Tag: Tips and Tricks

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4 Simple Tips to Get More Out of Your Job Ads

In a competitive employment market, your job advertisement needs to do more than outline responsibilities and requirements. For employers, a strong, well‑considered job ad can significantly improve both the quality and relevance of the candidates who apply. At CBR Recruitment, we often see opportunities where a few small changes to a job ad can make a big difference. Below are four simple, practical tips to help you get more value from your job advertisements.

 

1. Make sure your job ad aligns with the actual role

One of the most common mistakes employers make is advertising a role that doesn’t quite reflect what the position really needs. This often happens when job ads are based on old position descriptions or copied from similar roles, rather than tailored to the current needs of the business. Before advertising, take time to consider:

  • What does this role need to deliver in the first 6 – 12 months?
  • Which technical (hard) skills are genuinely essential?
  • Which soft skills will help the person succeed in your team and culture?

Soft skills such as communication, adaptability, and teamwork are often just as important as technical capability particularly in collaborative or client‑facing roles.

 

2. Be clear and realistic about what you’re offering (including non‑cash benefits)

Salary matters, but it’s not the whole picture. Many candidates, particularly high‑quality and experienced professionals, look beyond salary when deciding whether to apply. Including non‑cash benefits in your job ad can significantly increase interest and help your role stand out.

Examples of non‑cash benefits to highlight include:

  • Flexible or hybrid working arrangements
  • Professional development and training support
  • Additional leave or purchased leave options
  • Health, wellbeing, or EAP programs
  • Career progression pathways and mentorship
  • Supportive team culture or leadership style

These benefits don’t need to be over‑sold; they just need to be clearly mentioned. Often, employers already offer great conditions but forget to include them in the ad.

 

2. Make the application process simple and clear

Good candidates are often time‑poor. If an application process feels unclear or overly complicated, they’re far less likely to follow through. A simple and effective approach is to clearly request a current CV and a one-page cover letter specifically written against the role requirements. This gives candidates enough space to explain their suitability and motivation without being overly burdensome. From an employer’s perspective, it also makes it easier to assess communication skills, alignment with the role, and genuine interest. Make sure your job ad clearly outlines:

  • What documents are required
  • Where and how to submit the application
  • Any key dates or timelines

 

4. Provide a clear point of contact

This step is often overlooked, but it can have a big impact. Many of the best candidates like to speak to someone briefly before applying. They may want clarity on expectations, team structure, or whether the role truly fits their experience. If no contact details are provided, those candidates may simply opt out. Including a named point of contact and phone number:

  • Encourages high‑quality candidates to engage
  • Helps answer questions early in the process
  • Demonstrates openness and transparency

These conversations are usually valuable and often help pre‑qualify candidates before an application is even submitted.

 

In summary

Your job ad is often a candidate’s first interaction with your business. Making sure it reflects the real role, clearly communicates benefits, offers a simple application process, and includes a point of contact can dramatically improve hiring outcomes. If you’d like support refining your job advertisements or in assisting with managing your next recruitment process, the team at CBR Recruitment is always happy to help. For more information about our recruitment services, email: hello@cbrrecuritment.com.au or call: 02 6103 7000.

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Candidate

Why Short-Term Roles Can Be the Perfect Career Reset

The new year is all about fresh starts. For many, that could mean rethinking your career. Maybe you’re ready for a change, are feeling stagnant, or just want to try something different. But making a big change can feel risky, particularly if you’ve already put down roots in a particular speciality. So, what’s the smart way forward?

Temporary roles offer a way to explore, expand, and reach further without locking yourself into a long-term commitment. There are often opportunities in areas you wouldn’t have thought of  that offer new perspectives and experiences, without having to learn a whole new skillset. Here’s why temporary opportunities make sense:

 

Discover What Fits

If you’re feeling antsy but feel like you’ve already locked yourself into a career niche, short-term roles let you explore different environments and job types before making a big decision. It’s career exploration with less pressure.

 

Broaden Your Horizons

Who says you can’t teach an old dog new tricks? Temporary positions often require quick adaptation, which means you’ll be able to expand your knowledge quickly. This hands-on experience can boost your confidence and allow you to apply your wealth of experience and growth to new ideas and processes.

 

Expand Your Network

Every new role introduces you to fresh contacts who can open doors to future opportunities. Networking happens naturally when you step into new spaces. By connecting with new people with different interests, you can start to broaden your view of the job market, learn from others, and build on ideas.

 

Keep Moving Forward

While you plan your next big step, temporary work keeps you active, earning, and building experience. It’s progress without pause, allowing you to move forward without fear.

 

If your New Year’s resolution is to try something new or make a change, short-term opportunities could be the perfect starting point. By working with CBR Recruitment to secure future work, you can feel safe knowing you won’t be left in the deep end. Reach out to us at 02 6103 7000 or hello@cbrrecruitment.com.au to discuss how we can help.

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Supporting your APS Career Journey

supporting your APS Career Journey

At CBR Recruitment, we encourage professionals navigating careers within the Australian Public Service (APS) to rethink how they define success. Rather than viewing career progression as a rigid climb up a ladder, consider it a dynamic journey shaped by growth, adaptability, and purpose.

In the APS, where structured classifications and promotion pathways are common, it’s easy to fall into the mindset that upward movement is the only measure of success. But real career satisfaction often comes from lateral moves, skill development, and meaningful contributions; not just titles.

Why the Ladder Model Can Be Limiting

The traditional “career ladder” suggests a linear path, but even in government few careers follow such a predictable trajectory. Many APS professionals spend years building expertise in roles that don’t necessarily come with a new classification, yet those experiences are foundational for future leadership or specialist opportunities. Success in the APS can mean many things: contributing to impactful policy, supporting community outcomes, or maintaining a healthy work-life balance. Ask someone who’s spent decades in public service what they value most, and you’ll likely hear stories of collaboration, resilience, and purpose not just promotions.

Reframing Your Career as a Journey

Thinking of your career as a journey allows for flexibility, exploration, and personal growth. Whether you’re moving between agencies, exploring new functions, or deepening your expertise in a current role, each step contributes to your professional story.

    A journey mindset means:

  • You’re open to new opportunities, even if they don’t come with a higher classification.
  • You measure success by impact, satisfaction, and alignment with your values.
  • You embrace learning and development as ongoing, not just a means to promotion.
  • You understand that career fulfilment often comes from unexpected directions.

This doesn’t mean abandoning ambition it means broadening your perspective. It’s about being intentional, curious, and resilient. And sometimes, it’s about seeking guidance to help you navigate the next step.

Whether you’re exploring a move within the APS, considering a shift in careers, or simply want to clarify your next step, CBR Recruitment is here to help. Our team understands the unique structure and culture of public service careers and offers tailored support to help you. Contact us today on 02 6103 7000. or by emailing hello@CBRrecruitment.com.au to discuss how we can support your next career move.

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5 Tips for executive-level interviews

Confident executive professional preparing for a high-level job interview, reviewing strategy notes.

Based on our experience many senior executives lack contemporary interview experience, either because they have secured roles though their contacts and networks, or by being consistently promoted internally within their organisation.

Interviewing for a leadership role is a unique challenge that requires more than just experience and credentials. It’s about showing up with insight, presence, and a clear sense of how you will contribute to the organisation’s strategic direction. Here is how to prepare for these high-stakes conversations with clarity and confidence.

1. Dig deeper than the basics

While every interview calls for research, executive-level roles demand a more nuanced understanding. Go beyond the mission statement and explore the professional journeys of the leadership team. What patterns do you notice? Where do your experiences align, and where do you bring something fresh and valuable? This kind of insight helps you speak directly to the organisation’s current dynamics.

2. Lead with self-awareness

Confidence at this level isn’t about bravado; it’s about knowing your strengths and how they complement others. Think of it as steady assurance: you understand your capabilities, you respect the expertise around you, and you’re ready to collaborate. This kind of presence is magnetic in leadership settings.

3. Champion your value

No one can articulate your impact better than you. Be ready to share how your leadership has made a difference, whether through transformation, growth, or resilience. Frame your contributions in a way that connects with the organisation’s goals, and don’t shy away from highlighting what sets you apart.

4. Prepare for a strategic dialogue

Executive-level interviews often feel more like a conversation between peers than a traditional Q&A. Expect open-ended questions that explore your values, the way you think, your approach to challenges, and your leadership philosophy. And just as importantly, come with thoughtful questions of your own. Questions relating to culture, measures of success and current organisational challenges are usually well received.

5. End with intent

As the conversation wraps up, reinforce your enthusiasm and summarise how your experience aligns with the organisation’s strategic objectives. A strong finish leaves a lasting impression and sets the tone for what could be a powerful partnership.

If you’re looking to refine your approach, CBR Recruitment is here to help. Reach out to us at hello@CBRrecruitment.com.au for personalized guidance, strategic coaching, and deeper conversations about how you can approach executive-level interviews with impact and confidence.

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Shifting Careers Without Starting Over: 5 Practical Steps

Shifting Careers Without Starting Over: 5 Practical Steps

Changing careers can feel overwhelming—especially if you’ve spent years building your expertise in one field. But a shift doesn’t have to mean starting from scratch. With the right approach, you can build on your existing skills and experience to move into a new role or industry.

1. Start by Mapping Your Transferable Skills

Before making any decisions, take stock of what you already bring to the table. Many skills — like stakeholder engagement, project management, communication, or analytical thinking are valuable across industries.

How to do this:

  • Review your past roles and list out your core responsibilities and achievements.
  • Identify which of those skills are relevant to the roles you’re interested in.
  • Use job ads or position descriptions to compare your experience with what’s commonly required.

2. Explore Without Committing

You don’t need to resign from your current job to explore new directions. In fact, testing the waters while still employed can help you make more informed decisions.

Ways to explore:

  • Take short online courses or attend industry webinars.
  • Volunteer for cross-functional projects at work.
  • Shadow a colleague or friend in a different field.
  • Attend meetups or networking events in your area of interest.
  • Consider a secondment.

3. Understand the Market

Before making a move, it’s important to understand what roles are in demand, what skills are valued, and what the typical pathways look like.

What to research:

  • Job boards and industry reports
  • LinkedIn profiles of people in your target roles
  • Salary benchmarks and qualification requirements

4. Clarify Your Motivations

Knowing why you want to change careers is just as important as knowing what you want to do next. Are you looking for more flexibility? A greater sense of purpose? Better pay? A new challenge?

Reflect on:

  • What energises you at work
  • What you want more (or less) of in your next role
  • Your long-term personal and professional goals

5. Talk to CBR Recruitment

If you’re unsure how your experience translates to a new industry or role, we can help. Our consultants work with you to:

  • Review your resume and identify transferable skills
  • Understand your career goals and motivations
  • Explore alternative roles or sectors that align with your strengths
  • Provide honest feedback and practical next steps

We take a personalised approach to career transitions, helping you build a bridge into your next opportunity rather than making a leap of faith. Whether you’re ready to apply or just starting to explore, we’re here to help you take the next step with confidence. Contact us on 02 6103 7000 or by emailing hello@CBRrecruitment.com.au

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How a Cover Letter Should Compliment Your CV

Cover letter should compliment your CV

When it comes to applying for a job, your CV is undoubtedly your most powerful tool a concise summary of your experience, qualifications, and skills. But what about the cover letter? Too often overlooked or hastily written, a well crafted cover letter is your opportunity to add depth to your application and create a compelling narrative. At CBR Recruitment, we believe that the best applications are those where the CV and cover letter work in tandem each playing a distinct but complementary role. Here’s how you can make sure your cover letter enhances your CV rather than repeating it.

1.Tell the Story Behind the CV
Your CV is all about facts — dates, titles, qualifications, and achievements. The cover letter gives you the space to explain why those facts matter. Use it to tell the story behind your career journey, your motivations, and why you’re interested in the role. Think of it as the narrative that links the dots on your CV. If your CV shows a career change or a gap in employment, your cover letter is the place to provide context.

2. Address the Selection Criteria or Role Requirements
One of the most effective ways to tailor your cover letter is to write directly to the selection criteria or key position requirements listed in the job ad. This shows the hiring manager that you understand exactly what the role demands — and that you’ve taken the time to demonstrate how you meet those needs. Candidates who clearly align their cover letters to the selection criteria stand out early in the selection process. It shows professionalism, attention to detail, and strategic thinking.

3. Highlight Relevant Experience
Rather than listing all your experiences again, focus your cover letter on the most relevant aspects of your background for the role at hand. Show the hiring manager you understand what the job requires and explain how your experience makes you a great fit.

4. Demonstrate Your Enthusiasm
A CV is rarely the place for emotion or personal tone — but a cover letter is your chance to express genuine enthusiasm for the role and the organisation. Show that you’ve done your research, understand their mission or values, and explain what draws you to the opportunity.

5. Showcase Soft Skills and Personality
Some of your best assets might not fit neatly into a CV. Your communication style, adaptability, leadership qualities, or collaborative mindset can come through more clearly in a letter. Use it to inject some personality and give the employer a sense of who you are beyond the bullet points.

6. Create a Strong First Impression
In many cases, your cover letter is the first thing a recruiter or hiring manager will read. A well-written, tailored cover letter shows professionalism, attention to detail, and effort — all qualities employers value highly. It also provides evidence of your writing skills.

In Summary: Your CV and Cover Letter Are a Team
Think of your cover letter as the voice of your CV — it gives your qualifications meaning, highlights your most relevant experiences, and shows why you’re a standout candidate. When they work together, they make a far more persuasive case than either can alone.

If you’re looking for expert advice on crafting your next application — or seeking your next opportunity — get in touch with CBR Recruitment on 02 6103 7000 or by emailing hello@CBRrecuitment.com.au. We’re here to help you stand out from the crowd!

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Charting Your Career Path: A Step-by-Step Guide

Charting Your Career Path: A Step-by-Step Guide

Navigating your career can feel overwhelming, but a structured approach can help you make informed decisions and set a clear path for growth. By identifying your values, assessing your skills, and setting targeted goals, you can build a career that aligns with your aspirations. Here’s how to get started.

1. Define Your Core Values

Understanding what truly drives you is essential to making career choices that lead to satisfaction and success. Reflect on these key questions:

  • What activities energize and motivate me?
  • What qualities and priorities shape my ideal lifestyle?
  • What are my non-negotiables in a job?

By answering these, you can determine whether you’re on the right path or if it’s time for a change.

2. Assess Your Skills and Experience

Beyond personal preferences, your skill set plays a crucial role in determining viable career options. Take stock of your abilities by considering:

  • Your qualifications and relevant experience
  • Strengths and transferable skills
  • Major career achievements
  • Areas that need improvement or further development

A clear understanding of your skills will help you identify opportunities where you can excel and areas where further training might be beneficial.

3. Establish Your Career Direction

With your values and skills in mind, start exploring industries and roles that align with your interests. Consider:

  • The types of organisations or sectors that appeal to you
  • Positions that excite and challenge you
  • How these choices align with your personal goals
  • Any gaps in skills that may need to be addressed

 

4. Seek Constructive Feedback

We don’t always see our strengths and weaknesses clearly, so gathering input from colleagues, mentors, and supervisors is invaluable. Ask questions such as:

  • What behaviours should I refine to advance my career?
  • If you were in my position, what would you focus on improving?
  • What abilities are essential for transitioning to my desired role or industry?

Their insights can uncover new opportunities and highlight areas for growth that you may have overlooked.

By taking charge of your career path, you position yourself for meaningful growth and long-term success. Every step you take should bring you closer to a fulfilling career where you thrive and make a lasting impact. If you’re looking for one-on-one career or development advice, please contact us at hello@cbrrecruitment.com.au or call 02 6103 7000.

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6 Key Tips to Prepare Your Team for the New Year

7 Key Tips to Prepare Your Team for the New Year

The new year offers a key opportunity to refocus your team, learn from past experiences, and create a clear path for success. Here’s a practical approach to guide your team in setting the tone for a productive and inspiring year ahead:

  1. Start with Clear Goals
    Set a strong foundation by defining clear, actionable goals. Hosting a team retreat or workshop away from daily distractions can help everyone contribute to the planning process. Ensure each goal aligns with the SMART framework—Specific, Measurable, Achievable, Relevant, and Time-Bound—while incorporating some stretch objectives to keep the team motivated.
  1. Reflect and Learn from the Past
    Before planning ahead, take time to review the previous year as a team. Celebrate wins, acknowledge challenges, and extract lessons learned. Honest conversations about past performance pave the way for aligned priorities and improved strategies.
  1. Streamline Processes for Efficiency
    The new year is an ideal time to adopt systems that enhance productivity. Whether it’s a new project management tool, improved communication channels, or updated workflows, involve the team in brainstorming and selecting approaches that address pain points and make daily tasks more efficient.
  1. Create a Unified Team Vision
    Collaboratively crafting a team vision statement establishes a shared sense of purpose. This vision will act as a guide for decision-making and serve as a motivational anchor throughout the year. Regularly revisit the vision to measure progress and ensure everyone remains aligned with the overarching goals.
  1. Invest in Team Building
    Trust and camaraderie are the cornerstones of high-performing teams. Strengthen these bonds through meaningful team-building activities—whether it’s as simple as a team lunch or as structured as a team-building exercise.
  1. Identify and Fill Skills Gaps
    As part of your annual planning process it’s important to identify any skills gaps within your team in conjunction with planned business growth over the year ahead. The start of the year is an ideal time to identify high calibre candidates who may be looking for an interesting opportunity within a progressive organisation.

Annual planning isn’t just about setting goals; it’s about contextualizing them within the team’s unique dynamics and broader business objectives. From analysing past performance to identifying focus areas, the planning process should include actionable steps, measurable outcomes, and clear timelines.

For assistance with your recruitment, business planning or strategic HR needs, please give us a call on 02 6103 7000, or email hello@CBRrecruitment.com.au.

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The Do’s and Don’ts of Australian Public Service Interviews

The Do’s and Don’ts of Australian Public Service Interviews

Interviews are a pivotal step in landing a new role, and the key is to demonstrate that you’re the right fit for the job, the team, and the organisation. Here are essential do’s and don’ts to help you make the best impression.

The Do’s:

  1. Do Your Research – Before the interview, research your audience. Learn about the organisation’s culture, the reason behind the vacancy, and what they expect from the role. This will help you tailor your responses and show you’ve done your homework.
  2. Prepare Targeted Responses – Tailor your answer specifically to the job, department, and selection criteria. Highlight the aspects of your background that directly relate to the role and make sure the panel understand why you provided your example.
  3. Answer Behavioural Questions with “I” – In behavioural or situational questions, interviewers want to know what you’ve personally achieved. Avoid saying “we” when describing actions—focus on what you did.
  4. Give Detailed Answers, But Be Concise – Avoid one-word answers; they won’t give the panel enough information to assess your abilities. On the flip side, don’t ramble. Introduce your response, elaborate, and then wrap it up, preferably using a structure such as the “STAR” (situation, task, action, result) method.
  5. Ask Thoughtful Questions – At the end of the interview, you’ll likely be asked if you have any questions. Avoid asking questions about things you should already know, like the duties of the role or general information about the company. Instead, ask about the team, the goals of the team or section, or opportunities for professional development.

The Don’ts:

  1. Don’t Be Too Vague – Failing to provide specific details when discussing your experience or abilities can leave interviewers unsure about your competence. Always back up your statements with concrete examples.
  2. Don’t Oversell Yourself – Embellishing the truth or overselling your abilities can backfire. Be honest about your experience and what you can bring to the table.
  3. Don’t Criticize Past Employers – Never speak negatively about former employers, managers, or colleagues. It can make you seem difficult to work with and raise red flags for the panel.
  4. Don’t Focus on Personal Benefits – It’s best not to ask about benefits such as salary, leave entitlements, or other perks unless the panel raises these topics first. Asking about these too early can make you seem more interested in the benefits than the job itself.

Interviews are a balance of preparation, self-awareness, and communication. By understanding what interviewers are looking for, preparing thoroughly, and avoiding common pitfalls, you can approach your next interview with confidence and increase your chances of success. Navigating your next career move can be a daunting prospect, particularly if you have worked in the same position or organization for a significant period of time. If you’re looking for interview training or a better understanding of the interview process, please contact us at hello@cbrrecruitment.com.au.

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Transitioning Across the Different Levels of Government

Transitioning Across the Different Levels of Government

As a specialist government recruiter, one of the questions we are frequently asked is “how does my role and level translate to a role within the Federal public service?”

Transitioning from state or local government to Federal government can be a worthwhile career move, offering new challenges and opportunities. To make this transition smoothly, it’s important to understand the distinct roles and responsibilities at each level of government and how your skills and experiences can align with Federal government roles.

Federal Government

The Federal government handles issues of national significance. Key areas include:

  • Defence and Foreign Affairs: Managing national security and international relationships.
  • Trade, Commerce, and Currency: Regulating economic transactions and financial systems.
  • Immigration and Social Services: Overseeing the entry of people into Australia and providing welfare services.
  • Postal Services, Telecommunications, and Broadcasting: Managing, developing and regulating communication.
  • Transport: Regulating safety, investing in infrastructure and operations.
  • Health, Education, Environmental Issues, and Industrial Relations: Often funded federally but administered by states.

Understanding these areas may help to pinpoint where your skills might fit within the Federal structure.

State / Local Government

State governments manage a wide range of services not covered by the Federal government. These include:

  • Schools and Hospitals: Administering public education and healthcare systems.
  • Conservation and Environment: Protecting natural resources and managing environmental policies.
  • Infrastructure: Maintaining roads, railways, and public transport systems.
  • Public Works and Agriculture: Overseeing public projects and agricultural policies.
  • Emergency Services and Police: Providing public safety and emergency response services.

If your experience lies in any of these areas, identifying roles within the Federal public service with overlapping responsibilities can be helpful when you’re looking for a change. Common expectations across all levels of government is the desire to serve the public, to act with integrity and to uphold public service values.

How to Transition into Federal Government

Transitioning to a Federal government role requires a strategic approach:

  1. Tailor Your Resume: Highlight relevant work experience, skills, and achievements that align with the job description. Emphasize how your past roles align with the requirements of the position.
  2. Use Keywords: Pay attention to the keywords and phrases in the job posting. Incorporate these into your resume and application to demonstrate your understanding of the role and its demands. Provide concrete examples of your accomplishments and their impact.
  3. Showcase Qualifications: Clearly articulate your qualifications, focusing on their relevance to the advertised role. Sometimes having highly relevant tertiary qualifications can compensate for not having prior direct Federal government experience.
  4. Translate Your Role to the Australian Public Service (APS): Understanding how your current role translates to the APS can help you target appropriate positions. The table below outlines equivalent levels between across state and Federal government. By understanding these equivalents, you can better position yourself for appropriate level roles.
APS Level ACT Gov NSW Gov QLD Gov SA Gov WA Gov
APS1 ASO1 General Scale L1 ASO1 Level 1
APS2 ASO2 Level 1 L2 ASO2 Level 2
APS3 ASO3 Level 2 L3 ASO3 Level 3
APS4 ASO4 Level 3 L4 ASO4 Level 4
APS5 ASO5 Level 4 L5 ASO5 Level 5
APS6 ASO6 Level 5 L6 ASO6 Level 6
EL1 SOG C Level 6 L7 ASO7 / MAS1 Level 6
EL2 SOG B Level 7 L8 ASO8 / MAS2 / MAS3 Level 7/8
SES Band 1 Executive Level 1 / SOG A Class 1 SES1 SAES1 Class 1
SES Band 2 Executive Level 2 Class 2 SES2 SAES1/2 Class 2
SES Band 3 Executive Level 3 Class 3/4 SES3/4 SAES2 Class 3/4

For more information or to speak to a CBR Recruitment Consultant please call us on 02 6103 7000 or email hello@CBRrecruitment.com.au.