Shazamme Blog

Morgan Consulting AFL Tipping Competition 2025: And the Winners Are…

Fri, 12 Sep 2025 00:02:52 GMT

The AFL season is always full of drama, excitement, and fierce competition — and so was this year’s Morgan Consulting AFL Tipping Competition .

Our annual corporate footy tipping competition is one of the highlights of the year, bringing together clients, candidates, colleagues, and footy fans from across Australia. With fantastic cash prizes, exclusive weekly wine giveaways, and the ultimate prize of bragging rights, it’s no surprise the competition was bigger than ever in 2025.

This year, we had a considerable number of participants across our tipping competitions — both internal and external. It was fantastic to see so many people get involved, showcasing their footy knowledge and passion for the game.

And now, we’re thrilled to announce the results!

�� 2025 AFL Tipping Champion

A huge congratulations to Ryan Naylor from TCL Hofmann — known in the competition as CATTERS05 !

Ryan was a standout performer all season, finishing with an incredible 161 tips , a full five ahead of second place . A clear and commanding win!

Ryan takes home:

$1,000 cash prize
Our famous giant novelty cheque
A photo opportunity with Tony Henderson , Director of our Scoresby office
And the all-important title of 2025 Morgan AFL Tipping Champion

Second & Third Place – A Nail-Biting Finish

The battle for the remaining podium spots came right down to the wire — and the last game of the season.

Second Place : With a bold effort in the final round, tipping 9 winners, our runner-up finished on 156 tips with a margin of 669 .
Third Place : Just one tip behind, both third and fourth finished on 155 tips . It was the margin that decided it, with our third-place finisher sneaking ahead by just 46 points .

It doesn’t get much closer than that!

Weekly Prize Winners

Each week, our sharpest tipster also scored a bottle of exquisite wine , hand-picked from a private collection. These weekly prizes kept the competition lively and gave everyone a chance to celebrate their tipping skills throughout the season.

Thank You to Our Community

At Morgan Consulting, we’re proud to host one of the most engaging AFL tipping competitions in the corporate world . It’s more than just a bit of fun — it’s a chance to connect, celebrate, and share the AFL season with our community of clients, candidates, and friends.

A huge thank you to the participants who took part in 2025. We’re already looking forward to next season. Who knows — maybe in 2026 you’ll be the one lifting the big cheque!

FOLLOW MORGAN CONSULTING

For more insights, news, career opportunities and job vacancies, follow us on LinkedIn .

Accounting: Public Practice vs Industry

Tue, 24 Sep 2024 03:26:37 GMT

Key Considerations for your Accounting Career!

At Morgan Consulting, we frequently assist accountants in navigating the decision of whether to remain in public practice or transition into industry. While both options come with their own benefits, it’s important to take a thoughtful approach before committing to a path.

Many accountants are drawn to industry roles for a variety of reasons, but the competition for these positions can be intense. Often, candidates who explore industry later reconsider public practice due to the broader opportunities available within accounting firms. Let’s break down the pros and cons of each to help you make the best decision for your career.

Industry: Opportunities and Challenges

Potential Benefits of Industry

Focus on a Single Business: Industry roles allow you to delve deep into one business, providing a clear focus on the company’s internal workings. For some, this sense of ownership can be rewarding.

Competitive Mid-Level Salaries: Mid-level salaries for Accountants with 3-6 years' experience tend to be slightly higher in industry roles compared to public practice.

Perceived Work/Life Balance: Some accountants view industry roles as offering a more predictable schedule compared to the peak seasons in public practice. However, this can vary greatly by company and time of year. Month-end, quarter-end, and year-end can still bring heavy workloads.

Challenges in Industry

Limited Scope of Work: In industry, the focus is typically on the same processes month after month, which can become monotonous over time. You’ll miss out on the variety of challenges that public practice provides.

Career Bottlenecks: One of the biggest limitations in industry is that senior roles are finite. There’s usually only one CFO or financial controller in a company, which means fewer opportunities to move into leadership positions compared to public practice.

Salary Growth Can Stagnate: While initial salaries may be attractive, long-term salary growth in industry often plateaus unless you can break into senior management, which is a challenging and highly competitive leap.

Job Vulnerability: Finance roles in industry are often seen as part of a company’s overhead, making them more vulnerable to restructuring or layoffs during tough times.

Less Exposure to Professional Development: Industry roles may not offer the same level of continuous training and development as public practice, leaving you more isolated from evolving accounting standards and trends.

Public Practice: A Path of Growth and Opportunity

Key Advantages of Public Practice

Diverse Client Base: Public practice offers a rich variety of work, allowing you to engage with clients across multiple sectors and industries. This diversity can keep your job stimulating while rapidly expanding your skill set.

Faster Career Progression: Public practice firms often have well-defined promotion tracks, offering quicker advancement opportunities compared to industry. Whether you aim for management or specialisation, the structure is in place for career growth.

Broad Skill Development: Working in public practice means developing a wide-ranging skill set and the ability to specialise in areas such as tax, wealth, audit, advisory, or consulting. This range of experience is highly valuable in the long term.

Extensive Networking: Regular client interaction gives you the opportunity to build a robust professional network. These relationships can open doors to new opportunities and future career moves, both in and out of public practice.

Greater Opportunities at Senior Levels: One of the biggest advantages of public practice is the abundance of leadership roles. While a company might have only one CFO, a public practice firm can support multiple partners. This means that there are significantly more opportunities for growth at the top end, allowing you to advance into senior positions without hitting the bottleneck that often exists in industry.

Higher Earning Potential Long-Term: While early salaries in public practice may not always match those in industry, the long-term earning potential is considerably higher. Once you reach partner level, the financial rewards and ownership stakes can far surpass industry roles.

Job Security and Stability: Public practice roles are generally seen as more stable. Accountants are core to generating revenue, unlike in industry where finance functions are often viewed as cost centres.

Things to Keep in Mind in Public Practice

Constant Learning Curve: Public practice requires you to stay on top of regulatory changes and evolving best practices. For those who value continual growth, this can be an advantage rather than a drawback.

Busy Seasons: Public practice can come with intense periods, especially around tax season or audit deadlines. While the workload may increase temporarily, these peaks are cyclical, allowing for more balanced periods afterward.

Client Expectations: Managing multiple clients can be demanding, and you’ll need to navigate a range of personalities and expectations. However, those who enjoy relationship building often thrive in this environment.

Setting yourself up for an industry move

If industry is still on your radar for the future, positioning yourself now while in public practice can improve your chances of securing an industry role later. Here are a few strategies to enhance your appeal:

Complete your CA or CPA: Professional qualifications are crucial for many industry roles. Achieving your CA or CPA early in your career will make you a more attractive candidate.

Work for a Recognised Firm: Industry recruiters often prioritise candidates with experience from larger firms, particularly Big4 or Mid-tier practices. This brand recognition and client exposure can make your transition smoother.

Exposure to Advisory Work: Actively seeking out opportunities to be involved in client consulting work. This will provide you with transferrable skills for any industry positions you are applying for.

Gain Experience with Larger Clients: Seek opportunities to work with larger SMEs, mid-market or listed companies, particularly those with turnovers exceeding $25 million. This exposure to bigger clients will stand out to future industry employers.

Weighing your options

The decision between public practice and industry is an important one that requires a broader view of your long-term career goals.

Public practice offers a wealth of opportunities, particularly at senior levels, where you aren’t constrained by the limited number of top roles seen in industry. It also provides more variety and faster career progression.

On the other hand, industry offers specialisation and can provide a more focused role, but career advancement may be slower, and top positions are fewer.

Contact Tom!

If you would like to have a conversation about the direction you would like your Accounting career to take, reach out to Tom Miles at Morgan Consulting via:

✉️ tmiles@morganconsulting.com.au

�� 0468 951 155

Or connect with Tom on LinkedIn .

For more insights, news, career opportunities and job vacancies, follow Morgan Consulting on LinkedIn .

Meet Jess - We are Morgan!

Fri, 20 Sep 2024 00:45:13 GMT

Jess Cossari

Associate Director, Finance & Accounting

Who is Jess Cossari?

I am a mum of a 2.5 year old girl, Sienna. I love being around family and friends and sharing good food and an occasional wine. I am an ex-tennis player, and a very competitive, goal orientated individual. I spent 4 years in the USA playing college tennis and have passed on a love and passion of the sport to my daughter. I love travelling with my family, especially back to our second home in Italy where my husband’s family live.

What led you to work in recruitment?

I fell into recruitment by mistake about 7 years ago. At that time, I was working in customer service/sales roles, and was met by a recruiter for a particular role. After multiple conversations, and learning exactly what recruitment was, I started in an entry level role. The

rest is history, I guess…

What attracted you to working at Morgan?

The ability to run my own desk and virtually manage myself. Having been in recruitment for almost 7 years now, I wanted to work within an organisation that was more outcomes focused rather than solely focusing on KPI’s and specific targets. I was also very attracted to Morgan as an employer as most individuals within the business are mature age and understand what a working parent goes through on a daily basis.

What is your expertise at Morgan? How many years of experience do you have in this area?

My area of expertise are Industry Finance and Accounting. I work a combination of both Temp and Perm placements from transactional Accounts Payable, through to qualified and senior level Finance Managers/CFO’s based in the South East of Melbourne. I have worked in this area for approx. 5 years now and absolutely love this division.

What roles do you typically recruit into?

I work a large book of business within the temp/contractor space. Primarily recruiting roles such as Accounts Payable, Accounts Receivable, Credit Control, Payroll, Assistant Accountants, Financial Accountants and many more industry finance positions. I also recruit permanent positions within the same skillsets.

What are you passionate about?

I am passionate about many things in life, but mostly forming good partnerships with people across all different walks of life. I love seeing people succeed and achieve their goals and dreams. Fortunately, some of my biggest passions in my personal life align nicely with my day to day working life.

Tell us 3 words others have used to describe you?

Competitive, Successful, Driven

Who and what inspires you?

There are a few people who inspire me, but my Mum is definitely the most inspiring. She just has this amazing ability to help everyone in her life and have such meaningful connections with people individually and collectively. She is always there when her family need her, and never complains. Since having my daughter it’s made me appreciate my mum even more. I’m sure it couldn’t have been easy raising 3 kids herself, whilst working full time but she has done a fantastic job. She is the best Nanna to my daughter and I’m just so grateful for all she does.

What are you listening to, reading and/or watching right now?

Honestly, I don’t have time to listen to or read anything haha.

What is something many people don't know about you?

Most people wouldn’t know that I have quite a few investments within different businesses. I have my hands in quite a few random pies and am allergic to shellfish.

What is your superpower and why?

I have the ability to remain thin and healthy without doing any exercise.

At the end of 2025, what would you like to have learned?

I would like to have learnt how to use various forms of AI to assist my recruitment process.

Contact Jess!

If you would like to have a conversation about recruiting the right people for your organisation, reach out to Jess at Morgan Consulting via:

✉️ jcossari@morganconsulting.com.au

Or connect with Jess over on LinkedIn .

For more insights, news, career opportunities and job vacancies, follow Morgan Consulting on LinkedIn .

Why I meditate - A quiet mind boosts results

Thu, 12 Sep 2024 00:01:44 GMT

Life is too short.

Life is too short for getting stressed out by things you can’t control. Life’s too short to get wound up over things that haven’t happened or even about those that have. Life’s too short.

I never thought I’d be one to meditate but I am mightily pleased to be wrong about that. I’m exactly the type of person who needs to meditate. I was a competitive sportsman back in the day, I’m ambitious, I put a lot of pressure on myself, and I’m approaching a time in my life where I feel I should be achieving specific milestones.

Does this sound like anyone you know?

The way I used to work: Things would heat up so I’d work harder, work longer hours, take on more with little regard for my own well being. To relax I’d indulge in a few drinks, eat whatever whenever, not sleep much or well. Essentially I’d burn the candles at both ends to help escape the daily grind.

Unsurprisingly I’d be tired, I’d be on edge, I’d over-think things and exacerbate problems.

I’d feel anxious and distance myself from the people I care about – the very people who support you when it matters most. And ‘round the cycle goes. Unfortunately this describes a lot of people we all know.

There were big changes brewing in my life. In taking on a new role as a Senior Partner I would be uprooting my family from Singapore to Melbourne; a city I had never lived in, to work at a Startup no one knew of. It was a big challenge, it was going to take some organising and it came with many layers of built in stress.

So I did something about it. I started by asking for advice.

I listened to a colleague’s advice about Life Being Too Short. About how your health and your family are the most important things in your life. That your work should be something you enjoy doing because you’re good at it, because you have purpose and direction; and because it integrates with the other important things in your life; giving you the best of both.

And if life doesn’t give you that, you’ve got to find a way to make it so.

Obviously it was recommended that I meditate; mindful meditation to be exact. Five minutes a day they said. I could do that. I downloaded an app and haven’t looked back.

I imagined it might be harder or stranger than it actually was. It’s not about letting your mind go blank, it’s actually about focusing your mind on one particular sensation for a short amount of time. The skills I learnt from this are pretty powerful, and self perpetuating.

You find you automatically start feeling more centered with better clarity of mind and a natural inclination to take better care of yourself. You want to be better all round and as a bonus, you actually get to be better at what you do. There’s an effortlessness about it.

Five minutes have became fifteen minutes which lead me to another Mindfulness platform with longer sessions, and interesting workshops and talks to consider.

I am more focused. I am relaxed, I am happier, I am more effective.

It hasn’t altered my goals, ambitions or drive, they’re still the same, but it has helped me achieve them with more clarity of thought, accuracy of execution, and confidence.

I’d be really interested to hear how meditation has helped you in your life. Feel free to share.

Give more, get more. Join me on LinkedIn .

Or contact me:

✉️ mrichardson@morganconsulting.com.au

�� 0421 800 956

Meet Mike - We are Morgan!

Mon, 08 Jul 2024 01:36:26 GMT

Mike McGhee

Associate Director, Accounting & Finance

Who is Mike McGhee?

I grew up in a small village in Donegal, Ireland and after finishing university, I wanted to travel to experience new cultures, meet different people, and step out of my comfort zone. Over a decade ago, I found myself in Melbourne and was instantly drawn to its vibrant culture. It didn't take long for me to decide that this was where I wanted to make my home.

For the past 8 years, I've been immersed in the fast-paced world of accounting and finance recruitment here in Melbourne. It's been an incredible journey, honing my skills and building a strong network within the industry. Life took an exciting turn recently with the arrival of my daughter, Hazel. Being a first-time dad has been the most amazing experience to date. In Melbourne’s summer you can find me training for triathlons. I love the physical and mental challenges of swimming, cycling, and running, and I'm always pushing myself to new limits. In Winter, I’ll be sat by an open fire with a glass of red or a good Irish whiskey.

What led you to work in recruitment?

I fell into the world of recruitment not entirely knowing what it was to begin with. I started my sales journey when I arrived in Melbourne 10 years ago, began to really enjoy it, then I learnt a lot about my strengths when I became a recruiter. I thrive on building meaningful relationships and excel in the dynamic world of sales, where every connection is an opportunity to create a perfect match between candidates and companies. Whether it's through networking events, interviews, or consultations, I find immense satisfaction in understanding people's aspirations and guiding them towards fulfilling careers.

What attracted you to working at Morgan?

The People
The company & values
The opportunity

What is your expertise at Morgan? How many years of experience do you have in this area?

I will be recruiting Senior Finance – industry based, across Melbourne with the view to grow it out by adding headcount in the first year.
In basic terms, I recruit senior finance professionals which involves finding and hiring experienced experts to manage a company's financial activities, such as budgeting, financial planning, and investments, ensuring the company's finances are well handled and financial goals are achieved.

What roles do you typically recruit into?

Finance Manager
Finance Business Partner
CFO
CEO
Financial Controller
Head of Finance
Project Accountant
Management Accountant
Accountant
Trust Accountant

What do I want to be professionally known for?

My professionalism and strengths around building lasting relationships, work ethic and a well-known expert in my area offering a strong brand internally and externally.

What can people expect me to bring to the table?

Positivity, expert in my market and love getting involved in the company culture. I really enjoy the BD side of things and cross collaboration so people can expect me to always be trying to cross collaboration where possible.

What do I love most about what I do?

Building lasting relationships and meeting lots of new candidates and clients. I love hearing about other people’s success and their career journey to date. I also love to inspire my colleagues, recruitment can be a tough industry to be in, we need to always think about our long-term goal rather than focusing on some of the challenges that

might occur on a weekly basis.

What are you passionate about, personally?

My daughter and family, being a first-time dad and not having any family help has made re realise the importance of being present outside of the office. I really enjoy challenging myself when it comes to physical activity. I.E Cycling, Swimming & Running.

Tell us 3 words others have used to describe you?

1.Energetic, always on the go

2.Empathic

3.Great emotional intelligence

Who and what inspires you?

My Dad, he was ex-military and how he went about things. Pro-athletes who race in Ironman. The persistence, determination and grit they showcase is fantastic, this can always be implemented in all aspects of your life personally and professionally.

What is something many people don't know about you?

Two mates and I cycled to Adelaide from Melbourne over 6 days, 930km during Covid lockdowns. We had no support, just a backpack with one change of clothes that we had to wash every night at each air B&B.

What is your superpower and why?

Being able to see what the future holds so we can prepare ourselves on what is to come.

At the end of 2025, what would you like to have learned?

Learned the market has changed in our favour and add headcount in Senior Finance and advance my career at Morgan.
A new musical instrument.
Better understanding of the stock market.

Contact Mike!

If you would like to have a conversation about recruiting the right people for your organisation, reach out to Mike at Morgan Consulting via:

✉️ mmcghee@morganconsulting.com.au

Or connect with Mike over on LinkedIn .

For more insights, news, career opportunities and job vacancies, follow Morgan Consulting on LinkedIn .

Securing Top Sales Talent

Mon, 03 Apr 2023 02:00:33 GMT

Attention employers!

Are you looking to secure top sales talent in 2023 and beyond?

The hiring landscape for sales roles in Australia is changing rapidly and it's important to stay ahead of the curve.

Recent reports reveal 3 key hiring trends are influencing employers can embrace to attract and retain the best talent industry has to offer.

Don’t plan your hire strategy without considering these key trends:

Remote Work Options

Job seekers are expecting flexibility around work arrangements and according to reports, they’re they’ll shop around to get it. Remain competitive by coming to the party early, offer what they desire and benefit from a greater pool of candidates in the hiring process.

Skill-based Hiring

Traditional education is no longer the sole focus, as employers highlight the importance of candidate's skills and real-world accomplishments. Proven ability to deliver results as well as increased longevity in employment are among the potential benefits this approach has to offer.

Diversity and Inclusion

Diversity is no longer just a feel-good initiative - it's critical for business success. Build a team with diverse backgrounds and perspectives and you could be rewarded with increased workplace creativity and a culture rich in acceptance and respect.

Don’t fall behind in the hiring game. Adapt your approach to these key trends and position your company for success.

Meet Tom - We are Morgan!

Mon, 27 Mar 2023 00:04:06 GMT

Tom Miles

Associate Director, Accounting & Finance

What led you to work in recruitment?

Having worked in hospitality for 9 years, I had a passion for customer service and relationship building. After chatting with a customer who was in recruitment, became very interested in pursuing a career in the industry. I have a passion for solving puzzles and pairing people with right businesses.

What attracted you to working at Morgan?

Morgan has a strong brand in market for being experts in their field and workplace culture. Morgan is innovative with their technology and outlook on workplace satisfaction. Evidence of this is the implementation of a 4 day working week before any other agency in Melbourne. Having met a large number of the Morgan team already, I knew that the culture fit would be exactly what I was looking for in a working environment.

What is your expertise at Morgan? How many years of experience do you have in this area?

My expertise lays within the field of Accounting & Finance. For 5 years, I have worked across various accounting industries, with a particular specialty in public practice accounting. My client portfolio ranges includes multinational companies, as well as big4, mid-tier and boutique advisory firms.

What roles do you typically recruit into?

My expertise typically lays within Tax, Audit, Advisory, Business Services, Management Consulting, Corporate Finance, Forensics, Transaction Services, Mergers & Acquisitions (M&A), Valuations, Insolvency, Superannuation (SMSF) and Internal Audit / Risk Accountants. These hires range from Graduate level recruitment right through to Partner level hires.

What are you passionate about?

I am passionate about relationship building, whether it be in my professional or personal life. I can always be found out and about meeting clients, candidates or friends. Outside of that, I have a strong passion for AFL football, being a diehard Richmond Tigers fan.

Tell us 3 words others have used to describe you?

Approachable, energetic, fun.

What are you listening to, reading and/or watching right now?

I am currently reading The Farseer Trilogy by Robin Hobb – I am a sucker for a medieval fantasy series.

What is something many people don't know about you?

Outside of work I love to go find new hikes to take on of a weekend.

What is your superpower and why?

To produce an endless supply of dad jokes on a daily basis – the world needs more dad jokes.

At the end of 2025, what would you like to have learned?

How to smoke a brisket that doesn’t come out like beef jerky.

Contact Tom!

If you would like to have a conversation about recruiting the right people for your organisation, reach out to Tom at Morgan Consulting via:

✉️ tmiles@morganconsulting.com.au

Or connect with Tom over on LinkedIn .

For more insights, news, career opportunities and job vacancies, follow Morgan Consulting on LinkedIn .

Resume Tips

Tue, 14 Mar 2023 00:19:23 GMT

Crafting a resume with impact isn’t as straightforward as it sounds.

What should you include?

From my experience, a good resume should tell a story. A story about your experience and skills, professional development and growth, as well as showcasing your strengths. However, there is a lot of information which is conveyed implicitly, via the organisations you have chosen to work for and the industry sector/s.

Hence, including key details of the organisations you are or have worked for is important, especially if the company is not a major brand that almost everyone would recognise.

What do I mean by the details?

For example, is the company:

Australian, State, National or Globally based?
Stock exchange listed? Or a family-owned business or start-up?
How many people are employed there? In total? Within IT (or your domain)?
Do you liaise with offshore teams?
What does the company do? i.e. what industry sector? Is it a SaaS / product company – but if so, what sector does it cater for?

Why are details important?

Context. By providing context for your experience, you enable employers to better understand the scope of your work and the challenges you faced. It also helps them better assess how your skills and experience might be applicable to their own organisation. Furthermore, it can help them determine if you are a good fit for their team and culture.

Example: Say you work for a company that is umbrella company for many well-known brands in the automotive sector. It may be a large, global company, but because it’s not a company that many people know of, assumptions could be made that it’s a start-up or a small company.

Working for a large, global company, typically demonstrates the ability to work with different cultures, possibly different markets and in a complex environment with systems & processes.

Similarly, if you work for a consulting firm and/or MSP, it helps if you outline at least the industry sectors that you worked in, if not the actual organisations. Again, for the same reason, it gives context to your experience. If it’s a small consulting firm, but you were working with large, complex, enterprise-level clients, then this changes the perspective.

Some of the information you include about the organisation, is typically available from the “About” section of the company’s website. For candidates coming from overseas, this is key. Especially when the company might not be known here in Australia.

Given clients often favour candidates with industry experience, highlighting relevant work history your resume quickly promotes you as a savvy choice. You’re saying you can ramp up in the role quickly and you already have knowledge of the sector.

Where should I include company information in my resume?

Include the company information just underneath the details of the company/role and dates of employment before you get into the specific responsibilities of the role itself.

COMPANY XYZ May 2020 – current

Senior Network Engineer

XYZ is an Australian business that was established in 1995. It has grown to over 1,000 employees and is listed on the ASX. A consulting firm which typically services mid-tier financial services organisations, I have been working for 2 clients concurrently, one is in a health care provider and the other a manufacturing business, providing on-site and remote assistance.

What if I work for a well-known bank or other brand name?

If you do happen to work for a well-known bank or other brand name, , rather than highlighting information about the company, which could be superfluous, provide more specifics on your department / area within the organisation. For example, “sitting within a business analysis competency / practice, I work on projects relating to the retail banking sector”.

I hope this information has been helpful. If it has, please drop me a note, or if you have any comments or feedback, I’d love to hear from you.

Meet Kristine - We are Morgan!

Sun, 29 Jan 2023 22:32:25 GMT

Kristine Rosales

Recruitment Consultant, Sales

Who is Kristine Rosales?

I am many things to many people but at the end of my life, I want to be remembered for being a good mum, a caring daughter, a lovable sister, and a loyal friend.

What led you to work in recruitment?

I love working in an environment where no day is the same, where every day there is a new challenge and where I am learning something new every day. I am excited by the idea of being able to make positive changes to people’s lives and be part of their journey.

What attracted you to working at Morgan?

The people at Morgan. The company culture. The work life balance.

What is your expertise at Morgan?

My main specialty is on sales and business support roles. Coming from a history of sales in tourism and real estate in my past work life, I have experience being on the other side of recruitment. I understand what it takes to be in these types of roles and what a client is looking for.

What roles do you typically recruit into?

My network is in Sales and Business Development from Sales support and customer service to Senior roles. I work with all types of businesses to find the right fit for their organisation.

What are you passionate about?

I am passionate about sunrises, sunsets, the moon and sunflowers.

Tell us 3 words others have used to describe you?

Friendly. Approachable. Bubbly.

Who and what inspires you?

My parents inspire me. They packed up and left all they’d ever known for an opportunity to live a more comfortable life in a country that was foreign to them in so many ways. They have been through a lot in their nearly four decades together, and they continue to love and are

always there for me and my kids.

What are you listening to, reading and/or watching right now?

Listening to La Fama by Rosalia and the Weekend.

What is something many people don't know about you?

I have a passion for dance! Salsa and Bachata.

What is your superpower and why?

Resilience and being able to bounce back. I think this is something that has helped me along in life and especially in my career.

At the end of 2025, what would you like to have learned?

I want to have learned how to surf.

Contact Kristine!

If you would like to have a conversation about recruiting the right people for your organisation, reach out to Kristine at Morgan Consulting via:

✉️ krosales@morganconsulting.com.au

Or connect with Kristine over on LinkedIn .

For more insights, news, career opportunities and job vacancies, follow Morgan Consulting on LinkedIn .

Polished Legends

Mon, 14 Nov 2022 02:12:45 GMT

Morgan Consulting fundraises for Polished Man

This article originally appeared in the Polished Man newsletter, 21 October 2022.

Not every hero wears a cape, but they do wear blue polish.

These polished legends deserve the title thanks to the incredible efforts they’ve been putting in. Without people like this, Polished Man wouldn’t be able to have nearly as big an impact as what we do and some of them.

One of Australia's pioneering recruitment agencies, Morgan Consulting , has committed to participating in the Polished Man fundraiser throughout October! With an ethos for creating positive change, Morgan aims to raise more than $2,000 as a team.

Morgan asked their Melbourne CBD, Scoresby and Sydney teams to get involved, show support, and knock this out of the park with a single digit! The Morgan crew have been enthusiastically posting on social media and fundraising amongst their family, friends, candidates, and clients. You can follow Morgan on LinkedIn and Instagram for inspiration and see what they have been up to.

So, why are they doing this? The cause was one the team was incredibly passionate about. Here's what their MD, Marc Richardson had to say...

"I was fortunate to be brought up in a positive family environment however, I have witnessed first-hand the devastation and impact that violence has on the family structure and individuals. So, when there was an opportunity for Morgan to support such an amazing platform that encourages men to step up, speak out and take a stand, we jumped at the chance."

The Recruitment World Cup

Mon, 07 Nov 2022 03:49:51 GMT

Melbourne tournament - 4 November 2022

What an exciting day it was. Morgan finished the day as 'The Recruitment World Cup' Grade 1 Winners and Grand Final Runners-Up in Melbourne! ⚽️��

The lads played extraordinarily well - Rodrigo kicking 17 goals for the tournament (making him the Golden Boot runners-up!), Paddy continuing to play with a sprained ankle from game 3, and Marc having a crack at GK in game 2.

The competition was fierce! And the Grand Final against Sharp & Carter a nail-biter. A draw at the final siren that went into extra time and penalties!! Congrats to Sharp & Carter on the Melbourne GF win.

Thank you to PETE WATSON from MINT R2R for organising a stellar event. And to Costa and his son for being the referees. A phenomenal effort that raised $30k for Eat Up Australia ! ��

And to all teams involved. Kudos! It was a little intense, physical and super serious... with some fun along the way.

Here's a recap of how the day played out for Morgan Consulting.

Game 1 - Fetch Recruitment

A fast-paced match, Fetch kept us on our toes. Paddy subbed on for the final 30secs, coming in for the glory in the dying seconds.

Goals: Rodrigo 2, Tom 1

Final score: 3:1

Game 2 - Michael Page

A goal scored by Louie - no mean feat as he was playing keeper - this game saw us wipe the floor with Michael Page!! Marc came on as GK mid-way through. It was great to see our MD out there in action!

Goals: Rodrigo 4, Hani 1, Tom 1, Paddy 1, Louie 1

Final score: 8:0

Game 3 - U&U

An interesting game, Rodrigo took out a spectator who was on crutches (in a moon boot - with a ruptured achilles) and had only just arrived at the stadium. Oops (she was fine). Paddy went down on his ankle and had to be medivac'd off the court.

Goals: Rodrigo 3

Final score: 3:0

Game 4 - Davidson

Whoa, this was a rough and tough match, with our opponents using whatever tactic they could to stop Team Morgan. But we were just a little more hungry for the win.

Goals: Rodrigo 2, Tom 1

Final score: 3:2

Game 5 - Just Digital People

These guys were pretty cool. Classy, friendly with good skill - both teams were starting to get tired. But an excellent match to watch.

Goals: Rodrigo 1, Louie 1

Final Score: 2:2 draw

Game 6 - Hays

Some damn pretty handy work from Hani in this game - down on all 4s, with a back kick through his opponent's legs. I'm not sure I've ever seen a move like it before. But complacency and tiredness (some might say they were getting hangry!) had crept into this game as it was considered it would be an easy win. Yeah nah!

Goals: Rodrigo 1, Hani 1

Final Score: 2:2 draw

Semi-Final - Robert Half

A super tense low-scoring game that resulted in a draw (1:1) with 2mins extra time to find a winner. Rodrigo SCORES to solidify Morgan in the Grand Final!! Absolutely AH-MAY-ZING! ��

Goals: Rodrigo 2

Score: 2:1

Grand Final - Sharp & Carter

What an absolute ripper this was. With Just Digital People (who had just played the semi again Sharp & Carter) giving match pointers to Morgan prior and the Morgan cheer squad made up with Fetch Recruitment, the game was underway! A fiery contest that resulted in a draw (3:3), these 2 teams were very well-matched, and 3mins extra time was played with no goals scored. So what next? A penalty shootout that led the lads to a Runners Up result.

Goals: Rodrigo 2, Paddy 1

Penalty Shootout: Louie 1, Hani 1

An absolutely great day, with some phenomenal futsal soccer played. Well done team Morgan. Til next year!! ⚽️

Morgan Consulting takes real climate action with Greenfleet

wow@shazamme.com (Default Author) — Mon, 19 Sep 2022 04:45:28 GMT

At Morgan Consulting , we take environmental responsibility seriously. This is why we’ve partnered with Greenfleet, a leading environmental non-profit organisation and Australia’s most trusted source of biodiverse carbon offsets to take practical climate action.

“At Greenfleet, we are restoring native forests and growing climate hope thanks to the contributions of our amazing supporters, just like Morgan Consulting,” said Wayne Wescott, CEO of Greenfleet.

“Year after year, individuals and organisations help Greenfleet plant more biodiverse native forests to capture carbon emissions and it’s their continuous support which makes a tangible and positive difference to the environment,” added Mr Wescott.

Every year, Morgan Consulting offsets the carbon emissions of its company fleet by planting native forests around Australia with Greenfleet.

“By partnering with Greenfleet, we are confident that our climate action provides genuine and lasting environmental benefits,” said Marc Richardson , Managing Director.

“We are proud of the impact we’re making. By offsetting our emissions with Greenfleet, we are taking practical action against climate change and helping to restore Australia’s forests, recreate crucial habitat for native wildlife and transform degraded land back to its natural state.”

You too can take real climate action, visit www.greenfleet.org.au to get started.

R U OK Day?

wow@shazamme.com (Default Author) — Mon, 12 Sep 2022 04:51:29 GMT

Last Thursday was R U OK? Day. On Thursday, our team gathered in the office and virtually to check in with each other.

It has been an imperfect world these past couple of years… it’s been tough.

Today we are talking about how we can encourage everyone to ask, ‘R U OK?’ whenever they spot the signs that someone they care about might be struggling with life.

In the workplace, we all have the opportunity to play an active role in suicide prevention. We all have a responsibility to help our people feel safe and supported.

As part of our commitment to each other’s wellbeing , we’re championing the 'R U OK?' message at Morgan Consulting .

As employers or staff, we can all create a culture where people feel confident asking and answering this simple yet important question.

Besides providing a safe and healthy workplace, these conversations can make a real difference to staff going through a tough time.

Research shows that a strong sense of community and belonging, like in the workplace, are protective factors against suicide.

We need to make staying connected and asking, 'R U OK?' a part of our every day. For more conversation tips, visit ruok.org.au

For R U OK? Da y we added a splash of colour at Morgan... a touch of yellow... to our office and to ourselves.

��

Is it better to hire BIG or hire SMALL?

Wed, 07 Sep 2022 04:58:12 GMT

Do you need someone to hit the ground running (BIG), or is it better to hire for future development (SMALL)?

This is the question that all senior leaders are pondering at the moment, especially when they have to pay well above market for talent .

Three conscious factors decide whether hiring BIG or SMALL is better: Money, Resource and Time. It’s a complex balancing act of weighing up Risk vs Reward and certainly far from a perfect science.

Now try looking at this through a slightly different lens.

A Managers objectives:

Most senior leaders are typically on a three-year roadmap. Year 1 - establish and build; year 2 – results; year 3 - succession and continuity planning. If you are at the start of this roadmap, you may be more likely to hire for the future as you have time to develop others. If you are towards the end of the roadmap, you may be more inclined towards succession planning in your absence and therefore looking for someone who can impact quickly.

Your Financial horizon:

Your financial objectives may be to get immediate results, or they may be stretched over a medium to long-term horizon. This is a significant factor in deciding to hire BIG or hire SMALL. The loss in productivity while you develop someone and the cost impact on your own time should never be overlooked. If you measure productivity over time, how long will you wait before you hit break even and start recouping costs? Every headcount is a cost, some more than others. Planning around your financial horizon is essential in every hire you make.

Retention:

Retention is the final consideration. What if you sacrifice your time and effort to develop talent, and just as they hit their stride, they get poached? Would you have been better off just hiring BIG from the start and maximising the immediate return early to free up your time to focus on your short-term objectives?

My advice to any hiring manager is simply know what you need to deliver and by when, and build the profile of your perfect candidate from there. Decide if you want to invest upfront (and how much) or over time (and how long). There is no perfect science to this, but if you state these objectives honestly and clearly to candidates , you will hire the right people.

If you would like to have a conversation about recruiting the right people for your organisation, please reach out to me at Morgan Consulting via:

✉️ rshukla@morganconsulting.com.au

�� 0406 772 286

For more insights, news, career opportunities and job vacancies, follow us on LinkedIn .

Tips for Hiring Managers

Tue, 23 Aug 2022 00:44:04 GMT

For obvious reasons, recruitment can be quite stressful for any hiring manager . Still, there are actions you can take to make it a much more seamless process and ultimately save you a lot of unnecessary headaches!

Below, I have outlined what I believe are four effective recruitment tactics that some of my clients have incorporated into their process. Although challenging, it’s not impossible to hire in this market. If you are struggling currently, it’s worth looking at your process and seeing what you can do to improve it.

1. COMMIT TO THE PROCESS

In this market, where there is a massive shortage of candidates , it’ll inevitably be a waste of your time unless you commit to the process. Candidates need feedback ASAP after submitting an application. After interviewing, they should receive feedback within 24 hours regarding the next steps. If you’re too slow off the mark, you will miss out on high-quality candidates repeatedly as they will have 2-3 offers elsewhere. If you can’t commit to the process, I suggest putting recruitment on hold and focussing your time on other priorities until you can.

2. PRE-SCREENING QUESTIONS

Whether you are working with an agency or an internal TA team, if there are some non-negotiable technical skills listed that require lengthy, in detail explanations - it’s a great idea to request the candidate to answer (either written or recorded via video) those questions prior to interviewing to ensure they are meeting the criteria. This will ensure the recruitment process is of a high quality from the get-go.

3. LESSEN NUMBER OF INTERVIEWS

Generally, you are putting yourself at a massive disadvantage if there are more than 3 stages in your interview process. The simple solution is having 2-3 interviewees in each interview if needs be, you need to accommodate the candidate to keep them engaged.

4. SCHEDULE AVAILABILITY IN ADVANCE

Obviously, this is easier said than done. Still, some of my clients I’m currently working with will update me at the end of every week with interviewing availability for the following week. What does this do? Once they interview “a great fit”, they can already pre-book the 2nd & 3rd interviews. Ideally, they could have the entire process finished within a week, leaving a great taste in the candidate’s mouth as it’s nice to feel wanted, aye?

From my experience, these have been the most effective from a hiring manager’s standpoint but of course that will defer from company to company.

Need help tweaking your process? Reach out to me ( or the team ):

�� phegarty@morganconsulting.com.au

☎️ + 61 (3) 8606 0377

...anytime!

How Work Four, Paid Five works for Morgan Consulting

Thu, 11 Aug 2022 01:12:30 GMT

This article originally appeared on the RCSA website and has been reproduced in part with their permission. The full article can be viewed here .

When the global pandemic struck Australian shores, it gave many businesses like 25-year-old recruitment agency Morgan Consulting an opportunity to reflect on how their business operated.

From working at home to hybrid working arrangements, it soon became apparent as COVID restrictions eased that the five-day week was at risk of becoming antiquated.

Morgan Consulting, which has offices in Melbourne CBD, Sydney and Scoresby , learnt a lot from working through the pandemic and decided to forge a new path – introducing a work four days, get paid for five model.

What began as a formal trial has quickly been adopted as the company’s work model.

Speaking to The Brief, Morgan Consulting Managing Director Marc Richardson and CEO Andrew Aston spoke about their company’s refreshed approach to the work week and revealed how staff have reacted to the new, unmandated work model.

“We came out of the COVID lockdowns with some very clear opportunities for change; so, we used it as an opening to not only refresh our business brand and technology but also started to think what the ideal recruitment agency would look like,” Andrew said.

As part of the company’s mental health initiatives during the peak of the pandemic, reduced work days were offered to staff, an offer Andrew said was well received. When the office was in full operation again, being paid for Friday but taking the day off, was offered as an option for staff – with no strings attached.

“I think today people are looking for greater integration between life and work, so before we implemented the four-day work week we looked at different business models in Australia and overseas,” Marc said.

“Research tells us working four days and getting paid for five actually led to an increase in productivity.”

Even though a long weekend is now an option, not everyone has signed up to the idea. Marc said this wasn’t a surprise.

“You’re always going to get people who will work five days a week and that’s the way they like it. Our approach is not a mandatory requirement,” he said.

“The key to our methodology is an option and our staff have a choice on how they want to utilise their Friday as they wish.”

Andrew echoed Marc’s sentiments.

“We allow our staff to plot their own course – it’s a choice and they have really risen to occasion,” Andrew said. “They feel empowered and feel trusted to be able to position the hours however they want.”

While introducing flexible Fridays has been an overwhelming success for the Morgan Consulting team , there were a few wrinkles to iron out.

“When we first started doing this, there were things that we didn’t think about and naturally it came to the surface – not really challenges or issues but things we had to work through,” Marc said.

“For instance, if you are taking annual leave – a week is five days not four days per se.”

When asked whether they would recommend the work four, paid five model to other businesses, the duo acknowledge ‘it may not work for everyone’.

“It worked for us because we are an outcomes focused business,” Marc said.

“In my opinion, a four-day week is not suitable for every business. It will need to be considered on a case-by-case basis; but I think it’s certainly worth reviewing if it will suit your business model and staff.”

You've got InMail...

Wed, 27 Jul 2022 07:23:41 GMT

So, you’ve updated your LinkedIn status to show that you are Open to Work. You may be passively looking (if something better comes along) or actively pursuing your next opportunity.

What does this really mean?

As a recruiter, if I see that you are Open to Work, I will think it’s okay to approach you for a role/s that matches your skills and experience. In the current hot market, you might be inundated with InMail’s, and they may not all be relevant to what you are looking for.

Should you respond? If the role isn’t what you want… the location is wrong, the position requires skills you don’t have, or it's permanent, and you only want a contract, or vice versa, why respond?

Ask yourself this. Do you want recruiters to understand what you DO like/want?

A LinkedIn profile only gives a certain amount of information, so sometimes, it’s hard to determine if a person is a good match. We also don’t know if you require visa sponsorship or are looking for career progression in a specific direction. There are many variables that a quick conversation, over LinkedIn or by phone, can help determine.

Whilst my LinkedIn InMail response rate is well above average ��, I’m still surprised by the number of people who don’t reply.

Are you aware that if you DECLINE the InMail, a recruiter is blocked from sending you another message for 90 days? For this reason alone, it’s far better not to decline and send a quick response. Otherwise, I won’t be able to contact you with other great opportunities until that time elapses.

For me, I always try to respond to everyone who messages me back. Firstly, as a courtesy, to acknowledge the response, but also to find out more information, if that’s relevant. Building that connection means that if I do reach out again in future, I’m now armed with more information and can reach out with more appropriate positions.

The other thing to consider is that if you are constantly being approached for roles that you feel are not aligned with your skills/experience; then it may be that your LinkedIn profile isn’t providing enough information and may need some tweaking.

This is certainly something that I would be willing to help with. Advising on your resume and LinkedIn profile so that it’s more impactful and also highlighting your strengths is something that I enjoy. That second set of eyes, coming from an independent perspective and with my knowledge of the market, can assist you in making your profile more targeted and your skills more obvious.

But what if the InMail details a role that sounds interesting? What then? Well, the best action is to respond immediately to let the Recruiter know and provide a contact number, so they can reach you to discuss further. Several candidates on LinkedIn respond by asking for a copy of the job description or the salary range.

Whilst you might think this is an easy way to determine if the job is the right fit, you also have to consider that there is a lot more to it than that, information which we haven’t put into the LinkedIn message. Hence, a quick conversation can determine if your skills/experience are aligned and if the location/working mode – i.e., remote/hybrid, company (size, industry sector etc.) and culture are also a fit. Once I have established these baselines, I will happily share the details of my client and the job description.

So let me finish with this. If you get an InMail, please think about responding and help me to help you in your job search.

If you are a client looking for a Recruitment Consultant to help you with your next role, please reach out to me at Morgan Consulting via:

✉️ ljennings@morganconsulting.com.au

�� 0437 413 878

Or connect with me on LinkedIn !

Great teams are created by their environment, not just their people!

Mon, 25 Jul 2022 07:27:25 GMT

We all know that you have to have the right people in the right roles to achieve great success.

But who is to blame when you hire the best in your industry and the success doesn’t follow. With the backdrop of the World Cup there is no better time to share this article. You have evidence on hand of groups of incredible players struggling to emulate club success on the world stage, where other less favoured teams are creating memorable moments for us all to enjoy.

“Why is it, that even when you bring ‘the best of the best’ together, it doesn’t always work?”

Are the expectations too lofty? Is it too much pressure? Is newness a liability? Too many egos? A lack of bonding? You could attribute the blame to some, if not all the above, but who is responsible for the ultimate flop, whether in sport or the workplace?

In building teams most of us set out with major objective, and that is to get the best players in the market. Logic would imply that this is the best way to get the highest points, score the most goals or improve your profit & loss. We think if we hire all the best talent, the wins will come. If this assumption is true, why is it that some of the most promising teams fail to live up to all the hype? Our leaders are required to have the answers. They are the ones responsible for creating the environments which will enable gifted individuals to lift their game.

We often worry about getting the right people , filling the team with the best when what we should be concentrating on is fostering the right environment for people to flourish. I met an inspirational business leader the other day, who told me that a business that thinks it will create a market leader overnight by putting a dozen of its best people in a room, and expecting them to work it all out, without considering whether the environment itself is destined for failure.

If you focus on creating the right environment, the right people will emerge. These individuals might not have a proven track record or impressive credentials, but if you create the right opportunity where untapped leaders and out of the box thinkers can step up, then people will undoubtedly surprise you.

We are so quick to hire and fire with knee jerk reactions to maintain the bottom line, that we never stop to ask the most important question.

Did we really create the right atmosphere to allow this person to be successful?

Were we honest, inspiring or direct? Did we oversell something and not live up to our end of the bargain? Great leaders recognise that when they hire somebody, they have a responsibility and the obligation to help that person reach their potential. Long gone are the days of “sink or swim”.

So how do you create the right environment? I see companies promoting superficial benefits: A flash office, beers in the fridge every day of the week, a pool table, half day Friday, casual dress, over the top celebrations, a holiday on your birthday, the latest gadgets etc. But could it be as simple as a promise of compassion, generosity, a willingness to listen, to change, a sense of perspective, the gift of ownership.

The holy grail of the perfect workplace or team shouldn’t cost anything.

It’s a behaviour that your leaders need to exhibit, it a value system that they need to prioritise and stand by. A great work environment isn’t created by bells and whistles, it’s created in a style of sincerity that implies strong and wise leadership that is forged through empathy, trust and perspective. Teams are made up of humans, and we all perform best in an environment that truly cares about us.

Inspirational leaders demonstrate real concern for their team members wellbeing not just their output. They lead through sincerity and faith to help others to rise. They don’t intimidate or manipulate others for personal gain or demean their team members to exhibit their superiority. Some of the best leaders I have met and worked for gave the credit to others when things went well, but shouldered the responsibility when things went bad. They put people before results. They allowed their team to be authentic, true to themselves and to the people around them. They didn’t attempt to clone themselves, they fostered an environment where unique styles were embraced, and enabled others to express themselves in a safe environment where it’s okay to be human and make mistakes.

To build great teams, you need to create the right environment. Be clear about your values and stay true to those convictions. Lead with empathy, build trust and most importantly, and probably the most difficult, to put your people before yourself.

If you would like to have a conversation about recruiting the right people for your organisation, please reach out to me at Morgan Consulting via:

✉️ rshukla@morganconsulting.com.au

�� 0406 772 286

For more insights, news, career opportunities and job vacancies, follow us on LinkedIn .

MEDIA | Four-day week "doubles" talent attraction

Wed, 29 Jun 2022 06:01:24 GMT

This article was written by Jo Knox and originally appeared in Shortlist and has been reproduced in part with their permission.

Morgan Consulting has "doubled" the approaches it gets from prospective recruiters after overhauling its employee value proposition, according to MD Andrew Aston .

During the peak of COVID, the now 25-year-old agency took a step back to "look at everything we did" and saw an opportunity to refresh and reposition its brand, he tells Shortlist.

"COVID brought home to roost that the whole market really – the whole industry, not just our sector in terms of recruitment, but the industry at large – went through a huge transformation. I honestly see it as an industrial revolution, I put it up there with the industrial revolution at the turn of the century when they introduced knitting mills and things like that."

A key pillar in the "modernised" brand is the company's ' Work 4, Paid 5 ' program, which initially began "mainly to support our staff who were doing it tough, so we went to four days just to help them", Aston says...

To read the full article, subscribe here . (free trial or subscription access)

What are Pronouns?

Mon, 27 Jun 2022 04:30:39 GMT

With International LGBT Pride Day on 28 June, our awesome recruitment consultant, Jareth Richardson, penned this post…

So what exactly are Pronouns?

When talking about pronouns, we mean personal pronouns used in reference to an individual and are often but not always gender-specific. We use these pronouns when referring to someone without using their name.

Where do Pronouns come into play in Recruitment?

- Job descriptions, position titles, and company profiles

- Interviews and conversations

- Email signatures

Why is Pronoun use important?

This signals to all clients (even ones that don’t identify as a part of one of these communities) that you have an inclusive hiring process and that diversity is not just a 'goal' or checkbox in a mission statement but a practice that you incorporate into every aspect of recruitment.

Inclusive language creates a more welcomed environment for candidates to enter the recruitment process, leading to more applications and greater diversity. Those who may have been wary of applying will be more likely to do so if they see this inclusion in your sign-off language and job descriptions.

Removing gendered pronouns from your job descriptions helps prevent bias from entering the interview process before you speak to a candidate or look at a resume.

How can you incorporate Pronouns successfully?

→ JUST ASK: “What are your correct pronouns?” It’s always better to ask than to assume. You create an inclusive and respectful environment by using pronouns as a norm in your hiring process and workplace.

→ NEUTRALISE YOUR JOB DESCRIPTION: Remove gendered language from your job ads and use the pronoun “they” when describing a role’s requirements. If the role can be done by someone regardless of their gender identity, then the job description should naturally reflect that.

→ HOT TIP: Gender-coded language is different from pronoun use. In one case, fewer than 2% of applicants were women for a job that used “coded” language like “ninja”, “rockstar”, or “hacker”, which are perceived as traditionally male. Balancing those terms with other keywords will attract a wider pool.

→ Using gender-neutral and gender-diverse pronouns is an uncomplicated way to be more inclusive in your hiring process. It encourages candidates who may have felt the need to hide their identity, to be their authentic selves instead.

Where are Pronouns used?

Pronouns can be used In any situation where you interact with an individual. This signifies how the individual presents to the outside world and can be found on an individual's LinkedIn profile, email signature and resume. If you aren’t sure, you can simply ask!

Other useful terminology for inclusivity*:

→ SEX refers to a person's biological status and is typically assigned at birth, usually based on external anatomy. Sex is generally categorised as male, female or intersex.

→ GENDER is often defined as a social construct of norms, behaviours and roles that varies between societies and over time. Gender is often categorised as male, female or nonbinary.

→ GENDER IDENTITY is one's own internal sense of self and gender, whether that is man, woman, neither or both. Unlike gender expression, gender identity is not outwardly visible to others.

For most people, gender identity aligns with the sex assigned at birth, the American Psychological Association notes. For transgender people, gender identity varies from the sex assigned at birth.

→ GENDER EXPRESSION is how a person presents gender outwardly, through behaviour, clothing, voice or other perceived characteristics. Society identifies these cues as masculine or feminine, although what is considered masculine or feminine changes over time and varies by culture.

If you would like to have a conversation on diversity and inclusion or would like a better understanding of pronouns within your business, please reach out to me at Morgan Consulting via:

✉️ jrichardson@morganconsulting.com.au

�� 0401 891 076

For more insights, news, career opportunities and job vacancies, follow us on LinkedIn .

* Reference: A Guide To Gender Identity Terms - nrg.com

What is your EVP - Employee Value Proposition?

Tue, 07 Jun 2022 02:33:26 GMT

What is your EVP - Employee Value Proposition?

According to a recent SEEK Employment Insight , job security is a high priority for a vast majority of candidates.

We all know it is a candidate short market due to the pandemic and border closures, so what can employers do to entice candidates to join and stay?

It comes down to your Employee Value Proposition .

As an employer, have you asked yourself - what are candidates looking for?

‘A unique value proposition can help to attract and retain top talent who align with your company’s brand and mission. It highlights the benefits and rewards offered to employees such as flexible working arrangements, company culture or upskilling and training.’ - SEEK

Despite changes in the market, there is still a significant focus on positive company culture, plus in-house training and career development.

How do you show your organisation has a positive culture? It is one thing to sell the culture as positive, but can you provide any examples to support this? A way would be to show how the company or organisation has supported existing employees through personal battles or helped them with extra training to get them up to speed.

Changing roles can be scary, and if you know that you don’t have 100% of the skills required for the job, you want to know that the company will support and help you.

One example I have used to showcase a particular client’s culture is talking through how they supported an employee who was struggling and needed extra support and training. This example tells potential employees that they will be equally invested in, supported and encouraged to take on new challenges and further their professional development with the company.

Another great example is where employees have been promoted or have successfully transitioned into other roles within the business. One of my clients had two candidates who were promoted within their first two years of joining. One moved from Senior Service Desk into a Security Analyst position! This company clearly showed a pathway forward for staff to progress in their careers.

As a candidate, these are the things I would want to hear about when looking for a new role. The social events, free fruit or free Friday lunches, all of which are great and worthy of highlighting, are also needed alongside the examples of how employees have been supported and been able to upskill, get trained and further develop themselves within the organisation.

According to Gartner , ‘ Organizations that effectively deliver on their EVP can decrease annual employee turnover by just under 70% and increase new hire commitment by nearly 30%’ .

Those numbers are huge, so it is worth understanding what you offer to candidates and why they should join your organisation. When you have a great culture, you are also likely to get referrals - happy employees are happy to recommend other potential candidates.

If you are a client looking for a Recruitment Consultant who wants to understand your business, EVP and culture OR a candidate looking for a consultant who knows their clients EVP, please reach out to me at Morgan Consulting via:

✉️ ljennings@morganconsulting.com.au

�� 0437 413 878

Do this one thing to make your job application stand out from the crowd...

Wed, 02 Mar 2022 06:31:12 GMT

Every job hunter wants to set themselves apart from all of the other candidates that are coming into a Recruiter's or Hiring Manger's Inbox. But given the in flux of job seekers, how do you achieve this?

In this age of technology, one way to showcase yourself is via a video introduction – like a video cover letter, which gives the recruiter or hiring manager an insight into your communication skills and personality.

In your video, not only can you highlight the reasons why you are suitable for the role, but at the same time you can demonstrate your initiative and set yourself apart from the crowd. When an employer can read through a resume on paper along side a video introduction, it adds another dimension to your application; this can really make an impact.

Throughout my career there have been many times when I've been inundated with resumes for a role and deciding who is the best fit can be like splitting hairs. When a candidate calls me to support their paper resume, it always leaves a little bit extra to remember them by and helps me to re-review their resume for the role. Essentially, it helps you stand out of the crowd. That's precisely what a video introduction can do. It helps you be seen and it helps you communicate who you are beyond the 250 word limit of a one page cover letter.

And yet… most candidates still stick to the traditional resume and written cover letter.

Creating a video introduction needn't be hard. You don't need professional studio lighting and camera equipment either. I'm talking about using your in built camera on your computer or your mobile phone camera or iPad to produce something which is natural and not over-produced. People like natural because they want to see you, not some made up version of you.

Here's my 10 tips for recording a video introduction –

Try different locations to get the best lighting (ideally a well-lit location with minimal background noise. Don't film against a window).
Smile!
Speak confidently and add a little enthusiasm as you speak, otherwise it can come across as a bit lack lustre. Show your passion for what you do!
Write down exactly what you want to say, but don't read it verbatim or it won't seem natural – perhaps jot down some points to follow and then just let it flow.
Start with a short, persuasive opening statement, giving an overview of your career.
Cover off the reasons why you are suitable for the role – match your skills & experience to what the criteria was in the job ad.
Talk about personal qualities that you can bring to this position – e.g. natural people person who is able to build relationships quickly; always someone who goes above and beyond to deliver outcomes – received an award at XYZ company related to this etc.
Feel free to make several attempts – but be warned, don't overthink it. Sometimes the first ones are often the best.
Keep it short & sweet. Remember, it's just an intro to grab their attention.
Don't forget to breathe. It sounds silly to remind you of this, but breathing will allow you to add important pauses and also allows your brain important oxygen so you can think and speak with clarity.

Need help putting together a video introduction or perfecting your resume? Email leonie and have a chat with her on how she can help.

Stop wasting your time on your way to work. 4 Hacks to master the commute.

Wed, 17 Nov 2021 11:04:26 GMT

We all know that travel to and from work every day can be a drag, especially in the peak hour traffic. Not only can the ride be draining, but it often seems like a waste of time.

With the average commuter travelling roughly 26 minutes to work each day– that's almost an hour wasted every day of the week. So how can you use this time more efficiently?

Make your daily commute less of a hassle and more of a productive experience.

Consider Public Transportation

If you don't already, consider using public transportation as your primary mode of travel. Riding on public transportation has several benefits. First off, it gives you the ability to use your phone to get a head of emails, make a few phone calls and to do a little extra research.

If public transportation doesn't work for you, consider joining a ride-share program. Sharing a ride to work is not only great for the environment, but it can give you the chance to network with new people every morning.

Prepare For Your Day

Preparation is key to setting up your work day for success. If you start the day knowing exactly what you need to accomplish, you're likely to feel more energised and ready to tackle work. Consider your 3 most important tasks and either write them down or use a to-do list app (I use Wunderlist). If you're a driver that needs to create a to-do list down while keeping your eyes on the road, consider using a dictation application on your smartphone that will convert speech to text.

Learn Something New

Catching up on international news, listening to a podcast, or trying out a new audiobook can be the great start to your day and helps educate you whilst you are doing other things.. like waiting for the train. You can even learn a new language by using apps like Duolingo. In addition to being entertained, learning something new gives you more opportunities to connect with colleagues and strike up intelligent conversation.

Relax

We all know that each workday can prove stressful enough, your commute shouldn't add to that. Consider blocking out your commute time as a chance to reflect and relax. If commuting via public transportation, use the time to take a few deep breaths and meditate with help from apps like Headspace. If you drive, try taking a scenic route on the way home. While your commute may take a bit longer, it may help provide a sense of comfort and relaxation as opposed to the hustling traffic of the motorway.

Your commute sets the tone for the rest of your day. Don't let it become a daily hassle. Start your day off right by trying some of the suggestions above. No matter how you are trying to make your commute more productive, remember to drive safely.

What do you do to make your commute productive?

How to use your recruiter to win the career of your dreams.

wow@shazamme.com (Default Author) — Wed, 27 Oct 2021 10:25:26 GMT

So you have yourself a career goal. Like a board game, you can see the finish line and you can see the steps laid out before you of how to get there. But how can you get there faster and with an extra “Chance” card in your pocket to give you that extra bit of luck and skill to make sure you are the winner, landing your dream job at the end?

Try putting a little bit of extra time into your relationship with your recruiter.

Yes, that is the answer. Seems so simple right?

I'm not talking about anything complex here. It's about building a relationship that requires a little time and effort spent allowing your recruiter to get to know you, to understand your 5 - 10 year career goal.

Are you still there?

Some of you are probably rolling your eyes and running for the hills at the thought of having to plan 5 years in advance, but reverse engineering your career is something most of us actually do without even realising we are doing it.

Say you've always wanted to be a Site Manager or Structural Engineer at a Engineering Design Consultancy, well you don't just turn up one day and start working in your dream role now do you?

You take steps to get there. You might finish school majoring in the subjects that will strengthen your skills to make you better equipped for your choice of career, perhaps followed by a degree or a diploma, and then you start working in the industry taking on small roles until you can hopefully one day step into the job you've always dreamed of.

Sure, it's a long process. And there's no guarantee you'll even get there.

That's why you need to build on your relationship with your recruiter. Let me them get to know you so they can help you.

I deal with people all the time who are at different stages of this journey. Some are close to achieving their big career goal and only need to a little help to take open up the door to their dream role, whilst others are still at the starting line feeling a little overwhelmed where to take their first step.

But both of these stages need help in acquiring the right path, the right next step, and the right opportunity. If you take too long deliberating on the next step, you can miss out with someone else in the industry beating you to the punch.

If I know what you want and where you are at with work, and you make me better equipped with frequent updates, I can move quicker for you making sure I am always ready to bat for you.

Part of what I love as a recruiter, is the coaching aspect of my work. No matter where you are at in your journey, I can lay out the stepping-stones you need to get you where you need to go. By building on a relationship with me, you get to lean on my expertise and the industry tools I have available to me, like LinkedIn Recruiter and market knowledge (think the people, projects, pathways, salaries, expectations), plus I know who the important people are in the Construction and Engineering industry that you want to be rubbing shoulders with, I also know the next vacant job (and most of the candidates who are going to apply for the role) and what's more, I'll connect you with those people too.

So as you move through your career journey – keep in mind that your recruitment consultant is not a transactional agent, but someone who you need to build a relationship with, coming back to them over and over again, from getting a job, to sharing information and ideas along the journey. Keep us like a Chance card in your back pocket and you might just be the winner in the end.

Looking for help with your next step? Please reach out and let's start building on a business relationship so you can win the game of life. Follow me on LinkedIn

Morgan 2017: The Best Bits

wow@shazamme.com (Default Author) — Thu, 21 Dec 2017 11:00:00 GMT

As the year comes to an end, we like to look back and celebrate some of the momentous occasions and fun bits that have made our year a memorable one. To all of our customers, hot talent and top employers, thank you for a great 2017. We look forward to working with you again in 2018.

Have a safe and happy holiday from all of us at Morgan Consulting.

We moved our Southeast Office –From Wheelers Hill to Scoresby

Morgan's recent growth has demanded we open a brand-new office in Melbourne's southeast. The Caribbean Park office located in Scoresby, Victoria. Morgan to provide new and exciting recruitment opportunities to the businesses and residents of Melbourne's southeast.

Celebrating 12 Years with Morgan

One of Morgan's most experienced, not to mention entertaining consultants, Tony Henderson, Senior Associate in Sales, hit a milestone of 12 years with Morgan. And in the same year, he also had his 50th birthday! It's always a pleasure learning from the best.

We launched our new website

Reflecting our growing business, we rebranded our website to ensure we truly reflect the values for which our company stands. Our new website also allows our users easier access and smoother navigation to new services and reflects our dedication to providing a first-class service. Check out the website HERE .

Bring your dog to work day

For a few months, we decided to pamper our pooches, not to mention the staff by bringing in our dogs to work for Paw It Furward Friday. Among the visitors were Bear, Milo and Spencer, who worked hard answering phones and just being cute.

From strength to strength

This year Morgan enjoyed considerable expansion across states, boasting a more extensive offering for job seekers and employers looking for talent across several industries. We are proud to announce that we have a financial team in Brisbane, an executive accounting team in Sydney and an office in Scoresby that offers recruitment opportunities in education, business support and sales. And things won't stop there with more set to roll out in 2018 with the expansion of the Legal team and growth of Architecture and Design team.

Nerissa landed herself in HR Director Magazine

Morgan's most recent consultant knows how to make an impression. Nerissa Stafford was recently interviewed in HR Director Magazine on her ability to work hard in and out of the office with the magazine highlighting her athletic achievements and active lifestyle. Go Nerissa!

To all of our customers, hot talent and top employers, thank you for a great 2017. We look forward to working with you again in 2018.

Have a safe and happy holiday from all of us at Morgan Consulting.