Insights

For accounting and finance teams, the end of financial year is simply part of the job. Unfortunately, that doesn’t make it any less relentless. Reporting deadlines, year-end journals, audit preparation, reconciliations, budget planning for the year ahead, all lands at once, on top of the day-to-day work that doesn’t stop just because the calendar is demanding.  Although most finance teams get through it, there is often an unexpected hidden cost that shows up months later. Finance professionals rarely resign in the thick of the EOFY rush because they’re too busy, and there’s a certain solidarity in surviving a high-pressure period alongside colleagues. However, when the dust settles in July, something shifts. People come up for air, reflect on the past few months, and start making decisions.

The legal industry is no stranger to disruption. From AI-powered research tools to automated document review, technology has reshaped how lawyers work. It’s no surprise then, that recruitment is undergoing its own transformation. Platforms promising algorithmic matching, automated screening, and data-driven hiring are gaining traction. Yet, when it comes to placing lawyers – professionals whose success hinges on trust, judgment, technical knowledge and cultural alignment – the debate between tech-driven recruitment and the traditional agency model becomes far more nuanced. The Promise of AI-Driven Legal Recruitment  Technology-based recruitment platforms offer undeniable advantages. AI can sift through thousands of CVs in seconds, identifying candidates who meet predefined criteria with speed and scale that no human recruiter could match. Algorithms analyse patterns in career history, skills, and even writing style to predict potential fit. Automated systems also promise to reduce the financial overhead associated with manual sourcing and screening. For high-volume hiring or roles with straightforward requirements, these tools can be incredibly effective. However, the legal profession is rarely straightforward, so is lightning-fast recruitment really necessary or the correct approach in this industry? Experience shows that clients usually ask for the right person, not the fastest outcome. The Hidden Costs of Technology-First Recruitment This isn’t the first time technology organisations have tried to disrupt the recruitment market, promising dramatic improvement in “speed to hire” and direct access to thousands of CVs. Yet the reality is more complex than the marketing materials suggest. Most legal recruitment technology providers appear to offer what amounts to an industry-specific version of LinkedIn. This access comes at a cost and requires a human to give it instructions and interpret the data. These humans, mainly Talent Acquisition (TA) Consultants, then go through the manual process of contacting candidates anyway. Here we encounter several problems: an upfront cost with no guarantee of return, an AI-generated long list of potential candidates that may or may not have the correct technical skills, and further financial investment to pay for the TA Consultant, again, with no guarantee of success. What Technology Cannot Measure Lawyers are not interchangeable units of labour. A technically brilliant solicitor who thrives in a fast-paced, entrepreneurial boutique may struggle in a conservative, hierarchical global firm, and vice versa. These nuances are impossible for algorithms to capture. AI can evaluate what a candidate has, within the bounds of a CV, but it cannot possibly understand who they are as a person. Technology can only interpret what it reads, so if one writes the right things about oneself, it can be fooled. Furthermore, with an increasing number of candidates using AI to write their job applications, we find ourselves in an almost perfect cyclical storm. A CV doesn’t reveal how a candidate handles pressure, collaborates with colleagues, or navigates interpersonal dynamics. Soft skills like empathy, communication style, and professional maturity are critical in legal practice but notoriously hard to quantify. Even bias can creep in, as algorithms are only as objective as the data they’re trained on. Without human oversight (a human in the loop), tech-driven recruitment can unintentionally reinforce existing inequities, meaning we still need human influence to give AI guardrails, adding to the cost. In a profession built on relationships, deep knowledge, and trust, relying solely on technology risks reducing candidates to data points. Why Cultural Fit Matters More in Law Cultural fit cannot be measured by data. Recruitment is a professional service but also a very personal service about humans, and humans are individuals with their own personality, drivers and desires. Cultural fit isn’t about hiring people who all look or think the same. It’s about ensuring that a lawyer’s working style, communication preferences, and professional ethos align with the firm’s environment. Law firms are ecosystems. Their success depends on collaboration, shared values, and trust. A single misaligned hire, especially at senior levels, can create friction, destabilise teams, or drive attrition. The Agency Advantage: Knowing the Person Behind the CV A seasoned legal recruiter brings something no algorithm can replicate: human insight. Traditional agents (at least the good ones) invest time in understanding candidates as people. They meet them, talk to them, challenge them, and get a feel for their motivations and values. This depth of understanding allows recruiters to make placements that go way beyond skills matching. A recruiter can sense whether a candidate is driven by partnership prospects, work-life balance, intellectual challenge, or team culture. Body language, tone, and rapport reveal far more than a digital profile ever could. Recruiters often work with candidates over years, witnessing their growth and career evolution. Because recruiters also know their client firms personally, they can identify subtle cultural alignments that technology simply cannot detect. This human-centred approach often results in placements that last longer, perform better, and strengthen the firm’s culture rather than disrupt it. The Best Approach: Technology as a Tool, Not a Replacement The debate isn’t really about choosing between AI and traditional recruitment. It’s about recognising their strengths and limitations. Technology excels at efficiency. Humans excel at understanding people. The most effective legal recruitment strategies blend both: using technology to streamline processes while relying on experienced recruiters to make the final decisions. AI can process CVs faster than any human and identify keyword matches, but it cannot sit across from someone and understand their career aspirations. It cannot gauge whether they’ll thrive in your firm’s particular culture. It cannot build the trust that turns a placement into a long-term success story. When you’re hiring lawyers, professionals whose work depends on discernment, judgment, and interpersonal skills, doesn’t it make sense to use a recruitment process that values those same qualities? If you’re looking to strengthen your legal team, our highly experienced consultants are available to discuss your hiring needs and provide tailored recruitment support for your business. Contact us to find out more.

Search and selection firm, Quinn Allan has launched a new employee benefits program that will be rolled out to all current and future members of their team. Significantly, the arrangement has also been extended to all contracting professionals that they place in interim positions with clients. This important initiative reflects the company’s efforts both to be recognised as an employer of choice and to stand by their mission to change the perception of the recruitment industry. As part of the program, Quinn Allan staff and professionals contracting through their firm will now enjoy exclusive access to a range of corporate discounts with leading brands, covering travel, accommodation, energy, insurance, childcare, fitness, and more. “This isn’t just a token gesture” said Managing Partner and Founder, James Hyndman. “It’s a comprehensive program designed to address the real-life needs of working professionals. “Whether you are looking to contract through us or are one of our own team, it’s important that we demonstrate our appreciation of the contribution you make and the commitment you show to our business. This benefits scheme is our way of saying ‘thank you.’” The Value of Employee Benefits The launch of the program aligns with research conducted last year by Origin 360 EV and Deloitte Australia that surveyed over 1,500 employees and HR representatives across multiple industries. It found that remuneration and benefits are a key driver of employee retention, with 72 percent of employees choosing to stay with their current employer based on these factors alone. Perhaps most revealing is that 78 percent of employees said they feel valued by their employer simply when offered a range of benefits that align with their lifestyle, even if they don’t actively use them. The mere presence of thoughtful benefits demonstrates respect and investment in people’s wellbeing. The Client Advantage By extending these benefits to their contractors, Quinn Allan is acknowledging the importance of retaining high calibre talent to meet the needs to their clients. While this program clearly benefits these interim professionals, the company’s clients stand to gain significantly as well. The benefits program enables the firm to attract an even larger network of high-quality talent to meet client business needs. In a competitive market where top interim professionals have choices, comprehensive benefits become a powerful differentiator. Interim staff who feel supported and valued in their positions are more likely to perform better in their roles, driving superior outcomes for the businesses that hire them. When professionals know they’re working through a recruitment company that invests in their wellbeing, they bring greater commitment and energy to their work. They are also likely to remain in the role for the duration of the project: a critical factor in ensuring continuity and successful outcomes. Furthermore, for the businesses that engage Quinn Allan, there’s the additional benefit of knowing you are partnering with a firm that genuinely looks after its interim staff. This in turn reflects positively on your reputation in the market. It demonstrates a people-first culture that extends beyond your permanent workforce. A Genuine Commitment To People Quinn Allan’s decision to launch this benefits program is a clear demonstration of their commitment to changing the perception of the recruitment industry. In an era where the competition for top talent is fierce, Quinn Allan’s benefits program offers a decisive edge to everyone involved: better talent attraction and retention, enhanced performance across the board, and a strengthened employer brand that reflects a genuine commitment to their people. Quinn Allan’s Benefits Program is available now to all their employees and active contractors. For further information or to discuss how your business can benefit from our interim staffing solutions contact our office on (03)8373 3400 or email contracting@quinnallan.com.au .

As recruiters, we are often asked: “Why should we engage you exclusively when we could work with multiple agencies and expand our reach?” At first glance, it sounds logical: more recruiters should mean access to more talent, right? Actually, this is one of the most common misconceptions in recruitment. In most cases, the opposite is true. Engaging a single recruiter on an exclusive basis generally delivers a deeper search, stronger engagement with talent, and ultimately a better hire. Here’s why… Understanding the Requirement With an exclusive arrangement, your recruiter can take a deeper dive into understanding your business and specific hiring needs, building a true partnership rather than a transactional relationship. The process will be more thorough and consultative, guided by a clear project plan and agreed timeline. This collaborative approach ensures greater engagement at every stage and ultimately leads to a stronger hiring outcome. Effort & Resources When a role is entrusted exclusively to one agency, the team can commit their full energy and resources to the search. They know their work will be recognised, which drives greater focus, stronger candidate engagement, and a better overall result. By contrast, when multiple agencies are competing, the uncertainty of reward discourages full investment. Effort is spread thin, resources are held back, and the quality of the outcome is inevitably compromised. Quality With an exclusive arrangement, your recruiter can take the time to thoroughly understand your brief and focus on delivering a carefully vetted shortlist of high-quality professionals for you to consider. Instead of rushing to be first to present a shortlist, the priority is on accuracy, alignment, and fit, ensuring the talent you meet is the best possible match for your role and organisation.  Shared Accountability With an exclusive arrangement, the recruiter is fully accountable for delivering results. If they don’t find the right candidate, they are held to account, creating a true partnership built on responsibility and commitment. Market Exploration When recruiters are competing against other agencies, the time pressure means they tend to only focus on active job seekers, limiting the talent pool. Exclusive assignments allow for more thorough market exploration, including reaching out to passive candidates who aren’t necessarily actively looking for work, but are often the highest-calibre talent. Candidate Engagement Candidates respond more positively when a single agency manages a role. Time and care are taken by the consultant to support and communicate with them through each stage of the process. As a result, there is greater candidate buy-in and commitment, increasing the likelihood of successful placements. Brand Advocacy When a recruiter is engaged exclusively, they will act as an advocate for your brand. They will take the time to know your company inside out, understanding its culture and values and ensuring all messaging in the market is delivered positively and consistently. Consistency in Approach Exclusivity with a single recruitment agency ensures a uniform, structured approach to the market. Every candidate is assessed against the same criteria, providing you with a high-quality, consistent shortlist that is easier to assess. Enhanced Confidentiality With only one agency dedicated to the talent search, sensitive information and candidate identities are protected more effectively. This is particularly important when dealing with executive level positions. Efficiency and Ease Exclusive engagements streamline the process and save valuable time. Instead of juggling multiple consultants, comparing overlapping shortlists, and sifting through an array of candidates, you work with one dedicated partner who manages everything end-to-end. Partnering with a recruitment agency is a critical step in securing the right talent for your team. While it may be tempting to engage multiple agencies, experience shows this approach is often counterproductive. Exclusive recruitment arrangements consistently deliver stronger outcomes for all parties. Candidates benefit from a clear and consistent experience, while employers gain confidence that their brand is represented accurately and their assignment is being managed with focus and diligence to achieve the best possible result.

At Bunnings, we’re focused on building an engaged and productive team that delivers great outcomes for our customers. We’re fortunate to have a strong reputation as a desirable place to work – every year, we receive more than 100,000 job applications. However, we don’t take anything for granted. We work hard to maintain a compelling team member value proposition, and to make Bunnings a great place to work. We currently employ over 55,000 team members across Australia and New Zealand. Eighty percent of our team are permanent, which is uncommon in the retail sector

Rob Goudswaard FAICD is the chair of the advisory board for Revolut Australia, chair of the board of Cornerstone Healthcare Property Fund, and mentors a variety of CEOs. In this article, Rob weighs up how different Australian businesses are approaching the most pressing risks in the corporate landscape today.

Rob Smith is a restructuring partner at McGrathNicol and an expert in restructuring, turnaround and insolvency. He shares his insights on the high demand for turnaround expertise and why timing is everything.

Quinn Allan, an Australian Specialist Recruitment firm has opened a new Queensland-based office in Brisbane following a rise in demand for permanent and temporary staff in several sectors, primarily for accounting and finance departments across a variety of industries, as well as technology, HR, and specialist energy markets.  According to the Australian Financial Review; organisations such as ANZ have indicated that attracting and retaining talent is going to be a key focus for this year. There is a significant lack of qualified staff available amid a sector-wide shortage in the Australian labour market, inhibiting growth in the private and public sector. Recruitment firms such as Quinn Allan are experiencing increased demand for their specialist recruitment services in the current climate. Using their established connections and network with current, active and passive potential candidates, they have been able to find qualified and experienced people, who are not accessible through traditional job search platforms. Mark Hetherington, Managing Partner of the new Queensland-based Quinn Allan office has first-hand experience with the current challenges. “We have seen candidate shortages over the last couple of years in SEQ, in turn, driving salary inflation and businesses have found that hiring has been harder and more competitive”. Quinn Allan was an obvious choice for Mark when opening a new office in Brisbane, with its approach on changing the perception of the recruitment industry. “Quinn Allan represents a business that really cares about the profession, and the people they work with, both internally and externally. That’s the real attraction point and it is genuinely exciting for us to be able to bring that into the Queensland market.” James Hyndman, Managing Partner of Quinn Allan said he is excited about the launch of the Brisbane office which is a crucial next step in executing on the company’s growth plans. “Brisbane was a natural progression for us with a very capable team on the ground there and the Brisbane market has some parallels with Melbourne being particularly relationship driven”.