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Defence Industry Hiring Intentions for 2019

By Kinexus on 17 April 2019
In the three years since the Defence White Paper was published the Defence Industry has evolved in many ways. Increased federal funding and prioritisation have resulted in growth across the industry, which presents a wealth of opportunities and challenges. To help inform the industry we serve, we published our fifth edition of the Kinexus Defence Industry Insights in February 2019. In compiling the publication, we conducted a detailed analysis of the hiring intentions of defence engineering and technology companies by consulting business leaders and managers about their hiring intentions over the next 12 to 18 months. We found that:
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Breakdown by State of What’s Going on in the Defence Industry

By Kinexus on 4 April 2019
Today we’re releasing the fifth edition of the Defence Industry Insights -  AKA DII5. One thing on everyone’s minds is how the changes happening throughout the Industry will look across each state. Where is the work? What states need what talent? What workforce competition/shortage will there be with so much happening? Have a read of our snippets below to get a simple breakdown of what’s happening state-by-state in 2019. To get the full comprehensive industry report, download the Kinexus Defence Industry Insights – Fifth Edition.
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A Wrap-Up of What's Happening Across Our Defence Sectors

By Kinexus on 21 March 2019
Kinexus are ready to release the latest edition of our Defence Industry Insights, a bi-annual publication we spend six months collating, scrutinizing, and interpreting for the benefit of the Defence community. In the Defence Industry Insights – Fifth Edition, we take a deep dive into current trends and activity happening within the Defence Sector, as well as the future of things to come. It’s an interesting time for the Defence Industry. With a Federal election looming, multiple projects all on the go at once, and increased competition for skilled workers from adjacent industries, there’s a lot of pressure on our already limited talent pool. With most acquisition programs aware, clients are facing added challenges around workforce supply and demand. As a whole, the industry is moving towards greater integration and collaboration, but within each sector there are unique roles and actions that impact its trends and requirements. To understand how these changes affect you, Kinexus has provided a snapshot of what’s happening in each sector.
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The Most Common Fears About Contracting, and How to Kick Them to the Curb

By Kinexus on 7 March 2019
When it comes to the Defence Industry, the rate of companies taking on contractors is rising faster than the rate of change in our Prime Minister. It’s a great time to dip into the contracting community, but there are understandably some hesitations when it comes to being the nomads – albeit richer nomads - of the workforce. Here are some of those common reservations on jumping into the contractor space – and why they’re not as bad as you think:
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What is Better For You: An SME or Large-Scale Company?

By Kinexus on 21 February 2019
As a Naval Consultant I am often asked by Naval Sector professionals of the main differences between working for a large scale, often multi-national Defence Industry company, and working for a small to medium-sized or SME company. While there is no right or wrong and both can be great; I’ve outlined the main differences between the two and how each can benefit your career moving forward.
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What Are The Biggest Challenges as An ILS Manager?

By Kinexus on 7 February 2019
Amanda is an Integrated Logistic Support (ILS) practitioner with 15 years’ experience in varying logistic roles, including eight years in major capital acquisition and ten years in the Australian Defence environment. We chat to Amanda about the challenges of ILS, how she got into logistics and get her advice for others looking to understand or get into the world of ILS.
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4 Tips for Hiring Veterans and Ex-Service Men and Women

By Kinexus on 13 December 2018
Veterans and ex-servicemen hold a wealth of knowledge and skills unique to their defence training and experience. Although some practical abilities may not be relevant in a business setting, all of their soft skills are a huge asset. Collaboration, problem-solving, attention to detail, leadership and many other skills are commonly held and refined by most ex-defence persons. Hiring and retaining these men and women is an excellent opportunity to inject strength, diversity and efficiency into your business. With that being said, you often need to plan and fine-tune your hiring and retention strategies to maximise your chances of identifying, attracting and keeping these hidden gems. So, here are four strategies we recommend you implement to make the most of hiring and retaining ex-defence candidates.
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Rewards of Transitioning to the Civilian Workforce from the Military

By Kinexus on 22 November 2018
Transitioning to the civilian workforce is a huge step. Going from the comforting arms of the ADF into the world can be daunting to say the least. Although your resilience may be high, your skills and experience don’t always translate. The civvies are talking in acronyms you don’t know and you’re starting to understand the blank stares you got from your missus/mister when you were talking about work. But don’t let the fear phase you. There are some incredible rewards civilian life offers that makes the transition worth it.
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How to Successfully Negotiate a Pay Rise

By Kinexus on 15 November 2018
In the defence forces, remuneration is standardised with a 6% increase over a 3-year period. Which is about 2% each year and in line with increases to the national Average Weekly Earnings. In the Kinexus 2018 salary survey, there was a reported average increase of 4.4% over a one-year period across private defence organisations. So why is this higher than the ADF and overall national average? There are probably a few reasons for this, including unstandardised pay rates, increasing investment in the industry, technical focus of most roles and the project orientated nature of the industry. However, it’s also because people simply asked for increased pay. Many ex-defence employees assume a salary increase will come around on its own, but in general, organisations won’t give salary increases above inflation (or sometimes at all) unless the raise has been asked for and negotiated. Overall, the principles of a pay increase in public or private companies are not all that dissimilar. Most pay rises come around, or are appropriate to ask for when there has been a notable jump in time in service or the level of duties being performed. The difference lies in the need to proactively ask for an increase when you work for a private industry employer. For help going through the processes for the first (or hundredth!) time, here is a quick guide to asking for a pay rise.
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