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Innovative Recruitment Solutions


Logistics Jobs Sydney

We are one of the top logistics recruitment agencies in Australia, delivering an integrated suite of recruitment solutions to a diverse and ever growing range of companies.

Specialising in Supply Chain Management, servicing the domestic and international freight forwarding and logistics community, eg. freight forwarders, customs brokers, sea/air/road carriers, stevedores/depots, 3PL/4PL, importers, exporters, manufacturers and commodity traders.

We regularly recruit for roles in operations, customs, cartage, logistics, procurement, customer service, sales, administration, finance and management.

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Unlike many other recruitment agencies, we combine decades of experience in our focus areas, to deliver efficient, integrated recruitment and human resource solutions across a broad range of business applications. 


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    Recruitment lessons we’ll be taking into 2022 — a word from our Director

    ​Like any other company this year, People in Focus faced its own unique set of challenges. Being a recruitment agency, we know finding a new job (or, from the other side of the fence, filling an open role with the right candidate) is already a pretty stressful endeavour. Add the weight of a global pandemic to the mix, and, well, let’s just say navigating the job market gets a little tricky. How did we adapt to these difficulties? I mean, I wish there was a fancy solution to a problem this big. But we dug deep — doubling the amount of work required and having many, many conversations with job candidates and employers alike to negotiate conditions. We got to know the challenges each and every one of our candidates and clients were facing. We witnessed the uncertainty of COVID first hand, its flow-on effect causing bouts of stress and anxiety among everyone who (metaphorically) walked through our doors. Moving forward, the number one priority (or trend) I’ve seen in recruitment this year has been this: work-life balance. People desperately need it. Mental health is finally at the forefront of working conversations, and the majority of people are reassessing the need to work long hours and undergo lengthy commutes everyday. And now that everyone has had a taste of remote work? Well, I think it’s unlikely we’ll ever fully revert back. But just because employees have opened their eyes to the way things could be, doesn’t necessarily mean all employers are. And to those who are digging their heels in and shaking their fists, declaring, “this is not how things should be done!” I say this — people are already tired, unmotivated and looking for change. Improving work-life balance, allowing new freedoms and having a bit of faith in your employees will only improve their productivity, their satisfaction and, as a result, your business. There’s no denying it — these times have been unprecedented. Employers have faced their fair share of battles, too. With limited job candidates available across the board, demands have increased. Employers were oftentimes faced with either compromising on the quality of employee or paying higher salaries than before.The recruitment industry still hasn’t recovered, and, here’s the nail biter — it won’t. Not unless employers can begin to reassess their expectations. And that means being open to upskilling current employees and reskilling candidates who are a good attitude fit. So, what can employers do heading into 2022? Rethink their employee benefits. If you want to attract top talent, you need to bait your line with incentives. You know what I predict? Progressive companies who embrace all of the changes COVID-19 brought, will be the ones who flourish. Ultimately, both job candidates and employers need to have a realistic approach moving into the new year. On the one hand, candidates need to appreciate that some office time may be required from a business perspective. On the other hand, employers need to appreciate the need for work-life balance.If both parties are 100% firm in their approach, then they are both going to lose out on great staff and great career opportunities. So, where is People in Focus headed in 2022? First and foremost, we’re hopeful that the uncertainty in the world will settle. We’re working hard to make sure our team settles into new ways of working; to continue to deliver positive outcomes for our clients; to grow our team.2021, in a word? Extraordinary. What will your word for 2022 be?See you next year. ​

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    Why the culture of your company is more important than you think

    ​Creating the right culture at your company is probably one of the last things on your mind when you’re writing your to-do list for the day — right?Sure, “company culture” might sound like a HR buzzword that’ll go away if you don’t look at it. It’s a fad; a trend. People come to work to get the job done. Their environment doesn’t matter that much. Does it?Research shows that creating and maintaining your company’s culture is a huge win all round.  Not only for your team, but for the productivity (and profitability) of your company, too. That’s right — as it turns out, there’s a reason us HR folk have been banging on about improving workplace culture all this time. Celebrating employee birthdays and throwing company christmas parties actually have huge benefits in the long run. Let me show you why.What is “company culture”?One of the reasons you might be giving the idea of workplace culture the side-step is because it sounds vague. Does “culture” mean mood lighting and sticking positive affirmations up on the walls? Or is it something more grounded; like company values and what’s considered an acceptable attitude or behaviour to bring into the workplace? Culture is an amalgamation of everything your company is and everything your company does. That’s why it’s so difficult to pinpoint. But, there are ways of determining what yours might look like. First things first: do you know what values are underpinning your company? These values should be reflected in the people you hire, the policies you enforce and the practices you uphold. Why your company culture matters Your reputation will attract top-tier candidates It’s no secret that a toxic work environment, whether a business be small or large, can quickly snow-ball and impact company reputation in the long run. Just look at corporate giants like Amazon and Uber — both have been called out for high employee churn rates. They’ve both garnered media attention in recent years, but for all the wrong reasons. On the flip side, having a strong company culture that promotes flexibility, employee independence and role fulfillment will do wonders for your reputation. And that includes attracting high quality talent. Instead of head hunting, your company's reputation and credibility can do a lot of the hard work for you. Happy employees equals better business resultsYou might think that companies focused on increasing their profits would exhibit greater growth than companies that are focusing their investments on their people, but, in reality, it’s the opposite. A strong, people-focused culture results in higher productivity due to increased levels of motivation. In fact, companies with a strong culture tend to produce superior results as compared to those with weaker cultures. When your employees are satisfied, it leads to continued engagement and involvement. And, you guessed it, a satisfied employee is more productive than an employee who feels underutilised or unrecognised. You’ll win your employee’s loyalty (and reduce your turnover rate) A strong culture not only results in greater productivity, but it can also win you employee-advocates who are in it for the long haul. This means you need to engage with the hiring process less often (and consequently the process of onboarding and inductions) because you’ll be retaining talent instead of burning through it. When an employee feels valued and accepted, they’re less likely to abandon ship and seek a new opportunity elsewhere. Simple ways to improve your company culture Encourage interpersonal interactions through regular social events While it may feel like a big investment up front, one way to quickly create a sense of community and belonging is through holding regular social events that promote a team environment. This gives employees a chance to ‘let their hair down’ and mingle with each other, without a feeling of being on the clock or like they need to focus on work. By initiating a casual group activity, it allows employees to bond and create stronger group dynamics that will actually assist them and you, while they are at work. Do you have a Christmas party every year? The holidays are the perfect time to bring the team together. Similarly, cultivating strong team relationships through team-building activities is a great way to improve employee engagement. You might roll your eyes — but they work. Your first steps could be as simple as mixing up your workplace lunch arrangements. Does everyone eat lunch in a communal area or go their separate ways back to their desks? The easiest way to quickly build a strong culture is by encouraging communication and interpersonal interaction.Give your employees a sense of autonomy and flexibility Each industry is different, and throwing the 40-hour work week out the window certainly isn’t going to work for everyone, but I can guarantee there are still things you can do to promote a sense of flexibility in your workplace. The majority of people list flexibility as the biggest incentive a workplace can offer, and 77% believe flexible office hours are actually more productive. With this shift in expectations being seen across the board, especially during pandemic times, it’s worth considering how you can create a flexible environment that suits your industry and benefits your employees. Another way of promoting autonomy is by pumping the brakes on micromanaging employees. Micromanagement can lead to feelings of frustration and underappreciation. What can you do so your employees feel like they have some responsibility and aren’t constantly under the microscope? Taking a step back indicates trust, and trust makes people feel like valuable members of an organisation. -Let us help you find the perfect hire for your company culture. Our enquiry form is right over here. 

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    The Great Resignation is coming to Australia — Here’s how to decide if it’s time to jump ship

    Like the rest of the world right now, you might be mulling over whether your job is actually the right fit for you. The COVID-19 pandemic has caused a wave of resignations to sweep the globe, with many taking pause and reevaluating the direction of their careers and personal lives. It’s been dubbed, the “Great Resignation” and us Aussies aren’t going to be spared.So, if you’re having thoughts like: Is this role fulfilling me? Am I going to be able to progress in my career with my current company?Am I being treated as well as I should be? Rest assured, you’re not the only one.And it’s no wonder — the majority of industries have been forced to re-evaluate the way they operate over the past two years, giving many of their employees a taste of flexibility and autonomy in their roles and putting company culture in the hot seat.  If you’re starting to consider switching roles, here’s how you can evaluate whether the culture at your current job is the right fit for you and what you should be looking out for when you start searching for a new opportunity. ​Why culture is important The culture of a workplace sets the tone for your working life, which is  about one third of where/how most humans will spend their lifetime. That’s quite a bit of your life!Your workplace culture isn’t purely based on how leadership and management conduct themselves, but also in the policies, practices and attitudes of the company as a whole. In short, culture is the fundamental ideology underpinning an organisation. The tangible effects of culture can be seen in how a company implements their values in the daily lives of its employees. Is job satisfaction a priority? Is team-building on the agenda? Do you dodge your boss at the water cooler or stay for a chat? It all feeds into your motivation, satisfaction and productivity. A “good” company culture builds you up; a toxic one eats away at you. ​How to evaluate the company culture at your current jobAs the saying goes, one person's trash is another’s treasure, and the same thing applies to your ideal, or not so ideal culture-fit. But, generally speaking, these are the signs your workplace isn’t prioritising their culture.People don’t stick around for the long haulA quick way to determine whether the culture at your current job is “good” is by working out the company's “churn and burn” rate. Do new people start all the time, but by the end of a year, hardly any of them are left? Happy, engaged employees who are offered opportunities for growth are likely to stay put. There’ll always be a few lone cowboys who never leave, but outside those outliers, how long has everyone been at the company? Longevity is a great indicator of job satisfaction.You don’t feel like you have a sense of direction in your job How are achievements measured? Is there room for growth? Are you being offered opportunities to upskill? Do you feel appreciated and valued? These are all aspects that can amount to feeling a sense of direction and purpose in your role. Not only does this include your own sense of direction, but the direction of the company, too. Is their mission and vision clear? Has it been communicated? Do you feel like your company is something you want to be part of? Your aren’t satisfied with the way work gets done The most obvious aspect of culture is the people. You likely have to see your team everyday, so making sure you all work well together is paramount to your individual and collective success. What are the processes like? Are they overly complicated? Do you have guidance and support? Do you feel like your duties are clearly outlined and work is properly delegated? Are you lumped with more work then others — or maybe you’re not receiving enough and feel unchallenged?​How to find the right company culture for youWhat are they offering you? If companies are doing it right, they won’t just be posting a job ad — they’ll be trying to sell their company to you. What makes X such a great place to work? What are they offering you? Do these incentives align with your wants and needs? Do they speak to your lifestyle? What are their values?This one is two-fold. Firstly, do their values align with yours? Can you see yourself getting behind this company and joining their mission? Secondly, the very fact that a company lists their values means they’re aware of their culture and are trying to signal like-minded people to join them. Of course, whether their values are being actively implemented in their workplace is another question altogether, but having awareness is a great indicator of what could follow. Do they mention career development? This can signal whether this company is invested in the success and development of their employees. Is there room for you to grow in this position? If a company is thinking long-term, they’ll want to nurture their employees to stick around. How is their office culture described? What makes their workplace unique? If you’re going to be spending a large chunk of your time in this environment, it’s best to work out from the get-go if it’s one you’ll thrive in or not. Is it collaborative? Will you need to be a self-starter? Even things like if the office is chatty or quiet can tell you a lot about whether it’s the right culture for you.Are they speaking in your language? No, I don’t mean this literally (although, it would probably help). Choice in language use can be a great indicator of how well a company knows their employee and their candidates. Is their ad littered with buzz words and clichés? Can you decipher what they’re looking for, or are you simply left scratching your head?It’s also indicative of the work environment and level of formality. For instance, a more casual company might have a little more fun with their description. A company boasting a more corporate environment might err on the side of caution and keep things strictly professional. Whichever route an ad takes, what’s most important is whether it resonates with you and the company culture you’re searching for. Are you searching for a new position? Check out our job listings page to find your perfect culture-fit. ​

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    How you could be accidentally sabotaging your hiring process

    Is the right hire for your business who you think it is?​While you could be forgiven for thinking that “hiring for attitude and training for skills” is a passing trend, we’ve seen time and time again that it’s actually an incredibly fruitful way for employers to approach hiring decisions — especially in a talent shortage. ​Allow our Branch Manager, Renee Hooper, to explain…​It’s natural for employers to want to hire skilled workers. After all, it doesn’t make sense to hire an employee that isn’t capable of doing the work.However, with more and more companies looking to both offshore administrative duties and combine roles, it has become harder for candidates to get a start in the freight forwarding and logistics industries. Couple this with the fact that the COVID-19 pandemic has left candidates feeling far less inclined to change jobs due to a heightened need for financial security, and you’ll likely find that the pool of candidates showing interest in your job ad isn’t meeting your expectations.​The  benefits of hiring for attitude, not just skill​As a recruiter that specialises in the freight forwarding and logistics industries, I’ve reviewed hundreds of resumes and interviewed just as many candidates. At People In Focus, we’re trained to identify the many transferable skills that can be used across logistics and forwarding.And on many occasions, I’ve come across an excellent candidate from the opposite side of the fence. These candidates always present with a hunger to learn and I can almost immediately see that  if the employer has the ability to put in some initial training, they’d be a great fit for their company. Some of the benefits of hiring this type of candidate,  is that these individuals are determined to both learn and succeed. They’re willing to work hard, do more than what’s asked of them and they can be easily moulded to suit your company’s culture and needs.And, if a candidate can see you’re taking a chance and investing in them, they’re generally more likely to stay long term (ka-ching!). Hiring for attitude can often mean you’ll retain more staff and valuable on-the-job knowledge as employees are able to grow with your business.  I’ve seen this approach work particularly well when the salary on offer is on the lower end of candidate expectations. For example, I can recall recruiting for an import air operations position and coming across the resume of a candidate with a ground handling background.After an initial chat with the candidate, I quickly realised he had a lot of transferable skills that will enable him to succeed in this role. He knew what an AWB was, he knew all the relevant details required for system purposes, he knew customs processes, and how to handle bonded cargo from receiving in perspective. The only catch was: he hadn’t worked in an air operations role. But he was friendly and personable, so I knew he would make a great team player; and during our chat he came across as switched on, intelligent and logical. He had started from the ground up and worked hard to earn his current role. So, I submitted his details to the employer and followed up with a call to explain why I’d done this when he was clearly outside of the brief. It took a little persuading but eventually the employer decided to interview him. The candidate was offered the position within an hour of his interview. When we followed up after his first 6 months with the company, both candidate and client couldn’t have been happier. ​How to hire for attitude​The best way to hire for attitude is to trust your recruiter. At People In Focus, our team comes from a freight and logistics background, so we have an excellent understanding of what is really required to succeed in either industry.We interview hundreds of candidates and can identify, like in the example above, when a particular candidate would be a good fit for a particular team or company, despite sitting outside the initial brief.When you’re hiring, you have to put faith in your candidate's track record and prior roles, too. But, if you feel like you require more substantial proof, there’s always a variety of aptitude and skills testing that can be done. Are you an employer who needs a hand finding their ideal candidate? Our expert recruitment team is just a contact form away.   ​

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    The power of recruitment agencies in a pandemic

    For many, posting job ads that reel in the same number of bites as they did pre-pandemic is feeling like an impossible task. Fortunately, finding the right candidate isn’t. You just might need to do things a little differently...There’s no denying the pandemic has well and truly shaken up the workforce - from home office setups to stringent new health regulations - and the recruitment process has been no exception. In many respects the candidate pool now feels more like a puddle. Traditional avenues of job advertising like LinkedIn and Seek just aren’t getting the same swell they did pre pandemic. In my experience, this is because of two reasons.Candidates aren’t as willing to jump shipJob mobility reached a new low during the first year of the pandemic and employers with roles to fill have been feeling the pinch as a result. As it turns out, employees are less likely to jump ship during a pandemic, because, well, we’re in a pandemic. Stability is a priority. According to a recent ABS survey, 88% of Aussies think job security is a problem. Senior economist Alison Pennington noted that people, “want to hold on to their job if they have one and if they're not in a decent one they're feeling more insecure about what's ahead”. And if we pull back the recruitment curtain for just a moment, I can absolutely tell you that this is a conversation we’re having with potential candidates on a daily basis.Which leads me to the second reason traditional avenues just aren’t cutting it. Employers aren’t offering the right incentiveOffering opportunities for career progression and even a competitive salary are both great incentives but unfortunately these kinds of carrots often aren’t enough.According to research from Glassdoor, 57% of candidates report benefits and perks being among their top considerations before accepting a job, and nearly 80% say they would prefer perks over a pay rise.Our experience shows this is bang on. In conversations with candidates, the number one perk potential employees are looking for is flexible working arrangements - particularly the ability to work from home. On more than one occasion we’re had excellent candidates turn down employment opportunities because the flexibility to work from home - even as little as one day per week - wasn’t on the table.Employers hiring need to rise to meet these expectations, otherwise, they run the risk of having their active job ads simply gathering dust or missing out on top talent.​So, how is People In Focus tackling these new challenges? ​Well, I can tell you that 72% of roles we've advertised in the past year have been filled by candidates not actively looking for a new role. And no, we didn’t go grassroots style and hand out flyers on the shop corner. We have an extensive database filled with candidates - some of whom are actively looking for a new role but many who aren’t. It’s a pool of candidates that we’ve spent days, months and years actively nurturing. Sharing new job openings, hiring tips and even some career advice — because we know that sometimes the right person for the job isn’t the stranger logging into the Zoom interview but the candidate we’ve been fostering a strong relationship with behind the scenes; and with right nudge will be ready to find their next perfect fit.  But having an extensive database isn’t the only secret ingredient we’re using to fight this pandemic-sized recruitment hurdle — the real trick lies in the relationship-building skills of our team.After all, a candidate is unlikely to maintain contact with us if we don’t have their best interests at heart. Lucky for them, we don’t have to pretend. We genuinely care. It’s hard not to after stepping in for a job hunt. Regardless of where they end up.That’s the power of a recruitment agency. Ready to find your next recruitment solution? You’ll find innovative (and effective) options over here. 

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We outshine other recruitment agencies

Catering to both the employer and the employee, we can proudly claim a happy client base across the board. Whether you’re looking for temporary or permanent staff, a graduate role or looking to fill a management position, we’re on call to assist. We can proudly claim an extensive network within the supply chain and logistics sectors – this is how we consistently source the highest caliber of candidates for the job. 

Our simple and affordable fee structure, industry experience and contacts, flexible approach and service excellence provides the platform for our team of industry professionals to deliver high-quality results. We provide candidates for logistics jobs in Sydney to consistently exceed stakeholder expectations in terms of time, cost and quality.