Australian Job Prospects in 2017 Are Looking Up

Workers in IT, System Engineers, Infrastructure Projects, Corporate Governance All Set For Higher Salaries in 2017 …

In an article in, it seems that much needed and long awaited salary increases are to be expected in 2017 for those in certain sectors of the job market. 

It’s no secret now that businesses know that to remain competitive, they need to invest in building strong tech teams to find newer and better ways of solving problems, reducing costs, improving efficiency and delivering better products. And in order tot do that, it seems that they’re prepared to invest in getting the right talent into those jobs, according to a recent study. Read on for more …

DON’T dis the IT guru: he or she could be eyeing off a $50,000 pay rise this year.

That’s the forecast from the latest annual salary survey from recruitment consultancy Robert Walters, which predicts Australians working in technology, infrastructure and corporate governance are most likely to be on the receiving end of double-digit wage growth on 2017.

IT workers or system engineers in Sydney salaries are forecast to increase 45%: they’ll be able to command $160,000, up from $110,000.

The Robert Walters survey of about 950 hiring managers and 1800 professionals also found NSW is where it’s at to nab the second-biggest percentage pay rise: funds and operational analysis workers can expect a 33% jump from $60,000 to $80,000

The study found the Australian economy is adjusting to a “new normal, without the previous powerhouses of resources and construction propelling it forward” to reveal a buoyant recruitment market with specific areas of high demand.

And high-demand workers don’t just want cash. They are demanding more flexible working conditions as well.

So who is hiring in 2017?

“We expect increased hiring across IT, corporate governance, and state government infrastructure projects,” the report says.

“Within the technology sector, we anticipate intensified competition for big data, data security, DevOps and data analytics skillets.
“Across all major corporates, further regulation and focus on risk management and compliance will drive further growth. Close cost management and a requirement to extract maximum value from major long-term contracts will ensure demand for skilled procurement professionals.”

Australia wide, federal and state government investment in massive infrastructure projects will see construction and engineering professionals also able to command bigger wages.

And for those doing the hiring, the report advises the lure of dollars alone may not be enough to retain, or attract the best staff.
There are three key Australian industries that are handing out five-figure pay rises to employees this year.

“While financial reward remains a key incentive for job seekers it is not the only major driver,” the report says.
“Both generational change and technological advancements have influenced job seekers to place higher value on flexibility as well as reward, culture and long-term career development.

“We strongly advise hiring managers … to become competitive in these areas, not just focusing on salary and financial incentives.”

Strong IT, finance and business sectors mean NSW is expected to be the home of the majority of big wage winners in Australia.
The survey points more than ever to a need for specialist skills: with the banking sector being a case in point.

While the big banks may be keeping a careful eye on costs, “those working in banking and financial services can generally expect a moderate increase in salary in 2017, unless they can offer specialist skills and performance delivery above the norm”.

“Economic conditions have led hiring managers to demonstrate moderation when offering remuneration packages,” the report says.

But new legislation, and increased scrutiny, mean individuals working in areas such as compliance, assurance or operational risk with experience in change delivery will be highly sought after.

“The superannuation industry will be more competitive and there will be demand for more commercially minded candidates due to changes around default funds,” the survey found.

But IT remains where it’s at.

“IT professionals with niche and emerging skill sets such as Big Data, DevOps, cyber security and Cloud collaboration were in high demand and could command higher rates of pay in 2016,” the survey found.

“In 2017 we expect to see similar trends continue Australia-wide, and as demand for emerging skill sets increases and the skill gap widens, this will create a scarcity in the market and companies will need to be prepared to pay higher salaries, focus on flexible work arrangements and have defined career pathways to win over professionals with these specialist skill sets.”

With thanks to

And Our View on Skills and Experience Recruiters will be Looking for on Job Seeker Resumes to get these jobs?

In contrast, for recent graduates, the early indicators are that it’s going to be tougher to crack the market than ever before. With so much talent to choose from, and very little to distinguish between candidates, recruiters can afford to be choosy. Mass hiring and big packages are likely to decline.

Employers have now learnt that that they can easily outsource task-based jobs, and will continue to do so, so skills such as creativity and analysis (and providing evidence in your resume that you have these skills) will certainly help job applicants at every career stage.

Soft skills, written and verbal communication, and being able to work in complex team environments continue to be important, as organisations know that high-performance teams are built with the strong skills sets of many individuals.

Organisational fit (or culture fit) is even more important as employers seek to recruit talent that suits their working style and environment, and for progressive organisations, they will be doing everything they can to ensure diversity in the workplace so that they can get the best fit and talent from the individuals they hire, irrespective of what University job seekers went to, or what their previous employers names are. If that means introducing ‘name blind’ resumes or other tactics to remove unconscious bias, that’s what they’ll do.

Top Skills That Will Get You Hired in 2017

LinkedIn Reveals The Top Skills That Will Get You Hired In 2017 …

Find out what skills you need on your resume in 2017 to help land your dream job. From Statistical Analysis and Data Mining, to User Interface Design and Mobile Development, the 2016 annual list has shown that Marketing Skills have taken a dip in favour of Technology-related skills. No surprises there, but if you’re not on top of your game or want to stay ahead of it, now might be the time to think about skilling up.


Analysis of the recruiting activity on LinkedIn since January shows several trends about the Australia job market, including high demand for tech skills.

The Global Top Skills of 2016 list reveals several trends about the global job market:

Demand for marketers is slowing: While marketing skills like marketing campaign management, SEO/SEM, and channel marketing were in high demand in 2015, things have changed. This year, SEO/SEM dropped five spots from #4 to #9 and marketing campaign management dropped completely off the list. Demand for marketing skills is slowing because the supply of people with marketing skills has caught up with employers’ demand for people with marketing skills.

Data and cloud reign supreme: Cloud and distributed computing has remained in the #1 spot for the past two years and is the Top Skill on almost every list — including France, Germany, India, Ireland, Singapore, the US, and Spain. Following closely on its heels is statistical analysis and data mining, which came in #2 last year, and #1 in 2014. These skills are in such high demand because they’re at the cutting edge of technology. Employers need employees with cloud and distributed computing, statistical analysis and data mining skills to stay competitive.

Show me, don’t tell me: For the first time ever, data presentation, which is visualising data, makes the list with the #8 spot. With statistical analysis and data mining holding strong again this year at #2, employers need employees who can organise data so it’s easy for people to understand.

User interface design is the new black: User interface design (#5), which is designing the part of products that people interact with, is increasingly in-demand among employers. It ranked #14 in 2014, #10 last year, and #5 this year (second largest jump on this year’s Global Top Skills of 2016 list). Data has become central to many products, which has created a need for people with user interface design skills who can make those products easy for customers to use.

If you have any of these skills, make sure you let employers know. A simple way to do this is by adding the skills to your LinkedIn profile. In addition to showcasing your professional brand, you’ll also show up higher in recruiters’ search results.

Here are the skills that are most sought after amongst Australian employers, according to LinkedIn:

1. Statistical analysis and data mining
2. SEO/SEM marketing
3. Middleware and integration software
4. HR benefits and compensation
5. Network and information security
6. Mobile development
7. User interface design
8. Web architecture and development framework
9. Algorithm design
10. Corporate law and governance

Soft skills are also difficult to find compared to technical, according to a survey of hiring managers by LinkedIn.

The majority (63%) of hiring managers say they find it harder to find professionals with soft skills.

The most important soft skills are teamwork, ownership and problem-solving.

Most hiring managers (65%) believe that not being able to find soft skills limited productivity.

And human resources decision-makers in Australia and New Zealand say it’s difficult to fill leadership positions because of that soft skill shortage.

“They don’t have the skills,” LinkedIn said in its study, Leadership Talent Challenges in Australia and New Zealand.

Critical soft skills missing or under-developed: empathy, problem solving and creativity, and fostering collaboration and innovation.


With thanks to LinkedIn and Business Insider.

Is Job Seeker And Resume Discrimination Real? What’s In A Name?

We’re often asked by job seekers who have ‘non-Western’ names if they might be being discriminated against in the job market because of their name …

We work with many overseas-born and international job seekers and over the years have gained a full appreciation of the many naming conventions that people may use and sensitivities around the issue of names used on resumes. While discrimination is illegal in Australia (see details of the relevant Act by clicking here), it is clear that name bias does occur.

We see it as our job as resume writers to remove as many barriers as possible to our clients being shortlisted for jobs and being contacted by recruiters.

This issue is considered so serious by the Victorian Government, that is has instituted a trial into ‘Name Blind’ resumes. In the trial, specifics such as names, ages, location and gender are to be removed from job applications. (As an aside, Age, Full Address and Gender should never be included in a resume anyway).

Sadly, we are very aware that names can sometimes give rise to conscious or unconscious bias, and the research now proves it, so the following may be helpful.

There are many points to consider here …

Firstly, and most importantly, it is critical that the job seeker is presented exactly as they are and that the job seekers is 100% comfortable with what they are referred to by name.

Personally, we don’t think anyone should have to alter their name for the sake of a job search, but we are very aware that sometimes names can be difficult to pronounce which may be an issue for less confident recruiters, or if it is not clear on your resume what they should call you when they make contact, or that names may cause unconscious bias or even discrimination, and there is now research to confirm the fact.

Research Into Name Discrimination On Employment Applications

Sadly, the facts speak for themselves. Research conducted by the Australian National University (ANU) showed that people from culturally diverse backgrounds need to submit more applications to receive job interviews compared with their Anglo-Saxon counterparts, even if they have the same qualifications.

A) Indigenous people needed to submit 35% more job applications for each job interview compared to Anglo-Saxon applicants.

B) Middle Eastern applicants needed to submit 64% more job applications for each job interview compared to Anglo-Saxon applicants.

C) Chinese applicants needed to submit 68%more job applications for each job interview compared to Anglo-Saxon applicants.

D) Italian applicants needed to submit 12% more job applications for each job interview compared to Anglo-Saxon applicants.

You can read more about the study by clicking here.

Considerations for Names on Resumes

1) You have a lengthy name, or are known by one of your ‘middle’ names.

It’s not unusual for some of our clients to ask that their full legal entity name is included on their documents,  even when they are known simply by a diminutive of one of their names. 

In our experience, it is perfectly acceptable to use the name on your resume that you wish to be known by. For example,  a client has a legal name of ‘James Nicholas Thomas Watson-Crowther-Brown’, but he has been called ‘Jim Brown’ all his life, so we create his documents as ‘Jim Brown’.

Given that a resume is not a legal document or contract, when Jim gets an offer of employment and has to sign a contract, he will need to include his full legal name on that document, and employment documents will usually include a space for ‘Known As’ or ‘Preferred Name’, in which case he will use the name James in that document, with his preferred name as Jim Brown.

In the typical Australian resume, just the first name that the job seekers is known by and called, is listed on the resume, and the last name (without including any middle names).

2) Your name is difficult to pronounce / might be difficult for someone else to pronounce

I  have a Gaelic first name (Catriona), but when giving my name to someone on the phone so I can be called back,  if I am asked to spell my name, I will often spell it out to people without the ‘o’ in it because so many don’t know the ‘o’ is actually silent in my name and in Gaelic, is pronounced differently to the way Australians think it is. My name also starts with a ‘C’ but most people recognise my name when spelled with a ‘K’ and when I say my name, their first instinct is to write it with a ‘K’ (Katrina). This is fine for me in most general circumstances because people can feel awkward when I correct them on the pronunciation when I have given them my full name spelled correctly, if they have then pronounced it incorrectly! 

As another example, many school-age children in Taiwan (who also learn English at school from an early age) choose a western name once they start school, and while it is not a legal name, they use it throughout their working careers when working in western environments to remove any issues with pronunciation and to help with ease of integration into western work environments. 

For clients whose name are difficult to pronounce, we may sometimes suggest spelling it phonetically next to their name, eg: Xanthe (pronounced Zan – thee) or to use another Gaelic name as an example, Caoimhe (pronounced Kweeva).

How to List Your Name on Your Resume

The bottom line here is that your resume is your document and a representation of you, and you need to be fully comfortable with it.

Options to consider for your resume:

1) List your name as your full legal name
2) List underneath your full legal name ‘known as Jim’ or ‘known as Jim Brown’ or words to that effect.
3) List your name as the name your are known by, with your full legal name underneath
4) List your name only as the name you wish to be known by Eg: Bella Smith
5) List your name with the phonetic spelling next to it, Eg: in my case Catriona (pronounced C – TREE – ar – nah)
6) List your name with both your full name and name you are known by Eg: Mary-Arabella (Bella) Smith
The debate on name-based bias continues, and you can read more about it here.

Salary Checker | Australian Salary Survey

Are You Getting Paid What You Should Be?

Australian Salary Survey and Salary Checker: Everyone at some time in their working career wonders if they’re getting paid enough for the job they do. With the media frequently highlighting the gender salary gap and pay discrepancies between men and women, many job seekers are now questioning if what they’re getting paid is correct, legal and fair.

Others begin their search to find out what they should be getting paid when they’re thinking about a job move, a career change or preparing for an annual performance review or seeking a job promotion. Or they may be thinking about getting a professional resume written and wondering if a career move is the right one (and if they can afford a job move), or they may be anticipating that tricky interview question “What are your salary expectations?”

Whatever your motivation, these Australian Salary Survey guides will help.

LiveSalary – “a free community-based website where people exchange salary data”

Michael Page Salary Centre – Australia’s largest job board

People Bank’s Salary Index

Hudson 2016 Salary Guides 2016 Salary Survey

Strategy 2016 Salary Guide

Morgan McKinley Australia Salary Guide 2016

HR Partners ‘HR Salary Survey’ – a free portal and was specifically developed for Australian Human Resource Professionals to share salary and remuneration intelligence and help them ascertain what people in the HR profession are really earning.

Mining People International’s ‘Mining Salary Survey’ – The site was specifically developed for Australian Mining industry workers to share salary and remuneration data and help them ascertain what people in the mining industry are really earning.

Australian Legal Salary – The site was specifically developed for Australian legal Professionals to enable them to easily share legal salary data and help ascertain what people in the Australian legal industry are really earning.

ANZ SAP Salary Survey 2016 – a boutique SAP recruiter providing an expert and very personal service to SAP Professionals and Employers throughout Australia, New Zealand and Asia Pacific.

Courtesy of JobMob.

The following are some of CV Saviour’s recommendations:

Glassdoor – see how your salary stacks up against others in the same sector, as well as company benefits and peer salaries.

Hays – the annual Hays Salary Guide remains the definitive snapshot of over 1,000 salaries across Australia and New Zealand.

Taylor Root – Legal, Banking and Finance, Compliance and Risk Salary Surveys.

Get A Perfect Resume – Get A Job In 2016

Job Search Tips | How To Get A Perfect Resume

Have you been applying for jobs but never hear anything back? Do you wonder if your resume is letting you down? Getting a job has never been harder, but if you think your resume is at fault, you might not be wrong. A perfect resume is every job seekers goal, but just how do you get the perfect resume, and what does the perfect resume look and read like? Read on for more.

The job hunting world has changed dramatically over the past few years (just as have opinions of what makes the perfect resume!). The type of jobs available, prevalence of high-tech positions that are geared towards a younger workforce, and an overall increase of interest in telecommuting over traditional 9-to-5 in-office work are just a few of the things workers are experiencing today.

In 2015, we saw a rise in the use of applicant tracking software that filters applicants based on keywords and the continued decline of traditional paper-based application and resume exchange.

As companies continue to evolve towards a more paperless business practice, their hiring process is changing as well. More and more companies are putting their job postings online, and taking applications electronically.

Indeed, the days of walking down the street and handing your resume to every business on the block are quickly coming to a close. Modern job seekers are finding their dream jobs from the comfort of home.

Hiring process

Hiring the wrong person is expensive. Hiring and training any employee takes a significant devotion of time, money, and effort. The U.S. Department of Labor pegged the monetary cost of a bad hiring decision at upwards of 30 percent of that person’s salary. On top of that, an employee who is incapable or a bad fit can lead to losses that are harder to measure, such as decreased productivity, lost sales, mistakes, and other missed business opportunities. And with technology blurring the lines between when an employee is on the clock vs. off the clock, finding the right fit for a team is more important than ever before.

For all these reasons, many employers have moved away from the quick hiring decisions of the past to a more involved hiring process, with the hope of finding the right fit–and avoiding the wrong one. It’s common now for candidates to be interviewed more than once, and by more than one person. This often includes people from different departments and at different levels within the organization.

Various tests are also becoming more commonplace. These can range from tests for concrete skills, such as writing or coding, to broader problem-solving tests, to role playing or personality tests. As you progress through a company’s hiring process, however, be wary of being asked to do things that cross the line from tasks that are a normal part of a hiring process into doing actual work for free.

In 2016, your job search could wind up taking you much longer than any of your prior searches–even though the job market is better now than it has been in years.

Selling yourself

With hundreds of applicants per job, many qualified candidates don’t even get an interview. Most employers today use applicant tracking systems, which typically parse your resume and cover letter and store your relevant information in a database. Employers rely on this database to both weed out candidates who aren’t qualified–if they require someone with a master’s degree, the system will narrow the applicant list for them based on education credentials, for example–and to find candidates who have traits they do want. An applicant tracking system can tell an employer which candidates have experience with a particular programming language, for instance, or who have passed certain FINRA exams.

And your application materials can’t just show that you are qualified for the job–you have to make the case that you’d excel in the role. It’s important to be precise with the text of your resume to highlight your relevant skills. A targeted resume and effective cover letter will serve you better than firing off generic application materials to every job opening you can find. Two of the most important elements to targeted application materials are resume keywords and accomplishment statements.

Targeting your resume using relevant keywords doesn’t just show a potential employer that you’re qualified, but that you’re interested in the specific role they have open. This makes you a much more appealing candidate than someone who submits generic application materials, which are easy to spot–and which convey very clearly that they want a job, any job. Resume keywords also make it easier for an applicant tracking system to find you and rank you highly. To do this, echo the phrasing used in the job posting. If an employer wants someone who knows how to use certain social media platforms, for instance, your resume should include the platforms they specify, written in the same manner as the job posting. Don’t just list “social media” among your skills if the job search words it differently. Specifics are more important in today’s job search than ever before.

When it comes to accomplishments, merely listing your job duties doesn’t indicate anything about what you, personally, brought to a role. Any person with similar skills put in your position could complete the same laundry list of tasks. What employers want to see–and what will make you stand out as a candidate–is proof that you have succeeded in your roles. To do this, go over your experience and come up with statements that explain the challenges you faced, how you solved them, and what the outcome was.

(At CV Saviour, we know that employers recruit people who can get results. And the best indicator of what you can do for your next employer is to provide evidence in your résumé of what results you have given your previous employers. It’s this detail that really interests employers.

Evidence-based résumés get interviews. This means that if you state you have ‘great communication skills’, a recruiter expects to see evidence of this. Include an example – give the reader the evidence in your document, of where you proved your great communication skills, and what the result of this was. This doesn’t mean just writing the headline ‘achievements’ and listing what you did underneath it!

For example: if you merely list what your job description says what you’re expected to do, a hiring manager or recruiter is going to ask, ‘So what? That’s what you were paid to do!’ That approach tells the reader nothing about what the results you’ve obtained so far.

  • Did you identify or resolve any problems on a specific project?
  • Did you do it in record time?
  • Did you overcome any obstacles?
  • Did you save time, money, increase productivity, increase efficiency? If so, by how much?
  • If you saved money, how were the savings used?
  • What exactly were the results?

If you can add the result to your achievements, you’re ahead of the rest. A great way to draw the result out is to ask yourself ‘so what’ after each achievement because that is what an employer of recruiter asks when they see statements on a CV that aren’t qualified or quantified). 

To see how your resume ranks for a particular job opening, use Jobscan’s resume analysis tool. Paste in the text of your resume plus the text of the job posting, and it will analyse them to tell you where you’ve done well, and where you can make improvements.

Resumes in 2016

Finally, while a good (or perfect resume) can do you a lot of favours, an outdated one can easily hinder your job search. Some formerly traditional resume conventions have now gone out the window.

For one thing, resume objectives have fallen out of favour. The bland one- or two-sentence statements do little to distinguish one candidate from another; most are essentially meaningless strings of jargon and buzzwords, and so broad that they could apply to almost anyone. Beyond that, they typically focus on what a job candidate is seeking, rather than on what they can offer an employer. But a potential employer is most interested in how a candidate can fulfill their needs. So skip the objective and get right to the core of your resume. (At CV Saviour, we’d go so far as to say that when it comes to objective statements, you shouldn’t include one. For starters, they went out with the ’90s. The other reason being that an objective amounts to nothing more than an “I want” statement. And the bottom-line is that an employer doesn’t really care what you want. What they DO care about is their bottom-line needs, and your résumé needs to address how perfect you are for those needs. Your message needs to be clear: “Dear Employer: You’re looking for a [imagine your next job title here], and I’m the best there is. Here’s my record to prove it.”)

The trite “references available upon request” line is also not necessary. References are usually checked as one of the last steps in the hiring process; potential employers will ask you for your references when they want them. (At CV Saviour, we have also been notified of isolated incidents where referees have been contacted by a recruiter prior to the candidate even being asked for interview, which caught the referee unprepared to respond the specifics they were being asked, and the candidate not being invited to interview. Wherever possible, your referees should be fully briefed about the specifics of a role you have been shortlisted for, and you should select the best referee to talk to those skills at that time).

If you want, you can create a references sheet to bring to an interview. This sheet should contain not only details about your references’ roles and contact information, but also how you know them, and which of your skills and experiences they can speak to. If you do regular volunteer work, for example, someone from that organisation is likely to know different things about your capabilities than your former supervisor at a previous job. Including these details will save potential employers time, plus give you another chance to specify your skills and experience. In a job market where resumes are looked at for seconds, rather than minutes, sometimes relevant information can get overlooked.

The main job search tip for 2016 is, in fact, to focus on relevant information. In the past, people padded their resumes with everything they’d ever done. The idea was that sheer quantity was impressive. But today, employers care about what you’ve done more than about how much you’ve done.

This article was written by James Hu of Jobscan and first appeared on the Jobscan blog.

The Ultimate Cheat Sheet For The Perfect LinkedIn Profile

Looking to boost your LinkedIn presence with the perfect LinkedIn profile?

As it turns out, maximising your visibility, building your networks and securing that dream job all boils down to a few simple tweaks, according to Business Insider.

From how to frame your LinkedIn profile photo, what buzzwords to avoid, and the ideal number of LinkedIn connections to have through to how you can get more recommendations, here is the ultimate cheat sheet you need to make your LinkedIn profile stand out.

Click here to see the full infographic.