Understanding the Talent Shortage 

The talent shortage is an escalating concern worldwide, impacting organisations across various sectors. This shortage occurs when there are more jobs than qualified individuals to fill them, especially for roles that demand a high level of specialisation. The challenge goes beyond simple vacancies; it disrupts company growth, innovation, and productivity as businesses scramble to secure the right candidates with the right skills. 

Factors Contributing to the Talent Shortage 

Several factors contribute to the ongoing talent shortage: 

1. Changing Skill Demands: As technology evolves, new skills are required across industries. Traditional hiring methods often struggle to keep up, leading to skill mismatches and a gap between available talent and job requirements. 
    

2. Aging Workforce: Many industries, particularly manufacturing and healthcare, face challenges due to an ageing workforce. This leaves significant skill gaps as experienced employees retire, and the younger workforce may lack the specific skills needed to replace them. 
    

3. Limited Talent Pool: With some positions requiring very specialised skill sets, the available pool of qualified candidates can be small. This is particularly true in sectors like IT and engineering, where rapid technological advancements make it hard for formal education to keep pace. 
    

4. Geographical Disparities: Skills shortages can be more pronounced in specific regions. Rural areas, for example, may struggle more than urban centres to attract skilled talent, exacerbating talent gaps for organisations based outside major hubs. 
    

5. New Hiring Preferences: Companies traditionally focused on hiring based on credentials like college degrees may miss out on highly skilled candidates without formal education but who possess specific, in-demand skills. Harvard Business Review highlights the benefits of moving away from degree-based hiring to skills-based hiring, as it allows companies to tap into a wider talent pool. 

Which Industries Are Most Affected by the Talent Shortage? 

While talent shortages are widespread, certain industries are particularly affected: 

• Technology: The demand for skilled workers in artificial intelligence, cybersecurity, and software development has skyrocketed, creating a scarcity of professionals with these highly specific skill sets. 
   

• Healthcare: The pandemic underscored the need for healthcare professionals, particularly nurses and specialists, highlighting a pre-existing talent shortage. This gap is likely to persist as demand grows for specialised healthcare providers. 
   

• Manufacturing and Skilled Trades: With an ageing workforce and few younger people entering these trades, manufacturing faces a significant shortage of skilled workers. Companies need welders, machinists, and other trade specialists to keep operations running smoothly. 
   

• Engineering: Fields like civil, mechanical, and electrical engineering require specialised skills. However, fewer graduates and an ageing workforce mean a shrinking pool of skilled engineers. 

Strategies to Address the Talent Shortage 

Organisations can adopt several strategies to combat the talent shortage: 

1. Rethink Hiring Practices 

Traditional hiring approaches may overlook capable candidates. Embracing skills-based hiring practices over rigid educational qualifications opens the door to candidates who possess practical, job-ready skills. Companies may also benefit by adjusting job descriptions to focus on specific skills rather than titles, making it easier for candidates with non-traditional backgrounds to apply. 

2. Invest in Training and Professional Development 

Investing in training programs helps upskill existing employees, ensuring they acquire the specific skills your organisation needs. This approach can create an internal pipeline of skilled workers who are already familiar with your company’s culture and processes. For instance, offering certification programs or on-the-job training in new technologies can empower employees to take on more specialised roles, reducing reliance on external hiring. 

3. Access the Hidden Workforce 

Many potential candidates are often overlooked due to factors like career breaks, disabilities, or unconventional career paths. These “hidden workers” represent a vast talent pool that could fill crucial skill gaps. Adjusting hiring practices to be more inclusive, such as offering flexible hours or remote work options, can help bring hidden workers into the fold and alleviate talent shortages. 

4. Leverage Talent Offshore and Outsourcing Services 

Offshoring certain roles allows companies to access a global talent pool, reducing the impact of regional shortages. This strategy is particularly beneficial for roles in technology and customer service, where remote work has proven effective. Partnering with a talent acquisition firm can help organisations navigate the complexities of offshoring, ensuring compliance and efficient onboarding of skilled professionals from different regions. 

5. Develop Talent Pipelines 

Building relationships with educational institutions, such as universities or technical schools, creates a pipeline for emerging talent. Companies can also offer internships, apprenticeships, and co-op programs to attract early-career professionals, giving them practical experience while establishing your organisation as an employer of choice. 

6. Improve Retention Strategies 

The talent shortage isn’t just about hiring but also retaining skilled employees. Offering career development opportunities, competitive compensation, and a positive work culture can reduce turnover, allowing companies to maintain a strong, loyal workforce. Regularly gathering employee feedback can help identify and address any issues that might lead to attrition, keeping valuable talent within the organisation. 

How a Recruitment Firm Can Help? 

Combating the talent shortage requires a proactive, multi-faceted approach. Recruitment firms can play a vital role in helping companies navigate this complex landscape by offering expertise, access to hidden workers, and global talent solutions. From identifying the ideal candidate to filling skill gaps, partnering with a recruitment agency provides a strategic advantage in a competitive hiring market. 

Contact us today to learn how our services can transform your recruitment process and bridge the talent gap effectively! 

As the year draws to a close, many businesses find themselves stretched across end-of-year targets, client deliverables, and holiday planning. The last thing you need is the stress of filling critical roles at the last minute. By preparing your team now, you can enter 2025 with a full roster and a strong start.

The Benefits of Proactive Hiring

Organising your workforce before the new year is more than just ticking a box – it’s a strategic move that sets your business up for success. When you have your team in place early, you avoid the January hiring rush, where competition for top talent is high, and the process can be slower due to increased demand.

With your key roles filled, your team is ready to tackle goals from day one. You’ll also be free to focus on essential tasks and business growth without the pressure of recruitment looming over you.

Let PERSOLKELLY handle the recruitment while you focus on what matters

Recruiting top talent can be time-intensive and resource-heavy. That’s why we’re here to take the load off. Our recruitment experts work closely with you to understand your needs and find candidates who are the right fit for your organisation’s goals and culture. With our dedicated team managing your recruitment, you can concentrate on the everyday operations that drive your business forward.

Take Advantage of Our Limited-Time 50% Discount

To make hiring even easier, we’re offering 50% off on all first-order permanent placements for a limited time. This promotion is designed to help you secure the talent you need while saving on costs.

Clare Jackson, Deputy Country Manager at Programmed and PERSOLKELLY, says, “This offer gives businesses the unique opportunity to prepare for a successful 2025 without the usual year-end rush. By allowing our experienced recruiters to find the right people for your roles, you’re giving yourself the freedom to focus on what matters most: running and growing your business.”

Ready to Start the New Year Stress-Free?

If you want to streamline your hiring, now’s the time to reach out. Contact us today to learn more about this exclusive offer and discover how our expert team can make recruitment simple, efficient, and cost-effective. With PERSOLKELLY by your side, you’ll have peace of mind knowing your workforce is ready to meet the demands of 2025.

Job hunting can be a challenge, but it’s all about finding the right match between your skills and what hiring managers are looking for. Beyond just submitting applications, it’s crucial to understand what you’re aiming for in terms of salary expectations, job descriptions, and the skills you bring to the table. Here’s how to navigate the job search and set yourself up for long-term success.

Writing an impressive resume

Think of your resume as your first impression of a potential employer—it’s your chance to stand out! Customise your resume for each application by highlighting your skills and experiences that align with the job description. Keep it simple and well-organised, and make sure it’s easy to read. Using keywords from the job description can also help ensure your resume gets past Applicant Tracking Systems (ATS). A resume that’s well thought out shows that you’ve done your research and are serious about the role.

Building an outstanding online profile

In today’s digital age, an online profile is essential, especially on LinkedIn. Use your profile to showcase your background, achievements, and even skills like project management or data analysis. Networking here can connect you with industry experts, which is invaluable. Plus, having a personal website or online portfolio can further highlight your work and give hiring managers a more complete picture of what you bring to the table.

Preparing for job interviews

Once you’ve secured an interview, it’s time to show how you can deliver great results. Start by researching the company and understanding the role you’re interviewing for. Practice answering common job interview questions using the STAR method (Situation, Task, Action, Result) to help structure your answers with clear examples. This approach allows you to share relevant experiences and demonstrates how you tackle challenges creatively.

When you’re in the interview, remember to maintain eye contact, listen actively, and show genuine interest in the role and company culture. These small actions can help you stand out and leave a lasting impression.

9 Key tips for landing your dream job

• Set clear goals

Get a handle on what you’re looking for, both in the short term and long term. Knowing the type of role you want helps you target the right positions and makes it easier to connect your skills to the job.

• Craft a standout resume and cover letter

Your resume and cover letter are often your first chance to impress, so make them count! Tailor each one to the specific job, highlighting relevant skills, experiences, and achievements.

• Seek guidance from experts

Don’t be afraid to reach out for advice. Talking to a career coach or someone already working in your desired field can provide insights you might not have considered.

• Build a strong professional network

Networking can open doors to opportunities you might not find elsewhere. Attend industry events or engage on social media to build relationships that could lead to collaborative work or even your next job.

• Stay committed to self-improvement

Job searching can be tough, but persistence pays off. Even if you face rejection, stay positive and keep learning. This commitment can make you a stronger candidate in the long run.

• Consider internships for experience

Especially if you’re early in your career, internships are a great way to gain hands-on experience. They can also be stepping stones to full-time roles within a company.

• Prepare thoroughly for interviews

Researching the company and the role shows that you’re genuinely interested. Practice common interview questions and come prepared to discuss how your skills align with the job.

• Leverage social media

Social media isn’t just for staying in touch with friends – it’s a powerful job-hunting tool. Platforms such as LinkedIn can help you find jobs, connect with industry leaders, and stay informed about the latest trends.

• Keep building skills during your search

Don’t just wait for the right job, use this time to learn new things. Taking courses or workshops in areas like data analysis or project management can help you stand out and make you more attractive to employers.

Conclusion

Job searching is all about finding the right fit and putting your best foot forward. From crafting a tailored resume to acing the interview, each step brings you closer to landing that dream job. So, why wait? Explore the job opportunities on our job board and start your journey toward a rewarding career. Your future awaits!

Authored by Linda Oh, Deputy Country Head South Korea, PERSOLKELLY. 

Recruiting is changing fast, with artificial intelligence (AI) and automation transforming the way we find and hire top talent. AI algorithms and powerful tools are making talent acquisition quicker and more efficient. However, the human element remains crucial in recruitment —emotional intelligence and human interaction are irreplaceable. This article explores how recruiters can leverage AI without losing their human touch, ensuring an effective and humane recruitment process. 

The Integration of AI in Recruitment 

AI is now a crucial part of modern recruitment strategies. By integrating AI, recruiters can analyse vast amounts of data quickly and accurately, identifying patterns and insights that were previously unattainable. AI-powered chatbots, for instance, can handle initial screenings of candidate profiles, freeing up recruiters to focus on more complex tasks. 

Embracing AI Without Losing the Human Element 

While AI offers numerous benefits, it’s essential to maintain the human element in recruitment. Emotional intelligence and the ability to connect with candidates on a personal level are qualities that machines cannot replicate. Recruiters should use AI as a tool to enhance their capabilities, not replace them. This balance ensures that the recruitment process remains empathetic and personalised. 

The Benefits of AI Integration 

The integration of AI in recruitment brings numerous advantages, such as: 

– Efficiency: AI can process applications and identify suitable candidates faster than humans, reducing the time-to-hire. 

– Accuracy: AI algorithms can match candidates’ skills and experience to job requirements with high precision, minimising human error. 

– Scalability: AI tools can handle a large volume of applications, making it easier for recruiters to manage extensive hiring campaigns. 

– Bias Reduction: Properly programmed AI can help eliminate unconscious biases, promoting fairer and more inclusive hiring practices. 

Powerful Tools for Modern Recruiters 

AI provides recruiters with powerful tools that streamline various aspects of the recruitment process. From sourcing candidates to scheduling interviews, AI can handle repetitive tasks efficiently. For example, AI-driven platforms can carry out tasks such as resume screening and matching candidates with job descriptions, saving time and reducing human error. By leveraging these tools, recruiters can focus on building meaningful relationships with candidates. 

Leveraging AI for Data-Driven Decisions 

One of the significant advantages of AI in recruitment is its ability to facilitate data-driven decision-making. AI algorithms can analyse vast amounts of data, providing data-driven insights into candidate suitability, market trends, and hiring success rates. This data-driven approach allows recruiters to make informed decisions, improving the overall quality of hires and enhancing the recruitment process. 

Examples of Data-Driven Recruitment 

Data-driven recruitment involves: 

– Predictive Analytics: Using historical data to predict a candidate’s future performance and retention likelihood. 

– Talent Mapping: Identifying potential candidates for future openings based on current market trends and data. 

– Performance Metrics: Analysing data from previous hires to refine job descriptions and recruitment strategies, ensuring better matches in the future. 

The Role of AI-Powered Chatbots 

AI-powered chatbots and virtual assistants are becoming increasingly common in recruitment. These chatbots can engage with candidates, answer queries, and even conduct preliminary interviews. By automating these initial interactions, recruiters can save time and focus on more critical aspects of the hiring process, such as assessing cultural fit and emotional intelligence. 

Enhancing Candidate Experience with Chatbots 

Chatbots improve candidate experience by: 

– Immediate Responses: Providing instant answers to candidate questions, improving engagement and satisfaction. 

– 24/7 Availability: Allowing candidates to interact with the recruitment process at any time, regardless of time zones. 

– Streamlined Scheduling: Automatically coordinating interview times, reducing the back-and-forth between candidates and recruiters. 

Focus on Building Meaningful Human Connections 

Despite the rise of AI, the importance of human connections in recruitment cannot be overstated. Building meaningful relationships with candidates is essential for understanding their motivations, aspirations, and cultural fit. Recruiters should use AI to handle administrative tasks, allowing them to dedicate more time to fostering these connections and ensuring a positive candidate experience. 

Human Interaction in Recruitment 

Human interaction remains vital as it allows for genuine connection and understanding between recruiters and candidates. This direct interaction fosters trust, clarifies expectations, and lets candidates present themselves authentically. Let’s explore on how it is vital: 

– Interviewing: Conducting face-to-face or virtual interviews to gauge a candidate’s interpersonal skills and cultural fit. 

– Onboarding: Providing a personal touch during the onboarding process to help new hires integrate smoothly into the organisation. 

– Networking: Building professional relationships through industry events, social media, and referrals. 

AI and Inclusive Hiring Processes 

AI has the potential to promote inclusive hiring processes by eliminating biases that often affect human judgment. AI algorithms can be programmed to focus solely on candidate qualifications and experience, ensuring a fair and objective assessment. This approach can help organisations build diverse and inclusive teams, fostering innovation and creativity. 

Implementing Inclusive AI Strategies 

By addressing the unique needs and challenges of underrepresented groups, inclusive AI can lead to more innovative and effective solutions. Here’s how to implement inclusive AI strategies: 

– Bias Audits: Regularly audit AI systems to ensure they are free from bias and discrimination. 

– Diverse Training Data: Use diverse data sets to train AI models, ensuring they can recognise and appreciate different backgrounds and experiences. 

– Human Oversight: Maintain human oversight to catch any biases that AI might miss and to ensure fair treatment of all candidates. 

Ensuring the Human Connection in Data-Driven Recruitment 

While data-driven recruitment offers numerous benefits, it is crucial to ensure that the human connection is not lost. Recruiters should use data as a guide, not a replacement for personal judgment. By combining data insights with human intuition and empathy, recruiters can make well-rounded decisions that benefit both the organisation and the candidates. 

Balancing Data and Human Judgment 

Find the perfect harmony between leveraging data insights and harnessing human expertise to drive sustainable growth and innovation. To balance data and human judgment, consider the following steps: 

– Candidate Insights: Use data to gather insights about candidates, then apply human judgment to interpret these insights contextually. 

– Feedback Mechanisms: Collect and analyse feedback from candidates and hiring managers to continuously improve the recruitment process. 

– Personalised Approaches: Tailor communication and interactions based on data insights, ensuring a personalised candidate experience. 

The Future of Recruitment: A Harmonious Blend of AI and Human Skills 

The future of recruitment lies in a harmonious blend of AI and human skills. AI can handle routine tasks, analyse data, and provide valuable insights, but it is the human touch that brings empathy, understanding, and personal connection to the process. Recruiters must embrace AI as a powerful tool while maintaining their focus on building meaningful relationships with candidates. 

Cultural Fit and Emotional Intelligence 

Assessing cultural fit and emotional intelligence are areas where human skills excel. AI can identify candidates with the right qualifications, but it takes a human to determine if a candidate aligns with the company’s values and culture. Recruiters should use AI to narrow down the pool of candidates and then rely on their interpersonal skills to select the best fit for the organisation. 

Preparing for the Future 

To prepare for the future of recruitment: 

– Continuous Learning: Stay updated with the latest AI advancements and best practices in recruitment. 

– Training Programs: Implement training programs to help recruiters effectively use AI tools and develop their human skills. 

– Feedback Loops: Establish feedback loops to continually refine AI systems and human interactions, ensuring an optimal recruitment process. 

Conclusion 

AI and automation are changing the recruitment game, making processes more efficient and decisions more data-driven in this competitive job market. But even with these advancements, the human touch is irreplaceable. Recruiters should use AI to handle routine tasks and provide insights, freeing them to focus on building genuine connections with candidates. By embracing AI without losing the human touch, recruiters can create a more effective, empathetic, and inclusive recruitment process. 

If you’re passionate about blending technology with human interaction in the recruiting world, join our team! We embrace AI in our daily tasks while maintaining the human connection that makes our recruitment process truly exceptional. Be part of the future of recruiting and help us shape a more efficient and humane hiring landscape. Apply today! 

We are thrilled to announce that PERSOLKELLY and Programmed New Zealand, has officially been certified by Toitū – New Zealand’s Carbon Certification body for the prestigious Carbon Reduce certification. This achievement is a testament to our strong commitment to sustainability and environmental stewardship, as well as our determination to achieve our Carbon Zero 2030 objectives. 

Certification as a Commitment to Sustainability 

Programmed’s Toitū Envirocare Carbon Reduce certification showcases our responsible business practices and demonstrates our dedication to reducing carbon emissions. By obtaining this certification, we aim to lead the way in meeting growing market expectations regarding ESG and sustainability. 

What Does Toitū Carbon Reduce Certification Mean? 

Toitū is a renowned carbon certification body that offers three types of carbon certifications: 

1. Toitū carbon reduce certification: Which we have proudly achieved, measures greenhouse gas emissions and implements strategies to manage and reduce their impacts. Compliant with ISO 14064-1 or ISO 14067, it enables us to confidently make carbon claims in any market. We undergo annual independent verification to maintain our certification and demonstrate ongoing carbon reduction efforts. 
2. Toitū net carbon zero certification: Certification in accordance with ISO 14064-1 or ISO 14067, to net zero. 
3. Toitū climate positive certification: Certification for organisations who go beyond carbon neutrality to make a positive carbon impact. 

A Special Acknowledgment 

We extend a heartfelt congratulations to Paul Sacree, Jay Ferguson, the NZ HSE, and Operations teams for their unwavering dedication in obtaining this certification. Their hard work and commitment have brought us to this significant milestone, and we are proud of their achievements. 

Continuing Our Sustainable Journey 

This certification is not the end of our journey; it is just the beginning. We recognise the importance of continuous efforts to reduce our carbon footprint and drive positive change. Together, we will actively play a role in creating a greener, more sustainable future for all of us. 

Let’s delve into the significance of this certification and celebrate the efforts of our exceptional team. 

Authored by See Yang Foo, Managing Director & Country Head, Singapore.

In recent years, the recruitment world has undergone a significant transformation following the emergence of AI-powered tools. AI recruitment tools are becoming increasingly common in the hiring process, from screening candidates to conducting initial interviews. While this AI technology enables an effective hiring process, it also raises questions about the future of human recruiters.

Will AI recruitment systems eventually replace human recruiters altogether?

While AI tools bring undeniable advantages to the recruitment process, it’s crucial to pinpoint which aspects of hiring we can efficiently automate. To improve AI and human recruiters’ collaboration in hiring, we must identify tasks suitable for technology and those needing human involvement.

Therefore, what are the main recruitment tasks that we can efficiently automate?

Our connections on LinkedIn have provided us with insights into the hiring processes that could benefit from AI enhancements. Some of these processes include:

The Rise of AI in Hiring

The existence of AI technology in hiring marks a significant shift in how organisations seek, identify and select potential candidates for job openings. Artificial Intelligence has rapidly evolved to become a game-changer in the recruitment landscape.  

The desire for faster, more cost-effective and fairer hiring processes has driven this technological evolution. Traditional recruitment methods frequently led to extended hiring cycles, missed opportunities and, occasionally, unintended biases. AI aims to address these shortcomings by taking advantage of its ability to analyse huge datasets with unmatched speed and precision.

They identify patterns, extract meaningful insights and make data-driven decisions in real time. Additionally, they excel at identifying top talent, predicting candidate success and optimising the hiring process from start to finish. The move towards AI recruitment isn’t just a trend – it’s a strategic step towards a more efficient, data-driven and fair hiring future.

Four Roles of AI in Recruitment

As AI keeps changing the recruitment industry and altering how recruiters fill job openings, it takes on several important roles in helping organisations and human resources find talent.

Here are four of them:

Enhancing Job Descriptions and Visibility

AI uses advanced natural language processing to create better and more inclusive job descriptions by studying successful previous listings. This can attract a broader range of candidates. Its tools find keywords and phrases, making job postings more visible on different platforms and easier for candidates to find.

Streamlining Resume Screening

AI has significantly improved the initial screening of resumes and job applications. Traditional methods of screening candidates usually involve manual sorting, which is slow and can be unfair. AI-powered applicant tracking systems can quickly review and filter many applications, identifying the best candidates according to set criteria.

Improving Candidate Assessment

Another key area of AI is its creation of predictive analytics tools that assess how well candidates match job titles based on their skills, experience and alignment with the company’s culture. These tools use past hiring data to find trends and connections, assisting recruiters in making informed choices during applicant screening.

Optimising Candidate Sourcing

AI algorithms can search online platforms and databases to find potential candidates with the skills and experience that the offered jobs require. This automation streamlines the sourcing process, enabling recruiters to focus their efforts on building relationships and conducting in-depth interviews.

The transformative power of AI in recruitment is undeniable. It has changed how organisations find their ideal candidate and connect with them, from making job descriptions more inclusive to making the initial screening process more efficient.

Three Advantages of Recruiting with AI

While AI’s involvement in hiring brings many benefits, it’s essential for us to explore the specific advantages it has to offer.

Let’s look at how AI can significantly impact talent acquisition through these three points.

Efficiency

AI is incredibly fast at handling large volumes of data, making the process of finding and hiring qualified candidates much quicker. This efficiency saves recruiters a significant amount of time and resources. They can focus on strategic aspects of talent acquisition as AI can handle data tasks quickly and accurately.

Cost Savings

Automation in recruitment delivers significant cost savings for organisations. It helps save money on advertising by reaching the right candidates efficiently and reduces administrative costs through task automation. In essence, it streamlines recruitment processes, leading to overall cost-efficiency and resource optimisation.

Improved Candidate Experience

AI chatbots and automated emails in recruitment make the candidate experience better. They provide quick updates and feedback, keeping candidates engaged and satisfied. Chatbots answer questions instantly, while automated emails acknowledge applications and offer initial feedback – showing professionalism and care.

Humans and AI: A Cooperative Approach

While AI technology has the potential to enhance and expedite the recruitment process, it’s unlikely to replace human recruiters entirely. Human touch is important for evaluating soft skills, cultural fit and other qualities that AI struggles to assess. Recruiters also play a crucial role in building relationships with candidates and ensuring a positive candidate experience.

The ideal approach is a cooperative one, where AI accommodates the abilities of human recruiters. By automating everyday tasks, AI allows recruiters to concentrate on more important activities like conducting a thorough interview process – be it through in-person or video interviews – and offering personalised support to candidates.

Conclusion

As explored in this blog, AI recruitment is a powerful tool that can potentially transform the hiring process. It can help companies save time and resources by automating repetitive tasks like resume screening and candidate matching. However, as powerful as AI is, it cannot replace the human element in recruitment. Human recruiters play a crucial role in assessing qualities like communication skills, cultural fit and emotional intelligence, which cannot be measured by algorithms alone. 

The future of recruitment is one where AI and human recruiters work together in a complementary way. AI can help automate low-level tasks, freeing up recruiters’ time to build relationships with candidates and clients and assess the intangible qualities that make a candidate a good fit for a role and a company. 

At PERSOLKELLY, we believe that the future of recruitment is a team effort between AI and human recruiters. Our team is leading the way in creative recruitment solutions that leverage the power of AI while valuing the expertise and insight of human recruiters. We invite you to join us on this exciting journey and explore the possibilities of the dynamic world of AI-powered hiring. Connect with us today and learn how you can become a part of shaping the future of recruitment.

If you’re looking for a change to a challenging yet rewarding job, then a role in recruitment could be the perfect move for you. You never know where it’ll take you.

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We’re always on the hunt for great people to join our team. If you’re confident and caring, proactive and passionate, smart and resourceful, and want to kick-start or continue your career in helping others achieve their career goals, then we’d love to hear from you.

To register your interest in a future with PERSOLKELLY, visit our careers page.

By Sonny Subhan, Deputy Country Head PERSOLKELLY Indonesia.

The demand for digital talent has been consistently high in recent years, given the increasing importance of technology and digital solutions. Companies from various sectors depend on employees with digital expertise to drive innovation and develop solutions that enhance efficiency, improve customer experiences and deliver new products and services. 

This high demand is fueled by a significant shortage of digital talent across the globe, with slow talent development and a lack of talent mobility among the contributing factors. To solve this problem, everyone needs to work together – schools, businesses, organisations and the government.  

Our research on LinkedIn aimed to uncover the qualities that future digital talent will prioritise when searching for employment opportunities. With the current shortage of digital talent, these qualities are becoming increasingly valuable and highly sought after.

This article helps business leaders find highly-skilled talent for their digital transformation needs. We believe that understanding candidates, and investing in attracting and retaining them, are the key factors in achieving this goal. Here are seven tips to attract and retain digital talent:

Tip 1: Work on Career Development Strategy and Training Programs

Developing a robust talent acquisition strategy is instrumental in attracting and retaining talent. To find the best talent, it’s important to use more than just the usual methods for hiring. It is crucial to have well-thought-out succession planning in place. Organisations can prevent leadership disruptions and ensure a smooth transition by planning ahead for succession.

Equally, digital professionals value organisations that invest in their growth and development. Talent development programs that focus on new technologies, artificial intelligence, digital technology, industry trends and professional skills help develop employees and demonstrate the organisation’s dedication to staying ahead in the digital world.

Tip 2: Provide Mentorship

Providing mentorship is a powerful tool for retaining digital talent within an organisation. By offering mentorship programs, employers demonstrate their commitment to supporting the professional development of their employees. Mentors can guide and provide valuable insights, helping employees navigate challenges, acquire new skills and expand their knowledge. This personalised guidance fosters a sense of belonging and investment in the organisation, making employees more likely to stay long-term.

Tip 3: Push Employee Development

A common trait in digital professionals is their ambition. They value organisations that can offer professional development opportunities for career path growth and advancement. Companies can attract motivated individuals who want to improve their skill development and knowledge by offering clear paths for career advancement. By actively supporting and investing in the professional development of their digital talents, organisations will increase employee satisfaction and retention rates, attract top-notch individuals and foster a sense of loyalty and commitment.

Considering these factors can be beneficial in the long term and serve as a wise investment for a business. To compete for talent, leaders must take charge and be proactive with their strategies.

Tip 4: Work on Employer Brand

Companies must develop a good reputation as an employer to attract and maintain a diverse workforce in the digital industry. One way is through staff advocacy, an overlooked but essential strategy. Employers must highlight the purpose and interests behind jobs to attract qualified candidates and improve retention. Satisfied employees become enthusiastic advocates, sharing positive experiences through social media and online reviews. This virtuous cycle of staff advocacy creates a strong employer brand that stands out in a competitive marketplace.

Tip 5: Competitive Salaries, Compensation or Benefits

In the competitive digital market, talented professionals are in high demand. So, organisations need to offer good pay to attract them. Employees who receive fair compensation for their work are more likely to feel valued and motivated. In addition, organisations should provide benefits like health insurance, retirement plans, and generous vacation time, allowing employees to take time off to recharge and spend time with loved ones. Organisations can also offer wellness programs or gym memberships, encouraging employees to prioritise their physical and mental health. By providing these benefits, companies can help employees maintain a better work-life balance and ultimately lead happier, healthier lives.

Tip 6: Emphasise Diversity and Inclusion in the Recruitment Process

In today’s world, embracing diversity and inclusion when recruiting new employees creates a positive company culture. When organisations prioritise diversity and inclusivity in the work environment, they can attract a larger range of talented individuals and create a more innovative and creative environment. Inclusivity cultivates a sense of belonging, where individuals feel valued and confident in contributing their unique skills and ideas. Ultimately, prioritising diversity and inclusion in the recruitment process is a win-win for both the company and the employee, leading to a more fulfilling and rewarding career experience.

Tip 7: Revamp Workplace Culture to Fit Digital Transformation by Embracing Modern Technology

Today’s digital professionals thrive in dynamic, tech-forward environments that foster innovation, collaboration and agility. Organisations can create this appealing work culture by utilising digital tools. They can also allow remote work and offer flexible work arrangements that simultaneously lead to a positive workplace culture.

These strategies are particularly attractive to the majority of digital employees. Implementing modern technology and automation streamlines the hiring process and allows digital talent to work more efficiently and creatively.

Conclusion

Talent shortages are a big problem for leaders and organisations worldwide. Hiring people is becoming increasingly difficult – especially for IT and digital jobs, given continuous and rapid technological advancements.

The responsibility lies with all parties to ensure the development and acquisition of new talent in the relevant areas. Hiring Managers must know what job seekers care about to attract and keep them by utilising this knowledge and investing in long-term strategies to entice and hire talented individuals.

How can PERSOLKELLY help you meet the challenge of digital skills recruitment?

We can effectively assist in meeting the challenge of digital skills recruitment through our specialised expertise and comprehensive resources. As a renowned talent solutions provider, we deeply understand the evolving digital landscape and the specific skills required in various industries.

Ready to break the barrier of digital skills recruitment? Please reach out to us today and unlock a world of talent to drive your organisation’s digital success.

Authored by Brian Sim, Managing Director & Country Head Malaysia, PERSOLKELLY.

In today’s rapidly changing world, where technological innovation and digital transformation are pertinent, the way companies hire new employees is also changing. The combination of technology and the fourth industrial revolution has brought about a new era in hiring. One such instance is ChatGPT, a large language model powered by artificial intelligence (AI) that is becoming crucial in this shift towards digital recruitment.

AI tech improves recruitment, enhances customer experiences and positions agencies as top job search engines. For example, businesses can put this cutting-edge tool on their websites to quickly respond to common questions.

Adding ChatGPT as a ChatBot on a company’s website gives job seekers quick and interactive help. This makes the website easier to use and more attractive, simplifying the job search and giving valuable information. It can check resumes quickly, helping professionals find the right skills and qualifications making business processes more efficient.

As technology advances, we wonder: How exactly can ChatGPT make recruitment processes easier?

To learn more about the benefits of this AI-powered tool in the hiring business, we asked our LinkedIn connections for their thoughts in a survey.

Here’s what we have discovered:

 

The Evolution of ChatGPT in Hiring

Employers and job seekers now have different expectations because of the ever-changing job market. The hiring process has changed a lot. Now, people are using AI technologies like ChatGPT, which utilise deep learning.

These large-scale emerging technologies are replacing traditional methods such as manual resume screening, phone interviews and in-person meetings. While the traditional methods have their own benefits, they are often time-consuming, resource-demanding, and liable to human biases. They also fail to meet the expectations of modern candidates. These candidates are tech-savvy and prefer standardised and quick interactions with employers.

The emergence of ChatGPT as a hiring tool marks a departure from these conventional practices. Its advanced natural language processing capabilities allow it to understand and respond to candidates’ inquiries and comments in real-time. This not only enhances the candidate experience but also addresses the growing demand for efficient communication, especially among younger job seekers.

The 4 Pros of Using ChatGPT in Recruitment

ChatGPT can be a valuable tool in the recruitment process as it offers several significant advantages.

Here are the four pros of using ChatGPT in recruitment:

24/7 Availability

ChatGPT is available 24/7, answering candidates’ questions outside of regular work hours – therefore improving a company’s customer service. This availability makes sure candidates get answers when they need them and influences the company’s visibility and appearance.

Being available 24/7 and quickly answering candidate questions has several benefits. It improves customer service, increases company visibility and saves recruiters’ time. This is because it allows for addressing inquiries outside of normal work hours. Integrated with systems like Applicant Tracking Systems (ATS), it streamlines paperwork and enhances overall efficiency.

Time Efficiency

A big advantage of using ChatGPT is that it saves a lot of time, especially at the beginning of hiring. The system can communicate with multiple people at the same time. This saves recruiters from repetitive tasks. It also allows them to focus on more important parts of the hiring process, like thorough screening.

ChatGPT makes screening more efficient, improving hiring quality and speeding up the process by allocating resources effectively. Using resources efficiently speeds up hiring, improving quality and fairness, enhancing candidate experience and boosting the company’s reputation.

Consistent Screening

Using ChatGPT for consistent screening not only guarantees a fair and uniform process but also improves the overall candidate experience. Using impartial automated screening makes the company look good to job candidates. This matches the goal of giving candidates the best experience.

Enhanced Candidate Engagement

ChatGPT significantly boosts candidate engagement, directly leading to reduced recruitment costs. It does this by using data from past conversations to automate first interactions and answer common candidate questions. This lessens the requirement for human effort and improves resource distribution.

The 4 Cons of Using ChatGPT in Recruitment

ChatGPT helps us in recruitment, but we should also think about its disadvantages – especially since it’s a new technology.

Let’s look at them through these four arguments:

Limited Understanding of Context

ChatGPT often has trouble understanding conversations, especially when the questions are a bit tricky. This can affect candidate’s experience as they won’t be getting accurate answers. In times like this, recruiters may have to step in to fix things and strategise on ways to harmonise with ChatGPT.

Lack of Personalisation

ChatGPT typically provides standardised responses and lacks the personal touch that human recruiters can offer. This can possibly affect the long-term relationship with candidates as they often appreciate a customised approach during the recruitment process. They prefer feedback tailored to their skills and experiences. ChatGPT may not be able to deliver this level of personalisation, potentially leading to a less engaging candidate experience.

Inability to Assess Soft Skills

ChatGPT can assess candidates based on their information but struggles to evaluate soft skills such as communication, teamwork, and problem-solving. These skills are often crucial for job performance and cultural fit within a company. Depending too much on ChatGPT for candidate evaluation may cause the company to miss out on candidates with excellent social skills. It could also result in hiring individuals who do not fit well with the company’s culture.

Lack of Emotional Intelligence

ChatGPT lacks emotional intelligence, making it unable to understand the emotional state of candidates during most interactions. In contrast, human recruiters can frequently detect candidates’ stress, enthusiasm or need for reassurance and can adjust their approach accordingly.

These drawbacks shed light on the importance of integrating ChatGPT with human touchpoints at important parts of the hiring process. Recruiters can step in for more emotionally sensitive discussions, such as providing feedback on rejection or discussing complex circumstances. This way, candidates get the care and support they need – making their whole experience better.

Conclusion

While AI tools are beneficial in improving the recruitment process, they have their limitations. These include difficulty understanding context, lack of personalisation, difficulties in assessing soft skills and a lack of emotional intelligence.

To overcome these limitations, integrating this AI model with human recruiters is essential. Recruitment agencies that use both AI and human knowledge find a good mix. They give job seekers personal and emotionally smart help, which makes the experience better. The combination of efficient AI tech and a people-focused approach allows for a more interesting and successful hiring process.

When it comes to the hiring process, using ChapGPT can definitely be complicated. While it may seem like a convenient option, it requires a significant amount of time and effort to use effectively. On the other hand, we can provide a hassle-free process where we take care of everything for you.

Let us help you optimise your hiring process, saving you valuable time and resources.

Authored by Thammaiah BN, Managing Director & Country Head, PERSOLKELLY India.

‘Boomerang employees’ is a phrase that refers to people who leave a company but later return to work there again. This trend has become more popular recently, primarily because of the COVID-19 pandemic which has caused numerous changes in the workforce.

Previous data reveals almost 20% of workers who resigned from their jobs during the pandemic have now re-joined their former employers This is a big opportunity for companies as a significant number of them want to rehire their old employees and are still connected with their ex-employees who had left on good terms. However, this phenomenon could pose a challenge for companies aiming to retain their recently hired staff. These recent hires might want to leave and go back to their old jobs, making it tough for employers to keep their skilled workers.

We have recently conducted a poll on LinkedIn to further explore the motivating factors behind most employers’ decisions in rehiring a boomerang employee.

The chart below represents the results:

 

Should You Become One? – The Pros and Cons

The Harvard Business Review found that a notable 28% of ‘new hires’ were actually people who had left their jobs at the same company in the last three years.

This number raises the question of whether employees should consider becoming one of them. Let’s explore the pros and cons of being a boomerang employee.

The Pros

Immediate Skill Application

Going back to a previous company means that you have the important company knowledge and skill set that can be used right away. This can be beneficial for both you and the employer, as there is no need for an extensive training period that is usually conducted during the onboarding process. Leveraging your acquired knowledge of the company’s systems and processes can greatly cut down costs and time for the organisation.

Efficient Adaptation

As you come back to a company as a returning employee, the process of fitting in and adapting is easier following your previous experience with the company. This will not only speed up the process but also motivate you to channel enhanced output and efficiency without needing excessive training. Additionally, your acknowledgement of the company’s environment and cultural gratitude helps keep things steady and strengthen the values everyone shares. As a result, the team works better together – leading to overall success for the company.

Strong Professional Network

Rejoining your former employer provides you with the unique opportunity to tap into the network of professional connections you have already established during your previous tenure. This network can prove to be valuable in various aspects of your career.

Career Growth Opportunities

When you return to a former employer, it gives you a strong chance to move up in your career – especially if the company values your skills and what you have done before. Even more so when you have a growing understanding of the related industry and insights into the competitors from your prior engagements. They might be able to see your potential and give you more important roles or interesting projects that can be a good fit for you.

Reduced Job Search Uncertainty

During times of economic uncertainty and strong job market competition, going back to a previous employer can provide a comforting sense of stability and security. This becomes even more relevant during the ‘great resignation’ trend, where many people are leaving their jobs. Returning to a workplace you already know well, with its dynamics and culture, can reduce the stress of changing careers.

The Cons

Stagnation and Growth Limitation

While rejoining a previous job can bring immediate benefits like familiarity and comfort, it may also pose the risk of stagnation if the company lacks clear pathways for vertical or horizontal advancement. Without new challenges and opportunities, you might find your career growth limited – potentially hindering your professional development and long-term aspirations.

Residual Issues

Returning to a former employer could mean facing the same problems that made you leave previously. If the company has not fixed issues like management, workplace culture, or other problems, you might feel unhappy again. This can affect how satisfied and engaged you are with your work.

Perception by Peers

When you come back, your coworkers might think you are not very committed or ambitious – as they might believe you did not have better choices somewhere else. This idea could change how you get along with your colleagues, work together as a team and even stop you from getting leadership roles or additional tasks.

Negotiation Power

When rejoining your former employer, you might face challenges in negotiating your terms of employment – including compensation and benefits. The company may assume that your eagerness to return will lead you to accept less competitive offers, potentially putting you at a disadvantage in salary discussions and negotiations.

Adjustment Challenges

Despite your previous experience with the company, returning after a period of absence can still present adjustment challenges. The workplace might have undergone changes, such as new team members, updated policies, or shifts in the company’s structure. Integrating seamlessly back into the work environment may require flexibility and open-mindedness to navigate these changes successfully.

Ultimately, deciding to go back to a previous job depends on your personal situation, what you want for your career and the details of the company’s offer. Considering the pros and cons can help you decide if returning to your old workplace matches your future career goals.

What You Should or Shouldn’t Do as a Boomerang Employee

If you find yourself considering the prospect of becoming a boomerang employee and returning to your former employer, it’s essential to approach this opportunity with a thoughtful and strategic mindset. Reconnect with your former colleagues and bosses, and use these connections for collaboration and support. Make sure to be open to changes and show enthusiasm for returning. Share your outside experiences for fresh ideas and always aim for career growth by expressing your ambition to advance within the company.

Don’t dwell on past issues; focus on making a positive impact in your current role. Adapt well to new team dynamics and follow updated company policies. Expand your network by connecting with new employees to promote a sense of belonging and create growth opportunities. Following these guidelines will help you make the most of your boomerang experience and achieve your career goals in your former organisation.
 

Conclusion

Boomerang employees are on the rise, showing a big change in the professional world. Although being a boomerang employee can offer unique benefits: 

• It is also crucial to weigh the potential drawbacks before making a decision. As you contemplate going back or trying something new, think about your goals and the company’s situation.
• Be open to changes and growth to ensure a fulfilling career journey. Remember, your choice should match your goals and help you improve at work.

Is being a boomerang employee in your future? Are you still uncertain about your next step? Head over to our career page for a fresh and new opportunity with PERSOLKELLY.

In this blog, we discuss the significant role of SMEs in the Australian economy, their limited access to large financial sources, and the challenges they face during economic crises. The post-pandemic recovery creates opportunities for small to medium-sized accounting practices to grow and provide tailored solutions to SMEs. The key is to address SMEs’ unique needs, cost-effective measures and innovative ideas to navigate the current economic landscape.

Small to Medium Enterprises (SMEs) play a significant role in the Australian economy. They contribute 54% to the total GDP across a range of industries, making them the top employers of the nation’s business workforce, with 41% of employees. However, SMEs have limited access to large financial sources, making them fragile during economic crises. The COVID-19 pandemic created supply-side shocks globally, leading to price pressure for SMEs trying to correspond to the market demand.

The Australian economy is recovering from the pandemic quicker than other developed nations, and the recovery period is expected to end by the end of the second half of 2023. This change has significant implications for small to medium-sized accounting practices. As the economy recovers, these practices will have more opportunities to grow their business, service more clients and increase their ability to provide business services, tax consultancy, and financial planning.

With this positive turnaround, there are also more job opportunities for accountants in public practice. Accounting firms are increasingly paying at competitive levels and providing flexibility, support, and mentoring far beyond what commercial enterprises can offer. This shift is a significant change from previous trends where accounting firms paid less than industry/commercial companies.

However, the macroeconomic environment will continue to impact SMEs from various channels, such as reduced consumer spending, inflation, increasing wages, skill shortages, and bad debts. SMEs in high financial debt are at a higher risk of bankruptcy, while those with less financial stress are concerned about lower profit margins. In the first half of the 2023 recovery period, slower business activities, cost-effective solutions, limited employment, and consequently low economic growth are expected.

Therefore, it is essential for small accounting practices to consider these challenges and focus on strategies to support SMEs in these uncertain times. The key is to provide tailored solutions that address their unique needs, including financial support, cost-effective measures, and innovative ideas that can help SMEs navigate through the current economic landscape. This approach will help small accounting practices not only survive but thrive in the post-pandemic economy.

PERSOLKELLY Australia is a leading recruitment company that can help businesses find the right employees to meet their business needs in the Accounting and Finance space. Our experienced recruitment team uses a range of sourcing methods and selection tools to identify and attract top talent. We work closely with clients to understand their specific requirements and culture, ensuring we find candidates who fit the job and the organisation.

Contact us today.

Recruitment is a crucial process for any business, as it helps to identify and attract the most talented and qualified candidates for job openings. However, it can also be a painful and time-consuming task for hiring managers, particularly for those who lack experience in the hiring process. Fortunately, partnering with a professional recruitment company can bring numerous benefits, making it a wise investment for any business.

One of the most significant benefits of outsourcing recruitment is that it saves time and resources. A dedicated recruitment company can handle all aspects of the hiring process, from screening resumes to scheduling interviews, allowing hiring managers to focus on their core responsibilities. This can be particularly beneficial for small and medium-sized businesses that do not have a dedicated HR department, as it can help them avoid the cost of hiring additional staff.

Another key advantage of working with a  recruitment partner is the access to a wider pool of talent. Recruitment companies typically have a vast network of candidates, including passive candidates who are not actively looking for work but may be open to new opportunities. This can be especially beneficial for businesses seeking to fill specialized or hard-to-fill positions, as it can be challenging for internal recruiters to reach these candidates.

Finally, outsourcing recruitment can also lead to better-quality hires. Professional recruiters have extensive experience in assessing candidate skills, qualifications, and experience. They can use their expertise to identify the best candidates for the job and ensure that they are a good fit for the company culture. This can help businesses reduce the risk of hiring the wrong candidate, which can be costly in terms of time and resources.

Partnering with PERSOLKELLY can bring numerous benefits to businesses, including saving time and resources, accessing a wider pool of both passive and active talent and making better-quality hires. By leaving recruitment to the experts, hiring managers can focus on their core responsibilities and ensure that their business has access to the best talent available.

Contact us today.

In conjunction with International Women’s Day, PERSOLKELLY spoke with Amelia Collins to talk about her role as a leader in the workplace, what inspires and defines her to “Work, and Smile” in her work and personal life, and her views on diversity, inclusion, and equality (DI&E).

Amelia currently leads the Marketing and Branding team at PERSOLKELLY and Programmed Staffing for the APAC region as Regional Director, Head of Marketing. She is known for being passionate about her work. She believes that finding meaning and purpose in your work is crucial to having the energy to take on challenges and be creative. Amelia is always looking for new ways to solve old problems and inspire and motivate others to do the same.

Amelia is also a qualified fitness instructor in indoor cycling, strength training, barre, and TRX, among others. She is married and a mother of one child and a stepmother of one daughter.

Read more about Amelia and her views on leadership below. We hope her story will inspire women in the workplace in one way or another.

Q: When you started your career, did you envision playing the role you’re in today?
AC: Actually, I have never spent too much time thinking too far into the future, and I am not the kind of person who sets lofty goals. Instead, I like to focus on doing well where I am at the moment, and then set goals that are challenging but achievable – I call that micro-ambition, meaning I work with purpose and intention to achieve whatever I have in front of me at the moment.

Q: Please tell us how you got a job in the recruitment industry.
AC: My experience in marketing and branding initially brought me to Programmed as a consultant to help the Australian and New Zealand team to build their digital marketing capabilities. That said, I have always been interested in HR and recruitment. So, when I was offered the opportunity to join this large and leading company, I jumped right in.

Q: Now that you are leading the marketing and branding team at PERSOLKELLY and Programmed, what are your thoughts on the role of a female leader in the workplace and what makes a good leader?
AC: In my opinion, having female leaders in the workplace should be as normal as it is in any other role in life. The truth is, women take on leadership roles every day – as mothers, sisters, friends, and partners – all of which require similar and complementary skills to those needed for successful leadership in the workplace. Skills like listening, coaching, pragmatism, discipline, communication, the ability to see both short and long-term, adaptability, multitasking, and prioritisation. And these are skills we often learn outside the workplace that can contribute to how we behave and perform in the workplace.

With that in mind, no workplace should lack women leaders because the world is made up of them. I believe that a good leader is curious, open-minded, interested, and interesting. Great leaders do not have to be the best at everything; they build trust and know how to bring out the best in others.

Q: How do you balance your career, your personal life (as a wife and mother), and your passion? Do you think there is such a thing as balance?
AC: I personally believe that there is no real or true work-life balance because balance suggests all things are equal. For me, it’s more like juggling; I juggle a whole range of things – my family and parenting roles, friendships, mental and physical health, my passions, travel, and of course, my professional role.

There will be some days, weeks, or even months when my work gets the best of me. And to deal with this, I need to acknowledge, accept, and take a few things out of the juggle when this happens. That then helps create space to fill it back up with the elements that make it all worthwhile. And if I feel things are too overwhelming, I will always prioritise sleep, because without sleep we will never be our best for ourselves or others.

Q: What do you think about the implementation of diversity, equity, and inclusion (DEI) in the workplace?
AC: Diversity, equality, and inclusion are essential to a successful business. For far too long, businesses, corporations, and governments have ignored the gaps. And when there are gaps in corporate culture, those small gaps create big holes in a company. And without a real focus on accelerating change to create diverse, equitable, and inclusive workplaces, many companies will continue to operate with blind spots and fail to achieve what is possible.

That’s why we should all strive for a workplace that reflects the community – not just our local community, but a global community.

Q: What do you think are the challenges women face in the workplace today, and how do you think they can be overcome?
AC: In most cultures, women are still expected to be the primary caregiver for children, ageing parents, or extended family. Recognising and supporting this important leadership role that women play outside of the workplace will only benefit the culture and performance of these people in a company.

Women often face workplace cultures or individuals within those cultures whose thinking has not evolved to understand and appreciate the importance of DEI. This is a challenge. When I feel challenged by these people or actions, I choose to rise above them or find a way around them.

Q: What advice do you have for women who want to advance their careers?
AC: I was once told to never apologise for being ambitious. Because it means you care. Set achievable but challenging goals – on a micro or macro level. A great leader will give you honest and open feedback so you can grow. They would never discourage you from aiming for the next position without giving you clear feedback on the steps you need to take to get there, whether in terms of skills, behaviours, or experience.

Q: Who are the women that have inspired you?
AC: The women I often admire are athletes. I find their commitment to their craft and the discipline with which they need to succeed inspiring. High performance combined with healthy behaviours – that’s how I try to live.

But the women who have shaped me are those who have given me honest advice in my life so far, and who have allowed me to reflect, grow and achieve.

Q: Lastly, how would you incorporate “Work, and Smile” into your work and how would you share PERSOLKELLY’s vision with your employees and clients?
AC: “Work, and Smile” to me is working with purpose and meaning. To achieve that, we first need to find an industry we believe in and then a company that aligns with our values. Be micro-ambitious, do well with what’s in front of you, and you will work and always smile. For me, “Work, and Smile” is about being a great leader, so I can support and empower them to create their own purpose of “Work, and Smile”. And to bring this to life, I’ll keep talking about it, sharing it, and encouraging others to do the same.

“Work, and Smile” can be lived every day – in moments big and small.

Conclusion
At PERSOLKELLY, we want to recognise the presence of every woman and her contribution to the workplace. As a company, we are committed to providing equal opportunities for all genders and helping women find well-suited/desired roles in the marketplace. In line with our vision of “Work, and Smile”, we believe in putting people first and creating a positive workplace culture where they can thrive and grow to be effective leaders. In the words of Michelle Obama, “There is no limit to what we, as women, can accomplish”.

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We’re always on the hunt for great people to join our team. If you’re confident and caring, proactive and passionate, smart and resourceful, and want to kick-start or continue your career in helping others achieve their career goals, then we’d love to hear from you.

To register your interest in a future with PERSOLKELLY, visit our careers page.