HR Leader Podcast Network

There are so many amazingly successful women in the finance industry, but only a small number have a strong brand and online presence in this traditionally male-dominated industry.    As we celebrate International Women’s Day, we want to help more women raise their profile and showcase the incredible professionals in this space.   In this episode, partnered by Mortgage Choice (part of the REA Group), we’re picking the brain of its executive manager, corporate communications, events & franchise marketing, Sally Chadwick, to find out: How to build a brand presence.  The benefits of having a strong brand presence. Top tips to help you get started today. And much more!

International Women’s Day is here (8 March), and employers should use the opportunity to recognise the power they have to incite change. In this episode, Angela Coble, the client group technology officer and gender ERG executive sponsor at Accenture Australia, joins The HR Leader. The dialogue is timely, as it aligns with the approach of International Women’s Day. Coble delves into the crucial themes of the year, focusing on investing in women to accelerate progress and inspire inclusion. Her insights shed light on the necessity of a holistic approach to creating an inclusive environment for women across the workplace and society. The discussion underscores the importance of economic empowerment for women, a topic Coble is passionate about. The conversation also touches upon the recent gender pay gap reporting launch, a move Coble views as a positive step towards transparency and equality in the workplace.  As the discussion continues, Coble highlights how employers have the power to enact real change in regard to gender equality. Society is often a mirror of the workplace, and vice versa, driving home just how important empowerment in the workplace is.

Psychosocial risks have been circulating in workplace discussions over the past year quite heavily, and for good reason. They refer to hazards that can harm mental wellbeing, so clearly, it is a critical area that requires attention. In this episode of The HR Leader, Vanessa Fudge, founder and chief executive of Leading Well, sheds light on psychosocial risks. The conversation not only unpacks the essence and implications of these risks but also ventures into the evolving responsibilities of leaders in creating healthier work environments. These hazards, while sometimes physical, predominantly affect the mental wellbeing and overall health of employees. The discussion underscores the legal and moral duty of care leaders have towards mitigating these risks, highlighting the necessity of fostering a conducive and healthy workplace. Vanessa points out that while training and awareness are crucial, they alone are insufficient to address the complexities of psychosocial risks. The real challenge lies in integrating these learnings into the structural and strategic fabric of organisations. The conversation also touches upon the new legislation being rolled out across Australia, emphasising the urgent need for leaders to familiarise themselves with these guidelines.

Using humour at work isn’t about showing off your “tight five”; it’s about making the effort. David Crisante, founder of Sydney Comedy School, sits down on the latest episode of The HR Leader to share what he has learnt about workplace communication from a career spanning diplomacy, journalism, and, of course, comedy. David stresses the importance of so-called “water cooler talk”. He explains what an employer is really saying when they engage in small talk, why it matters, and how it can contribute to a happier, more productive workplace. The topics might be “small”, but their ramifications are anything but. The podcast also covers the “vital” importance of public speaking as a boss. Often, it is the things we overlook that really make a great speech. “When we’re good at public speaking … what we’re saying verbally and what we’re saying physically is in alignment,” David said. Throughout, the case was made for humour in workplace communication. Increasingly, it is seen as a risk to be avoided, but this kind of thinking overlooks the fact workplace relationships are relationships nonetheless. “You can’t make somebody laugh if you’re not a clear communicator,” he said.

There are a variety of trends shaping the business landscape in 2024. Not all of them are positive, however, and keeping your ear to the ground can help in avoiding unfair situations. Sue Parker, a career strategist, communication expert, and the owner of DARE Group Australia, discusses some of these themes in this episode of The HR Leader. Sue uncovers the often-murky waters of salaries, the phenomenon of ghosting, and the contentious issue of being “overqualified”. She challenges the longstanding practice of salary determination based on experience and criticises the lack of clarity and integrity in such an approach. Sue’s stance is clear: a role should have a fair salary band that aligns with its purpose and the problems it aims to solve, irrespective of the candidate’s experience. The discussion also touches upon ghosting, a term that refers to the lack of communication between recruiters and candidates during the hiring process. Sue describes it as putting your head in a bucket and refusing to communicate, highlighting the frustration it causes. Sue takes issue with the term overqualified, which she sees as a smokescreen for ageism, fear, and insecurity. It is often used as an excuse to dismiss candidates, particularly older ones, without addressing the real reasons for their non-selection. According to Sue, this term masks a deeper issue of emotional intelligence and the ability to engage in honest, quality-driven communication.

As businesses resume travel activities in the post-pandemic world, the landscape of corporate travel has significantly evolved. In this episode of The HR Leader, Rodger Cook, general manager of global security services at World Travel Protection, delves into the intricacies of business travel. With costs soaring and risks constantly evolving, leaders must put their best foot forward to ensure their workforce remains safe and secure in business travel. Rodger’s extensive travel experience has been pivotal in understanding the needs of businesses when they send employees abroad. He emphasises the importance of duty of care, ensuring companies are well informed about the risks associated with travel and how to mitigate them effectively. He also discusses the benefit of transferable skills, as his experience boasts diversity in professions. Such transferable skills are becoming increasingly crucial as companies face talent shortages.

Communication is a vital aspect of effective leadership and must be maintained if productivity is to prosper. This was the topic of this episode of The HR Leader, joined by Larry Robertson, adviser, speaker, and author of WHY listen to, work with and follow YOU? Larry specialises in leadership communication and suggests that a staggering 80 per cent of a leader’s role revolves around effective communication. Larry argues that if no one is listening, then no one is following, and consequently, no leadership is taking place. This observation underscores the critical need for leaders to not only manage processes and content but also deeply engage with and motivate their teams. Meanwhile, Larry discusses the benefits of diversity and transferable skills. He recalls his transition from a structured military career to the dynamic and diverse world of advertising, where he was exposed to a melting pot of ideas, cultures, and perspectives. He vividly describes the creative energy that diversity can unleash within an organisation, leading to innovation and success.

Strong IT infrastructure and cyber security systems are crucial in the current workforce, where risks are constant. In a recent discussion of The HR Leader, Simon Cohen, founder and managing director at Cohesis, highlights the pressing need for organisations to properly maintain IT and cyber security measures. Being proactive about potential threats is key, as issues can arise unexpectedly. Simon underscores the importance of technology as a fundamental driver for organisational success. He points out that effective IT systems are not merely a cost but an enabler that can drive efficiency and integration across all operational processes. One of the key points of discussion was the misconception among smaller businesses that cyber threats primarily concern larger corporations. Simon clarifies that this line of thinking often leads to inadequate cyber security measures, leaving smaller enterprises particularly vulnerable to cyber attacks. He emphasises the necessity of data protection and the implementation of robust cyber security measures to safeguard sensitive information and intellectual property.

The recruitment industry has seen its fair share of volatility in recent years, with the pandemic serving as a catalyst for a significant shift in candidate priorities and employer strategies. Greg Powell, a national sales manager with considerable expertise in recruitment, shares valuable insights on the industry’s transformation, particularly in the aftermath of the COVID-19 pandemic. Greg highlights that the market has cooled in the last six to eight months, leading to candidates becoming more cautious about job changes. There has been a noticeable shift in what motivates candidates, with work/life balance and hybrid working models now taking precedence over traditional drivers like career progression and salary increases. The discussion underscores that the pandemic introduced a new set of criteria for jobseekers, with many growing accustomed to the flexibility of working from home. As companies are increasingly looking to bring employees back to the office, albeit not necessarily five days a week, there is resistance from the candidate pool to relinquish the benefits of full flexibility.

In the competitive landscape of talent acquisition and retention, Australian businesses are increasingly recognising the importance of an effective onboarding process. HR Leader’s Jack Campbell sits down with Lauren Karan, director at Karan and Co, to discuss just how crucial it is to get this step right. Lauren emphasises that onboarding should commence the moment a candidate signs their contract. This period is delicate, as new hires are often counter-offered by their current employers and have yet to establish a relationship with their new manager. With the rise of remote and hybrid work models due to the pandemic, onboarding has faced new challenges. Maintaining communication is key. Whether through team chats or scheduled video calls, it’s vital to ensure new hires feel integrated and supported, even when working from a distance. However, the responsibility of onboarding should not be shouldered by HR alone. Managers play a pivotal role in the process. Lauren argues that managers should take the initiative to connect with new hires, scheduling regular check-ins and being readily available to answer questions. This not only helps the new employee settle in but also demonstrates the manager’s commitment to their success.