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Section 1: Examine the job market

This section examines the current job market

Step 1: Identify at least five predicted career/job trends for the next five years for the occupation selected in the 'learning and expectations' assessment

Step 2: In general which careers/jobs are increasing? Decreasing?

Step 3: Discuss what is driving these trends.

Section 2: Examine a paid occupation

This section examines a career that might interest you in the current market

Step 1:  Go to the ‘Job Outlook’ website (http://joboutlook.gov.au/) (Yes! You may choose any other site capable of profiling careers). Select ‘Explore Careers’ and search for a paid occupation that interests you.

Step 2: Using your chosen career and additional research answer these questions:

  • Give a brief description of the types of jobs you could do within this career.
  • What kind of activities and tasks are you likely to undertake?
  • What training/education is required to apply for a career in this industry?
  • What is the likely income for a graduate? How is this income likely rise with experience?
  • How could the skills from this job lead you to other jobs or other careers? Please specify which jobs or careers you think these skills would be useful in.
  • In your opinion, what does this career bring to society? Support this view with evidence.
  • In your opinion, what does this career bring to the economy? Support this view with evidence.

Section 3: Examine an unpaid occupation

This section examines volunteering work that might interest you in the current job market

Step 1: Choose a volunteer organisation and answer these questions:

  • Give a brief description of the volunteer organisation and the job you would expect to do.
  • What kind of activities and tasks are you likely to undertake in this job?
  • Explain what in particular attracted you to this area of volunteering?
  • What training/education is required to volunteer in this occupation?
  • Is there potential to have a paid position in this area? Describe what that paid job might be.
  • How could the skills from this volunteering job lead you to other paid jobs or other paid

Section 4: Examine recruitment

This section examines the current recruitment market.

Step 1: Identify the major recruitment competitors such as SEEK.COM, Adecco etc. Your answer must identify and profile AT LEAST five competitors and cannot use LinkedIn.

Step 2: Discuss at least 5 predicted trends for companies seeking to recruit new employees over the next five years

Step 3: Offer a strategy for gaining employment in the career identified in Section 2. You must include:

  • Which companies would you target for employment?
  • How would you choose these companies and what research should you do on the company before applying for a job?
  • Give at least three ways you could seek employment with your chosen companies.
  • What would be the best of these recruitment options for you and why?
Section 1

Developing a supportive learning climate has emerged to the forefront of the human resource development field of literature. This encapsulates a series of ideas and knowledge that suggest various facets of the work environment such as organizational culture, standards as well as work practices which tend to influence the learning of individuals, teams and the organization (Manuti et al., 2015). At the same time, workplace learning and expertise which are more vital for operating proficiently in today’s organizations whereby flexibility in practice and attaining knowledge from experiences are perceived as vital for practice. Taken into consideration, ways to develop an appropriate learning culture, environment as well as sets of procedures related to facilitation and regulating workplace learning in particular is thus assumed to have greater degree of importance(Taylor, 2017). In executing such processes, modern organizations must need to take into consideration the organizational environment as a whole to support and underpin workplace learning which further tends to expand the customary ways of the systems of learning avenues at work. Manuti et al., (2015) stated that the creation of workplace learning environment surpasses the traditional boundaries of learning itself. It further entails the design of work, work environment, technical expertises, standards, structures as well as policies. These realizations however are in evidence within relatively all sectors in Australia ranging from IT networking, healthcare, financial services, sales and marketing (Taylor, 2017). The following paper comprises sections, each of will deal with exploring current job trends, paid occupations in the current Australian job market and further analysing certain unpaid career growths in volunteer organizations such as Red Cross Society in Australia as well as examining recruitment systems.

Several recruitment specialists have emphasized on top accountancy and finance expertise which are in high demand in 2018 and have predictive growth in financial services for the next five years. 2018 has been a productive for both accounting and finance. Adrian & Jones, (2018) noted that several Australian companies are seeking for greater opportunities from finance and accounting domain to develop both back-office and front office operations and being across pricing and commercial as well as operational trends. The predicted job trends for the next five years in the Australian financial service sector are as follows:

  1. CFO Role-In 2018 as well as the next few years the roles of CFO (Chief Financial Officer) is expected to do more responsible roles apart from performing financial services. CFO’s professional domain will entail a broader domain such as Human Resources, IT as well as strategy (Baker & Fradkin, 2017). Furthermore, with these skills, CFO will show strong stakeholder competencies which will involve leadership, communication as well as business partnering. Companies while recruiting CFO or finance head are seeking for talents which can efficiently driver revenues (Adrian  & Jones, 2018).
  2. Technological Skill set in Finance roles- There can be identified a significant emphasis on the importance of IT skills for accountants and finance professionals for the next 3-5 years (Adrian & Jones, 2018). Australian employers are seeking for candidates with comprehensive skills like data and modelling and Ms Excel who can easily decode big data sets and extract reports which might add value and increase the revenues (The Australian Government, 2018)..
  3. Regulatory and Conduct skills-There can be demand for financial experts in NSW and Victoria with knowledge in operational risks reputation and conduct risks increase. Furthermore, experience in anti money-laundering along with other monetary crime prevention will also tend to be in demand (Lambrecht, 2017).
  4. Diverse talent pool-Across Western Australia there is a significant demand for gender diversity with recruiting managers persuaded to consider skills from non-banking sectors (Taylor, 2017).. Similarly financial enterprises seeking agricultural or asset relationship managers might consider recruiting experts who have worked within non-financial sectors in comparison to the ones engaged in pure banking sector.
  5. Customer Experiences- Reports reveal that two of the Australia’s Big 4 banks such as ANZ and NAB (National Bank Australia) are experiencing significant structural transformations to modify consumer experiences and become digitally focused (Moodley & Bayat, 2017)..
  6. Demand for Big Data-As per author data science and business intelligence has been playing crucial role in redefining the process of data usage. Thus finance managers recently have been seeking for well-equipped experts with knowledge and experience in business analytics. Lambrecht, (2017) anticipated that business analytics experts in Australian finance sector will witness a sudden rise with a significant change in financial services industry.

The reports on Australian job sector has revealed that employment growth and demand will be the strongest in domain of Health Care and Social Assistance and the sector has predicted to raise up to 250,500 jobs in the following years (The Australian Government, 2018).

Health Care and Social Assistance is identified as the largest and rapidly increasing industry of Australia with a projection to have the strongest employment or job growth of any sector over next five years till May 2022 (Landsbergis, Grzywacz & LaMontagne, 2014). Such a projection has been underpinned by the implementation of the National Disability Insurance Scheme as well as the ageing populace of Australia. The top few careers in this sector are registered nursing, aged and disabled caregivers, nursing support as well as child or infant carers.

Step 1

However, Lawrence, (2016) noted retail trade can be regarded as another job trend which can experience significant increase in future. This sector primarily offers significant avenues for the youths of Australia to enter into labour market.

Health care and associated industries offer substantial contribution to economic output in Australia and has been continuing to rise in significance. As per latest data, national health expenditure has seen a heightened growth from around 9.5% of GDP in 1990 to an approximate growth of 21.5% in 2017 (Fila, Purl & Griffeth, 2017). Furthermore, the aggregated health costs in Australia are estimated at around A$ 4.5 trillion for 2020 after undergoing a compound annual rise of 4.7% from 2011-2016 (Portela et al., 2015). Furthermore, Lawrence, (2016) stated that the emerging elderly populace in Australia will also exhibit a need of more intense as well as sustainable care and treatment for chronic illnesses which will be compounded by an increase in life expectancy.

                                     

                                                                  Australian Employment Skill Type

                                                    Source: (Landsbergis, Grzywacz & LaMontagne, 2014)

  The rationale of this section is to significantly identify the emerging and current job developments within the Australian sector. Fila, Purl & Griffeth, (2017) noted that Australian job market in recent times has been reflecting certain changes with regions as well as career pathways are increasing in the country. However it has been revealed that one of the emerging trends lie on Health care and Social Assistances that has seen an increase of over 22% in 5 years up to 2018 (Moodley & Bayat, 2017).

Within the limits of the IT networking professional there are various capacities in which an individual can work. The list includes the job role of an IT Network Technician, as a Network Manager, as a Network Administrator, as a Network Analyst and also as a Network solutions architect. Apart from these several other roles also apply for the same qualification which includes, Machine Programmer, Database Administrator, Web Master, System Analyst, and Database Manager.

In the capacity of an IT Networking Engineer an individual would have to perform a host of job responsibilities. These may include designing system configuration to establish a networking environment. design newer and updated solutions to improve  elasticity of the network and  flexibility according to the  requirement. It may also include responsibilities to secure information and security in the network; maximize performance of the network by monitoring the output and troubleshooting the issues that crop up from time to time. Understand the faults in the data network and reconfigure them. At times it may also require providing remote on site or offsite support in IT networks or systems (Muzzi & Albertini, 2015).

Step 2

In order to be eligible for a job role in the IT industry an individual needs to have a minimum of a Bachelor’s Degree either in the Computer Engineering or Computer sciences or in Information Technology or in Hardware and Networking. For a better opportunity a specialization or Post Graduate degree would be beneficial. Apprenticeship would help gain initial experience, which would increase the chance of being selected for a job role more easily.

According to the reports of the labour departments and employment websites the likely average annual income for an IT graduate is AU$ 60,000.00 per year. This sector has one of the highest rates of employment currently. The statistical report from labour departments and employment websites reveal that there is an approximate growth of 10% over the years with growing experience.

The application of the Information Technology is evident in almost all spheres and industries and is not just limited to IT industry alone. With proper experience and knowledge It engineers can work in Medical industry to maintain the system and information. There will be highly welcomed in the hospitality sectors where necessity of networking and information technology is. They are also eligible for heavy industries where they would be required to sync the information with instrumentation of machineries. Industries involved in automation will also require the people from the IT industry (Gibson, Hardy & Ronald Buckley 2014).

This industry brings the digital world closer to the society. This industry also makes the necessary information available as and when required. The contribution of the IT industry in maintaining and creating virtual spaces has been phenomenal.  It is only because of the Information technology industry, the digital space of business has been possible. The social lives of the individuals have been governed by social networking platforms which would never have been possible without the IT industry.

The economic impact of the Information Technology is proven by its existence as a separate Industry. With the advent of the digital age, all means of information, communication, business and interaction has evolved with the internet and the Information Technology has been the pioneer in leading the sector.  This industry creates employment opportunities and is the growing economic sector. Business generation with the help of IT solutions and platforms is likely to expand immensely in the future (Leamer & Storper 2014).

Australian Red Cross is recognized as a part of the world’s leading humanitarian organization. Being an organization autonomous of government and devoid of any political, communal or cultural affiliations, the primary aim of Red Cross Australia is to enhance the lives of people and establish their resilience regardless of their living standards and areas they live (Redcross.org.au, 2018). The Red Cross Society in Australia was founded in the early 1900’s, nine days following to the occurrence of the First World War. Ellis and Chaffin, (2015) revealed that the Australian Red Cross is one of the 190 National Societies in the International Red Cross and Red Crescent Movement which has aided as well as protected people for over a century. The volunteer organization operates with International Federation of Red Cross and Red Crescent Societies (IFRC) in order to successfully provide extensive global assistance following disasters in areas related to non-conflict situations and improve the dignity of all people in conflict and war (Careers Australian Red Cross, 2018). The Red Cross Australia emerged as a desire to carry support and aid without the intolerance to the wounded on the battlefield and further endeavours to protect as well as alleviate human distress and suffering wherever they are found (Redcross.org.au, 2018).

Step 3

Red Cross Australia with the aim of enhancing the lives of most distressed and vulnerable people in Australia as well as across the region. The most suited career which can be applicable for Australian youths is the role of Youth Programs Officer (Careers Australian Red Cross, 2018).

The Youth Program Officer in this role will be responsible for the development, growth and delivery of wide ranging effective and targeted youth welfare assignments and projects. In such a role, the youth program officer primarily recognizes and implements advanced quality programming and curriculum for the Red Cross youth program that is established on most effective practices in the innovation and sharing of resources (Ellis & Chaffin, 2015). Reliable on the accessibility of participants and the duration of program functioning, the youth program officer is essentially required to work in utmost flexibility and further offer activities and programs outside to the regular working hours (school holidays and national holidays) (Redcross.org.au, 2018).

At this juncture, Earnest et al., (2015) noted that the primary and most interesting area of this role is important to observe. Youth Program Officers employed to the Red Cross Society in Australia primarily serve a vital role in efficiently identifying and reaching out several community associates in order to successfully create volunteer programming avenues. The most challenging responsibility of this role that have magnetized many youths is to set up integration and alliances with broad ranging volunteers and social workers and other non profit organizations in Australia such as CARE Australia, Uniting World and World Vision Australia (WVA) (Blignault, Haswell & Pulver, 2016).

As the role of Youth Program Officer is to be intrinsically committed to the volunteer organization’s aim of improving lives of marginalized and vulnerable section of the Australian society must obtain graduation degree and undergo Scanlon Foundation Youth Leadership Program or YMCA leadership program that facilitates the trainers and potential youth leadership officers with a significant career transformation (Earnest et al., 2015). Such training programs allow youths to develop substantial motivation, inspiration and passion to bring significant differences within communities and the society (O’Donnell, 2016). Further to this, the role requires candidates to have experiences or knowledge about conflict resolution as well as cases related to crisis management and must not have any previous or current records on drug consumption or associated to any forms of criminal acts (Ellis & Chaffin, 2015).

There can be identified certain full employment paid youth leadership roles in Australian non-profit organizations. These organizations however offer immense opportunities and career growth for the youths. The average salary for this full time employment can be estimated to be around A$5032.32 with approximately A$ 26.21 per hour for an eight hour shift (Blignault, Haswell & Pulver, 2016). Ellis and Chaffin, (2015) stated that organizations such as YMCA in New South Wales or Barwon Child, Youth & Family offers exceptional opportunities for youths to engage professionally with local communities and exhibit high level of dedication in offering aid and guidance to the communities and people who have been encountering critical challenges from the society (O’Donnell, 2016).

Section 2

Comprehensive understanding and high level of understanding of factors affecting social and the emotional welfare of Indigenous youths, families and communities will serve as a contributory role to the people who have been serving as a Youth Program officer with Red Cross Society or any other volunteer organizations (Redcross.org.au, 2018). Such widely illustrated experiences and aiding youths and communities in proper delivery of activities and programs will help individuals integrate to other areas such as service lead. Ellis & Chaffin, (2015) noted that offering service leadership functions will act as a key support by ensuring on the significant leadership in order to support the transformation of organization’s strategic course into feasible programs and practice framework in order to guarantee well-regulated humanitarian services.

The underlying principle or rationale of this section is to identify the important roles and career opportunities within volunteer organizations. Blignault, Haswell & Pulver, (2016) note that various activities in youth program services or service leadership not only facilitates the knowledge and ideas of Indigenous and Non-Indigenous communities in Australia, but increases the level of responsibilities of the youths to play contributory and vital role for the Australian society. Furthermore, the increasing job employment and growth in this sector has been undergoing significant transformations and developments (Earnest et al., 2015).

Recruitment is recognized as an industry where workplace cultures tend to be as diverse as the clients who are being represented. Thus recruitment agencies are regarded as most effective source of employing the highly proficient recruits to the industry. There have been identified 7 most successful recruitment competitors who sources best candidates with appropriate skills suited for the expected role of any company (Harris-Hogan, Barrelle & Zammit, 2016). Hudson Australia, Horner Recruitment, Michael Page, Dixon Appointments, Manpower Australia, Morgan Consulting and Randstad are the seven most renowned and efficient recruitment agencies who source the most proficient and professional recruits for wide ranging organizations in Australia (Harris-Hogan, Barrelle & Zammit, 2016).  

Recruitment experts have identified some efficient talent acquisition as well as recruiting trends for the next five years to improve the Australian employment level.

  1. Social recruiting strategy- Patten, (2018) revealed that over 60% of the most leading companies in Australia will be more inclined in employing candidates through social media platform. Thus retail companies like Woolworth, Coles or financial companies like ANZ significantly invest in social media strategies and improve in using social response tools to reach wide ranging fresher as well as experienced pool of employees.
  2. Strong Agility-Employing people with utmost rapidness of embracing emerging technological trends alongside rapid economic shifts are regarded as productive recruitment strategies in 2018 and for the next 5 years (Harris-Hogan, Barrelle & Zammit, 2016).
  3. People analytics powers data-based decisions-Over 79% of Australian companies are predicted to be embracing people analytics as high priority to avoid challenging situations. Such a robust analytics will effectively evaluate the productivity of talent acquisition (Patten, 2018).
  4. Artificial Intelligence influence on capacity and required talents- Human Resource teams in the prospective years will embrace impacts of AI on their labour forces and further gain while involving advanced and exceptional mechanisms into their work processes.
  5. GIG Economy- With self-employment as an important tool, over 68% people will prefer contractual work.
  6. Increased and Virtual reality- Skype or video interview will remain important in recruitment procedures along with virtual reality to attain air time with recruiters as well as employees in 2018 and beyond (Earnest et al., 2015). Apple, Facebook and Google adopting new application tools to use their technologies.

To offer recruitment strategies for financial recruits Allen Capital Pty Limited, ANZ Securities Incorporated, Research Division, Columbus Equity Partners, Maven Financial Pty Ltd can be targeted to source employment (Patten, 2018).

Before sourcing candidates for the above mentioned companies it is important to evaluate and analyse their remuneration structure, attrition level, corporate policies and employee engagement by exploring their annual reports and employee reviews.

Some vital ways of seeking employment in these organizations may include registering in Recruitment agencies; Speculative Emails that is mailing to potential employers with properly constructed resumes, internship opportunities and job search websites.

Among these approaches, seeking employment through recruitment agencies will be the most important as they are aware of the job search domain and can help recruits and freshers to streamline their job seeking search (Harris-Hogan, Barrelle & Zammit, 2016).

Conclusion: 

To conclude it can be stated that procedural knowledge acquisition provides approaches of which the concept of workplace learning can be considered to be highly delineated and thus become more agreeable to empirical investigation in relation to the influence of the workplace environment. Thus establishing effective learning environment will require extensive interventions which will facilitate various types of learning. Correspondingly organizations which offer highly structured avenues for reflection on learning have higher propensity to aid workplace learning outcomes.

Step 2

References:

Adrian, T., & JONES, B. (2018, April). Shadow banking and market-based finance. In FSR (p. 13).

Baker, S. R., & Fradkin, A. (2017). The Impact of Unemployment Insurance on Job Search: Evidence from Google Search Data. Review of Economics and Statistics, 99(5), 756-768.

Blignault, I., Haswell, M., & Pulver, L. J. (2016). The value of partnerships: lessons from a multi?site evaluation of a national social and emotional wellbeing program for Indigenous youth. Australian and New Zealand Journal of Public Health, 40(S1), S53-S58.

Careers | Australian Red Cross. (2018). Retrieved from https://careers.redcross.org.au/cw/en/job/511090/service-lead

Computer Programmer Salary Australia. (2018). Retrieved from https://www.payscale.com/research/AU/Job=Computer_Programmer/Salary

Earnest, J., Mansi, R., Bayati, S., Earnest, J. A., & Thompson, S. C. (2015). Resettlement experiences and resilience in refugee youth in Perth, Western Australia. BMC research notes, 8(1), 236.

Ellis, C. M., & Chaffin, J. (2015). Evaluations of outcomes for children and youth from NGO-supported microeconomic interventions: a research synthesis. Enterprise Development and Microfinance, 26(2), 104-121.

Fila, M. J., Purl, J., & Griffeth, R. W. (2017). Job demands, control and support: Meta-analyzing moderator effects of gender, nationality, and occupation. Human Resource Management Review, 27(1), 39-60.

Franco, C. M., Feeney, O., Quinn, M., & Hiebl, M. R. (2017). Position practices of the present-day CFO: A reflection on historic roles at Guinness, 1920–1945. Revista de Contabilidad, 20(1), 55-62.

Gibson, C., H. Hardy III, J., & Ronald Buckley, M. (2014). Understanding the role of networking in organizations. Career Development International, 19(2), 146-161.

Harris-Hogan, S., Barrelle, K., & Zammit, A. (2016). What is countering violent extremism? Exploring CVE policy and practice in Australia. Behavioral Sciences of Terrorism and Political Aggression, 8(1), 6-24.

Lambrecht, B. M. (2017). Real options in finance. Journal of Banking & Finance, 81, 166-171.

Landsbergis, P. A., Grzywacz, J. G., & LaMontagne, A. D. (2014). Work organization, job insecurity, and occupational health disparities. American journal of industrial medicine, 57(5), 495-515.

Lawrence, R. J. (2016). Professional social work in Australia. ANU Press.

Leamer, E. E., & Storper, M. (2014). The economic geography of the internet age. In Location of International Business Activities (pp. 63-93). Palgrave Macmillan, London.

Manuti, A., Pastore, S., Scardigno, A. F., Giancaspro, M. L., & Morciano, D. (2015). Formal and informal learning in the workplace: a research review. International journal of training and development, 19(1), 1-17.

Moodley, M., & Bayat, M. S. (2017). The Impact of Financial Transformation on The Role and Choice of the Chief Financial Officer. Global Journal of Economic and Business–Vol, 3(3), 283-300.

Muzzi, C., & Albertini, S. (2015). Communities and managerial competencies supporting SME s innovation networking: a longitudinal case study. R&D Management, 45(2), 196-211.

O’Donnell, J. (2016). Evaluation of the Effects of the 2016 Long Beach Sites YMCA Youth Institute Summer Programs on Leadership and Technology Skills, Educational Attitudes and Positive Youth Development.

Patten. S. (2018). Australian companies have a new hunting ground for executive talent. Retrieved from https://www.afr.com/brand/boss/why-australian-companies-are-recruiting-executives-from-different-industries-20180720-h12xsl.

Portela, L. F., Kröning Luna, C., Rotenberg, L., Silva-Costa, A., Toivanen, S., Araújo, T., & Griep, R. H. (2015). Job strain and self-reported insomnia symptoms among nurses: What about the influence of emotional demands and social support?. BioMed research international, 2015.

Redcross.org.au. (2018). Australian Red Cross. Retrieved from https://www.redcross.org.au/

Taylor, E. W. (2017). Transformative learning theory. In Transformative Learning Meets Bildung (pp. 17-29). SensePublishers, Rotterdam.

The Australian Government, D. (2018). Home | Job Outlook. Retrieved from https://joboutlook.gov.au/

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My Assignment Help. (2021). Exploring Current Job Trends, Paid And Unpaid Occupations, And Recruitment Strategies In Australia. Retrieved from https://myassignmenthelp.com/free-samples/medi8112-introduction-to-professional-development/developing-a-supportive-learning.html.

"Exploring Current Job Trends, Paid And Unpaid Occupations, And Recruitment Strategies In Australia." My Assignment Help, 2021, https://myassignmenthelp.com/free-samples/medi8112-introduction-to-professional-development/developing-a-supportive-learning.html.

My Assignment Help (2021) Exploring Current Job Trends, Paid And Unpaid Occupations, And Recruitment Strategies In Australia [Online]. Available from: https://myassignmenthelp.com/free-samples/medi8112-introduction-to-professional-development/developing-a-supportive-learning.html
[Accessed 15 July 2024].

My Assignment Help. 'Exploring Current Job Trends, Paid And Unpaid Occupations, And Recruitment Strategies In Australia' (My Assignment Help, 2021) <https://myassignmenthelp.com/free-samples/medi8112-introduction-to-professional-development/developing-a-supportive-learning.html> accessed 15 July 2024.

My Assignment Help. Exploring Current Job Trends, Paid And Unpaid Occupations, And Recruitment Strategies In Australia [Internet]. My Assignment Help. 2021 [cited 15 July 2024]. Available from: https://myassignmenthelp.com/free-samples/medi8112-introduction-to-professional-development/developing-a-supportive-learning.html.

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