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“Guess who’s back, back again?
Guess who’s back? Guess who’s back?
Guess who’s back? Guess who’s back?
Guess who’s back? Guess who’s back?
Aiyo! That’s right, it’s your girl Slim Shady a.k.a. Sandra Lim, and I’m back behind the Editorial desk of TWIT!
It’s 2024, and we’re still only in the first few weeks of the year, and so it’s a big Happy New Year from me to you! It’s also the end of Birthday Month (and week), but I am still accepting gifts and well wishes if you’d like to send them my way.
It’s that time of year where everyone and anyone in the Talent industry shares their predictions for the year to come. What is happening in the state of recruitment and Talent Acquisition? Will AI finally take away our jobs? Will we finally have a solution to DEI that everyone will be happy with?
So how I want to start my first TWIT is to get everyone to calm down. We’ve only just come out of a few mad years that have resulted in some of us feeling very burnt out, or unbalanced. It’s easy to get caught up with the pace of what’s happening externally, or what your peers are doing in their jobs. We’re all on a different path, and we’re all on different maturity curves and speeds. So remember to catch a breath, and to take some time to focus and not get too caught up in what’s happening everywhere else.
Look internally towards your team, your talent strategies, and your organisation’s 2024 strategies. From there, you can start to plan what you’d like your 2024 landscape to be. Schedule in coffee chats with your stakeholders, even those that might not have any recruitment in their pipeline. Ensure that what you think you want to focus on, or your team to focus on, is aligned to your stakeholders expectations, and organisation goals.
You might be surprised at the feedback you receive (or you might not), but if you don’t ask, you won’t ever know if you’re truly on the right trajectory.
Despite what I’ve dished out in my opening post, here are some trends to keep an eye out as highlighted by the good people at Korn Ferry, highlighting how recruiters can leverage AI (as with candidates), as well as the impact of having a DEI strategy on early careers.
This report focuses on the impacts of Generative AI (GenAI) on jobs, industries, and the labour market to help understand what are some of the potential changes that individuals and companies can make and plan to keep up with this change.
Are you ready for the Gender Pay Gap report? As most of you should know by now, from this month, February 2024, Australian companies with 100 or more employees will be required to publish their median gender pay gap between male and female employees. The Workplace Gender Equality Agency (WGEA) will publish the first set of private sector employer gender pay gaps on 27 February 2024, which will cover 1 April 2022 – 31 March 2023 reporting.
New Year, New You? That doesn’t always have to be the case. How can you help your organisation build a culture of continuous learning where internal mobility is promoted, rather than discouraged? How can you stop people managers from ‘talent hoarding’?
In line with this year’s International Women’s Day theme of ‘Invest in women: Accelerate progress, check-out this McKinsey report in October 2023, that women’s ambitions in the workplace are higher than ever (to no one’s surprise). So are your workplaces actively encouraging and supporting women to pursue and reach their career aspirations (see above article for help).
**Sponsored**
AI is set to be the dominant trend across everything we do in 2024, and there’s no doubt that it’s going to make our work lives a lot easier in many regards. However, it’s important we don’t completely forget about adding a human touch. After all, recruitment is fundamentally about people; we need to make sure we find the right balance between human interaction and digital efficiency.
