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According to our national 2024 Employment and Salary Trends market report, what Australian employees value most in their jobs and careers has changed rapidly over the past few years. Here are some of the key things that matter most in 2024, to how employers can use this insight to enhance talent attraction and retention strategies: Career opportunities There has been a rising focus long-term job prospects and career development which has taken more of a back seat in earlier years. The report highlights that it’s career opportunities that matter most to 71% of employees in 2024, surpassing management support and trust by 1%. A 9% increase over 2023, job seekers are increasingly focussed on seeking roles that offer clear progression and growth which is essential for long-term success and happiness in the workplace. Increased job satisfaction gives individuals a sense of achievement and fulfilment and employers benefit from people who have had the opportunity to continuously improve their skills, knowledge, and abilities. Training and development Up 5% from 2023, 69% of employees say they value training and development, indicating that employees are eager to enhance their skills and stay competitive in their fields. This provides a great opportunity for employers to take advantage of the opportunities that come from upskilling their workforce such as attracting new talent, retaining current employees, and saving money with reduced hiring costs. Work-life balance Not surprisingly, in a post-COVID landscape, 68% of employees value work-life balance, 4% more than in 2023. Studies have shown that overwork can have a seriously negative effect on both physical and mental health, with poor work-life balance potentially leading to lower levels of productivity, burnout and higher employee turnover. There’s a lot an employer can do to help employees strike a better balance between work life and personal life based on individual needs such as flexible working hours, job sharing and remote working locations. Company culture Up 3% on 2023, 65% of employees said a company’s culture is of key importance. A culture includes ways of working, workplace relationships, values and expectations, and whether or not an employer is invested in building a positive workplace culture. Studies have shown culture has a huge impact on workplace happiness, career trajectory and longevity in a role, so it is crucial for retention to create and foster a positive workplace culture. Salary The 2024 Employment and Salary Trends market report shows an increased emphasis on financial compensation, with salary and bonuses seeing a 5% increase in importance from 2023, now sitting at 57%. This is not surprising given the current cost of living crisis being faced by most Australians and not something that is likely to change much year on year in the near future. Leadership style On par with salary and bonuses, 57% say they value leadership style as a key job satisfaction driver, an increase of 4% on 2023. Good leaders are crucial as the ones responsible for setting the vision, providing guidance, and driving their teams towards achieving goals. Effective leadership has also been shown to have a significant impact on employee engagement, job satisfaction, productivity, and overall organisational performance. Mental health 54% of employees stated mental health as a key priority in 2024, a 4% increase on 2023. Since we spend so much of our lives at work, our working lives can affect mental health. Aside from the obvious legal obligation to providing a mentally healthy workplace that protects and promotes mental health and responds to people who may be experiencing mental ill health in a supportive way, positive mental health of employees also leads to lower absenteeism, increased productivity and less injury claims. What matters most in the property sector? The 2024 market report shows that employees in the property space highly value flexible working hours, training and development, work from home options and the opportunity to earn bonuses. 59% of the property sector stated flexible working hours is of the highest importance, followed career development and training at 53%, increasing the need for robust training programmes and on the job support. It may come as a surprise that the other end of the list showed the benefits of least importance to property sector employees was additional leave, rated by only 24% of people, and a company car rated as important by just 12%. One thing is clear from these 2024 trends – development opportunities and financial rewards are key drivers in attracting and retaining talent. Our 2024 Employment and Salary Trends market report includes more information about recruitment trends and detailed salary tables for each industry, including property. You can request your own copy of the full report , to stay ahead of employee benefit and salary expectations to ensure you attract and retain the best people possible.

The march of the current government to make wholesale changes to our industrial relations landscape continues. While there are employers who treat employees more than poorly, the reality is that in such a labour short market, most employers are bending over backwards to keep employees happy and engaged. The constant pace of change to industrial relations laws over the last 12 months adds extra complexity and legislative compliance to organisations of all sizes. In fact, it is the biggest change to the IR landscape since Work Choices in 2005. As highlighted by Jessica Tinsley, Director of Workplace Relations for the Australian Chamber of Commerce and Industry at a recent SA Business Chamber breakfast, the definition of a casual employee will now span 5 pages. This can present huge challenges for your average SME with limited internal HR resourcing to ensure they are meeting their employment obligations. So how do you navigate this increasingly complex industrial relations landscape? Set things up right from the very start: Engage a HR or IR specialist who can understand your business and draft employment contracts for your staff from the very first person that you employ. Have a draft ready to go before you start recruiting to avoid delays which may lose an impatient job applicant. Don’t forget existing employees: For established organisations, seek advice around pay rates and terms and conditions of existing employees to confirm you are meeting award and Fair Work requirements – don't assume changes only apply to new employees. Don’t wait to address issues: Get advice early if issues with employees arise. Don't wait until a situation is a boiling point to seek professional advice. If you have an inkling something may go south, work out a plan early. Keep records: Have sound records management around employment and consider whether an online platform such as Employment Hero would be of value. Stay informed: Industry groups, business chambers, Fair Work Australia and the like all offer ongoing training and support. Ignorance is no defence regardless of the complexity of employment law. For any start up or small business it is imperative that among your suite of trusted advisors is a HR expert or industrial relations lawyer. Medium to larger business may employ an in-house resource but will likely still need external legal advice depending on the situation.  Regardless of your size, be proactive and be prepared. The changing industrial relations landscape is too important to ignore.

As we head into the Christmas break, it is always useful to reflect on the past year. Record low unemployment (3.6% as of October) in South Australia continued to underpin a strong employment market in 2023 skewed in favour of job seekers. The lament for many businesses continued with difficulty in finding staff in many areas of property at almost any level, it seemed. Emerging trends An emerging trend saw organisations appointing less experienced people in some roles to manage resourcing issues. This opened opportunities for people looking to enter areas of the industry such as administration and residential property management. While this added additional challenges for employers, some organisations have benefited from thinking laterally and diversifying their teams. Hard-to-fill roles As has been the case since before COVID-19, the demand for residential property managers remained unchanged. There is a big challenge for the real estate sector to address this persistent problem which shows no signs of abating in the short or medium term. For the first time in many years, we experienced greater difficulty in recruiting facilities managers , commercial property managers and retail managers . These roles that were traditionally quick to fill have taken many months to find the right person. In addition, organisations that usually attracted talent via their reputation as an employer of choice were no longer immune from the shortage. Rising costs and wage pressures It was challenging for employers undertaking mid-year reviews to strike a balance between spiraling inflation pushing up wages, and protecting long-term company profitability should the economy slow as predicted. Anecdotally many of our clients ended up implementing wage increases of 4 to 4.5% for their workforce. Government vs private sector There have been some great opportunities in local and state government in property and project-related roles, but the growth in salaries in the private sector over the last 2 years presents recruiting challenges, as the market has well and truly outpaced government for a range of roles. Government still offers great benefits to attract talent including excellent working conditions and the unique type and scale of projects. If the market does start to pull back, government roles will always be attractive to job seekers because of their stability. Our local property industry It is fair to say the employment market in South Australia has remained stronger for longer than expected, assisted by the strength of the property industry overall. We expect some heat to come out of the employment market over the coming 12 months if the economy does slow, but gradually. The challenge may be sustaining high salaries paid to secure people, as these will be scrutinised as organisations tighten their belts. Interstate candidates are still looking to Adelaide to either come home or move to, drawn by the allure of a lifestyle shift and a more manageable cost of living. As we are telling job seekers, it’s a propitious time to work in property in South Australia. For employers, the challenge remains to strike a balance that satisfies employees' expectations while accounting for the economic uncertainties at hand.  Words by Jane Carey

What drives away talent through the hiring process? Whilst the chronic candidate shortage has eased slightly, we’re still in a tight employment market where job seekers have plenty of choice. In this competitive space, employers need to have smart recruitment strategies in place to successfully attract high-quality talent. These are the most common mistakes employers make that can cause candidates to go elsewhere. Failing to act swiftly Time is of the essence, especially in a competitive job market. Candidates often have multiple offers on the table, and a slow hiring process can be a deal-breaker. If the competition is moving swiftly, providing a clear timeline from application to offer, it’s likely to sway candidates in their direction. Our recommendation for employers is to streamline their hiring process. This includes prompt feedback, efficient scheduling of interviews, and a transparent communication channel. Not offering remote work options or flexibility Remote work has become a desirable option for many professionals. Offering the option to work remotely or a hybrid model (for jobs where it is feasible), can give employers a significant advantage over the competition. By crafting workplace policies that allow for flexibility and a healthy work-life balance, employers can position themselves as attractive and desirable places to work. Below-par salary and benefits In a market where talent is at a premium, compensation is a crucial factor. If the competitor is offering a more competitive salary or an attractive benefits package, it can be a significant pull. Employers need to align their compensation and benefits with industry standards to remain competitive. Seeking data-driven insights and salary benchmarks can be instrumental in making competitive offers. Poor Communication Trust is a two-way street. If a candidate perceives that the competition communicates more transparently and honestly about the role, expectations, and company direction, it can be a decisive factor. Job seekers value openness and clarity throughout the hiring process. Not showcasing company culture One crucial aspect that often tilts the scales is company culture. Candidates are not just seeking a job; they are looking for an environment where they can thrive. If the competitor showcases a vibrant and inclusive culture, with employee testimonials and a transparent look into daily operations, it looks like an appealing prospect. Employers can showcase their unique culture through social media, job ads, employee spotlights, and engaging content on their career pages.

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