Lorraine Carr

What are the Flexible Working Policies that really work, and how flexible are they?   Research with over 300 Australian executives reveals a demand for leaders who possess not only a vision for the future but also interpersonal acumen and leadership influence to navigate the hybrid workplace.    If you’re interested in leading more effectively in a hybrid world, I’d recommend attending CEDA - Committee for Economic Development of Australia’s livestream event on Workforce Capabilities to lead in a Hybrid World with the panel discussion facilitated by our own Dr Marcele De Sanctis.   This panel discussion will explore the core of 'future capability' and its significance for cultivating a high-performance hybrid culture. Hear which capabilities are most prized by Australian leaders in a hybrid world. Learn how to recruit for, develop, and anticipate these capabilities in your workplace and understand the steps to shape a future-capable workforce culture that connects beyond borders.   Moderated by Dr Marcele De Sanctis, Managing Partner of Future Leadership, hear from an expert panel featuring leading organisations BUPA, Metro Trains and Yarra Valley Water providing insights into the most important leadership capabilities to create connection, alignment, and innovation.   More information on this event including the panellists can be found in the comments section. This livestream is free for CEDA members, so we encourage you to register using your CEDA account. #HybridWorking #FutureOfWork #FlexibleWorking

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Kia ora LinkedIn network, Long time scroller and yet an infrequent poster, so I thought I would provide some insight based on my knowledge of the current market (government focus)   A common topic of conversation (both with clients and candidates) has been "when will things start to pick up"? At last we are starting to see a little movement! We had all waited with baited breath for the new financial year and government funding to come through thinking July may be the month, but things seem to have spilled over to August and likely September as sign-off is finalized and priority roles are decided on. We are now seeing the wheels start to turn and some contract roles come through, particularly in pre-determined programmes of work, as organisations ramp up for delivery. Timeframe wise as some processes can take over 4 weeks to land a preferred candidate, Managers will be looking to try and get this done sooner rather than later as this will lead to onboarding in September/October leaving some time for delivery for Christmas. Any later and that window shortens meaning that with generally quiet months in December and January, delivery will become tougher February through June 30th.   From the permanent job market side, a number of organisations have almost finished their restructure and Expression of Internal interest phase, which will mean the remaining positions identified in the new structure will hopefully be advertised in the next 1-2 months. This will provide more opportunity to those affected by these processes who didn't necessarily have suitable roles internally to transition across to.   If you are actively seeking a role, preparing now so that when a role comes across is crucial!   - Formatting your CV - Updating your LinkedIn with your recent roles AND SKILLS! - Updating your Seek account   The above will make it easier for recruiters to reach you with suitable opportunities as well as make things smoother for your own direct applications. If you have questions about your job search PLEASE reach out to myself or one of the team as we understand it is tough out there and want to help set you up as best we can for success.   If you managed to stay engaged this long thank you for reading and let me know if these types of updates are valuable or suggest other questions we can possibly ask our clients to provide further outlook as we barrel towards the end of the year. Natasha Keith l Justin Purdie l Anna Johnston l Ben Skilton l Amie Lyver l Henry Deans l Tom Mulvey

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While almost a distant memory, my recent time away provided space to reflect on the first part of the year. As some will know, I launched hireQ Consulting in February after a great number of years working inside one of Australia's most iconic retailers. Fair to say the move from corporate to start up has been a major adjustment and provided huge learnings. While there has been periods of doubt and fear, it's been a lot of fun working with the job seekers and hiring organisations I have been lucky enough to partner. I am incredibly thankful for the trust that all I have worked with so far have provided. The confidence shown has been greatly appreciated. Some of the searches so far that we have completed on include; ✅ Head of Commercial - emerging Sports Media and Marketing agency ✅ GM Growth (x 2) - Growing logistics/freight management firm ✅ GM Digital - Multifaceted retail/wholesale group ✅ COO - Australian founded global footwear brand ✅ Senior Marketing Manager - Australian founded global footwear brand ✅ Senior Key Account Manager - Australian lifestyle apparel brand ✅ Digital Manager - Australian retail apparel group ✅ Head of Customer Experience - Established transport provider All of these were crucial and strategic needs for each organisation, thus requiring complex and multifaceted searches. What enabled the success in all of these was the committed partnership with each client and a focus to work as one to secure the right person for each role. Equally, the openness and commitment that each applicant has shown through the process has been amazing. While you can only fill each role with one person, my approach has been to provide all I've interacted with coaching they can leverage throughout their job search. The aspiration when I started the business was to provide a higher quality talent and job search experience - small steps so far but I am committed to making this a reality each and every day. If you think I might be able to help you in your next talent or job search, please don't hesitate to reach out - I'd love to talk to help if I can. #thanks #appreciation #execsearch #jobsearch https://hireq.com.au/

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"Culture Clash: Is Flexibility the New Office?"  I’m wondering....… with the push for full-time office work versus flexible models, how do you find the right balance for your team? With the recent mandate from the New South Wales government requiring all public employees to return to the office full-time, the debate over remote work is heating up. The Premier’s decision emphasises the importance of physical presence to strengthen public institutions and workplace culture. However, this moves contrasts sharply with other states like Victoria, which continue to support flexible work models. From my perspective, this decision raises important questions about the future of work.  I believe that physical presence is crucial for rebuilding strong bonds and enhancing workplace culture. Returning to the office can help rekindle connections and foster collaboration that’s harder to achieve remotely. 🏢 However, I also see the benefits of flexible work arrangements in terms of employee satisfaction and productivity. The pandemic has shown us that remote work can be effective, allowing employees to maintain productivity while achieving a better work-life balance. 🏠 Do you believe a set number of office days is necessary, or is there room for flexibility in how we work?  I’d love to hear your thoughts on what models are working best for you. 🧐  

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Navigating layoffs, redundancies, and restructures can be a challenging experience, but understanding your rights and the next steps can make a significant difference. With Aotearoa New Zealand's current economic shifts due to higher interest rates and government cutbacks, it’s more important than ever to be prepared. Here are some essential tips if you find yourself in this situation: 🔍 Understand the process: In Aotearoa New Zealand, any restructuring must follow a legally defined process that ensures fairness and transparency. Familiarise yourself with these procedures to know what to expect. 📝 Prepare strategically: Start by updating your CV and LinkedIn profile, and consider reaching out to networks and recruitment agencies. Preparation can place you in a strong position should you need to seek new employment. 👂 Seek advice and support: Don’t hesitate to seek professional advice. Understanding your rights regarding redundancy payouts and entitlements is crucial. Restructures are complex, but taking proactive steps can help you navigate these changes more effectively. For detailed guides on managing layoffs, redundancies, and restructures in Aotearoa New Zealand, including your legal rights and strategic tips, visit the "Layoffs, Redundancies and Restructures - Your Rights and Next Steps" comprehensive resources at MoneyHub.co.nz https://lnkd.in/gYPQHQZX #employmentrights #restructuring #layoffs #jobsearch #careeradvice #aotearoanewzealandjobs #redundancy #employmentlaw #workrights #careertransition _________ ♻ Repost to help your network if you found this useful ✅ Follow advovation, Rose-Marie Nathan, and customise talent partners for more 📧 DM to collaborate

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There are two things I like to see brewing on my desk, a good cup of English Breakfast Tea AND the results of the Talent Guide survey 🍵 If you haven't already, jump on the link below and fill out the survey, your insights are crucial in shaping the workforce of tomorrow. 🔗 https://lnkd.in/gUeTZzbx #cuppatea #TalentGuide

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Together with the Tech Council of Australia and Dr. Ivonne Ranisch (DBA), affix will be hosting the talent leaders network over lunch and a meaningful discussion about embracing neurodiversity in the tech workforce. How can organisations create a more inclusive environment? How can you attract and retain great talent? If you'd like to join leaders in the tech industry ask the tricky questions and go beyond the surface level of such an important topic, register and come along.

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Navigating Tough Times: Lessons from a Wellington Café Wandering through central Wellington today, my colleague and I were on the hunt for a late lunch. We couldn’t help but notice how prices have crept up lately (seriously, $12 for a pie?!). Determined to find something reasonable, I turned to Google Maps and discovered a small café/bakery with an impressive 4.8 rating. Intrigued, we decided to give it a try. As I was picking up a sausage roll, the lovely lady behind the counter offered me a deal—two for the price of one! Knowing me, you’ll understand how much I appreciate a good bargain (hmu if you want any food recommendations!). But the day got even better when she suggested insisted I grab the last pie from the cabinet too. Feeling a bit guilty for clearing out her stock for less than the price of a 6-inch sub, I went back to buy a coffee to support her business. This experience got me thinking about the current economic challenges in Wellington, with government job cuts and redundancies across the private sector. It’s a tough time for businesses and professionals alike. But the café's approach reminded me of the power of offering value upfront—a concept we often see in the Freemium SaaS model. By providing something of value at no or low cost, businesses can build trust and loyalty, encouraging repeat customers and word-of-mouth promotion. In a time when many are tightening their belts, it's worth considering how small gestures and upfront value can make a lasting impact. This café certainly earned a loyal customer today, and it's a reminder that even in tough times, there are ways to support each other and build connections. #SupportLocal

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🔥 Hot Topic: Redundancies! Lately, I’ve been chatting with heaps of tradies, from fitters 🔩 to sparkies ⚡️, and there’s a shared feeling of uncertainty in today’s market. Have a read of this article below! https://lnkd.in/gz-KesnH As a young Aussie, hearing about potential redundancies can be intimidating—but I believe setbacks can also be powerful drivers for growth. 💪 Redundancy may feel daunting 😳, but it often pushes us to reimagine our path, re-skill, and find new opportunities. If you’re a tradie facing redundancy and want advice or a sounding board, feel free to reach out to me at 0457000154 to chat about your next career step. #CareerGrowth #Adaptability #Resilience

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On 1 July 2024, the superannuation guarantee rate is increasing from 11% to 11.5%. Over your working years this increase can have A HUGE 🤑 impact on the amount of super you save and can spend in retirement. "This is good news for workers receiving superannuation", says AustralianSuper Chief Executive Paul Schroder. If you're a freelancer in most cases you charge as a business, I URGE YOU TO GET ON TOP OF YOUR SUPER CONTRIBUTIONS! #CreativeNatives #SuperMatters #FreelanceTips

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I read a cracking article by Bernard Salt AM in The Australian sharing advice for the next generation in the workforce. I couldn’t agree more and it aligns with the 5 themes Yasmine and I have written about at EGM: 1) Be someone people want to work with: - - - Skills are essential, but so are qualities like energy, social skills, and taking responsibility. 2) Lead with values: - Honesty, fairness, and pleasantness matter…people gravitate toward those who make work enjoyable. 3) Realise that leadership has evolved: - Today’s leaders are more empathetic. Lean into this shift to grow. 4) Work hard AND smart: - Hard work often is the key to success. The best people turn work into something they care about but remember, there’s more to life than work. 5) Stand out with confidence: - Package your ideas well, communicate thoughtfully, and bring some old-school grit. In a nutshell…Build your career on values, skills, and a touch of grit…and your future self will thank you.

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“Recruiters are wankers who ghost candidates…” Well, that might be true for some recruiters, but I’d be very disappointed to hear that the same could be said of me, or any of the team at MCG Talent. If I/we are working with you (and by working, I mean I’ve physically engaged with you about a specific opportunity, and are representing you in the market place), then ghosting is NEVER an excuse. I often tell candidates to message me directly once I’ve contacted them. They have my mobile number and WhatsApp, and can message me at any time to ask for an update. Given my busy schedule, it’s all but impossible to keep people updated every step of the process, but I have no issue in somebody dropping me a message to ask for that important update, in which they will get a timely response by me. Remember that recruiters are recipients of ghosting as well. Just this week, we received an offer at over the expected salary figure for a particular candidate who had indicated that they would accept should our client offer them a role. After delivering the offer… guess what? Ghosted! Thankfully, these fools are rare, but they do exist. In 2024 there is very little excuse for ghosting anybody. Honesty really is the best policy, and if you’ve decided against opportunity, perhaps been counteroffered (basically used this offer to better what you have), or just decided to go in another direction, why not discuss and share that with the recruiter has helped you get so far. What comes around, goes around. So let’s try hard to keep an open dialogue of communication from all sides shall we? 👊🏼🙏🏼 Thoughts? #recruiters #ghosted #candidates #offers

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🌟 Our latest People First episode is live! 🌟 This time, our Director of Lotus People QLD, Sophie Thomas, and our Founder, Sinead Connolly, sat down with Chantelle Williams, the newly appointed Head of People & Culture at LSKD! Chantelle's journey through the world of people leadership is incredibly inspiring, from her early days as a teacher to leading talent development and culture at renowned companies. One of the key takeaways for me was Chantelle’s mention of “failing forward.” She emphasized that it's okay to make mistakes and fail, as long as you're failing forward. Every failure is an opportunity to learn, grow, and refine not only what you do, but how it aligns with your purpose. We also dive into some other fantastic topics: ⚪ The role of empathy in leadership ⚪ Creating a culture where values truly come to life ⚪ Why personal and professional growth are key to team success ⚪ LSKD’s “1% better every day” mindset With insights on adaptability, inclusivity, and people-first strategies, this is a must-listen for leaders and HR professionals. Link to the episode here 👉 https://lnkd.in/gyj9JWev #peoplefirstpodcast #leadership #peopleandculture #hrinsights #culture

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This weekend, I achieved something I never thought possible—not by running a marathon or setting a personal record at the gym—but by celebrating my daughter’s 1st birthday! 🎉 Keeping this little one happy and healthy has been the hardest, yet most fulfilling, journey of my life. (And yes, I now consider managing a meltdown over the wrong snack an extreme sport.) Over the past year, I’ve learned lessons that apply not only to parenting but also to being a good manager: 1. Clear and thoughtful communication is essential (even if you’re negotiating with a tiny human who thinks “no” is the only word in their vocabulary). 2. Mistakes are the quickest way to grow (like that time I thought bedtime could actually be “quick”). 3. Persistence pays off—keep going, no matter what (even when you’ve read the same bedtime story 10 times in a row). 4. Celebrate the small wins (like surviving a diaper change without a major incident). 5. Lead by example (because someone is always watching…and repeating your every word). 6. I can’t do it alone—just like at work, teamwork is key! At home, my wife is my number 1 team member, and I couldn’t do it without her. Here’s to the next chapter of parenthood and all the joys (and surprises) it will bring! #ProudDad #1stBirthday #Grateful #WorkLifeBalance #FamilyFirst #missrachaelforpresident

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Whenever the going gets tough, we remember why we started, and the stories shared over lunch yesterday reinforce that this (recruitment, staffing & talent acquisition) is a purposeful profession. The spirit of connection, constructive collaboration and capacity building is alive and well in Kirikiriroa Hamilton, with our local and in-person version of the Kiwi Collab, co-hosted by Moana Bywater, RCSA (AMRANZ Association of Medical Recruiters Australia New Zealand) Member representative. Nāu te rourou, nāku te rourou, ka ora ai te iwi translated as with your food basket and my food basket the people will thrive. This whakatauki (Māori proverb) highlights the importance of community, collaboration and a strengths-based approach. It acknowledges that everybody has something to offer, a piece of the puzzle, and by working together we can all flourish. At RCSA Australia and New Zealand we're all about growing community, connection and capability and investing in our future - will you join us? #recruitment #talentacquisition #staffing #Hamilton 📷 Unfiltered, but not entirely accurate! Next time I'll get a better pic so I won't have to replace the background, yet spoilt for choice with loads of awesome outdoor spaces! And the people are definitely real 😁

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Discover how businesses in Australia and New Zealand like Canva and Pet Circle boost productivity with Slack. Download this customer playbook to discover the secrets of eight ANZ organisations that have embedded productivity into their core.

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The 2024 Distribution Priority Area (DPA) review may only be 6 weeks away. I stress MAY, as we never exactly know and last year it was in December. I’ve learned over the last 11 years to never second guess the review and never try and understand the rationale. There were times when parts of Sydney were DPA and Broken Hill was not. There were times when we thought DPA would never return to areas like Newcastle and Wollongong, yet they surprised us. Our instinct is that there will not be many changes this year, especially given the Kruk report recommendations and new programs, such as the Pre-fellowship Program (PFP), which now allows nonVR GPs to work in DPA/MM1 locations for up to 2 years. So, what can you do prior to the review if you are a: 1. Practice owner in a DPA location 2. Onshore GP still under the moratorium 3. Overseas GP eligible for the Specialist Pathway Secure that GP / Job Offer prior to the review! Any contracts/service agreements signed prior to the review, in a DPA location that loses DPA, WILL be protected. If you are still looking for GP for your practice, or a DPA position, contact our team today. We can discuss all of your options to enhance the chances of a securing a GP / Job Offer prior to the review.

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Want to hire a REMOTE staff team member but haven’t a clue where to begin? 1. Email Rachael at ExecuHub ([email protected]) 2. Identify the team member you want. 3. Let the ExecuHub team get started on sourcing the perfect candidate. 4. Receive a short list of candidates that have the ExecuHub STAMP of approval. 5. Choose your candidate. 6. Let ExecuHub onboard your team member. 7. Let ExecuHub set up all communication platforms will need for a productive new staff member. 8. ExecuHub will manage all of their payroll. 9. Enjoy up to ~50% saving in salary!! 10. Watch your PRODUCTIVITY GROW! Book your FREE OUTSOURCING DISCOVERY SESSION today. www.execuhub.com.au #outsourcing #remotestaff #virtualassistant #execuhub

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Have you recently heard a friend or family member refer to their work environment as toxic? Here, we discuss best practice return-to-work strategies and examine why toxic behaviour continues in Australian workplaces when employers focus more on organisational culture than ever before. Read the details here: https://lnkd.in/g-g-7xGn #WorkplaceCulture #HR #Recruitment

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