Oh my god, HIIIIIII! I’m back for the month of October to deliver the TWIT to you. Lordy what fun little talent things have I been up to recently? WELL … We successfully launched our first ever summer internship program (woo hoo) Completed Talent Acquisition user experience journey mapping, process mapping, pin pointed all the…
Hello there! I’m writing to you fresh from the ATC Talent Day Out that happened earlier this week at the GOSH DARN MELBOURNE ZOO (more on that later), and I thought I would share with you some of my favourite insights and highlights. #SharingIsCaring SO … first of all – Nicola Harrison. What an absolute…
Howdy, it’s Thursday again. AND it’s February 2022. Time flies when everything in the world is bananas, am I riiiiight?! Last week I spoke about how we’re in the process of looking at our suite of candidate assessment tools, and totally shaking things up – particularly in the project delivery/engineering recruitment space. More practical activities,…
I’ve looked into my crystal ball to come up with the predictions that no one else is making yet about 2022. I may be 100% right or 100% wrong – have a read and you be the judge. 1. The “great resignation” does not occur It’s a myth. There’s some “shock and awe” about it…
HI HELLO HEYYYYYY! It’s the year 2022 and the ‘This Week In Talent’ (TWIT) segment is kicking off again. WELCOME BACK! You’re feeling rested, rejuvenated, relaxed and READY to take on whatever this new year throws at us (which … so far, is looking similar to last year. Yikes). My golly gosh I had a…
The constant media buzz about the looming Great Resignation have all talent teams on guard, or at least curious as to their own resignation trends. In our our recent 2021 State of Talent Acquisition Survey, 37% of talent teams reported that they were already experiencing a significantly higher number of resignations and a further 14%…
Hey hey hey! Thanks to the peeps last week that reached out to share their hiring manager recruitment training tips and content with me – I really appreciate it. The training content I’m putting together has become bigger than Ben Hur … I feel like I could go on for weeks about what it takes…
Mark Wooden, The University of Melbourne and Peter Gahan, The University of Melbourne In the wake of a jump in the proportion of workers quitting jobs in the United States – dubbed the “Great Resignation” – Australia’s media has been warning of a surge in resignations here. “Here comes the Great Resignation,” reads one headline;…
Hi friends, Welcome back to another week of TWIT. As we approach the end of the year, and the end of lockdowns as we know them (I hope), things are starting to feel magical again! The weather is warming up, and it’s nearly Christmas… I’m oh so excited! I can’t wait to get out of…
Hey peeps, Lordy it’s happening – lockdown is easing tomorrow for Melbournians, and oh boy do I have plans! I can finally be my true extrovert self again. She’s been stifled since March 2020 when the pandemic began, and she’s ready to talk the ears of anyone that will listen. She is LIVING for a…
Hey peeps,
Lordy it’s happening – lockdown is easing tomorrow for Melbournians, and oh boy do I have plans! I can finally be my true extrovert self again. She’s been stifled since March 2020 when the pandemic began, and she’s ready to talk the ears of anyone that will listen. She is LIVING for a pub feed and a pint of tap beer.
I’m hoping we’ll start to see TA networking events start to pop up again, like the good old days. I’ve missed IRL networking a lot – virtual networking events are good, but they’re just not the same. Logging into a virtual event on my work computer usually means I start to multitask without realising, and before you know it I’m not paying any attention to the speakers and not interacting with other attendees. Give me a room full of TA people IRL any day.
Unless you’ve been living under a rock, you’ll be well aware of the Great Resignation that has been happening in the US, and is already having ramifications in Australia. Most companies are seeing their attrition rates start to increase, and TA folks like us are feeling the pinch trying to find candidates in an EXTREMELY candidate short market.
Have you been preparing for the Great Resignation, and if so – how? Have you got plans to talent pool more effectively, increase advertising spend, or perhaps offer relocation costs where you haven’t before? Obviously engaging your staff and aiming for retention first is key, but failing that I’d love to know how you’re preparing for the ‘Great Resignation’ from a TA perspective – and I’m keen to share insights here over the next few weeks so your fellow TA community can benefit. #SharingIsCaring. Hit me up here! 🙂
Lastly … this is NQR (not quite recruitment) but I have been listening to this AWESOME podcast called Revelations – it’s about the Fellowship of Friends doomsday cult, and it’s SO GOOD. I love cult-y stuff, and so I’ve been sucking this down my earholes for the past week. The poddie does cover cult recruitment, and how people were sucked into joining … so maybe it isn’t so NQR after all? What recruitment tips and tricks could we learn off cult leaders, and implement in our own talent attraction strategies? Trololol I’m kidding … (or am I?)
Hope the rest of your week is great! 🙂
It’s a thing! Right now people are prioritising mental health and wellbeing over climbing the career ladder. I know a couple of people that have recently resigned in the last few months with nothing to go to, and they have mentioned feeling relief rather than panic. In this market no one would be out of work for very long – I predict this trend will continue for a while.
Interestinggggggg look at unemployment, and how to tackle it. Do you lower the minimum wage so companies can afford to hire more workers, or increase the minimum wage so that employees spend more and companies have more money that way to hire more workers due to increased demand? Check out this Nobel Prize winning experiment!
Have you heard of Talent Intelligence (TI)? Neither had I until today. TI analyses internal company talent analytics, and the external market and produces insights based on a wide range of sources of info. We do this already, but it’s very manual and (sometimes) subjective. Potentially a TI tool could be the bit that’s missing from our own talent research?
Okay, this is an old article – but it was eye-opening to me, I had to share. This article looks at the way female vs. male job candidates tend to be spoken about – and something for us to be wary of … I know I’ve been guilty of this!
Loved this Twitter thread where @chikychikycarm told the Twitterverse that they asked this question in an interview, and the subsequent comments section has been enlightening! Have you been asked this in an interview before?
