FAQS & RESOURCES

Candidate FAQs

Permanent Candidates

  • 1. Do you charge for finding me a new role?

    No, we don’t charge you for helping you to find a new role. All the support we give you is free, because we’re paid by your prospective employer.

  • 2. I have used agencies before and they never got back to me. Why are you different?

    We treat everyone the way we want to be treated ourselves, which means that we always do the right thing. We do what we say we will and we’re good to work with.

  • 3. I resigned from my role and my employer made me a counter offer with more money. What do I do?

    Have a think about why you wanted to leave in the first place. If you’ve outgrown your role, more money will only keep you so long if the role isn’t going to change.

  • 4. Will my resume ever be sent to companies without my consent?

    Never. We always seek your permission before sending your resume to a client.

  • 5. What are the advantages of applying for jobs through an agency?

    We negotiate on your behalf, keep you informed of any new jobs on the market and provide advice and support through the whole process.

Temporary Candidates

  • 1. What type of visa do I require to work in Australia?

    Most of our international temps are on working holiday visas – visit www.immi.gov.au/immigration to find out the current details.

  • 2. How do I register with your agency?

    Send your resume to our temp team and we’ll get in touch to arrange a time for your to interview and take a skills test at our offices.

  • 3. How will I need to dress for interview?

    We always recommend putting your best foot forward by suiting up or wearing the best that you can afford. Our Job Seekers section also has some helpful information on succeeding at interview.

  • 4. How much time should I set aside for interview?

    You’ll need about an hour, because you will also fill out a registration form and perform some skills tests (unless you’ve already done them online before coming in).

  • 5. What do I need to arrange so you can pay me?

    You will need to give us the BSB, account number and account name of your Australian bank account, superannuation fund details, and your Australian Tax File Number.

  • 6. Do I get paid for holidays and public holidays?

    Not usually. Under the Award you are only paid for the hours you work.

  • 7. What day do I get paid?

    Every Monday so, depending on who you bank with, you should have access to your pay on Monday or Tuesday.

  • 8. When do I have to submit my timesheets?

    Every Friday, using our online timesheet system.

  • 9. What experience do I need to work as a temp for Cox Purtell?

    We recruit for a broad range of industries, and are always looking for experienced business support, government, legal support, accounting, finance, sales, marketing, communications and client services people.

Candidate Resources

Our candidate resource centre is your one-stop shop for everything you need to help land your dream job!

Just click the links below for our helpful guides.

Interviewing


Resumes


Helpful Blogs

By Tahlia McRae 13 Mar, 2024
Q&A with James on Milestones, Memories, and the Future of Our Business As CP celebrates three decades of growth, innovation, and resilience, it's a momentous occasion to sit down with our esteemed leader, James, to reflect on the remarkable journey that has brought us to this milestone. With thirty years under our belt, we've weathered storms, embraced change, and achieved milestones that have shaped not only our company but the lives of everyone involved. In this exclusive Q&A session, we delve into the heart of our journey, exploring the pivotal moments, challenges overcome, and the vision that propels us forward into the future.  Join us as we celebrate the past, present, and the boundless possibilities that lie ahead. Looking back on the past 30 years, what inspired you to join recruitment, and how has that initial vision evolved over time? There were probably a few things conspiring to draw me into recruitment. I loved business generally and I’ve worked in ‘service’ businesses from a young age. I also love working with people (most of the time). I admired the success of my Mum in work and all the women in the business she worked for at the time, Centacom. I also admired my Mum as a business founder and I watched all the struggles and successes of the early days. Maybe there were some genetics at play too. Can you share some key milestones and achievements that stand out in Cox Purtell’s journey over the last three decades? I think the successful sale and handover of business from the founders, Jill & Liz, to my business partner (Trish) and myself. Navigating GFC and Covid fairly successfully and intact are proud achievements. There are a few incidents that will need to wait until the book release 😊 How has the recruitment industry changed since you joined CP, and how did you navigate through these changes? It’s both changed a lot and not at all over my 20+ years. Firstly, it’s always been and remains a service and relationship business – this hasn’t changed. The technology has. I caught the end of paper resumes being faxed and posted in and print advertising. I’ve been in since the beginning of Seek and the other job boards. As well as the crm’s and ats’s replacing paper candidate files and timesheets. And now the promise of AI and all that it might bring. To be honest, all of the tech hasn’t necessarily improved productivity and I think has negatively impacted service levels as people hide behind email and text. Some tasks are made easier but volumes (of ad response) have increased exponentially. In the end, it’s a people and service business and that has to stay front of mind. If you could go back in time to the first year of working with CP what piece of advice would you give yourself? Other than suggesting that I should be a doctor, pilot of software engineer, I would tell myself early that customers don’t just come into the business – you have to work hard to find them, work hard to win them and fight damn hard to keep them – there’s always someone nipping at your heels. Reflecting on the early years, what were some of the biggest challenges you faced in establishing and growing with the company, and how did you overcome them? Personally, for the first 5 years I was not very focused on my career and was more interested in being social – it’s hard to be a successful recruiter if you’re not committed to it and living and breathing it. It’s not a 9-5 job. How has the company's culture evolved since its founding? The culture is dynamic and all about the people in the business at the time. So in that sense it’s always changing – what hasn’t changed is underlying desire to do the right thing. Not all the people all of the time, but enough have at any one time to keep that as a core cultural dynamic. Can you highlight some memorable success stories that have had a significant impact on both candidates and clients? One of my most memorable success stories is collaborating with a large Federal Govt Department to build and grow a new service they were offering to help the Australian public. The initial service provider had dropped the ball and we came in and dramatically improved the quality of hire. Ultimately, we recruited hundreds of people into the organisation and many of them are still there or promoted to this day (a decade later). The service offering to the Australian Public is one of the best run in the country and it’s nice to know we played a small part in that success. Can you tell us your most memorable placement? Probably my first placement which was with an elite Private School in the CBD and it was the candidates first professional job out of school. It was only a small placement in terms of a fees but it was very satisfying because the client was delighted with the candidate and the candidate was over the moon. She also stayed with he client for many, many years. I think you never forget the first one where you have done all the work from start to finish. How has your approach to client relationships evolved, and what strategies have contributed to long-lasting partnerships with businesses over the years? I was always taught that recruitment is service and excellent service is sales and that hasn’t changed. Being genuine and not overpromising but over delivering is basic but key. Looking back, are there any decisions that you would have approached differently in hindsight, and what lessons have you learned from those experiences? A lot. Mostly around people. There are people I wouldn’t have hired and shouldn’t have hired and some I wish I had. There was a time where thinking we needed to be bigger was important and then after starting down that path realising that it’s not important. Striving for greatness (productivity & profitability) is better than striving to be bigger (pure sales). I’m sure both are possible but it’s not easy and at some point growth negatively impacts service. We’re all about service. How have you maintained a competitive edge in a dynamic industry, and what strategies have been crucial in staying ahead of the curve? Staying focused on service and the people first. We’ve sometimes strayed too far out of our lane and that’s not normally worked for us. Being open to new technology is important but equally being able to wade through and work which are the technologies that will help and which just suck up your time and money. As a leader, how do you balance the need for growth and profitability with maintaining the company's core values? That is always challenging and a balance I regularly get wrong. At my core, I’m a believer in and backer of people. Sometimes I can tend to backing people longer than is good for them, the team and the business. The challenge can come where the lack of progress for an individual can impact the morale of the broader team – that can be a challenging balance to find for me personally. The reality is recruitment is hard to be good at and not everyone will make it – sometimes the kindest thing to do for someone can be to counsel them towards another career or firm. Looking ahead, what are your aspirations for the company's future? We are on a continuous evolution as a business to keep improving what we do - including being more productive per person rather than just increasing the revenue line, focusing on quality service, sustainable, profitable growth and being a role model corporate citizen. We strive to achieve this through combining the latest technology with the human touch and holding on to our awesome people as long as we can by keeping them engaged and professionally growing and challenged. But we also understand work is just one part of our people’s lives.
By Tahlia McRae 20 Feb, 2024
In the digital age, LinkedIn has emerged as an indispensable tool for professionals seeking to advance their careers, expand their networks, and showcase their expertise. However, merely having a LinkedIn profile is not enough; to truly reap the benefits of this platform, one must understand how to strategically leverage its features. In this blog, we'll explore how you can optimise your LinkedIn presence to enhance your professional brand and unlock new opportunities. 1. Optimise Your Profile: Your LinkedIn profile serves as your online resume and professional showcase. To make a strong first impression, ensure that your profile is complete, accurate, and up-to-date. This includes a professional photo, a compelling headline, a detailed summary highlighting your skills and experience, as well as comprehensive sections detailing your work history, education, and relevant accomplishments. Use keywords related to your industry and desired roles to improve your profile's visibility in search results. 2. Build Your Network Strategically: Quality trumps quantity when it comes to building your LinkedIn network. Instead of indiscriminately sending connection requests, focus on connecting with individuals who are relevant to your industry, career goals, or interests. Personalise your connection requests with a brief message explaining why you'd like to connect, whether it's a shared interest, mutual connection, or potential professional synergy. Engage with your existing connections by commenting on their posts, endorsing their skills, and congratulating them on milestones to nurture and strengthen your relationships. 3. Share Engaging Content : Position yourself as a thought leader and industry expert by sharing valuable content on your LinkedIn feed. This could include industry insights, informative articles, relevant news, or even original content such as blog posts or videos. Aim to provide value to your network and spark meaningful conversations. Don't be afraid to express your opinions or share personal anecdotes—authenticity and transparency can help you connect with your audience on a deeper level. 4. Engage with Your Network: Networking on LinkedIn is not a one-way street; it requires active engagement and interaction. Take the time to like, comment, and share content posted by your connections, and don't hesitate to initiate conversations or reach out to individuals directly. Offer assistance, share resources, and congratulate others on their achievements to demonstrate your genuine interest and support. Engaging with your network not only strengthens your relationships but also increases your visibility and credibility within your professional community. 5. Utilise LinkedIn Features: LinkedIn offers a variety of features and tools designed to help you showcase your skills, expand your network, and stay informed. Take advantage of these features, such as LinkedIn Groups for networking and discussion, LinkedIn Learning for skill development, and LinkedIn Events for attending or hosting professional gatherings. Additionally, consider publishing articles or posts on LinkedIn's publishing platform to establish yourself as a thought leader in your field and reach a wider audience. By implementing these strategies and actively engaging with the LinkedIn platform, you can position yourself for success and unlock a wealth of professional opportunities. Remember that building a strong LinkedIn presence is an ongoing process, so continue to refine and update your profile, nurture your network, and stay active in your industry community. With dedication and strategic effort, LinkedIn can become a powerful tool for advancing your career and achieving your professional goals.
By Craig Nel 07 Feb, 2024
Australia's tech landscape is booming, but a critical challenge lurks behind the glowing screens: the IT skills gap. This issue is causing ripples throughout the industry, posing a significant hurdle to business growth. Last year’s AIIA Digital State of the Nation report paints a concerning picture, highlighting skills shortages as a major roadblock for Australian businesses. While financial constraints and supply chain disruptions remain challenges, the report emphasizes the growing impact of talent scarcity. Here's a closer look at the key findings: Skills Shortages Take Centre Stage: The report identifies talent shortages as a top inhibitor to business growth, alongside other concerns. While its severity compared to other factors may require further analysis, there's no doubt it's a pressing issue. The Global Hunt for Tech Talent: Australian organisations are increasingly searching abroad for skilled professionals, with fields like AI (56%) and cybersecurity (40%) witnessing some of the highest demand for outsourced talent. The AI and Cybersecurity Pinch: Finding top-tier talent in these specialized fields is particularly challenging, creating significant strain on businesses. While the "panic stations" phrasing is metaphorical, the sentiment reflects the real concerns expressed in the report. But fear not! There are ways to bridge this gap. Here are some strategies for both employers and job seekers. Employer Strategies: Bridging the Talent Gap Invest in Upskilling and Reskilling: Empower your workforce by providing training programs tailored to industry needs. Upskilling existing employees equips them with relevant skills and keeps them engaged. Collaborate with Educational Institutions: Partner with universities, vocational schools, and coding bootcamps to ensure their curriculum aligns with real-world demands. This bridge between academia and industry fosters a talent pipeline equipped for the modern tech landscape. Embrace Diversity and Inclusion: Proactively recruit from underrepresented groups in tech. Diverse teams bring a wealth of perspectives and experiences, fostering innovation and creativity. Offer Flexible Work Arrangements: Attract and retain talent by providing flexible work hours or remote work options. In today's digital world, location shouldn't limit opportunity. Job Seeker Strategies: Navigating the Digital Maze Commit to Continuous Learning: Stay ahead of the curve by actively seeking out new knowledge and skills. Online platforms like Coursera and edX offer a treasure trove of learning resources to expand your digital arsenal. Network, Network, Network: Step away from the virtual world and attend industry events and meetups. Connect with potential employers and discover hidden opportunities. Think of it as tech-powered speed dating! Gain Practical Experience: Internships and apprenticeships provide invaluable hands-on experience in real-world tech environments. They're your crash course into the challenges and rewards of a tech career. Sharpen Your Soft Skills: While technical skills are essential, don't underestimate the power of communication, teamwork, and problem-solving. A well-rounded tech professional is a true asset. While the tech skills gap presents challenges, it also serves as a chance for transformation. Through embracing change, encouraging collaboration, and nurturing individual talents, we have the potential to construct a robust tech ecosystem that benefits us all. The future holds promise, and the ability to shape it is within the grasp of each individual.
By Jason Pretorius 24 Jan, 2024
Any Sufficiently advanced technology is indistinguishable from magic – Arthur C Clarke. The Caveman who first produced fire was likely to have been treated as a deity amongst mortals. A System Engineer before Y2K was treated with the gravity of a Prophet (of Doom, but still a Prophet). The next step in the professional technology evolution will be significantly more profound. Never before have lay people been as educated or interested in modern technology as they are now. The curtain has been pulled back on what was once magic to them. Technology advances have traditionally disrupted business & society. Technology has stripped bare industries by forcing change with little regard to how society has had to scramble to keep up. For the first time, technology itself is being disrupted. The impact of AI on the production of technology as well as the Professionals of IT could be as disruptive as the discovery of fire, the invention of the wheel or the invention of the internet. I’d go a little further and suggest that not since the invention of the internet has the technology world been shaken to this degree. Like any technological leap, humans will adapt and evolve. It’s usually just a question of how quickly. The tools you currently use to produce and ship software could become obsolete. Hmm... that’s a strong statement. Maybe it’s fairer to say that your knowledge of a tool will no longer be your marketable skill. Not when AI can produce code quicker and easier than you can. The class divide will broaden between those who can only sling tools & those who exploit tools to engineer solutions. We will see a labour class emerge under leadership/engineering/crafting. Your value will become the resourcefulness you use to leverage those tools, be it Copilot in .NET, UiPath or Python, with the aim of producing business outcomes. AI is inevitable in some form, your best bet as a professional is to embrace it in all its glory (or horror). Grab the tiger’s tail, and learn to sling the beast in clever ways to produce outcomes in business. This is where your value lies. This blog was written by our Practice Manager, Jason Pretorius.
By Tahlia McRae 08 Jan, 2024
In the realm of job interviews, the standard questions often revolve around qualifications, experiences, and strengths. However, stepping off the beaten path with unconventional interview questions can offer a fascinating window into a candidate's psyche, revealing aspects that traditional inquiries might overlook. The Unusual, the Quirky, and the Insightful Interviews serve as a bridge between a candidate's qualifications on paper and their suitability for a role within a company's culture. Unconventional questions, such as "If you were a pizza topping, what would you be and why?" might seem whimsical at first glance, but they unearth profound insights into a candidate's personality, thought process, and ability to think on their feet. Unveiling Personality Traits Consider a question like, "What fictional character do you most relate to, and why?" This question might appear playful, yet the response can reveal a candidate's self-awareness, values, and how they perceive themselves in different situations. A person identifying with a character known for resilience might showcase their determination and ability to overcome challenges. Assessing Problem-Solving Skills Creatively "Describe how you would explain the concept of a 'black hole' to a 5-year-old" is not your typical interview question. However, it can gauge a candidate's communication skills, adaptability, and ability to simplify complex concepts. It also demonstrates how effectively they can tailor their message to different audiences—a valuable trait in many roles. Understanding Adaptability and Innovation Questions like, "If you were given an elephant and couldn't sell it or give it away, what would you do with it?" might initially stump candidates. Yet, this question assesses creativity, problem-solving abilities, and the capacity to think outside the box. The response often reveals a candidate's resourcefulness and willingness to approach challenges with innovation. Enhancing Cultural Fit Assessment As companies increasingly focus on cultural fit, questions like, "What's the last song you listened to, and why does it resonate with you?" delve beyond professional qualifications. They offer insights into a candidate's interests, values, and potential alignment with the company's culture, fostering a more holistic understanding of the individual. Embracing the Unconventional Unconventional interview questions inject an element of surprise and playfulness into the interview process, encouraging candidates to exhibit their authenticity and creativity. While traditional questions assess skills and experience, these offbeat inquiries uncover traits like adaptability, problem-solving prowess, and cultural alignment, painting a fuller picture of the candidate. Remember, the goal isn't to catch candidates off guard but to foster a space where they can showcase their personalities, approaches, and unique qualities beyond what a standard interview might reveal. By embracing the unusual, recruiters and hiring managers can unlock deeper insights and find the ideal match for their team and company culture.  In your recruitment endeavours, consider integrating a few unconventional questions into your interview repertoire. You might be surprised by the depth of understanding and the richness these inquiries bring to your candidate assessments.
By Tahlia McRae 13 Dec, 2023
As the year draws to a close, forward-thinking companies are already setting their sights on the upcoming year's recruitment strategies. Strategic recruitment planning isn't just about filling positions; it's about aligning hiring goals with yours and your clients vision, refining job descriptions, and adopting effective sourcing strategies to attract the best talent. Step 1: Reflect on Previous Year's Efforts Begin by evaluating the effectiveness of your recruitment strategies in the current year. Identify what worked well and areas that need improvement. Use this evaluation as a foundation to refine and enhance your approach for the coming year. Step 2: Set Clear and Measurable Goals Define specific, measurable, achievable, relevant, and time-bound (SMART) goals for your efforts in 2024. Consider factors such as the number of positions to fill, desired quality of hires, diversity initiatives, and improvements in the recruitment process efficiency. Align these goals with the company's overall strategic objectives. Step 3: Job Description Refinement Review and refine existing job descriptions to ensure they accurately reflect the role's requirements, responsibilities, and your clients company culture. Emphasize the company's values and mission to attract candidates who resonate with the organisation's ethos. Use clear language and focus on outcomes to attract the right talent. Step 4: Develop a Comprehensive Sourcing Strategy Consider multiple channels for candidate sourcing. This could include: Internal Referrals: Leverage your existing networks by implementing an employee referral program. Online Platforms: Utilise job boards, professional networking sites, and social media platforms to reach a broader audience. Networking Events: Attend industry-specific conferences, career fairs, or networking events to connect with potential candidates. Partnerships: Collaborate with educational institutions or industry associations to tap into fresh talent pools. Step 5: Embrace Technology and Automation Leverage technology to streamline and enhance the recruitment process. Applicant Tracking Systems (ATS) can help manage applications, automate communication, and track candidate progress efficiently. Consider utilizing AI-powered tools for resume screening to save time and focus on top-quality candidates. Step 6: Cultivate a Positive Candidate Experience Create a seamless and engaging experience for candidates throughout the recruitment process. Communicate clearly, provide timely feedback, and personalise interactions. Remember, a positive candidate experience can significantly impact your brand and attract top talent. Step 7: Implement Diversity and Inclusion Initiatives Embed diversity and inclusion into your recruitment strategy. Encourage diverse hiring panels, utilise unbiased language in job descriptions, and actively seek candidates from underrepresented groups. Building a diverse workforce enriches perspectives and drives innovation. Step 8: Continuous Evaluation and Adaptation Regularly monitor and evaluate the effectiveness of your recruitment strategies. Analyse data, seek feedback from candidates and hiring managers, and adapt your approach accordingly. Flexibility and adaptability are key to staying ahead in a dynamic job market. Setting the Stage for Success By following these steps and approaching recruitment planning strategically, companies can position themselves to attract top talent and build a robust team in 2024. Remember, recruitment planning is an ongoing process that requires agility, innovation, and a commitment to excellence. Embrace change, refine strategies, and stay aligned with your vision to achieve recruitment success in the coming year.
By Jade Kytic 27 Nov, 2023
In case anyone has been living under a rock, in November, the Cox Purtell team got glammed up and took home a win at the 2023 TIARA Awards. We were finalists in 3 categories and won the award for the Back-Office Team of the year for 2023! The spotlight often shines on the frontlines - and with a team like ours, we understand why! But it is awesome to be recognised for this award as we work really hard to make sure our processes and operations are effective and seamless for us. For a small business, it can be seen as unusual to have a robust team behind the scenes but we truly believe in making the work lives of our team easier operationally so they can focus on what they are the best at, providing the best service to our candidates and clients. Whilst our frontline team listen to what our candidates and clients really want, our back-office team listen to what our team really want. And over the last 12-months, we have achieved so much, from audits, system roll outs to new reporting, our new EVP (more to come!), our success is in our staff and their commitment to their growth at CP. A thank you to the judges and organizers of the awards for shining a light on the often-overlooked efforts that happen behind the scenes. And a HUGE thank you to the CP Leadership team and the rest of the business, we wouldn't be the best without your trust and support. - Jade Kytic, People & Culture Manager
By Zoe Rogers 13 Nov, 2023
The key word here is “partnering”, as working with a recruitment agency should really be just that, a partnership. Whether you’re looking for a new role or needing help sourcing staff for your team or organisation. Recruiters are trusted advisors in their fields and really there is no downside to having a strong recruitment agent in your network. The recruitment market is always changing, throughout the year there are peaks and troughs just like a lot of other industries. Having a partner in recruitment can help you to navigate what can sometimes feel like a minefield. You also don’t need to feel like every interaction you have with a recruiter will result in a financial transaction. Did you know you can simply call your trusted recruitment partner and ask them for advice? Free of charge! You didn’t know that? Well take it from me, recruiters also love to feel like we know a lot. Don’t get me wrong, we love it when we are working with great clients and candidates alike to discuss open roles but what most people don’t know, is we also love when people come to us for help or advice. It makes us feel important and we absolutely love it! This also has so many benefits for you, some points below outline how a recruitment agent can be your ultimate source of knowledge! Job seekers: · It’s been a while since you’ve been a candidate on the market, you don’t know whether it’s a good time to be looking for a role in your industry, a recruitment agent can give you insights into what is happening in the market right now. · You may also need help with your CV – does it read well? Does it highlight the key skills and experiences to put you ahead of other candidates? Are there any tips that a recruiter could offer? · Maybe your interviewing skills are a bit rusty, and you need someone to guide you. Or you’ve simply never been given feedback from an interview before so you’re not even sure if you’re good or bad in an interview. Recruiters can give you advice and tips on the do's and don’ts of interviews. · You may be new to the area or the country – a recruitment agency has loads of contacts! They can support you and inform you of roles that may not be advertised, put you in touch with their network. · Think of a recruiter as your own personal career guidance councilor. The good ones are going to help and support you through your job search. Hiring managers: · If hiring staff isn’t your everyday job and you actually have your own job to do and you’re overwhelmed with having to find the time to recruit on top of everything else – then recruiters can help you save time! Sourcing and pre-screening candidates can take up a lot of time, that’s if you have candidates to call and you don’t have to do any head hunting! If you’re lucky to find candidates that you like, you then have to think about interviewing and you’ll want to interview more than one person, and probably do more than 1 stage interview…..(sounds exhausting!) All of this, on top of your actual job can take weeks, maybe even months and by that point, candidates could have found other opportunities and you’re back to square one. Whereas, if you have a recruitment agent on your side, all of that work, time and added stress is removed from you. · You also haven’t actively been involved in hiring before and you have no idea what the job market even looks like to be able to give you an idea of how long the process could take you. A recruiter can give you guidance on salaries and what the candidate market looks like right now as they are part of it daily. · Recruitment agencies have an in-depth understanding of the job market and can tailor their talent search to meet specific needs . They will have access to a pool of pre-screened, qualified candidates, saving both time and resources in the hiring process. · A recruitment partner (if chosen well) can act as an extension of your team and organisation. If you’ve got a good relationship with them, they could be championing your business to a pool of extraordinary candidates. They would also have a real understanding of the type of person that’s going to fit well into your team culturally and be able to ensure a higher likelihood of long-term success. · Recruitment agencies will also have “hot” candidates on their temp desk . These are candidates that have strong previous experience and are quick starters – they may be free to support your team as early as tomorrow. A good agency and recruiter should be keeping their pool of candidates up to date and current as people’s availability can change sometimes by the hour – it’s a competitive market. If you’ve got a last-minute project or request, call your recruiter, they have the perfect candidate to help you . AND they’re taking on all the risk – they pay their salary, their tax and insurances. All you need to do is welcome a new candidate, onboard, treat them like on of your team and they’ll help you through that busy period, no strings attached! There are so many advantages for partnering with a recruitment agency for both clients and candidates. In a rapidly evolving job market, collaboration with a trusted recruitment agency can be a strategic move for businesses seeking top talent and individuals aiming for career success. If you resonate with any of the above-mentioned points then please get in touch with an agent at Cox Purtell today.  We are the most trusted and referred recruitment partner. We’re always evolving, always striving, always caring. - This was written by our Senior Recruitment Consultant, Zoe Rogers.
By Tahlia McRae 29 Oct, 2023
Halloween is just around the corner, and the excitement is in the air! Costumes, decorations, and sweets are all part of the fun, but what about your career? Can you indulge in some professional treats while enjoying the Halloween season? The answer is a resounding yes! Balancing work and fun during this time of the year is possible, and it can even benefit your career. In this blog, we'll explore some tips to ensure your work-life balance stays on track while you savor the Halloween spirit. 1. Plan Ahead Preparation is key. Just as you plan your Halloween costume and decorations, make sure to plan your work schedule. Take a look at your workload and deadlines, and arrange your tasks accordingly. By planning ahead, you can free up time for Halloween fun without compromising your professional responsibilities. 2. Set Boundaries It's easy to get caught up in the Halloween excitement, but remember that work still needs to be done. Communicate your boundaries to friends, family, and colleagues so they understand when you're available for Halloween events and when you need to focus on work. A clear line between work and play will help you enjoy both without feeling overwhelmed. 3. Time Management Efficient time management can be your greatest ally during the Halloween season. Use techniques like the time blocking to ensure you remain productive during work hours. When you know you have allocated time for both work and fun, you can maximize your productivity without feeling guilty about enjoying Halloween. 4. Delegate and Collaborate Don't be afraid to delegate tasks or collaborate with colleagues. Teamwork can help distribute the workload and ensure that work doesn't pile up. Sharing responsibilities with others can free up your schedule. 5. Embrace Remote Work If your job allows for remote work, take advantage of it during Halloween season. Just be sure to create a dedicated workspace to maintain productivity. 6. Take Short Breaks Incorporate short breaks into your workday to recharge. Use this time to decorate your workspace, indulge in a Halloween-themed snack, or simply take a walk to get into the holiday spirit. Short breaks can boost your productivity and provide a mental breather. Halloween doesn't have to be a trick-or-treat situation when it comes to balancing your career and personal life. With some planning, boundary setting, and time management, you can enjoy the season to the fullest while maintaining your professional responsibilities. And, don't forget to prioritize self-care during this time, as it will ensure you're in the best state to savor the sweet treats of Halloween, both in your career and personal life. So go ahead, indulge in the Halloween spirit, and have a spooktacular season! 🎃👻🍬
By Toby Conran 11 Oct, 2023
You've just completed a job interview that you believe went well, and now you're in that delicate post-interview phase. While the interview itself is a crucial part of the job-seeking process, what you do afterward can make a significant difference. The art of following up after a job interview is about leaving a positive, lasting impression and demonstrating your continued interest in the position as well as your exceptional communication skills. In this blog post, we'll explore the best practices for post-interview follow-up, including thank-you notes and inquiries. Send a Prompt Thank-You Note The first step in post-interview etiquette is sending a thank-you note. It may sound simple, but it's an essential part of the process. Send a personalized email within 24 hours of your interview expressing your gratitude for the opportunity to interview and reiterating your interest in the position. Here's a template of an email I've used in the past: Dear [Interviewer name], Thankyou again for your time today, it was great to have the opportunity to meet you [in person / virtually]. Regardless of the outcome I wanted to take a moment to share my appreciation and also let you know I'm available to answer any concerns or additional questions you may have. I've loved learning about [Organisation name] and getting to know yourself as well. I'm looking forward to hearing next steps. Have a lovely rest of your week, Warm Regards, [Your Name] Address Any Unanswered Questions If there were questions or topics during the interview that you didn't get a chance to address, this is an excellent time to do so. In your thank-you note, you can briefly touch on any outstanding points and provide concise, relevant information. This demonstrates your commitment to the position and your attention to detail. The Follow-Up Inquiry and when to send it Often in interviews the interviewer will discuss a timeline for their decision making process. After sending your thankyou note it's always polite to wait until after this timeline has finished before following up as you don't want to come across as impatient. After that timeline has passed or after a few days post-interview try following up with a polite reminder, here's an example you can use as a template: Dear [Interviewer's Name], I hope this email finds you well. I wanted to follow up on our recent interview for the [position name] role at [Organisation Name]. I am still very interested in the opportunity to join your team and contribute to [Organisation Name]'s continued success. I appreciate that you might be evaluating other candidates however I wanted to inquire if there have been any updates regarding the hiring process. Thank you once again for considering me for this role. I look forward to the possibility of working with [Company Name]. Warm regards, [Your Name] Stay Professional and Courteous Throughout the follow-up process, maintain a high level of professionalism and courtesy. Even if you ultimately don't get the job, your positive interactions could lead to future opportunities within the company! Following up after a job interview is not just a polite gesture; it's a strategic move that can help you stand out in a pack of candidates.  A well-crafted thank-you note and a considerate follow-up inquiry show your enthusiasm for the role and your professionalism. So, don't underestimate the power of a thoughtful follow-up. It's not just an art; it's a valuable skill to utilise on your job hunt. Best of luck! - This blog post was written by Toby Conran, a recruitment consultant in our temp/contract services team. You can reach him on tobyc@coxpurtell.com.au.

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