Job Seekers
Access to a growing group of companies with endless opportunities for career progression.
Experts in executive search, professional recruitment and contracting services with international reach.
About Beilby Downing Teal
Beilby Downing Teal (BDT) merges the experience and knowledge of 50 years in the recruitment industry. It is born from two longstanding expert executive search and recruitment companies Beilby Recruitment and Downing Teal.
With over 50 staff in 7 offices, Beilby Downing Teal is one of Australia’s largest providers of executive search, professional recruitment and contracting services with international reach.
What's Happening
News & Insights.
Sabbaticals, Career Breaks and Long Service Leave… are they beneficial and how are they viewed by prospective and or current employers.
The modern job search is increasingly influenced by artificial intelligence, with numerous tools to improve documents such as Cover Letters and CVs. One of the primary advantages of AI in this domain lies in its ability to overcome initial writing obstacles and offer inspiration. For individuals facing writers block, particularly those new to the professional world like students and recent graduates, generative AI can provide a starting point. It can suggest professional sounding alternatives to generic greetings, propose difference resume structures to highlight new skills, and offer insights into relevant keywords for those transitioning to new industries. These functions can be particularly helpful in breaking through roadblocks and pointing job seekers in the right direction. AI powered resume builders can also assist in deciding on a resume format and tailoring content to specific job descriptions. Furthermore, language model chatbots such as Chat GPT can refine sentence structure and specific content within these documents. However, the convenience offered by AI comes with its risks. A concern is the potential for inaccuracies and misrepresentation. If the user provides incorrect prompts or omits vital information, AI can fabricate details, presenting a false portrayal of the candidate. Given the importance of factual accuracy in job applications, such errors can be detrimental. Moreover, over-reliance on AI can lead to a lack of personal input, hindering the authenticity and correct language/spelling needed for job applications. Subtle nuances, such as variations in spelling conventions between US, Australian and UK English (e.g. organise vs organize), can inadvertently signal the use of AI. Beyond factual inaccuracies, generative AI often struggles with conveying multilevel alignment between the applicant and the employer. A compelling resume and cover letter subtly communicates an understanding of the company’s values, mission and culture. This is best expressed by nuanced word choices and framing of accomplishments, not through explicit statements. Generative AI typically fails in this area, as it lacks the initiative to research these aspects of the employer. Even when provided with the exact language of a job description, AI’s output tends to reflect that verbatim, missing the broader organisational context. Consequently, candidates risk submitting generic applications that fail to resonate entirely with the employer. Furthermore, the increasing use of AI detection tools poses another issue. Employers are becoming more aware of the use of Generative AI in application materials, and while formal policies may still be evolving, the detection of AI-generated text could easily lead to an applicant to not progress in the hiring process. This outcome alone should serve as reason to exercise caution when using AI for crafting resumes and cover letters.  While AI offers its advantages in overcoming initial hurdles and providing structural suggestions for resumes and cover letters, its limitations and potential pitfalls are significant. Job seekers should view AI as a tool for inspirations rather than a replacement for a thoughtful, personalised effort. Through proofreading, careful editing and the incorporation of genuine personal insights and research into the company’s values and mission remain paramount for creating an authentic job application. The risk of inaccuracies, lack of alignment to the company and detection ultimately outweighs the convenience for those seeking to make a strong impression on their potential employers.
In today’s competitive job market, transparency is increasingly becoming a key factor in a successful hire. One area where transparency can be especially valuable is in the display of salary information within job advertisements. While some employers may hesitate to include salary details in job listings, doing so can promote a more honest and efficient hiring process, benefiting both employers and job seekers alike. The Benefits of Including Salary in Job Ads According to SEEK, 87% of job seekers reported that knowing the salary upfront is a deciding factor whether to apply for a role. In fact, 83% of job seekers report feeling more positively about an employer that includes salary information in their job ads. This statistic alone illustrates how transparency can shape public perception and positively Impact a company’s employer brand. For employers, the benefits can be equally compelling. Displaying the salary in a job ad can attract candidates who align with the compensation offered, reducing the chances of receiving mismatched applications. By setting clear expectations from the get-go, employers are more likely to receive high-quality applications from individuals who are both qualified and willing to work within the salary range. This results in fewer enquiries and wasted time on both sides, speeding up the hiring process. Furthermore, salary transparency can help companies stand out in a saturated job market. In industries or regions where competition for top talent is crowded, offering a clear picture of compensation can make your job ad more attractive to job seekers. This transparency also contributes to a culture of equal opportunity employment, as all candidates are equally aware of the salary range, reducing the likelihood of unintentional biases during the hiring process. The Drawbacks of Displaying Salary Information Despite its advantages, not everyone is on board with posting salary details. Some employers are concerned that doing so limits flexibility in negotiating salaries, especially when a candidate is particularly skilled or brings unique value to the organisation. The concern is that publishing a set salary may prevent an employer from offering a higher amount to attract top talent. Additionally, some employers believe that withholding salary information can widen the talent pool, as job seekers who are curious about the position might be more inclined to apply without knowing the salary. This allows the employer to screen candidates before revealing compensations, potentially attracting a broader range of applicants.  How to Strike The Right Balance The decision to include or omit salary in job ads depends on various factors, such as company size, industry competitiveness and regional norms. Employers should consider these elements when determining the best course of action. If salary disclosure doesn’t feel right for your business, consider offering incentives in the job ad, such as flexible work hours, wellness programs, professional development opportunities and a positive company culture. For smaller companies or those facing budget constraints, highlighting unique benefits like a dog friendly office, social events or opportunities for career growth can help attract candidates without the need for salary details. The key is to create a compelling ad that showcases the value of working at your organisation. Ultimately, transparency in job ads, including salary disclosure can attract candidates who are genuinely excited for both the opportunity and compensation. It can save time for both job seekers and employers by aligning expectations early in the process. By weighing the pros and cons and considering the unique needs of your organisation, you can make an informed decision that improves both your hiring process and employer brand.
