Jo Vohland

Exit interviews aren't just a formality, they’re a goldmine for valuable insights. At AimBig Employment, we believe in learning from every employee’s departure. Discover how we use exit interviews to enhance our workplace and culture. Read More: https://ow.ly/W2CH50SUnjn #ExitInterviews #EmployeeFeedback #WorkplaceImprovement

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Attention HR, CSR, team leaders, and CEOs—are you looking for a meaningful way for your team to connect and give back this Christmas? As a board member of Women & Children First, I’m excited to share Gifts with Purpose, a unique team-building activity that directly supports local women and children who have escaped domestic violence. Here’s how it works: In small teams, you’ll create a Christmas gift package for a family staying in one of our refuges or temporary housing. With a family profile and wish list, your team will find thoughtful gifts that will bring a smile to both mum and her kids during this special time of year. Your team will: Learn about Women & Children First’s approach to helping families rebuild after escaping domestic violence Choose gifts that support each family member’s healing journey Make a real difference by easing the financial burden on mums, allowing them to focus on recovery This is more than just gift-giving—it's your team’s opportunity to take action and directly support families experiencing violence, one of Australia's most devasting issues. If you’re interested in giving your team an opportunity to make a lasting impact, send me a message and I’ll be happy to introduce you to the team at Women & Children First

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"Enhance diversity and improve company culture with skills-based hiring. By focusing on candidates' abilities and strengths, you can create a more inclusive workplace and build a team that's truly capable. Discover how embracing skills-based hiring can lead to better recruitment outcomes and a more resilient business model.🌟📋 https://buff.ly/4c5x6qj #AdeccoAustralia #TemporaryStaffing #Diversity"

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Referral programs are one of the most effective ways to find quality candidates. They’re effective for us, too – recruiters often end up representing groups of old colleagues and extended networks of candidates we’ve worked with. But with that being said, you should always look to diversify your talent channels – otherwise you’re in danger of a cookie-cutter workforce that can only offer limited perspective. From my experience, those on referrals as their primary recruitment source end up in one or more of these situations: Exhausting the stream of talent quicker than they’re able to bring people in. Building teams that lack diversity in demographic, background and experience. Facing a mass exodus when referees leave and begin recommending their network to their new employers. **This is not advice to stop taking referrals, by any means!** Referrals tend to be more qualified and have a higher success rate than candidates found through other recruiting channels, so absolutely have it as part of your strategy. And if it’s working for you now, you should be proud to have a culture people would recommend to others. That isn’t always easy to achieve. But plan for the eventuality that that source will dry out – because it isn’t an infinite pool.

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I am speaking to a lot of people at the moment who just want people to take a genuine interest in how they are. While it might seem like such a simple thing, the question R U Okay? could be more powerful than you realize. Anytime! I love these 4 steps of an R U OK conversation. #konnexusdataanalytics #ruokay

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