Business Support & Operations Recruitment 

The average salary for a Business Support & Operations professional in Australia is $95,000. 

Entry-level roles such as Junior Receptionists and Administrators start lower, at around $55-60k. Moving up the career ladder, Business Analysts and Finance Managers earn around $100-130k, with Chief Operating Officers earning more than $200k. 

Currently, the topmost desirable job factors on the minds of great Business Support & Operations talent include: 

1. Work-life balance and flexible work arrangements 
2. Salary and benefits 
3. Generating positive environmental or social impact 
4. Professional development opportunities 
5. Working in a great team 

Great soft skills are increasingly important to Australian employers. Hard skills come and go with the trend of the day, and are easier to train. Exceptional soft skills are often what makes the difference between a high-performing Business Support & Operations professional and their peers. 

Key in-demand skills include: 

1. Personal organisation and time management 
2. Strong attention to detail 
3. Proficiency with modern software (including AI and data analysis tools) 
4. Great communication and interpersonal skills 
5. Adaptable mindset 

These five skills enable a great operations professional to thrive in a modern, changeable office environment, where advanced technology drives collaboration, continuous improvement is the new normal and things can change at a moment’s notice. 

Key to improving employee retention in any team is to first understand the key factors driving people away. Generally, the best way to get these insights is to find out from your people, either through one-on-one meetings or anonymous feedback surveys. 

In our experience, these are four of the top factors affecting employee retention in Australia: 

1. Uncompetitive pay or benefits 
2. A lack of pay increases 
3. Seeing no future at the company 
4. Toxic workplace culture 

When you understand your key problem areas, you can then begin to implement strategies that directly address the root cause of these issues. Common strategies we see include: 

1. Offering pay on-par with competitors 
2. Providing desirable benefits to top up any pay discrepancies 
3. Creating a transparent, inclusive work culture 
4. Ensuring each employee has a clear career progression pathway 

This always depends on your business objectives, budget, time and the complexities of the market. 

In-house recruitment can be both highly efficient and very cost-effective, giving you total control of the hiring pipeline and a sense of ownership over the process.  

However, if your team lacks the capacity to run this process effectively, you’re hunting for niche or hard-to-find skills, or the market is experiencing heavy competition, a specialist recruitment partner can provide that extra level of certainty. This is because recruitment teams like ours have spent years building vast talent networks across the country (and globe), enabling us to: 

• Access hidden talent pools 
• Circumvent market competition to headhunt right-fit talent directly
• Maintain a team of high-quality temp staff who can hit the ground running in under 24 hours 

These factors make specialist recruitment teams very popular for finding urgent talent, key skills areas and high-level professionals.