We got featured! Check us out in the Top 15 Talent Management Agencies to watch in 2022
Teresa Romanovsky • May 19, 2022
We were thrilled to be featured in the The Australian Business Journal last month. Check out Careers For Purpose and the 14 other niche recruiters doing wonderful work in the talent search sector via this link. As Australia's only 'for purpose' recruitment agency, you can be assured we have your mission and values at our core.
https://theabj.com.au/2022/04/01/branded-content-talent-management-firms/
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As of January 2025, Australia has taken a significant step towards greater corporate accountability and transparency by introducing mandatory climate-related financial disclosures. This and requirements like it are helping to push business into action with 54% of those surveyed by Future Focus feeling the pressure from regulatory requirements. This policy, designed to align with global standards, requires for now very large entities to report on their climate-related risks, opportunities, and actions. While this move is essential for a more sustainable economy, it is also poised to have a profound impact on the job market, particularly in the areas of sustainability, ESG and compliance.
As new sustainability roles emerge in the fight against climate change, Australia faces the challenge of developing and attracting the talent needed to fill them.
In recent developments within the corporate sector, a substantial shift toward differentiating pay based on employees' work location has emerged. This change has sparked considerable debate over its potential effects on workplace equity and inclusion. Detailed insights from industry surveys and research studies, such as those conducted by Herbert Smith Freehills and KPMG, illustrate a growing trend where one-third of employers express intentions to pay remote workers differently than their in-office counterparts. This approach, particularly noted in Australia, involves 38% of senior executives who believe remote working should be a privilege contingent upon trust and seniority. About 37% of these executives are considering implementing pay differentials between remote and in-office staff within the next three to five years.