20 years of meeting your permanent, temp, contract and bulk employment needs
We’re in the business of matchmaking: developing careers, building your business, and outfitting you with the team you need to do your best work
Listening and understanding first, whether you are a job seeker or employer, our experienced team are passionate about matching people with people. Responsive, intelligent, empathetic, and human-centric, we will find your fit be it short or long term, immediate single and bulk resource fills or individual career placements. Our business is to understand you and what you are looking for; our reward is finding your perfect match.
20 years of meeting your permanent, temp, contract and bulk employment needs
We’re in the business of matchmaking: developing careers, building your business, and outfitting you with the team you need to do your best work
We specialise in sourcing talent, finding each candidate’s best fit, and end to end recruitment.
Employers
If you’re an employer, we can help you source the best talent to build your team. Employer services also include:
Talent sourcing
Contract + Temp talent
Bulk recruitment
Permanent placements
Job Seekers
Looking for your next perfect role? With connections to employers across a broad range of industries, we can help you find your next best fit.
Talent placement
Contract + Temp roles
RPO
Our recruitment process outsourcing partners with you to support all or parts of your talent acquisition strategy. From position descriptions to onboarding, we have professional, experienced consultants and end to end outsourced HR capabilities.
Whether you’re searching for a new position or looking for your ideal temp, contract or permanent candidate, we can help.
We value our clients and candidates alike and take pride in giving the best possible customer experience every time.
Recruitment is about people, meet our team who take your employment needs as personally as you do
We’re trusted
Our clients are among the best and brightest around Australia. We’ll work with you to find the best solution for wherever you find yourself now, whether you’re a jobseeker or on the hunt for talent.
Numbers in action
Striving to deliver the best results for our clients and candidates.
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Successful placements
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Our core values
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On the blog
By Selda Cemali
•
June 23, 2025
Have you ever wondered what recruiters actually do? After another week packed with client meetings, site visits, and strategy sessions, I’m still surprised by how many people are unclear about the true scope of our work. As outsourced recruiters, we’re not just “filling jobs”; we’re building partnerships, solving complex workforce challenges, and supporting both clients and candidates through every step of the employment journey. As a way of raising awareness about the value of recruitment services, I’d like to share some highlights from our week to illustrate the depth of what we do and why partnering with a specialist recruiter can solve some of the challenges that in-house recruitment teams often face. 1. Managing Relationships Onsite: Beyond the Placement This week, I checked in on several of our employees working on client sites. Maintaining a strong relationship between the host employer (client) and our casual or temporary staff is a critical part of our job. It’s about ensuring that everyone’s needs are met, resolving issues before they escalate, and ensuring that our clients’ operations run smoothly. This level of ongoing support is rarely possible for in-house teams, who are often stretched across multiple priorities. 2. Safety First: Site Inspections Matter I also conducted a safety inspection at a client site. Workplace safety isn’t just a compliance box to tick; it’s a core value for us. By proactively identifying risks and ensuring our placements are safe and supported, we protect both our employees and our clients from potential legal and reputational risks. In-house teams may lack the time or even the expertise to provide this level of care. 3. Candidate Support: Personalised Career Guidance Not everyone is a job search expert, nor should they be. This week, I consulted with a senior candidate, helping them rework their resume and refine their job search strategy. For many, job hunting is overwhelming and infrequent. Our expertise in resume crafting and market insights can dramatically increase a candidate’s success rate, ensuring our clients have an accurate understanding of the talent they are potentially bringing into their business. 4. Strategic Workforce Planning: More Than Just Filling Gaps Recruitment isn’t just about today’s vacancy. I worked closely with a client to discuss their changing workforce needs, draft job descriptions, and develop a recruitment strategy tailored to their business goals. This type of consultation ensures our clients have the appropriate talent to support the evolving needs of their businesses. 5. Collaborative Problem-Solving: Recruitment Is a Team Sport Even the best recruiters face tough searches. This week, our team supported a senior colleague who was struggling with a challenging role. Together, we brainstormed new strategies, drawing on each other’s strengths and experience. Recruitment is rarely straightforward. This is exactly why so many businesses choose outsourcing to access a broader pool of ideas, networks, and expertise. Recruitment is so much more than matching CVs to job descriptions. It’s about building relationships, safeguarding brands, and ensuring workforces are set up for long-term success. If you’re sitting on the fence between managing recruitment in-house or outsourcing, consider the value a dedicated partner like Alexander Appointments can bring, not just in finding the right people, but in solving challenges you may not even have anticipated. What are your thoughts? I’d love to hear from you, whether you’re a current client, a prospective partner, or simply curious about how recruitment can transform your business. Selda Cemali, Senior Recruitment Consultant, Alexander Appointments.
By Selda Cemali
•
June 23, 2025
Have you ever wondered what recruiters actually do? After another week packed with client meetings, site visits, and strategy sessions, I’m still surprised by how many people are unclear about the true scope of our work. As outsourced recruiters, we’re not just “filling jobs”; we’re building partnerships, solving complex workforce challenges, and supporting both clients and candidates through every step of the employment journey. As a way of raising awareness about the value of recruitment services, I’d like to share some highlights from our week to illustrate the depth of what we do and why partnering with a specialist recruiter can solve some of the challenges that in-house recruitment teams often face. 1. Managing Relationships Onsite: Beyond the Placement This week, I checked in on several of our employees working on client sites. Maintaining a strong relationship between the host employer (client) and our casual or temporary staff is a critical part of our job. It’s about ensuring that everyone’s needs are met, resolving issues before they escalate, and ensuring that our clients’ operations run smoothly. This level of ongoing support is rarely possible for in-house teams, who are often stretched across multiple priorities. 2. Safety First: Site Inspections Matter I also conducted a safety inspection at a client site. Workplace safety isn’t just a compliance box to tick; it’s a core value for us. By proactively identifying risks and ensuring our placements are safe and supported, we protect both our employees and our clients from potential legal and reputational risks. In-house teams may lack the time or even the expertise to provide this level of care. 3. Candidate Support: Personalised Career Guidance Not everyone is a job search expert, nor should they be. This week, I consulted with a senior candidate, helping them rework their resume and refine their job search strategy. For many, job hunting is overwhelming and infrequent. Our expertise in resume crafting and market insights can dramatically increase a candidate’s success rate, ensuring our clients have an accurate understanding of the talent they are potentially bringing into their business. 4. Strategic Workforce Planning: More Than Just Filling Gaps Recruitment isn’t just about today’s vacancy. I worked closely with a client to discuss their changing workforce needs, draft job descriptions, and develop a recruitment strategy tailored to their business goals. This type of consultation ensures our clients have the appropriate talent to support the evolving needs of their businesses. 5. Collaborative Problem-Solving: Recruitment Is a Team Sport Even the best recruiters face tough searches. This week, our team supported a senior colleague who was struggling with a challenging role. Together, we brainstormed new strategies, drawing on each other’s strengths and experience. Recruitment is rarely straightforward. This is exactly why so many businesses choose outsourcing to access a broader pool of ideas, networks, and expertise. Recruitment is so much more than matching CVs to job descriptions. It’s about building relationships, safeguarding brands, and ensuring workforces are set up for long-term success. If you’re sitting on the fence between managing recruitment in-house or outsourcing, consider the value a dedicated partner like Alexander Appointments can bring, not just in finding the right people, but in solving challenges you may not even have anticipated. What are your thoughts? I’d love to hear from you, whether you’re a current client, a prospective partner, or simply curious about how recruitment can transform your business. Selda Cemali, Senior Recruitment Consultant, Alexander Appointments.
By Selda Cemali
•
June 10, 2025
Australia’s waste management industry currently stands at a significant crossroads in 2025. As both a recruiter and an observer of industry trends, I see a sector that is rapidly transforming—driven by policy, technology, and a renewed focus on sustainability. This evolution is not only reshaping how we manage waste but also the skills, roles, and opportunities available to jobseekers and employers. The Industry in Transition: Policy, Technology, and Circularity Australia now produces over 75 million tonnes of waste annually, and the pressure is on to reduce landfill reliance and environmental impacts. The National Waste Policy Action Plan’s ambitious targets, such as achieving an 80% resource recovery rate by 2030 are fuelling investment in recycling, resource recovery, and waste-to-energy infrastructure. Regulatory changes, including bans on exporting certain recyclables, mean more processing is happening onshore, which further spurs innovation and therefore, job creation. Key Trends Shaping the Sector: Policy and Regulation: New and evolving legislation is pushing companies to adopt more sustainable waste practices, with a focus on reducing landfill, increasing recycling, and supporting a circular economy. Technological Innovation: From advanced sorting systems and AI-driven recycling plants to smart bins and chemical recycling, technology is revolutionising how waste is collected, processed, and reused. Facilities like Rino Recycling’s automated plant in Queensland and the Sunshine Coast’s advanced Material Recovery Facility exemplify this shift. Source Separation and Organics: Enhanced source separation—such as container deposit schemes and kerbside organics collection—is yielding cleaner material streams for reuse and composting, though challenges like contamination still persist. Waste-to-Energy: With landfill space shrinking, particularly in urban centres, waste-to-energy projects are gaining momentum, converting residual waste into electricity and heat while supporting renewable energy targets. The Talent Challenge: Opportunities and Shifting Skillsets As the sector transforms, so do its workforce needs. Waste management is recession-proof, offering stable and growth-focused employment opportunities, even in uncertain economic times. However, the industry faces a dual challenge: an aging workforce and a shortage of skilled talent ready to embrace new technologies and sustainability goals. What Employers Need in 2025: STEM and Digital Skills: As digital transformation accelerates, there’s a growing demand for professionals with STEM backgrounds, especially those skilled in automation, data analytics, and environmental science. Operational and Transferrable Skills: Roles in logistics, operations management, regulatory compliance, and customer service continue to be vital. The sector is actively recruiting candidates with transferrable skills from other industries, which offers pathways for career changers and upskilling opportunities. Soft Skills and Adaptability: Employers increasingly value adaptability, problem-solving, and collaboration. The ability to work across hybrid environments and adapt to change is now just as important as technical expertise. Diversity and Inclusion: Companies are broadening their talent pools by focusing on diversity—expanding opportunities for women, First Nations people, and those from non-traditional backgrounds. This not only addresses skill shortages but also enriches workplace culture and innovation. A Recruiter’s View: What Jobseekers and Employers Should Know… For Jobseekers: If you’re looking for a stable, purpose-driven career, waste management offers a unique blend of job security, competitive compensation, and the chance to make a tangible impact on environmental sustainability. Whether you’re a recent graduate with a STEM degree, a logistics professional, or someone seeking a meaningful career change, now is the time to consider this sector. For Employers: Attracting and retaining talent will require more than just competitive salaries. Companies must invest in training, promote inclusive cultures, and provide clear career progression opportunities. Emphasising your company’s purpose and contributing to a cleaner, greener future can help attract candidates who value making a difference. Looking Ahead The future of Australia’s waste management industry is bright, but only for those willing to adapt. As technology, policy, and community expectations evolve, so too must our approach to recruitment and workforce development. At Alexander Appointments, we’re committed to helping clients and candidates navigate these changes and matching the right talent with the right opportunities in a sector that’s never been more essential. If you’re ready to be part of Australia’s waste management transformation, or if your business needs help finding the next generation of industry leaders, please reach out to us at Alexander Appointments.
By Selda Cemali
•
May 20, 2025
In 2025, Customer Service Managers across Australia are navigating one of the most dynamic and complex employment landscapes we've seen in years. With evolving workforce expectations, technology disruption, and regional economic fluctuations, managers are asking one critical question: "How do we build and retain high-performing customer service teams in a fast-changing market?" Alexander Appointments works closely with both employers and job seekers to help bridge that gap. Here is a detailed look at what’s shaping the 2025 employment market and what Customer Service Managers need to know to stay ahead. 1. Skills Shortages and Workforce Evolution Australia is facing a significant skills shortage, with 60% of businesses reporting difficulties in sourcing suitably skilled staff. What's most concerning is that this gap is no longer limited to niche or technical roles – it extends to core customer service competencies such as: Clear communication Digital literacy Problem-solving and emotional intelligence At the same time, the workforce is undergoing a generational shift. Gen Z employees, who are entering and shaping customer-facing roles, are bringing fresh expectations: They seek purpose-driven roles They value flexibility, digital tools, and mental well-being They’re likely to hold many jobs over their career, making long-term retention more challenging What Managers Need: Tailored recruitment strategies, investment in soft-skill development, and adaptive onboarding programs that cater to multigenerational teams. 2. Employee Retention and Attrition High attrition remains a key issue, especially in contact centres where burnout is common and remote work flexibility is a make-or-break factor. Recent data shows: 65% of customer service agents say remote work is the most important aspect of their role Limiting this flexibility leads to higher turnover, increased recruitment spending, and lost productivity Retention is no longer just about competitive salaries; it’s about building a culture of trust, flexibility, and career development. What Managers Need: Creative retention strategies, such as hybrid work options, career mapping, employee wellness programs, and proactive engagement tactics. 3. Impact of Technology and AI AI and automation are transforming the service landscape. Chatbots, virtual assistants, and self-service tools are now mainstream, reducing routine workloads and shifting focus to more complex, human-centric queries. However, only 23% of Australian organisations have fully integrated systems which can lead to: Workflow inefficiencies Agent frustration due to limited access to customer data Inconsistent customer experiences What Managers Need: Upskilling initiatives focused on tech fluency, investment in CRM and integrated platforms, and support in transitioning agents to value-added roles alongside automation. 4. Changing Customer Expectations Today’s customers demand: Instant responses Seamless multichannel experiences Empathetic interactions In fact, 80% of customers value the overall experience as much as the product or service itself. This means customer service is no longer a cost centre; it’s a strategic revenue driver. What Managers Need: Hiring profiles focused on empathy and adaptability, cross-training across channels (chat, phone, email, social), and technology that empowers real-time service. 5. Market Volatility and Regional Variations National unemployment sits at around 4.1%, but there are stark differences between regions and industries: Victoria sees higher unemployment (~4.7%) Most job growth is occurring in the public sector Private sector hiring remains muted and state-specific This impacts everything from wage expectations to available talent pools. What Managers Need: Hyper-local market insights, flexible remuneration frameworks, and tailored workforce planning by state or region. 6. Productivity and Cost Pressures Despite a return to pre-pandemic routines, productivity remains sluggish. Contributing factors include: An ageing workforce Delayed tech adoption Meeting fatigue and unclear performance metrics Customer Service Managers are being asked to do more with less, while maintaining exceptional standards and fast turnaround times. What Managers Need: Streamlined KPIs, lean operational processes, tools for real-time performance feedback, and greater empowerment at the agent level. Final Thoughts 2025 presents a mix of challenges and exciting opportunities for Customer Service Managers. The key to navigating this environment lies in being proactive, people-centric, and adaptable. Whether you're looking to revamp your hiring strategy, retain your top performers, or stay on top of labour market shifts, expert support can make all the difference. If you'd like to discuss your current workforce challenges or get a pulse on the latest salary trends, let’s connect. I’m here to help.