Candidates Why register with Clexan-Peak Personnel? How to apply   Positions available Overseas applicants Career Advice CLEXAN-PEAK PERSONNEL writes the Career Advice Columns for the Engineers Australia Magazines on a monthly basis. Listed below are a sample of our recent responses to reader's questions as well as general articles written by our consultants. Contract vs Permanent Positions Recruitment Agencies Resume Writing Career Prospects in Australia Chemical Engineering I am currently located in Singapore and had applied for Australia Permanent Resident status a year ago. I am a Chemical Engineer graduated from Curtin University of Technology, Western Australia. I am now working in a gas company supplying gases to a Semi-conductor manufacturing company. My main duties include operating of the Air Separation Plant and supplying of Specialty Gases for Wafer production. What is my career prospect if I were to migrate to Australia? The market for Chemical Engineers in Australia is fairly quiet at the moment. You do however, have a couple of advantages to enhance your career prospects should you decide to migrate to Australia. Firstly, since you graduated from a Western Australian University, you have some local knowledge and experience regarding Standards and conditions not readily available to overseas trained/resident engineers. Second, you are currently working in the chemical industry so any prospective employer will envisage a seamless transition in related employment requiring chemical qualifications. Lastly, you appear to be in a "hands on" area of the industry. This should have given you a large exposure to the operations and maintenance aspects of engineering. This versatility can be exploited by you in crossing "discipline" boundaries, for example mechanical/electrical maintenance in a non-chemical industry. Much has been written in various professional journals concerning the manner in which you should go about obtaining work overseas (using the Internet, obtaining local papers, specialist employment agencies and networking). You might start your Internet search by viewing www.chemeng.org.au, the site for The Joint Chemical Engineering Committees which combines the Institution of Chemical Engineers in Australia (www.icheme.org) and the Institution of Engineers Australia, Chemical Branch (www.ieaust.org.au). Keep an eye out for "specialist" positions in which you may have an edge, since there appears to be an abundance of engineers for the current limited "general" positions available. I will not elaborate further here except to advise you to secure employment before moving. Back to Menu Contract vs Permanent Positions Electrical Engineering I am a 51 year-old member of the IEAust, and graduated with a diploma of electrical engineering from Royal Melbourne Institute of Technology in 1977. My career has focused on design consultant roles in the Oil & Gas industry (onshore and offshore) over the last 8 - 10 years, with mostly lead roles in instrumentation/control in the last 4 - 5 years. Before that my experience included electrical and instrumentation/control engineering in the food, resources and building services sectors. I also have significant construction and commissioning experience. I have two questions: 1. I am thinking of changing from contract to staff status. My current hourly rate is $61. What is the prevailing industry salary package range corresponding to my experience and industry sector? 2. I am considering a change to overseas assignments in the next two years as my children become independent, but am unsure how I stand given my age and lack of bachelor degree. My work involves extensive use of international (mainly USA) standards, which are widely used in Oil & Gas. Can you please advise my prospects? As you mentioned in your email, the fact you have a Diploma obtained in 1977 rather than a Degree may limit your salary and employment prospects with some employers. However, it is generally the expertise and specialist skills of the individual that determines your worth to the company. While I have no doubt the number of opportunities for permanent work will be far less than those for contract work, your proven track record in a variety of industries over many years will be a significant asset to you. I consider your more recent experience will probably determine your future prospects. Subject to some suggestions and providing you include several important considerations into your final deliberations, your proposal to change from contract roles to a staff position and/or changing to overseas assignments over the next 2 years is achievable. I suggest you do a little homework beforehand and assess the market in those industries you are familiar with in regard to numbers of positions available, their locations and annual salaries. A good place to start in this exercise is the Internet. Do not forget to scan the employment sections of the major newspapers throughout Australia and any specialist industry/professional associations' publications you can access. Most reasonably sized companies have their own websites and there are numerous commercial websites. Together these will give you a feel for what is available. You might also seek out some of your industry contacts, as well as your other contacts within associations, employment agencies and client organisations, and friends to assist in researching opportunities. While we are not aware of the circumstances which have determined your current rate of pay, this rate equates to an annual salary of around $105,000 including superannuation. In moving to a staff position, you would have to appreciate there are probably not too many positions available at this rate and you might need to set your sights a little lower. From our experience, together with some recent research, for someone with an Electrical Diploma, who graduated in 1977, salaries in the range of $60,000 to $90,000 with an average of around $80,000 per annum would be appropriate in the industries covering your background. I am sure you realise there are many factors influencing remuneration including location, type of industry, whether public or private sector, economic climate as well as market factors applicable at the time. Back to Menu Graduate Career Prospects Civil Engineering I am a recent graduate from Sydney University in Civil Engineering. I have recently been looking for work. My long term goal is to return to the country and work for a country council as a shire engineer, perhaps later as a general manager. In the last two days I have been offered two jobs. One is working for a structural design firm, the other working for a metropolitan council. I have heard that country councils may deem that working in private industry after graduation is better than working in local government. Is this true? Is private industry experience regarded better than public industry experience? Will the structural engineering firm give me better experience in civil engineering than local government? My main question is what direction should I go in in order to achieve my long-term goal? Your situation will be envied by some recent graduates who are awaiting their initial offer of appointment. However it is a very common occurrence for two or more offers of employment to materialise at the same time. Because you are at the beginning of your Engineering career it is very difficult to weigh up the relative advantages of the two offers. The reason for saying this is that you have so much time ahead of you in which to sample a range of Civil Engineering areas of specialty, you may change your view of your long term goals. Assuming your future preferred direction remains in the area of Local Government I will answer your questions based on my experience. I am not aware of this supposed preference of Country Councils for private industry experience. In my view the current thinking of the Public Sector generally seems to ideally support a mixture of both Private and Public Sector experience. However I have seen many examples where Local Government organisations have specified a preference for a "track record" in Local Government when advertising themselves or using an Employment Agency to recruit for them. I believe that Private Industry regards Private Industry experience more highly than Public Industry experience, generally speaking. The Structural Engineering firm will give you better "structural" Civil Engineering experience however in my opinion the Local Government position has the potential expose you to a wider range of Civil Engineer applications. Such areas as water, sewer, drainage, stormwater and later on Contract / Project Management come to mind. For the reasons explained earlier neither decision will adversely affect your future career. If I was in your shoes I would take this early opportunity to explore the possibilities of Local Government. As well as providing a potentially more varied and perhaps a more nurturing environment you would have the opportunity of working with and/or observing more senior colleagues who have progressed to the positions in which you see yourself in the future. You will also be able to assess your ability to operate within the sometimes bureaucratic and politically sensitive atmosphere of Local Government. I consider this experience may help to either reinforce your current thinking in regard to long-term goals or alternatively provide some "food for thought" in regard to other future directions. Telecommunications I recently completed a Bachelor of Engineering - Telecommunications degree at the University of New South Wales, and am having difficulty in finding an engineering job. I check the newspapers and the Internet every day and I have forwarded my resume to various recruitment agencies. The few jobs which are advertised require at least 3-5 years experience. I only have about 4 months industry experience. I am hard working, disciplined and focussed. I realise that as a recent graduate my practical experience is limited, however, I possess a willingness to learn. I am writing to seek assistance in finding a suitable position in my field. To assist in answering your concerns regarding employment, I contacted Mr Geoff Sizer, Chairman of Information Telecommunications and Electronic Engineering Society (I.T.E.E.S.). He indicated that although the telecommunications market is extensive in terms of dollars spent and assets, "it is arguably shrinking in terms of personnel", especially in the design and development sectors, which are now predominantly overseas organisations. He went on to say "the main thrust in Australia is the application of these developments being incorporated into the existing systems in this country". With the above in mind it is obviously a tough market in which to get a foot hold so I suggest you explore various methods of gaining rewarding and satisfying employment. In addition to reviewing the newspapers and Internet, approach targeted potential employers and offer your services, with a view of obtaining a permanent paid position; most responsible employers will pay you at least minimum rates on a full time basis. This will give you exposure to the industry and you will be in a position to decide upon whether additional studies are required. My research has indicated areas of specialisation such as Digital, Cellular, Fibre Optic or Microwave Technology will need to be kept up with, in terms of technological advances. Keeping up with and abreast of such advances will assure you of employment. There is no doubt work experience can lead to recognition of ability and the 'try me' approach, as discussed above, displays confidence and motivation. Additionally, do not forget networking with friends and acquaintances. Such associations can uncover the so named 'hidden job market' - a large percentage of jobs that never go to the net or agencies and are filled by personnel recommended or known to the employer. An option you may wish to consider is to work overseas. A number of graduates have pursued overseas positions resulting in a significantly higher probability of employment upon return to Australia. Back to Menu Mature-Age Personnel Project Management As a contract Project Manager, I'm accustomed to the peaks and troughs of employment but my current "between jobs" status is forcing reflection and consideration for the future. At 50 years of age it seems my opportunities are fewer and will continue to be so. My problem is how to use, and build on my skills to continue with a most satisfying and challenging professional life? I first trained as a design draftsman and continued, as a mature aged student, to qualify as a mechanical engineer. With a solid background in design and installation, I chose to pursue employment in project management. This has been professionally rewarding as the work has been diverse and includes general plant and equipment, construction, telecommunications and software. At present, my approach is to rely on job vacancies, networks and cold calls to gain that next position. However, I feel that no matter how successful the next project is, at its completion, I will once again be chasing work with reducing opportunities. It would seem my best option is to seek employment in an area related to project management, possibly dispute resolution, risk management, or financial evaluation of projects, where age is less of a barrier and experience is more important. I understand the "crossroads" at which you currently find yourself. Not having continuity of employment when entering your fifties can be of great concern. The job market appears more volatile than a few years ago and your experience/qualifications seem to be less important to prospective employers than your date of birth. Wanting to continue to perform roles that are commensurate with your skill levels is natural. Where do you go from here and what are your options? There are some questions you might ask yourself. Do you want a permanent position for future employment, bearing in mind in today's market there are no guarantees (of permanency), or might you become bored with the predictability? Is your temperament more inclined to continue looking for exciting and varied projects as a contractor? In this light what do you consider to be "satisfying and challenging"? As far as ongoing employment is concerned, you have many positives in your favour. You have a practical "hands-on" background and the ability to merge mechanical and electrical training/experience. Your high level project management skills are certainly transferable to other non-engineering fields, as you have already found. Plus you have a wealth of diversified experience to offer and obviously plenty of confidence in your own ability and a desire to continue working to that ability. The disadvantage you face is some employers' perception of older personnel. Fortunately, the market is tending to wise up and realise that "older, more experienced" personnel are not necessarily more conservative, less flexible or less employable. You still have many years to commit to prospective employers and I feel the areas you have identified as having the best potential are correct in relation to future employment, if this is the way you decide to go. An effective way of gaining employment, short or long term, within your fields of interest is to register with specialist (ie engineering/technical) recruitment agencies in your State. These agencies are able to keep a close eye on the market and have a "feel" for various emerging trends. One of the advantages of pursuing this path is the short-circuiting of assignments before they reach the external press. Indeed many assignments never reach the media since, if they are not filled internally (within the organisation), they may only be directed to an agency. It is in the agencies' best interest to match you to a suitable position. You should be registering with agencies and contacting potential employers whilst still employed, if possible, with a view to gaining continuing employment at the close of your current assignment. Make sure all your industry, professional and personal contacts are aware of your employment preferences. The real estate catch-cry may be "location, location", but the employment equivalent is definitely "network, network". Your extensive contracting background makes you an excellent candidate for a "try before you buy" situation i.e. to be taken on in a contract/temporary basis with a view to greater permanency after a certain period. Using the Internet is obviously an efficient means of finding vacancies. Specialist recruitment agencies and sites specifically listing positions available are easily found by this means. You probably have considered further education. As you already hold an MBA, the next step could be to consider undertaking short courses on areas of specific interest such as some advanced industrial relations, financial or economic packages which will enhance your "attractiveness" to potential employers. A list of potential short courses or seminars organised by The Institution of Engineers Australia is usually available early in the year via the website and/or their magazine Engineers Australia. Back to Menu Psychological Testing PSYCHOLOGICAL TESTING - RECRUITMENT SAVIOUR OR SATAN? There appears to be definite polarised views in regard to the attributes and shortcomings of psychological testing throughout the community. We have certainly observed some extreme views both in support of and in opposition to such testing both within and outside our own industry. For example, there has been controversy in the press regarding the use of such testing in relation to senior managerial positions. Psychological profiling if used in isolation in assessing the suitability of participants, is generally considered inappropriate. Usually such testing is used as part of an overall assessment strategy involving interviewing, work performance appraisal and use of referees. We have also noticed a number of articles in both specialist publications and media releases in the general press on this subject. The Recruitment and Consulting Services Association (RCSA) Industry Handbook advises - "Appropriate and properly conducted tests can provide the following benefits to the organisation: They can provide a measure of an individual's particular talents and skills. They can identify areas where a person may lack ability or aptitude. They can assist people to make career choices by showing areas in which they are suited or unsuited. They are potentially a more objective method of assessing individuals than interviewing, being less susceptible to personal bias. They are convenient and time-saving when there are many applicants for advertised vacancies. Over time, a profile can be built up showing which characteristics of employees were most crucial to successful job performance by combining test results with performance appraisal results. The profile can aid refinement of the job specification and thus further improve the recruitment process. The profile can also provide an indication as to which aspects of a job to emphasise when advertising it in the future, in order to obtain suitable applicants (for example, whether a job is more suited to people who prefer to work by themselves or those with strong social needs). Employers who choose to routinely administer tests as part of their selection process must of course ensure that the tests accurately reflect actual job content, are reliable and valid. Two aspects of test construction and use are crucial to their value as short-listing techniques: test reliability test validity. Test reliability refers to the ability of any test to yield consistent results over time. When choosing from the myriad of tests available, employers should be convinced that the chosen tests have been adequately tested with large numbers of applicants and have regularly and routinely produced consistent and useful results. Test consultants should be able to provide evidence of successful use in similar organisations over reasonable time periods. Test validity concerns the relevance of test measures to expected job performance. Do chosen tests accurately measure significant job behaviours? Standard ability, aptitude or personality tests may need modification in order to be suitable for the selection processes of organisations. Test consultants and human resource practitioners are helpful here. Validity of selection tests is of five kinds: content validity - does the nature of test material parallel job content? predictive validity - does the test help to predict actual work performance? construct validity - does the test measure what it purports to? concurrent validity - does the test reflect the current performance of employees? face validity - is the test appropriate in the eyes of the applicants? Good tests satisfy all of these requirements, based upon previous results from a variety of organisations. Test consultants should be able to provide adequate support in test design, implementation and evaluation stages". However the RCSA Industry Handbook also warns: "While selection tests can be very useful, they also have inherent difficulties. General ability and aptitude tests usually have fewer drawbacks than "personality" or "psychological profiles" tests. The former can be directly related to job performance criteria but the latter may only indirectly reflect the expectations of the position. Thus, personality tests have often been criticised for their lack of direct relevance to job descriptions and selection criteria. Other common criticisms of personality testing include applicant dishonesty, "faking", anxiety or active resistance. The implications here are that such tests may either turn away good job applicants or include unsuitable ones. More recently, selection tests have been scrutinised for their job-relevance under equal employment opportunity legislation. It is wise, therefore, that all employers who use tests as part of their applicant short-listing should review job relevance, test reliability and validity, and ensure that tests are administered under standard conditions, using accredited test supervisors and well-documented tests. Batteries of tests are preferable to single tests. A potential drawback of tests designed overseas is that they may not have allowed for cultural differences between the country of origin and Australia. Such differences may distort results, decrease validity or create difficulties in administering or understanding the test. Written tests, for example, may be based upon Western (European) concepts and cultures, or include questions which assume prior knowledge and behaviours not as familiar to non-English speaking applicants as to their Australian counterparts. Such tests may not be "culture fair" and may advantage local applicants. Although psychological and aptitude test results can provide valuable information to assist with an employee selection or placement decision, it would be unwise to rely solely upon them when making such decisions. The tests can act as predictors of job performance, not as criteria for it. It would be unwise to reject a job applicant who appears acceptable on all other criteria apart from test results. A more appropriate role for tests in this instance is to regard their results as a warning sign that more information is needed about that particular applicant and to supplement the tests with other selection techniques, such as further interviews, reference checks, work sample tests etc." (This view is very much supported by our own agency). In summary it would appear there is general agreement that such tests should only be used as part of the "selection process". The degree to which they should be used and their level of appropriateness seems to be less clear. From our experience there appears to be significant concern from the participant's point of view. Perhaps this has been due to a lack of explanation/feedback preceding and following such tests. Our agency encourages candidates, particularly those who have been unsuccessful in the selection process, to obtain feedback in relation to all aspects of the process, including their 'performance' in regard to psychological testing. If explained adequately, the relevance and transparency of the testing procedure can only serve to promote confidence and acceptance on the part of candidates. We would be very interested to hear your concerns/praise and experiences, whether it be from a candidate, potential employer or administrator point of view. References: Psychological Testing, Recruitment and Consulting Services Association Industry Handbook, CCH Australia Ltd, North Ryde. Back to Menu Recruitment Agencies Pros and Cons of Recruitment Agencies Why should you approach a recruitment agency? I would recommend you register with several employment agencies as part of your employment strategy. You would be doing yourself a grave injustice to not use all the resources available to you. You should choose those agencies advertising vacancies and servicing both private and public sector clients within your chosen industry. Such agencies are able to keep a close eye on the market and have a "feel" for various emerging trends. One of the advantages of pursuing this path is the opportunity to access both contract and permanent positions before they reach the external press. Indeed many positions never reach the media and may only be directed to an agency if they are not filled internally (within the organisation). It is also suggested that once in Australia you approach agencies personally to establish face to face contact. It is important from your viewpoint that you have confidence in the organisation and its consultants to promote you in a professional manner. Additionally you have to be prepared to accept advice and guidance. Back to Menu Resume Writing The Job Hunt Ten green bottles hanging on the wall. or Ten great jobs, I've missed them all. Has this happened to you? You ask yourself why? I've got all the necessary criteria they asked for, why couldn't I get to the interview stage? The answer probably lies in the resume. The prospective employer has to visualise YOU and what YOU have done and why they should choose you over other applicants for interview/further consideration. Based on many years of recruitment experience we have identified a number of essential elements we consider constitutes an effective resume. They are listed below together with a number of principles of resume writing. We will be referring to a resume and a job application. The latter usually consists of a covering letter, a resume and perhaps a detailed document addressing selection criteria for the position. Before constructing your resume/job application, your initial step is to contact the person (contact officer) responsible for the position to obtain as much detail as you can and, if possible, visit the job site. This will show prospective employers you have a genuine interest and can be a definite advantage for you over other candidates. Following this research you will be better equipped to target your resume/job application towards the job/company to which you are applying. Presentation and Set Out Something we really like to see is a well set out document that is both easy to read and looks as though it is easy to read. Arrange aspects of each topic in short point form to avoid long indigestible sentences or paragraphs. We have found that it is better to use a simple clear font such as Times New Roman rather than any of the more fancy ones. Margins should be wide with plenty of clear spacing throughout the general format of your document (a cluttered appearance is a real turnoff). Resume Types There are two basic formats for resumes. These are called chronological and functional: Chronological Resume - lists your personal data, education, qualifications, professional/other memberships and personal interests, followed by employment history in reverse order. The advantage of this format is that it presents your background in a clear, straightforward manner. It emphasises your most recent experience and it enables the reader to review your background quickly. This is the most common resume format used in Australia. The Functional Resume - plays down the employment record in favour of a summary of the kinds of functions in which you have been involved. It emphasises your experience and accomplishments in each functional area (particularly the ones that are most important for the position you now seek). We recommend a functional resume if: You have held the same position (title) for a long time while the position itself underwent many changes and increased responsibilities; The new position represents a radical career change and departure from your previous work experience; You wish to return to a previous occupation. Your employment history lacks continuity; The best resume format combines aspects of both the chronological and functional resumes. The layout includes: Personal details (name, address, phone/fax/email details) · Educational, vocational and professional qualifications/memberships Educational qualifications should be clear and specific. E.g. An Engineer should show the precise Engineering qualification, discipline, year and where obtained. Employment history; (in as few words as possible) highlight the most important features of the positions which are relevant to the one being applied for. You should include the following, bearing in mind that such accomplishments are an important selling point: The responsibilities of each of your positions The authority you had (number of staff/budget) Actual achievements e.g. completing projects within time and under budget. Start with your current position and work back through the positions you have held over the last 5 years or so in greater detail (depending on their relevance) with less emphasis placed on earlier positions beyond the last 5 years. New job seekers and graduates should detail any work experience and highlight any relevant personal skills and attributes as well as any relevant personal interests/memberships. If education is your strongest asset list it first emphasising the courses most relevant to the position. Part-time work can be related to the position, for example, a university student working part-time as a Service Assistant in a retail store should describe skills and attributes gained rather than just listing the duties. Such skills in this case could be customer service, time management, teamwork and communication. When perusing your resume an experienced recruiter will scan the document for key words that are relevant to the requirements of the job. For example when looking for a project engineer, key words could be, "contracts, budgets, planning, scheduling, project management and Primavera". In actual fact most sophisticated recruitment software is able to match your attributes to potential positions by using such key words. Therefore if you omit any key words or do not mention software used by name you might be doing yourself an injustice. Referees need to be work related and able to give a detailed account of your work and your abilities. Direct supervisors/managers are usually the most appropriate. However do not select a senior person who may have been too far removed from your work situation to comment with authority on your performance/achievements. You may also consider nominating someone you have dealt with regularly work wise from outside the organisation (eg a client representative). It is essential to provide the full name/title, company details and contact telephone number of each referee. Written references detailing your achievements/strengths can supplement referees. NB References from fellow workers and personal references are not considered to be relevant in most cases. Covering Letter Every resume/job application should have a covering letter. You should be careful to ensure this is not a re-hash of your resume. The letter should be an overview of your skills, knowledge and suitability for the position advertised. It enables you to present yourself in a coherent and organised way without interruption. A covering letter can still be appropriate if there are selection criteria to be addressed. In this circumstance the covering letter would be less detailed. Selection Criteria We should emphasise that when applying for Public Sector positions it is very important to address separately each selection criteria in detail as selection committees will cull your resume/job application if these are not addressed adequately or at all. Therefore irrespective of the quality of your resume/job application you may not be considered. Do not refer to your resume or take it for granted that the contents of your resume will be taken into consideration by the selection committee. Even if you feel that your covering letter addressed some of the selection criteria make sure you "duplicate" this information in answering the selection criteria. When answering selection criteria reproduce the exact wording used followed by your answer to each selection criteria. Looking Ahead (The Next Steps) If you are unsuccessful, you should follow up and try to determine the reason(s) why. If the information gained relates in any way to your resume, you need to take the appropriate steps to revise and enhance it for future applications. We are concerned with the relatively high percentage of resumes/job applications we see (particularly from recent graduates and overseas born applicants) which need improvement. It may be of assistance to remember the following: Research your prospective position Ensure you address selection criteria and/or provide a covering letter Summarise your employment history Underline (highlight) your achievements Mention only expertise relevant to the position Express yourself clearly (grammar/spelling and format must reflect written communication skills appropriate to the position for which you are applying). Back to Menu Volunteer Work I am considering working overseas with a charitable/volunteer organisation such as RedR or Ausaid and would like to know how it may affect my future career. I have been unemployed for some months now and if I took such an overseas position, I would have no job to come back to afterwards in Australia. (I would be aged approx 40 when I returned). Over recent years, I have had a string of mainly short/contract positions, mainly with civil contractors. I am sure there would be many engineers who have previously considered or are currently considering the same type of options as yourself. Based on the information supplied, I believe you would be well advised to proceed. While we must recognise there are both positive and negative aspects, I consider you will benefit from the experience. I have several reasons for saying this: You are not working currently and have not done so for several months. Your work history to date appears to be somewhat spasmodic and has not led to long term work. By commencing such charitable/volunteer work you will not only obtain self-satisfaction and perhaps self-confidence, but you will also add practical experience and a continuing work history to your resume. This could make you more marketable to potential future employers. In the course of undertaking such work, you have the potential to establish additional 'engineering' contacts, both in Australia and overseas. Additionally, you never know who might be 'watching' your performance in this role. I do not see any great disadvantage in regard to your age upon returning to Australia (especially if you then possess additional experience/expertise). Now for the possible down side which should also be considered: Your family/financial circumstances must be able to accommodate a decision to relocate overseas for a period without a substantial salary. The nature of projects undertaken could involve a substantial number of fairly basic local community infrastructure improvements to water, sewer and drainage systems. The level of expertise required and the complexity of such projects could be below Australian standards. I consider these potential drawbacks are outweighed by potential advantages in your case. Something you may wish to consider if you have not already done so, is working on World Bank projects. While some locations may not be ideal in our rather troubled world today, the remuneration and recognition would be potentially far greater than the charitable/volunteer work you are contemplating. While the work may not be as gratifying, personally, you would be part of a highly professional team, providing much needed engineering projects. Back to Menu Working Overseas Asian Career Prospects I am a structural engineer with 6.5 years of working experience (5 years in the Australian consulting engineer industry and 1.5 years in Singapore with prestressing specialist) since graduating in 1994. I have recently graduated with a Master of Project Management, and I am planning to work for Australian companies that have projects in overseas early 2003. I am hoping to be able to work in their overseas branches. My preference would be in Asia (China/Hong Kong/Macau/Malaysia/Taiwan/Indonesia) because I believe my experiences, qualifications and linguistic skills (Chinese, English/Indonesian) will be advantaged especially in China and Hong Kong with the Olympic and Disneyland coming up. My queries are as follows: What are some effective methods of looking for this kind of job? How effective are job agencies? Who are the best suitable agencies in terms of placing people in this region? How do I go about looking for a job in this region? Are there any good websites? What are the salary ranges given my experiences and qualifications for overseas positions or Australian positions? There are a number of avenues you could try in looking for such a position including the Internet, newspapers, employment agencies, contacts you have made through industry from current and previous employment, as well as professional associations such as the Institution of Engineers Australia and any others with which you may have had some contact. The Employment Sections of the Sydney Morning Herald, the Melbourne Age and the Australian are also worth scanning. Consulates in Australia can give you access to overseas newspapers and their employment sections or they can give you the names of newspapers so you can access them on the Internet here in Australia. Employment Agencies can help in the process by virtue of their network of contacts whereby, they can be aware of current jobs and potential new opportunities. However, I suggest you research and then register with a few select agencies which specialise in Asian-based engineering related positions. The websites listed below will assist you in this regard. In looking for a position, you should use all avenues available to you as mentioned above as well as approaching prospective employers via the Internet and sending/emailing your resume directly to them. Advice obtained from the Institution of Engineers Australia has revealed the following Agencies/Websites which are appropriate for the Asian Region. www.aaai.com.au - Aust-Asia Appointments International www.contactsingapore.org.sg - general information on working in Singapore www.jobsdb.com.au - Access Asia www.jobs.com.my - Job Street (Malaysia) www.jobs.com.sg - Job search for Singapore In regard to the salary you might expect, I would point out there are a number of factors which could influence this including the particular employer and location, the number of positions available and the market forces at the time. However, recent salary surveys indicate that as a Civil Engineer who graduated in 1994 with six and a half years experience as a Design Engineer and Project Engineer, you could expect an annual salary in the range of $50,000 to $65,000 (with the total package including car, mobile phone and laptop etc equalling $75,000 to $85,000) for a permanent position. An hourly rate ranging from $45.00 to $50.00 plus superannuation with approximately $5.00 per hour, additional for use of your own car, phone and laptop computer, can be expected for contract positions. These figures are indicative of a Civil Engineer working in Australia. Our research indicates that for a Civil Engineer working in the Asian areas you were considering, there are many varying factors which could effect the above salaries. Back to Menu   We supply staff for: