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05 Feb, 2024
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!
20 Nov, 2023
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.
20 Nov, 2023
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!
13 Nov, 2023
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! ✨
03 Oct, 2023
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!
16 Aug, 2023
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 .
16 Aug, 2023
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 .
16 Aug, 2023
Time truly does fly when you're doing what you love, and here at Lotus People, we are thrilled to announce that this August marks our 8th company anniversary! It feels like just yesterday that we embarked on this incredible journey, and yet here we are, celebrating a significant milestone that reflects years of commitment, hard work, and fun!
16 Aug, 2023
In a market that is constantly shifting and where we are constantly adapting, Lotus People is thrilled to announce a remarkable achievement – we have been named as the Best Agency in Candidate Experience for the fourth year in a row, by Recruiter Insider! Recruiter Insider is an independent survey platform that allows all candidates to leave reviews throughout the entire process, whether we place them or not. In the last year, the platform had a total of 49,247 reviews and 246,235 questions answered and Lotus People had to maintain a score of 97.12% throughout the team across our whole team to come out on top. As well as this, we also ranked in the top 5 in the country for Client Experience with an average satisfaction score of 95.23%! At Lotus People, we firmly believe that recruitment is about more than just filling positions – it's a journey of connection and treating people well. As we celebrate our continued success, we want to emphasise that our approach extends far beyond placements. We are committed to learning, improving, and evolving our practices to ensure that every interaction with us is an exceptional experience. Our mission is to provide a recruitment journey that consistently exceeds expectations at every step. Our success wouldn't be possible without the remarkable contributions of our team members. We are immensely proud to highlight the accomplishments of two exceptional individuals: ✨ Chloe Jones : WINNER - Best Candidate-Consultant Award ✨ Michelle Barrett : WINNER - Best Client-Consultant Award Chloe and Michelle have demonstrated unparalleled dedication and expertise in their roles, embodying the values of Lotus People daily – our whole team is also a part of this immense success as we all help each other grow in respective areas and all work so hard for Lotus to be able to maintain a workplace where everyone is passionate about what they do. With this, we want to say thank you to our valued candidates, clients, and partners – we could not have achieved this without you, and your unwavering support has been instrumental in our journey to excellence! Your recognition of our efforts and accomplishments fuels our passion and drives us to continuously improve. As we celebrate this remarkable achievement, we are more motivated than ever to raise the bar in the realm of recruitment. Lotus People is committed to setting new benchmarks of excellence and innovation!  Watch this space for the fifth win 😉
25 Jul, 2023
Risk, rewards and challenges of building GenAI into business-as-usual The arrival of ChatGPT and its trailing competitors in late 2022 pushed generative AI (GenAI) into mainstream consciousness, democratising AI tools in unprecedented ways. For the first time, GenAI is accessible to anyone with an internet connection. ChatGPT’s 3.5 model is currently free and intuitively usable to even the least technical people. As with any new and potentially disruptive technology, business leaders are still trying to navigate the possible applications, benefits and risks of building it into business-as-usual operations. However, its users and the world are moving at pace – ChatGPT reached 100 million users in just two months – an extraordinary uptake speed. One thing’s for certain: GenAI is here. Is Australia’s mid-market ready for it? WHAT IS GEN AI? GenAI creates new content – text, video, audio and more – by drawing from learned patterns of understanding and reassembling it to suit the human-issued prompt. GenAI was used in software before the launch of ChatGPT. It was this tool, however, that brought GenAI into the mainstream and has become the most famous and accessible of these tools. Its responses are often only as good as the person providing the prompts and can be poorly worded or even plain wrong, but it represents a huge leap forward in both usability and possible uses. We asked: How do Australian mid-market business leaders feel about generative AI? Tell me in 20 words. ChatGPT: Australian mid-market business leaders generally have positive attitudes towards generative AI, seeing its potential for innovation and productivity improvement. GenAI? Yeah, they know it. Almost all business leaders we surveyed claimed at least some knowledge of GenAI – with 98% saying they’re aware of the technology and 83% saying they’re familiar with it (either a little or a lot). Unsurprisingly, over a third of respondents say they’re already using GenAI in their business, with another four in 10 preparing to do so. Segment the responses to just those businesses with high confidence in their future success, and the figure shifts, with over half – 51% – saying they’re already using GenAI. This indicates mid-market owners and decision-makers are dialled into new and disruptive technology and are well-practiced at pivoting operations to make better use of it. Using GenAI to improve efficiency and output could soon become not just a competitive advantage but an existential requirement. A small start to something big Despite the wide-reaching potential of these technologies, when asked about existing or potential uses, our business leaders generally limited their thinking to back-office support – admin, analysis and content creation. This suggests that most businesses have not fully operationalised the technology into business as usual. They are using it – or think they could – to help write reports, communications and marketing materials, as a research alternative to Google or for non-specific ‘admin’ work. Business advice and guidance, training, knowledge management, innovation, and bookkeeping and accounting are among the lowest uses named by respondents. This perhaps can be attributed to the risk around data security and the complexity of these functions.  These responses show us that despite the buzz, the mid-market’s use of GenAI is still very much in its infancy. This makes sense. While the barrier to entry is almost nil for the ad hoc use of ‘public’ GenAI tools, fully operationalising them into business processes can be a long and expensive undertaking. Significant investment is often required to adapt and apply the tools to your business’s environment and to recruit people with the skills to both develop and maintain them. “As a recruitment agency, we utilise ChatGPT to support us in basic recruitment coordination support; writing compelling job adverts, creating interview questions and candidate preparation for unique roles and support in writing documents such as job descriptions and progression pathways. Whilst these language models can be extremely useful in taking time out of writing bulk text, we utilise the recruitment coordinators in our team to use critical thinking and proofing skills to ensure every finished product is to the standard we expect, and has our considerable input into the content.” Sinead Connolly, Lotus People, Pitcher Partners' client Challenges, risks and preparedness Business leaders know that GenAI comes with challenges. Those who plan to, but aren’t yet, using the tools name data security and accuracy as the biggest of these – 39% have yet to fully trust either. Those using GenAI see things differently, with 37% saying cost is their biggest challenge. This cost is often incurred as businesses move away from ‘public’ GenAI tools to develop their own applications, and therefore sidestepping issues of data security and privacy. 36% of all respondents named data privacy concerns as their biggest challenge, and 19% named putting safeguards in place. However, the survey also suggests many business leaders are underestimating risks to their business, as we saw in our last Business Radar survey on cybersecurity . Only 12% agree there is a risk with implementing GenAI and that they’re concerned about it. Almost half said they weren’t worried about the risk (33%) or that there was no risk at all (16%). The biggest group, 39%, agreed there was risk, but couldn’t yet define it. A quarter of those already using GenAI say they haven’t put in any safeguards, and a further 25% are only thinking about it. These statistics are worrying, especially when you consider the probability that most businesses will have staff already using GenAI on their own initiative. And that’s a problem – confidential customer or business information is entered into tools, making it available in the public domain. Even businesses that aren’t or won’t ever use GenAI need to address and mitigate the risks it poses. “We are absolutely aware that this is new technology that we don’t fully understand yet. We don’t feed ChatGPT confidential client information and use it mostly to bulk out content that we then tailor ourselves. Internally, the entire team are aware that nothing that Chat GPT produces is a finished product and we use our expertise and experience to ensure that everything aligns with our brand and to our standards.” Sinead Connolly, Lotus People, Pitcher Partners' client Full article on Pitcher Partners .
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