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  1. Will I stay, or will I go? Reflect and Plan Jessica Hamilton 19-Dec-2018
  2. Things you need to know when negotiating your salary Carolyn Loton 12-Dec-2018
  3. Finance & Accounting Salary Review - 2018/19 Carolyn Loton 04-Dec-2018
  4. How to Network Effectively Sara Eriksson 28-Nov-2018
  5. Economic Outlook for 2019 from Shane Oliver Sara Eriksson 23-Nov-2018



“Moir Group has the ability to provide constructive advice. They have a clear understanding of their subject matter and provide practical alternative solutions, which greatly assist in resolving issues.”

Domenic Chiera, Chief Financial Officer, Lake Maintenance


“I can confidently recommend Moir Learning as a great resource to assist someone entering the job market. As a new immigrant, Moir Learning Services took the time to review my CV with me and offer suggestions on how to better align it to the Australian style. They also offered feedback and advice to help me better myself in the marketplace. They were a pleasure to work with.”

Katie Zuzek, Senior Project Accountant (contract), International HR and BPO


“After spending time with Moir Learning Services, to go through my resume and LinkedIn account, I have learned techniques in maximising their use and I have gained more confidence in my job search. I’m highly recommending this session to anyone who has just come back into the job market.”

Belinda Beattie, Senior Commercial Finance Manager, Apple


“Matthew Talbot Homeless Services are pleased to acknowledge and commend Moir Group for their commitment to the ‘Work it out’ Program. The importance of the program can, and will, make a major difference in assisting our clients to seek employment and help rebuild their confidence and self-esteem.”

Julie McDonald, General Manager, Community & Corporate Relations, St Vincent de Paul Society – NSW


“I completed a CV/LinkedIn session with Moir Group and it was absolutely brilliant.  I've come away with the confidence that they are up-to-date and professional.  I would recommend this session as a worthwhile investment for anyone re-entering the job market.”

David Kneeshaw, General Manager, Finance and Business Operations, Intercompany and Stock


“It is excellent to work with an organisation that is able to adapt to our needs so willingly and effectively. The facilitators are always professional and committed to ensure that all participants involved are provided with personal attention. Feedback from participants of each workshop is outstanding. Moir Group displays a capacity to reach out to the disadvantaged; they offer compassion to individual needs and provide real practical advice to our service users affected by homelessness, or at risk of homelessness. ”

Caterina Giuliano, Program Manager, St Vincent de Paul Society NSW Support Services Ozanam Learning Centre


“The people at Moir Group understand our requirements and consistently provide quality finance and accounting people to our team.  I would recommend Moir Group to those who are looking for professionalism and transparency in a recruitment partner.”

Mark Roberts, Director , Human Resources, amaysim Australia

“We have worked with Moir Group on a number of projects over the last 12 months. I have found them to be helpful and reliable in producing quality candidates for our business.  I would have no problem recommending Moir Group for finance recruitment needs and will definitely work with them again in the future.”

Kim Van Der Poel, People Advisor, Dalkia Energy Solutions


“With the understanding and knowledge Moir Group have acquired of our business over the past 2 years, they are capable of meeting our exact requirements and we can always rely on them for high quality candidates. They are not only reliable and efficient, but, very friendly to work with. If asked, I would recommend Moir Group’s services.”

Raheel Irfan, Group AP Manager, Idameneo Pty Ltd


“Moir Group have consistently introduced quality candidates to our organisation. Their experienced team and willingness to understand the client ensures the right people are employed and gives me every confidence in returning to Moir Group for recruitment advice and assistance.”

Chris Mamarelis, Chief Financial Officer, The Whiddon Group


“Moir Group assisted Steadfast in the recruitment of multiple roles. I enjoyed working with them and they delivered excellent outcomes and displayed a high level of professionalism and integrity at all times”

Rosalie Lau, Group Financial Controller, Steadfast Group


“I thoroughly enjoyed working with Moir Group. Their style is professional and thorough and they worked hard to source some excellent talent for our business.”

Sandra Cittadini, Senior HR Manager, SunRice


"We needed to build a quality team in a short space of time and Moir Group were key in assisting us. They listened to our needs and presented the right people to help us develop the culture we had begun building. As a result the transition has been an overwhelming success.”

Gary Margetson, Head of Shared Services, News Corporation


"We have been working with Moir Group for over 12 months now and have filled a number of senior roles. Their feedback, preparedness to challenge, as well as provide sound advice, has been invaluable to us. They constantly sought to understand our needs, to refine that understanding and to ensure we were able to continue moving forward. Their service throughout the process was exceptional.”

Carol Pegler, Director of Human Resources, Bard


“Integrity, professionalism and the desire to find the right fit between candidates and prospective employers - it was a pleasure to experience these attributes with Moir Group. Their commitment to finding the right role with the right cultural fit was second to none and I’m looking forward to maintaining my relationship with the Moir Group well into the future. The Moir Group does indeed stand out from the rest.”

Paul Wiggins, Global Financial Shared Services, Fosters Group Australia


"Thank you very much for helping to deliver outstanding candidates for this role. In comparison with other agencies, working with you was pleasant, professional and provided a great outcome." 

Stuart Rennie,Church & Dwight


"Moir Group handled this process in an exceptionally professional way." 

Craig Adams, Chief Financial Office, Clarendon Homes


"I will definitely stay in touch with Moir Group, I hold your company in very high regard and appreciate that your employees are genuine people who care about others, not just the outcomes."

Michelle Adam, Finance Manager, Woolworths


"I have dealt with a number of recruitment agencies, but by far Moir Group stands head and shoulders above all of them. I have found the engagement experience with Moir Group to be ground-breaking, new and so refreshing."

Hamilton, Candidate


"It was an absolute pleasure working with the wider Moir Group team and please be advised that I have recommended Moir Group amongst my network from both a candidate and client perspective."

Tim Howells, Software Controller, Microsoft


"The feedback, advice and enthusiasm Moir Group exhibits is absolutely refreshing. Hugely impressed with Moir Group."

Chris McFadden, Candidate


"A quick note to say thank you so much for your kind words of encouragement. Various conversations with your team and their positive attitude and willingness to explore options with me simply reinforced to me that you understood that its about people's lives and not just the numbers."

Tendai Des Moyo, Chief Financial Officer, Energy & Water Ombudsman NSW


"Thanks again for your personable professionalism and delivering on the promise of the Moir Group brand.

Wayne McCusker, Managing Director, Church & Dwight

"Moir Group thank you so much for your superb professional advice and warm encouragement. I'm very grateful"

Cherry Liu, Candidate


"Moir Group is great and I thoroughly enjoyed working with you as a company. You are very good at what you do, always have a good understanding of me & our business and are great people to deal with.

Kristian Mertens, Chief Financial Officer, Norman Disney & Young


" Moir Group is the best agency in Sydney without a doubt, your professionalism and kindness is rare these days." 

Alessandra Rizzo, Commercial Analyst, Inghams Enterprises Pty Limited 


"Moir Group really stand out in comparison to other agencies, you work together as a team and genuinely are passionate about finding people a job. The fact that I felt this when I first met Moir Group and still feel it now means it must be an important part of your culture as a whole, it sets you apart from all other agencies. Moir Group are by far the best!”

Steven Davies, Candidate


"Angela has been a valuable resource and support in bouncing ideas off in a competitive job market. She has a depth of knowledge, shown great empathy and I have found her advice to be relatable and grounded. I would highly recommend Angela to someone seeking advice in their job search."

Linda Lukban, Candidate


"I'm glad that I have met the right people! Job satisfaction  = fulfilled life - says it all.." 

Annake Dippenaar, Candidate 



Will I stay, or will I go? Reflect and Plan

Wednesday, December 19, 2018

The end of one year and the beginning of another is often a time when we reflect on all the things in our lives and take stock of what we’ve achieved. Our career often features high on this list! 

We may make resolutions, scan LinkedIn for new opportunities and reach out to people we believe can help us get the clarity we need to soldier on, elevate or change tact in our professional lives. So, whether it’s a new challenge in your current role that you are seeking, or you want to take that next step in your career with a new opportunity, here are some things to think about to ensure that you have the clarity you need to make that next move. 


There is value in reflecting before you do anything. Take the time to think about the reasons why you may be looking to move, or how you can leverage your existing role and look for opportunities to develop your skillset further. Often, it's restless energy that comes with the end of one year and the start of a new one, that influences your decision. This, in itself, is perhaps not a great reason to leave a role that is offering satisfaction and fulfilment.  Ask yourself the following:

  • What are the elements of your role that you find rewarding?

  • What are the parts of your role that you feel frustrate or stifle you?

  • Do you have confidence these things can or will change?

  • Are you in a role that genuinely plays to your strengths or are your valuable skills lying dormant?

  • Do the values of the organisation align with yours?

Once you have asked yourself these questions, you will then have a clearer idea of where you want to go next.


Now that you have a bit more clarity about where you would like to go in your career, it’s time to plan. That is, plan to set yourself up for continued success in your existing role, or plan to make a valid move.

Staying …

  • Make a plan to engage more fully, or in a different way, with your work.

  • Seek out a mentor to help you identify pathways and opportunities within the organisation.

  • Identify learning opportunities that will help re-energise your thinking and skills.

  • Look for an opportunity that will enable you to spend time in a different role within your company or a secondment to a different location.

Leaving …

If, after your reflection, you have decided to leave your role and find a new one, there are a few simple, yet effective steps that you can take to ensure you are setting yourself up for success:

  • Refresh and fine tune your CV – what makes you a great catch? Highlight your key skills in your CV, and back them up with solid examples of your achievements.

  • Update your LinkedIn profile – this is a great starting point for all initial approaches that may be made.

  • Reach out to your network and look for opportunities to extend it.

  • Engage with people who care about and will support your career progression.

These things, in combination, provide the foundations for a thorough search and will position you well to attract a great role.  Whatever you decide, having taken the time to reflect will give you the confidence and the clarity that you need to ensure you are on the right path.

Written by Ola Dabbagh-Roberts, Learning and Development Manager, Moir Group

If you would like help to make your next career move, call us on (02) 9262 4836 or browse our latest jobs.

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Things you need to know when negotiating your salary

Wednesday, December 12, 2018

December is generally considered to be the wind-down period of the working year. It's a time to reflect on achievements of the past 12 months and look forward to the Christmas break and year ahead.

It is also a time of the, often dreaded, annual performance review. This is a stressful time for many people who are hoping to receive a salary increase.

In this article, we will discuss when you should justifiably ask for a pay rise; the benefits of non-monetary rewards; and the ‘5 C’s’ for successful outcomes during tough salary negotiations.

Are you well placed for a pay rise?

Wage growth across Australia remains low at a rate of around 2.1% for the current year, a trend we are seeing across industries and sectors. Connected to this is a decrease in the frequency of pay increases and also in the number of people receiving a salary increase higher than 4%.

Considering the current climate in Australia, where wage increases are not coming close to the expensive cost of living, it’s a challenging time for employees, particularly if they feel that their current salary is considerably out of step with the remuneration they feel they deserve.

If you feel that your current salary does not match your contribution, it’s vital to consider your company’s culture and leadership. Most organisations that have a good culture and are well-led want to treat their employees fairly and pay them fairly.

As Stephen Moir puts it, “You don’t want to be focussed purely on the salary. You’ve got to have the right culture and inspiring leadership at the top of your priority list. Getting good remuneration will come from these factors. Business cultures where people are chasing the money will eventually implode as they lose sight of their purpose. This is what we have seen happen in the banking sector”.

If there are any red flags for you when it comes to these areas, you may consider alternative opportunities in other organisations BUT it’s important to not make any knee-jerk reactions here. The single most important thing to consider initially when seeking a salary increase is the value exchange between yourself and your employer.

A value exchange

Companies look after people who are good at their job and have the right attitude. Being good at your job offers security as your company will not want to lose you.

But what does ‘being good’ mean. According to Stephen Moir, a big part of it is putting your hand up to take on new responsibilities and having a positive attitude.

“Employers like people with a can-do, positive attitude, who approach their work with energy and passion. They are resilient when they come up against challenges and find solutions. If you can say you’re doing all these things, you’re perfectly justified in putting your hand up for a pay rise”.

Ultimately, if your company can see that you’re stepping up for new challenges, they will reward you for it. As Stephen continues, “It’s a value exchange at the end of the day. If you’re plodding along, doing the minimal and asking for a pay rise you’re looking at it the wrong way. You have to do your job well, go the extra yard and then you should expect your company to look after you”.

Taking a long-term view

Whilst wage growth remains flat, conversely, unemployment is down so there are lots of opportunities in the jobs market. If you have been with an organisation for a long time and have moved around internally, pay increases tend to be lower compared to those who have moved between companies. It may be tempting for people to make an external move in order to get a pay increase, however, it’s important to be wary of making too many external moves.

Says Stephen Moir, “Something we are increasingly seeing is junior to mid-level people getting other offers whilst in their current role, often with the chance of a large pay increase. It may be okay to do this every so often in your career but if it’s not wise to consistently move as potential employers will question your loyalty and motivations”.

As an employee you need to have a reasonably long-term view of your career path. To help build your case for more substantial salary increases as your role develops, it’s important to raise your profile internally and be visible as you take on new challenges. You then have a clear context within which to frame your request.

The 5 C's of requesting a pay rise

Have Confidence: If you are doing a good job, it’s important to back yourself. All too often, people question whether they are doing enough to warrant a pay rise. However, remember that it’s not about significantly over-performing in your role, it’s about doing what is expected of you and doing it well.

Show Courage: Starting a conversation with your boss about salary can be daunting but it’s vital to push yourself beyond the fear barrier. Do it in a positive, non-threatening way and definitely make the request face to face and with your direct boss, rather than someone from Human Resources.

Be Constructive: Planning and research is vital. Think about what you are doing that impacts the business in a positive way and have a list of specific achievements in mind. Leaving behind a one-pager as a summary is a great way to strengthen your case.

Be Clear: Keep in mind that your salary is ultimately a fair exchange of what you offer with what you receive. Don’t over complicate things, instead clearly and simply state your case. Using the word ‘fair’ in your summary can be compelling. And make sure you get your boss to agree on a clear response time, don’t let things drift once you have done the hard part.

Take Control: It’s important to remember that you are in the driving seat of your career. You need to control the conversation about salary and drive it. If you leave it to other people, you may end up frustrated and dissatisfied.  

When a pay rise is not possible

If the outcome is not as you hoped, don’t despair. Keep in mind the long-term goal and ask if you can set a time-frame for the next review, perhaps 6 months rather than a year, and the targets you need to meet in order to be successful. You need to be clear with your boss that you want to keep progressing in your career.

Sometimes good companies are just not able to offer you a meaningful pay rise, even if they would like to. In this situation, you may want to think outside the box about other things you could negotiate as ‘added-value’.

This could be a short-term bonus for completing a specific project within a time-frame; flexible working arrangements, where you negotiate an extra week of holiday or the opportunity to work shorter hours. You may even ask your boss if the company could cover the cost of educational courses or, for more senior employees, support you with additional time off to sit on a board. Consider what’s important to you and what would add to your feeling of satisfaction within your job.

If you’re doing well at your job and have taken a constructive approach in asking for an increase but are still not getting fairly remunerated, it’s perhaps then the time to consider other opportunities. The key here is to take your time, be considered and do your research when looking at any new opportunities. It’s important to be mindful that you’re moving towards a new opportunity, rather than running away from your current situation.

As Stephen Moir says, “If you’re making a move based on money alone, you’re making a bad decision. Remuneration should be the happy outcome of a good decision and, as we have said, great leadership and culture will hold you in good stead for a satisfying job and a fulfilling life”.

Sources: Australian Bureau of Statistics (ABS); Analysis of wage growth, Australian Government Treasury 2017

Curious about the going rates in your sector? Better understand your place in the jobs market with our 2018/19 salary snapshot. This covers annual salary packages for finance and accounting professionals as well as average hourly rates for contractors. 

Are you looking for a new role? Search jobs or speak to a consultant.

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Finance & Accounting Salary Review - 2018/19

Tuesday, December 04, 2018

Better understand your place in the jobs market with our 2018/19 salary snapshot. This covers annual salary packages for finance and accounting professionals as well as average hourly rates for contractors. We recommend that you aim for a salary in the top third of ranges shown in the graphs below.

Australian wage growth has been relatively slow in recent years at just 2.3% for 2018, but the financial sector has fared better than some. According to ABS figures finance and accounting wages have increased by 3.63% over the past 5 years.

In part, this wage growth has been driven by increasing demand for workers. "Over the past 18-months we've seen job seekers start to get 2 or 3 competing offers to consider," says Moir Group Director, Stephen Moir. "Competition for junior to mid-level accounting and finance professionals has been particularly strong and this is pushing up wages." 

Due to their challenging nature and specific skill requirements, we are also seeing a high demand for Senior Financial Accountants, Business Analysts and Finance Managers and, with that, a good scope for wage negotiation. In correlation with this high demand and opportunity, Business Analysts and Finance Managers are two of the roles with the highest employee turnover. 

In 2018 we have seen a rise in the demand for temporary/contract positions across all salary levels. In 2019 companies will continue to look for experienced people who can hit the ground running. Organisations are willing to pay fairly for a good level of expertise, but in return they expect temporary/contract staff to make an immediate impact on the business. 

Download the complete salary snapshot for 2018/2019 here. 


There is also an increasing trend for salary packages to include short-term and long-term incentives based on individual and company performance. For people in permanent roles, the size and 'achievability' of a bonus are important to consider as part of the overall salary package.

Accounting and finance professionals in mid-senior level roles should aim for a short-term incentive (STI) in the range of 10-40%. “If you do a good job, you should see it in your bonus,” believes Stephen Moir. Short term incentives tend to be based on individual performance, combined with the success of the company as a whole. Both factors need to have performed well in order to achieve the maximum STI.

People earning above $150,000 can earn short-term incentives between 10-40%. Those earning more than $250,000 are often part of a long-term incentive plan (LTI) and in some instances their STI can be higher than 40%. “When considering your salary package, it’s best to focus on the base package and the short-term incentive,” Stephen Moir says. “Long term incentives are nice to have, but sometimes they are not in the money.”

In 2018 we have seen forward-thinking and commercially-focussed accounting/finance roles become increasingly key to organisations. Therefore, to have part of the salary package at risk and based on agreed performance targets is going to become more common across all salary levels in 2019 and beyond.

More than money

When you're looking for a new role, avoid being focussed purely on salary. For most people inspiring leadership and a good company culture are equally, if not more, important in terms of job satisfaction and overall wellbeing.

In the past year Moir Group has seen a number of senior people moving roles for similar salary packages or less.“Once you get to a certain point in your career, the amount you earn is only one consideration amongst many important factors,” Stephen Moir says.

Organisations that are well-led generally want to pay people fairly. If that's not happening, then put your hand up and negotiate the salary you deserve or consider searching for a new job. If you are doing a good job and you are taking on new responsibilities, then most companies won't want to lose you. 

Negotiating the salary you deserve

Do you feel that the value you offer your company is out of step with your salary level? If so, you may be interested to learn about the best ways to negotiate salary during a review. In this article we discuss when you should justifiably ask for a pay rise; the benefits of non-monetary rewards; and go into detail about the ‘5 C’s’ for successful outcomes during tough salary negotiations.

Finance & accounting wages 2018/2019

These salary tables provide information about average wages for accounting and finance professionals. We suggest you should be aiming to sit in the top third of your salary band.

Average salary packages for finance and accounting professionals 2018/2019
Position Annual salary
Chief Financial Officer / Financial Director $250,000 +
Transformation Strategy / Project Manager $180,000 +
Head of Tax / Treasury
$180,000 $300,000
Head of Financial Planning & Analysis $180,000 $250,000
Head of Audit $180,000 $250,000 
Group Financial Controller $200,000 $300,000
Project Manager $150,000 $300,000
Business Analyst $90,000  $150,000
Shared Services Manager $160,000  -  $200,000
Procurement Manager $150,000  -  $250,000
Financial Planning & Analyst Manager $140,000  -  $220,000
Financial Controller / Financial Manager $140,000  -  $250,000
Tax / Treasury Manager $130,000  -  $200,000
Payroll Manager $90,000   -  $150,000
Audit / Risk / Compliance Manager $140,000  -  $200,000
Systems Accountant $80,000    -  $140,000
Management Accountant $80,000    -  $120,000
Financial Accountant $80,000    - $120,000
Accounts Payable Manager $80,000    -  $120,000
Credit Manager $80,000    -  $110,000
Tax / Treasury Accountant $90,000    - $120,000
Bookkeeper / Company Accountant $70,000    -  $130,000
Procurement Officer $60,000    -  $90,000
Assistant Accountant $60,000    -  $80,000
Accounts Receivable Collections $55,000    -  $70,000
Accounts Payable $55,000    -  $70,000
Payroll Officer $60,000    -  $80,000

Salaries are a guide only. Salary packages include superannuation contributions.


Average hourly rates for financial and accounting contractors 2018/2019
Position Contractor rates
Chief Financial Officer / Financial Director $1,500 + per day
Transformation Strategy / Project Manager $1,000 + per day
Head of Tax / Treasury
$1,000 - $2,000   per day
Head of Financial Planning & Analysis
$1,000 -  $1,500 per day
Head of Audit
$1,000 - $1,500 per day 
Group Financial Controller
$1,200 - $2,000 per day
Project Manager
$1,000 -  $2,000 per day
Business Analyst
$600    -   $1,000 per day
Shared Services Manager $125    -  $155 per hour
Procurement Manager $115    -  $200 per hour
Financial Planning & Analyst Manager $110    -  $165 per hour
Financial Controller / Financial Manager $110   -  $180 per hour
Tax / Treasury Manager $100   -  $155 per hour
Payroll Manager $70     -  $115 per hour
Audit / Risk / Compliance Manager $110    -  $155 per hour
Systems Accountant $65     -  $110 per hour
Management Accountant $65     -  $95 per hour
Financial Accountant $65     -  $95 per hour
Accounts Payable Manager $65     -  $95 per hour
Credit Manager $65     -  $85 per hour
Tax / Treasury Accountant $70     -  $95 per hour
Bookkeeper / Company Accountant $55     -  $100 per hour
Procurement Officer $45     -  $70 per hour
Assistant Accountant $45     -  $65 per hour
Accounts Receivable Collections $40     -  $55 per hour
Accounts Payable $40     -  $55 per hour
Payroll Officer $40     -  $65 per hour

Rates are a guide only. Hourly rates reflect total cost to the employer, exclusive of GST.

At Moir Group we believe that a satisfying job leads to a fulfilling life. For more advice about finance and accounting sector salaries, or for help in making your next career move call (02) 9262 4836 or browse our latest jobs

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How to Network Effectively

Wednesday, November 28, 2018

Networking is the most effective means of accessing the hidden job market. 70% of today’s jobs are gained through networking and using your own contacts.Networking is about building relationships, sharing information and finding sources of support. It is an ongoing life skill, not just something you do when you want something.Maintaining your network should be something you make time for every week, not just when you are looking for the next role.

Your best advocates are people who know you, those with whom you have worked previously and those who can refer you on to new contacts.

The most successful people share information. Exchanging information allows new insights you may not have thought of. Expanding your contacts can open doors to new opportunities. Engaging with your contacts allows you to sow the seeds for reciprocal assistance when you need help. And the more people you know, the more people you can influence. Always remember your connections will also have connections, giving you an even wider network. You never know who people might know - this is very important! 

The best networkers approach all meetings thinking about how they can help the other party. To network well, start with the principle of ‘what goes around comes around’. Ask people, “How can I help you?” and “What can I do for you?”. Offer to help out others when you can. People remember this and will return the favour. Doing this also lifts your self-esteem and puts you into a more positive mind set. Always be positive and grateful, thank people for their help and aim to help them in return in some way.

Start with people you trust and respect; those that have similar values to you. This may be current work colleagues, ex-work colleagues, friends, University friends, family friends, contacts through sports clubs, contacts through your children’s schools and so on. Ensure you also include 1 - 2 recruiters in your network. Choose recruiters who you trust, who are empathetic and who are honest with you.

If you are considering a new role, the most important task is to define what you are looking for in your next role. It is very important to do this before you start approaching people for advice. If your contacts know what you want, it is much easier for them to assist you.Consider the type of company or culture, the job title and responsibilities, whether you want to work in a large or small organisation and the location.Always let your network know that you are looking for a job. Spread your “feelers” as far as possible and thank people for their help. Ask friends or contacts to refer you into their current employer or for a contact you can approach directly.Be aware that many companies have a monetary referral bonus they pay to internal staff. If you are unemployed then treat networking as a full time job. If you are unemployed you should aim to dedicate an hour every few days to building your network.

Key Points to Remember:

  • 70% of jobs are never advertised and are gained through networking
  • Successful people share information
  • Ask your current contacts for referrals
  • Offer to help people. What you give out will come back
  • A good network is about quality of contacts not quantity
  • Build strong relationships with 1 - 2 recruiters who have an empathy with you. They should be central to your network

For further information on networking you can contact your Moir Group consultant on 02 9262 4836. Alternatively, if you would like to arrange a one to one coaching session then you can contact our Learning and Development Manager, Ola Dabbagh-Roberts, on 02 9262 4836 and she can discuss the various options available and associated costs for each session.

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Economic Outlook for 2019 from Shane Oliver

Friday, November 23, 2018

Last week Shane Oliver, Chief Economist & Head of Investment Strategy at AMP, shared his economic and investment insights with our Moir Community. With his depth of expertise and engaging personal style, Shane was able to succinctly articulate his views on the Australian and Global economies for 2019 and beyond.

With cautious optimism my impression is that Australia’s economy is performing well, despite the negative sentiment swirling around the market.

There are potential road bumps ahead that can be avoided with greater political stability and a clear long-term vision. Other key observations include:

  • Investor rules to keep in mind:
    • Value the power of compound interest…$1 invested in 1900 would be worth $529,293 in Australian shares today
    • There is always a cycle – seasons come and go
    • Invest for the long term
    • Diversify your portfolio to manage risk
    • Turn down the noise – avoid reacting to the doomsayers
    • Focus on investments you understand and that provide sustainable cash flows
  • Solid 2018 global growth of 3.7% with the same expected for 2019. Australia’s 2018 GDP has grown by 3.3%.
  • Australian shares should provide decent returns, but they will be more volatile and constrained during 2019.
  • China’s economy is slowing at 6.5% but is still expected to become the world’s largest economy within the next decade…or two.
  • The US economy is very strong, so good in fact that they will continue to increase interest rates. Employment is strong, and both consumer and business confidence are high.
  • Possible disruptors to rock the boat:
    • US/China trade conflict
    • The ‘Trump’ factor
    • China
    • The tight oil markets
    • The Australian property markets
  • Concern still exists around the declining Australian housing market, particularly in Sydney and Melbourne. This and record household debt remains a concern, especially if interest rates increase.
  • Employment market is buoyant. Despite the housing slowdown, business investment, government spending and the mining sector are up. Exports are strong, particularly education and tourism
  • What else?
    • Political instability is concerning – Australia has had more Prime Ministers in the last decade than Italy, who are renowned for their volatility.
    • Threat to jobs from AI/Robots are exaggerated but technology will change the future landscape…sooner than we think.
    • Share market corrections are normal. ASX profits in 2018 are rising above 6%

Overall, Australia is in good shape. One thing we can’t afford to do is panic and let the negative sentiment drown our optimism. Both the economic and employment markets are seasonal and so we should take a longer-term investment view.

This is our last event for 2018, but we will be back hosting these economic updates once a quarter starting in February next year. Please keep an eye on our upcoming events page here for more events coming in the new year.

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

Written by Doug Spahn, Senior Associate - Executive Search, Moir Group

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Win that Role – Tips for Successful Interviews

Tuesday, November 20, 2018

Today for many roles, technical competency is considered a given, and differentiation based on this alone is more and more difficult to achieve. To have landed an interview is in itself a win. It indicates that the company is willing to invest it’s most limited of resources – time, in getting to know you and establishing if there is a great match. It is an opportunity that you will want to leverage. It an opportunity to win the role.

Lisa Elias and Ola Dabbagh-Roberts recently held a lunch time learning event for our valued candidates to help them leverage the valuable opportunity an interview provides.  It focused on some key areas:

Building on your personal brand

Candidates need to think about what they want to project within the interview. What they want to reinforce, what messages and feelings they want to leave the interviewer with. Personal Brand is built up over time and is a combination of your online presence, your CV, the interactions you have and the interview.

Mindset - How our thinking influences our performance at an interview

Our mindset and thinking are key to being able to confidently leverage the opportunity in an interview.  It influences our language, our confidence, about what makes us a valuable prospect. If we arrive with a fixed mindset, we are likely to demonstrate a lack of positive energy about how we can add value.

It is natural to bring a level of nervous energy into an interview because it is a situation that can potentially illicit a stress response in our brains. As a result we can forget what we intended to say, or at worst, draw a blank. Be human - own it, ask for time to consider your response. 

Some questions may also feel uncomfortable. Stay calm and focused and respond confidently and with a growth mindset. This tells a potential employer that you haven’t stopped learning and there is still room to grow.  Ahead of the interview – take time out to do something that makes you feel good, breathing is great and works on mind and body.

Building trust

Building trust throughout the process is achieved by being authentic through the various stages. In an interview, it is about three things;

Credibility – What we say, Reliability – there is consistency between words and actions, and Intimacy – the personal connection you form.

Active Listening is essential to building trust and starts with having a clear intention to listen. It means paying attention, and demonstrating your understanding of the information through acknowledging and paraphrasing.  Keep questions relevant and appropriate.

Effective Preparation

To really maximise the opportunity of your interview, show the interviewer that you have really prepared. Do your research on the company, the industry, the role and go the extra mile.

  • Ensure you have put though into specific examples that you are proud of and clear about.

    • what makes you excellent ?

    • why you want the role ?

  • Think about what you might ask the interviewer.

    • Why the role is available ?

    • What the current initiatives are that you may be contributing to ?

    • How would you describe the culture ?

Delivering clear and confident responses

Aim to “Say it once and Say it well” to ensure you maintain the attention of your interviewer. Make sure responses are:

Relevant – tailored as much as possible to their needs. Why is your skill gong to help them achieve their objectives ?

Clear – You deliver responses that are very easy to understand and your messaging doesn’t create confusion or doubt.

Brief – Include one strong example and good evidence of your achievement or capability and then stop.

Demonstrate confidence and engagement through your positive body language, your eye contact, handshake, posture, personal presentation. If you arrive nervous, take a minute as you wait to breathe and be present.

As the interview ends thank the interviewer for their time and the opportunity. Ask for feedback and leave confident that you have done your best.

We plan to schedule several of these sessions during 2019. For any enquiries please contact and ask to be invited to the next first 90 Days event

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

Written by Ola Dabbagh-Roberts, Learning and Development Manager, Moir Group

P: 02 9262 4836

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How to Make the Most of the First 90 Days

Tuesday, November 13, 2018

“With 20% of turnover occurring within the first 45 days and direct hiring costs of anywhere between 50-150% of annual salary, the business case for investing upfront in comprehensive onboarding and induction programs is clear. What we assume will be included often slips through the cracks. Take the time to make sure everyone has clear expectations and understands their roles and responsibilities. Roll out that welcome mat and ensure your new starter has everything they need to set them up for success; stay close to them during their first 90 days”

On Wednesday 7 November Lisa Elias and Newton Soares ran a lunchtime learning event for our valued clients, focusing on critical aspects of the onboarding and induction process. We’ve received numerous questions over the past several months on this issue and wanted to highlight some of the essential things to think about.

Some of the main points we covered were as follows:

The importance of planning onboarding 

In many cases there are at least 4 weeks between someone giving notice to a former employer and starting with your business. Use this time wisely by keeping lines of communication open, arranging all necessary equipment and logins, completing essential paperwork, providing pre-reading, preparing a customised learning pathway, booking in meetings, allocating a buddy and clarifying key responsibilities of HR, L&D and the hiring manager

Show them they’re valued 

Many staff feel nervous prior to starting a new role. Help them confirm they’ve made the right decision by showing them you care. Keep in touch regularly and ask the hiring manager to give them a welcome call

Use the right learning approach 

Remember that new staff need opportunities to:

  • Reflect on their learning
  • Demonstrate understanding
  • Put their learning into practice  - this also includes the space to take risks and make mistakes

Use the 70:20:10 model to offer a range of experiences and increase engagement and motivation.

Provide a learning passport

Whether online, paper-based or a blended approach, creating a learning passport gives your new starter clarity and encourages them to own their own learning and knowledge gaps.

Measure speed to competence/productivity

This is now a critical measure and the steeper the curve the greater the business case for ongoing investment in staff development. Ensure expectations are clear from the beginning and regularly monitor progress through assessment/reporting and feedback. Diarise reviews for 2 weeks, 6 weeks and 90 days and adjust any learning as needed.

Provide regular feedback

Ensure feedback is FAST – frequent, actionable, specific and timely. Remember that feedback works both ways so role model asking for and acting on feedback from them as well. Resolve any issues immediately. The hiring manager should check in every day for the first few days, and then regularly during the first few weeks. If using a recruiter, stay close to them and make sure your new hire is checking in with their consultant as well.

A sense of belonging

Social acceptance in a new workplace is critical. Take the time to take them to coffee or lunch, make introductions, extend invitations, and create opportunities for them to get to know others (and promote themselves) through 1:1 meetings, networking and other team activities.

We plan to schedule several of these sessions during 2019. For any enquiries please contact and ask to be invited to the next first 90 Days event

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

Written by Lisa Elias, Capability Specialist, Moir Group

P: 02 9262 4836

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Key Tips for Creating Positive Change

Monday, October 29, 2018

Simon Rountree from Change Ready enlightened us at our recent event with an excellent presentation on Creating Positive Change. Simon’s approach is relaxed, entertaining, interactive and informative. The key messages resonated with all present as the topic is one that can be applied on both a professional and personal level. Some of my key takeaways were:

Barriers to Change:

  • People don’t resist change but resist being changed”. – Peter Senge (MIT)
  • A change in the psychological contract that you have with someone i.e. partner, boss, organization etc. changes the previously agreed expectations which impact our behaviours, trust, commitment, enthusiasm etc.
  • In other words when change occurs you lose the psychological equilibrium that you are comfortable with so resisting the changes becomes the easiest solution for you to use.

Making change stick is difficult due to:-

  • Negative emotions (optimism vs pessimism)
  • Self interest (feel the change won’t benefit them)
  • Mindset (limitations to adapting to change i.e. attitude, beliefs, behaviours)
  • Poor communication or too much information
  • Lack of necessary tools to support the change

Some Tools to Behavioural Change:

Optimism – The 3 P’s

  • Permanence – Do you believe this event will be over by 5pm today or will you take it to your grave?
  • Pervasiveness – Do you believe it impacts a specific area of your life or impacts your entire life?
  • Personalisation – Do you believe it’s someone else’s fault or your fault?
  • Asking yourself these 3 questions helps your perception of change and being able to handle it.

Behavioural Change

Intention vs Actual Change:

  • Committing to change is not the same as getting them to actually change. Effort alone is not enough.
  • Information vs Motivation - When you are trying to influence people who need motivation to change, don’t offer more information.
  • Create a safe environment to explore their motivation linked to their values.

Positive Environments:

  • Celebrate success
  • Learn from mistakes – What is the worst that could happen?
  • “Complete the circle” – always finish what you have started even if it takes 5 days, 5 months or 5 years!

To find out about upcoming events, please visit our upcoming events page here, and keep an eye out for more events coming soon.

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

Written by Vicky Lazarus, Senior Consultant, Moir Group

P: 02 9262 4836

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A Positive Outlook, Despite the Recent Downturn

Friday, September 28, 2018

Last week we had the pleasure of hosting our annual property event with speaker Tim Gavan, Director, Head of Real Estate Advisory Services NSW, KPMG Australia. With a positive outlook, despite the recent market downturn, Tim walked us through the current Australian property cycle and the opportunities in our market. Focusing on the Office, Industrial, Retail, Residential and Hotel property markets, these are some of my key takeaways for the presentation.

General Market:

  • NSW & VIC – lots of construction activity in these two states
  • Overall economy of both these states is strong


  • Rentals up 17% in Sydney CBD and still a lack of space.
  • Now at about the top. There will be more space coming into the market.
  • Vacancy rate in Melbourne is lowest in the country
  • Overseas buyers see long term stability of investing in Australian Property


  • Quite strong in Sydney. Running out of industrial land in Sydney, and what is left in Melbourne is also filling up quite quickly.
  • Locations near airports to get fresh food into China by air quickly.


  • Not convinced Amazon will be the threat thought it might be
  • People still spending lots of money in the shops
  • Food is the new fashion
  • Melbourne remains a standout in retail returns


  • Strong overall market
  • Yields between 5-6% in Sydney


  • Sydney house prices fell 4.5% and apartments 3.5%
  • Tim thinks we will be okay.
  • Banks are tightening up re: loans
  • Over last 5 years the market saw 62% growth.
  • Market is a lot more affordable in Melbourne
  • For those looking to purchase, Tim suggested the period between now and Easter is potentially a good time to buy.

To find out about upcoming events, please visit our upcoming events page here, and keep an eye out for more events coming soon.

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

Written by Stephen Moir, Director, Moir Group

P: 02 9262 4836

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Confidently Projecting Your Personal Brand

Tuesday, September 18, 2018

“Be yourself – everyone else is taken” - Oscar Wilde

Last week at Moir Group we hosted a lunchtime workshop on confidently projecting personal brand. Around 25 of our current candidates came together for an interactive session hosted by Lisa Elias and Vicky Lazarus.

We discussed the importance of being able to identify your personal brand and articulate this to prospective employers, as well as those within your network.

Creating and maintaining a strong personal brand is critical as it permeates everything you do in your job search process, from the thinking about what you can offer and what you’re looking for, all the way through your communications, networking, interviews and execution once you’ve found a role.

There is stiff competition for top roles – for example, our executive recruiters can often speak with up to 100 people while putting together a short list for a client. In order to stand out, you need to think about what it is you represent, cultivate your brand and carry this through everything you do.

The six key components we covered included:

  1. Your professional identity

  2. Your online and offline identities

  3. Your goals and values

  4. Qualities that set you apart

  5. Value you bring to others

  6. An authentic brand statement (your “elevator pitch”)

During the 2nd half of our session, we discussed how to confidently project yourself when networking and at interview. To set yourself up for success, some of the important things to think about:

  1. Preparation is critical – research the role, the employer, the dress code, the questions you may be asked, plan your journey in advance and aim to arrive early.

  2. Work with your recruiter to ensure you are confident in what the role involves so you can probe further and highlight what you can bring to the table.

  3. Make sure you are in the right frame of mind. Work on your mindset - the way you think influences the way you feel, which in turn affects the way you behave.

  4. Pay attention to your communication – a strong handshake, good eye contact, not speaking too quickly, not talking over the interviewer, allowing yourself time to think, ensuring your voice is well modulated. Many of these are just common sense, but in an interview situation where you may be nervous, take stock and pay attention to how you’re projecting.

As always, if we can assist with any accounting/finance recruitment needs in your business on either a temporary or a permanent basis we would be delighted to do so. We cover all roles from junior entry roles up to Group CFO.

To find out about upcoming events, please visit our events page here, and keep an eye out for more events coming soon.

Written by Lisa Elias, Capability Specialist, Moir Group

P: 02 9262 4836 

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Moir Group welcomes your phone call or email

Telephone: +61 2 9262 4836
Facsimile: +61 2 9262 1576

Moir Group Address:
Level 6, 65 York Street
Sydney, 2000