Sofia B.

𝐈 𝐚𝐬𝐤𝐞𝐝 𝐀𝐈 𝐭𝐨 𝐬𝐡𝐨𝐰 𝐦𝐞 𝐰𝐡𝐚𝐭 𝐈’𝐝 𝐥𝐨𝐨𝐤 𝐥𝐢𝐤𝐞 𝐚𝐬 𝐚𝐧 𝐔𝐗/𝐔𝐈 𝐝𝐞𝐬𝐢𝐠𝐧𝐞𝐫. 👀 We at Talent Army are looking for UX/UI designers based in Wellington for multiple clients. I always ask clients what that means to them? As it means something different to everyone apparently. "Where on the scale of UX⚖️UI does this fit?" The one advertised below is looking for: ▪️Working on an agile product development team to identify opportunities, explore solutions, and ship user-focused design solutions. ▪️ Will deeply understand their different customer groups - their needs, pain points, and behaviours - and ensure user insights and business needs inform designs. ▪️ Support product discovery and use human-centered design principles to evolve and innovate the product set ▪️ Design and produce high-quality designs that adhere to design, usability, and accessibility principles Apply here 👉🏻 https://lnkd.in/gQVKwsR3 or call Dom Gunn-Taylor

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From reframing performance management to co-designing roles with employees, here are five key lessons that the former DEI lead at Spotify has learned on her journey from HR practitioner to Chief People Officer.

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🔮 Some great 2025 predictions for Talent Acquisition by Hung Lee this week. Here's my spin-off 2025 Jobseeker Predictions 🤔 Candidates with strong brands and networks will surge ahead as hirers look to avoid the influx of AI-generated applications and move away from advertised vacancies to sourcing and referrals to find talent. (The digital-divide will grow). 🤔Expect a stronger-than-ever focus on robust proof of performance as hirers and new AI tools (like Ashby) look beyond keywords and seek evidence of skills and capabilities. Metrics, success stories, verified credentials and skills, and multiple sources of truth will be essential. 🤔Jobseekers may finally get the transparency they have been seeking with feedback on interviews, application progress and performance insights, as automation infiltrates every part of the process. 🤔'Hoops before human' will mainstream. As hirers try to reduce the glut of applications to a more manageable number, jobseekers can expect to have to go through more screening steps including 1-way videos, assessment tools and AI phone screening before speaking with a human recruiter or hiring manager. Resumes are still in use but may begin to fade away as the primary selection tool. 🤔AI job search tools will become normalised but people will begin to recognise their limitations and the need to create 'authentic' brands and resumes with personalised stories if they want to stand out. 🤔Skills currency and skill visibility will be critical. As sourcing and screening advance, having the 'right' skills that can be found by hirers will equal more opportunities. What else will we see? Any thoughts?

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👋 Talent Attraction Peeps: ⭐️ After meeting with over 100 experts in employer branding and recruitment marketing across Sydney, Melbourne, Brisbane, and Perth, I’ve gathered some incredible insights that I've summarised in a blog. 🔑 Key Takeaways: 📣 Translate EVP Themes: Craft and communicate your Employee Value Proposition (EVP) to resonate authentically with potential hires. 🎯 Know Your Audience: Design targeted content by understanding what truly motivates your audience. 🎓 Engage with Employee Stories: Use diverse and authentic employee stories to showcase your company’s culture and values. 💥 Demonstrate ROI: Show stakeholders the tangible benefits of your employer branding efforts through clear metrics and impactful storytelling. 💡 Want to dive deeper? Check out the full blog to learn how you can harness these strategies to attract and retain top talent, boost engagement, and prove the ROI of your efforts. 🔗 https://lnkd.in/gyMKFdpp Special thanks to TQSolutions and VideoMyJob for making this journey possible. Let’s elevate our recruitment game together! 🚀 #EmployerBranding #RecruitmentMarketing #TalentAcquisition #EmployeeStorytelling #ROI #evp #employerbrand Brittany Anderson Will Innes Charmaine Scott Emily Millard Talisha Lynn Nicola Thistlewaite Linda Le Shani Jarvis Skye Zachar Jen Murray Ben Cox Vicci Cawley Veronica Redman Glenn Carlton Bryan Furtado Brooke Baker Timothy J. Gardner Ruby Jeer

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Last week, Benchmarcx was announced as HRD Australia's top Recruitment Tech for 2024. As part of our win, each day I'm sharing insights that highlight why actively managing candidate experience should be at the heart of your recruiting strategy—and how it impacts beyond just the hire. Here is today's insight, and it's all about being able to see what is happening interviews. 52% of people have felt they experienced some form of bias or discrimination during interviews, and 70% didn't report or give feedback to the employer. This is a huge issue for employers, we help HR and Recruitment teams uncover this. I created Benchmarcx because, during my time as a Head of Recruitment, I struggled to gather the right candidate experience (CX) data. So many recruitment functions are turning to us due to the globally unique insights our platform provides. Let's raise the bar together. #CandidateExperience #Recruitment #HR

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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. #slack #slackcommunity

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While Coldplay fans were screaming ‘Viva La Vida,’ we were screaming for more engagement (and budget) 😅 Here are some of the big questions we tackled that night at Sydney Talent Meetup: Budgets & engagement - how do we keep our teams fired up even when budgets are tight? This one's always tricky. Connecting remotely - making people feel genuinely connected while working remotely is still a big challenge. Regular check-ins, virtual coffee chats – it's the little things. Starting with an EVP - first step? Know your audience! Build your EVP around personas and trial it within your team – feedback is gold. LinkedIn check - what vibe is your LinkedIn profile giving off? Are your values clear? This is your “first impression” – make it count. Employee wellbeing goals - what’s the game plan? Employee care isn’t a ‘nice-to-have’ anymore. Change is the new normal - change keeps coming, so how are we helping our teams handle it? Creating safe spaces and open conversations are key. Keeping diversity top of mind - it’s not just about numbers; it’s about keeping diversity as a constant, real conversation. Great night as always with interesting conversations and meaningful connections 😊 Thanks Pam Stevenson Anthony Enright and Emer McCann for amazing time:)

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📣 Ad: Stop by The Business Show Asia next week, 28th August from 2.45pm-3.15pm (Keynote Theatre 3- Going Global) for my sharing on 'Strategies for Attracting and Retaining Top Remote Talent' The genie has been let out of the bottle and there is no turning back! 🧞‍♂️ Working remotely is here to stay- distributed teams, hybrid work or 100% remote are just different sides of the same coin that entrepreneurs need to learn post-pandemic! How can employers compete globally for talent and create fulfilling and engaging experiences for your remote teams to drive retention? 🤔 Drawing from my personal experience over the past 6 years as an early adopter of remote work/hiring, I'll be sharing some of my own mistakes and lessons learnt such as: 🔹 Moving beyond 8-hours of staring at a 🖥 screen 🔹 Employer branding & visibility ✨ 🔹 Four key pillars of employee retention and holistic development 💼 🔹 Real-life stories of remote talent from Myanmar 🇲🇲 Join me for insights and actionable tips that can transform your remote talent/team experience. It's time to elevate your remote work strategy and stay ahead amidst the WAR ON TALENT/Great Resignation/Quiet Quitting craze! 👉 Register for free tickets here: https://lnkd.in/gNVQhp6E #RemoteWork #Keynote #Business #Entrepreneurship #Learning #Sharing #Perspectives #Reflections #Mistakes #Singapore #Myanmar #Remotehiring #Crossworks #Talent

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Would you share your "secret sauce" for success with a client? 🤔 A few weeks ago, one of our key clients from a super app firm asked if I could share a guideline on crafting more effective outreach emails and short-form messages when connecting with candidates across APAC. Now, I imagine many consultants’ first thought would be: "No way! That's like handing over a trade secret!" But here’s why I see it differently. With tech advancing at lightning speed (think AI and automation), routine tasks like candidate outreach are becoming more streamlined. Those who tuned in to today's LinkedIn Talent Connect Conference https://lnkd.in/TC24_Show might have caught how these shifts are pushing us to focus on areas where real human impact shines. Personal note: I think hiring assistant in LinkedIn RPS is gonna be a major game changer for us all. The real value we bring? It’s not just about knowing a “magic formula.” It’s about evolving and adapting, constantly learning, and genuinely partnering with clients by sharing insights and best practices. Building trust means offering knowledge—not just keeping it under lock and key. Sometimes, we worry that by teaching others our methods, we’re setting ourselves up for replacement. But isn’t it more powerful to use that opportunity to upskill, collaborate across functions, and take on new challenges? Success today isn’t about repeating the same formula; it’s about adaptability and the willingness to meet today’s challenges head-on. 👉 What are your thoughts? Have you found value in sharing knowledge with clients or teammates? What’s your approach to staying relevant in a rapidly evolving field? Drop your thoughts below!

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ICYMI: We’re producing a benchmark report on employee advocacy. Most data on employee advocacy is old and/or no longer fit for use… With this report, we want to build an up-to-date and relevant data set, but we need your help to make it happen. If you’re currently utilising employee advocacy in any capacity, then we all stand to benefit from this research in some form 📊 So, whether you manage your company’s program or are an employee advocate participating in one, we want to hear from you. The team has produced a short survey, and to thank you for sharing your thoughts, you’ll be given early access to the report, and you can even provide a quote to be featured if you wish. Lewis Gray ⚡️ explains in detail below. The link to the survey: https://lnkd.in/gxTMc-iD Thanks in advance for your support! #EABenchmarks #EmployeeAdcvocacy

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🌊 Making Waves in Tech, Product, and Design! 🌊 Following some exciting announcements recently, we’re thrilled to share that Wave Talent is hosting another Tech, Product, and Design Leaders Workshop right here at Wave HQ! After the success of last year’s events and a refreshing summer break, we’re ready to bring together top minds across tech, product, and design once again. 🗣 You spoke, and we listened! 👂🏻 In conversations with past attendees, a key theme emerged: Data. So, we’re diving into some of the most pressing questions: 👉 How do you gather data for your teams? 👉 How do you govern that data? 👉 How do you ensure its validity? 👉 How do Tech, Product, and Design teams collaborate on data? Here's a sneak peek at our workshop topics: 👉 Data Quality as a Competitive Advantage: Driving Insights and Innovation 👉 Building a Data-First Culture Across Product Design & Development 👉 Impact of AI and Future Skills Matrix 🗓 Join us on November 28th, 6pm onwards at Wave HQ! 🗓 Interested in joining? Reach out to one of our team members to secure your spot. Stay tuned—more exciting updates coming soon!

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With 2025 just around the corner, Champagne Recruitment looks at the Top 5 Recruitment Trends to Watch in 2025 here in Australia. Take a read...do you see these trends impacting your organisation? We would love for you to share your thoughts in the comments below. #champagnerecruitment #recruitmenttrends

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ELMO's latest Employee Sentiment Index is now live 💫 Our latest research reveals key findings on employees' feelings toward job security, workload, and leave accrual. Did you know more than one in five Aussies have accrued more than four weeks of leave? Is there a link between employee saving leave, increased workload and burnout rates? Download the full report for quarterly trends and insights to help you better understand your workforce. https://lnkd.in/gyE8M-DZ

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Years ago, when I was a manager at Singapore Airlines, and hiring people for our Sales or Reservations team, I would ask questions like, “what do you see as your strengths?” or “what personal weaknesses are you aware of?” in the hope I’d hear something that would help me decide if this person would be good at the role. And I’d ask every single candidate the same two questions. What a novice I was! These days, I know that the key to good interviewing is to ask questions that demonstrate the way the candidate is likely to behave once they’re in the role. And because everyone’s behavioural drives are different, I’ve learned to ask questions that get right to the heart of the behavioural gap I’m concerned about, individual by individual. For instance, just this week I’ve been interviewing for a role that we’ve advertised for one of our clients. The role needs someone who pays enough attention to policies and procedures to meet company standards yet is flexible enough to bend the rules and kind of “wing it” when the situation demands. The profile of one of the candidates I was due to interview suggested that they were very flexible when it came to following or enforcing rules. The probe I posed was, “Tell me about your relationship with rules.” The candidate laughed and said (just as I’d expected them to) “rules are just a guideline aren’t they, Dawn?” Yet another candidate, whose profile showed a high need for rules and structure, wanted to delve into all the detailed specifics of the job, unprompted. When asked to describe a system they use to organise their work or home life, they volunteered, “Everything goes into a spreadsheet. Putting data into spreadsheets is relaxing for me. I love it!” The trick is knowing what behaviours the role demands and then crafting questions that elicit the candidate’s alignment or misalignment with those behaviours. Taking a behavioural approach to job design and interviewing increases hiring success by up to 25%. As a mentor of mine once said to me, “when someone shows you their behaviour, believe them, because how they do anything is how they do everything, and past/current behaviour is the best predictor of future behaviour.” If you’d like to learn more about behavioural interviewing, and how to test if a candidate is right for the role, why not join me at our Behavioural Interviewing Skills Masterclass on Tuesday 11th June from 8.30am – 11.30am at The Hub, Bentley Technology Park. Full details on our Humanitix page: https://lnkd.in/dgXq8ujm

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Lee Anne Whitaker and Are attending the #hrtechsummit tomorrow. I’m pretty keen on looking further into the following. AI Proficiency: Delve into the impactful role of AI in HR, enhancing operational efficiency and securing a competitive edge. Workforce Evolution: Gain insights from a leading company’s journey in reshaping HR to foster a skilled, tech-savvy workforce. Data-Driven Decisions: Learn how top firms use HR analytics to uncover growth opportunities and inform strategic decision-making. Candidate Experience Revolution: Hear how emerging technologies are redefining recruitment, enhancing communication, and personalizing the candidate journey. Skill-Building Strategies: Explore learning and development tactics to bridge the skills gap and achieve HR transformation. If you’re Intereated in finding out more about what we are up to at Hyper Automate Consulting Services, ping us a message and we can catch up!!

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Big News coming out of Checkmate this week. This Friday, Australia's Best Customer Success person will be joining our team. Yep, the best ever! Everyone who has worked with this person loves her vibe and her can-do attitude. Our NPS is already crazy high, I can't wait to see the impact she's going to have on our clients businesses. Stay tuned..... #happyclients #customersuccess #clientsfirst #greatsupportisabusinessmodel

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A quick 24-hour trip over the ditch to see the Kiwi Talent & HR Leaders community with SmartRecruiters and People 1st | Global HR Executive to discuss “Humanising hiring in an era of AI and automation”. I love these conversations because everyone has such a different perspective, experience, and curiosity about AI… “Can I trust it? How do I trust it?” “Do we even need it?” “Where should we be adopting it first and why?” “How do I build the business case for investment in AI when I am being told to do more with less?” Me and Mike Brett had a blast and thank you Nicelle Galeano and Payal Kulkarni for facilitating the conversation with us. We ran over time and I think unless someone called it out, we could have been there for hours. If you’d like to learn more about AI and where the industry is heading with it get in touch. I’m happy to give my time to anyone who wants to learn more - [email protected]

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Our exclusive webinar empowers you with the knowledge and tools to implement effective performance management strategies tailored for employers. Join myself and our fabulous HR specialist Cara Pinny for a FREE WEBINAR at 12 PM on Tuesday, April 30, 2024, to discover actionable strategies and insights for unleashing the full potential of your workforce. Register below 👇 https://lnkd.in/g7DqWY8Z #webinar #performancemanagement #hr #expertadvice #smallbusiness #sme

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🗣 Elevating Employee Engagement Through Internal Communications 🗣 Internal communications have transformed dramatically over the past few years, but email 📧 remains a powerful tool to reach and inspire teams. But how can we make emails truly engaging?  🚀 🚀 𝗧𝗼𝗽 𝗧𝗶𝗽𝘀 🚀 🚀   🌟𝗕𝗿𝗮𝗻𝗱 𝗖𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝘆: Ensure the body of the email reflects your company’s unique style to ensure familiarity and trust. 🌟𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗦𝘁𝗼𝗿𝘆𝘁𝗲𝗹𝗹𝗶𝗻𝗴: More companies are realising the power of amplifying authentic employee stories. It’s a unique way to foster culture and promote engagement. 🌟𝗩𝗶𝘀𝘂𝗮𝗹 𝗘𝗹𝗲𝗺𝗲𝗻𝘁𝘀: Use images and GIFs for energy and clarity. 🌟𝗛𝘆𝗽𝗲𝗿-𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘀𝗮𝘁𝗶𝗼𝗻: Moving beyond “one-size-fits-all” comms, tailored messages can meet employees where they are—whether in role, experience, or region. 🌟𝗦𝘂𝗿𝗽𝗿𝗶𝘀𝗲 𝗘𝗹𝗲𝗺𝗲𝗻𝘁𝘀: Add interactive features like hidden images to keep people on their toes! 🌟𝗘𝗺𝗯𝗲𝗱𝗱𝗲𝗱 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸: Add pulse surveys for real-time insights. Keeping content fresh and relevant can transform internal emails into a key driver of engagement and culture! 🚀 #EmployeeEngagement #InternalComms #CompanyCulture #WorkplaceCulture #InternalCommunications

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