professionals in your field and share your content. Join groups that are relevant to your interests and participate in discussions.

Build relationships. Connect with people who you admire and who can help you achieve your goals. Send personalized invitations and reach out to people who share your interests.

Be active. LinkedIn is a social media platform, so make sure you're active on it. Post regularly, comment on other people's posts, and participate in conversations.

Here are some additional tips:

Use keywords throughout your profile and content. This will help people find your profile when they're searching for someone with your skills and experience.

Use high-quality images and videos. Visual content is more engaging than text, so make sure your images and videos are high-quality and relevant to your brand.

Tell stories. People love stories, so use your LinkedIn posts to tell stories about your experiences, your work, and your passions.

Be helpful. Share tips, advice, and resources that your audience will find valuable.

Have fun! Personal branding should be enjoyable, so don't take it too seriously. Just be yourself and have fun with it.

Congratulations on your first decade!

Mon, 08 May 2023 02:25:43 GMT

Thank you for everything Will!

Today we celebrate Will McPhee 's first decade at SMAART Recruitment .

From being headhunted from the cafe next door, Will has developed from a Resourcer to growing his own extremely successful teams and has consistently been SMAART's Top Biller.

With his loyalty, wisdom and humour, Will has shaped the culture at SMAART and we can't thank him enough for everything he has done. Here's to the next decade Will!

#recruitmentlegend #onesmaart

Are you prepared for your interview?

Thu, 04 May 2023 01:49:01 GMT

Things you need to do before a job interview

How to Prepare for a Job Interview Like a Pro

Job interviews can be daunting, but they don't have to be. With a little preparation, you can increase your chances of success. Here are some tips on how to prepare for a job interview like a pro:

Do your research. Before the interview, take some time to research the company. Learn about their products or services, their history, and their culture. This will show the interviewer that you're genuinely interested in the company and not just in getting a job.
Practice your answers to common interview questions. There are a few questions that are commonly asked in job interviews, such as "Tell me about yourself" and "Why are you interested in this job?" Practice your answers to these questions so that you can deliver them smoothly and confidently.
Think about your strengths and weaknesses. What are your skills and abilities that would be most relevant to the job you're interviewing for? What are your weaknesses, and how have you worked to improve them? Be prepared to talk about your strengths and weaknesses in the interview.
Dress professionally. First impressions matter, so make sure you dress professionally for your interview. This doesn't mean you have to wear a suit, but you should dress in clean, neat clothing that is appropriate for the position you're interviewing for.
Arrive early. Punctuality is important, so make sure you arrive early for your interview. This will show the interviewer that you're reliable and that you take the interview seriously.
Be polite and respectful. Be polite and respectful to everyone you meet during the interview process, from the receptionist to the interviewer. This will show that you're a good fit for the company culture.
Ask questions . At the end of the interview, be sure to ask the interviewer questions about the company and the position. This shows that you're interested in the job and that you've been paying attention during the interview.
Follow up. After the interview, send a thank-you note to the interviewer. This is a great way to reiterate your interest in the job and to thank the interviewer for their time.

In addition to these tips, here are a few more interesting things you can do to prepare for a job interview:

Role-play with a friend or family member. This is a great way to practice your answers to common interview questions and to get feedback on your body language and presentation.
Watch videos of job interviews. There are many videos available online that show real-life job interviews. Watching these videos can give you a good idea of what to expect in an interview and how to answer common questions.
Read books or articles about job interviews. There are many resources available that can help you prepare for a job interview. Reading these resources can give you tips on how to dress, how to answer questions, and how to make a good impression.

By following these tips, you can increase your chances of success in your next job interview. So what are you waiting for? Start preparing today!

Here are some bonus tips that might help you:

Be confident. Confidence is key in a job interview. If you believe in yourself, the interviewer will more likely believe in you too.
Be positive. A positive attitude will make you more likable and will help you connect with the interviewer.
Be enthusiastic. Show the interviewer that you're excited about the opportunity to work for the company.
Be yourself. Don't try to be someone you're not. The interviewer wants to get to know the real you, so be authentic.

I hope these tips help you prepare for your next job interview. We have lots more resources on the SMAART site which can help with your job hunting, check it out here!

SMAART are Finalists!

Tue, 02 May 2023 22:55:24 GMT

Nominated in two categories!

We are very excited to be named Finalists in two categories in the RCSA Australia and New Zealand 2023 Industry Awards.

James Witcombe is a Finalist in the Industry Leader category and SMAART Recruitment has been shortlisted in the Outstanding Agency (up to 30 staff) category.

We can't wait to catch up with our industry friends and looking forward to a massive night in Sydney!

#loveyourwork #awardsnight #onesmaart

A day at Backpacks 4 VIC Kids

Fri, 31 Mar 2023 01:18:13 GMT

SMAARTies helping out at Backpacks 4 VIC Kids

Yesterday Jessie de Vries , Paislee Byrne , Emma Shepherd and Stephanie McLean spent the day helping sort donations at Backpacks 4 VIC Kids .

It was an emotional day, packing 000 size clothes for displaced children is not easy and the team cannot keep up with demand.

If you would like to know more about Backpacks 4 VIC Kids or get involved you can contact Rachel Cyc at adminteam@b4vk.org.au or 03 8712 9545.

#fostercareawareness #displacedchildren

The "reason for leaving" that brings candidates unstuck

Mon, 27 Mar 2023 00:09:06 GMT

What's your 'reason for leaving'?

I’m a recruiter, so my job involves me speaking at times to 100+ candidates a week via the phone and face to face interviews. With every candidate I speak to, I always ask “why are you leaving your current position?” I get a whole variety of responses – pay is too low, no career progression, boss is nasty, travel is too far etc. However one reason for leaving can often leave candidates very vulnerable…

Candidate: “The role isn’t challenging”

This is a very valid reason for leaving. However it is a reason that has become a safe line to use for many candidates. It sounds good, it positions the candidate as someone who wants to be challenged, learn, improve and grow. If this is the reason, I am going to need for the candidate to be able to demonstrate that they were able to master the challenges of their role. Because if you love a challenge, you won’t be happy until you’ve mastered that challenge, right?

Interviewer: “So you are seeking a role that is more challenging?”

The candidate will normally respond with something like “Yes, definitely”. The candidate has established that being challenged is a key part of their work. My assumption therefore, is that they were able to meet (and hopefully exceed) the challenges in their previous role. But never assume in recruitment, always ask…

Interviewer: “Will your last manager attest that you perfected your duties and responsibilities?”

The response here from the candidate will determine the sincerity behind their reason for leaving. Those that confidently answer “yes” will go a long way to convincing me. They know they have met all the challenges and that their manager (referee) will back that up. They are genuinely seeking a role with greater challenges.

But for those that answer “no” or “not really” – I’m going to dig in and need to find out why. Normally the candidate is either lying or has been underperforming in their role. If they have been underperforming with the challenges that their last role presented we need to discuss why – boredom? Product too hard to sell? Customers too difficult? Poor culture? We are now at a different reason for leaving. We are at the real reason.

Challenging by definition is “testing one’s abilities”. Candidates need to show their interviewer that they performed well in meeting these “tests”. If you haven’t you need to be honest with why you are really looking for a new job – it’s in your best interests to be as honest as you can.

James Witcombe
The Candidate Coach

Funness Day 2023!

Mon, 20 Mar 2023 02:13:40 GMT

Best Funness Day ever!

On Friday, SMAARTies from our four offices gathered to enjoy our annual Funness Day, a day devoted solely to fun.

We started with some axe throwing at MANIAX Axe Throwing , where Will McPhee became our inaugural SMAART axe throwing champion, followed by a Michelin star cook off at Walter Trupp - The Chefs Table Cooking School .

Thank you to Maarten Roosenburg and Will McPhee for organising, it was an awesome day, maybe one of the best Funness Days EVER!

#havefun #lovethrowingaxes #onesmaart

Thank you Anastasia!

Thu, 02 Mar 2023 01:51:03 GMT

Congratulations on 10 years!

It all began with a call from James Witcombe just over ten years ago.

Starting as a Consultant at the Mount Waverley office with Ralph Rio and Kirsty Rowan to spending six years at Oakleigh, then Chadstone and now the Melbourne CBD as the General Manager, Anastasia Sideris has seen and achieved so much at SMAART.

With a loud laugh and louder hair, Anastasia has had a huge impact and we can't thank her enough for her hard work, and the love that she has given to us all at SMAART over the last ten years.

Congratulations Sta's! xx

#welovestas #recruitmentlegend #onesmaart

Give blood!

rupert@smaart.com.au (Rupert Harvey) — Fri, 24 Feb 2023 03:12:55 GMT

Well done Jess!

This week Jess Haag wondered down to Australian Intercultural Society and donated blood for the first time ever!

Jess has always wanted to donate and will definitely be a regular donor from here on in! If you are yet to donate, give it a go!

#onesmaart #blooddonor #lifeblood

It's the Silly Season!

rupert@smaart.com.au (Rupert Harvey) — Mon, 12 Dec 2022 22:01:12 GMT

Who has won best costume?

The silly season has well and truly begun at SMAART!

There were some pretty good Christmas costumes, who is the worthy winner though?

Meet a cricket legend!

rupert@smaart.com.au (Rupert Harvey) — Fri, 11 Nov 2022 05:40:48 GMT

100 runs, 1 wicket and Man of the Match!

Congratulations to our Marcus Lavender who took the day off yesterday to play for the MCC v The Old Mayo XI.

Marcus scored an amazing century off 97 balls, was Man of the Match and the MCC won by 36 runs.

What a gun, amazing work Marcus!

#cricketlegend #onesmaart

SMAARTies on tour!

rupert@smaart.com.au (Rupert Harvey) — Wed, 31 Aug 2022 01:45:10 GMT

A weekend in Perth!

What an amazing weekend! All the SMAARTies from our Melbourne, Adelaide and Brisbane offices united for our annual financial end of year celebration and enjoyed a fabulous two nights at Crown in beautiful Perth.

Dining at Rockpool on the Friday night was a real treat and on Saturday the light drizzle, then rain, then heavy rain did not dampen the spirits of the SMAARTies with a cruise along the magnificent Swan River (dolphin sightings included).

A fantastic time was had by all and thank you very much to Maarten for taking us all and for your legendary generosity!

A win for Jess!

rupert@smaart.com.au (Rupert Harvey) — Tue, 23 Aug 2022 06:08:17 GMT

Congratulations Jess!

A huge congratulations to Jess Haag winning the Award for the Recruiter Insider Best Consultant Candidate Experience and to Marcus Lavender for coming in as runner-up.

Based on RI data, being the winner and runner up in this category is a true testament to the care Jess and Marcus show to their candidates.

Many thanks to Justin Hillier , Aisling Corbett and the team at Recruiter Insider , well done to the other finalists, and look forward to the return of the shiny green bow tie next year!

#onesmaart #recruiterinsiderannualawards

Finalists!

rupert@smaart.com.au (Rupert Harvey) — Mon, 01 Aug 2022 00:28:51 GMT

We are Finalists in two categories!

We are rapt to be a Finalist in the Recruiter Insider Annual Service Excellence Awards!

Along with Jess Haag and Marcus Lavender who are Finalists in the Consultant Candidate Experience category, Thursday 4th August is looking to be a big day, bring it on!

Good luck Stephanie!

rupert@smaart.com.au (Rupert Harvey) — Mon, 20 Jun 2022 00:23:23 GMT

See you on the other side!

That was quick! It's only been eight months since Stephanie McLean (née Freeman) came back from her first mat leave, and we said another temporary farewell to Stephanie on Friday.

It's not long to go now and we wish you, Larry Freeman and Brock McLean all the very best with your growing family, see you soon xxx

#2 #onesmaart

Happy 17th SMAARTies!

rupert@smaart.com.au (Rupert Harvey) — Wed, 18 May 2022 23:27:58 GMT

Thank you Maarty for all that you do!

On 17th May 2005 Maarten Roosenburg co-founded SMAART Recruitment .

During that time SMAART has grown to 28 staff and nurtured the recruitment careers of many consultants.

As well as contributing to the RCSA Australia and New Zealand and juggling numerous other commitments, Maarty has been instrumental in creating a supportive, fun and hugely rewarding culture at SMAART.

So a huge thank you Maarty for everything you do, Happy Birthday and here's to another solid seventeen!

#onesmaart

Runners up at the SARAs!

rupert@smaart.com.au (Rupert Harvey) — Mon, 02 May 2022 05:12:41 GMT

Celebrating the SARAs on the Goldie!

Congratuations to all the #SeekSara Finalists, runners up and winners. We were very pleased to be voted runners up in the Most Innovative Agency category and we hope everyone had a cracking night!

We were all on the Gold Coast for the weekend, on our much belated end of year trip. And what a weekend! Thank you very much to Maarten Roosenburg and Will McPhee for organising one of the best SMAARTie trips ever, an awesome mix of great company, great massages and just occasionally, great golf!

#lovethegoldie #onesmaart

Awards Night!

rupert@smaart.com.au (Rupert Harvey) — Thu, 28 Apr 2022 06:40:28 GMT

We are finalists in two categories!

Tonight is the big night and we are very excited being #SeekSara Finalists in the Most Innovative Agency of the Year and Recruitment Leader of the Year categories.

However today the SMAARTies are heading to the Goldie for a much posptoned end of year trip so we will be livestreaming the Awards this evening in our black ties and boardies.

Best of luck to the other finalists and we hope it is a sensational night!

#SeekSara #onesmaart

The Best Practice Report website is now live!

rupert@smaart.com.au (Rupert Harvey) — Wed, 13 Apr 2022 23:54:31 GMT

Download your copy of the Best Practice Report!

We're very pleased to announce the launch of the digital version of The 2022 Contact Centre Best Practice Report.

The digital version allows you to download individual chapters or the entire report and has 18 summary videos presented by our experts highlighting the key findings.

We will continue to release new research on this platform, so sign up to keep up to date.

Massive congratulations to James Witcombe for compiling the biggest and best edition of the Report so far, and also a huge thank you to our partners who have helped make this report happen - Daniel Harding from MaxContact Australia , Tim Buzza and Scott Middleton from Attune , Sean McGinn from The Agile Contact Centre , Ian Harrison from Verint Asia Pacific , Mark Pitcher and James Xuereb from Clevertar , Pablo Muñoz from 8x8 , Leanne Robinson and Daniel Panozzo from Aspen Solutions , Tom Ruijs and Arthur Papagiannis from AP Psychology & Consulting Services , Julie-Anne Hazlett and Nimesh Dhanak from Call Design , Kunal Rahalkar from Datagamz , Justin Tippett from CX Central as well as Wayne Coleman .

A link to access the report is in the first comment.

#contactcentres #2022bestpracticereport #benchmarking

Thank you Adelaide!

rupert@smaart.com.au (Rupert Harvey) — Mon, 04 Apr 2022 02:32:12 GMT

Funness Day in Adelaide!

Last Thursday and Friday were huge days for us all at SMAART Recruitment .

Thank you to all who attended the Best Practice Key Findings Presentation at the The Gallery in Adelaide. It was fantastic to catch up with our industry colleagues and the engagement and interest in the Report over all four presentations has been amazing!

On Friday we celebrated our annual Funness Day - a day devoted only to fun.

We raced Go Karts in the morning and enjoyed a sublime catamaran cruise in the afternoon, it couldn’t have been a better day and thank you so much to Matthew Dew , Will McPhee and Maarten Roosenburg for putting it all together, and to James Witcombe for organising four very successful presentations!

#smaartfunnessday #bestpracticereport #onesmaart

Happy SMAARTiversary!

rupert@smaart.com.au (Rupert Harvey) — Thu, 24 Feb 2022 01:20:58 GMT

One year today!

A huge Happy SMAARTiversary to our Marcus Lavender who is celebrating one year today.

Undisputed #1 on the table tennis table, inflicting great pain on his colleagues for the last 12 months, Marcus is an absolute champion in all walks of life.

Thank you Marcus for all you bring to SMAART, we are lucky to have you and here's to many more years!

#happysmaartivesary #onesmaart #thankyou

8 Predictions for 2022

rupert@smaart.com.au (Rupert Harvey) — Thu, 27 Jan 2022 01:11:28 GMT

Find out our SMAART soothsayer's predictions for 2022!

Everyone has their own predictions for the year ahead.

James Witcomb e has come up with 8 recruitment predictions you probably haven't heard yet via ATC Events & Media

What do you think? Is he spot on with some or wayyyy off?

https://atcevent.com/human-recruiter/8-ta-predictions-for-2022-you-havent-heard-yet/

SMAART Award Winners 2021

Mon, 20 Dec 2021 13:20:53 GMT

Many congratulations to the 2021 SMAART Award Winners!

After a remarkable year of incredible hard work, Ishmael Salim won the Top Billers Award. Matthew Dew and the amazing Adelaide team won the New Business Champion Award and joining the Melbourne team from SMAART Sydney in June, Georgina Brown won the Directors' Award.

Congratulations to you all and thank you for all your hard work and effort this year!

We are Seek SARA Finalists!

Fri, 05 Nov 2021 13:41:32 GMT

We are thrilled to be announced #SeekSara Finalists in the Most Innovative Agency of the Year and Recruitment Leader of the Year categories.

This is wonderful recognition for James Witcombe and his work with The Candidate Coach and The Contact Centre Best Practice Report and for Matthew Dew for his leadership role at SMAART and within the recruitment industry.

We can't wait for February and really looking forward to catching up with our industry colleagues and having a couple.

Good luck to the other finalists and thank you very much Ben Vague and our friends at Seek!

# seeksarafinalists #onesmaart

Congratulations Matt!

Tue, 28 Sep 2021 11:39:11 GMT

Many congratulations to Matthew Dew on being elected to the RCSA SA Region Council.

With Matt’s passion and knowledge of the recruitment industry, we know that he’ll make a huge contribution to the great work that the RCSA Australia and New Zealand does.

All the best Matt!

#rcsa #loveyourwork #onesmaart #smaartadelaide

Feeling a little lost at work?

Wed, 15 Sep 2021 12:01:53 GMT

As recruiters we meet a lot of candidates (thanks Captain Obvious).

But there’s a type of “candidate” we often meet with that isn’t looking for a job. This candidate isn’t necessarily unhappy with their current job. They often aren’t unhappy with their manager, they aren’t unhappy with their work conditions or their pay. They aren’t unhappy with the organizational culture or the travel to work. They aren’t really unhappy at all… they are just a little lost.

Maybe this is you? Are you feeling a little lost in your work at the moment? Are you unsure whether it’s better to stay or better to go? Well don’t worry, it’s a lot more common than you may think. You aren’t sure if the grass is greener on the other side of the fence or on your side of the fence.

When feeling a little lost at work there are several things you can do:

Talk to those who you trust, both in and out of work. Sharing your thoughts and feelings with someone you trust can be a real relief, and their feedback for you may really help to change your perspective on things.

Have an honest discussion with your current manager around how you are feeling. There is nothing wrong with having this type of discussion. Be clear to your manager that you aren’t resigning, but just want the opportunity to have some open dialogue with them.

Avoid making any big decisions around work when feeling a little lost . Unless you know “why” you are feeling lost at work and the reason why then changing jobs now will just unnecessarily add another role to your resume without solving the problem.

Consider whether it’s work or personal factors that are contributing to how you are feeling. Work is a lot more likely to become a drag when dealing with difficult situations outside of work. If that’s the case then changing your employment decision isn’t really going to have any impact. Seek some help.

Get a Mentor. Having a Mentor is a wonderful and unique experience. I’ve personally experienced the impact a good mentor can have.

Talking to a recruiter can certainly help. Part of the role we do play is to screen candidates “out” when their motivations for a applying for a role isn’t right. So feel free to explore that path as well, but make sure you’ve considered the above.

Is your resume lacking this key ingredient?

Thu, 12 Aug 2021 07:05:46 GMT

I read what I would call, a technically “ excellent ” resume this morning. The reason I say it was technically excellent is because it was really quite bland. The layout, headings, descriptions and design was all text book. But the person who wrote the resume sent it to me asking for some feedback. “Be honest with me, I really want to know what you think.”

I read through it twice, at first unable to put my finger on exactly what it was about the resume that wasn’t quite right. Once I realized what it was though it became obvious. So I wrote back to him:

You’ve covered all the basics well, but your resume lacks personality. A dose of personality can really enhance your resume.

What does that mean though? Well, I can’t really tell you because it’s your personality. Maybe it’s the resume layout, design, the use of colour, and image, a photo, a logo, your mentioning of hobbies or awards. Maybe it’s not just using the most generic of resume templates. Adding personality to your resume can also be a risk – you don’t want to go over the top.

What I can tell you is this: recruiters see 100’s of resumes every day. Black words on white paper can certainly blur. If you have black words on white paper from a generic template you are ensuring that you are “covering the basics” but you aren’t standing out.

At the end of the day your resume is a SALES document . It’s got to be appealing, stand out and SELL you. It’s you on paper.

James Witcombe

The Legends Cup Champion

Mon, 09 Aug 2021 07:15:58 GMT

With moments to go before lockdown, wrested from the reluctant hands of Ella Kirkpatrick , Maarten Roosenburg presented Will McPhee The SMAART Legends Cup.

In any other time the cup should be resting on Ishmael Salim's mantlepiece, however Will turned in the biggest billings quarter SMAART has seen and is a worthy champion.

The Legends Cup is not awarded though just because of what money you can bring in, it's more than that, it's attitude, commitment, work ethic and an appreciation of brass band music.

Thank you Will and congratulations!

#smaartlegendscup#onesmaart

The Candidate Coach Workshops

Wed, 04 Aug 2021 06:05:53 GMT

If you are a jobseeker join the free, interactive TheCandidateCoach August workshops running twice a week!

This Thursday at 10am, you can learn how to write an awesome cover letter, click here !

The "reason for leaving" that brings many candidates unstuck

Sun, 01 Aug 2021 08:18:14 GMT

Candidate: “The role isn’t challenging”

Interviewer: “So you are seeking a role that is more challenging?”

Interviewer: “Will your last manager attest that you perfected your duties and responsibilities?”

James Witcombe

The Candidate Coach

Super is going up!

Tue, 06 Jul 2021 08:31:38 GMT

From 1st July, the Superannuation Guarantee Rate will rise from 9.5% to 10%, and it has recently been announced certain Modern Awards will rise by 2.5% as well.

If you have any questions regarding the rise in Super and the Awards just contact us on 03 8637 4444.

The Candidate Coach Has Arrived!

Wed, 16 Jun 2021 08:43:14 GMT

It's an exciting day today...we are officially launching the SMAART Candidate Coach site!

The SMAART Candidate Coach is an amazing collection of resources designed to help jobseekers find work.

From resume templates to a library of videos with industry experts offering their job seeking tips, interview questions, cover letters, it has everything a jobseeker needs to secure their next role, presented to you by the one and only Candidate Coach, James Witcombe.

AND...IT'S FREE!!

Go to https://smaartcandidate.coach and check it out!

The Drinks Are On Us!

Sun, 13 Jun 2021 00:49:47 GMT

SMAART Recruitment can't wait to host our Adelaide Talent Community for the ATC Events & Media "Drinks Around the Nation" networking event on Friday 28th May. Come and network with your fellow industry peers!

Tickets are selling fast so grab your tickets today for just $5 with proceeds going to charity, click here.

We will be at the newly renovated Strathmore Hotel on the Verandah. Guests will be treated to an open bar, canapes and trivia for a bit of fun and maybe a bit of stand-up comedy!

SMAART wins Outstanding Medium Agency award!

wow@shazamme.com (Default Author) — Fri, 04 Jun 2021 06:02:42 GMT

It was amazing to win the Outstanding Medium Agency award last night at the RCSA Australia and New Zealand Industry Awards ceremony in Sydney.

Well done to Matthew Dew who represented SMAART so well, and to the other finalists, by all accounts it was a top night!

Thank you to Charles Cameron and the team at the RCSA for all the brilliant work you do and also thank you to our innovative suppliers such as Recruiter Insider , Referoo , TalentTap who are brave enough to go out and develop products that enhance the candidate and client experience.

Well done SMAARTies, not all of us could be there on the night but when we can we will certainly be having a MASSIVE celebration!

#rcsaindustryawards #loveyourwork #smaartoutstandingmediumagency

RCSA Awards Finalist!

Fri, 14 May 2021 00:24:17 GMT

We are thrilled to be selected as an RCSA Australia and New Zealand Industry Awards Finalist in the Outstanding Medium Agency category.

It's a great honour and we can't wait for Thursday 3rd June, it's going to be a HUGE night in Sydney either way! Look forward to seeing our industry colleagues and good luck to the other Finalists!

#rcsaindustryawards #onesmaart #recruitmentawards

How to bounce back quickly after a redundancy

Fri, 09 Apr 2021 01:04:57 GMT

I see it all the time, it’s a story that repeats itself – particularly for senior candidates.

It’s a sad story and one that can lead to a person really questioning and doubting themselves.

When being made redundant, an employee normally receives a redundancy payment linked to their tenure.

That amount can be quite substantial if the employee has been employed for a long time. I often meet candidates who have received a payout equivalent to 3 to 4 months wage.

When the dust settles, most senior employees often accept the redundancy as a bit of a bonus. When else in your life can you go to take a few months paid leave? Take some time out – have a holiday, renovate the bathroom, focus on the children or play golf every day. It provides an uncommon opportunity to sit back and reflect without any pressure.

Getting Back to Work After Redundancy

I normally start to hear from candidates when they are coming to the end of the redundancy payout period. They’ve been off work for nearly 4 months and they are ready to start working again.

In my own experience, it often takes senior candidates who have been made redundant 3-6 months to land their next role. This can be a really tough time for someone who has been successful in a senior position and “never really had to look for work”.

A lot of candidates lament that they hadn’t started their job search earlier.

Here are some tips on how to get back into the workforce if you’ve been made redundant:

Get your resume updated ASAP so you can start using it. Do it while your current job is fresh in your memory. Cover letters can still be really useful too.

Start networking straight away. Let your network know you are looking. Set a goal of having 20 coffee meetings with colleagues, friends, associates and recruiters. Don’t expect anything from 1 particular meeting, it’s a numbers game. Take some time off, but keep the wheels turning in the background.

If you see a position advertised that you are interested in, make sure you prepare for the call and make it effective. Senior candidates often perform quite poorly when phoning in about a vacancy.

Utilise the knowledge, network and experience or recruitment consultants. Their honest feedback is probably what you really need to hear.

Prepare yourself for the fact that you will have many a “No” before you land a “Yes”. It happens all the time. Have a resilient spirit and bounce straight onto the next one.

Remember that communication is key. How you communicate during the recruitment process will have a huge impact on the outcome.

If you’ve recently been made redundant I encourage you to enjoy some “time away”, but make sure that you don’t leave it until the last minute before you start looking for work.

For our current roles, check out our current roles.

March 2021: The toughest contact centre recruitment market we’ve seen

Mon, 29 Mar 2021 01:13:04 GMT

I’ve been recruiting in the contact centre industry for 15+ years now and the market for quality contact centre candidates is the toughest I’ve seen, and by a margin that is growing every day.

This may also be hard for some people to believe, as the storyline and media reporting since the start of COVID-19 creates the impression that there are endless numbers of people looking for work. This is true in part, however job losses due to COVID-19 have occurred more so in certain industries and the contact centre is not one of those.

The escalation in the demand for high quality contact centre agents has been rapid in the first 3 months of 2021. Last year finished strongly, however demand has continued to rise strongly in the first three months of the year and is at a new peak at the moment.

Seek released a report earlier this month looking at the last 12 months (up to Jan 31 2021) and the findings highlight the competitiveness for talent.

The graph highlights the impact of COVID-19, but also how rapidly the market has swung from what we call “candidate heavy” to “candidate light”. I would suggest that the data for February and March will see a continuance of both lines on their current trajectory and further widening of the gap. It’s important to note that in February 2020 (where the graph starts) we were already in a market of high competition for candidates.

Seek’s report also shows that December and January are typically two of the “quieter” months of recruitment, however Seek reported a 6.5% increase in job ads in January 2021 compared with January 2020. December had a similar result.

Important to note here is that many agencies (including SMAART Recruitment where I am a Director) have significantly reduced their advertising on Seek over the last 12 months in response to Seek's change in their pricing model. Had the pricing model not changed, the number of advertisements on Seek from recruitment agencies would no doubt be higher.

Causes of the increase in demand:

The Working Holiday VISA (WHV) candidate pool has disappeared. Literally. 12 months ago 35% of our temporary workers and contract workers were holding WHVs. This number is below 5%. For us, WHV candidates are often more highly skilled, educated and (dare I say) work harder and are more reliable than Australian temps/contractors. So we’ve not only lost this entire candidate pool, but we’ve lost our highest quality of worker in this category.

Contact centres are playing recruitment catch up. From around November last year, contact centres across the industry came out of a 9 month hiring freeze and have been frantically recruiting ever since. Contact centres that we may recruit for once a quarter have been rolling from one intake straight into the next as they look to replenish their staffing levels.

Job seeker hesitancy. As the The Financial Review reported Job security is suddenly back in vogue. This isn’t surprising given the year we’ve had, however it hits the contact centre industry harder than most because contact centre agents have previously been “trigger happy” and prepared to leave and move to another contact centre. Our Contact Centre Best Practice Report for 2020/21 shows that 67% of Australian contact centres experienced lower levels of staff turnover than normal during COVID-19. And while we have now exited the grip of COVID-19, we’ve been left with job security as not only key to our jobs, but key to our lives.

How to be competitive in the war for contact centre talent:

Understand what candidates want in 2021 . Sounds simple, but after working from home (WFH) for 12 months, candidates are now clearly asking recruiters and contact centres to spell out what a job looks like, especially with regards to WFH. The majority want a blend of contact centre and WFH, and candidates who get a sense a contact centre won’t offer this into the future (or aren’t sure), will quickly move on.

Salary must be competitive. It’s a buyers market, and the candidates are the buyers who can name their price. Our Contact Centre Best Practice Report for 2020/21 reports on salaries across the industry. 12 months ago the average for Customer Service was $53,066 + super, however the top candidates at the moment will often have multiple offers and will often select a role paying $55,000 + super or above.

Lower your expectations when recruiting temporary, casual and contract positions . With the disappearance of the WHV candidates, an abundance of permanent roles and the heightened importance of job security, recruiting for casual, temporary and short term positions is the pointy tip of challenge. Let me be clear: you will not get high quality talent unless you offer something exceptional.

The hourly rate/salary needs to be more than the equivalent of $53,066 + super. You have to entice the candidate to select a shorter term/less stable role by compensating them in an attractive way. Other things to consider include hours, the overall package and opportunity for the role to become permanent (market the role as “try before you buy”). Something here needs to be good enough to convince an in demand job seeker to take this role over the multiple permanent positions they are being offered.

Move quickly. If your recruitment process takes two weeks to run, that’s two weeks that other contact centres are spending trying to beat you to the same candidate. Move quickly (but don’t rush) and show your candidates that you are a responsive contact centre.

Make sure you have your recruitment plan in place and that the process moves smoothly. This includes educating other managers involved in the process around the importance of them being timely with decisions, for example HR taking ten days to prepare a letter of offer.

Prepare your organisation for what is going to happen ahead of time.

How 2021 continues to play out is still up in the air. We may well see a softening of the competition for candidates, or we may see it strengthen. However we must all realise that the balance of power (and choice) sits firmly with the high quality candidates in the current market.

If you would like to discuss your contact centre's recruitment strategy, please get in touch.

Written by James Witcombe

Email: james@smaart.com.au

SMAART Celebrates Funness Day!

Mon, 22 Mar 2021 01:14:31 GMT

We celebrated another amazing Funness Day on Friday (one day of the year we devote entirely to fun), with a trip to Hobart and the jaw dropping MONA. It was fantastic to be able to spend time together in a spectacular setting!

Thank you very much Maarten and good idea Stephanie!

An amazing Eight Years!

wow@shazamme.com (Default Author) — Fri, 26 Feb 2021 01:24:02 GMT

A VERY happy 8th SMAART-iversary to our one and only Sta's.

We are SO lucky to have this wonderful woman as part of our family here at SMAART.

Thank you for everything Sta's! - you rock!

When EQ Meets Recruitment

Wed, 20 Jan 2021 01:34:22 GMT

Emotional Intelligence drives effectiveness, relationships, resilience and wellbeing, and is fundamental to the success of organisations.

We are very excited to be partnering with Leanne Robinson and Daniel Panozzo at Aspen Solutions in bringing the worlds of EQ and Recruitment together so we can place the right people, with the rights skills, in the right roles.

To further understand how EQ candidate profiling can help with your recruitment, just contact Matthew Dew at matthewd@smaart.com.au

Ten Beautiful Years!

Fri, 15 Jan 2021 01:40:57 GMT

10 years ago the magnificent Tyson Barnes joined SMAART Recruitment.

We cannot thank him enough for all the good times, the table tennis, the golf, the banter and beers, and him paying us each week.

Thanks Tyse for all that you do, you're a legend and here's to many more years!

Would you like to have a Mentor?

Fri, 11 Dec 2020 01:47:37 GMT

SMAART Recruitment’s Contact Centre Future Leaders Mentoring Program is designed to provide those who are moving into a leadership role as their next career step or are currently performing a leadership role with an opportunity to learn from peers within the industry to develop leadership, communication and decision making, amongst other skills. The program will be run in Melbourne, Sydney, Adelaide and Brisbane.

Mentors and Mentees are matched together based on their goals, objectives and professional background, who then meet on a regular basis over the year to discuss & plan how to actualise these goals. Participants are given the required skills through an initial induction training session and are guided through the course of the year with facilitated sessions.

If you would like more information on the Program and how to apply, click here

15 years at SMAART today!

Fri, 20 Nov 2020 02:18:55 GMT

James Witcombe is celebrating 15 years with SMAART Recruitment today. Yes, 15.

In many ways defining who we are, leading with his creativity, boundless optimism and wit, James has set the example for us all and created our values through his actions.

James, we cannot thank you enough, it's been alot of fun with so many good times, here's to another 15 years!!

SMAART Wins TIARA Award!

Mon, 16 Nov 2020 02:27:01 GMT

We are super stoked to win the TIARA Best Recruitment Brand Of The Year Award!

Thank you very much to David Head and the team at TALiNT Partners, all the SMAARTies, Ian Turnpenny and the team at Volcanic, and well done to the other finalists!

By having a strong brand, significant online presence and brand recall, we are able to attract the very best candidates and are able to support our clients' organisations with the highest quality talent in the market.

#smaartrecruitment#TIARAAwards#bestrecruitmentbrand

Best Practice Report Webinar

rupert@smaart.com.au (Rupert Harvey) — Fri, 06 Nov 2020 02:28:56 GMT

The Key Findings 2020/21 Contact Centre Best Practice Report webinar has been recorded!

If you would like to view it just go to www.smaart.com.au/best-practice-report

TIARA 2020 Finalists!

rupert@smaart.com.au (Rupert Harvey) — Wed, 21 Oct 2020 02:33:37 GMT

We are very pleased to be announced TIA RA 2020 Finalists in two categories - Recruitment Brand of the Year and Best Medium Agency To Work For.

The Awards are being held at 4pm on Friday 13th November with a virtual ceremony, we are all super pumped and good luck to the other finalists, see you online!

Key Findings Webinar: 29th October

rupert@smaart.com.au (Rupert Harvey) — Tue, 13 Oct 2020 02:39:28 GMT

Join us as experts from across the industry discuss the results of The 2020/21 Contact Centre Best Practice Report, including how the industry is responding to COVID.

This years report takes a deep dive into topics that Contact Centre Leaders have told us are of importance over the next 12 months. These topics include:

The role of Team Leader and how it differs between contact centres
Modern ways of working
Mental health in contact centres
Absenteeism and attrition
Employee engagement
Technology for better performance
Offshoring
Customer Experience
Agent bonus and commission structures
Responses to COVID

Please note: A link to the webinar will be sent via email 24 hours before the presentation.

All webinar attendees will receive a hard copy of the 100 page report.

The presentation will also be given on October 8.To register for that session visit https://www.smaart.com.au/best-practice-report or get in contact with james@smaart.com.au with any questions.

Key Findings Webinar

rupert@smaart.com.au (Rupert Harvey) — Tue, 06 Oct 2020 02:51:36 GMT

It's here! We are very excited to be launching the amazing 2020/21 Contact Centre Best Practice Report today!

This report takes a dive into topics that Contact Centre Leaders have told us are of importance over the next 12 months. These topics include:

- The role of Team Leader and how it differs between contact centres

- Modern ways of working

- Mental health in contact centres

- Absenteeism and attrition

- Employee engagement

- Technology for better performance

- Offshoring

- Customer Experience

- Agent bonus and commission structures

- How the industry is responding to COVID

Find out more at: https://lnkd.in/gTd84QZ

Creating Trust In Disconnected Workplaces

rupert@smaart.com.au (Rupert Harvey) — Mon, 27 Jul 2020 03:11:35 GMT

With “Fragmentation”, “Isolation” and “Siloed Working” becoming the new common terms within our organisations, it’s never been more relevant and essential to know how to create connection within our teams than now.

Join us as Leanne Robinson and Daniel Panozzo from Aspen Solutions explore these concepts, address the concerns you are currently facing and provide information so you can start creating greater trust and connection into your organisations.

https://lnkd.in/gEWCX67

Awards Rates 2020 Update

rupert@smaart.com.au (Rupert Harvey) — Mon, 29 Jun 2020 03:22:28 GMT

In the light of COVID-19 the The Fair Work Commission has announced that not all Awards will be increasing on 1 July as is customary.

Effectively grouping industries into “clusters” most effected by the pandemic, awards will be increasing on either 1 July 2020, 1 November 2020 or 1 February

2021 depending on sector.

Many of SMAART Recruitment clients fall under the Contact Call Centres Award 2020 or Clerks—Private Sector Award 2020 which have both had their increase delay until 1 November 2020. Wages will increase by 1.75% after 1 November.

To learn further about these award increases and how it impacts your organisation, please contact James Witcombe at j ames@smaart.com.au or 0413 212 421.

SMAART Win "Excellence in Client Service" Award!

rupert@smaart.com.au (Rupert Harvey) — Mon, 29 Jun 2020 03:17:53 GMT

We were delighted to win the prestigous RCSA "Excellence in Client Service" Award on Friday.

It was a different awards ceremony, streamed via Facebook, but it was still a huge

honour to win this RCSA award.

Check out our acceptance video starring Will McPhee, it's worthwhile watching it

to the end :) https://www.youtube.com/watch?v= 5J87wzmPYs0

Webinar - Are Your Casuals Really Casual?

rupert@smaart.com.au (Rupert Harvey) — Wed, 17 Jun 2020 03:36:34 GMT

This important webinar presented by Nick Duggal from Moray & Agnew Lawyers will discuss the implications of the momentous WorkPac V Rossato case and the effects it may have on your organisation.

When: 11am Thursday 2nd July 2020

Click here to register

Meet a Recruiter Is Back!

rupert@smaart.com.au (Rupert Harvey) — Tue, 26 May 2020 03:55:28 GMT

Meet A Recruiter is back in Melbourne on Wednesday 3rd June thanks to Arrow Group Pty Ltd and SMAART Recruitment . Meet A Recruiter is a country-wide initiative which offers free professional advice & guidance for job seekers from experienced recruiters.

Click on the following links to book a one-on-one Zoom session with the follow recruiters:

Jen Ramage - Arrow Group

Permanent and Professional Recruitment from entry level to snr Managers

Book via: https://lnkd.in/gxFFbkP

Julie Hailey - Arrow Group

15 years experience in permanent professional recruitment including additional services such as Outplacement, Resume Service and Candidate Interview Preparation

Book via: https://lnkd.in/gnZBfXs

Tracey Zylbersztajn - Bayside Personnel

White Collar Construction, Property & Facilities Management, Sales, Support Services.

Book via: https://lnkd.in/gpwp9wx

Ishmael Salim - SMAART Recruitment

Contact centre, customer service, sales, IT, HR, education, executive recruitment

Book via: https://lnkd.in/gemRaG3

Theo Va’a - SMAART Recruitment

Sales, Customer Service, Business Support, Accounting, Marketing.

Book via: https://lnkd.in/gBr2UEZ

Wallis Summers-Smith- SMAART Recruitment

Sales, Customer Service, Business Support, Marketing

Book via: https://lnkd.in/g8tYhqu

Has It Worked For You?

rupert@smaart.com.au (Rupert Harvey) — Tue, 28 Apr 2020 04:09:08 GMT

Two recent surveys provide different impressions of how U.S. workers are adjusting to remote work during the COVID-19 pandemic, one painting a picture of engaged, productive employees and the other reporting disconnects.

Most employees in a KPMG survey said they felt prepared to transition to remote work and that their teams are collaborating better as a result of the changes. More than half (54%) said their productivity had improved since the transition, while 64% said the quality of their work improved.

But most younger workers in particular have found the transition difficult, according to a survey by software platform Smartsheet. More than 90% of both Generation Z and millennial employees in that survey reported difficulty working from home, while more than 80% of both groups said they felt less connected. Half of respondents in both groups said they found it hard to get status updates.

When we are allowed to return to the office, it will be interesting to see how many staff will want to. To be continued.

(Source: www.hrdive.com)

Candidate Resources

rupert@smaart.com.au (Rupert Harvey) — Mon, 27 Apr 2020 04:17:33 GMT

In these difficult times there are significant resources which are available to support those who have had their hours reduced, stood down or have been made redundant.

Here are some links, Centrelink, Information on the Job Keeper scheme and other useful resources which may help in supporting you over the next few months. If you would like any further information do not hesitate calling us on 03 8637 4444.

Government Economic Response for Business (Jobkeeper) https://bit.ly/2xjfPfG

Centrelink https://bit.ly/3bdYBiq

Victorian Government Workplace Management Plan https://bit.ly/2UK3mtB

Department of Health https://www.dhhs.vic.gov.au/coronavirus

Free Resume templates : https://templates.office.com/en-au/resumes-and-cover-letters https://www.smaart.com.au/jobseeker-tips-and-tricks

Resume Brush Up

rupert@smaart.com.au (Rupert Harvey) — Mon, 27 Apr 2020 04:11:18 GMT

Do you need to brush up your resume? Go to our Jobseekers Tips and Tricks page where you’ll find a resume template and some free practice tests: https://www.smaart.com.au/jobseeker-tips-and-tricks You can also go to https://templates.office.com/en-au/templates-for-word for some Word resume templates or if you are feeling very ambitious you can design a flash one in Canva

How To Make A Career Change

rupert@smaart.com.au (Rupert Harvey) — Wed, 01 Apr 2020 04:19:48 GMT

How To Make A Career Change

Many people during the course of their careers will make a career change, and many people would like to, but find it hard. As a recruiter I am frequently asked how you move from one industry to another. We are faced though with the classic chicken and egg scenario of they don’t want me for this job because I don’t have the right experience, but how do I get the experience? But people do make changes, so how is it done?

My advice is: Have a very clear understanding of what you want to do and build your elements of your experience over the longer term whether it’s through a portion of your current work or outside voluntary work. For example if you are in sales and are interested in digital marketing, take relevant courses, try and get involved with some projects and slowly build your exposure. Working for a large company means there is a possibility of being able to move from one department to another, working for a small company means often means you have the opportunity to multi-task and build your experience in your area of interest by taking project work or supporting that particular department. So one way to do it is incrementally which may help you to retain your value in the market and not drop your seniority. T

he more direct approach is to take on part time or full-time education and just go for it. I have two friends who have given up work and became Paramedics mid-career. It’s an immensely challenging and fulfilling role but you will need support, possibly financial and time to complete the tough course. I have made two career changes in the last nine years. From advertising I went into recruitment and I am now in full time marketing. When I went into recruitment I took a hefty salary drop. My transition into marketing has been achieved by building my experience in website development and digital marketing over the last four years so the transition is smooth and I have built relevant experience.

So:

1. Know exactly what you want and what qualifications and experience you require

2. Understand the cost in terms of money and time and how you can resource both.

3. Look at the options in your current organisation or if you can gain experience in your own time possibly volunteering.

It’s not easy, but ultimately a career change can be extremely rewarding.

Australian Contact Centres Want To Increase EQ, But How?

rupert@smaart.com.au (Rupert Harvey) — Wed, 04 Mar 2020 04:24:28 GMT

Increasing EQ of Contact Centre Agents

Increasing staff emotional intelligence (EQ) is one of the key areas of focus for Australian contact centres. In a recent study of contact centre managers and leaders, over 40% of respondents indicated that this was an area they needed to explore more and improve in the next 12 months.

The results have been released by SMAART Recruitment , who surveyed over 150 contact centre leaders and decision makers around Australia in its Contact Centre Leaders Survey.

While it is a term that many of us are familiar with, gaining a deep understanding– and then mastering – of EQ is a continual pursuit that is very much in its infancy. Popularised by Daniel Goleman (1996) in his book Emotional Intelligence (EI) the last 20 years have seen the business community and broader society discover and explore the concept. At its core, EI is the ability to recognise, understand and manage our emotions and to recognise, understand and influence the emotions of others.

The role EQ plays in contact centre success is now widely recognised. Justine La Roche is a Director of Leadership & Learning at Curve Group in Melbourne. Holding a Masters in Organisational Psychology and second Masters of Applied Positive Psychology she works closely with organisations wanting to improve staff and collective EQ, and has seen how it impacts on contact centres.

“With businesses applying a laser like focus to improving their customer experience, the role of a contact centre agent has never been more important or arguably, more difficult.” Says La Roche. “On each call, agents must communicate effectively and build a connection with a customer with whom they have never met. What’s more, these customers expect greater levels of choice, control and convenience than ever before and are often impatient and frustrated before the agent even begins talking."

"The agent must then manage to have a productive and empathetic exchange with the customer, while at the same time navigating systems, drawing on their knowledge of products or services, entering data, complying with company policies and meeting performance targets. It then all starts again with the next call.”

It’s therefore not surprising, that having high levels of EQ sits amongst the top of the ‘most wanted’ lists of contact centre agent attributes.

To improve EQ can be seen daunting however La Roche knows it can be done. “The good news is, that many elements of EI can be taught and learned (while others can be carefully selected for) through targeted training and development. Promising data suggests that such an investment pays off in improved performance, with greater levels of EI mooted to positively impact word-of-mouth referrals, customer loyalty, sales, productivity and agent attrition.”

In Melbourne, Choosewell’s contact centre have realised the importance EQ plays in its centres success. “We are a sales centre, so EQ is key,” said Rachel Bywater , General Manager Sales and Operations, “how we approach sales at Choosewell is by keeping customers at front of mind at all times – that requires EQ and empathetic listening skills. It is one of the most critical parts of being a really successful sales person.”

How do you ensure your staff have high EQ

But how do you ensure your staff have high EQ? “I think it has a lot to do with the way we recruit staff and train staff and the expectations we set them from early on. EQ is very personal, it comes down to the individual. We have great leaders that coach EQ into our agents. We feel like we have got that structure in place, but we are always looking to improve,” said Bywater.

Specifically, Choosewell coach their individuals and encourage them to learn about their own personality – who they are and how they relate to others. “We want to make our staff really self-aware, and that helps them be aware of others. By the end of our on-boarding process we know whether someone has the right level of EQ or whether it needs working on.”

Would you like to learn how to improve EQ within your contact centre or organisation?

Justine La Roche will be presenting a seminar Improving Emotional Intelligence In Contact Centre Agents on July 20th in Melbourne. Click here to register (it’s free).

By James Witcombe

What To Do After Redundancy

Wed, 05 Feb 2020 04:58:59 GMT

I see it all the time, it’s a story that repeats itself – particularly for senior candidates.

It’s a sad story and one that can lead to a person really questioning and doubting themselves.

When being made redundant, an employee normally receives a redundancy payment linked to their tenure.

That amount can be quite substantial if the employee has been employed for a long time. I often meet candidates who have received a payout equivalent to 3 to 4 months wage.

Getting Back to Work After Redundancy

I normally start to hear from candidates when they are coming to the end of the redundancy payout period. They’ve been off work for nearly 4 months and they are ready to start working again.

A lot of candidates lament that they hadn’t started their job search earlier.

Here are some tips on how to get back into the workforce if you’ve been made redundant:

Get your resume updated ASAP so you can start using it. Do it while your current job is fresh in your memory. Cover letters can still be really useful too.
Start networking straight away. Let your network know you are looking. Set a goal of having 20 coffee meetings with colleagues, friends, associates and recruiters. Don’t expect anything from 1 particular meeting, it’s a numbers game. Take some time off, but keep the wheels turning in the background.
If you see a position advertised that you are interested in, make sure you prepare for the call and make it effective. Senior candidates often perform quite poorly when phoning in about a vacancy.
Utilise the knowledge, network and experience or recruitment consultants. Their honest feedback is probably what you really need to hear.
Prepare yourself for the fact that you will have many a “No” before you land a “Yes”. It happens all the time. Have a resilient spirit and bounce straight onto the next one.
Remember that communication is key. How you communicate during the recruitment process will have a huge impact on the outcome.

If you’ve recently been made redundant I encourage you to enjoy some “time away”, but make sure that you don’t leave it until the last minute before you start looking for work.

Burnout, It happens.

Thu, 30 Jan 2020 05:03:04 GMT

Burnout, It happens.

One of the hardest things about Sales or KPI driven environments is that every month or quarter the clock restarts and you go again. I really struggled with Burnout when I first started in Recruitment. Recruitment was my first real job where I was responsible for outcomes and my own earning potential.

The harder I worked, the more hours I made myself available, the more money I would earn and more opportunities would come my way. What is even harder is being in a role with constant ups and downs and trying to stay level-headed. If you know me, when things are great, they are amazing.

But when they aren't so great, it's the worst thing ever. So after 9 months of running around, chasing, kicking goals and exceeding targets, when I had my first real bad month (I didn't make one placement) I shut down. I was overtired, rundown and burnt out not only mentally but physically.

It wasn't till Rupert Harvey told me his key to success. "Don't buy into the highs, don't buy into the lows." This one saying has helped me out so much. So make sure you look after yourself! If you need a mental health day take it. If you are feeling burnt out, go back to basics. Doing things like eating well, exercising and getting a good night sleep helps immensely.

How To Create An Elevator Pitch

Tue, 12 Nov 2019 05:06:03 GMT

In my last post “If you are in business, you are in sales” I touched on the fact that in business, even if you aren’t in a sales-driven department, you’re still selling yourself.

I promised at the end of that piece I would share a few tips on how to do just that, and to help you become aware of your own Unique Selling Points (or USPs).

In recruitment, I often see people squirm when asked questions like, “What can you bring to the position”, “Why are you a good fit for this position”, or even, “What are you looking for in your next position”.

But to nail the interview, you need to be confident that you offer a range of USPs, and perhaps more importantly, you need to be able to convince me (and any potential future employer) that you can bring greatness to the role.

The best way to do this is what is called an Elevator pitch: a short, sharp, persuasive pitch that is informative, factual, and to the point.

The idea is to imagine that you’ve stepped into an elevator with someone of importance. Before the end of the elevator ride, you are going to let that person know what it is you do and convince them to continue the conversation outside the elevator. To do this, I like to follow simple steps.

3 Step Process for your Elevator Pitch

1) Explain who you are

2) Explain the problem you solve

3) Explain how and why you do it

So to give an example of an Elevator Pitch:

1) I’m Will, an experienced recruitment consultant of 5 years specialising in Sales Recruitment, Service, and Office Support Recruitment.

2) I help small to medium-sized businesses find the best talent in the market to help them grow and the scale their businesses.

3) I do this by using a range of different digital platforms and networks that allow me to put both parties in touch with each other quickly. I have always loved what I do as it allows me to meet and work with a variety of different people and businesses to generate win-win outcomes.

Once you’ve finished the elevator pitch, you’re able to open up the conversation and move it towards some of the other things you do in your position. Now is the time to talk about the systems you use, the industries you support, and to reflect on some of your past results and achievements.

The most important thing is to make sure you know how to explain yourself. No one knows you like you know yourself. Spend some time pitching yourself, and next time you are at a party or your partner’s work function and someone asks the age old question, “So what do you do?”, you can be confident that you’ll answer like a pro and perhaps create windows of opportunity that otherwise might not have been open to you.

Wriiten by Will McPhee

https://www.linkedin.com/in/will-mcphee