Vidhita Jain

🌟 New Blog Alert! 🌟 Are you facing talent challenges in Australia? 📉 From skill shortages to retention issues, the landscape is ever-evolving. In my latest blog, I dive into the primary challenges and offer actionable strategies to help your company thrive. 🚀 🔍 Key Challenges: Skill Shortages High Competition for Talent Changing Employee Expectations Diversity and Inclusion Retention Issues 💡 Five Proven Strategies to Overcome These Challenges: 📚 Invest in Training and Development 🌟 Enhance Employer Branding 🏡 Offer Flexible Work Arrangements 🌈 Focus on Diversity and Inclusion 💡 Improve Retention through Engagement Don’t miss out on these insights! If you’re dealing with recruitment challenges, this blog is a must-read. 📖 👉 Read the full blog here: https://lnkd.in/eRUWACQU And if you need personalized advice, get in touch with me at [email protected]. #TalentManagement #EmployeeEngagement #DiversityAndInclusion #FlexibleWork #EmployerBranding #RecruitmentChallenges #AustraliaJobs

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Heard of the agency that didn't pay Super correctly? ❌ Heard of the agency that paid below the relevant award level? ⛔ Well, unbelievably they are still out there 😣 Checking the governance protocols, financial stability and quality processes are a few steps to cover when finding the Right labour hire provider. Our article below covers these steps and more ⬇⬇⬇ #programmed #recruitmentagency #labourprovider #staffing #compliance #security

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Part of the ManpowerGroup Australia DEIB strategy involved employee training to help understand the Complexity of Gender 🌈 Gender is more than male or female; it’s a spectrum of identities, expressions and orientation. It involves: Gender Identity: How individuals perceive themselves. Gender Expression: How they present their gender to the world. Biological Sex: Physical attributes. Sexual Orientation: Who they are attracted to. Each person's experience of gender is unique and deserves empathy and respect. Embracing this complexity helps us build inclusive environments where everyone feels seen, heard, and valued. We need to educate ourselves, challenge stereotypes, and support each other's identities. Diversity should be celebrated, and inclusion should be the norm. Thanks Teresa Bakaouka for the insightful session and ⚖️ Sam Killermann for The Genderbread Person! #GenderDiversity #Inclusion #Equality #CelebrateDiversity #thegenderbreadperson #manpowergroupaustralia

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Wage growth slowed a little in the six months to May this year, but the average Australian fulltime worker was still earning $1923 a week, new ABS data has revealed. 👇Check this out 👇 https://lnkd.in/edXUdx7d #AustraliaJobs #HighPayingJobs #AustralianEconomy #CareerOpportunities #IndustryTrends #TopIndustries #JobMarket #WealthAndIncome #CareerGrowth #AustraliaEconomy

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This week, I’ve engaged with People & Culture leaders on how they’ve managed to recruit and onboard many new employees while maintaining the fundamental purpose and culture of their rapidly expanding organisations. In this article, Damien Andreasen, VP APJ at HiBob, shares his insights on leveraging organisational growth through a strong, cohesive culture based on his personal experiences. #peopleandculture #momentummakers #purpose

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Considering layoffs? Or perhaps survived a recent round yourself? As headhunters, we are always attuned to employee engagement levels - both when selecting which organisations to partner with, and when selecting which organisations to target in our search efforts. On the link between layoffs and engagement, some interesting research from Australia's own Culture Amp in my inbox this morning courtesy of Harvard Business Review. It shows just how long term the negative effects can be on employee engagement - even years after the fact - for those that survived. If you're an exec considering layoffs, recognise you may get a short term gain, at the expense of long term pain. Full article here - https://lnkd.in/gUPHMJAy #HR #layoffs #engagement #headhunting

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Boost Your Seasonal Hiring Success with Australian Staffing Agency! Are you gearing up for the busy season but feeling overwhelmed by the hiring process? 🤔 Discover how partnering with a staffing agency can transform your seasonal hiring strategy and deliver exceptional results! In our latest blog post, we explore the positive impacts of working with a staffing agency for your seasonal staffing needs: ✅ Access to a Larger Talent Pool ✅ Expertise in Crafting Effective Job Descriptions ✅ Streamlined Recruitment Process ✅ Comprehensive Training and Onboarding ✅ Flexibility and Scalability ✅ Reduced Administrative Burden ✅ Enhanced Candidate Quality ✅ Cost-Effective Solutions ✅ Improved Employee Retention ✅ Data-Driven Insights Say goodbye to the stress of peak season hiring and hello to a seamless, efficient process that ensures you have the right talent when you need it most! 👉 Read the full blog post here https://lnkd.in/g_5diX3v and discover how a staffing agency can make your seasonal hiring not just manageable, but a strategic advantage! 📞 1300 287 823 🌐 www.austaff.com.au 📧 [email protected] #StaffingAgency #SeasonalHiring #Recruitment #HR #TalentAcquisition #BusinessGrowth #WorkforceSolutions

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There’s a Lot of Chatter in the Adelaide Market About HRIS Implementations. Effective HRIS setups are key to streamlining operations, enabling precise data insights, and boosting employee experience. However, these implementations are intricate, requiring both strategic planning and hands-on expertise to get it right. I’m currently working with some of the best Business Analysts (BAs) and Project Managers (PMs) in Adelaide, each with specialised experience in HRIS system implementations. From configuring workflows to managing data migrations, these experts bring the knowledge and skills necessary to guide projects from conception through to a successful go-live. If your organisation is embarking on an HRIS implementation or upgrade and needs the support of seasoned professionals lets talk. Having the right resources in place can be the difference between a smooth rollout and a highly challenging one.

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READY, SET …. RECRUIT!! So conference season in talent acquisition has come to an end for another year. Kudos to Rich Lewis-Jones of SmartRecruiters & Jo Vohland Trevor Vas of ATC - Talent Acquisition Events & Media for fantastic events in Melbourne this week & last. Both #HSAPAC2024 & #ATC2024 were, to use a Melbourne term, “grouse”. There was a treasure trove of content shared over 3 days. Topics such as #artificialintelligence, #skillsbasedhiring and talent intelligence were front & centre. As was technology, how it’s used, how it’s deployed, what’s the business case & how do we know it’s successful. So much to consider can be heading spinning & disorienting. The eternal question for #talentacquisition leaders is “With so much to consider, where do I start?” I know this is the eternal question because I heard it asked numerous times by audience members of the presenters during the two conferences. “What advice would you give in regards to getting started on (INSERT ISSURE HERE)?” Something struck me at these conferences when this question was asked. The case studies & presenters I found most impressive had variations on the same answer. That being - “JUST START!!” “GET GOING AND WORK IT OUT AS YOU GO!!” “SOMETIMES YOU HAVE TO BUILD THE PLANE WHILE FLYING IT!!” The ancient military strategist Sun Tzu said “Opportunities multiply as they are taken.” Confucius spoke of the longest journey starting with a single step. It’s my opinion this millenniums old wisdom has real application for TA professionals in 2024. Of course not everything can be changed without assistance, sign off or agreement from the wider business, but there are areas where incremental enhancements can be shown. Done well, these can deliver real business impact elevating the TA function’s prominence & perceived value. Opening up those larger projects that require wider business sign off on the basis of your newly displayed credibility. I thought Allen Russell’s presentation on talent intelligence was a superb example of this. I don’t see taking action as asking for forgiveness rather than permission, more it is about having the courage to see yourself as a genuine subject matter expert capable of taking your broader business on a journey of understanding. Show them what you already know - how transformative seemingly small but proactive first steps can be with regards to talent. As the great Paul Kelly warbles “From little things, big things grow.” Thank you to both sets of conference organisers for their efforts in elevating the value of our profession over the last week & a half.

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Leveraging Migration for Skills Acquisition AHRI Research Published June 2024 With 60% of Australian employers hiring overseas workers, there is an increasing reliance on migration to fill the gap left by the inadequate supply of experienced local candidates. This reliance underscores the global nature of today’s talent market. Organisations must adopt a global perspective in their recruitment strategies to remain competitive in attracting international talent. New Beginnings Skills International supports Australian businesses in addressing these key questions. How can your organisation leverage immigration to address skills shortages? What partnerships can you establish to streamline the hiring process for overseas workers? How can you improve your marketing and recruitment to attract skilled workers from overseas? What support systems can be implemented to help overseas employees integrate successfully into your organisation and community? www.newbeginningskills.com  #Australianjobs #skilledshortages #skilledmigration #workforceplanning #skillsdevelopment

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Employee Value Proposition (EVP) used to be something recruiters thought belonged to HR and marketing. While it's true they are the owners, recruiters increasingly need to be aware of their client's EVP. Over time, employees' expectations of their employers have increased, and not only that, they have shifted too. There was a time when salary, career development, and progression were the primary considerations when looking for your next career opportunity. Today, we live in a different world, and people's shifts in aspirations, ideals, and interests between generations (every 15 years) get bigger each time. Whilst not exhaustive, the top priorities of the last three generations entering the workforce are shown below. 𝗚𝗲𝗻-𝗫 (𝟭𝟵𝟲𝟱-𝟭𝟵𝟴𝟬): Job security, high earnings & benefits and work-life balance. 𝗚𝗲𝗻-𝗬/𝗠𝗶𝗹𝗹𝗲𝗻𝗻𝗶𝗮𝗹𝘀 (𝟭𝟵𝟴𝟭-𝟭𝟵𝟵𝟲): Meaningful work and purpose, career growth and development opportunities and flexibility. 𝗚𝗲𝗻-𝗭 (𝟭𝟵𝟵𝟳-𝟮𝟬𝟭𝟮): Job security & stability, technology & innovation and diversity, equity, inclusion, and belonging (DEIB). Today, candidates don't just see their employer as a place to go to work. They want more than that, and subsequent generations will demand more still. Job opportunities involve EVP more than ever in today's world. If you want to make sure you aren't missing an opportunity, you need to be comfortable with the following: • Being aware and clear of the company EVP and what it involves • Articulating the parts of the EVP that matter to your audience Recruiters must be more aware of their client's EVP and how it aligns with a target audience. How comfortable are you that the person representing your job opportunity (HR/TA or recruiters) represents your EVP correctly to the right audience? #evp #employervalueproposition #values #goals #ideals

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Miller Leith is getting ready to publish our highly requested Salary Guide and Market insights for FMCG & Retail industry for 2024. Thank you to everyone who has already participated in the survey but there is still time to take part! Please click the survey below to participate and get in touch with us to book in your free insights & EVP session! #industryinsights #FMCG #retail #millerleith

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Did you know that job descriptions (JD) written by men are more likely to attract men, rather than women? Unintentional bias in JDs is a very common thing, but something that we are often not aware of. Specific terminology you use can attract or detract someone from applying for your role. Also, when looking at a JD and a list of the skills and experience required, men and women will react differently. In general, men will look at the list of requirements and as long as they have a number of the skills they will apply. Whereas women will look at all the skills and even if they have 9 out of 10, will be reluctant to apply, thinking that 'they are not qualified or the job is not for them'. So, be careful when writing JDs that you use the right language and that you don't write a long 'wish list' of skills and experience (that only a pink unicorn would have). Because you could be alienating up to 50% of your potential talent pool. Please see my blog below on 5 tools that can help you remove bias, I hope it helps. https://lnkd.in/diNAFgre #jobdescriptions #kdcresource #engineeringtalent

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The rise of the contingent workforce This Hays article discusses differences to permanent staff, why employers like it, the benefits to the employees, and things for employers to consider.

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Is Your Recruitment Process Keeping Up with the Times? 🕒🔍 An outdated recruitment process can mean missed opportunities, higher costs, and a longer time-to-hire. Don’t let your business fall behind—use our self-assessment checklist to see if your hiring strategy, including flexible recruitment, needs a refresh. Identify gaps, improve efficiency, and stay competitive in attracting top talent. https://buff.ly/40fqraD #AdeccoAustralia #RecruitmentStrategy #FlexibleRecruitment #HiringTrends

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Because Aotearoa New Zealand is not a state of Australia* Different rules can and do apply. Make sure you're across what you need to know as a recruitment leader. This session will dig into: Commercial Agreements & Employer/Employee Obligations Performance Management All types of employees (perm, temp, on-hire) Awareness of what constitutes workplace bullying and harassment How to identify, prevent and respond to inappropriate behaviour If this is a workshop that you in New Zealand, or your leaders across the Tasman (and beyond) would benefit from, check out the details in the link below. These workshops are open to both RCSA Australia and New Zealand members and non-members. RCSA Australia and New Zealand corporate members should know that they can access our employment agreements, guides and templates as well as the RCSA Workforce Information Line (WIL) as part and parcel of their corporate membership. And they can also access recruitment-centric workshops at member rates, like this one, facilitated by RCSA preferred partner Citation HR (formerly HR Assured NZ). The NZ workplace relations team of Citation HR also support WIL providing extensive expertise needed to navigate NZ’s uniquely complex workplace regulations. And yes, we also regularly host workshops in NZ employment law for recruiters, AU employment law for recruiters, and AU employment law for recruitment leaders. Stay across our training and events calendar for all the upcoming dates. Find out more about NZ Employment Law for Recruitment Leaders here: https://lnkd.in/gWFy9__7 #professionaldevelopment 2 CPD points #compliance #professionalrecruitment #leadership #recruitment #staffing *Another classic Kiwi phrase that can be interchanged with "NZ is not a state of Australia" is "you're not in Guatemala now, Dr Ropata" 😉 #IYKYK

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Hiring freezes, constrained budgets, and global talent shifts are impacting business across New Zealand… @Talent is releasing a comprehensive guide with key strategies and considerations to help leaders navigate an uncertain market. 🧭 Coming soon. Please email me to secure your copy [email protected] #newzealand #businessleaders #keystrategies #NZeconomy

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