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We want people to love their work, by reimagining their career and unleashing their full potential, influencing their place of work and life for more positive outcomes. - Tabitha West, Founder
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clients
Supply Chain Workforce Planning for 2024
Why now is the time to start planning and taking action for 2024 to acquire, develop and retain top talentAs we step further into the last quarter of the year, and Christmas holiday season draws near, both businesses and individuals will be planning for the following year. Businesses will be setting objectives and budgets. However, for individuals, this is a time many start reflecting on their career and what they want this to look like for the following year ahead. This is a time many individuals start to consider or take action in making career changes. The Christmas break and subsequent return in the New Year present the highest resignation rate of any time during the year. Thus, it is vital that you start forward thinking a strategic approach to acquiring, developing and retaining top talent. There can be a number of reasons individuals have a big career change of mind during this period, including:They have outgrown their position and have not been provided any opportunities for growth and development. This is why businesses need to be more agile with options for lateral moves across the business, providing new opportunities and career paths for their employeesThey are looking for a change in work / life balance. Conversations around the pros and cons of flexible / hybrid working arrangements are still ongoing amongst jobseekers, and whilst this doesn’t work for all role types and businesses, it’s a good time as a company to decide what your policies are here, particularly when having conversations with flight risks or potential new employees.They are looking for a salary increase. Your agency partners can provide you with information on the market including salary benchmarking and benefits packages on offer for active jobseekers.When thinking about workforce planning it is important to take into consideration who your flight risks are, and manage this risk accordingly. Before heading into the Christmas break is an opportune time for Supply Chain leaders and talent acquisition to meet and discuss workforce risks and plan for how to mitigate this risk.Below are tips and advice to ensure you are not left under-resourced coming into 2024:Book a meeting with any ‘flight risks’ before Christmas and have a discussion around performance, intentions and their plan for 2024. The aim of this meeting is to understand if you feel that the person will be committing to their role well into 2024. This will either confirm your gut feel they are considering leaving, or secure them for the following 6 months. The result is you will understand your team members' commitment, or be in a better position to be proactive if they do resign before the Christmas break, so you are not left under-resourced in the new year (or earlier).Even if the individual is a flight risk but hasn’t resigned before the Christmas break, you can begin to plan with your HR &/or Talent Acquisition team to put in place a proactive plan for a position replacement when that time comes.The last quarter of the year is a great time to speak to your agency partners about the workforce market and what to expect for 2024. This is a great opportunity to get a general gauge on the market, as well as current available talent, and salary ranges. Important things to keep in mind:Almost all businesses are in this same situation at the start of the year, which means more competition for talent if you find yourself hiring prior to the Christmas break or into the new year. Plan for a proactive approach. Reacting only when an individual resigns will leave you in a position of; Having no hand over;Having to make quick decisions with a more limited talent pool;Putting more pressure on you and your remaining team.For further recruitment support, the team at Reimagine Talent are always here to assist you in your recruitment process, so please don’t hesitate to get in touch.
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candidates
Career Planning for 2024
As 2024 fast approaches it is important to take time to review your career planning to ensure continued personal and professional growth. The new year is a great time to consider a career change as the volume of role opportunities peaks in the Jan-Feb period every year. Why would you consider a career change? Not aligned with your current role/team/manager or the overall organisation you work for. Many people experience this at least once in their career and often, multiple times. If you are working in a role that you are not enjoying and/or you don't feel there is any long term future, this might be a good time to review where you would like to be in 2024Need for increased salary - with the costs of living pressures we have found many candidates have been forced to look for another role (despite enjoying their current role) due to the financial pressures that are increases currently in AustraliaSeeking the next step in your career - It might be time to look for the next role that will provide the career growth you are looking for. Your situation might be any or all of the above. If that is you, then it is imperative that you review your current situation and make a plan for your career. Many people leave it too late, reaching a tipping point and then frantically apply for roles hoping to secure a new one straight away, rather than having the time to look for the right roles. With this rush in wanting to find a new role, many miss understanding what they should be looking for, and asking the right questions to ensure the role is right for them. This often leads to accepting the wrong role. How to review and plan your career? Here are practical steps you can undertake to solidify your plans for the year ahead. The main areas you should review are:Your current role - what you like and don't like about: 1. Your role2. Company 3. Team4. Manager What are your main drivers for leaving?Salary increasecareer progressionSeeking a better cultural fit More flexibility/family friendly environment Better formal development opportunities Self-Assessment: Evaluate your current skills, strengths, weaknesses, and career goals. What do you want from your career? Reflect on what you’ve achieved so far and where you want to be in 2024. Identify areas where you need to acquire new skills or enhance existing ones, particularly if you’re wanting to take the next step up in your career. To stay competitive and build on your skills, consider taking courses or certifications.Given the above, what will be your highest priority areas when considering opportunities? Knowing this will help you understand where to make your job seeking efforts. For example if formal learning and development is your highest priority then you should be applying for larger companies that have well documented formal L&D opportunities. From experience we see that candidates who are clear on what their objectives are, are more successful in obtaining a new role in an area of their choosing. This is because they put their job application time and efforts only into roles that align with what they are looking for. Furthermore when they are in hiring processes they stand out more because they are more engaged and because they know that the role is definitely one that they want. When you do receive a job offer, it's important to further review the offer thoroughly to make sure it’s the right next step for you. Don’t feel you have to say ‘yes’ to the first offer you receive if it doesn’t feel 100% right. Some questions to ask yourself are - is this role helping me achieve my career goals? Does it fulfil my highest priorities and reasons for searching for a new role? Is it providing the salary and benefits I am looking for? Is the working environment right for me?Reviewing and planning your career prior to 2024 will help you make strategic decisions towards achieving your career success and goals.Remember, the Reimagine Talent team are always here to help, so please don’t hesitate to get in touch.
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candidates
How to respond to recruiters Inmail on LinkedIn (Career advice)
Recruiters, Talent Acquisition teams and even hiring managers often use LinkedIn to find potential candidates. There are two main reasons they might reach out to you about a role - your profile is set to “Open to work”, or your skills and experience you have listed in your LinkedIn profile suggest you may be a suitable match for a role.Regardless of whether you are actively looking for a role, open to considering opportunities, or happy in your current role, it is important to answer honestly and directly. First impressions are key. According to LinkedIn, when you open the Inmail from a recruiter you can respond with:A custom messageA smart reply (Yes, interested, or No thanks) paired with an optional custom responseWhichever you choose to use, we suggest including a custom response starting with “Thank you for reaching out with the opportunity”. From here you can welcome further discussion via email or phone call, or you can ask for more details or any further questions.Why should you reply to all InMails (even if you are not looking for a new role)?It is important to be responsive to InMails (that are relevant to your experience/level of course) because;If you are not interested in the role it is an opportunity to lay a good foundation and connect with recruiters for when you are planning your next career transitionIt helps you stand out. Not many people send a well crafted reply, so it is an easy way to stand out, whether you are interested in the role or if you will be looking for a new role in the futureIt says a lot about you. Most people reply with one or two words or a sentence, but very few reply with a well thought out response. This is achievable to do if you are only replying to the InMail's regarding roles that are clearly relevant to you and provide enough information, showing that the sending recruiter has done some research to appropriately select you for their list.This is a good example of how to reply to an InMail where the candidate is not interested in the role they were sent:How to respond if you are not interested in the roleRather than ignore the recruiter, thank them for connecting about the opportunity and suggest either you will contact them if your circumstances change, or that they are welcome to check back with you in future. For example:“Thank you for reaching out with the opportunity. Whilst the role sounds interesting, I am happy in my current role. However, I will certainly contact you in future if I want to make a change.”Perhaps you are open to looking at new roles but this one wasn’t right for you. In this scenario you could respond:“Thank you for reaching out with the opportunity. This role isn’t quite right for me but I am interested in…(share details of the role type, company, industry and any other relevant information). Here’s my updated CV. I welcome the opportunity to discuss my skills and experience further for any other roles you have available now or in the future.”How to respond if you are interested in the roleRespond to the recruiter as promptly as possible if you are interested in the role. You can ask to speak via phone for further discussions, or you could reply asking for the job description or further details about the role and/or company. For example:“Thank you for reaching out with the great opportunity. I’m interested in the [job title] role with [company name] and interested in [hearing more about the opportunity, learning more details about the role and next steps in applying for the role. I’d love to know what [company name] are specifically looking for in this role and why you thought I’d be a good fit. I’m open to having a phone conversation with you to discuss this opportunity further and can be contacted on [mobile number]. Thank you, [your name]How to respond to a LinkedIn message from a recruiter professionally: Be sure to open every message you receive to see if the opportunity is right for you. If it’s not, decline in a professional manner but ask them to keep you in mind for other opportunities. If you’re interested, let the recruiter know you’re open to further discussions. Remember, the Reimagine Talent team are always here to help, so please don’t hesitate to get in touch.Register With UsSearch JobsAsk A Question
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clients
Supply Chain employees are ‘quiet’ quitting: How leaders can cultivate an engaged productive workforce
What would you do if you knew 67% of your team were passively looking for work? Would you approach your team differently? Would you communicate differently?A recent 2023 report released by Gallup, “State of The Global Workplace”, found that 67% of the Australian workforce are ‘quiet’ quitting and not engaged at work. Quiet quitting is when employees are psychologically disconnected in their role and put in the bare minimum work required to keep their job. This might look like:employees not actively participating in meetings unless directly addressednot volunteering for tasks or projects, or turning down tasks outside of their job descriptionisolating themselves from the rest of the teamincreased absenteeismThis may come as a result of some workers feeling stuck in roles due to the labour market slowing down and a reduction in opportunities. Stagnant wage growth coupled with the increased cost of living may also play a role, as pay is one of the main reasons employees decide to move on, according to Seek. According to the Gallup report, Australia and New Zealand have the “second highest regional percentage of daily stress” and quiet quitters are more likely to experience stress and burnout. Compounding the high disengagement in the workplace, 81% of workers in Australia and New Zealand also believe “now is a good time to find a new job.” With 43% of workers “watching or actively seeking a new job”. Employee disengagement has a significant impact not only on the company culture but also in loss of productivity. Company leaders can have a significant impact on mitigating quiet quitting in the workplace and cultivate a more engaged, happy and productive workplace. Here are 3 ways leaders can combat quiet quitting and cultivate a productive happy workforce:1. Start with a top down approachEngagement and company culture starts from the leaders, and poor management is one of the main reasons employees leave a job. Leaders should be approachable and be actively engaged with each member of their team. Gallup suggests leaders should “have one meaningful conversation per week with each team member - 15-30 minutes.” Managers should build their leadership skills to foster a collaborative team environment where employees feel valued, and to help reduce burnout and disengagement.2. Give employees a sense of purposeAccording to the Gallup report, employees are seeking more autonomy and opportunities to develop and build on their skills, to give them a sense of purpose in the workplace. Employees also need to see how their work contributes to the company’s mission and values.3. Provide recognitionEmployees want to be recognized for their work and contribution to the company. Leaders may implement employee reward and recognition programs, but it may also be as simple as thanking employees and sharing their achievements with the wider team. According to Deloitte, companies who provide reward and recognition see a 14% increase in productivity and engagement. For further recruitment support, the team at Reimagine Talent are always here to assist you in your recruitment process, so please don’t hesitate to get in touch.Start Hiring Request Information Pack
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candidates
5 benefits of using a Supply Chain recruiter as a candidate
Why Work With a Supply Chain Recruiter?Applying for roles and using a recruiter can provide you with numerous benefits and advantages:In-depth understanding of the Supply Chain sectorIt is invaluable to work with a recruiter that specialises in the industry you are in (e.g. Supply Chain) as the recruiter will then have an in-depth understanding of the industry, available roles, salary and benefit benchmarking and more. All of the benefits mentioned in the blog will be magnified when you are working with a recruiter who is experienced and understands the roles and industry they are recruiting.They know what to ask a hiring manager to understand the roles and collect valuable information They are able to more accurately provide advice about roles including your fit with the organisation and skills required to succeed in the roleThey know who the good companies are to work for (and those who may not be) Access to wider range job opportunitiesMany roles don’t make it to being advertised on job search websites before being filled. Recruiters have insider knowledge on roles available now and in the immediate future, and have strong relationships with HR teams and hiring managers. Meaning they can directly put you forth for job opportunities you wouldn’t have otherwise found out about. Expert guidance through the recruitment processWe are here to guide you and be in your corner through the recruitment process. We can help you stand out to hiring managers by support with updating your resume and highlighting your skills and qualifications, preparing for interviews, and making a great first impression. Provide invaluable career adviceAs a Supply Chain specialist recruiter we have in-depth knowledge of the current supply chain jobs market to help you find your dream role (read more about the 2023 current supply chain job market here). We can provide you with valuable insight into the job market such as salary benchmarks, role expectations, industry trends and hiring processes. We also know what employers are looking for, and can help you position your skills and experience in interviews. We can also help you negotiate salary and benefits.Find your dream roleAs recruiters, we have more detailed information about the role including responsibilities and expectations in the role, what skills and strengths will support you to succeed in the role, what challenges might present in the role, who was previously in the role, what your reporting manager/s are like to work with, what the team and company culture is like, and more. We also take the time to get to know you on a deeper level including your career goals, your strengths and areas for development, and your work styles to identify positions that will be the best fit for you.You stay in our databaseEven if you aren’t hired for the first role you apply for, we keep you in our database for future roles. Because we know your career goals, what you’re looking for, and what roles you’d be best suited to, it helps speed up the process so you’re not spending hours looking for and applying for roles all the time. We have been able to place candidates that we first met with 2 years prior who were not looking at the time. Or equally we have been able to help candidates immediately who really needed support in leaving a less than ideal role/workplace culture. We do 2 further things differently at Reimagine TalentTalogy Caliper profileAt Reimagine Talent, we use Talogy Caliper profile tool to eliminate bias, and provide a value-add experience for you as our candidate. We believe Talogy Caliper profile provides a deeper insight into behavioural and skill work preferences, and to match candidates with a manager and in a team they would thrive in. The right match process allows you to make a sound career decision and ultimately enables you to be successful long term in your role.The Caliper Profile is a personality assessment, created by Talogy, a global organisational psychology firm and validated by over 50 years of research. The assessment measures strengths, motivations, and areas of opportunity as it relates to the workplace.‘Ready for Success’ Coaching programA key difference and something we are proud of is our 'Ready for Success' program. Designed to support successfully placed candidates in their first critical few months of employment. The purpose of the coaching is to assist you in the transition to your new role. The sessions have some framework but there is also an element of tailoring the coaching to you to assist in areas that you feel might help with your transition. The coaching is also to ensure we are supporting you in every way we can to be successful.Ready for your next steps?Our recent blog article "What You Need to Know About the Current Supply Chain Job Market" provides details on the current job market.At Reimagine Talent, connecting talented candidates with dream jobs is what we do. Our team are always here to help and we’re passionate about helping you find the right next step in your career, so please don’t hesitate to get in touch.If you're looking for a new role, please register with us via the Expressions of Interest job ad.
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clients
Why You Should Have a ‘One Page Guide’ for New Hires and How To Create One
Why You Should Have a ‘One Page Guide’ for New Hires and How To Create One The welcoming and onboarding process for your new employees will create a strong first impression and have an enormous impact on how they feel about the company. An effective onboarding process equips new employees with the resources and knowledge they need to be successful in their new roles, fosters company culture, and shows the employee how well the company is invested in their professional growth. This improves job performance and retention rates. According to LinkedIn, 77% of employees who went through a formal onboarding program achieved their first performance goals.Part of the onboarding process should include a ‘one page guide’ provided to the employee prior to their first day. An employee's first day can be overwhelming. But by providing them with basic information and a little more about what to expect, the new hire will feel welcomed and eager to start. The one page guide should provide an overview of the company and culture and cover basic information. How to write a one page guide for your new employee:First start with a welcome message to help your new starters feel appreciated. An example is:{Name},I am really looking forward to you starting with the team. We are glad you chose to be a part of our team and are looking forward to having you join us. Then provide some general information on the company culture and team:Some good things to know about our team are:We love a good laugh and a good dad joke We always finish our Fridays with an early mark to have a meeting about the week, and often go out for a drink as a team after We have a team meeting on Mondays at 9am. This is a really important meeting to join every week, as we plan out our week as a teamThe company: Everyone wears casual on Fridays Once a month we have an off-site on a Friday as we go out for lunch Finally you want to give the new starter some good insights on how you work and what your preferences are. Some example are: I have no issue with people making mistakes as long as they let me know straight away and keep me informedIf you are seeking guidance on an issue, I prefer if you could also provide your recommended solutions to these problems, rather than just asking me for an answerI have a weekly meeting with each team member. I really appreciate when people come prepared to get the most out of the meetingMy door is always open to have a chat about work or life in general - I am here to support you Please be honest if something is bothering you, I don't like to sit on things and I would rather my team not either At times I can be hard on my team but it does come from a good place, I want to see you succeed. If you ever feel intimidated please let me know. Being too full on without realising is something I am working on Why is onboarding important?An effective onboarding process is beneficial for your new employee, you and your team, and the company. By creating an efficient onboarding process you provide a great first impression and set clear expectations from the start of your new employees career with your company. It ensures your new employees hit the ground running to reach performance goals sooner.For further recruitment support, the team at Reimagine Talent are always here to assist you in your recruitment process, so please don’t hesitate to get in touch.Start Hiring Request Information Pack
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candidates
What you need to know about the current supply chain job market 2023
What you need to know about the current supply chain job market 2023Supply Chain job market trends in 2023 in Australia are showing a softening across the market. This has been influenced by some large international companies being more conservative with hiring and holding off on releasing roles to hire.However, overall there is still demand for supply chain expertise and talent. The 2023 Australian supply chain job market remains positive, with Seek currently advertising over 8,000 jobs in the supply chain industry across Australia. Seek also suggests a predicted job growth for Supply Chain managers of 3.5% over the next 5 years.Peter Walsh, CEO of Australian Industry Standards (AIS) states in a recent report that, “Supply chains are a key cog in every business and a major contributor to our economy. The supply chain industries that support Transport and Logistics, Aviation, Maritime, and Rail provide essential services in the movement of services, goods, and people across Australia. These industries together employ over 679,000 people across its different sectors and generated annual revenue of over $179 billion from 2021-22.”The impact of digitisation on supply chain jobsOne of the key challenges currently faced by supply chain companies is a shortage of employees with the skills required in roles that have adopted the latest digital technologies. The follow on from the pandemic is still causing unprecedented needs in digital transformation in all sectors of supply chain. Business leaders in Australia suggest this is expected to continue to increase at least over the next three to five years. This has prompted supply chain companies to adopt new data analytics and digital technologies to meet the demands and changing needs of the industry and consumer environment. Digital transformation has certainly made the supply chain industry more agile and resilient, however, this has created a skills gap shortage.Upskilling, reskilling and training has never been more important. The World Economic Forum has reported that since the pandemic, on average, 40% of workers will require reskilling and 94% of businesses have indicated that they expect their staff to acquire new skills.What does this mean for supply chain talent when looking for a new roleSupply chain companies are looking for multi-skilled candidates to adapt to the changing landscape of supply chain. Companies are also looking for learning ability and aptitude to learn quickly.According to a report by Australian Industry Standards, “the top three technical skills in demand (in supply chain) are digital skills; the operation of new systems and emerging technologies; and STEM skills.” And the “top three non-technical skills are communication; flexibility and adaptability; and problem solving.” For candidates, this means developing competencies and experience with the digital supply chain, as well as human skills that can’t be replicated by technology, will be an attractive asset on your CV and improve your career longevity.Reimagine Talent founder and recruiter, Tabitha, shares her top tips for supply chain candidates:Look for opportunities in your current role and workplace where you can gain exposure and experience in different skills, particularly in digitisation and transformation. Where can you put your hand up for learning opportunities?Look for opportunities for upskilling. It may be within your current workplace or a short course or certification. Some supply chain industry bodies are also proposing new apprenticeships in specific roles to address skills shortages.Ensure you present yourself with the key skills that are in demand - showcase your diverse skills in your CV and at interviewJoin an association like the Supply Chain & Logistics Association of Australia (SCLAA), this gives you great exposure to networking and passive upskilling. They also have a fantastic mentorship program. If you’re looking for new career opportunities, our recent article “Best free resources to assist you with your job search” will help you with the information to improve your job seeking strategy.
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Best free resources to assist with your job search
Learn where to find the information you need to plan your career and improve your job seeking strategyLooking for new career opportunities can be a challenge, especially if you are looking at transitioning to a new career path. It can feel a bit daunting to say the least. Luckily, the Reimagine Team have sort out some useful resources to make the process a little bit easier.Of course, we are always here to help, so please don’t hesitate to get in touch if you would like to have a chat! Career PlanningWhat is a career plan and how do you develop one? Linkedin Learning’s free How to Develop your Career Plan course is a quick (25m) course to help you understand what a career plan is and how to develop and implement yours in an achievable way.Expert Advice on the Job Hunt ProcessJenny Foss, Career Strategist, presents a free course via Linkedin Learning, exploring fundamental aspects of the job hunt, such as crafting and optimising your cover letter and résumé, finding job listings, utilising recruiters, professional branding, interview preparation and negotiating your salary.Finding Jobs: 6 Quick TipsRecruiters: Register with a recruiter, such as Reimagine Talent, and become part of the talent pool to be first to hear about jobs that might not even be advertised yet!Register With UsLinkedIn: a great tool to proactively search for advertised jobs via LinkedIn Jobs search. You can also enable the #OpenToWork feature on your profile to attract potential employers and recruiters.Network: Reach out to friends, colleagues, past university facilitators, and even previous recruiters and let them know you are looking for work.SEEK: Is a well-known website to search for job opportunities, where you can also save your job search criteria and setup email alerts for roles that might suit you. Another way to use SEEK is to register and update your account profile visibility, allowing potential employers to view your résumé and contact you with suitable opportunities. Alternative job search sites include SimplyHired; Glassdoor; CareerJet; Jobactive; CareerOne; Adzuna and Jora.Industry Specific: Many professional and trade associations have online job boards where members and industry groups can list career opportunities in the sector niche they represent. Furthermore, industry-specific search websites can be useful for a targeted approach, such as EthicalJobs.com.au for the not-for-profit sector.Prospective Employers: Check the ‘careers’ section of company websites regularly or make direct contact with an expression of interest.Résumé & Application Preparation If you are searching for a job for the first time or you haven’t updated your résumé in a while, it’s important to get the basics right first! Next, its time to make it shine with Reimagine Talent’s 5 CV Tips.Want to learn more about résumé preparation? Prepare to Apply for a Job (Section 3) of LinkedIn Learning’s A Career Strategist's Guide to Getting a Job course is a great resource to review in just 10 minutes.Does the job ad have Key Selection Criteria? Some job applications require you to make statements about your knowledge, skills and experience against a list of criteria to highlight your suitability for the role requirements. Key Selection Criteria can be intimidating if you are not practiced at responding to them, but they are crucial to address in order to be considered. This guide provides clear steps on how-to address Key Selection Criteria.Interview - Preparing & Negotiation As a candidate, the interviewing process can sometimes appear to be a somewhat mysterious and nerve-racking undertaking. While it might feel like a crystal ball might come in handy in these situations, being as prepared as possible is your best option. Importantly, remember all other candidates are nervous and your interviewer has been in your position before too!Type of interview: There are different types of interviews including screening; informal; formal and group interviews. To understand more about the purpose and structure of different types of interviews, we recommend reading 'Interview Tips’.Do you fumble and get stuck in interviews? 6 Interview Skills That Will Get You Hired provides strategies that will help answer interview questions with poise, precision and professionalism. Additionally, whether you have ‘botched’ an interview or just want to follow up, what should you do? LinkedIn Learning’s A Career Strategist's Guide to Getting a Job course (Section 4 – Interview Like a Pro) is a great go-to guide for these scenarios.Entitlements, Salary and NegotiatingIf you have been successful in being selected as a preferred candidate, congratulations! We know you are taking a little sigh of relief…. but before you sign on the dotted line, you still have some important steps to take. Its time to talk about the nitty gritty of salary, working arrangements and negotiating. We know this might fill you with dread, but we’ve got you covered and have gathered together some great resources to guide you through the process. Firstly, the ‘money talk’, a must read to help you tackle this area with confidence is our Founder, Tabitha West’s 5-minute read, How to talk about money in the recruitment process.Next, money isn’t the only negotiable aspect of your work agreement to consider, and particularly in the post-COVID landscape many employees are more commonly seeking flexible working arrangements. Fair Work has published a best practice guide for Flexible Working Arrangements. Here you can read about types of flexible working provisions, legal requirements and more.If you are a woman (or man for that matter) seeking to negotiate your salary or working conditions, Security4Women have created an invaluable negotiation checklist.Finally, all employment in Australia must meet the standards set out by Fair Work. Read, Before Starting Employment, to find out about your rights and responsibilities.Remember, the Reimagine Talent team are always here to help, so please don’t hesitate to get in touch.Register With UsSearch JobsAsk A Question
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candidates
A Mother’s Guide to Getting Back into the Workforce
My situation is slightly different from the norm. My husband and I had a role reversal. It started with our first Luka who is now two, where my husband took 6 months off when he was born. He is lucky enough to work for an employer who offer 14 weeks paid paternity leave. We have since recently welcomed a little girl in February and my husband is taking over 12 months off to be the primary carer. This said I do work from home so we of course work as a team to care for our little ones. There are a few things I have learnt over the past two years on being a mother and running my own business (all of these will also be relevant to you if you are employed):When becoming a mother it is more important than ever to either 1. Be doing something you are passionate about (when you love what you do, it adds to your energy rather than drains you), or 2. that you are very good at and you find most of the role comes naturally (this means it won’t take up too much of your physical or mental energy)You can't ‘have it all’ - you can’t be wildly successful and always present for your children. The reality is you have to choose where you place your priority. I thought I could do both equally well but in reality one will always take priority over the other. This has been one of my biggest challenges as I am naturally very driven and have high energy so I always have to be doing 3 things at once. I’ve learnt the importance of slowing down since having children.It is important to work for an employer that truly provides flexibility and understanding when it comes to work life balance and is very supportive, or of course like me work for yourself! When finding out I was pregnant with our second, I decided that this time I wanted to do things differently and really thought more consciously about the three things I’ve shared above. It's not an either/or situation when it comes to motherhood and a successful career, but you need to pick one to ‘master’. This time I have decided to master motherhood. This doesn’t mean that I won’t be continuing working. It doesn’t mean I won’t continue to service and support my clients and candidates with full focus and attention. But I have decided what my priority is, my children, and everything else comes second 80-90% of the time. I have made conscious decisions about taking on work and the type of work I am doing. Prioritising your family whilst returning to work is something you can also do if you are employed. You can discuss with your manager before going on MAT leave what your plan is, and what options are available for your return. Some examples of options may include: Switching from full time work to part time (e.g. returning 2, 3 or 4 days instead of 5, or working half days).Exploring other roles within the team or company that will enable you to have more mental space for motherhood (for example if your previous role was very intense).Expectations around when you would like to return to work after maternity leave.Asking if you will be able to have more flexibility in your hours or work location (e.g. work from home options).If you are planning / soon to have a family, or planning on returning to work after a baby, start asking yourself questions like:Will my current role or career complement my journey into motherhood? If money or career status was not my main driver, what would work look like as a mother? Will my current employer be supportive in my journey? Be patient with yourself. They call it a “transition” for a reason. It’s important to be kind to yourself, and know that you’re doing the best you can with what you have at the moment you’re in.Register With UsSearch JobsAsk A Question
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Why You Should Consider a Skills-First Approach to Hiring when Facing Economic Uncertainty
A skills-first approach to hiring is poised to be the way of the future. Skills-first approach is one that emphasises a person's skills and competencies to determine the capability and fit of a candidate, over education, work experience or personal referrals. This enables employers to increase and diversify the size of their talent pool, find and attract quality candidates, and be confident that the candidates will have the skills needed to succeed in a role and in the team. According to the World Economic Forum, employers who use a skills-based approach to hiring are 60% more likely to find a successful hire compared to those not relying on skills as part of the hiring process.Employers don’t often realise that the skills candidates have from one job can be transferred to another. So whilst an ideal candidate may not have the same job title, their skillset may enable them to succeed in another role.This is important in the current uncertain economy and with new trends reshaping the world of work. Often job vacancies are being put on hold, lowering available resources in businesses. Which makes it more important now than ever before to hire the best talent for your team, based on their skills and competencies, which will enable employees to be adaptable to changing roles and responsibilities when needed.In 2022, companies including Apple, General Motors, EY, Google, IBM, and PwC, among others, removed degree-based application requirements for several roles and opened employment access to non-traditional applicants."What matters most is that people – like organizations – remain resilient and relevant and hence employable over time. In today's fast-paced world, formal education, training or job experience acquired in the past have the potential to become obsolete very quickly, therefore we need to focus not on what people have done in the past but on what they are capable of doing in the future" — Judith Wiese, Chief People and Sustainability Officer and Member of the Managing Board, Siemens.How can businesses take a skills-first approach to hiring?1. Map employees’ skillsThis will provide an understanding of any critical skills gaps required in your business. It will also make it easier to match potential candidates.2. Rethink job descriptions and focus on the skills required to succeed in the role. The job description should include the results you’d like to see, rather than the type of qualifications that you think could deliver them. Highlighting the desired skills — the candidate’s ability to perform certain tasks — gets to the same results without creating an unnecessary barrier to entry, like a requirement for a four-year degree. 3. Focus interview questions on the skill set required, and potentially any assessments that can measure them. As part of our unique process at Reimagine Talent all candidates complete a work-styles behaviour assessment. This means we can provide our clients with a pool of talent who have the necessary skills to excel both in a role and within the business.Future-proofing your businessAlongside using a skills-first approach to hiring, more and more companies are investing in improving the skill set of their current workforce. This enables employers to future proof their businesses by having employees with a variety of skills that they can leverage across the organisation, and the ability to adapt to the changing working landscape and changing business priorities that is occurring in the current uncertain market.In 2021, Amazon invested more than $700 million to provide up-skilling training to their employees. JPMorgan Chase added $350 million to their $250 million plan to upskill their workforce. PwC spent $3 billion to upskill all of its 275,000 employees over the next three to four years; the mantra of the program is “New World, New Skills.”Investing in up-skilling employees means businesses will attract the best talent when hiring, improving the quality of their workforce and company culture, which leads to business growth.According to LinkedIn’s Workplace Learning Report 2022, having opportunities to learn and grow is now the number one factor that defines an exceptional work environment.When we speak to candidates looking for new roles, one of the most important things they consider when looking for a new role is career development opportunities. Candidates want the opportunity to upskill and re-skill and grow their career with your business. According to a June 2020 survey conducted by Glint, a human resources software company owned by LinkedIn, an overwhelming number of employees — 97% — want to expand or at least continue the amount of time they spend learning. Employees who see good opportunities to learn and grow are 2.9 times more likely to be engaged. For further recruitment support, the team at Reimagine Talent are always here to assist you in your recruitment process, so please don’t hesitate to get in touch.Start Hiring Request Information Pack
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