We were thrilled to partner with JobAdder for our latest event, aimed at empowering professionals within our network to tackle the challenges in 2024, head-on. We hosted our network of HR, Talent and Leadership professionals at the fabulous eSpaces in Brisbane. On the expert panel was Kate Drew (Arnold), Chief People Officer at Madison Group Enterprise; Graham Moody, Chief People Officer at JobAdder; Nicola Young, Head of People APAC and Japan at Cognizant; and moderated by our very own CEO and Co-Founder of Lotus People, Sinead Connolly. We were extremely grateful to have these industry experts share their knowledge and insights with the audience on several core topics shaping the current market. We’ve recapped the key insights shared by our panel below.

The employment market is continuously changing, so understanding the drivers and motivators influencing an employee or candidate is paramount for businesses striving to attract and retain talent. Recent findings from our market insights survey shed light on the shifting priorities shaping the current job market, showing results that vary from the top candidate drivers of 2023. According to our survey results, the top five drivers and motivators for employees and jobseekers in today's market are as follows: Compensation/Salary Package - 64.7% Company Culture and Values - 47% Professional Growth and Personal Development Opportunities - 45.1% Remote and Hybrid Working Policies - 39.8% Work-Life Balance - 38.7% What's particularly noteworthy is the subtle yet significant shift in priorities compared to the data from 2023. Whilst compensation has always been a key motivation for candidates, its importance has notably increased, emerging as the top priority for most employees and jobseekers. Equally significant is the emphasis placed on company culture and values, which have risen to become the second most influential factor driving employment decisions. This shift highlights the increasing importance individuals place on aligning with an organisation that shares their values, vision, and ethos. In today's competitive job market, candidates seek more than just a paycheck; they crave a sense of belonging and purpose within their workplace community. On the other hand, whilst remote and hybrid working policies remain important considerations, their ranking has slightly decreased compared to the previous year. This trend suggests that whilst flexibility in work arrangements remains desirable, it may no longer be the primary driving factor for many candidates, as we have long emerged from the days of pandemic. The findings from our market insights survey highlight a fundamental truth: the landscape of candidate and employee preferences is continually evolving. Employers must adapt their recruitment and retention strategies to align with these shifting priorities, placing greater emphasis on competitive compensation, fostering a positive company culture, and providing ample opportunities for professional growth and development. As businesses navigate the complexities of effective recruitment and employee management, understanding and responding to the evolving needs and desires of the market will be essential in attracting and retaining talent and fostering long-term organisational success. As we move forward in 2024, it's imperative for businesses to prioritise not only meeting but exceeding the expectations of their workforce, creating environments where individuals feel valued, supported, and empowered to thrive. By staying attuned to the evolving landscape of candidate drivers and motivators, organisations can position themselves as employers of choice in an increasingly competitive marketplace. If you’re interested in learning more about our survey findings, download a copy of our Market Insights report below!

One year since entering the Brisbane market, Lotus People are thrilled to partner with JobAdder to host an exclusive breakfast for our People and Culture, Human Resources, Talent Acquisition and Leadership community. Hosted by Lotus People QLD Director, Sophie Thomas, and Dan Anticich Account Exec at Jobadder and moderated by Lotus People, CEO and Co-Founder, Sinead Connolly, we will be joined by an impressive panel of HR experts: Kate Drew, Chief People Officer at Madison Group Enterprises Nicola Young , Head of People APAC & Japan at Cognizant Graham Moody , Chief People Officer at JobAdder Join us as we discuss the workplace in 2024 and topics including; AI, technology and the impact this has on work Hiring predictions and forecasts for this year Evolving candidate and employee drivers/ motivators Data-driven market insights to prepare you for the year ahead We look forward to welcoming you and places are strictly limited so please register today!

As the Australian job market continues to evolve, it's crucial for both employers and candidates to anticipate and adapt to the forthcoming trends that will shape recruitment dynamics in 2024.  The employment landscape is undergoing transformative changes influenced by global shifts, technological advancements, and societal expectations. But what is there to watch out for, exactly? And what can we do to combat these changes to stay ahead of the curve? Projected Recruitment Trends in Australia for 2024: Remote Work Evolution: With the widespread adoption of remote work in recent years, the trend is expected to continue in 2024. Candidates can anticipate more flexible work arrangements, and employers should be ready to adapt their recruitment processes to accommodate remote hiring, onboarding, and management. Emphasis on Soft Skills: Beyond technical expertise, employers are placing a growing emphasis on soft skills such as adaptability, emotional intelligence, and effective communication. Job seekers should highlight these skills on their resumes, and employers should incorporate them into their evaluation criteria. Rise of Hybrid Work Models: A hybrid work model, combining in-office and remote work, is likely to become the norm. Companies should establish clear policies, communication channels, and collaboration tools to support a seamless transition to this hybrid model. Increased Focus on Diversity, Equity, and Inclusion (DEI): Expectations for diversity and inclusion in the workplace will continue to rise. Employers should proactively address DEI concerns, ensuring fair hiring practices and creating an inclusive work culture. Candidates, in turn, should seek out employers committed to diversity. Technological Integration in Recruitment: Automation, artificial intelligence, and data analytics will play a more prominent role in the recruitment process. Employers should invest in technology to streamline hiring processes, and candidates should be familiar with applicant tracking systems and other digital recruitment tools. What Should we do In Response? Skill Development and Upskilling: Job seekers should identify and invest in skill sets that align with emerging trends. Continuous learning and upskilling will be key to staying competitive in the job market. Revise and Update Resumes: Candidates should ensure their resumes highlight not only technical skills but also soft skills and adaptability. Showcase experiences that demonstrate versatility and the ability to thrive in a dynamic work environment. Enhance Digital Presence: With increased reliance on technology in recruitment, candidates should optimise their online presence. This includes having a professional LinkedIn profile, a well-crafted personal website, and a portfolio showcasing relevant skills and achievements. Embrace Flexibility: Employers and employees alike should embrace flexibility. Companies should review and adapt their policies to accommodate flexible work arrangements, and candidates should be open to hybrid models and remote opportunities. Prioritise Diversity and Inclusion: Employers should actively work on fostering diverse and inclusive workplaces. This includes revisiting hiring practices, promoting equal opportunities, and creating an environment where employees from all backgrounds feel valued. By understanding and proactively responding to the projected recruitment trends we have for 2024, employers and candidates can position themselves for success in the evolving job market. Remember: Embracing change is the key to thriving in the dynamic landscape of recruitment in the coming year! You can also reach out to us at info@lotuspeople.com.au to see how we can make your talent attraction and retention stronger in 2024.

In the dynamic landscape of recruitment, staying ahead of the curve is essential for success. As we approach 2024, the competition for top talent is fiercer than ever, and strategic decisions in talent acquisition become paramount. One often overlooked yet critical tool in this process is the salary guide. In this blog post, we'll explore what a salary guide is, why it's indispensable for your 2024 recruitment strategy, and how it can contribute to upscaling your talent sourcing and retention efforts. Understanding the Salary Guide: A salary guide is a comprehensive document that provides insights into industry-specific compensation trends, market benchmarks, and salary ranges for different roles. It serves as a valuable resource for both employers and job seekers, offering a clear picture of the competitive landscape in terms of remuneration. How does a Salary Guide benefit you?  Competitive Edge in Talent Attraction: Salary guides empower your recruitment team with the knowledge needed to offer competitive and attractive compensation packages. In a candidate-driven market, knowing the current salary expectations ensures that your job offers stand out, making your organisation more appealing to top-tier candidates. Retention Strategies Based on Market Realities: Keeping your existing talent satisfied is as crucial as attracting new talent. Salary guides help you stay informed about industry standards, enabling you to adjust compensation for current employees and reduce the risk of losing them to competitors offering more enticing packages. Strategic Workforce Planning: By aligning your salary offerings with the market trends outlined in a salary guide, you can strategically plan your workforce and anticipate potential challenges. This proactive approach ensures that your recruitment efforts are not only effective in the short term but also sustainable in the long run. Enhanced Employer Branding: Demonstrating that your organisation understands and values industry compensation norms contributes positively to your employer brand. Potential candidates are more likely to view your company as reliable and considerate, which can result in a stronger talent pipeline and increased applications from high-quality candidates. Mitigating Turnover Risks: High turnover can be costly and disruptive. Salary guides assist in identifying areas where your organisation may be falling behind in compensation, enabling you to proactively address potential turnover risks before they escalate. As you gear up for a successful 2024 in recruitment, leveraging a comprehensive salary guide is a strategic move that should not be underestimated. The insights gained from such guides can be the differentiator that sets your organisation apart, helping you attract, retain, and upscale your talent effectively. With 2024 nearing, don’t forget to check out our salary guide, tailored to empower your recruitment journey in the coming year! Get ready to revolutionise your approach to talent acquisition and retention in 2024!

Last October 27th, the Lotus People team embarked on a truly extraordinary journey—Sleeping Under The Stars with Stepping Stone House ! The night was not only filled with the awe-inspiring beauty of the night sky but also marked a significant chapter in our commitment to making a positive impact on young lives. The Lotus People team was privileged to witness the transformative work of Stepping Stone House firsthand. We've been partnering with them annually for this event and the organisation's dedication to changing the lives of young individuals is beyond commendable. As we spent the night under the stars, we had the honor of hearing stories from those whose lives have been touched and transformed by the remarkable programs and initiatives of Stepping Stone House. It reinforced our belief in the power of collective action to bring about meaningful change. We also want to share a a special shoutout to our very own Michelle Barrett , whose outstanding dedication and efforts made her the second-highest individual contributor to our fundraising initiative! Moreover, we are proud to share that with your support, we were able to raise nearly $45,000 for this amazing cause. To every person who participated and donated, we express our deepest gratitude. Your support is more than a contribution; it is a lifeline for young individuals striving for a better future. The collective impact of your generosity will continue to resonate in the lives of those touched by Stepping Stone House. Sleeping Under The Stars with Stepping Stone House was more than just a night outdoors; it was a night of shared purpose, compassion, and community. As we look back on this experience, we are filled with gratitude for the inspiring individuals, dedicated supporters, and our incredible team who made it all possible. Together, we have not only raised funds but also raised awareness about the importance of investing in the potential of young lives. Thank you for being a part of this journey with Lotus People and Stepping Stone House. Your support truly means the world to us, and we look forward to continuing this impactful collaboration in the future! ✨

Growing Your Business With Innovation and Divergent Thinking  Sinead Connolly, CEO and founder at Lotus People , has been running the office support and HR recruitment agency for eight years. Owing to its creative approach to recruitment, the agency has tripled in size since early 2021, with more than 20 staff members across its Sydney and Brisbane offices. Empower Everyone to Contribute “To manage growth, we’ve implemented committees for diversity and inclusion, performance and continuous improvement, corporate social responsibility, and social get-togethers. Each of these committees pulls everyone into a room to talk about what’s working, what’s not and brainstorm ideas. In my mind, creativity in leadership is about giving people space to come to the table and feel empowered. We've seen huge results from this approach. Some of it is around clarity and communication of policies. Some of it is simple changes that impact the day-to-day, like occasionally moving our regular morning meeting to the afternoon to encourage team bonding, which can be impacted by hybrid working. ‍ Use Technology to Innovate and Inspire Business Growth Investing in automation software is helping to improve our marketing. It’s not necessarily an innovative approach in marketing, but it’s innovative and inventive in our sector. The software produces a ‘hot leads’ list that shows us how, say, 250 potential clients have engaged with us: perhaps they’ve downloaded reports, clicked a particular link or revisited the website. Having this data and being creative in how we use it to go out to market [by the sales team being able to contact people in a more targeted way] results in an immediate lift for our sales team.” Sinead’s creativity tip: “Give your team time and space to be creative. We tend to fill our diaries and schedule our days, which can get in the way of creativity. [American business magnate] Warren Buffett always said he never had anything in his diary other than an appointment for a haircut!” Read more at officeworks.com.au!

Amidst the search for top talent, organisations are turning to technology and AI to gain an edge in this competitive market. How will this shape the future of recruitment? The world of work is undergoing rapid transformations following a turbulent few years in the employment market, and this wave of change shows no signs of slowing down. As macro-economic factors shape the decisions of businesses and candidates alike, the field of recruitment is facing fresh challenges that demand innovative solutions. Organizations are racing to attract top talent and enhance employee retention, and one trend gaining significant traction is the increasing utilization of technology and artificial intelligence (AI) tools in the workplace. In recent years, technology has made significant strides in the recruitment sphere, with AI-powered chatbots, automated processes, talent sourcing, and data analysis taking center stage. As we step into 2023, large language models are projected to play a pivotal role in advancing AI, revolutionizing efficiency and empowerment across multiple industries. A study conducted by Modern Hire this year highlights the accelerated demand for technology in talent acquisition, triggered by the global pandemic and evolving labor market. In fact, 73% of companies increased their technological investments in 2022. Furthermore, research indicates that between 35% to 45% of businesses are poised to adopt AI-based talent acquisition technologies for candidate sourcing and shortlisting in 2023. By harnessing AI in recruitment and talent acquisition, companies can unearth passive candidates, leverage data-driven insights, and make more informed hiring decisions. This paves the way for superior outcomes in terms of the quality of hire, ensuring that the most suitable job opportunities are presented to the most relevant candidates. The result is the formation of high-performing teams that align with the goals of all stakeholders. As the world of work evolves and the adoption of these transformative tools increases, individuals who possess the knowledge and skills to effectively leverage them will undoubtedly be in high demand. For HR, People and Culture, or Talent Acquisition leaders, embracing these new technologies is essential. The benefits ar e numerous: 1. Enhanced productivity and higher performance AI utilization significantly improves candidate sourcing, enabling recruiters, consultants, and business partners to allocate more time to the human aspect of their roles and less to repetitive tasks. A data-driven approach to recruitment empowers organizations to make well-informed hiring decisions, creating the best possible matches for candidates, clients, and consultants. This fosters a work environment that prioritizes collaboration, creativity, and adaptability. 2. Streamlined processes AI and technology offer reduced hiring times, improved accuracy, and heightened consistency, streamlining recruitment processes. Coordinating multiple touchpoints in the hiring journey often takes weeks, but with the assistance of AI tools like chatbots, this timeline can be significantly reduced. Candidates benefit from clearer communication and continuous feedback throughout the process. Additionally, data analysis plays a pivotal role in optimizing decision-making and overall processes, resulting in increased productivity, reduced errors, cost savings, and improved candidate satisfaction. 3. More opportunities for employee growth AI-powered tools provide immense benefits to employees by freeing up time spent on daily routines and administrative tasks. This allows individuals to focus on their core responsibilities and professional growth, exploring new skills, pursuing learning opportunities, and engaging in creative problem-solving. Personalized training and development programs further empower employees, enabling them to acquire new skills and stay up to date with the latest industry trends. This increased employee satisfaction, higher retention rates, improved company morale, and the added bonus of a more skilled workforce. AI-powered tools help businesses build resilient and adaptable teams equipped to navigate the challenges and opportunities presented by the future of work. Despite the numerous benefits of AI and technology in the workplace, it is crucial to remember that human input and connection should never be replaced. Recruitment is a complex and nuanced process that requires human empathy, intuition, and creativity to excel. Even the most advanced AI-powered tools cannot match the depth of human understanding when it comes to identifying soft skills, cultural fit, and potential for growth. While AI is a remarkable support tool for streamlining business processes and creating a more efficient workplace, it should never overshadow the genuine and human approach to work. Building meaningful connections and nurturing relationships remain at the heart of recruitment. Read more at hrleader.com.au .

A workspace that promotes safety and inclusion goes beyond being just a passing trend - what exactly should you do to initiate these bias-free recruitment changes? Over the last three years, the Australian recruitment market has weathered a whirlwind of challenges - from the global pandemic and the widely reported 'great resignation' to an escalating demand for workers. Amidst these seismic shifts, one fact remains: modern jobseekers are hunting for more than just a substantial paycheck. Today, the spotlight shines on both professional and personal values like work-life balance, prospects for growth and development, a supportive company culture, and critically, a safe working environment. Building a workspace that offers psychological safety, inclusion and zero discrimination is not merely a trend but an integral element in fostering a strong company culture and enhancing team collaboration. But Diversity and Inclusion is a big ticket item, with many companies not knowing where to start. So, to start to make progress, what are the building blocks for creating such a workspace? Diversity, Equality, and Inclusion in Recruitment Diversity, Equality, and Inclusion (DEI) form the linchpin of a bias-free hiring process. Diversity is the acknowledgment and celebration of the wide range of individual differences among people. Equality, on the flip side, champions fairness and equal treatment for all candidates and employees, irrespective of their background, role, or personal characteristics. Lastly, inclusion is about crafting an environment where every employee feels valued, respected, and supported, with equal opportunities for growth. Notably, a robust DEI strategy results in more than just improved talent attraction and increased employee retention rates. It's also a proven catalyst for innovation and creativity. Research by McKinsey in 2020 shows that companies with greater gender diversity at executive levels are 48% more likely to outperform their competitors. A similar trend applies to ethnically diverse companies. Developing a Winning DEI Strategy A key question for HR leaders is: where do you start when creating a DEI-friendly workplace? At Lotus People, our human-first approach and proud legacy of winning the Best Agency in Candidate Experience award for three consecutive years offer us a unique vantage point on this issue. Creating a Diverse and Inclusive Workplace Diversify Your Candidate Pool: Expand your recruitment efforts to attract a diverse group of candidates. Consider partnering with organisations focusing on underrepresented groups. Provide Training: Equip hiring managers and recruiters with the tools to reduce unconscious bias and increase awareness on DEI matters. Providing training across topics such as neurodivergence, gender bias and equality in the workplace can help educate the entire team. Foster an Inclusive Culture: Promote respect for differences, make reasonable adjustments and create an environment where everyone feels valued. Consider starting a DEI committee. Set DEI Goals: Begin with small, achievable company goals for fostering a diverse and inclusive workforce, and involve your entire team. Promote Equal Pay: Regularly run analyses to ensure women are paid equally to men, considering the national gender pay gap. Remember to use inclusive language, promote open feedback systems, and ensure the creation of safe spaces for all employees. In conclusion, keeping a human-centric focus, approaching recruitment with empathy, and being dedicated to your DEI strategies can significantly shape a safe and inclusive workspace. Building a healthy workplace culture is a journey, not a destination. But with a team that's genuinely committed to addressing bias and promoting equality, businesses can make significant strides. Read more at hrleader.com.au .