EST10 Salary Guide and Market Trends 2018/19

Curiouser and curiouser!

ould you tell me, please, which way I ought to go from here?W

Table of contents

Director’s Note

Market Overview

Best Practice Guidelines

Professional Development

Interview Etiquette

About Us

Our Talent Pipeline

Salaries & Hourly Rates

Duties Matrix

Office Junior

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28

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Corporate Receptionist

Team Assistant

Executive Assistant

Office Manager

Chief of Staff

Private Personal Assistant

Marketing Assistant

HR Assistant

Legal Assistant

Accounts

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Earlier this year, I read a book that paraphrased a quote from Alice’s Adventures in Wonderland. The quote read, ’In my kingdom, you have to run as fast as you can just to stay still.’ This quote stayed with me and in the days that followed, I found myself reflecting on how perfectly it speaks to the nature of the recruitment market at present. Indeed, despite all the change that has characterisedthe post-GFC market, we can’t succumb to the idea that things should be getting easier a decade later. ‘Running as fast as you can’ and being open to new ways

of working is the new standard. It’s frightening and exhilarating at the same time, but we wouldn’t have it any other way!

Eager to revisit Wonderland with fresh eyes, I picked up my copy of Lewis Carroll's much-loved tale and its sequel, Through the Looking Glass, and was overjoyed by how beautifully the material speaks to the often unpredictable (and sometimes crazy) yet undoubtedly wonderful world that is recruitment. I knew instantly that these insights were something we should share with our clients and candidates and I

Director’s Note

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resolved that there was no better theme for our guide this year.

There are so many things we can learn from Carroll’s works, but one thing that struck me is the idea that while Wonderland may seem a little ‘mad’, there are still rules if you want to play in this space. In Wonderland, you play by the Queen’s rules – as nonsensical as they may be – or risk losing your head. In Recruitmentland, we sometimes find ourselves wishing it were this simple! We aren’t at the whim of an overbearing queen; instead, we must all contend with changing attitudes toward work and workplace longevity, bringing internal recruitment processes in

line with the speed of the market, the impact of employer branding on candidate decision making, Australia’s changing labour force and so on. Fail to play by the rules and you risk missing out on a superstar candidate, incurring the cost of an empty seat, or worse, the cost of a bad hire.

If like Alice you find yourselfsaying, ‘It would be nice if something made sense for a change’, rest assured you are not alone. With EST10 as your dependable guide, we hope your journey down the rabbit hole and into Recruitmentland is an adventure you’ll enjoy.

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Ready to begin your adventure? The first thing you need to know is that speed is everything. The Red Queen expressed this perfectly when she said, ‘It takes all the running you can do, to keep in the

same place. If you want to get somewhere else, you must run at least twice as fast as that!’ But working at speed doesn’t mean

compromising on your standards. What it does mean is knowing what to expect, how to get the market to work to your advantage and how to maintain control. On that note, let’s start with the market overview…

Navigating

Recruitmentland

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Market Overview

Last year we spoke about the beauty of finding the unexpected unicorn… a superstar candidate who is the perfect match once you have been liberated from the constraints of baseless criteria. This situation has not changed, nor will it. With unemployment levels in Australia at a six-month low of 5.3% as of July 2018 alongside an increase in the number of jobs being advertised and a decrease in the number of job ad views in the office support space, candidates are competing with fewer peers and have the luxury of greater choice when it comes to their pick of employer.

One of our favourite quotes from Alice’s Adventures in Wonderland is, ‘Everything’s got a moral, if only you can find it.’ The moral of this story? Well, to risk quoting Carroll too frequently, ‘It’s no use going back to yesterday, the market was a different person then.’ Applying yesterday’s mindset and techniques to your recruitment efforts today is simply ill-advised. Saying this is easy, getting people to truly grasp the gravity of this statement and the fact that just about everything you take for granted about recruitment has been turned on

its head is another matter entirely. As such, we have decided to outline some key characteristics of the market which should be considered in conjunction with the best practice guidelines outlined in the section directly following. Please do not hesitate to speak with one of our consultants if you require clarification or further information.

Streamlined recruitment processes win every timeWhen a candidate meets with you to interview, it is not unlikely that they are considering at least two other offers at the same time. This means that when you meet your superstar, you have to move

at high speed to secure that candidate, especially if they are at final round interviews with other employers. The best processes minimise the time between stages and seek efficiencies where possible, such as meeting multiple stakeholders in one session rather than multiple interviews spread out across several days. Yesteryear’s process – 2 weeks. This year’s process – 2-4 days. Next year - ?

Measure the cost of an empty seat or the impact of a poor hireMany people fall into the trap of seeking out a resume that is a perfect match against a job description. This kind of

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matching worked in times when there was an abundance of talent. In a talent short market, holding out for a resume that perfectly matches your job description will cost your business. Skills can be taught, but attitudes can’t. Consider the cost of an empty seat while you hold out for the perfect candidate you may never find, versus a great candidate with a willingness to apply themselves sitting right in front you. We urge you to consider training where you can. You may need to compromise on how quickly your new recruit will be fully functional in their role, but we promise it will be worth it. A poor hire will not only cost a business

money, it can strain relations and affect productivity and morale all around... energy and time better spent on your business. By contrast, we often find that an employee with a good attitude is self-motivated, keen to be challenged and driven to exceed expectations. They’re generally also great team players and collaborators.

Think strategically about engaging tempsAs recently as a decade ago, engaging a temp was considered a last-minute solution to relieve a sick employee or provide annual leave cover. This approach is still invaluable for many businesses, but the use of

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temps in the workplace is shifting. Rather than a day here and there, many temps are now being engaged for their niche skill sets and ability to assist with business-critical projects lasting weeks, if not months. Temps are also being engaged to provide cover while permanent recruitment processes play out. These strategies ensure that your business continues to maintain service levels in times of high workload and take the pressure off existing employees. We have also found that over 50 percent of our temps are being retained in permanent roles. Given that the need to fill a temp role quickly doesn’t always lend itself to the same stringent

matching that would be applied to a permanent recruit, this retention suggests that businesses are recognising the importance of a strong work ethic and the ways candidates can add value if given the chance.

Retain your existing talentBeing mindful of engagement amongst existing employees is especially crucial in times of talent scarcity. Recent research from Harvard Business Review has proved the old adage that ‘money doesn’t buy happiness’… culture and values, the quality of leadership and opportunities for growth were found to be greater predictors of satisfaction than compensation and benefits.

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When seeking directions to the Queen, Alice enlists the help of the Cheshire Cat who provides some stellar advice… ‘Well, some go this way, some go that way. But as for me, myself, personally, I prefer the shortcut.’ Who doesn’t love a shortcut and that’s exactly what we hope to provide here.

Having read our market overview, the most important guideline will hopefully come as no surprise to you – working with speed is your best chance at securing top talent. But we do want to take this chance to

assure you that working with speed does not mean rushing. What it does mean is seeking out efficiencies by speeding up your processes (i.e. minimizing time between interviews) and working with the market. Your recruiter can provide additional guidelines to the shortcuts listed below.

Exhaust all internal and referral options before engaging an agency. This ensures effective use of time for you, your recruiter and shortlisted candidates. It also protects your reputation in the market by managing candidates with respect.

Best practice guidelines

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Work exclusively with one agency. A recruitment partner, not a resume race, will provide you with access to the best candidates from trusted and exclusive networks.

A shortlist of one or two candidates is ideal. Your recruiter will benchmark for you so trust that they have identified the best candidates for your company and role.

The whole process from shortlist presentation to offer should be completed within a maximum of five days. If you can do it in two, even better! Recruitment processes longer than this runthe very real risk of losing

candidates to other offers. Preparing contracts and obtaining all signoffs prior to shortlisting prevents delays.

Offer pending references and on the same day as the last interview. This secures the candidate before engagement levels decline, with a sharp decline in confidence evident from two days post interview.

Be open to a wildcard! On paper, a candidate with the perfect work history is an easy choice, but a candidate with a great attitude and skill set is a worthy contender. Fortunately, identifying this kind of talent is our specialty!

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Guidelines for navigating Recruitmentland aren’t just about helping you find top talent. At EST10, we are always looking for ways to support our clients in growing the capabilities of your team. To this end, we are delighted to recommend a number of local and international programs, in particular, the Advanced Management for Executive Assistants (AMEA) program.

Administered by the Australian Graduate School of Management at UNSW’s CBD campus, the AMEA program seeks to develop

the leadership and strategic capabilities of Executive Assistants. Held in May and October each year, this two-day program is unparalleled in terms of its content and delivery and covers areas such as self-awareness, influencing, negotiation and dealing with pressure.

For anyone wishing to attend, we are delighted to be able to offer an exclusive discount on the program. Please get in touch or visit www.est10.com.au /professional-development for further details.

Professional Development

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Interview etiquette

In a world dominated by technology and social media, we’ve witnessed a slippage in communication skills and interview etiquette. These small but important human touches can make all the difference and with so many great quotes from Carroll’s works, we couldn’t resist sharing these tips…

‘Then you should say what you mean,’ the March Hare went on.‘I do,’ Alice hastily replied; ‘at least – I mean what I say – that’s the same thing, you know.’‘Not the same thing a bit!’ said the Hatter.

‘Look up, speak nicely, and don’t twiddle your fingers all the time.’

‘The first thing in a visit is to say “How d’ye do?” and shake hands!’

‘Don’t grunt,’ said Alice, ‘that’s not at all a proper way of expressing yourself.’

‘Manners are not taught in lessons.’

‘I shouldn’t know you again if we did meet,’ Humpty Dumpty replied in a discontented tone; ‘you’re so exactly like other people.’

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Reluctant to traverse the market alone? Fortunately, you don’t have to, but that does present one very important question… who will you choose to accompany you on your journey? A recruiter with integrity, first and foremost. Someone trustworthy, dedicated, well-informed,

communicative and passionate. How about a recruiter that’s all these things and more? Impossible, you say? Put us to the test! Like the White Queen, you too might find yourself saying, ‘Sometimes I’ve

believed as many as six impossible things before breakfast.’

ESTIO... YOUR

DEPENDABLE GUIDE

EST10 is the leading boutique recruiter specialising in Executive Assistant and office support recruitment. We provide a professional and personalised service with integrity at the heart of everything we do.

Recruiting the full spectrum of office support roles across media finance, property, construction, education, technology, consulting and professional services, our reputation for client and candidate care has affirmed our status as the go-to agency for temporary, contract and permanent admin talent. We

partner with entrepreneurs, high-net-worth individuals, business executives, CEOs, MDs and HR teams throughout Australia and Asia-Pacific to uncover business culture and needs. Simultaneously, we develop strong relationships with our candidates to ascertain strengths, personality and potential. Combined, these efforts place us in the best position to match clients and candidates on the basis of both competency and cultural compatibility. Cultural compatibility ensures job satisfaction and higher retention.

About Us

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Our key differentiator is our unparalleled access to talent and expertise in identifying talent. We do not take this statement lightly, nor do we underestimate the necessary expertise required. Significantly, it is key that these two things go hand in hand because access does not necessitate advantage without the ability and skill to identify a diamond in the rough. Since we first opened our doors, high emotional intelligence (EQ) in reading people and the ability to think laterally have been imperative criteria in joining our team. We believe we are distinctive in our approach and not scared to challenge the norm. Nothing gives us more pleasure than securing a

role for someone who may not fit the usual mould but is, in fact, the perfect candidate for your role. For this to be possible, non-transactional relationships built on trust are key.

The success of our approach can be seen in the following metrics:• 100% fill rate on exclusive

roles• Over 81.5% of our client base

is derived from referrals and repeat business

• 99% retention rate on permanent placements

• 20-minute turnaround on all temp orders

• Over 50% of our temps are offered permanent work at the end of their assignments

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With EST10 as your dependable guide, access to the most enviable administration talent pipeline is right at your fingertips.

Our established brand, impeccable candidate care and reputation for working with premium clients draws a candidate network of passive and active job seekers from Australia and beyond. Our advertising presence and use of recruiter tools on Seek and LinkedIn allow access to the most up-to-date of all job seekers applying for roles, while the following initiatives ensure pipeline diversity.

ReferralsWe are proud of our non-incentivised candidate referral rate of 31%. Having experienced our genuine consultative style, our clients and candidates are eager to recommend friends and relatives, assured of the level of experience and care they will receive. We are also in a privileged position where we have candidates who come back to us for their next role, whether we placed them the first time or not.

‘Live’ databaseMany recruitment agencies

Our talent pipeline

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boast large databases but do little do maintain data integrity. At EST10, we are in constant communication with our database, making it ‘live’ and immediately actionable. We also incorporate a unique coding system for candidate registrations, allowing us to proactively flag particular styles for ease of matching.

London pipelineOur London-based Consultant ensures priority access to working holiday visa candidates and returning Australian residents. In addition, we also work with premium affiliate agencies in London and Ireland, with the majority of our

clients interviewing and securing a start date before the candidate arrives on our shores.

Local and international affiliates• Halo Group - a private,

invitation - only group of EAs at C-Suite level in Sydney

• The PA Club – London’s foremost networking organisation for senior PAs, EAs and Office Managers

• Quest Professional – a training provider in London with a dedicated program for school leavers and university graduates

• Oxford Media & Business School – a UK-based college with a renowned Executive PA Diploma program

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Over the last 12 months, we have surveyed and interviewed over 2,700 clients and candidates across a broad range of industries. The following pages collate the data provided by such individuals

as well as insights and trends uncovered in our day-to-day activities. Salaries and rates (except those for Legal Assistants) are exclusive of

superannuation. Variations may exist between industries and depending on the size of the organisation. Further, all salaries do not include

additional performance bonuses or the value of non-monetary benefits.

Salaries and

Hourly rates

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JUNIOR INTERMEDIATE SENIOR

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JUNIOR INTERMEDIATE SENIOR

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Craving even more information?! Reconsidering that thought and asking yourself, ‘Have I gone mad?’ We’d have to respond by saying,

‘You’re entirely bonkers but we’ll tell you a secret. All the best people are.’ We love clients and candidates with inquisitive minds. The pages that follow were created for you! Here, we outline the recent trends, key duties, desirable qualities and career pathways specific to each role we recruit. You will also find a handy duties matrix overleaf that

provides a snapshot of how various admin roles are interrelated.

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� ESSENTIAL DUTY � POSSIBLE DUTY � DEPENDENT ON COMPANY

Over the past 12 months, we have seen a significant increase in demand for Office Juniors. These are entry level positions for high school leavers or university graduates with little or no prior experience working in an office environment.

In assessing candidates for Office Junior positions, we recommend looking for experience in retail or hospitality, for example a part-time job at a supermarket, fashion retailer or even the likes of McDonald’s. Regardless of who the position is with or the duties that make up the job

description, longevity in the role is crucial; this speaks to the resilience of the candidate and willingness to see things through. We also advise asking competency based questions when interviewing to uncover workplace attitudes and behaviours; a candidate with a great attitude and work ethic will go above and beyond in the role.

Office Junior positions are the perfect opportunity to find gem candidates early in their career. We encourage you to seek opportunities for them to develop and grow with your business.

OFFICE JUNIOR

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Responsibilities• Scanning, photocopying and

filing• Maintain office kitchen,

meeting rooms and stationery cupboards

• Place stationery and food orders

• Post mail and arrange couriers

• Answer phones• Run errands• Ad hoc support to projects

and events

Desirable Qualities• Enthusiastic team player• Positive attitude• Able to use initiative• Follows instructions• Eager to learn

Food For ThoughtDon’t be afraid to nurture junior talent with a dedicated mentor, external education opportunities and internal development programs.

Career Pathways & ProgressionCandidates will typically possess a tertiary qualification, either a bachelor degree in any field or a certificate or diploma in business administration. Depending on the needs of the business, Office Junior roles may be part-time positions to accommodate for candidates who are currently studying. Office Junior positions provide a great opportunity for candidates to progress into just about any area of the business.

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The nature and popularity of the Receptionist role has seen considerable change over the past decade. On one hand, efforts to economise have given way to unmanned reception areas, with technology being utilised to announce guests and calls directed to admin or customer service staff. On the other hand, Receptionists hold pride of place in branding efforts as they are relied upon to ensure a positive first impression and take up the mantle of being the face and voice of the business.

Receptionist roles offer broad

exposure to the business and can be a great opportunity to hire a gem junior candidate who can transition into other roles in the business in the future. When hiring juniors, we encourage you to look for candidates with an awareness of the importance of customer service alongside an eagerness to learn. For companies with high profile clients and customers, however, we recommend hiring experienced Receptionists rather than junior candidates. Naturally, experience and polish necessitate salaries at the higher end of the scale.

Corporate Receptionist

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ResponsibilitiesAlongside the traditional duties outlined on page 28-29, we have seen an increase in the number of Receptionists required to provide regular admin support to Team Assistants, Executive Assistants and Office Managers. This can include data entry, filing and project/event support.

Desirable Qualities• Impeccable presentation • Strong interpersonal skills • Polished communication/

telephone manner• Strong social perception• Customer service orientation• Willing to learn and assist• Active listening skills• High EQ

Food For ThoughtThe Receptionist role is often seen as the springboard to a career in administration. As such, it is important to seek competent and culturally compatible candidates who can progress within the business.

Career Pathways & ProgressionJunior candidates will have little or no administrative experience and typically come from retail, hospitality or flight attendant backgrounds. Receptionists seeking a career in business support typically progress to team-focused admin roles that have a greater focus on diary/travel management and document preparation.

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Where the Team Assistant role was previously considered a decidedly junior administration opportunity, business efforts to streamline costs have necessitated a rise in the seniority of these positions. With businesses reserving 1:1 support roles for the most senior/C-Suite executives, this has created a new opportunity for Team Assistants to support a Director/ Managing Director and their wider team, usually comprising 2-4 people. These roles are popular in the finance and professional services industries and often incorporate duties that

would be typical in the job description for an Executive Assistant, with some companies introducing the title Executive Team Assistant to reflect the seniority of the candidate and the role. Salaries for these roles likewise reflect candidate seniority, sitting at $80,000 plus.

All that being said, we do still see more traditional Team Assistant opportunities for junior candidates. These roles prevail in the property/construction industry and commonly see candidates supporting teams of up to 20 people.

TEAM ASSISTANT

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ResponsibilitiesResponsibilities of Team Assistants are highly dependent on the number of people being supported and the seniority of those people. In addition to the Team Assistant duties outlined on page 28-29, we recommend that you consult the Executive Assistant duties for roles supporting senior personnel.

Desirable Qualities• Strategic multi-tasker• Ability to juggle conflicting

priorities and deadlines• Adept negotiator• Team player with a can-do

attitude• Proven client liaison

experience

Food For ThoughtA string of Team Assistant roles should not be mistaken for a lack of progression. Take a closer look at the duties of each role.

Career Pathways & ProgressionWe see the Team Assistant role as the bridge between general administration roles and 1:1 Executive Assistant roles. The opportunity to work for smaller and often more senior teams as time goes on is invaluable in helping to develop a more focused skill set and understand the demands of a 1:1 role. Junior candidates will have progressed from general administration or reception roles with a minimum 1-2 years’ experience.

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Executive Assistants continue to have greater operational and strategic involvement. This year, we are delighted to see the value of senior EAs in particular being recognised. Given the shortage of talent, we have seen businesses increase salaries, bonuses and benefits with EAs supporting 1:1 at C-Suite regularly saying they are on total packaging valuing $180,000-200,000. This is, of course, not the norm, but often a reward for performance and longevity, especially where the candidate is on-call 24/7 and has been with the business for several years. Large companies

in particular are paying more to retain talent, knowing the true cost of losing an EA who contributes to the productivity of senior management.

While junior Executive Assistants will often be required to support small teams, candidates will typically support fewer individuals as they progress to more senior roles. In some businesses, the terms Executive Assistant and Personal Assistant (PA) are used interchangeably, however this is not to be confused with Private Personal Assistant roles (see page 42).

EXECUTIVE ASSISTANT

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ResponsibilitiesDuties for Executive Assistants are detailed on page 28-29. While there is still the need for EAs to support CEOs and MDs in a 1:1 capacity, there is increasing expectation that even C-suite EAs provide support to the wider team. This may take up to 20 percent of their time and comprise assistance with travel, expenses and ad hoc admin.

Desirable Qualities• Ability to juggle conflicting

priorities and deadlines• Remain calm under pressure• Strong communication skills• Implicitly trustworthy• Polished presentation• High EQ

Food For ThoughtWhen EAs partner with Executives who see the true value they provide, the sky is the limit when it comes to career progression. Such partnerships see many EAs supported in their transition to executive roles.

Career Pathways & ProgressionExecutive Assistants typically come from Team Assistant backgrounds with a minimum 3 years’ experience supporting mid-level Managers. Senior EAs are increasingly relied upon to provide strategic support and advice. This being the case, possessing or later obtaining a degree with a focus on business can be highly advantageous.

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The Office Manager plays an instrumental role in streamlining business administration and operations, taking on human resources and facilities management duties whilst ensuring business-wide effectiveness and efficiency. Over the past couple of years, Office Manager roles have been recruited less frequently. Interestingly, this is not due to a decrease in demand for Office Managers but rather an increase in candidate longevity within these roles resulting in lower turnover of staff. This is highly reassuring given that Office

Managers are tasked with training and supervising administrative staff, so who better to do this than someone who has been part of the business for a significant period of time.

Remuneration levels vary considerably depending on the size and needs of the business as well as the experience of the candidate. For strong candidates with no prior office management experience, we recommend paying $70,000. Experienced Office Managers typically earn between $90,000 and $120,000.

OFFICE MANAGER

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ResponsibilitiesA comprehensive list of duties for Office Managers can be found on page 28-29. A true Office Manager needs to be a ‘fixer’ in the sense that just because something is perfect today, that doesn’t mean that it won’t be broken or that the rules won’t be different tomorrow. For example, facilities/IT needs and industry legislation change regularly.

Desirable Qualities• Proven administration skills• Strong IT/computer skills• Ability to lead and motivate a

team• Time management skills• Problem-solving approach• Project management skills

Food For ThoughtOften reporting to the General Manager or Director, we typically see the need for this role in medium-sized businesses. In smaller businesses, Executive Assistant and Office Manager duties will often be combined into one role.

Career Pathways & ProgressionThe Office Manager role is perfect for proven administrators with a natural flair for organisation. Candidates who naturally progress to this role may benefit from undertaking a Bachelor in Business Administration, which covers business law, IT, finance, HR, management and marketing.

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Over the last couple of years, we have been pleased to see an increase in Chief of Staff roles in the Australian market. Working as right-hand person to the CEO, the Chief of Staff is responsible for streamlining strategic and operational activities within the business including research, communication, strategy development and personnel management. This frees up the CEO to spend more time on company growth and long-term success without losing touch with staff and key internal issues. Typically, we see this role in large corporations and in the

banking/finance industry. In its truest form, this is a strategy based role, however smaller businesses may grant this title to Office Managers with a remit that skews in favour of personnel management rather than facilities management.

Unlike the CEO, the Chief of Staff operates out of the public spotlight. As such, candidates must be confident working ‘in the shadows’, recognising their value in ensuring that the business’ best asset — its people — are equipped and motivated to succeed.

CHIEF OF STAFF

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ResponsibilitiesIn carrying out the duties listed on page 28-29, the Chief of Staff will often coordinate with the CEO’s EA and Private PA. Acting as advisor and confidante to the CEO, the Chief of Staff is the main point of contact between staff, stakeholders and senior management, ensuring all issues and strategic initiatives are managed diligently.

Desirable Qualities• Skilled strategist• Analytical disposition• Proven leadership qualities• Nuanced people management

skills/high EQ• Enabler and team player• Adept communicator

Food For ThoughtWhile the Chief of Staff role is traditionally found in the office of political officials, the popularity of the role in the private sector is rapidly increasing.

Career Pathways & ProgressionThe Chief of Staff role is a great opportunity for senior Executive Assistants who aspire to be more operationally involved. Ideal candidates will have a gearing towards general management responsibility and an innate understanding of the business’ external influences and internal capabilities. Given that this is a senior role working alongside the CEO and other executives, being degree qualified is favourable.

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Private Personal Assistants (PA) support individuals and households including entrepreneurs, celebrities and high-net-worth- individuals. Interestingly, where a Private PA has traditionally been responsible for managing external staff - nannies, gardeners, chauffeurs, event planners etc. - we have seen an increase in the number of Private PA taking on these duties themselves in the past year. The impetus behind this, we believe, is the high degree of confidence in the competence and trustworthiness

of candidates. Of course, thenature of each role is dependent on the individual/household being supported, but this signifies an increase in the variety of private support roles on the market.

Regardless of the specific duties required, Private PA roles are undoubtedly demanding. Roles requiring the candidate to be on-call 24/7 are more highly compensated. The best placements will seek commonalities between the interests and expertise of the candidate and the individual/ household they are supporting.

PRIVATE PERSONAL ASSISTANT

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Responsibilities• Household management e.g.

supervising household staff, chefs, nannies etc.

• Personal errands• Manage properties, cars,

horses, boats etc.• Project management e.g.

holiday/event planning• Coordinate with family

members and schools• Domestic and international

travel arrangements• Oversee banking/investments

Desirable Qualities• Reliability and discretion• Strong organisation skills• Ability to anticipate needs• Influencing and negotiating

skills

Food For ThoughtIn many respects, Private PAs are tasked with running ‘mini businesses’ as they coordinate the various personnel, events, investments and enterprises that keep the individual/household running.

Career Pathways & ProgressionFor candidates looking to make the switch from Executive Assistant to Private PA or vice versa, we encourage you to consider the unique demands of each role and upskill accordingly. While EA and PA skillsets are certainly transferable, unique challenges accompany business and private environments.

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Prospects for Marketing Assistants grew strongly over the past year, with this growth expected to remain strong for the foreseeable future. This can be attributed to the ever-pervasive nature and all-powerful impact of branding and digital media.

Given the talent shortage facing the market, the importance of connecting with your audience in a positive way across all relevant touchpoints cannot be understated. As such, Marketing Assistants have become an invaluable business resource, with responsibilities for such

highly dependent on the size, industry and needs of the business. Job descriptions for candidates in SMEs (small and medium-sized enterprises) will often have a broad focus while the size and structure of larger businesses often allow for specialised assistance, for example, a sole focus on events, social media, content etc. Irrespective of how focusedthe role is, studies in commerce, media or communications-should-ensure the candidate is equipped for the role given the correlations between these fields.

MARKETING ASSISTANT

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Responsibilities• Research and reporting• Market monitoring• Social media management• Email campaigns• Brand activations• Website/blog management• Coordinating print collateral• Develop and/or implement

marketing and sales campaigns

• Support to business projects and events

Desirable Qualities• Imagination and creativity• Investigative research skills• A problem solver by nature• Mastery of language• Adept multi-tasker• Tech-savvy

Food For ThoughtWe have seen a number of businesses hire Marketing/ Admin Assistants in place of junior Team Assistants. This allows for ample admin cover whilst allowing candidates to ‘test the waters’ before deciding to specialise in admin or marketing.

Career Pathways & ProgressionJunior candidates will likely be recent graduates with some relevant internship or part-time work experience. Progression opportunities for Marketing Assistants are open-ended, with the option to specialise in a particular field or gradually progress to Marketing Manager.

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With the increasing adoption of software systems that automate HR functions relating to compensation, entitlements, record management and onboarding, we are seeing a decrease in HR Assistant roles in favour of Recruitment Coordinator roles. This role continues to require that human element, making it difficult to outsource to machines. That being said, HR Assistant roles are by no means a thing of the past, with candidates increasingly required to assist in a strategic rather than functional capacity as they assist with

business initiatives to increase employee productivity and satisfaction. Likewise, HR Assistants are increasingly responsible for formulating methods to improve policies, processes and practices before recommending necessary changes to management.

Given these trends, hiring candidates with strong social perception and the ability to effectively communicate with individuals at all levels is imperative. An understanding of workplace theories and dynamics is also beneficial.

HR ASSISTANT

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Responsibilities• Store and retrieve files • Compile personnel data and

prepare reports • Receive and answer queries • Process applications for

employment and entitlements • Coordinate recruitment

processes (e.g. advertising, arranging interviews, conducting reference checks)

• Assist with onboarding• Arrange in-house and

external training

Desirable Qualities• Empathetic communicator• Ability to develop and

maintain interpersonal relationships

• Strong attention to detail

Food For ThoughtAs expectations of the potential contributions of HR personnel have increased, the need for HR Assistants to possess a degree is practically non-negotiable.

Career Pathways & ProgressionJunior candidates will often be recent graduates. The HR Assistant role is the perfect opportunity to kick-start a career toward HR Manager and perhaps one day, HRD or even Chief of Human Resources. The breadth of the role is also great to establish if specialisation is preferable, with the options to focus on talent acquisition, training and development or compensation and benefits.

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We continue to witness a dire shortage of Legal Assistants, with many candidates opting out of the profession. As such, the candidate pool is much smaller, prompting employers to relax the requirement for prior billings experience. We have also noticed an increase in demand for junior candidates with law degrees. Previously, employers were inclined to overlook these candidates for Legal Assistant roles because degree qualified juniors openly sought to quickly progress to other roles within the legal profession and were thus unlikely to achieve longevity in

the role. Now, employers recognise the value of tapping into this talent pool and seek ways to manage longevity concerns whilst catering for the desire for progression.

Job descriptions remain varied depending on the seniority of the candidate and the individuals they support. Junior candidates will often support a Junior Solicitor and the team. At the intermediate level, candidates support teams of 5-6 including at least one Partner, while the most senior candidates support at Managing Partner level.

LEGAL ASSISTANT

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ResponsibilitiesJunior duties:• Typing and dictation • File management • Monitor emails and calls

Intermediate duties: • Billing • Prepare court documents • Prepare correspondence

Senior duties: • Complex diary and travel

management • Client facing liaison

Desirable Qualities• Meticulous attention to detail• Strong time management• Strong written and oral

comprehension

Food For ThoughtA Legal Assistant may be referred to as a Legal Secretary, however we increasingly see preference for the former term. For those candidates supporting at Managing Partner level, we recommend the title Legal Executive Assistant to reflect the seniority of the role and nature of support being provided.

Career Pathways & ProgressionAt the junior level, previous legal experience is not required however it is highly regarded, especially in CBD based firms. ‘Career Legal Assistants’ who seek to remain part of the legal profession in an administrative capacity remain coveted.

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While Executive Assistants and Office Managers continue to take on accounts responsibilities, we do still see a number of stand-alone accounts roles. Given the level of technical competency required of accounts-based work, candidates will often have tertiary qualifications, or at the very least, substantial work experience or in-house training.

Common Roles• Data Entry• Accounts Payable• Accounts Receivable• Assistant Accountant• Financial Assistant

Responsibilities• Prepare and process accounts

payable and/or receivable• Reconcile invoices• Prepare bank reconciliations• Compile data for reports• Summarise expenditure• Process payments

Desirable Qualities• Discretion• Methodical, detail-focused

approach• Ability to communicate

findings colloquially• Strong awareness of time-

sensitive tasks• Passionate about numbers!

ACCOUNTS

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egin at the beginning and go on till you come to the end: then stop.b

INTEGRITY RECRUITMENT

Phone: (02) 9002 0222Email: info@est10.com.auWebsite: www.est10.com.au