Talene Pittaway

My face when I touch down in Brissie for a big day of all things #EmployerBrand with TQSolutions So excited for this Masterclass and a room full of switched on Talent Leaders who get how important a strong Employer Brand strategy is going to be for success in the coming years. Sydney/Melbourne if you've got a bit of FOMO we've still got 1 or 2 spots left for those sessions next week. Drop me a DM 👉📩 #recruitment #talentacquisition #recruitmentmarketing #talentstrategy

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ICYMI - VideoMyJob are going to be in Brissie next week on ✨ WEDNESDAY ✨ It's going to be a fab night of networking and conversation. You don't want to miss Mark Puncher's expert personal brand advice. Check out Brisbane Recruitment Meet Up for the registration link. See you there! 👀 👀 #recruitment #talentacquisition #employerbrand #talentmarketing #recruitmentmarketing

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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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It's not every day you get the opportunity to sit in a room with many of the most forward-thinking TA Managers in Australia but thanks to TQSolutions we had the opportunity to do just that through an Employer Brand MasterClass. So what were some of the key takeaways? ✨ Whilst Australia might not be as far along as say the US or Europe in regards to Employer Brand/Recruitment Marketing as a formal function that's not because of a lack of interest or appetite from the talent leaders we spoke to and if you watch this space I think you'll see some big shifts over the next 2-3 years. ✨Talent is the lifeblood of every business and TA Leaders need to ensure they're tapped into the metrics that matter and can demonstrate to the SLT how this influences the bottom line of the company. ✨We need to move away from "maximising applications" and work on ensuring the right people are applying and even being so transparent and honest that candidates who aren't the right can see that themselves and don't end up applying There were so many more great conversations (too many to recount) but this write up definitely covers the key areas #recruitmentmarketing #employerbrand #talentattraction #talentacquisition #recruitment

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Excited to share some product updates on 'Work Personality'. Our Componians have put a lot of love into this 👏 The Compono product updates allows organisations to map team members Work Personalities, see what makes them tick, and identify ways to improve collaboration.   Business leaders now have insight into the work activities their teams are going to spend their time and energy focusing on, and what they are likely to avoid or forget to do.   Managers can use the work personality results to support a range of leadership initiatives and day-to-day activities. These insights will help leaders improve performance, balance diversity, manage conflict, strengthen team design, and the list goes on... Isn't it exciting?!

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🤸‍♀️ Ultimate flexibility - meet fortnightly in the Melb office for collaboration, and getting pumped up over very exciting projects... then celebrate over food and fun! I'm hiring! Be the mastermind behind our digital product revolution. Leading high-performing teams, and fostering relationships with stakeholders will be your bread and butter. And let's not forget your superpower: navigating Agile methodologies like Scrum and Kanban with finesse. We need someone with a fun-loving spirit, who thrives on collaboration and has expert listening skills. After all, it's not just about getting the job done—it's about enjoying the journey with your teammates. When challenges rear their heads, fear not! Your problem-solving prowess will save the day, turning roadblocks into mere speed bumps. Plus, your communication skills will be the glue that holds our diverse team together, ensuring everyone's on the same page. Find out more here: https://lnkd.in/gUtZkz44 https://lnkd.in/gUtZkz44

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“Top sales reps don't get laid off”   I've seen this a few times recently.   On paper it's hard to dispute.   But let me tell you a quick story.   In 2021 I helped a pre-IPO firm build their GTM team in ANZ.   We spent a year recruiting the best folk in the industry.   AEs. SEs. CSMs. Channel. SDRs.   All genuine A-players.   They did great. Signed some big logos. Tracking well.   Then the CEO announced they were pulling out of ANZ.   The entire team was let go including the VP.   It was properly shit. We felt terrible but no one saw it coming.   Now I can't speak for the rest of the world, but if hiring in APAC you've got to take this into account. Many SaaS firms completely pulled out of region here. Stop assuming good people dont get laid off. Being ignorant will cost you.   #techsales #gotomarket #saasrecruitment

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Redundancy - what I hadn't realised, until it happened to me... Over my lengthy career in the recruitment industry, I've worked with many candidates to get on the front foot for their next role after their position was made redundant.  My position of State Manager - Qld at Paxus was made redundant recently due to a change in operating model. Whilst I understood that with redundancy: - it could happen quickly and without warning (both of these),  - tenure doesn't matter (12 years this month),  - your successes are irrelevant (2.5 years leading a high performing team & Branch),   - it's often not just your role (the entire Leadership team). What I hadn't factored before now though was the intensity of the emotions when the decision is not yours to leave a business, team & brand that you are so passionate about and invested in. I will now be mindful of this in the future when working with others who are going through a redundancy... I am forever the optimist though, and always look for a bright side in a situation - so I am viewing this as "a change I didn't realise that I needed to have". That this is an opportunity to reset and to pinpoint exactly what my next role will look like, which includes: - a role that is back closer to the action: placing people in jobs! - a strong, established IT specialist brand that has high integrity and a great reputation - professional and passionate leaders and colleagues - fun and celebrations of success! In the meantime though, I'll enjoy "the break I didn't realise that I needed to have"... 😉

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As many in Australia dive into July performance reviews, let's spotlight "recognition" and "appreciation." They may seem similar, but they have distinct roles in creating engaged, loyal, and high-performing teams. 🏆 Recognition: Praising results! Celebrate achievements with awards, bonuses, promotions, or even a 'thank-you; note. It's all about past successes and comes from the top. Performance reviews are perfect for it, but remember, too much focus on this can dampen intrinsic motivation. 🌟 Appreciation: Valuing people! So, during the whole next cycle, regularly acknowledge efforts and inherent value through daily interactions, active listening, and genuine gratitude. It's about who they are, not just what they achieve. Balancing both creates a vibrant workplace culture where everyone feels motivated and supported. Let's make our teams shine! ✨

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So far some of the highest-rated pieces of Talent Tech for Australia are: - Lever - JobAdder - LinkedIn Talent Solutions - GoodTime - Fathom - AI Meeting Assistant - Culture Amp - Checkmate - Textio We've got around 100 data points and we'd love your input! If you work in TA or recruitment then drop a comment or send me a message I'd love you to contribute. It only takes ~1 min to drop a rating on your favourite TA tech. #HRtech #TalenAcquisition

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There are 33 closing days until the end of the FY for most sales teams in Australia. There are 3 types of sales leaders right now. 1. I have made my team number and we are in bonus time. The biggest challenge is “what do I keep for next year while maximising bonuses and commissions for the team this year?”. I hope this is you! 2. I will make my team number but I need a few key deals to close. The total focus is on closing those deals. If you are not in category 1, I hope you are in this group. 3. I am not going to make it. Do I push as hard as possible to get as close as possible, or do I keep it all for next year. I hope this is NOT you. Does the CEO/Owner and CFO know where you are at? How are you going to address your key challenges whichever category you are in? If you are in category 2, here are some questions for you to ponder: 1. What is the customer’s process from now to contract signature? Who is involved and when? 2. What happens if they do nothing and let it slip until next year? Is there an impact on their business? 3. Are you across their business case? What is unique about our solution that means they have to select us to get those outcomes? 4. Is there budget to spend on this? Or is this process to get budget and then we need to get further approval to spend that budget? This is the process from contract signature to cash in the bank. If you are in category 3, our proven sales framework will ensure you are not in the same place next year (95% success rate over the last 5 years). #founders #salesleadership #salesframework #pamice

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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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Spot on Lisa Lie 🎯 As an HR Manager and HRBP in expert industries I’ve seen it all too often: the best expert gets promoted into the managerial position. Because he/she is amazing in an expert role doesn’t mean this person is also the best person for managing a team, which required an entirely different skill set. And ultimately everybody loses: the organisation, our former expert and the team. 💯 for horizontal and vertical career paths 💯 for supporting and developing new managers But for that to happen and for people the thrive in roles suitable of their skills, we have to move on from the traditional take on career advancement and promotions. #horizontalcarreergrowth #development #hrpolicies #promotion

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Emerging from the pandemic, Uniting NSW.ACT embarked on its bold, 10-year strategy to “Disrupt entrenched disadvantage to create a better future for more people and communities.” To achieve this, they needed to turn their attention inward and make work life better for their frontline employees so they could focus on holding a hand, not a pen. Hear from Dr. Anat Hassner, Chief People and Strategy Officer at Uniting, about how they started on their transformation journey to make work life better for their frontline employees as they embarked on their bold, 10-year strategy. Watch now: https://lnkd.in/gkVZMewA

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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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I wrote yesterday of one of my proudest achievements – industry beating low employee attrition rates at PAID International in Australia.   I wore a number of hats at PAID – starting as the Sales and Marketing Director when it was First Stop Money, through to Chief Operating Officer and, finally, as Chief Information Officer. I played a key role in its growth from about 10 people around a table to 160 across 3 countries and making the Cash Train brand such a household name in Australia that children used to send us postcards (mainly because they found the jingle so catchy/annoying).   Throughout my time there, I strived to create an environment where people wanted to come into work – whether it was down to the way they were treated, the environment in which they worked or the people they worked with.   I made mistakes, of course I did. But I am hugely proud of what we achieved there, including as Winners of the Australian Gold Award for Customer Service 2013.   This is even more special given that we were a payday lender (albeit one who only lent to people in employment). Why did we win this? Training and empowerment – we had extensive training programmes in place for every customer facing role, which had been developed internally (initially written by me and then enhanced by others); and all team members were empowered to resolve complaints first-time with only more complex ones being escalated.   A few of the team I worked with kindly provided recommendations here on LinkedIn and I thought I’d share a couple of soundbites in the image below. (You’ll note, my skillset does NOT include design or anything artistic – even trying to use GenAI to create images was a disaster!!)   What’s the role you’re most proud of and why?

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#retailers - how much recruiter and store manager time (and associated cost) will you save if you slashed your time to offer to 2days? Improve your candidate experience and engagement and lower your candidate dropout rates. Hire better quality people who will stay longer and perform better. Improve the diversity of your hires to align better with your candidate pool and your community. #efficiency #candidateexperience #qualityofhire #diversity

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I've been super nervous to share this... I'm currently on the lookout for my next job. Due to my recent move to Australia and some unforeseen circumstances, my time at Coho has come to an end. I'm immensely grateful for the experiences and connections I've gained there. Thank you Mindaugas Petrutis, Hayley W., and all the incredible people I worked with - I learned and grew so much! But back to why I was nervous - I haven't looked for a job in almost 8 years (a real privilege). Thinking/talking about it has been a real source of stress lately. After my 1st job as a CSM in Amsterdam, I was found by a recruiter to join InVision, and from my connections there, I got into Coho. In my last position, I moved away from my long career in Customer Success and took more of a Project/ Program Management role, leading a whole area of the business. I loved it. But now I'm a bit conflicted and lost. Getting started again is daunting. Being in a new market, with not many connections, I have a dilemma: do I pursue/continue in this new PM road or go back to CSM? Can I explore anything else? Is it too risky? Yet, amidst this uncertainty, I see opportunity. I'm taking this time to rediscover where I fit and what path I should pursue next. From exploring new industries to considering different roles, I'm ready to embrace the journey ahead. I'll take steps back (if needed), to take a better one forward. If you know me, have worked with me, or have any insights to share, please, I'd love to hear from you—whether it's a comment, a DM, or a recommendation. Your support means the world to me as I navigate this new chapter! Ps.: In my quest to find my next opportunity, here's what I've done so far: 1) Leveraged AI for career brainstorming and identifying skill gaps 2) Connected with mentors for guidance and suggestions 3) Researched companies that align with my values and aspirations 4) Started applying for roles based on recommendations and referrals 5) Dove into exercises of self-reflection 6) Therapy #NewBeginnings #CareerJourney #NextChapter #APAC

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