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NEWS / BLog

  1. The Australian economy: where are we headed, what impact will the Federal Budget have and what can we expect with the property market? Jessica Hamilton 16-Apr-2019
  2. Accounting jobs in Australia 2019: The impact of technology Carolyn Loton 09-Apr-2019
  3. Transforming from numbers to leadership: your career success starts with you Jessica Hamilton 11-Mar-2019
  4. Navigating rougher seas – what’s in store for the Australian economy this year? Jessica Hamilton 28-Feb-2019
  5. What’s a career plan and why do you need one? Jessica Hamilton 06-Feb-2019

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Testimonials

“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 

 


News/Blog

The Australian economy: where are we headed, what impact will the Federal Budget have and what can we expect with the property market?

Tuesday, April 16, 2019

The Australian economy is in good shape and we should be quietly optimistic for the year ahead, so long as we don’t let the noise and distractions of the global economy affect us.

That was the sentiment from Shane Oliver, Chief Economist & Head of Investment Strategy at AMP, speaking at our most recent Moir Group economic event in North Ryde.

With the event held on the same day that our next Federal Election was announced and a week after the Federal Budget dropped, Shane shared his thoughts on what impact this would have, where the property market is forecast to head and what’s happening in the global economy that we should be aware of.

The Federal Budget


Some of the proposed measures announced by the Federal Government that we should be aware of, according to Shane, included:

  • A $21 per week “tax cut” for low-middle income earners (which is double what last year’s budget was)
  • The introduction of one-off payments to 3.9 million welfare recipients.
  • Expanded and increased small business instant asset write-offs.
  • Earlier tax cuts for small and medium businesses from 2022.
  • An extra $25 billion in infrastructure spending over the next decade.
  • Measures to make it easier for 65- and 66-year olds to make voluntary super contributions.

Based on the above, the Federal Government forecasts a return to surplus in 2019-20.

It is unclear at that stage, what impact, if any, these proposed measures will have on the Australian economy, especially in light of the upcoming election. Shane believes it will be a ‘wait and see’ approach.


The Australian property market

There are several factors in play at the moment, that are creating a perfect storm for downward pressure on Australian property prices. These factors include:

  • Poor affordability – wages growth has been low, meaning buyers don’t have the income to buy, which has lead to an oversupply of housing and further downward pressure on housing prices.
  • Tighter loan conditions it is becoming harder for people to get a loan.
  • Record unit supply more units are now available then ever before, however there is an increasing number of units that are vacant, due to a drop in consumer spending. 
  • Switch from interest only to principle and interest loans affordability is impacted.
  • FOMO (Fear Of Missing Out) to FONGO (Fear Of Not Getting Out) the market is jittering and so people are holding onto their property longer than expected or taking a price that is lower than what its worth.
  • Uncertainty regarding negative gearing and capital gains tax this is due to the likelihood of a change in government.

All of these factors combined have led to a reduction in investment into the economy and a drop in consumer spending. Spending is down and growth has slowed, but the situation is not as dire as we may be led to believe. 

Global economic outlook

So, what’s happening globally, that will (and has been) impacting the Australian economy? Shane pointed to a few factors:

  • Global growth is slowing, however, Shane indicated that we should be safe from a recession, both locally and globally.
  • Inflation is around target in the US and the Fed is likely to pause its rate hikes for six months. This bodes well for the rest of the world – we have not seen a recession in the past when these conditions are in play.
  • Shane believes that the RBA will cut the cash rate to 1% and we will see the Australian dollar weaken further.

As always there are risks. The key risks that he sees, that we should be aware of in the months to come (and watch closely), are:

  • The trade war between China and the US – there is growing uncertainty around the imposition of further trade restrictions. An increase in prices may reduce demand, which could flow on to a reduced demand from the Chinese for our resources.
  • A slowdown in the Chinese economy – this could have ramifications for our economy and lead to a reduction in demand for our resources, not only coal and iron ore, but services such as education and tourism.
  • President Trump – he is seeking re-election next year and has turned to trade to boost his popularity. This could have a flow-on effect for our economy.
  • The Australian property market – falling property prices could lead to reduction in construction, thereby not aiding employment. It also leads to consumers to tighten their spending, and put further pressure on interest rates.

While it is clear that there will be tough times ahead, our economy still remains stable and there is cautious optimism for the remainder of the year. 

Written by Kelly Patti

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Accounting jobs in Australia 2019: The impact of technology

Tuesday, April 09, 2019


Click on the infographic above to download a PDF copy.

Want to understand more about the impacts of AI and learn what you can you do to upskill and position yourself for success? Learn how you can embrace the AI revolution in finance and accounting.

If you would like support with your career journey, get in contact with us today on (02) 9262 4836. 



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Transforming from numbers to leadership: your career success starts with you

Monday, March 11, 2019


“Self-reflection has been a big part of my career. I’ve been through many highs and lows, which have included: being made redundant 3 times through takeovers; experienced two ‘career deaths’ and have taken time out from being burnt out.”

That was one of the many insights shared by the inspiring David Grbin, CFO for W.H. Soul Pattinson at our most recent emerging leaders’ event.

Sharing his knowledge and wisdom about his career journey, he spoke about what it takes to make that leap from a technical, numbers-driven finance professional into a transformational leadership role like a CFO; but in the context of knowing yourself and your worth, being aware of those around you and having the courage and the knowledge to know that you can’t go it alone.

The journey to self-discovery – what’s holding you back?

“We all move through three stages in life (and work) constantly: order, disorder, reorder… my main piece of advice would be to read your life backwards, so that you can move forward,” says David.

The purpose of this is to self-reflect, understand what your core offering is to future employers and take control, rather than reacting to the challenges you are presented with.

It’s also about being able to take a step back and look at the impact you have, as a leader, on those around you. Often in our careers, and life, we’re so focused on our own tasks and responsibilities, that we’re not paying attention to what’s going on around us.

“In a job, even after you’ve gone, the decisions you made will have lasting impact,” says David.

His advice? 

  • Take time out to stop and reflect – what impact do you want to have?
  • Let go of what people are telling you about life.
  • Listen to your own inner voice.
  • Harness the power of your imagination – we are all unique. Figure out what your value is.
  • Don’t be so reactive all the time and pushed to think or act a certain way.
  • Listen and learn from others – collect advice, ideas, insights and use them to help you move forward.

How to take that next step and move forward in your career

So, what do you do when you find yourself at a point in your career where you’re in unchartered territory? According to David, there are a few things that helped him to go from surviving to thriving.

“I stopped being a ‘firefighting CFO’ to a calm, collected and self-assured CFO who knew what he was doing and where he was going,” says David.

  • Don’t try to go it alone: no one person is an island. Reach out to others, bring them in to what you’re doing. You can’t change your mindset by yourself – let others help you and show you what areas you need to work on.
  • Find a coach: someone who is objective, knows business, and people.
  • Network: the real value of networking is making a genuine connection with someone, building trust and being able to support them on their journey. Don’t just think about what they can do for you, but what you can do for them.
  • Learn from those ahead of you: talk to people who have been there before you, you never know what nuggets of gold they may have to share.
  • Give back: help others, not for your own personal reward, but just to support someone on their own journey.   

The key to being a great leader

“I spent much of my late 20s to 30s accumulating technical skills in my career. But, then, one day you get to a point where they are no longer enough. You walk into the unknown and you have to evolve in order to move forward,” says David. 

When you get to the CFO level, it’s no longer just about your technical expertise, says David, but your ability to understand and build relationships with people, get to know the whole business and bring people along on the journey.

The role of the CFO is many things – but the most important things to remember, that it’s not just about the numbers, but the people. A truly successful leader will:

  • Focus on giving back and developing others – without expecting anything in return.
  • Know where they have the most impact and can drive positive change.
  • Work to their strengths and not try to be everything to everyone.
  • Know how to tell a story and take everyone along on the journey – and it can’t be all about the numbers. 
  • Be a trusted advisor to the CEO (which can take some time to establish, it doesn’t happen overnight).
  • Know that it’s okay to show vulnerability, as it helps you to be a better leader. We’re all human at the end of the day. 

If you would like support with your career journey, get in contact with us today on (02) 9262 4836. 

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Navigating rougher seas – what’s in store for the Australian economy this year?

Thursday, February 28, 2019

Global economic growth is slowing and there will be a period of “navigating rougher seas” this year, but the Australian economy remains stable and we can be cautiously optimistic for the year ahead. That was the sentiment from Paul Bloxham, Chief Economist for HSBC at Moir Group’s recent economic event.

Speaking at the event, Paul shared his insights on the challenges and opportunities facing the global and local economy for 2019.    

He noted that the global growth rate has been gradually slowing over the last few years (3.0% in 2017 and 2.9% in 2018), and he predicts it will slow even further to 2.6% this year and 2.4% by 2020.

So, why has global growth been slowing over the last few years what flow-on effect does this have for the Australian economy? According to Paul, this has been driven by three key areas:

  1. We should always expect that global growth will slow at some point, especially after intense periods of growth. 

  2. The actions of global policy makers.

  3. Global trade policy tensions. 

What does this mean for Australia?

As always, the Australian economy is impacted by global movements, especially from China. Paul noted that while China’s growth has been slowing, this hasn’t reverberated through to the Australian economy and our economy has remained stable, for a few reasons: 

China’s focus on environmental targets is driving an increase in Australia’s commodity prices: China has been cutting back on the production of domestic low-grade iron ore and coal in favour of purchasing Australia’s high-grade iron ore and coal, which has pushed up our commodity prices.

The large pipeline of infrastructure projects underway/planned in Australia: there is no doubt there has been a construction boom in Australia in recent years. According to Paul, this boom has, and will continue to, support local economic growth. 

So, what is happening locally? 

So what else is happening in the Australian economy that is driving this confidence? Paul spoke of a few factors:

  • Consumer behaviour and sentiment is driven by the labour market. Early indicators are that they are good at the moment.
  • Job vacancies are at a record high, in proportion to the size of the workforce.
  • Wages growth is sluggish and picking up at a glacial pace, but it IS lifting.   
  • The housing market has slowed and prices are falling, which has made housing more affordable for people. However, the process for applying for a loan is becoming much more stringent.

By Karen Ryan, Director, Interim Executive Search, Moir Group.

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What’s a career plan and why do you need one?

Wednesday, February 06, 2019

When you hear the words “career plan,” it may not immediately elicit a great deal of excitement for you, but it’s a valuable thing to have, especially when you’re considering your next career move. So, what is it, how will it help and what should you consider when developing your career plan?

What is a career plan?

A career plan is a roadmap to develop your career. It’s a living document that can help you focus on the key sequence and actions you need to take to successfully move forward in your career.

Why is it so important?

Taking control of your career is the key to success. Leaving things to chance may work to some extent, but having a plan that identifies the specific steps towards your desired career is ultimately more effective.

Why? Because it gives you focus and energy in the right direction. It gives you a clearer idea of what you want out of your career, where you want to go and what you’re going to do to get there. As a result, you end up taking jobs that are the right fit for you and contribute in a positive way towards your overall career goal, rather than allowing yourself to be side-tracked.   

What questions do you need to consider when developing your career plan?

Career plans are essentially based on three key questions:

  • Where am I now?
  • Where do I want to be in the future?
  • How am I going to get there?

If we break that down, so that you can be more specific and targeted about what you want to achieve, have a think about the following:

What do you want from a job?

This is a great time to do a bit of personal reflection. Think about what you want out of your career? What is important to you? What types of roles will give you the most satisfaction and purpose? What aspects of your current role do you love and what aspects don’t you enjoy?

What is happening in the work landscape in your sector?

Is your industry being affected by technological disruption? What does this mean for the future of your current work? Will this mean you may need to upskill to get to where you want to go? Are your current capabilities and skills aligned to what the job requires and the future of the workplace?

How will you develop yourself and your skills?

When you’re thinking about your next career move and what you want to achieve, think about how you might get there – is it making a lateral move into another sector or organisation? Do you want to develop a specialisation in a particular area?

If you’re looking to move upwards, do you have the required skills to do so? If not, how will you go about getting them? What type of organisation do you think you will do your best work in or will give you the experience you need to get you one step closer to your overall career goal? For instance, will working in a multi-national organisation give you the exposure you need and the stakeholder engagement skills required to propel you into your next senior role?

What makes you excellent?

Finally, think about what you can bring to an organisation, focusing specifically on 3-4 key skills that make you unique. This will not only help you to hone in on the types of roles that will help you to achieve your career goal, but also best position yourself for success during the interview process to win that role!  

By considering these questions, you are basing your next move on a thorough and well-thought out career strategy and, ultimately, the career you want.

Moir Group offer tailored learning services to help you take control of your career, including career planning.  If you would like help to develop your career plan, please get in contact with our Learning & Development Manager, Ola-Dabbagh Roberts on (02) 9262 4836.

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Is this job right for me? 8 questions to ask yourself

Wednesday, January 23, 2019


Interviewing for a new job can be an exciting, yet daunting process. 

Nerves are running high, the anticipation is building and your brain is going into overdrive at all the things you need to remember to say.

Leading up to - and during - the interview, you do everything you can to increase your chances at success. You research the company, prepare a few short answers to showcase your skills, dress to impress, show up on time, smile, be polite, confident, and make eye contact.  

You come away from the interview thinking: “I hope I impressed them. Did I say all the right things?”

But somewhere along the way, you end up forgetting about the other person in the process: you.

As candidates, we spend so much time and energy trying to impress an employer, that we often don’t stop to think about whether the job and the company are the right fit for us.

When you think about it, getting a new job is like starting a new relationship – you both need to be equally invested for it to work.

So, what are some of the questions you should be asking yourself before and after a job interview to make sure you come away from it knowing whether it’s the right opportunity and fit for you?

Before the interview


This is a perfect time to figure out what it is you really want from your next job. Have a think about the following:

Will this role get me to where I want to go in my career?

Think about what your ultimate career goal is and whether this role is a stepping stone to get you there, or if it will side-track you from that goal.

Can I do this job and will it challenge me?

These are two very different things. First, you need to have the right skills to do the job well. Second, the role should challenge you and give you the opportunity to learn new skills, so that you can continue on your ultimate career path, otherwise you may become disengaged very quickly.  

What sort of company do I want to work for?

Company culture can have a major impact on job satisfaction. Ask yourself what a 'good company culture' looks like to you? Is it working for a company where everyone is passionate about what they do?  Is it a company that has a strong vision and purpose? Is it the team camaraderie and social aspect of work? Is hierarchy important to you? Do you work better in a flat organisation? Make sure it's a company that you can be passionate about.

What is my ideal working environment?

What kind of a worker are you? Do you thrive in a fast-paced, busy work environment where everyone bounces ideas off each other; or do you prefer to work autonomously? Figure out what your work style is and what environment will contribute to your success. Don't be afraid to ask these questions in the interview!

After the interview


Once you've met with a potential employer, do your own personal assessment of them. Are they offering what you're looking for? Did they impress you? Have a think about the following:   

How well did they handle the interview process?

Did they put you at ease and make you feel comfortable, or did you find it difficult to get along with them? Building up a good rapport with a potential employer during an interview is important as it is a good indication of what it will be like to work with them. 

Are you excited about working for them or do you have doubts?

Trust your gut. If you walk away from an interview with more questions than answers, it could be a sign that it’s not the right company or role for you.

Did they inspire confidence in the company and the role?

Just as you would prepare for an interview, a great employer will do the same. It shows that they have put thought into the role to set that person up for success. Do they have a clear direction of where they are going as a company and how your role will fit into that? Did they give you enough information about the job for you to make a fair assessment?

Does the culture and working environment match what you’re looking for?

Think about what type of company culture is important to you and then compare it to what they said in the interview. Does it match? Are you confident that it will be an environment where you can thrive and do your best work?

Happiness and compatibility in a job cannot be overstated. We spend so much of our lives at work, that it has to be the right fit – for you and the employer.

For more useful career tips, check out our candidate resources page. Or, if you'd like to have a confidential discussion with one of our consultants about your next career move, give us a call on (02) 9262 4836.

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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. 

Reflect

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.

Plan

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. 

Bonuses

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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CONTACT US

Moir Group welcomes your phone call or email

Telephone: +61 2 9262 4836
Facsimile: +61 2 9262 1576
moirinfo@moirgroup.com.au

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