SAL ARY GUIDE FRONTLINE RETAIL 2018/2019 - AND MARKET INSIGHT REPORT
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F R O N T L I N E R E TA I L RETAIL
Providing you the best choice
201 8/201 9
S A L A RY GUIDE
AND MARKET INSIGHT REPORT
PR OV ID IN G YO U T HE BE ST C H O I C E
2
W E LCOME TO OUR H EA L
W ELC OME SA L A RY GUID
Welcome to the annual Frontline Retail Recruitment • Placements from Search vs Advertising
Salary Guide for the 2018-19 financial year!
• Time from application to placement
First released in 2008, this guide provides a
Welcome to the
• Percentage annual Frontline
of Candidates Health
placed in the Recruitment
position
comprehensive review of:
Guide for
they thefor
apply 2017-18 financial year!
• Current Salaries in the retail industry
• Time
First from Job listing
released to placement
in 2012, this salary guide prov
• Market Insights into recruitment trends specific
to the retail industry and comprehensive
Once again, the data review of the
behind these latest
insights recruitment
is real and tren
• Hiring and Salary Expectations of Employers in salary
verified,information in actual
as such it provides the Health Industry
perspectives on whatin Austra
is really happening in the Retail Recruitment Market.
the retail industry New Zealand. {
If you are involved in recruiting in retail or if you
SALARY GUIDE are a candidate
We’ve compiled these insights will help
the information give guide
for this you both from com
an understanding of how the recruitment market
who have advertised roles through Frontline Health is and candida
Unlike many other Salary guides that are based on
have beenand
working placed.
what changes and trends are happening
surveys which ask participants to disclose their salary,
now. Frontline Retail updates these “market insights”
the salary figures in this guide are based on:
The salaryand
annually figures are based
releases on actual
them each month,base
so we salaries
use thefor candida
have been
Salary placed
guide duringtothe
as a vehicle past 12 months,
consolidate and presentand candidate’s
• Actual base salaries of candidates who have been
inthese
their in
position prior to being interviewed by Frontline Health.
one place.
placed by Frontline Retail during the past 12 months,
and This
We year we have
have also includedalsocommentary
conductedfrom an each
extensive
of oursurvey of he
employers in Australia
Frontline Retail Agency and New
Owners Zealand,
and to find
Managers, who out more ab
• Candidate’s salaries which have been verified in the
hiring and salary expectations for the next year. The results
have looked at the challenges, trends and predictions
position they held prior to being placed Frontline Retail.
survey can be found
for candidates on the next
and recruiters three
in their pages
various in our ‘State of th
markets.
So, you can be confident the figures in this guide are Market’ report.
authentic and very much up to date. H I hope
We R I N G that
A N Dyou
S A Lenjoy
A R Y this
E X P year’s
E C TATsalary
I O N S guide, and as alw
welcome any feedback.
Finally, this year we have also conducted an extensive
MARKET INSIGHTS
survey of over 200 employers in Australia and New
Zealand, to find out more about their hiring and salary
Throughout this guide we have also included many
expectations for the next year. The results of this survey
‘market insights’ specific to the Australian and New
can also be found in our ‘State of the Market’ report.
Zealand retail Industries. These ‘market insights’
include information such as:
We hope that you enjoy this year’s salary guide, and as
always, we, welcome any feedback.
• Average time spent in roles in comparison to
previous years
• Average number of applications sent by a candidate Peter Davis
Peter Davis
Managing Director
• Percentage of candidates interviewed that are placed
Managing Director
Frontline Recruitment Group
• Applications per advertisement Frontline Recruitment Group {
3
MARKET Based on the latest
INSIGHTS &
data pulled directly
from our candidate
database, as well
as results from an
STATE OF THE external survey,
we present a range
of snapshots of
candidate behaviour
MARKET REPORT and recruitment
trends.
B Y CO U N T R Y B Y S TAT E
1 , 2 8 7,7 0 0 3 74 , 9 0 0 * New South Wales 4 0 3 ,1 0 0
Victoria 3 5 3 ,7 0 0
Queensland 262,300
Workforce South Australia 91,300
employed in Western Australia 121,200
Retail trade
Northern Territory 11,200
May 2018
Tasmania 2 7, 9 0 0
*Figure represents the Retail Trade & Accommodation
and Food Service Industry in New Zealand Australian Capital Territory 1 7,1 0 0
Source: Australian Bureau of Statistics and New Zealand Ministry of Business, Innovation & Employment
35
30
25
20
Average number 15
of days from 10
application
5
to placement
continues to 0
increase 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018
29
D AY S
34
D AY S
Up to $50k $50k–$70k $70k–$100k $100k+
Days from
job listing to
placement by
salary bracket 29 37
D AY S D AY S
4
26%
not previously
on Frontline • 74% of the
database
Who did we candidates placed
place more of: were already on our
new candidates, database
or known • The average amount
candidates? 74% of time on the
already on database 3.1 years
Frontline
database • We even had one
candidate who
had been on the
database for 17.3
years!
16%
of candidates
were placed in
the position they
applied for
Now more than
ever, the job you
first apply for isn’t • The figures
necessarily the job show that once
you start. a candidate is
8 4% on our database,
of candidates were even if they miss
placed via search out on the role
or in alternate they first apply for,
positions the overwhelming
majority land a
subsequent role
Ads vs search: 4 0. 3%
which results ad response
in the most • Because of the
placements? exceptional reach of
5 9.7 % our database, most
search of our placements
were of candidates
who were already
registered and
matched the role
criteria
5
Assistant Manager 2 9. 3%
Casual Staff 2 9. 3%
Salesperson 2 7.6 %
What are the
Store Manager (turnover >$15M) 24 .1%
hardest roles to
fill in the Retail Store Manager (turnover $1.5–3M) 2 2 . 4%
industry?
% of respondents Store Manager (turnover $5–15M) 1 7. 2 %
who named this role
as the hardest to fill
Forecast employee
What do you think are
salary increases over
the top key reasons
the next 12 months
employees are likely
1 7. 8 % 24 . 4% 1 7. 8 % to leave a job?
40%
Higher remuneration
1
Yes, all my Yes, but Yes, but No
employees it will vary only my best forecast (including salary, bonus
will receive according to performing salary and benefits)
the same % performance employees increases
increases 7 3 .0 %
2
Further career advancement
At what stage do you 6 4 .9 %
generally discuss
salary during the
3
interview process? Better work-life balance
5 4 .0 %
Dissatisfaction with company,
4 role or employer
51 . 4%
2 5 .7 % 1 7.1 % 5 7.1 %
5
Better location
During the Second or Final
application subsequent interview or 37. 8 %
process or interviews offer stage
first interview
6
1. Measurable results
Over the next 12 months, What are
Retail Employers predict the top 5 2. Teamwork
their staff levels to... factors Retail
Employers 3. Professional conduct
Increase full-time staff review before
4. Taking on extra tasks
23 . 4% offering a salary
increase? 5. Time since last payrise
Increase part-time staff
2 0. 3%
Increase casual staff
18 . 8 % What factors do Retail
Remain the same Employers expect to
4 0.6 % impact salary levels in the
next 12 months?
Decrease
1 0.9 % Individual, team or company performance
Other
57. 5%
1 .6 % Minimum Wage / Award changes
4 4 .7 %
Domestic economic conditions
23 . 4%
Do Retail Employers offer
Inflation
salary packages or fringe
benefits to their employees? 17%
Competition
17%
Global economic conditions
7 5% 2 2 . 5%
No Yes 14 .9 %
Don’t expect any factors to impact
1 0.6 %
3.2%
Other
3 5. 5%
5 9.7 % Word of
Company mouth
website
Where do Retail
4 8 . 4%
Employers 74 . 2 % Advertise
advertise their Online job internally
boards
vacancies? 24 . 2 %
Social
media
2 7. 4%
Employee
referral
program
8 .1%
Recruitment
agencies
7
Rundle Mall, SA
FRONTLINE
R E TA I L
A DEL A IDE
G E O R G I NA M E W AG E NC Y OW N E R
W
hat has changed in your market in the last What is the best way to manage these challenges
12 months? as a recruiter?
In the last 12 months, there has been a change Recruiters need to speak honestly to all clients and
from a Labor to a Liberal state government. Any form of candidates, discuss what is important to the candidate
change in government causes unrest in the market. and what is important to the employer, and hope for
transparency and communication in return.
What are some challenges that you are
experiencing in Adelaide? What trends have you noticed in the retail
industry?
The main challenge is finding skilled and suitable
candidates. It seems that clients and candidates have a
Clients are looking for the perfect candidate and not
long wish list for what they want in a perfect employee
wanting to have to do as much training. They want
or employer, however people are not willing to work
honest, dedicated and reliable recruiters - someone
hard or stick it out as there are no real benefits for
loyalty. Everyone wants job security and employers who feels like an extension of their business and
want longevity, however no one seems to be working someone who cares about them. And candidates want
towards this. communication and a high level of care shown to them
throughout the process.
8
What is the most important thing that clients can
do to secure quality talent?
Clients need to meet the pay expectations, be realistic
and provide clear career projection within the business
to ensure they secure top talent. They need to offer
candidates a good company culture, flexibility, channels
of communication, and sufficient remuneration.
R E C RU I T E R S N E E D T O S P E A K
H O N E S T LY T O A L L C L I E N T S A N D
C A N DI DAT E S , DI S C US S W H AT I S
I M P O R TA N T T O T H E C A N DI DAT E
A N D W H AT I S I M P O R TA N T T O
T H E E M P L OY E R , A N D H O P E
FO R T R A N S P E R A NC Y A N D
COM M U N IC AT IO N I N R E T U R N .
What is the most important thing that candidates
can do to secure a new position?
Candidates need to be prepared for their interview, and
always attend them. It’s important to not be so picky
when it comes to the ‘perfect role’ and really focus on
what transferable skills they have to offer the company.
How do you think the market will change in the
next 12 months?
I think the market will continue on this path and
not much will change, however there is always the
possibility of further changes in the government,
along with changes in working hours in retail and the
continuation of retailers closing down.. {
CO N TAC T
Frontline Retail Adelaide
5/121 King William Street
Adelaide SA 5000
P: +61 8 8423 4521
adelaide@frontlineretail.com.au
GPO bell tower,
Adelaide SA
9
Hot air ballooning near
FRONTLINE Black Mountain,
Canberra ACT
R E TA I L
AC T & S OU T HERN NSW
G E M M A DA R MO DY AG E NC Y OW N E R
W
hat has changed in the ACT & Southern The demand for high performance retail leaders is
NSW market in the last 12 months? always strong, so start the process sooner rather
than later, have clear expectations, but know where
Over the past 2 years our region has undergone you can be flexible. This can be how and when you
some major changes, from buy-outs of centres, the can interview, to offering an extra incentive into the
arrival of international brands, to the announcement of package.
major department stores closures. These along with all
the known changes to the market have seen the early What is the best way to manage these challenges
half of 2018 adapt to a period of ‘settlement’. This has as a recruiter?
resulted in the career driven retailers really weighting
up all the opportunities a new company can offer them, Our business partners, both candidates and clients rely
before taking the next step in their career. on our team to present them with the opportunities that
best suit their needs. We are on the ground across the
What are some challenges that you are region ensuring we know what these changes will mean
experiencing in Canberra? to their brands and ongoing career opportunities. We
work closely with local business, and candidates to talk
Our key challenge across our region is keeping the over viable opportunities that best suit their short and
process smooth and to the shortest duration possible. long term needs.
10What trends have you seen in the retail industry What is the most important thing that candidates
in the last 12 months? can do to secure a new position?
Candidates are become more passionate about the While it’s still the ‘candidates market’, candidates
sustainability of retail, not just the environmental shouldn’t allow themselves to become complacent.
footprint their brand makes, but for their career Remain in close contact with your recruiter as 74% of
opportunities as well. They want to be challenged, the roles Frontline Retail filled in 2017, were filled with
rewarded and inspired to drive the brand they candidates already in our database. Keep your CV
represent. They want to make it ‘their brand’. Retail updated with your key achievements, be accessible for
consumers are enticed to shop in bricks and mortar interviews and talk to us about the extra steps you can
stores by the interaction, engagement , the level of take to secure the next step in your career.
passion and knowledge the brand representatives give
to them, so now more than ever it is vital to recognise How do you think the market will change in the
this and have the best team in place. next 12 months?
What is the most important thing that clients can We expect to see the market tighten even more over the
do to secure quality talent? next 12-18 mths as candidates will shop around before
taking an impulsive leap and they want to be wooed.
Business will need to think outside the box to ensure This is where Frontline Retail spends the time to really
they attract and retain the quality representatives get to know what inspires them. We have witnessed a
their brands and customers deserve. This is where strong increase in our passive candidate numbers, as
Frontline Retail comes in with a clear understanding opposed to those that are an immediate start. This will
of the brands recruitment process and the little things result in an increased time to fill roles, so clients need to
the company offers that otherwise may be overlooked. be proactive in their recruitment strategy.
Clients need to be open to video-call interviews, have
candidates meet with other store manager if they can’t What impact do you think these changes will
meet them that week, or simply refresh their interview have on your market and what is the best way to
questions. It’s important to remember that candidates deal with them?
are looking for a challenge, a company to work on fresh
We are on the ground across our region, meeting with
ideas with, so fresh interview questions that enable
our clients and candidate. We pride ourselves on being
them to think outside the box and get a real feel for the
relevant and present. We are happy to book in regular
company culture which is important. Your company may
catch-ups, to discuss upcoming changes. Don’t leave
not be the only brand they wish to be a representative
it to the last minute to call us. Involve us early on in the
of, you need to ensure you engage with them, keep your
process to reduce the lost revenue the business suffers.
process smooth and provide support to the remaining
Damage can not only be financial but also in overall
team while the recruitment drive is underway, as we
morale and reputation. {
know ‘we all talk in retail’; and the candidates will ask
around about the brand and store as well.
C A N D I DAT E S A R E L O O K I N G F O R A
C H A L L E N G E , A C O M PA N Y T O WO R K
ON FRESH IDEAS WITH , SO FRESH CO N TAC T
I N T E R V I E W Q U E S T I O N S T H AT
ENA BLE THEM TO THINK OU TSIDE Frontline Retail ACT & Southern NSW
T H E B OX A N D G E T A R E A L F E E L F O R The Mezzanine
T H E C O M PA N Y C U LT U R E , W H I C H I S
64 Northbourne Avenue
I M P O R TA N T.
Canberra ACT 2600
P: +61 2 6230 0659
canberra@frontlineretail.com.au
11FRONTLINE Cycling the Lightpath,
Auckland NZ
R E TA I L
AU C K L A ND
S A M A N T H A M A R T C H AG E NC Y M A NAG E R
W
hat has changed in the Auckland market in Other challenges include retailers working with multiple
the last 12 months? agencies create the doubling up on candidates, an
increase in wages affecting budget spend, unrealistic
The General Election not only affected the NZ salary expectations from candidates, clients not being
dollar and consumer confidence, but employers put as open to candidates on work visas which limits the
candidate pool, and an increase in petrol prices is
the brakes on while they waited to hear the outcome
of the increase of minimum wage and reducing net proving candidates are less inclined to travel for a role.
migration. The market slowed but remained steady,
labour demand had improved and employment was What is the best way to manage these challenges
up by 2.2%. The official unemployment rate has hit an as a recruiter?
eight-year low of 4.5 percent.
In such a short skilled market, it is important for
retailers to ensure they offer a supportive culture with
What are some challenges that you are
comprehensive training and succession planning. We
experiencing in Auckland?
recommend giving your Recruitment Partner exclusivity
on roles.
Our key challenge remains a candidate short market
in finding quality candidates. The market remains in We consult and educate candidates on market related
favour of the job hunter and with a shortage of skilled Salary Surveys etc., we provide up to date information
people to fill roles, potential employees are being more to clients and we have an extensive passive database to
selective about the jobs they apply for. tap into to assist on recruitment needs.
12Is there anything that has had a positive impact
on the Auckland market in the past 12 months?
IN SUCH A SHORT SKILLED
International players have entered NZ and are M A R K E T, I T I S I M P O R TA N T F O R
opening new stores, which is great for job creation. R E TA I L E R S T O E N S U R E T H E Y O F E R
Luxury and design sectors are also doing really well A S U P P O R T I V E C U LT U R E W I T H
as they continue to grow. New malls have opened COM PR E H E NSI V E T R A I NI NG A ND
up in Auckland, including Commercial Bay, 277 in SUCCESSION PL A NNI NG .
Newmarket, The Crossing in Tauranga creating jobs.
What trends have you seen in the retail industry
in the last 12 months?
The growth in online is in the “buying space”. This How do you think the market will change in the
activity of buying is more about best price, range, next 12 months?
assortments and maximum convenience. This is
the platform for e-commerce and where the likes of I am feeling optimistic with the unemployment rate
Amazon and Alibaba play and also where online growth at the lowest it’s been in a long time at 4.5% and
is coming from. However shopping is human, tactile, consumer confidence up. There are lots of jobs
social, interactive and the shops are crucial, so retailers available in the market, with new malls opening doors
who can’t see the difference will struggle and won’t for candidates getting into retail careers.
survive. We’ve seen the closure of businesses (locally
Stores that are providing unique in-store experiences/
and internationally) who haven’t been able to distinguish
speciality stores are trading really well, as are the
the difference sadly.
luxury and design sectors. Retail and technology are
We’ve seen Click and Collect, Easy Pay – payment becoming inseparable. Retailers are adopting mobile
terms, and flexible money solutions for consumers, payment solutions, and investing in omnichannel,
showing that retailers are choosing to invest in turning to apps, services and third parties to fulfil the
technology/ e-commerce which means a lower number needs of modern shoppers.
of stores, reducing demand for space, or retailers
As retailers continue to identify top talent in the market,
becoming smarter and more creative in how they do
we will continue to work alongside employers and our
business.
passive candidates who are ready to hear about new
exciting roles as they come up. We remain excited to
What is the most important thing that clients can
work within the retail sector with its changing landscape
do to secure quality talent?
as we are adaptable and we love what we do. {
Clients should engage a specialist agency like Frontline
Retail, and give exclusivity to roles. Focus strategy
around long term recruitment – succession planning,
and work within realistic timelines, especially with hard
to fill roles.
What is the most important thing that candidates
can do to secure a new position?
CO N TAC T
Candidates need to have realistic salary expectations,
Frontline Retail Auckland
and they must be available to communicate with their
consultant once they start the job search process. Have Level 6, DLA Piper Tower
flexibility to interview, be well prepared going into client 205 Queen St
interviews, and be honest around what they are working Auckland NZ 1010
on and visas. P: +64 9 523 0471
Working with an specialist agency exclusively will also auckland@frontlinehealth.co.nz
help candidates secure a new position.
13FRONTLINE Story Bridge crossing
the Brisbane River QLD
R E TA I L
BRISB A NE
CO L L E E N H A R T AG E NC Y OW N E R
W
hat has changed in the Brisbane market in poaching and over contact for candidates. It’s a skill
the last 12 months? shortage market and whilst candidate pools shrink,
the call volume through these passive avenues to them
National political unrest and now a new Prime increases.
Minister, unlike previous years this time has not
impacted consumer confidence, perhaps showing that What is the best way to manage these challenges
we are now so very used to it. For us retailers there as a recruiter?
has been strong large shopping centre expansion and
Frontline Retail continues to place 85% of candidates
smaller shopping centre refits. Population growth within
within roles they didn’t apply too given they are a
the territory remains consistent year upon year but not
market specialist and can stay focused on one industry
producing the retail market quality candidates. The
and one territory per agency.
market within retail is still a job rich and candidate tight
and passive markets candidates are sought after. Is there anything that has had a positive impact
on your market in the past 12 months?
What are some challenges that you are
experiencing in Brisbane? Like the past 12 months, unemployment rate is low
and 18/19 will continue to be a skill shortage market.
Social Media and other platforms, whilst excellent The relationship that Frontline Retail enjoys with their
tools, are creating user concerns about confidentiality, current partners needs to remain strong and consistent.
14The positive impact on our market that we can control How do you think the market will change in the
will remain to be our brand attraction and point of next 12 months?
difference.
I predict clients will want to continue to partner with a
What trends have you seen in the retail industry minority of external talent suppliers, and exclusivity and
in the last 12 months? retained contract usage will continue to grow.
There are many new Retailers opening and expanding in There is an optimistic feeling in retail and consumer
Brisbane which has been the case every year over the confidence within Brisbane as the capital city with
past decade. Unusually some luxury brands are closing a population of 2.4 mil, which ranks as the 3rd most
in the CBD and moving to the Gold Coast as their only populated city in Australia after Sydney and Melbourne.
in-store destination for Queensland. Additionally some Brisbane accounts for 19% of the total national
large department store style fashion retailers have population.
ceased expansion plans planned for 18/19, rethinking
locations and timing. The CBD in Brisbane has very exciting and
sophisticated development plans in place and some
What is the most important thing that clients can say it will be unrecognisable by 2022 with the opening
do to secure quality talent? of the iconic Queens Wharf. There is a huge amount of
new retailers and hospitality venues and shops to open
Whilst culture is key, remuneration is now just as and both these industries have no intention of staying
important. Culture in the past outweighed OTE’s but not stagnant or even slowing down.
now. Clients need to ensure salaries are competitive,
including clever bonus structures in place. Succession What impact do you think these changes will
planning continues to be a high need and a strong have on your market, and what is the best way to
commitment to this area within the retail businesses is deal with them?
required.
Agencies need to have their finger on the pulse when
What is the most important thing that candidates it comes to relocating candidates, partnering with a
can do to secure a new position? national brand is completely necessary in this market.
Professional resumes would be considered an Given the development plans in place for Brisbane and
investment and honesty and commitment to the with that, a plethora of exciting choice, the candidate
process. Candidates should allow themselves to be is king in this, and the forward market. Clients will need
open to opportunities and not be fixated on salaries, to continue to keep their process tight but their salaries
much thought needs to go into their move choice so the competitive and their decisions fast. {
churn within their own retail careers decreases. Gone
are the days that jumpy resumes are considered OK.
W H I L S T C U LT U R E I S CO N TAC T
K E Y, R E N U M E R AT IO N
I S NOW J U S T A S Frontline Retail Brisbane
I M P O R TA N T. . . Christie Corporate Building
CLIENTS NEED TO
ENSURE SALARIES ARE Suite 9, Level 3, 320 Adelaide Street
COM P E T I T I V E Brisbane QLD 4000
P: +61 7 3010 9293
brisbane@frontlineretail.com.au
15FRONTLINE Federation Square,
Melbourne VIC
R E TA I L
MEL B OURNE
CO L L E E N H A R T AG E NC Y OW N E R
H E I DI PAY N E AG E NC Y M A NAG E R
W
hat has changed in the Melbourne market however no salary increase, and lack of more senior
in the last 12 months? roles for a wealth of senior candidates.
Lots more retailers are opening their doors in Melbourne is still expanding with lots of retailers still
Melbourne, with independent and boutique retailers opening doors, however clients are tending to not know
arriving in the city, which in turn is creating jobs that we do place Head Office roles, of which there are
opportunities for retail candidates. However the plenty out there!
modern candidate is less flexible on salary now and
know their worth, so it can be difficult to manage
their expectations when it comes to negotiating their
contract for them. There are also some core brands that T O S E C U R E T O P TA L E N T, C L I E N T S
have earnt themselves a bad name in the market due to NEED TO RAISE SALARIES OR OPT
over advertising. F O R R E V I E W S A F T E R P R O B AT I O N ,
INCREASE PROGRESSION TR AINING
What are some challenges that you are FOR NEW PEOPLE ...
experiencing in Melbourne?
Challenges we are experiencing in Melbourne include
higher expectations of clients with regards to skills
16What is the best way to manage these
challenges as a recruiter?
W I T H O U R S TA B L E A N D
We are reversing all senior candidates to clients to E X P E R I E N C E D T E A M AT F R O N T L I N E
R E TA I L M E L B O U R N E , T H E R E W I L L
open up opportunities, and are trying to educate
BE AN INCREASE IN TRUST WITH
clients to pay more to get quality candidates. When
C L I E N T S A N D C A N D I DAT E S A L I K E .
seeing other agencies list multiple sites, investigate
who the prospective client could be, keep close to all
new businesses and know when store openings are
happening especially in core retail.
What is the most important thing that candidates
Is there anything that has had a positive impact
can do to secure a new position?
on the Melbourne market in the past 12 months?
New store openings in Melbourne have definitely had a Candidates needs to be willing to negotiate to get
positive impact on our market with the creation of new further, be open to further travel, and also be open to
opportunities for our candidates. different brands to further develop their career in retail.
Also, building consistency with these candidates means How do you think the market will change in the
people are searching for us and getting lots of referrals next 12 months?
from happy candidates. We have a strong team of
Clients will need to increase salaries by at least $5K
recruiters who know our brands well, and are not afraid to be competitive in the market. With our stable and
to have the tough conversations. experienced team at Frontline Retail Melbourne, there
will be an increase in trust with clients and candidates
alike.
NEW STORE OPENINGS IN What impact do you think these changes will
M E L B OU R N E H AV E D E F I N I T E LY have on your market, and what is the best way to
H A D A P O S I T I V E I M PAC T O N deal with them?
OU R M A R K E T. . .
There will be more candidates on the market for core
retail, and candidates will be presented with more
opportunities. {
What trends have you seen in the retail industry
in the last 12 months?
Clients are using SEEK Talent Search and LinkedIn
Search to find candidates themselves. People are also
wanting to shop around with agencies, meaning less
exclusive roles. CO N TAC T
Frontline Retail Melbourne
What is the most important thing that clients can
9/454 Collins Street
do to secure quality talent?
Melbourne VIC 3000
To secure top talent, clients need to raise salaries or P: +61 3 8319 4013
opt for reviews after probation, increase progression melbourne@frontlineretail.com.au
training for new people to encourage sales and growth,
and move faster when their recruitment consultants
informs them that a candidate is ‘urgent’.
17Nobby’s Lighthouse,
Newcastle NSW
FRONTLINE
R E TA I L
N OR T HERN NSW
GR ANT MALONEY &
M E LI N DA FL AV E LL
AGE NCY OW N E R S
W
hat has changed in the Northern NSW and what do you have to offer? Candidates now have
market in the last 12 months? more choice than ever before and there has been a
generational shift in candidate behaviour. Today’s
In Northern NSW this year, we have seen a focus candidate will not wait for a lengthy interview process
on rejuvenating shopping centres in key locations. In and happily accept an offer at the end. They are very
some cases, this has increased store foot print size savvy in the process and if they are a quality candidate,
as well as provided a differentiating experience for they will not last long in the talent pool. This puts
the consumer. We have also experienced growth in a strain on businesses that have not renewed their
population as people look to relocate from major metro recruitment methods in order to keep up with today’s
areas due to the ever-rising cost of living. This is seeing market. Speed is key, whilst maintaining a thorough
more skilled candidates enter our market as regional screening process.
locations prepare for the incoming by continued
improvements to infrastructure and suitable housing. What is the best way to manage these challenges
as a recruiter?
What are some challenges that you are
experiencing in Northern NSW? As a recruiter, it is important to implement an omni-
channel approach when sourcing suitable candidates.
With more and more international retailers breaking In today’s society we not only have job boards, we have
into the Australian market everyday, it is important to LinkedIn accounts, social media marketing, reward
have an understanding of how your brand is different systems, business networking and relationships. For
18Northern NSW, maintaining strong relationships is a big Alternatively, building a trusting relationship with a
part of what we do on a daily basis. We have candidate specialist agency gives you an advisor in your back pocket
relationships that stretch across a 3-8 year timeline that can assist you in approaching that passive market of
and they are happy to engage with us. We maintain candidates. These are people that if the right opportunity
this relationship by use of the tools mentioned above. presents itself, they may consider the position.
Remember to keep an open mind when it comes to an
offer, sometimes it is not about the money. If you can What is the most important thing that candidates
provide opportunities within the business and a work can do to secure a new position?
life balance, then you will have a higher retention rate
As a candidate in this market, we recommend that you
with your team.
think carefully before accepting any job offer and ensure
that it is a role that will not only suit your needs in the short-
Is there anything that has had a positive impact
term, but your long-term goals. Aim to make a retail career,
on your market in the past 12 months?
rather than just participating in a job.
Although international retailers have had an impact on
the current talent pool, these large scale businesses How do you think the market will change in the
have provided a broad variety of opportunities to offer next 12 months?
the Australian population. In our region, we have seen The retail environment is a little uneasy at the moment,
unemployment numbers drop due to the amount of however having the right strategy in place can literally
potential that is on offer in the retail sector. Candidates save your business. There will always be a need for
are beginning to see retail as more of a career than just human interaction within bricks and mortar stores.
another job. I believe in having stores accompanied with an
outstanding online offering is the way of looking forward.
What trends have you seen in the retail industry
We are beginning to see this come through now with
in the last 12 months?
retail VR experiences. This is very exciting for the future
Engagement is a critical aspect that all businesses need of retail.
to consider. Is your level of intrigue and what you have
What impact do you think these changes will
to offer going to be enough to attract premium talent
have on your market, and what is the best way to
to your company? With the majority of today’s society
deal with them?
owning social media accounts and actively using
applications from their smart phones, it is important to This will see a whole new generation of savvy shoppers
be across all platforms to reach your audience. We are and improvements to in store interactions. This means that
seeing this more and more with national retailers not we might be looking at a new breed of candidate that can
only increasing their online presence, but becoming multi-task across a variety of platforms. We need to stay
more savvy at target marketing strategies through use ahead by streamlining our recruitment processes and not
of Facebook advertising and Instagram followings. just approaching the standard job boards, but expanding
our sourcing across a large variety of channels. {
E M P L OY E E S A R E M O R E L I K E LY T O
S TAY L OYA L T O A CO M PA N Y I F
T H E I R N E E D T O G R OW I S M E T.
CO N TAC T
What is the most important thing that clients can
Frontline Retail Northern NSW
do to secure quality talent?
667B Glebe Road
Ideally the best strategy is to create succession planning Adamstown NSW 2289
within your business. Employees are more likely to stay
P: +61 2 4927 1544
loyal to a company if their need to grow is met. Training
good people to be the next manager in training, assistant northernnsw@frontlineretail.com.au
manager and store manager, displays a steady level of
progression that employees can strive towards.
19FRONTLINE Elizabeth Quay Bridge,
Perth WA
R E TA I L
PER T H
A L A NA B R OW N &
ANTHONY MARCHESANI
AG E NC Y OW N E R S
W
hat has changed in the Perth market in the What is the best way to manage these challenges
last 12 months? as a recruiter?
In the last 12 months we have seen a large We have been looking at all avenues and reactivating
amount of shopping centre redevelopments in and candidates wherever possible. Although they may
around the Metro area. The mining boom has burst not be looking for a new role, when an opportunity
comes up you can always run it past them and get
but there is more consumer confidence and things are
their thoughts. We have also been telling candidates to
starting to happen which is exciting.
recommend us to their friends and family members who
may be looking for work.
What are some challenges that you are
experiencing in Perth? Is there anything that has had a positive impact
on your market in the past 12 months?
Our biggest challenge is finding suitably qualified
and experienced candidates. We have scoured top to All of the suburban and regional shopping centres are
bottom in the database as well as performing Seek getting major overhauls. They are becoming more and
profile searches on a daily and nightly basis, but it is more like Sydney, Brisbabe & Melbourne in that they are
really hard to find top quality candidates. destinations precincts, and not just about shopping but
bars, cinemas, cafe’s, restaurants etc. We have a brand
20new DFO opening next to the airport, Forrest Chase in create more and more opportunities in the market. I feel
the Perth CBD is also getting a major redevelopment the unemployment rate will ease and decrease also due
which will change the face of retail in the City. to new roles becoming available.
What trends have you seen in the retail industry
in the last 12 months?
U N E M P L OY M E N T R AT E W I L L E A S E
We have witnessed clients wanting to really make A ND DECREASE A LSO DUE TO NEW
sure they have the right candidate for the role and R O L E S B E C O M I N G AVA I L A B L E .
because of this they are choosing to do more interviews
during the process. This can be frustrating but
understandable.
What is the most important thing that clients can
What impact do you think these changes in the
do to secure quality talent?
will have on your market, and what is the best
way to deal with them?
They need to understand that if they don’t move quick
enough to offer a candidate that candidate will be
We are going to need to really focus on BDM and getting
snapped up elsewhere. Candidates want security and
infront of our clients 1st. Based on the relationships
job satisfaction. Also, offering rotating weekends, solid
our eastern states offices have with a number of the
succession planning and ongoing development is
new retailers coming to Perth we would be silly to not
important for all candidates.
self promote from within. For example, a consultant in
our Melbourne office works well with ESR and they are
opening new stores in WA, so she let them know about us
T H E Y N E E D T O U N D E R S TA N D and put us in contact with them so we could form a strong
T H AT I F T H E Y D O N ’ T M OV E relationship and fill roles ASAP – this example did actually
QUICK ENOUGH TO OFFER A occur and the client is very impressed with Frontline
C A N D I DAT E T H AT C A N D I DAT E Nationally.
WILL BE SNAPPED UP ELSEWHERE .
C A N D I DAT E S WA N T S E C U R I T Y A N D Consumer confidence will continue to increase and this
J O B S AT I S FA C T I O N . . . should drive more sales across the board. As much as
online sales have effected retail stores, the customer
is going to go and shop at these new centres & retail
precincts to get a look and feel of what it’s all about.
We hope this in turn will return the customer to the shop
floor. {
What is the most important thing that candidates
can do to secure a new position?
This hasn’t changed much. The candidate needs to
be professionally presented, do their own research
and have good knowledge on the company they are
interviewing with, articulate themselves well, have a full,
clear understanding of the role they are interviewing for CO N TAC T
and always be honest.
Frontline Retail Perth
How do you think the market will change in the
1/100 Havelock Street
next 12 months?
West Perth WA 6005
We are excited about Perth and WA as a whole over P: +61 8 9382 4711
the next 12 months as there is going to be a lot more perth@frontlineretail.com.au
coming to WA. There are a number of new retailers
earmarked for expansion into Perth – Christian Dior,
Michael Kors, Under Armour, UniQlo etc and this will
21View of the
Gold Coast, QLD
REGION A L QL D & N T
R O R Y M A N WA R I NG AG E NC Y OW N E R
W
hat has changed in the Regional QLD & NT lifestyle, and have high calibre candidates coming across
market in the last 12 months? from Sydney and Melbourne. The Commonwealth games
seemed to bring any movement to a halt, and in general
In Regional QLD we seem to have certain areas retailers are feeling sales went down during this time and
experiencing higher movement at certain times. Late last the expectations of the surge in sales was not met – in fact,
year there was a lot of movement in Toowoomba (with for many retailers, they saw a large decline.
it being 12 months after Grand Central shopping centre
opened, we were expecting movement). We are seeing As always, the Darwin market has been difficult to find
candidates relocating to North QLD looking for a work/life candidates – this is consistent as it is a very transient
balance and warmer climate. The higher calibre candidates area, the calibre of candidate is extremely different to
are seeking a salary similar to what they would be getting other areas. In September 2017, the Gateway shopping
in the metro locations – but it is rare to find in this region. centre opened and, with the amount of retail roles
increasing, the candidate shortage also increased.
The Gold Coast is usually a candidate rich market, but
with the centres recently undergoing large refurbishments, In general, the market is showing a candidate shortage.
there is a shortage of strong management candidates. There has been some changes to national retailers (stores
We have noticed the need for candidates in the Luxury closing down etc..) but we are also seeing exciting things
retail sector has increased, due to the fact more High coming. New furniture stores / homemaker centres
End/Luxury retailers have opened in the Gold Coast. As opening in Regional QLD within the next 6 months.
always, we see people relocating to the Gold Coast for the
22What are some challenges that you are
experiencing in Regional QLD & NT?
CLI E N TS NE E D TO BE COM PET I T I V E
As always, our market is extremely candidate short. I N T H E I R S A L A R Y PA C K A G E S
Exciting changes have happened over the last few years A N D O F F E R G R E AT P R O G R E S S I O N
with new shopping centres and homemaker centres OPPORTUNITIES.
opening, and more plans of openings in the near future.
Our challenge does lie in educating our client on the
candidate market in these regional areas and explaining
that the calibre of candidate is far different from that in the
metro locations (especially for clients opening new stores
in the area).
What is the most important thing that candidates
What is the best way to manage these challenges can do to secure a new position?
as a recruiter?
It is easy for candidates to become complacent as there
We continue to build our strong relationships with both are many opportunities for them, however it is important
our clients and candidates. We build the trust in our client for them to research the culture and expectations of the
to become that trusted advisor, so that when we are company and be sure its for them before starting the
explaining the market – they listen and adapt. We also build process. Our advice is to do a store visit and research the
relationships with our candidates. In these smaller towns,
history of the brand. More clients are conducting Skype
everyone knows everyone, and word of mouth is a huge
or video link interviews, so candidates need to be on top
part of marketing our services and our brand. We discuss
of these changes, ensuring they have access to these
referrals and offer gifts if referring a friend/ ex colleague
etc. and attend video interviews as if it were a face to face
(presentation, preparation etc.)
Is there anything that has had a positive impact
on your market in the past 12 months? How do you think the market will change in the
next 12 months?
We have seen national brands opening up stores in new
Regional locations and with this, attracting new business We don’t foresee too much change over the next 12
to the area. For example, Nick Scali opened in Toowoomba months other than some national retailers expanding
and around this time, other furniture retailers started into the Regional markets.
advertising for new staff... changing their approach as
there was a big player entering the market. It’s exciting to The opening of new furniture/home ware retailers in
see some big names opening up in Mackay over the next Regional towns will bring with it the need for those
few months also. We are seeing a shift in the needs of the strong, sales focused managers, and we plan to
candidates also. Regional QLD candidates are usually start the recruitment process earlier and tap into the
looking for the work/life balance but with candidates
relocatable candidate market. {
relocating from the cities, they bring with them a different
outlook and a want for those more high pressured and
higher salary roles.
What is the most important thing that clients can
do to secure quality talent?
Clients need to know the market, and understand the
calibre of the candidate and their needs. There is a lot of
CO N TAC T
competition out there and many opportunities for strong
Frontline Retail Regional QLD & NT
retail candidates. Clients need to be competitive in their
salary packages and offer great progression opportunities. Christie Corporate Building Suite 9,
In some Regional QLD areas, we are noticing a need for Level 3, 320 Adelaide Street
a change in rosters (e.g. 1 Saturday off a month etc.) and
Brisbane QLD 4000
if the client was to be negotiable, they could secure a
higher calibre candidate. The candidates have the power P: +61 7 3010 9295
at the moment – there’s multiple opportunities for each, northqueensland@frontlineretail.com.au
so to secure the stand outs, retailers need to offer a great
company culture, flexibility and progression.
23FRONTLINE Enjoying summer in
Geelong, VIC
R E TA I L
REGION A L V IC T ORI A
M E L I S S A L AW S AG E NC Y OW N E R
W
hat has changed in the regional market in
the last 12 months?
T H E M O S T I M P O R TA N T T H I N G T O
We have noticed that more retailers are opening up R E M E M B E R A S A C L I E N T I S T H AT
in regional areas especially in Geelong; this is becoming F O O D TA L E N T D O E S N O T L A S T
a true central hub. In saying that, we have noticed that LONG IN REGIONAL AREAS...
Geelong has shown a decline in skilled candidates.
Regional areas in general are harder to find a high level
calibre of candidate.
What are some challenges that you are
What is the best way to manage these challenges
experiencing in Regional Victoria?
as a recruiter?
Our challenges that we have faced are mainly around
In cases like this we are ensuring that we are utilising
sourcing skilled retail candidates in the area. We have
all resources that we have available to the best of our
found that clients who are willing to be more flexible in
abilities and always keeping our level of communication
relation to experience, industry and title are finding a lot
up with clients and candidates.
more candidates for the roles.
24Is there anything that has had a positive impact Like the client, the candidate needs to be open minded
on your market in the past 12 months? about salaries, rosters and brands too..
More retailers opening up in regional areas is always a How do you think the market will change in the
win and has a positive impact on the market, especially next 12 months?
the larger or more well known brands. We continue to
focus on our relationships with clients and candidates We would love to see the retail market grow even
to ensure that we are having a positive impact on the more with more retail brands opening and expanding
market. into regional areas. In return this ideally will see the
candidate talent pool grow.
What trends have you seen in the retail industry
in the last 12 months?
We have found with more and more retailers opening C U LT U R E I S J U S T A S
up in regional areas that there is more and more I M P O R TA N T A S S A L A R Y
competition to source highly skilled candidates, this has T O C A N DI DAT E S .
then effected longevity in roles where we would usually
see no issue here. We have found that more clients
are utilising our services in regional areas to take full
advantage of our database and talent pool.
What impact do you think these changes will
have on your market and what is the best way to
M O R E R E TA I L E R S O P E N I N G U P deal with them?
I N R E G I O N A L A R E A S I S A LWAY S
Retailers expanding into regional areas will see an
A WIN AND HAS A POSITIVE increase in skilled candidates whether that be through
I M PAC T O N T H E M A R K E T relocation or up-skilling in the workplace. In cases like
relocation we are able to search from our vast database
of candidates across Australia and New Zealand to see
which candidates are open to relocation. By keeping
strong relationships, knowing our markets and open
communication with our clients, we will ideally be able
What is the most important thing that clients can
to identify key talent for business in a timely manner. {
do to secure quality talent?
The most important thing to remember as a client is that
good talent does not last long in regional areas so act
quickly when talent is presented, be flexible and open
minded on industries and transferable skills, take into
consideration our recommendations when presenting a
candidate, and understand that some skilled candidates
will require higher salaries to secure them. CO N TAC T
What is the most important thing that candidates Frontline Retail Regional Victoria
can do to secure a new position? 9/454 Collins Street
Melbourne VIC 3000
The biggest things for candidates to remember is
P: +61 3 8319 4013
that they need to ensure that they are honest and
regionalvictoria@frontlineretail.com.au
transparent during the interview stage, be themselves
and show the client why they would be a great addition
to their brand. Prepare for the interview, know the
brand, the store, the market and the customer; research
and prep work goes along way.
25Mandurah Forum, WA
FRONTLINE
R E TA I L
REGION A L WA
A L A NA B R OW N &
ANTHONY MARCHESANI
AG E NC Y OW N E R S
W
hat has changed in the Regional WA market examples are Part time Management roles, not needing
in the last 12 months? to work late nights, higher salaries and bonuses based
on tenor.
The new Mandurah Forum redevelopment was
completed in March 2018, which is the largest regional
Is there anything that has had a positive impact
shopping centre in WA. The redevelopment of the
on your market in the past 12 months?
centre doubled the existing size of the shopping centre
and now has 220 stores, including the introduction of With the opening of the Mandurah Forum, 700 new jobs
the first ‘next generation’ David Jones store in WA were created, which had a positive impact on the local
community as they have the highest unemployment rate
What are some challenges that you are in Western Australia of 6.98%.
experiencing in Regional WA?
What trends have you seen in your industry in the
Our key challenge is finding skilled retailers to fill the
last 12 months?
opportunities that are available in regional locations.
Clients are wanting to conduct more interviews with
What is the best way to manage these challenges candidates to ensure they are hiring the best talent.
as a recruiter? The salaries have remained the similar to the previous
year and the majority of Store Managers are working a
In the current market we are finding employers are
Tuesday-Saturday roster and Assistant Managers are
offering extra incentives to retain their employees. Some
working Sunday-Monday roster.
26What is the most important thing that clients can
do to secure quality talent?
As an employer in Regional WA, we recommend to invest
in your current employees by providing on-going coaching
and training, providing them with a career path and
being proactive with your succession planning to identify
your potential gaps that may arise in the future. When a
future vacancy is identified begin the process with your
recruitment agency to begin sourcing potential talent.
What is the most important thing that candidates
can do to secure a new position?
As a candidate in this market we recommend you
take the time to research the market, have realistic
expectations, have a solid understanding of the
business and role you are applying and be aware of
what salaries are on offer.
How do you think the market will change in the
next 12 months?
We are feeling positive about the market for the next 12
months. There are not a lot of changes happening in
Regional WA for the next 12 months, however with the
redevelopment of the major the shopping centres in Perth
metro, we are seeing an increase in consumer confidence
and are hoping this will have a flow on affect in Regional WA.
What impact do you think these changes will
have on your market, and what is the best way to
deal with them?
With the changes happening in in metro WA for the
next 12 months we hope there will be a flow on affect in
Regional WA. At the same time we understand people
are leaving regional areas to return to Perth for new
opportunities, which will make it more difficult to find
candidates for these areas. {
CO N TAC T
Frontline Retail Regional WA
1/100 Havelock Street
West Perth WA 6005
P: +61 8 9382 4711
perth@frontlineretail.com.au
Dolphin Quay,
Mandurah WA
27FRONTLINE Twilight over
Queenstown, NZ
R E TA I L
S OU T H ISL A ND N Z
K I R I H E NA R E AG E NC Y OW N E R
W
hat has changed in the South Island NZ out of Auckland to Christchurch with a rich housing
market in the last 12 months? space.
The retail market in South Island over the past The biggest change has been the closure of so many
12 months has seen quite a change with Christchurch retailers especially in the fashion space such as
beginning to stabilise from mass development to now TopShop, Kimberleys and Andrea Moore. The last
focusing on growing the current retail stores in place 12 months was really important for retailers to adapt
slowly bringing consumers back to the CBD. to the changing market that has been coming from
international retailers opening across the country.
The new focus is on Queenstown and outlying regions
across South Island with retailers looking to new sites What are some challenges that you are
to expand their growing companies. For example, experiencing in South Island NZ?
Rangiora has seen large format stores such as Farmers
open to allow for residential expansion in the area The current challenge in the market at the moment is
including Pegasus. finding quality candidates in the regional areas that the
retail space is expanding in. Places such as Dunedin
The residential market is quite strong with affordable and Nelson tend to have a very stable long standing
housing across most areas with the exception of staff tenure resulting in a resistance to changing to the
Queenstown due to its tourist market, finding an new and unknown.
increase of candidates looking to relocate potentially
28Queenstown always remains a challenge for the retail recruitment consultant we are there to help them
space. Working with a high volume of international through the process in securing a new role. Think about
candidates who are travelling to New Zealand, what you truly want in a new position and go for that!
there tends to be a higher risk when recruiting for
management roles where long term tenure is important. If a candidate is looking to relocate, be aware of the
salary of the market as each area across NZ is quite
What is the best way to manage these challenges different and sometimes to gain the balance of a new
as a recruiter? city may result in a lower salary than larger metro areas
such as Auckland.
As a recruiter we need to be maintaining strong
relationships with candidates who may be a more How do you think the market will change in the
passive candidate to ensure when roles come up next 12 months?
in regionally they will be more open to applying to
something new. This will allow a change in the market New Zealand unemployment rate is at an all time low,
across the board. with retailers opening across the area I feel it will be the
candidates market over the coming 12 months.
Is there anything that has had a positive impact
The biggest impact this will have over the coming 12
on your market in the past 12 months?
months is on recruiters and also our clients, who will
A positive impact has been the addition of more need to be much more vigilant when wanting the secure
international flights leaving from Christchurch, with new talent for a role. Working closely and building those
Singapore Airlines announcing more flights to come. relationships with our candidates will become much
This should hopefully see more tourists coming to the more important to ensure we are helping them in the
city progressively helping to create a buzz to the central journey to find the right role for them long term. {
city.
What trends have you seen in the retail industry
C L I E N T S N E E D T O S H OW T H E
in the last 12 months?
BENEFITS OF THEIR BUSINESS
The biggest trend to the retail market is the expansion
OV E R A N O T H E R , S U C H A S
S U CC E S S I O N P L A N N I N G . . .
of e-commerce and pay later systems. This has seen
a real shift in the consumers buying trends within the
market as a whole. More retailers are coming on board
with Afterpay, Pay Now and Laybuy allowing their
customers to spend more with the ability to pay off their
purchases.
What is the most important thing that clients can
do to secure quality talent?
Clients need to show the benefits of their business over
another, such as succession planning, future business CO N TAC T
opportunities and most importantly what is the culture
they are wanting to instill in their teams. Candidates Frontline Retail South Island NZ
commonly leave their current roles due to reaching the Level 4, 326 Lambton Quay
peak they feel the role can offer or they are unhappy Wellington NZ 6011
with the current company culture.
P: +64 4 499 4828
christchurch@frontlineretail.co.nz
What is the most important thing that candidates
can do to secure a new position?
Candidates need to be open and honest throughout
the process, and they need to remember that as a
29You can also read
