Hi, it’s Ben, signing off for the final TWIT of March. Reflecting on this month’s journey and fresh transition into a part-time role, I am filled with gratitude and fresh insights. Thank you for joining me on this enlightening, albeit challenging, exploration into this transition.
In the past weeks, I’ve shared the reality of transitioning to part-time work and the struggles of balancing expectations with actual capacity. My initial assumption that nearly a full-time output could be achieved in reduced hours was met with a hard truth: there are definitive limits. This realisation, although tough, brought an unexpected liberation.
Recently, I’ve taken a closer look at time-blocking, a technique IO started using years ago and has been invaluable in my TA role. Time-blocking is more than just a productivity tool; it’s a way to bring order and efficiency to our hectic schedules.
However, Talent Acquisition is not just about planned tasks; it’s also about adapting to the unexpected. I have always had a block in my calendar titled ‘Planned Chaos’. It’s simple to assume that unpredictability in TA is a daily occurrence. However, we know that a candidate might message back, a hiring manager might suddenly drop an unexpected position on your desk, or other things could happen. If we know they occur, are they as unpredictable as we lead ourselves to believe? That is why I stuck to the name of ‘Planned Chaos.’
Allocating appropriate time for these tasks is currently a top priority. I’m confident that I’m close to getting to a place where I develop a robust plan for each week (including chaos) and improve my awareness of seeking assistance from the team before reaching that stage where it becomes too much to handle.
Reflecting on this month, I’ve realised that it’s not just about adapting our work style but also about an emotional journey. Accepting limitations, seeking support, and building trust with stakeholders and candidates have been integral to my role. I haven’t nailed it yet, but I know I’m on the journey to get there.
As March draws to a close, I want to extend a heartfelt thanks to all of you who’ve followed along. Your engagement and support have made this series a meaningful exchange. For those contemplating a shift to part-time work, remember it’s a path of continuous learning and adjustment. It’s not about less commitment; it’s about maximising impact in the time you have.
In the future I look forward to sharing more insights and experiences with you. Until then, let’s keep navigating the unpredictable waters of Talent Acquisition with resilience and adaptability.
For the first time in its 18-year history, ATC is coming to Melbourne! This year the who’s who in Talent will meet at Fed Square on the banks of Birrarung (the Yarra River). Super Early Bird Tickets went on sale this week with the first 20 teams getting a special $250 discount. I hope to see you there!
A recent report developed by a Team at the University of South Australia suggests that there are still significant challenges for primary carers of children to get flexibility when returning to work, however, reporting suggests that the number of dual working families with children is rising. I’m surprised that this report is the first conducted since 2014 – report here.
More and more employers are working to improve work expectations without impacting employee pay.
An article on a significant win from the Health Services Union. Our population is ageing and will need a future of more Aged Care workers – a good win!
Business NSW has submitted a draft clause to the FWC’s review of awards to propose a part-time employee status where the employer can roster an employee at their discretion. Job security and certification are key drives for somebody to work part-time.
