Did you know that 70% of variance in team engagement is based on leadership?

Effective leadership can make or break your organisation, affecting every stage of the employee lifecycle and greatly influencing the success of your talent strategy. While poor leadership can trigger an uptick in employee turnover, good leaders encourage people to stay.

According to The Information, the Twitter workforce shrunk by at least 70% since Elon Musk took over in October 2022, with further job cuts made in February. This follows news about other global corporations making large cuts, including Google, Microsoft and Amazon.

Many affected workers turn to social media to complain about the poorly managed way in which they were laid off. Business Insider shared a Twitter post from former employee Martijn Kuijper, who founded the Revue newsletter publishing platform bought by Twitter in January 2021.

Equality in the workplace is an age-old discussion. For most of us, it’s outdated.

The theme for International Women’s Day this year is embracing equity.

Not equality, equity.

This theme says equal opportunity is not enough.

Recruitment is marketing. Strategic content can help shape your employer brand and engage, retain and attract top talent.

LinkedIn’s Employer Brand Statistics revealed that 75% of job seekers consider an organisation’s employer brand before they apply for a job. Committing to an organisation is an important decision, and people want to know exactly what kind of workplace you have, what your culture is like and how you operate on a day-to-day basis.

Potential employees want to know about your people, including what they do and what they think about their work. Glassdoor research states that consumers consider an employee’s voice as three times more credible than a CEO’s.

The world’s biggest four-day work week trial has ended.

I’ve been following the conversation for years and have come to realise that it’s not about the days spent working. It’s about personalisation.

The six-month trial, conducted by not-for-profit groups 4 Day Week Global and 4 Day Week UK Campaign, was initiated as a result of workplaces struggling with pandemic burnout and the great resignation phenomenon.

Some people believe that life happens in seven-year cycles. I don’t know if this is true (and I don’t follow astrology), but the Heart business began seven years ago as Heart Recruitment and we’re now entering a new chapter.

Once upon a time, we could catagorise our lives in the most simplistic of ways. There was work life and personal life.

In today’s modern landscape, those boundaries are a little more blurred. Work boundaries have the potential to disrupt personal boundaries, which is not so good if life becomes all work, no play.

As an employer, there may come a time when you believe you’ve made the wrong hiring decision. But shifting your mindset may change your thinking. You might need to dig a little deeper to discover that your new employee is exactly what your team needs.

People are unpredictable, and when it comes to recruitment, you can’t control everything.

There’s only so much screening and process that will help you establish whether someone is a good fit for a role.

Accept that you might need to be flexible and change your plan in order to achieve the best outcome. With an open mind, you can turn a wrong hire into the right choice.

When considering a new job, 62% of job seekers use social media to evaluate organisations. Like it or not, social media is powerful.

It’s no secret that attracting top talent requires more than a job description and posting an ad.

Recruitment is marketing. Attracting the right people involves proactive management of your digital presence. Today’s job seeker is digitally-savvy, so employer brands need to show up where people spend time online, not just on job boards.

Hybrid work can mean a lot of things to different people, but what actually works?

What may suit you as the employer may not always work for your people, and what if everyone in your team wants something different?

Today's employees expect more flexibility and more options, and post-pandemic activity has proven that there is no right answer.

If you’ve seen the acronym EVP, chances are you’ve seen plenty of conflicting content about what an employee value proposition (EVP) actually is.

Before we get into some myth-busting about what an EVP is not, let’s start with this:

An authentic EVP is the secret ingredient to help you understand, shape and grow your organisation.

Women earn on average $263.90 less than men per week, a shocking fact that highlights the reason why Prime Minister Anthony Albanese announced a new bill into parliament.

The Workplace Gender Equality Amendment Bill 2023 requires companies with 100 or more employees to disclose how much they are paying their workers. Albanese posted on Twitter to say: “Women should be paid the same as men. It’s as simple as that.”

Social media has the power to revolutionise your recruitment.

More than 82% of Australians are active social media users. That means plenty of scope to help you reach and attract the top talent in your space!

Who are you as an employer, and why should people care?

These are the questions you ask yourself when you set out to showcase an authentic employer brand that helps your organisation facilitate positive interactions with top talent. Build your employer brand well, and you can create a thriving team, and an environment where the happy employees can do their best work.

It’s time to rethink your recruitment strategy.

The hiring market is changing. Now more than ever, you need to innovate and adapt your approach to talent attraction.

Believe it or not, some of the world’s biggest tech businesses can help you discover how to build your team with confidence. Here’s what you can learn about recruitment from Salesforce, Google and Hubspot.

Customers and clients are not your only audience or the most important one. Your people are your audience too.

Employees are the face, voice and physical presence of your brand. What they think and say about your organisation matters. To the public, they are perceived as the experts of your brand and as advocates of your employee experience.

We are living in the era of talent, and the employment landscape is changing. 

Post-pandemic, hybrid and remote work arrangements have become increasingly popular, even operating as the norm for some organisations. Experts say that we can expect this trend to continue, with more leaders and employees favouring the balance and flexibility afforded by hybrid models. 

Before you need to hire a new team member, ask yourself, are you top of mind for your ideal audience?

Today’s hiring market is competitive. If you want to attract the best employees to join your organisation, you need to think ahead about how you can be a brand talent are attracted to. Then, when it comes to hiring, you’ll need to market your jobs in a compelling way.

Here’s the secret: recruitment is marketing.

In fact, according to Forbes, a recruiting-as-marketing approach can lead to a 45% reduction in cost per hire. The latest Recruitment Marketing Report cited 59% of employers as recognising that recruitment marketing had a high impact on hiring outcomes.

We take a modern, marketing-led approach to talent.

We’re connectors and problem solvers who value people, relationships and exceptional communication.