Does it feel like November weeks just fly by? The last seven days have been a whirlwind at MYOB as we head into the festive season, preparing for Christmas and the New Year. In Victoria, Melbourne Cup Day added a twist to our week as only a four-day workweek can.
As we approach 2025, we at MYOB are focused on our yearly planning sessions. Over the next two weeks, we’ll be discussing key projects and improvements for the business and our Employee Value Proposition (EVP). I’m looking forward to sharing insights on high-impact projects we’re planning to implement in the coming year!
Graduate Recruitment Success: Future Makers Academy
Last week our focus was on graduate recruitment and assessments for the Future Makers Academy (FMA), led by the award-winning Kristina Nutt. Kristina, recently recognised by AAGE as Best Graduate Recruiter for small programs, brings a level of dedication that makes each participant feel valued.
Our assessment day welcomed 17 graduates and career switchers, some traveling from interstate or overseas, eager to join our 2025 graduate program. Throughout the day, participants completed two group tasks, a panel interview, and joined a lunch with previous FMA graduates for networking and Q&A.
I spent 6 hours in awe of how much time and effort these graduates had put in to understanding our business and values – as well as observing just how hard it can be to stand out from a crowd in an intimidating environment when you want to put your best self forward.
My main takeaways were:
- Strong Facilitation: A kickass facilitator is essential to ensure a positive candidate experience. This fosters brand trust and gives participants a chance to interact and connect with previous graduates.
- Inclusive Environment: Assessment centres should allow everyone to express their true selves, creating an environment where all can shine.
- Effective Group Tasks: Facilitation of group activities can significantly impact both individual and group outcomes.
- Mindful Interview Panels: Interview panels are intimidating. Creating questions that resonate with candidates’ university or work experiences helps make the process relatable.
- Diverse Perspectives: Regardless of background, each candidate brings value to the culture of our company.
With such an impressive group of candidates, I’m confident that our future is in great hands!
Galloping ahead
To close out the week – I didn’t get the winner in the Melbourne Cup or the Lotto so I’ll be back next week to share some insights into our planning process and being on the tools as a people leader.
Links that caught my attention this week:
Milimo Banji – Attract Gen Z Talent
Another ATC speaker who gave me some inspiration and insight into what our strategy should be for attracting Gen Z talent. If you didn’t catch it Milimo (Mills) at the ATC conference this year this is just a little taste of the insight he shared with us and just how social media is being used by your early careers applicant’s.
Shayne Elliott – Values I learned at work
A quick read from ANZ’s CEO Shayne Elliott on his early career and experiences that have steered him to become the CEO of ones of Australia’s big 4 banks. I particularly liked this piece and just how vulnerable Shayne is with his advice.
Navigating the oversupply of Talent
Kevin Wheeler’s insights into the US state of talent is good food for thought. His strategies for addressing the imbalance, particularly the section for recruiters, is useful to reflect on when we’re looking at future potential of talent.
