Talent Economy

Redundancy… What comes next? Here's some advice you didn't ask for 💡 It's been a tough few weeks in media land, with many major publishers restructuring. To avoid opportunity fog and interview fatigue, here's my advice on how to prepare yourself for the job market: 1.      🏝 Take a break. A week AT LEAST to decompress, reset, re-energise and reflect. Do you! Potter around the garden, read, hang with your people, or take that holiday. True time off will give clarity and a fresh perspective. 2.     👥 Leverage the support made available to you through your employer's outplacement services, such as CV writing, networking, and interview coaching.   3.    🗞 Read trade press and business news to gain insight into growth industries, innovative employers and in demand skill areas, to inform and focus your job search or retraining. 4.     🧠 Update your CV simultaneously with your LinkedIn profile. Reflect on your achievements, projects delivered and case studies, add in digital links! 5.     ✍ CV writing: Start with detail, then refine. Dot points. Reverse chronological. Simple formatting. Focus on achievements and projects. 2 pages MAX. 6.     📞 Connect with industry recruiters to gain insights into the job market and feedback on your CV. You don’t want your name ‘everywhere’, be selective with where/who you apply to. 7.     🗣 Use your networks, reach out to ex-colleagues/managers, use LinkedIn to connect with your dream employers/brands. Aim to add at least 20 meaningful connections a week and ensure your profile is complete. 8.    👀 Build your LinkedIn brand: Shy? That's ok! Start with re-sharing or posting news or articles of interest, add comments (respectfully) on topics of your expertise, aim to post at least twice per week. 9.    👋 When applying to jobs: Save the job ad to future reference, connect with at least 2 contacts from that employer on LinkedIn by sending a warm intro note about your interest and application. 10.  💭 Practice interviewing! There are NO trial runs. Get comfortable speaking to your achievements concisely using the STAR framework. Download the Talent Economy free interview prep guide, HERE: https://lnkd.in/gEkXf4bB BONUS Tip: While you're waiting, check out free online courses that could add value to your CV/keep the brain engaged. A favourite is google garage for digital skills! Check it out HERE: https://lnkd.in/d-_d-u8b We are here to help! If you're in this position, be kind to yourself. If you'd like to join our talent network, email the team at [email protected] 💌

New Financial Year, new possibilities! ✨ Is anyone else feeling the mid year itch, like me? ...To book a warm getaway ☀ 🏝 OR Is it time for a new job? 🤔 Many top talent we've connected with over the last quarter are curious about what's out there, taking a 'wait and see' approach given the current market. There's been a lot of sad news out of major broadcasters/publishers over the last week. Does that mean there will be less opportunity across the media landscape this FY? My prediction? No. Businesses leaning out often signals preparation for reinvestment and growth, into new skill areas and ventures. 💡 With new budgets approved, cyclically it's common for the job market to lift in July/August too. 👋 If you have been impacted by restructures, or are open to new opportunities this FY, we are here to help. Contact the Talent Economy team to join our talent network, we'd love to work with you 💌[email protected]

Applied to the perfect job, only to get a rejection notification? This may be why... 😓 Common reasons: - There's an internal candidate - The job ad is required for a visa application - You applied too late, and job has been filled OR, it's your CV. Many CVs I read rival a J R R Tolkein trilogy for length and detail 🧝♀️ 🏔 📖 Did you know hiring managers spend <20 secs per CV? Put yourself in their shoes. Novels = pass. Even for senior candidates, CVs should be 2-3 pages MAX. FOCUS ON: ✅ Relevance. Conciseness. Key words. Dot points. Achievements. 🤖 You do not need to spend $300 for a bot to write you an ‘executive profile’. Credit the hiring manager with industry and skill knowledge associated with your job title. You don’t need to copy/paste your JD. HOW TO START: 1️⃣ A two-three sentence summary of who you are, and where you want to go next. 2️⃣ A summary table of roles/businesses worked for/dates over the last 15 years in reverse chronological order. 💡 WHY? It's the FIRST thing a hiring manager sees! 3️⃣ Dot point experience listing ONLY key achievements/projects per role, scope of responsibility (direct reports, budget, etc). 💡 USE tangible examples in $, %, results and feedback. 4️⃣ List relevant education, training, technical/digital skills (i.e. CRMs, software - You can leave out MS Word/Outlook... 🤡 ) 5️⃣ Finish with hobbies/passions/any volunteering. 🏉 In sport, coaches will say 'you're only as good as your last game'... Hiring managers apply the same logic. 💭 Yes, our early careers shape us, but what matters to employers is how you have tackled challenges and delivered results in today's environment and economy. 👍 IN: -             Showing a bit of personality with hobbies and interests -             Adding a link to your LinkedIn/website/relevant content -             Taking credit for key projects/achievements 👎 OUT: -             Manifestos on your ‘extensive experience as an authentic natural people leader’. Unless you've won a personality award, it’s meaningless fluff. Save for the interview! -             Attaching irrelevant material like written references (sadly not credible in 2024) -             Including outdated/irrelevant employment history, or qualifications The senior market has been tough, but a new FY = new possibilities ⭐ stay positive. Contact us today to join the Talent Economy talent network 💌 [email protected]

📣 CALL OUT to our Melbs HR network! If you're a skilled HR Advisor/BP hungry for a fresh challenge & project work where you can flex your industrial relations skillz, let's connect. Talent Economy are actively interviewing for this dynamic & varied role for our wonderful client, a leading sports content & media business. What you'll bring: - Strong FWA knowledge, ideally from application in media and/or sports sector - Top notch senior stakeholder engagement & influencing skills - A love for project work, high levels of initiative & drive - Ability to thrive in a fast-paced, agile & transformational environment In return, you'll receive autonomy, ownership over landmark strategic people projects, and support from an AMAZING leader (GM People & Culture) and executive group. Role initially available on a contract basis, and can be PT or FT depending on the candidate! PLUS, the perks of working for a leader in sports content & entertainment... 🏈 🏀 🎟 🎶 💫 Interested? Contact me today, or reach us at [email protected] Have a friend who would be perfect for the gig? Hook us up! We reward referrals! $200 gift card on offer for any successful introductions 🤑

📣 CALL OUT to Melbs based junior marketers looking to supercharge their career in 2024. This is a RARE chance to join an iconic film & entertainment business! This 12-month contract role is perfect for a Marketing Executive/Coordinator who has cut their teeth in integrated campaign delivery. You will bring: - Experience delivering compelling campaigns across owned channels - Ability to assist in integrated campaign execution, from ideation to delivery - Collaborative spirit and strong communication skills, capable of building relationships across cross-functional teams - Project management skills, strong attention to detail, highly organised - Data driven, knack for post-campaign analysis and insights ✅ Hard skills (ideal): Copywriting, SEO optimisation, social video content creation, Meta Ads Manager, Photoshop, Email and Social campaign mgmt. Eager to learn more? Contact Madden Lay to schedule a confidential call. Know someone who is a perfect fit for the gig? At Talent Economy we reward referrals, please email any CVs or introductions to [email protected] 💌

To some employers, it is make or break. Some employers don't even bother. Where do you stand? 💭 My opinion? Reference checks are an undervalued tool, even in 2024. Unsolicited references checks could see you make a terrible, bias-ridden decision 🤠 🤡 (i.e. doing the 'ring around' in your little black book when a particular candidate applies to a role). There is a better way, I promise! Run a process and there is a lot you can gain, EVEN if the candidate is well known to the business and/or industry. A well structured 30-min reference call can be magic. IF you ask the right questions... What a call to an ex-manager can give you: - Confidence a candidate is as great as you believe they are - An edge when deciding between two strong candidates - A perspective on any red/amber/green flags you've observed - Advice on how to best manage them and set them up for success - Insight on where they may need additional support and training - A unique perspective and opinion on their potential and career direction Not sure what to ask? Give us a shout. Any placement through Talent Economy includes thorough due diligence and detailed candidate reference reports, ensuring you are making the best possible hiring decision. "Wow, no one has asked me that question in a reference check before" - 95% of referees I speak to 😉

'New year new me' vibes have settled in and there is plenty of talent in the Aus market open to a new challenge. Let's hear from our network, what's driving you to consider new opportunities? Despite the market becoming more balanced in contrast to the 'great candidate's market' that was 2022-23, that doesn't mean top talent are staying put. A common theme lately has been talent getting 'itchy feet' following a poorly managed transformational business change, leading them to feel disengaged and eager to jump ship for a more dynamic and transparent workplace. It's critical for businesses to engage retention techniques to stay informed and aware of how your top performers are feeling at work - Before it's too late. Replacing the average employee costs a third of their base salary, for your top performers or leaders it could be much more. Shocking, but do the math and it's easy to see why! Not to do myself ourselves out of a job at Talent Economy, but after our poll we will share some proactive retention techniques that will keep your best talent in house... Stay tuned. Keen to hear about some of the incredible talent in our network open to new opportunities across the media, digital, sports and entertainment landscape? Let's chat! Contact me at [email protected] 👋

Hot job ✨ AGENCY ACCOUNT MANAGERS - Let's chat! Sydney CBD The market is busy busy with many media owners replacing reps post promotions or 'new year' resignations - This business, however, is growing! This a new headcount in an agency team that is focussed on providing industry-leading client servicing. You'll be joining a team that have all progressed from the Coordinator level, a testament to the business's culture and focus on employee wellbeing & development. We are interviewing immediately, so don't delay! Contact Madden Lay or send your CV over to [email protected] to schedule a confidential chat 📲

Is the sun setting on the era of the ‘candidate’s market’? With the job market heating up, I’m seeing ‘interview fatigue' derail candidates from delivering a great interview. Job searching and interviewing is incredibly stressful and exhausting, both mentally and physically. In a landscape where recruitment processes are increasingly complex, with repetitive steps, it can feel like a hamster wheel for candidates 🤸♀️ . Like it or not, the ‘interview’ remains the tool of choice to assess candidates for white collar recruitment. You need to get good at them! As someone who has facilitated thousands of interviews, I often see a candidate experiencing interview fatigue demonstrate: 💬 A lack of ‘spark’ and clarity about career aspirations and direction. 💬 Vague, long winded responses that lack structure and don't answer the question. 💬 Lack of confidence and conviction when speaking to achievements and success. 💬 A seeming lack of interest in the role, and poor research. My heart lurches, and I scream internally for a reset button - because, I know the candidate isn’t demonstrating their true capability and potential 😢 . Keeping up your positivity, confidence and resilience throughout interviewing is tough. Here is some advice on how to prep and reset before 'another' interview: ⭐ OWN YOUR CAREER ‘STORY’ Practice articulating your journey chronologically from past to present, in 3 mins or less. State a key achievement, and a learning you took per job, then move on. Wrap up your story by 'what's next' and what you are looking for in your next role - And how the opportunity aligns. You are the driver in control of your career journey 🚘, not a passenger. ⭐ THINK first, then ANSWER THE QUESTION Take a breath, consider the purpose of the question, then respond. PRACTICE the STAR framework, and clearly articulate YOUR role in delivering work, projects, or achievements. Don't do a Michael Scott, consider your point and make it. Use a balance of ‘I’ and ‘we’ when referencing previous work and projects. 'I was responsible for', 'we worked together to'. ⭐ DO YOUR RESEARCH No matter how impressive your CV is, it is very hard to come back after making a faux pas. This will give you great talking points, and help you frame some great questions that showcase your interest. On the morning of your interview, spend 20 uninterrupted mins refreshing: Company website, latest news & the LinkedIn profiles of the people you are meeting. ⭐ ASK TAILORED QUESTIONS Even if it is your second or third interview with the same business, you will be judged by the quality of your questions. This is your final impression, make the most of the time you have with the people in the room. ☝ Recruiters & employers need to be aware of how delayed feedback and repetitive, inefficient processes greatly impact the candidate experience. For best practice in recruitment process design & strategy, contact Talent Economy 💌 [email protected]