Caroline De Kimpe

How are you going? We're into the new financial year, plans are being made, budgets allocated. Is it time that you developed (or reviewed and updated) a Strategic Attraction and Retention Plan? Call me to discuss how you can work from the Government's industry development plan for your industry (like the "Shaping the Future" 10 year plan for the early childhood education sector) and your organisation's own strategic plan - to create a workable, manageable strategic attraction and retention plan. We can review your attraction strategies, diversity initiatives, data sets and recruitment methodology. We can work on your Employer Branding and culture. We can look at what attracts and retains people in your industry and what you need to do to master attracting real talent - and retaining it. Lets meet up in July to discuss your needs so I can send you a proposal to help you. No obligation first meeting - call me! See what others say about how I have helped them develop their strategic attraction and retention plan here: https://lnkd.in/ggag8XbZ #attraction #retention #ShapingtheFuture #earlychildhood #recruitment

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The 4 Attributes I Look for in a Candidate During the Hiring Process Here is my latest feature in an expert opinion piece in "The Big Smoke Australia." The article, "Onboarding Beyond Qualifications," explores the nuances of effective onboarding strategies that prioritise cultural fit and potential over just qualifications. While qualifications may be a baseline for many hiring decisions and cultural alignment is a non-negotiable, it is the inherent intangibles that truly determine the potential of a candidate to achieve long-term success and cohesion within your team. There are four attributes I look for in a candidate that are indelibly cast, regardless of the environment, training, management or circumstances: attitude, character, emotional intelligence, and personality. I place more or less emphasis on each of these depending on the position, but they are all core interpersonal attributes, or soft skills. For example, you might not need a programmer who works remotely to have a sparkling personality or exceptional emotional intelligence, but a good attitude, strong work ethic, and a team mentality help enormously when pooling their skills with the rest of your team. Conversely, a salesperson would likely benefit from great EI and a sparkling personality. These form the foundation of how a person interacts with others, handles challenges, and navigates the work environment. These attributes go beyond technical qualifications and reflect a person’s inner attributes, making them a critical factor when building cohesive, resilient, and high-performing teams. These behavioural traits or foundational qualities invariably predict long-term success and cultural fit within your organisation. Read the full article here: https://lnkd.in/g8qeEnQR #HumanResources #Onboarding #WorkplaceCulture

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In the 2024 election, employment legislation will be a key issue for voters. See below for each Parties position on Workplace Reform LABOUR Day-one rights: Remove qualifying periods for basic rights like unfair dismissal, sick pay, and parental leave so they become day-one rights. Single status of “worker”: Remove current distinction between employees and workers so that all workers are afforded same basic rights and protections Strengthen rights: Strengthen existing rights and protections, including for pregnant workers, whistleblowers, workers made redundant, and workers subject to TUPE processes. Raise wages for workers: To at least £10 per hour for all workers whose NMW rate is not at that level; Sick pay: Increase Statutory Sick Pay (SSP) and make it available for all workers including those currently excluded because of low wages. Close pay gaps: Act to close gender, ethnicity, and disability pay gaps; permit equal pay comparisons across employers where comparable work is carried out; and publication of ethnicity pay gap to be mandatory for firms with more than 250 staff. Tackle harassment: Require employers to create and maintain workplaces and working conditions free from harassment, including by third parties. Flexible working: Default right to flexible working from day one with employers required to accommodate this as far as is reasonable. Family-friendly: Extend statutory maternity and paternity leave; introduce right to bereavement leave; make it unlawful to dismiss pregnant employees for six months after return from maternity leave except in specific circumstances; and review shared parental leave system. Caring responsibilities: Strengthen rights of workers to respond to family emergencies with paid family and carer’s leave, flexible working, and greater ability for workers to enforce rights. Zero-hours contracts: Ban “one-sided” flexibility; anyone working regular hours for 12 weeks or more will gain right to a regular contract to reflect hours worked; and all workers to get reasonable notice of any change in shifts or working time, and recompense for cancelled shifts. Fire and re-hire: Improve information and consultation procedures; and adapt unfair dismissal and redundancy legislation to prevent workers being dismissed for not agreeing to a worse contract. Mental health: Raise awareness of neurodiversity; and review provision for stress, mental health, and Long Covid. Right to switch off: Introduce a new right to disconnect and protect workers from remote surveillance. Update trade union laws: Strengthen trade union right of entry to workplaces; simplify process of union recognition; strengthen protections for trade union reps; and new duty on employers to inform workforce of right to join a union. Enforcement rights: Extend time limit for bringing employment tribunal claims; and remove compensation caps. #employmentlaw #generalelection #workplacereforms #politicalparties #labour #conservatices #liberals

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Want to know more about outplacement and redundancies from what help is available and what employers must do to ensure legality - to which industries are most at risk? The best place to go is the Outplacement Adelaide Linked in showcase page or https://lnkd.in/gBuynVzQ Check out todays post to see which retailer is sadly shutting hundreds of Australian stores #outplacementadelaide #outplacmentconsulting #outplacementservices #redundancies #joblosses #redundancy #outplacement #careertransition

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Did you get your copy? If you missed out on your hardcopy keep an eye out for the book highlights in my Linked In posts and the Development at Work Australia Linked In page: https://lnkd.in/g_M9WEqw What readers said: Customer Review. Amazon Customer 5.0 out of 5 stars Very important read for today's HR people Reviewed in Australia on 16 September 2022 "This book is an essential read for anyone that is required to attract and retain talent. .... Highly recommended" “Bridget has written what is sure to become the definitive guide to retention and attraction. The book sets out a clear and easy to comprehend model, breaks the subjects down into their component parts and brings them to life with current real-world examples. The book draws upon relevant and up-to-date data and draws on Bridget’s decades of experience in translating this all into actionable insights. An east to digest handbook and reference that has the power to transform your organization.” #attractionandretention #employeeattraction #employeeretention #findinggoodpeople #recruitment #HR #peopleandculture #attractingtalent #retainingemployees #findawayormakeone

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Interesting report from the team at HiBob and RMIT Online on the skills and training gaps employees are feeling in the workplace today. It's worth a quick read. Overall, many feel things are kind of ok - but there is also a strong desire for more - in hard and (especially!) soft skills. 🎯 As noted in the report, one-third of occupations are experiencing skills shortages today, and the lack of digital skills alone is costing the economy $3.1billion a year. Productivity has also declined dramatically since 2016 - so it's time to address how we help people develop in a way that suits them. I found the call-out for training in soft-skills particularly interesting, especially in the face of emerging #ai. Employees are looking to develop analytical, entrepreneurial, interpersonal and leadership skills - the focus on human interactions will only continue to increase! Check out the report here: https://lnkd.in/gp7C664i Thanks for the great analysis Nic Cola #hrtech #empathy #personality TALY Australia

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It's important when creating and EVP not to become too internally focussed. It can easily become an exercise in navel-gazing. You’ll also want to see where you sit versus the competition, and in the eyes of those you’d like to attract. Investigate competitors' EVP narratives, what are they saying about themselves and how? Get feedback from new starters, recruiters, even an external pool of your target market, for the perceptions of those outside the organisation. Look at your target audiences, by roles or demographics, how can you best appeal to their motivation and needs? Use what you find to enhance the difference and relevance of your offer.

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Now is not the time for a 'cunning plan'! It is the era of 'keep calm and consult'. This was the key message at the Minter Ellison end-of-year employment wrap-up. Employment law in Australia has now become highly employee-centric with recent caselaw tipping the burden of proof further across to employers over the past 12 months ⚖️ This means all actions need to be lawful and defensible and not manufactured to achieve a certain outcome. Policies need to be watertight, employee training needs to be watertight 💦 In general, assumptions will be the employer is at fault unless proven otherwise so having clear recordings of conversations, meal breaks and all the other elements of employment is important - record record record! 📝 In this era, managers must be upskilled and quirks ironed out of employment arrangements 📑 There is also likely to be a keen focus on AI over the next 12 months with employees bargaining for a slice of the productivity savings pie 🥧 Good luck out there everyone - the rollercoaster will continue! 🎢 #contractofemployment #AI #workplaceproductivity #employmentlaw #HRpolicies #FairWork #WageTheft

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How to recover from cultural issues. Here's a great article I read. I would be happy to chat if you have any questions about the subject. https://lnkd.in/gAuRhva4

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📣 #𝐍𝐀𝐈𝐃𝐎𝐂𝐰𝐞𝐞𝐤2024 - 𝐖𝐡𝐚𝐭 𝐚𝐫𝐞 𝐭𝐡𝐞 𝐜𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬 𝐚𝐧𝐝 𝐧𝐞𝐞𝐝𝐬 𝐨𝐟 𝐟𝐢𝐫𝐬𝐭 𝐧𝐚𝐭𝐢𝐨𝐧𝐬 𝐩𝐚𝐫𝐞𝐧𝐭𝐬 𝐚𝐧𝐝 𝐜𝐚𝐫𝐞𝐫𝐬? In our 2024 National Working Families Report, Aboriginal and Torres Strait Islander employees reported that: 😰 64% feel stressed when balancing work & family commitments ⌛ 53% find it difficult to take time off for sick children or family members (compared to 40% of survey total) This comment from an Indigenous mother brings this data to life: "𝐈 𝐡𝐚𝐯𝐞𝐧’𝐭 𝐝𝐢𝐬𝐜𝐥𝐨𝐬𝐞𝐝 𝐦𝐮𝐜𝐡 𝐭𝐨 𝐰𝐨𝐫𝐤 𝐚𝐛𝐨𝐮𝐭 𝐭𝐡𝐞 𝐜𝐨𝐧𝐬𝐭𝐫𝐚𝐢𝐧𝐭𝐬 𝐚𝐧𝐝 𝐰𝐚𝐬 𝐢𝐬𝐨𝐥𝐚𝐭𝐞𝐝 𝐝𝐮𝐫𝐢𝐧𝐠 𝐜𝐨𝐯𝐢𝐝. 𝐀𝐬 𝐚 𝐬𝐢𝐧𝐠𝐥𝐞 𝐈𝐧𝐝𝐢𝐠𝐞𝐧𝐨𝐮𝐬 𝐦𝐨𝐭𝐡𝐞𝐫 𝐚𝐧𝐝 𝐰𝐨𝐫𝐤𝐞𝐫, 𝐈 𝐟𝐞𝐥𝐭 𝐢𝐭 𝐰𝐨𝐮𝐥𝐝 𝐛𝐞 𝐛𝐞𝐭𝐭𝐞𝐫 𝐩𝐞𝐫𝐜𝐞𝐢𝐯𝐞𝐝 𝐭𝐨 𝐧𝐨𝐭 𝐝𝐢𝐬𝐜𝐥𝐨𝐬𝐞 𝐦𝐮𝐜𝐡 𝐢𝐧𝐟𝐨 𝐨𝐫 𝐬𝐡𝐚𝐫𝐞 𝐰𝐢𝐭𝐡 𝐜𝐨𝐥𝐥𝐞𝐚𝐠𝐮𝐞𝐬 𝐢𝐧 𝐜𝐚𝐬𝐞 𝐢𝐭 𝐰𝐨𝐮𝐥𝐝 𝐚𝐟𝐟𝐞𝐜𝐭 𝐚𝐧𝐲 𝐣𝐨𝐛 𝐨𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬.” Employers have an important role to play in supporting First Nations families by improving their understanding of kinship care and removing barriers that prevent employees from speaking up. Read more here 👓 : https://lnkd.in/gc_bjPRN #NAIDOC #Familyfriendly

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Career development isn't just about checking off boxes- it's about empowering your team with the skills they need to thrive and grow. When employees feel supported in their growth, they stay longer, bring more energy to their work, and spark innovation across your organisation. ✨ A skilled and engaged team is not only more resilient in the face of industry changes but also seizes new opportunities with enthusiasm and confidence. 🌟 So, as we look ahead to 2025, it's the perfect time to unwrap a career development program that gives all year long! Let’s build something that sparks growth, boosts retention, and drives success. Interested in learning more? Get in touch with us at [email protected] to discover how we can support your employees. Netwomen™️ For individuals, join the program here ➡️ https://lnkd.in/gw7i-Qd6 #CareerDevelopment #EmployeeEngagement #GrowthMindset #Leadership #2025Goals #TeamSuccess #Netwomen

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Episode 4: the dreaded mandate.....The Return! There's no doubt Amazon and Tabcorb here in Australia, have set the cat amongst the pigeons with their '5 day return to the office' presenting HR leaders with yet another challenge in the evolving landscape of work. As Leaders work through what's best for their business and people, priorities shared with me were common across industries: 🏠 Embracing the Best of WFH: Leaders recognise the benefits that flexible work arrangements provide, including increased productivity and employee satisfaction. ⚖️ Ensuring Equity of Flexibility: creating opportunity for flexibility across different role types and functions to support all employees fairly. 💪 Protecting Gains for Underrepresented Groups: many leaders are determined to retain the benefits that remote work has offered to underrepresented groups, ensuring that these gains are not lost in the transition back to the office. Forward-thinking Leaders are working to create an experience that helps people do their best work, feel included, in an environment that connects them. Achieving this will require an iterative approach - one that embraces experimentation and new ways of working, all grounded in trust. Let’s also remember that flexibility was valued long before the pandemic. I’ve experienced this firsthand with my time at Oracle (it was fantastic for this). Gartner found 36% of senior managers actively seeking a new role said a return-to-office mandate was a driving factor to go to market. 33% of candidates surveyed said they decided to not puruse an application when the organisation they were interested moved to return to the office. Flexible working has transitioned from being a desirable 'benefit' to an essential component of the employee experience and a companys talent strategy will depend on it. The effort to design ways of work that support both business objectives and employee continues to evolve. How are you navigating these challenges and opportunities?

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Technology is a useful servant but a dangerous master. The message coming from Anthony Albanese this week for our younger generation is clear. Albanese wants kids to spend more time engaged in physical activities and less on social media. This aligns with broader concerns about the mental health impact of constant screen time and social media exposure. However, it’s not only our younger generation. In today’s hyper-connected world, the lines between work and personal life often blur, making it harder to switch off. Emails, social media, and messaging apps are constantly vying for our attention, even outside work hours. The need for digital detox has become more pressing than ever as people seek to reclaim balance and well-being. Have a read – the rise of digital detoxing might be very real in your office or home life. #digitaldetox #unplugtorecharge #screenfreetime #balanceoverburnout #mindfulliving #techbreak #lifebeyondscreens https://lnkd.in/gZeABB9U

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There is a study revealing that three out of four Australians would turn down job offers if a company’s culture didn’t feel like the right fit. By recognising the weight of cultural alignment, businesses can ensure they attract and retain the best talent. Read on to discover why culture should be a top organisational priority. 🔗https://lnkd.in/g7GDmEn5 #CompanyCulture #WorkplaceWellness #TalentAttraction

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Our Conflict Management Masterclass will transform your workplace culture. By equipping your team with the tools to navigate conflict with ease, you'll create a positive and productive environment where everyone wins. Ready to unlock the full potential of your team? Join our Masterclass today! Link: https://lnkd.in/gJWsZvTF

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Can you believe it's almost the end of the financial year? How are your personal and professional development plans coming together? If improving your presentation skills is on your list, then this course that I'll be facilitating on June 28th might be for you. https://lnkd.in/gqZ-UAeT

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Do you want to know what makes working with HR Gurus Pty Ltd different to the average HR Consulting firm? It's simple HR solutions that make sense and have an impact, that's what. You will find no fluff here. No jargon. No BS. Just a team of peeps who truly love working with great clients who want to elevate their approach to HR to unlock better business performance. It's the little and big things we do every day. It's making a founder feel safe and supported in their time of need. It's learning about a CEO's dream and then helping them create a team of people who also share that vision. It’s helping a manager have a tough conversation in a kind and humane way that leads to empathy, understanding, and improved boundaries. We have our client's back when it counts. And it just feels so good when we can help people to have a better experience when it comes to dealing with the dreaded #humanresources. We aren't all bad. In fact, many of us are good. Very bloody good. To learn more about our model for HR download our ebook (link in the first comment). #hradvice #hrconsultants #hrconsultancy #hrpeople #hrmelbourne #hrm #humanresources

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