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Job seeker or employer, we are

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Alexander appointments

Job seeker or employer, we’ll help you find your best fit.

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.

OUR CAPABILITIES →

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

OUR CAPABILITIES →

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

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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

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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.

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Supply Chain,

Transport & Logistics

Accounting &

Analytics

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

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Our process

40% - getting to know you

40% - Sourcing your ideal candidate

20% - post placement support 

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.

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Striving to deliver the best results for our clients and candidates.

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Our core values

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On the blog

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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.
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.
By Michelle Wood May 20, 2025
Australia’s supply chain is at a pivotal point. In the aftermath of global disruption, we’re no longer just dealing with shipping delays or rising fuel prices. A deeper, more systemic challenge has emerged - a growing and persistent shortage of skilled labour across the logistics and supply chain sector. This issue is not new, but it’s becoming more severe. From warehousing and distribution to procurement and freight coordination, the gaps in the workforce are beginning to show, and the consequences are rippling across the economy. Why Is There a Talent Shortage in Supply Chain? There is no single cause, but more a combination of long-standing structural issues and recent accelerants: 1. Ageing Workforce and Low New Entry Rates A large proportion of skilled supply chain professionals, particularly in transport and warehousing, are nearing retirement age. At the same time, the sector struggles to attract younger workers. Roles like forklift operation, freight handling, and long-haul driving are increasingly seen as unattractive, especially when compared to more flexible or remote opportunities in other industries. 2. Demand Outpacing Growth E-commerce has fundamentally changed the logistics landscape. The need for warehousing staff, pick-packers, and last-mile delivery drivers has skyrocketed. But workforce development hasn’t kept pace. Training programs, apprenticeships, and employer investment in talent pipelines have not scaled in proportion. 3. Geographic & Regional Inconsistency While urban centres may have access to a larger talent pool, many regional operations are struggling to find and retain staff. Even in metro areas, high cost of living and transport challenges are affecting availability and retention, particularly for shift-based roles. 4. Licence and Certification Bottlenecks In areas like road transport, not only are HC/MC licensed drivers in short supply, but delays in training, testing, and compliance are also contributing to the backlog. This is creating a pinch point that can't be resolved overnight. Where Is the Pressure Felt Most? In speaking with supply chain leaders and HR managers across Australia, a few high-impact areas consistently come up: Warehousing: High turnover, low availability of skilled workers, and limited on-the-job training capacity are limiting operations. Employers are competing for the same pool of talent, driving up costs without improving outcomes. Freight & Transport: Driver shortages are affecting both long-haul and metropolitan routes. This is not just an issue of capacity, it’s also one of reliability, service standards, and driver wellbeing. Planning & Procurement: As companies look to better forecast demand and reduce waste, the importance of experienced planners and procurement professionals has grown. Yet the competition for these analytical and strategic roles is pushing smaller firms out of the market. What Are the Broader Implications? This isn’t just a recruitment problem, it’s a business continuity issue. Talent shortages are leading to: Increased operational delays Rising labour costs Lower margins Reduced capacity for growth or innovation Greater risk exposure in peak periods (e.g., holiday seasons) For Australia, an island nation reliant on robust domestic and international logistics, these issues have national significance. The ability to move goods efficiently from port to warehouse to shelf is essential, not just for business, but for public confidence, affordability, and economic stability. Where Do We Go From Here? There’s no quick fix, but a few key themes are emerging from industry discussion: Workforce Development Needs Urgent Attention: Government, education providers and industry leaders need to collaborate on training pathways, incentives for entry-level roles, and improved visibility of careers in logistics. Culture and Conditions Must Evolve: To attract and retain talent, companies need to offer more than a payslip. This includes predictable rosters, better health and safety, career progression, and in some cases, flexibility where possible. Data and Demand Planning Are Critical: Businesses that invest in strong forecasting, integrated systems, and agile planning teams will be better equipped to navigate ongoing shortages. This issue is complex, and it’s not going away anytime soon. But by understanding the underlying causes and talking openly about the realities, we can start to move toward long-term, sustainable solutions. If you’re working in or alongside the supply chain sector, I’d love to hear your perspective. What are you seeing? Where are the biggest pinch points in your organisation or region? And what’s working, or not, in addressing them?
By Danijela Negro May 16, 2025
In a world where change is the only constant, the finance function is transforming. No longer confined to spreadsheets and compliance checklists, finance teams today are expected to be strategic drivers of business performance, partners in digital transformation, guardians of risk, and architects of growth. As we move deeper into 2025, hiring managers across Australia are feeling the pressure to secure finance talent that can keep pace with evolving demands. But technical accounting alone won’t cut it. What’s needed now are multidimensional leaders—professionals who bring a blend of analytical insight, regulatory fluency, and tech-savviness to the table. So, let’s dive into what’s truly shaping the future of finance talent and what hiring managers are looking for. The Shifting Demands on Finance Talent Across the finance sector, we’re seeing a realignment of priorities. Economic volatility, rapid digitisation, and shifting regulatory landscapes, especially under the watch of ASIC and APRA who have changed the game. Where once the priority was transactional accuracy, now it’s strategic foresight. Hiring managers are looking beyond the balance sheet, searching instead for professionals who can translate numbers into business strategy, who can navigate automation with ease, and who stay one step ahead of compliance. In this environment, recruitment is no longer about filling vacancies, it's about building resilience. Here are what I believe to be the five essential skills that are topping the priority list for hiring managers in 2025. 1. Financial Planning & Analysis (FP&A) Why It Matters: FP&A has become the nerve centre of business strategy. In a world where agility is everything, companies need finance professionals who can forecast effectively, analyse scenarios, and drive strategic decision-making. Recruitment Insight: Candidates with strong FP&A credentials are often future CFOs in the making. They demonstrate a commercial mindset and are comfortable influencing decisions at the highest levels. In today’s hiring landscape, FP&A expertise signals leadership readiness. 2. Data-Driven Decision Making Why It Matters: Finance teams are now expected to operate as data hubs, turning insights into action. Data-driven decision-making enables organisations to respond quickly to market changes, optimise performance, and justify every move with evidence. Business intelligence tools like Power BI and Tableau are now essential in Australian finance departments. Hiring managers want candidates who can use these platforms not just to report but to tell a story with the data. Candidates should be asking hiring managers the following questions: What systems do you use to record your business and accounting transactions? Is the data reliable as far as you know? What reporting tools do you use? Is the business prioritising and investing in systems and tools to enable the finance team to bring these insights to the key decision-makers? Is this important to the business? 3. Compliance & Risk Management Why It Matters: With increasing scrutiny from regulators such as ASIC and APRA, the cost of non-compliance is higher than ever, both in fines and reputational damage. Hiring Insight: There’s a real shortage of finance professionals who are fluent in risk frameworks and governance requirements. Those who bring regulatory literacy and a proactive risk mindset are in high demand and short supply. 4. Automation & AI Proficiency Why It Matters: Automation isn’t the future, it’s the present. Tools like UiPath, Alteryx, and machine learning algorithms are reshaping finance workflows, reducing errors, and liberating teams to focus on value-added tasks. Recruitment Tip: When reviewing candidates, look for those who’ve actively participated in finance automation projects. Whether it be for automating invoice processing, employee onboarding, or working with dashboards for predictive modeling. 5. Adaptability to Regulatory Changes In a regulatory environment where change is rapid and sometimes unpredictable, adaptability isn’t optional. It’s a core leadership trait. Why is this non-negotiable? Risk Mitigation - Non-compliance carries steep penalties, not just financial but reputational. The regulatory bar is constantly rising, and businesses need finance leaders who can anticipate and adapt to evolving requirements. Operational Continuity - Proactive compliance isn’t just about avoiding fines; it’s about ensuring business continuity. Delays in adapting to regulatory updates can disrupt operations and erode stakeholder confidence. Investor and Stakeholder Trust - Strong regulatory governance builds confidence. Investors, partners, and boards are increasingly scrutinising how companies manage compliance. Finance professionals who understand this landscape help build credibility from within. Leadership Readiness - The ability to interpret, communicate, and implement regulatory change is now seen as a hallmark of finance leadership. Hiring managers are no longer satisfied with passive compliance—they want candidates who lead the charge. For Candidates: The bar has been raised and so has the opportunity. Upskill in digital tools: Power BI, Alteryx, and Python are becoming core competencies. Stay current on regulations: Subscribe to ASIC updates, engage in Continuing Professional Development programs, and connect with industry peers. Demonstrate agility: Employers want to see a track record of adapting to change, not just enduring it. Ask the questions: to ensure you are joining a business that values and invests in its systems and processes to support finance or at least doing their best given budgetary restrictions but value the finance function and working towards improving. CEO Insight: The finance function is no longer a back-office role, it’s a strategic engine room. As businesses face growing complexity, the need for forward-thinking, tech-savvy, and compliance-ready finance talent has never been greater. At Alexander Appointments, we are supporting businesses in navigating these challenges by providing an advisory-led approach to support the recruitment process, while our proactive talent pipelines ensure we’re always a step ahead. Whether you're hiring your next finance leader or seeking temporary expertise to support your existing team with transformation, improving existing reporting and processes, we’re here to help you find the right fit.
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