Reimagine Talent

Employment Market Predictions for 2025 - Supply Chain Market Melbourne

In 2024, Melbourne's supply chain job market has stabilised somewhat, though we're now seeing signs of a gradual slowdown. After years of significant shifts—including lockdowns, mass redundancies, extreme talent shortages, and rapid rebounds—the market has entered a more cautious phase. As we approach 2025, here's what we can expect and some strategies to help you secure the right role in the supply chain sector:Key Predictions for the 2025 Supply Chain Job Market in Melbourne:Conservative Hiring Approaches: Organisations are likely to maintain conservative hiring practices, particularly for mid-level and senior management roles. We're seeing a trend towards streamlined management layers, with larger companies favouring smaller, versatile teams that deliver real impact. According to Jobs and Skills Australia's Labour Market Update, employment growth has remained strong, driven by population growth, but there are signs of softening in Australia's labour market.Jobs and Skills AustraliaExtended Job Search Timelines: For candidates aiming to find the right fit, the recruitment process is likely to be longer than usual. This cautious approach gives organisations time to carefully select candidates who align with their culture and long-term objectives. The Labour Market Update also highlights persistent low fill rates for roles requiring Certificate III/IV qualifications, indicating a more selective hiring process.Jobs and Skills AustraliaIncreased Demand for Temporary and Contract Roles: Flexibility remains a high priority for many businesses, so expect contract and temporary roles to become even more common. This approach allows companies to address current demands while staying agile as the market evolves. The Australian Industrial & Logistics Vacancy Report notes a rise in vacancy rates across most cities as demand normalises, suggesting a shift towards more flexible staffing solutions.CBRE AustraliaStrategies for Securing the Right Role in 2025:Plan Ahead: Start by clarifying the type of role you're after. Update your CV, and begin networking with industry professionals and recruiters early. Building these connections puts you in the best position to secure your ideal role when opportunities arise.Maximise Current Opportunities: Before looking externally, consider whether there's room for growth within your current organisation. Expanding your responsibilities or transitioning into new internal roles can sometimes lead to better long-term opportunities.Leverage Peak Hiring Periods: In Melbourne, the most active hiring periods typically occur:February-March: The start of the year often brings the highest turnover, creating a surge of new job openings.Mid-Year (End of Financial Year): Many organisations review budgets and workforce needs at the end of the financial year, which can lead to additional hiring.Melbourne's supply chain sector is expected to stay competitive, so taking a proactive, adaptable, and well-prepared approach will be essential to securing the right role in 2025.In conclusion, Melbourne’s supply chain job market is shifting towards a more cautious, flexible approach as we head into 2025. With conservative hiring practices and an increased demand for temporary roles, preparing for an extended search and proactively planning your career path will be essential. Whether through leveraging peak hiring periods, maximising growth within your current role, or staying open to flexible opportunities, a well-thought-out strategy will help you stand out in a competitive field. By aligning your efforts with these market trends, you’ll be better equipped to secure a role that not only meets your professional aspirations but also positions you for future growth.TestimonialsSearch JobsAsk A Question

The Value of Temporary Staffing for Supply Chain and Manufacturing

Australia’s supply chain and manufacturing industries are evolving rapidly with fluctuating demands, technological advancements, and global disruptions. To stay agile, many companies rely on temporary white-collar staff, such as logistics analysts, procurement specialists, and supply chain coordinators. Recruitment agencies play a key role in quickly sourcing skilled professionals, offering flexibility and cost-efficiency. 1. Flexibility and Scalability Temporary staff help manage demand surges, seasonal peaks, and project rollouts without long-term commitments. Agencies provide skilled professionals, ensuring smooth operations during busy periods or when scaling back. 2. Maximise Workforce with Tight Budgets Temporary staffing offers a cost-effective way to add talent without increasing permanent headcount. Agencies manage payroll and compliance, allowing businesses to allocate resources strategically. 3. Cost-Effectiveness Recruitment agencies reduce administrative burdens by handling sourcing, onboarding, payroll, and compliance. Temps provide essential expertise without the long-term overheads of full-time employees. 4. Try Before You Hire Temporary roles allow businesses to assess candidates’ skills, performance, and cultural fit. Suitable temps can transition into permanent roles, reducing hiring risks. 5. Continuity During Gaps Temporary staff fill critical roles during planned leave or sudden vacancies, ensuring operations run smoothly while businesses search for permanent replacements. 6. Reduced Risk and Compliance Management Agencies handle employment contracts, payroll, and compliance with workplace laws, minimising legal risks. Temps also offer greater flexibility with shorter notice periods. 7. Access to Specialised Skills Agencies provide quick access to niche professionals—such as data analysts or project managers or SAP specialists —on a short-term basis, helping businesses complete critical projects efficiently without committing to long-term hires. Reimagine Talent: Delivering Seamless Temporary Staffing Solutions At Reimagine Talent, we understand the fast-paced demands of the supply chain, logistics, and manufacturing sectors. That’s why our temporary staffing services are designed to provide businesses with quick, reliable, and compliant workforce solutions. With a commitment to operational excellence, we partner with People 2.0, a global leader in workforce management, to ensure our clients enjoy world-class support. Here’s what sets Reimagine Talent apart:•3-Day Turnaround to Fill operational Roles: We understand the urgency of filling vacancies. Our commitment ensures your temporary staffing needs are met within 3 days, helping you maintain operational continuity.•Global Compliance and Automation Powered by People 2.0: Stay compliant with state and federal regulations. We manage payroll and workforce compliance using advanced systems that simplify processes and reduce risks.•Access to Specialised Talent for Supply Chain Challenges: Whether you need an SAP specialist, logistics coordinator, or supply chain analyst, we connect you with skilled professionals to meet specific project demands.•Easy-to-Use Platform for Real-Time Data and Reporting: Our platform provides instant access to essential data—track employee hours, generate reports, and manage assignments with a few clicks, ensuring you stay in control.•Candidate App for Smooth Communication and Assignment Management: Candidates benefit from an intuitive app that allows them to manage timesheets, track assignments, and access essential information for a seamless placement experience.In an environment where supply chain and manufacturing demands are constantly shifting, temporary staffing offers businesses the flexibility and expertise needed to adapt and thrive. By partnering with trusted recruitment agencies, organizations can manage fluctuations, reduce costs, and maintain continuity without long-term commitments. Temporary roles also present an opportunity to bring in specialised talent for critical projects, ensuring businesses stay competitive and efficient. With the right support in place, companies can navigate workforce challenges while maintaining focus on growth and innovation.TestimonialsSearch JobsAsk A Question

Best free resources to assist you with your Career Journey

Searching for new career opportunities can be challenging, especially if you're contemplating a transition to a different career path. It can feel overwhelming, but the Reimagine Talent team is here to provide you with valuable resources to simplify the process, so please don’t hesitate to get in touch if you would like to have a chat!Career Planning:Understanding what a career plan is and how to create one is essential for your success. LinkedIn Learning offers a free course titled Taking Charge of Your Career: Define how the workplace has changed. Discover how to create a career vision, prepare to create short- and long-term goals and identify resources to succeed in your career goals.Expert Advice on the Job Hunt Process:For practical guidance on navigating your job search, check out Jenny Foss, Career Strategist, presents a free course via LinkedIn Learning: A Career Strategist's Guide to Getting a Job. This course covers key aspects of the job hunt, including crafting and optimsing your resume and cover letter, finding job listings, leveraging recruiters, establishing your professional brand, preparing for interviews, and negotiating your salary. You can also watch this Webinar: Master the Art of the Resume Summary: A Guide to Writing a Stand-Out This webinar will equip you with the knowledge to craft a powerful professional summary section that grabs hiring managers' attention and effectively conveys your fit for the role.Finding Jobs: Quick TipsRegister with a Recruiter: Sign up with agencies like Reimagine Talent to be part of a talent pool and be among the first to hear about unadvertised opportunities. Register with Us here. Utilize LinkedIn: This platform is a powerful tool for job searches. Activate the #OpenToWork feature on your profileto catch the attention of potential employers.Network: Reach out to friends, former colleagues, and mentors to inform them that you are on the job hunt.Job Search Platforms: Utilize websites like SEEK, SimplyHired, Glassdoor, Career Jet, Workforce Australia, Adzuna, Jora and CareerOneto discover job opportunities. Set up alerts for relevant roles, and consider registering to enhance your profile visibility to potential employers.Industry-Specific Resources: Many professional associations maintain job boards where you can find opportunities tailored to your sector. For example, EthicalJobs.com.au is an excellent resource for the not-for-profit sector.Company Websites: Regularly check the careers section of companies you’re interested in or directly express your interest.Resume& Application Preparation:If you’re searching for a job for the first time or haven’t updated your resume recently, it’s crucial to get the basics right first! Next, its time to make it shine with Reimagine Talent’s 5CV Tips. to make your resume stand out.For additional guidance, LinkedIn Learning's section on resume preparation in "A Career Strategist's Guide to Getting a Job" offers a quick10-minute resource to refine your application.When applying for positions that require addressing Key Selection Criteria, it's vital to respond thoroughly. These criteria can be intimidating, but addressing them effectively is key to being considered for the role. This guideprovides clear steps on how to tackle this aspect.Interview Preparation + Negotiation:As a candidate, the interviewing process can sometimes appear to be a somewhat mysterious and nerve-racking undertaking. While it might feel like a crystal ball might come in handy in these situations, being as prepared as possible is your best option. Importantly, remember all other candidates are nervous and your interviewer has been in your position before too! Understanding the different types of interviews—screening, informal, formal, and group—can help ease your worries. For in-depth strategies, consider reading our guide on Interview Tips.If you struggle during interviews, "6 Interview Skills That Will Get You Hired" offers techniques to answer questions with confidence and professionalism. Additionally, whether you have ‘botched’ an interview or just want to follow up, what should you do? LinkedIn Learning’s A Career Strategist's Guide to Getting a Job course (Section 4– Interview Like a Pro) is a great go-to guide for these scenarios.Salary Negotiation + Employment Entitlements:Congratulations on being selected as a preferred candidate! Before signing the contract, it’s essential to consider salary, working arrangements, and negotiation.Firstly, the ‘money talk’, a must read to help you tackle this area with confidence is our Founder, Tabitha West’s 5-minute read, How to talk about money in the recruitment process.Assessing potential salary, when to negotiate and when to walk way. In this 5-minute read find out the best way for candidates to talk about salary during the recruitment process.Flexible working arrangements have become a common request in the post-COVID landscape. The Fair Workwebsite provides a best practice guide for flexible working, detailing types of provisions and legal requirements.For anyone negotiating salary or conditions, Security4Women offers a valuable Recent Discussion Papers and Recent Issue Papers to guide you.Lastly, familiarise yourself with Fair Work standards regarding employee rights and responsibilities. Reading the guide titled "Before Starting Employment"will equip you with important information.Remember, the Reimagine Talent team is always here to assist you. If you’d like to discuss your job search or career development further, please don’t hesitate to reach out!More free resources to consider: Reimagine Talent – LinkedIn GroupI thought I would share something that might be helpful to those that are looking to improve their profile on LinkedIn in 2024. We have put together a LinkedIn Tip sheet* to help you improve your profile. Download PDFReimagine Talent – Tabitha WestYour questions answered – Interview Stage: If you are at interview stage for a role here are answer to some frequently asked questions we are asked by our candidates.Download PDFReimagine Talent – ResourcesHow Chat GPT can assist you in your job searchThis is where ChatGPT can be a valuable tool in your job search journey by optimising your job search and giving you a competitive edge.Supply Chain &Logistics Association of Australia-SCLAANetworking & Educational Supply Chain & Logistics EventsLinkedIn Learning The Mindful WorkdayBring your best self to work. Join Dr. Britt Andreatta in The Mindful Workday, a series of mindfulness exercises to keep you connected, grounded, and focused at work.Remote Working Resources:Remote Co.Remote Worker Insights- 140 companies answer 6 questions. Learn a bit more about some of the great people who answered the Remote.co Q&As as they share some of their remote worker insights and anecdotes on work-life balance, remote work environments, and more.RemoteHuntUnlocking the Benefits of Distributed TeamsFlexJobs.comRemote Work Statistics & Trends: The Latest in Remote WorkThe work landscape has changed dramatically and permanently in just a few years. So too has the perception and acceptance of remote work, as the benefits for employers and employees alike have come to light.Remote Bliss5 LinkedIn Profile Tips for Savvy Remote Job SeekersIn today's rapidly evolving job market, leveraging the right resources can make all the difference in your job search. By exploring career planning tools, optimizing your résumé, and preparing thoroughly for interviews, you equip yourself for success. Remember, whether you're just starting out or transitioning into a new field, the key is to stay informed and make use of the free resources available to you. Reimagine Talentis here to support you every step of the way, so don’t hesitate to reach out for guidance as you navigate your next career move.TestimonialsSearch JobsAsk A Question

How Chat GPT can assist you in your job search

Job searching can be a time consuming process. According to Forbes, it takes an estimated average 20-80 applications to receive one offer. This is where ChatGPT can be a valuable tool in your job search journey by optimising your job search and giving you a competitive edge. ChatGPT can assist with various stages of your job hunting process, including:CV optimisationInterview preparationResearching companies you are applying with Coming up with different ways of presenting your CV or talking about your experience Preparing case studies / presentations Just to name a few. Benefits of Using Chat GPTAssisting in optimising your CVA well-crafted CV is really important to get noticed by potential employers. By giving it as much information as possible, Chat GPT can give you guidance to tailor your resume to specific job postings by suggesting relevant keywords and phrases, ensuring your resume passes through applicant tracking systems (ATS) and catches the eye of hiring managers and HR professionals. ChatGPT also uses advanced natural language processing (NLP) algorithms to analyse your existing CV and provide personalised suggestions for improvement, therefore offering ideas you may not have thought of yourself. Preparing for InterviewsInterviews can be daunting, but with the help from chat GPT, you can practise answering common interview questions for your field of work, receive constructive feedback, refine your responses, and receive interview tips. You can also ask ChatGPT for technical interview questions to practise showcasing your skills and knowledge, and behavioural interview questions that may cover topics like teamwork, communication, problem-solving, leadership, and conflict resolution. This will give you an idea of what to expect at your next job interview so you can prepare more effectively and feel confident going in. As a result, it will not only boost your confidence but also increase your chances of being successful at an interview. Networking with Linkedin Networking plays a vital role in the job search process. Chat GPT can help you write engaging messages and emails to reach out to professionals in your area. A tip when prompting ChatGPT to help you craft Linkedin messages is to tell it the messaging style (e.g. semi casual, professional). Case studies Chat GPT can assist you in preparing case studies and/or presentations if this forms part of the recruitment process. It saves you time on starting from scratch. You could use ChatGPT to generate ideas for case studies, write compelling case study introductions, and fast track your content ideas for the case study.Some things to keep in mind when using Chat GPTProvide ChatGPT with specific prompts to get the most out of the information it provides you. This Linkedin article gives suggestions on specific examples to ask ChatGPTYou will need to refine the suggestions ChatGPT provides to make your content personalised and authenticUse it to get you started and/or provide ideas, not as a finished product. You’ll need to take steps to refine and edit your CV to accurately showcase your unique expertiseDo not use personal identifying information when using chat GPT The main value we see in using chat GPT is:It can save you timeIt can provide you with some ideas and new ways of presenting information in your job searchIt's a free and easily accessible tool you can use from anywhereRemember, the Reimagine Talent team are always here to assist you with your career.

Celebrating 7 years in business

They say if you do what you love you never work a day in your life. Well that is true for me. After being in recruitment for 16 years I would forgive myself for being a bit complacent or needing a change. But to my surprise I am just as passionate about my profession as I ever have been. Seven years ago, I took a leap of faith and did something that I had admittedly been dreaming of since I started in recruitment 10 years before - starting my own recruitment business. I grew up with my father being very entrepreneurial and running small businesses my entire childhood, so starting a business you could say was in my blood. This said it took me 10 years honing my craft in corporate business before the timing ended up being right. Seven years ago I left a role that admittedly I was not passionate about after 6 months (more my fault than theirs) and finally took the plunge to start my own recruitment business.At the start of my journey, I wanted to put as much distance as I could between my business and the word ‘Recruiter’. Because let me be honest, many people have had very bad experiences with recruiters, candidates and clients alike. As a result I tried my best to not be seen as a “recruiter” even though I always was, and still am a Recruiter. Around three years ago I had a lightbulb moment; I should be proud to be a recruiter! Yes recruiters do have a bad name with many people, but not all, and my aim was to change the perception of recruiters so why was I hiding the fact that I was a recruiter? I realised I don’t have anything to hide because I worked hard to do things differently. Why should I not be proud of this? This lesson helped me decide that I am going to be proud to tell people I am a recruiter and advocate for the profession I love so much.It has been a great journey. Although things never go in the direction you expect, I am really proud of what we have achieved and where the business is heading. Some of the things I am most proud of that I have created at Reimagine Talent are:The transparency we create through our processThrough our career development assessment tools, we add value to all candidates, whether we place them or not, by providing them with a personal professional development reportRole commencement coaching – we support our candidates through the first 3-6 months of their new role with one-on-one dedicated coaching by an accredited external coachWe have been able to challenge the perception of a typical recruiter by striving to add as much value as possible to every candidate we have the opportunity to work, with even if we can help them with their next career moveWe put our money where our mouth isAccountability - we use a fantastic company to anonymously collect feedback about our performance from both our client and candidates so we continuously improve.Recruitment is a very rewarding career for those who take their role as facilitating career transitions for candidates seriously. Some things that I love about being a recruiter are:I have the opportunity to make a huge positive impact on people livesI get to see the potential in others that at times they do not see themselves The amazing variety of people I have the opportunity to meet I can help businesses solve problems through introducing them to the right person (which is not necessarily the person that they think they need). Reflecting on 7 years in business as a recruiter, I’m feeling proud, and excited for the future of Reimagine Talent.

International Women's Day 2024

International Women's Day has really gained momentum in the last five years. I often hear the question, “How can we, as Supply Chain leaders, get more involved in International Women’s Day?”As a result I thought I would provide some ideas on how Supply Chain leaders can get more involved in International Women's Day.International Women's DayInternational Women's Day (IWD) is a global day celebrating the social, economic, cultural and political achievements of women. The day also marks a call to action for accelerating gender parity. The 2024 theme for IWD is ‘inspire inclusion: collectively we can all play a part.’Much progress is still required for advancing gender equity in the workplace. A 2023 Women in the Workplace study by McKinsey & Company and Lean In, found that one of the biggest barriers to women’s advancement in their careers and in the workplace is at the critical first step in entry-level to manager. The study found ‘that for every 100 men promoted from entry-level to manager, 87 women are promoted. And this gap is trending the wrong way for women of colour: this year, 73 women of colour were promoted to manager for every 100 men, down from 82 women of colour last year.’A further recent 2023 report by the Australian Workplace Gender Equality Agency states that the current gender pay gap in Australia is 21.7%.For Supply Chain why does the above figure matter, other than making sure our sector has a level playing field? The main reason is that it can have a big positive impact on your supply chain function. We have found that most managers are prioritising influencing and relationship building skills when assessing candidates for their vacancies. We have found through using our psychometric assessment tool (Talogy) to assess hundreds of candidates, that females in Supply Chain bring overall stronger natural abilities in their area. The Women in the Workplace study also revealed that bias contributes to women being passed over for jobs and promotions, and almost 60% of women regularly experience microaggressions at work. On a positive note, 87% of companies are highly committed to gender equity, which often comes from senior leaders, management and male employees. This is a huge increase from 56% in 2012.So what are the benefits of getting involved in IWD other than “it's a nice thing to do.”A Harvard Business Review study found that gender diversity leads to more productive companies. Gender diversity increases innovation, ideas and creativity and diverse teams build stronger connections with clients and customers. The study also found that diverse and inclusive company cultures lead to more satisfied employees. Happy employees are more productive, more likely to stay at the company for longer, and more likely to recommend the company to others as a great place to work.Women bring another diverse skill-set to Supply Chain. In the same way that more diverse Supply Chains are more successful, a more diverse workforce makes a business more successful. At Reimagine Talent we conduct work style assessments when candidates register with us. We have found some core skill sets that female candidates tend to score higher in, male candidates tend to score lower in, in comparison. These skill sets are:Influence and persuasion Planning and priority setting Another Interesting point of difference between male and female candidates is that males score higher with ‘Directing’ leadership styles and females score higher with ‘Leading and Coaching others’.These skill sets are vital to have within Supply Chain teams and hiring a more diverse team can provide a balance of these skill sets to help the function perform at its optimal level.How can you practically contribute to IWD? There are many types of events and activities happening on IWD, and anyone anywhere can hold an IWD event. Here are some ideas for the Supply Chain industry:Attending an industry specific event - attending and even inviting (or taking) a female colleague to an event like this is a great way to get involved. Hold a breakfast/lunch or morning tea at your office - you could ask a female colleague to share their experience working and building their career in Supply Chain Review your Supply Chain for opportunities to further support women-led small businesses Organise a fundraiser for charities that support women With this all in mind, how can you work towards having a more diverse, inclusive and equitable workforce?

Supply Chain Workforce Planning for 2024

Why now is the time to start planning and taking action for 2024 to acquire, develop and retain top talentAs we step further into the last quarter of the year, and Christmas holiday season draws near, both businesses and individuals will be planning for the following year. Businesses will be setting objectives and budgets. However, for individuals, this is a time many start reflecting on their career and what they want this to look like for the following year ahead. This is a time many individuals start to consider or take action in making career changes. The Christmas break and subsequent return in the New Year present the highest resignation rate of any time during the year. Thus, it is vital that you start forward thinking a strategic approach to acquiring, developing and retaining top talent. There can be a number of reasons individuals have a big career change of mind during this period, including:They have outgrown their position and have not been provided any opportunities for growth and development. This is why businesses need to be more agile with options for lateral moves across the business, providing new opportunities and career paths for their employeesThey are looking for a change in work / life balance. Conversations around the pros and cons of flexible / hybrid working arrangements are still ongoing amongst jobseekers, and whilst this doesn’t work for all role types and businesses, it’s a good time as a company to decide what your policies are here, particularly when having conversations with flight risks or potential new employees.They are looking for a salary increase. Your agency partners can provide you with information on the market including salary benchmarking and benefits packages on offer for active jobseekers.When thinking about workforce planning it is important to take into consideration who your flight risks are, and manage this risk accordingly. Before heading into the Christmas break is an opportune time for Supply Chain leaders and talent acquisition to meet and discuss workforce risks and plan for how to mitigate this risk.Below are tips and advice to ensure you are not left under-resourced coming into 2024:Book a meeting with any ‘flight risks’ before Christmas and have a discussion around performance, intentions and their plan for 2024. The aim of this meeting is to understand if you feel that the person will be committing to their role well into 2024. This will either confirm your gut feel they are considering leaving, or secure them for the following 6 months. The result is you will understand your team members' commitment, or be in a better position to be proactive if they do resign before the Christmas break, so you are not left under-resourced in the new year (or earlier).Even if the individual is a flight risk but hasn’t resigned before the Christmas break, you can begin to plan with your HR &/or Talent Acquisition team to put in place a proactive plan for a position replacement when that time comes.The last quarter of the year is a great time to speak to your agency partners about the workforce market and what to expect for 2024. This is a great opportunity to get a general gauge on the market, as well as current available talent, and salary ranges. Important things to keep in mind:Almost all businesses are in this same situation at the start of the year, which means more competition for talent if you find yourself hiring prior to the Christmas break or into the new year. Plan for a proactive approach. Reacting only when an individual resigns will leave you in a position of; Having no hand over;Having to make quick decisions with a more limited talent pool;Putting more pressure on you and your remaining team.For further recruitment support, the team at Reimagine Talent are always here to assist you in your recruitment process, so please don’t hesitate to get in touch.

Career Planning for 2024

As 2024 fast approaches it is important to take time to review your career planning to ensure continued personal and professional growth. The new year is a great time to consider a career change as the volume of role opportunities peaks in the Jan-Feb period every year. Why would you consider a career change? Not aligned with your current role/team/manager or the overall organisation you work for. Many people experience this at least once in their career and often, multiple times. If you are working in a role that you are not enjoying and/or you don't feel there is any long term future, this might be a good time to review where you would like to be in 2024Need for increased salary - with the costs of living pressures we have found many candidates have been forced to look for another role (despite enjoying their current role) due to the financial pressures that are increases currently in AustraliaSeeking the next step in your career - It might be time to look for the next role that will provide the career growth you are looking for. Your situation might be any or all of the above. If that is you, then it is imperative that you review your current situation and make a plan for your career. Many people leave it too late, reaching a tipping point and then frantically apply for roles hoping to secure a new one straight away, rather than having the time to look for the right roles. With this rush in wanting to find a new role, many miss understanding what they should be looking for, and asking the right questions to ensure the role is right for them. This often leads to accepting the wrong role. How to review and plan your career? Here are practical steps you can undertake to solidify your plans for the year ahead. The main areas you should review are:Your current role - what you like and don't like about: 1. Your role2. Company 3. Team4. Manager What are your main drivers for leaving?Salary increasecareer progressionSeeking a better cultural fit More flexibility/family friendly environment Better formal development opportunities Self-Assessment: Evaluate your current skills, strengths, weaknesses, and career goals. What do you want from your career? Reflect on what you’ve achieved so far and where you want to be in 2024. Identify areas where you need to acquire new skills or enhance existing ones, particularly if you’re wanting to take the next step up in your career. To stay competitive and build on your skills, consider taking courses or certifications.Given the above, what will be your highest priority areas when considering opportunities? Knowing this will help you understand where to make your job seeking efforts. For example if formal learning and development is your highest priority then you should be applying for larger companies that have well documented formal L&D opportunities. From experience we see that candidates who are clear on what their objectives are, are more successful in obtaining a new role in an area of their choosing. This is because they put their job application time and efforts only into roles that align with what they are looking for. Furthermore when they are in hiring processes they stand out more because they are more engaged and because they know that the role is definitely one that they want. When you do receive a job offer, it's important to further review the offer thoroughly to make sure it’s the right next step for you. Don’t feel you have to say ‘yes’ to the first offer you receive if it doesn’t feel 100% right. Some questions to ask yourself are - is this role helping me achieve my career goals? Does it fulfil my highest priorities and reasons for searching for a new role? Is it providing the salary and benefits I am looking for? Is the working environment right for me?Reviewing and planning your career prior to 2024 will help you make strategic decisions towards achieving your career success and goals.Remember, the Reimagine Talent team are always here to help, so please don’t hesitate to get in touch.

How to respond to recruiters Inmail on LinkedIn (Career advice)

Recruiters, Talent Acquisition teams and even hiring managers often use LinkedIn to find potential candidates. There are two main reasons they might reach out to you about a role - your profile is set to “Open to work”, or your skills and experience you have listed in your LinkedIn profile suggest you may be a suitable match for a role.Regardless of whether you are actively looking for a role, open to considering opportunities, or happy in your current role, it is important to answer honestly and directly. First impressions are key. According to LinkedIn, when you open the Inmail from a recruiter you can respond with:A custom messageA smart reply (Yes, interested, or No thanks) paired with an optional custom responseWhichever you choose to use, we suggest including a custom response starting with “Thank you for reaching out with the opportunity”. From here you can welcome further discussion via email or phone call, or you can ask for more details or any further questions.Why should you reply to all InMails (even if you are not looking for a new role)?It is important to be responsive to InMails (that are relevant to your experience/level of course) because;If you are not interested in the role it is an opportunity to lay a good foundation and connect with recruiters for when you are planning your next career transitionIt helps you stand out. Not many people send a well crafted reply, so it is an easy way to stand out, whether you are interested in the role or if you will be looking for a new role in the futureIt says a lot about you. Most people reply with one or two words or a sentence, but very few reply with a well thought out response. This is achievable to do if you are only replying to the InMail's regarding roles that are clearly relevant to you and provide enough information, showing that the sending recruiter has done some research to appropriately select you for their list.This is a good example of how to reply to an InMail where the candidate is not interested in the role they were sent:How to respond if you are not interested in the roleRather than ignore the recruiter, thank them for connecting about the opportunity and suggest either you will contact them if your circumstances change, or that they are welcome to check back with you in future. For example:“Thank you for reaching out with the opportunity. Whilst the role sounds interesting, I am happy in my current role. However, I will certainly contact you in future if I want to make a change.”Perhaps you are open to looking at new roles but this one wasn’t right for you. In this scenario you could respond:“Thank you for reaching out with the opportunity. This role isn’t quite right for me but I am interested in…(share details of the role type, company, industry and any other relevant information). Here’s my updated CV. I welcome the opportunity to discuss my skills and experience further for any other roles you have available now or in the future.”How to respond if you are interested in the roleRespond to the recruiter as promptly as possible if you are interested in the role. You can ask to speak via phone for further discussions, or you could reply asking for the job description or further details about the role and/or company. For example:“Thank you for reaching out with the great opportunity. I’m interested in the [job title] role with [company name] and interested in [hearing more about the opportunity, learning more details about the role and next steps in applying for the role. I’d love to know what [company name] are specifically looking for in this role and why you thought I’d be a good fit. I’m open to having a phone conversation with you to discuss this opportunity further and can be contacted on [mobile number]. Thank you, [your name]How to respond to a LinkedIn message from a recruiter professionally: Be sure to open every message you receive to see if the opportunity is right for you. If it’s not, decline in a professional manner but ask them to keep you in mind for other opportunities. If you’re interested, let the recruiter know you’re open to further discussions. Remember, the Reimagine Talent team are always here to help, so please don’t hesitate to get in touch.Register With UsSearch JobsAsk A Question

Supply Chain employees are ‘quiet’ quitting: How leaders can cultivate an engaged productive workforce

What would you do if you knew 67% of your team were passively looking for work? Would you approach your team differently? Would you communicate differently?A recent 2023 report released by Gallup, “State of The Global Workplace”, found that 67% of the Australian workforce are ‘quiet’ quitting and not engaged at work. Quiet quitting is when employees are psychologically disconnected in their role and put in the bare minimum work required to keep their job. This might look like:employees not actively participating in meetings unless directly addressednot volunteering for tasks or projects, or turning down tasks outside of their job descriptionisolating themselves from the rest of the teamincreased absenteeismThis may come as a result of some workers feeling stuck in roles due to the labour market slowing down and a reduction in opportunities. Stagnant wage growth coupled with the increased cost of living may also play a role, as pay is one of the main reasons employees decide to move on, according to Seek. According to the Gallup report, Australia and New Zealand have the “second highest regional percentage of daily stress” and quiet quitters are more likely to experience stress and burnout. Compounding the high disengagement in the workplace, 81% of workers in Australia and New Zealand also believe “now is a good time to find a new job.” With 43% of workers “watching or actively seeking a new job”. Employee disengagement has a significant impact not only on the company culture but also in loss of productivity. Company leaders can have a significant impact on mitigating quiet quitting in the workplace and cultivate a more engaged, happy and productive workplace. Here are 3 ways leaders can combat quiet quitting and cultivate a productive happy workforce:1. Start with a top down approachEngagement and company culture starts from the leaders, and poor management is one of the main reasons employees leave a job. Leaders should be approachable and be actively engaged with each member of their team. Gallup suggests leaders should “have one meaningful conversation per week with each team member - 15-30 minutes.” Managers should build their leadership skills to foster a collaborative team environment where employees feel valued, and to help reduce burnout and disengagement.2. Give employees a sense of purposeAccording to the Gallup report, employees are seeking more autonomy and opportunities to develop and build on their skills, to give them a sense of purpose in the workplace. Employees also need to see how their work contributes to the company’s mission and values.3. Provide recognitionEmployees want to be recognized for their work and contribution to the company. Leaders may implement employee reward and recognition programs, but it may also be as simple as thanking employees and sharing their achievements with the wider team. According to Deloitte, companies who provide reward and recognition see a 14% increase in productivity and engagement. For further recruitment support, the team at Reimagine Talent are always here to assist you in your recruitment process, so please don’t hesitate to get in touch.Start Hiring Request Information Pack

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