Our Founder
talking about
our 'Why'
Our Services
We help you assess, secure and onboard the right talent for your business and teams. We have a variety of engagement models that we tailor to your needs. From executive search assignments, to scalable onsite talent acquisition and advisory solutions, or part services utilising some depth of expertise and assessment tools.
Our Process: How we are Different.
Right Match
Client Briefing
We begin with a comprehensive briefing process with the key stakeholders associated with the role. We determine the right competencies, skills, experience to be successful.
Combined with an understanding of your Employer Value Proposition so we can accurately communicate the benefits and opportunity of your role and business.Behavioural / Workstyle Match
We utilise two profiling tools depending on your industry and requirements. Engaging trained psychologists, the manager of the new hire is profiled and debriefed of their profile. From this profiling process, we are able to use this as a guide for matching with final stage candidates in the process.
Our Process: How we are Different.
Tailored Search & Process
Clear Timeframes & Stages
We define a clear process with recommended time frames for shortlist, interview stages, offer and placement to ensure you have success in appointing the right person.
Defining this upfront ensures you manage the talents expectations and you dont lose talent in the process.Recommended Shortlist Size
We feed our market knowledge of the role and nature of your requirements into the process so you can feel confident you are comparing everyone at the same time to make a clear decision on who should progress forward.
Client Resources
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clients
International Women's Day 2024
International Women's Day has really gained momentum in the last five years. I often hear the question, “How can we, as Supply Chain leaders, get more involved in International Women’s Day?”As a result I thought I would provide some ideas on how Supply Chain leaders can get more involved in International Women's Day.International Women's DayInternational Women's Day (IWD) is a global day celebrating the social, economic, cultural and political achievements of women. The day also marks a call to action for accelerating gender parity. The 2024 theme for IWD is ‘inspire inclusion: collectively we can all play a part.’Much progress is still required for advancing gender equity in the workplace. A 2023 Women in the Workplace study by McKinsey & Company and Lean In, found that one of the biggest barriers to women’s advancement in their careers and in the workplace is at the critical first step in entry-level to manager. The study found ‘that for every 100 men promoted from entry-level to manager, 87 women are promoted. And this gap is trending the wrong way for women of colour: this year, 73 women of colour were promoted to manager for every 100 men, down from 82 women of colour last year.’A further recent 2023 report by the Australian Workplace Gender Equality Agency states that the current gender pay gap in Australia is 21.7%.For Supply Chain why does the above figure matter, other than making sure our sector has a level playing field? The main reason is that it can have a big positive impact on your supply chain function. We have found that most managers are prioritising influencing and relationship building skills when assessing candidates for their vacancies. We have found through using our psychometric assessment tool (Talogy) to assess hundreds of candidates, that females in Supply Chain bring overall stronger natural abilities in their area. The Women in the Workplace study also revealed that bias contributes to women being passed over for jobs and promotions, and almost 60% of women regularly experience microaggressions at work. On a positive note, 87% of companies are highly committed to gender equity, which often comes from senior leaders, management and male employees. This is a huge increase from 56% in 2012.So what are the benefits of getting involved in IWD other than “it's a nice thing to do.”A Harvard Business Review study found that gender diversity leads to more productive companies. Gender diversity increases innovation, ideas and creativity and diverse teams build stronger connections with clients and customers. The study also found that diverse and inclusive company cultures lead to more satisfied employees. Happy employees are more productive, more likely to stay at the company for longer, and more likely to recommend the company to others as a great place to work.Women bring another diverse skill-set to Supply Chain. In the same way that more diverse Supply Chains are more successful, a more diverse workforce makes a business more successful. At Reimagine Talent we conduct work style assessments when candidates register with us. We have found some core skill sets that female candidates tend to score higher in, male candidates tend to score lower in, in comparison. These skill sets are:Influence and persuasion Planning and priority setting Another Interesting point of difference between male and female candidates is that males score higher with ‘Directing’ leadership styles and females score higher with ‘Leading and Coaching others’.These skill sets are vital to have within Supply Chain teams and hiring a more diverse team can provide a balance of these skill sets to help the function perform at its optimal level.How can you practically contribute to IWD? There are many types of events and activities happening on IWD, and anyone anywhere can hold an IWD event. Here are some ideas for the Supply Chain industry:Attending an industry specific event - attending and even inviting (or taking) a female colleague to an event like this is a great way to get involved. Hold a breakfast/lunch or morning tea at your office - you could ask a female colleague to share their experience working and building their career in Supply Chain Review your Supply Chain for opportunities to further support women-led small businesses Organise a fundraiser for charities that support women With this all in mind, how can you work towards having a more diverse, inclusive and equitable workforce?
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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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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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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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