think

How Executives are Impacting Beyond Profit..

Mon, 08 Sep 2025 00:34:53 GMT

“I’ve built a strong career in business. But how can I use those skills to do something with more purpose?”

At Think Talent, we often hear the same question from executives:

It’s a question that’s become louder in recent years. After decades of growth, transformation, and change, many senior leaders are looking for ways to give back, not just financially, but with their expertise. And the good news is, there are countless ways to do it.

Why your skills matter beyond the bottom line!

Commercial leaders bring something powerful to the table: clarity in decision-making, an eye for risk and opportunity, and experience leading through uncertainty. While these skills might feel “business as usual” in the corporate world, in purpose-led and community organisations they can be transformative.

We’ve seen it first-hand. Housing All Australians (HAA), for example, is tackling one of the country’s most pressing challenges, the housing crisis. To do that, they rely not only on housing experts, but also executives from across finance, risk, fundraising, marketing, and transformation. Leaders who are willing to roll up their sleeves and apply their commercial experience in a new context.

For HAA, the impact is clear: strong governance, sharper strategy, and faster execution. For the executives, it’s equally rewarding: perspective, purpose, and the chance to see their skills make a visible difference in people’s lives.

Here are 5 Practical Ways Executives Can Give Back.

Join a Board Subcommittee - Many not-for-profits need governance support. Finance, risk, fundraising, and transformation committees benefit enormously from executives who can bring commercial rigour.
Offer Skills-Based Volunteering - Use your expertise in marketing, digital, strategy, or people leadership to mentor leaders of social enterprises or advise smaller organisations on projects they can’t resource internally.
Take on a Pro Bono Projec t - Short-term, high-impact projects (like building a risk framework or reviewing a growth strategy) can be game-changing for purpose-led organisations.
Mentor the Next Generation - Sharing your leadership journey with younger professionals in the community builds capability where it’s most needed, and often renews your own sense of purpose.
Blend Business and Purpose - Many executives are now creating impact within their own companies, from championing sustainability initiatives to embedding purpose into sales, marketing, or transformation projects.

The wellbeing dividend...

Research shows that leaders who engage in purpose-driven work report stronger wellbeing, higher resilience, and renewed leadership energy. It’s not just good for the community, it’s good for you, too.

Your skills can do more than deliver shareholder value. They can change lives.

Closing thought...!

At a time when executives are being asked to navigate transformation, disruption, and uncertainty, giving back can be one of the most grounding and rewarding steps you take.

At Think Talent, we’re supporting initiatives like Housing All Australians , to connect executives with opportunities where their expertise can make a lasting difference. Click the link below to find out how you can help..

How to Optimise Your LinkedIn Profile (and Your Network)

Mon, 08 Sep 2025 00:07:20 GMT

Handy tips that will help prospective employers find you...

Your LinkedIn profile isn’t just for recruiters, it’s also how your connections remember and recommend you. When your profile clearly shows what you do, where you add value, and what you’re looking for, you make it easy for others to put your name forward.

Here’s the recruiter-eye checklist I give executive candidates to lift visibility and make it easier for both recruiters and connections to refer you for the right roles.

And a final thought: A clear, consistent profile makes it easier for recruiters to find you — and for your network to recommend you for the opportunities you want.

Kylie Kneale - Executive Recruiter

Housing All Australians

Mon, 01 Sep 2025 09:26:49 GMT

Call for Action: Housing All Australians

Think Talent is supporting Housing All Australians (HAA) with the executive recruitment of multiple critical voluntary Board Subcommittee Member roles. These significant appointments will shape the future of affordable housing in Australia, contribute to a credible national framework (PRADS) and deliver measurable outcomes that de-risk affordable supply.

The commitment will include:

Attendance at a minimum of six meetings per year (in person or remote)
An initial two-year term commencing November 2025

About Housing All Australians

Housing All Australians (HAA) is a growing, purpose-driven organisation where you can roll up your sleeves, see the direct impact of your contributions, and leverage your professional network to drive meaningful change in housing outcomes.

Reframing housing as essential economic infrastructure, HAA is mobilising private-sector expertise, capital and networks to deliver practical outcomes and lasting reform. Watch this video to hear more about their purpose and impact.

The Impact

Whilst just getting started, Housing All Australians has:

Enabled semi-permanent housing for 200+ vulnerable Australians (170+ in progress)
Mobilised $7.5m in pro bono contributions
Published Give Me Shelter economic reports (widely cited by business and policymakers)
Pioneered the Progressive Residential Affordability Development Solution (PRADS) - a credible national framework for affordable-housing covenants
Leveraged our business network to co-fund the award-winning documentary Under Cover (now streaming globally)

The Opportunities

HAA needs your help to scale meaningful and sustainable impact in response to Australia's housing crisis. We have multiple National Board Subcommittee Member roles across three subcommittees as follows:

Next Steps

Executives interested in these critical advisory and governance appointments are invited to follow our process as follows:

Register your interest: Follow the prompts to submit your resume and cover letter against the advertised role of interest - noting you can apply to positions on more than one committee.
Shortlisting: Applications will be reviewed shortlisted by Think Talent as they are received.
Private briefing: Shortlisted candidates will be invited to a private event briefing on the Thursday 9th of October 2025 , hosted by Think Talent and HAA. This event will provide you with the opportunity to meet key stakeholders, hear more about HAA’s impact, and consider the national Board Subcommittee roles in detail.
Confirmation of interest: Following the briefing, invited candidates will be contacted by Think Talent and provided the opportunity to confirm their interest
Formal application: Think Talent will submit a formal application on their behalf to HAA.

Think you can help but not sure you are the right fit for these roles?

If your are worried your skills don't align to these subcommittee opportunities, don't worry there are plenty of ways HAA can utilise unique skills and connections to make a difference. The "private briefing" event is a great way to explore the breadth of ways that you can help.

Submit a resume and cover letter explaining how your would like to help via the registration link below and we will get back to you promptly. Alternatively, you can reach out for a confidential conversation: Kylie Kneale ( 0403 948 842) or Ainsley Johnstone (0408 391 648 at Think Talent .

The Sunrise Project Story So Far - The Australian CEO Opportunity

ainsley.johnstone@thinktalent.com.au (Ainsley Johnstone) — Wed, 26 Jun 2024 02:52:58 GMT

The Sunrise Project: The Story So Far

Are you supporting transformational change in the climate sector?

The Sunrise Project is driving mission of transforming Australia from laggard to leader on climate change, and achieve global impact. Find out how their dynamic Board and experienced team of changemakers are delivering on a mission to scale social movements and campaigns that drive the global transition from fossil fuels to clean energy.

Human Potential in the Age of AI

ainsley.johnstone@thinktalent.com.au (Ainsley Johnstone) — Tue, 26 Mar 2024 00:00:51 GMT

Human Potential in the Age of AI

Exploring "Human Potential in the Age of AI" is certainly a hot topic leading into 2024.

I loved reading Accenture 's Life Trends Report (2024) this year as the insights were so interesting. In summary, the research indicates that the harmony between people, technology and business is showing tensions, and society is generally in a state of flux (Accenture, 2024).

The report also noted the decline of customer obsession, and the influence of generative AI leading to a stagnation of creativity as we balance tech benefits with life goals (Accenture, 2024).

They do note however that there are plenty of opportunities for business and brands in the coming twelve months and beyond if they can harness technology and leverage human potential (Accenture, 2024).

These opportunities were defined in the Australian Financial Review this week that reported on “How Top Companies are Using AI Every Day” to drive efficiency, productivity, and safety. (Niesche, Christopher, 2024).

The article features Treasury Wine Estate’s application of AI and robotic technology and discussed the use of autonomous tractors to carry out simple tasks such as spraying the vines which protects workers. Tractors are also equipped with cameras that collect real-time data on the health of the vines so that water and spraying is targeted (Niesche, Christopher, 2024).

Further to this, Mercer’s Global Talent Trends Study (2024) found that 58% of Australian executives expect productivity to lift over the next three years by over 30% due to artificial intelligence. Yet, 64% believe technology is advancing faster than their companies can retrain workers, 41% of whom have reported feeling exhausted and generally overwhelmed by technology and too much "busy work" (Mercer, 2024).

Given these data points we felt compelled to explore “Human Potential in the Age of AI" and last week Think Talent partnered with Peta Taylor from The Karuna Collective , to facilitate a dynamic conversation to promote fresh thinking and knowledge sharing across a diverse group of leaders within our valued collective.

We were interested in gaining current and unique perspectives, so the room was curated to include voices from a spectrum of industries and organisations that underpin the Australian economy. We spoke with executive leaders from People & Culture, Marketing, Technology and AI Innovation across sectors included banking, telco, health services, agriculture, technology, logistics and travel.

The conversation was dynamic and below are some important insights gleaned:

The use of Robotics and automation is not a new concept, however generative AI and its potential are still being defined. ChatGPT and Autopilot are the most understood applications, however it was clear with an AI Coach in the room that even these tools are not being used to their full potential the intelligence and useful application depends greatly on how you engage with them.

Organisations are still working through this strategic problem and are challenged with how to best apply AI and rapidly emerging technology within their unique context. Whilst there is a degree of play and experimentation particularly around automation and augmentation happening, we are long way from strategic and considered application that maximises the potential and harnesses the risk.

Leaders are worried about risk, ethics, trust, and the true value of the human capability in their organisations so steering and advisory committees are necessary to explore these issues further.

Leaders expressed concern regarding potential social consequences, including loss of skill, mastery and particularly jobs that may impact the livelihood of many Australians whilst embracing AI and automation.

AI leadership capability development is required at all levels of an organisation from Grad to Exec and Board Members

We need to learn how to interact, collaborate, and co-create with AI and harness its power to augment and hybridise how we work and deliver outputs.

AI and emerging technology offer equaliser potential and the opportunity for people to improve their working experience and enhance uniquely humanistic capabilities such as creativity, strategic and efficient decision making, connection, storytelling, and self-autonomy.

Leaders are time poor and need to prioritise learning, play and collaborations in and outside of their organisation to ensure they are leading technology, and technology is not leading them.

What a time for our kids to grow up in? The intersect between people, customer and technology is causing powerful shifts in terms of new job profiles, future-fit capability requirements, new ways of working and technology integrations.

Think Talent remains at the forefront of these discussions and will continue to bring the brightest minds together to unpick the big issues driving talent innovation and capability trends in this new world of work.

Want to be part of these discussions? Please reach out to us via contact@thinktalent.com.au .

Conquering the Interview Jungle: How to Stand Out in 2024

Mon, 15 Jan 2024 03:37:37 GMT

New Paragraph

Conquering the Interview Jungle: How to Stand Out in 2024

In the ever-evolving landscape of job hunting, interviews have become a battleground. Standing out from the sea of qualified candidates is no easy feat, but fear not, with a strategic approach and a dash of creativity and confidence, you can ace your interview and land the role you were made for.

Elevate your storytelling skills:

Craft a compelling narrative: Don't just list achievements; weave them into a story that showcases your skills, growth, and impact. Highlight challenges overcome, lessons learned, and the positive outcomes you've delivered.
Quantify your victories: Numbers speak volumes. Use data and metrics to demonstrate the tangible impact of your work. Did you increase sales by 20%? Streamline a process, saving the company X hours? Quantify your contributions to make a lasting impression.
Embrace the leading role of your own story: Avoid focusing solely on teamwork. While collaboration is important, highlight your individual initiative, problem-solving skills, and leadership moments.

Become a Tech-Savvy Interviewer:

Master the virtual stage: Whether it's Zoom, Teams, or Google Meet, familiarize yourself with the platform beforehand. Practice your lighting, audio, and background to create a professional virtual presence.
Embrace the tech tools: Utilize online tools like presentation software, shared documents, or even virtual whiteboards to showcase your ideas and demonstrate your tech-savviness.
•Turn the tables (politely): Ask insightful questions that demonstrate your research and genuine interest in the company and role. This shows you're not just applying for any job, but actively seeking a specific opportunity.

Beyond the Basics:

Be the brand, not just the resume: Dress professionally, but don't be afraid to inject your personality through subtle touches. A statement scarf, a unique piece of jewellery – anything that reflects your personal brand without being distracting.
Show, don't tell: Prepare case studies, project demos, or even short video presentations that showcase your skills and achievements in action. Visual storytelling can be incredibly impactful.
Follow-up like a pro: A well-crafted thank-you email reiterating your interest and key points discussed is crucial. Consider sending a personalized LinkedIn message to the interviewer, expressing your continued enthusiasm.

Remember:

Authenticity is key: Be yourself, flaws and all. Employers value genuine personalities over polished facades.
Confidence is contagious: Believe in yourself and your abilities. Your confidence will shine through and make a lasting impression.
Preparation is power: Research the company, the role, and potential interviewers. The more prepared you are, the more confident and impressive you'll be.

By following these tips, you'll transform from a resume in the pile to a captivating interviewee. So, go forth, job seeker, and conquer the interview jungle! Remember, you've got the skills, the story, and now the tools to stand out from the crowd and land your dream job.

Bonus Tip: Stay updated on industry trends and be prepared to discuss how your skills and knowledge can contribute to the company's success in the ever-changing landscape of 2024.

Now go forth and conquer! And remember, if you need any further help refining your interview skills, I'm just a click away. Good luck!

Sally Yang

Talent Lead – Tech, Product & Experience Design

sally@thinktalent.com.au

The Battleground Between Employees and Employers Over Returning to the Office

Fri, 22 Sep 2023 01:16:33 GMT

The Battleground Between Employees and Employers Over Returning to the Office

A battle is raging over return to work policy. Who will win? Employees or employers? And at what cost?

In so many organisations, discussions over returning to the office post-pandemic, have become a battleground between employees and employers. While some are eager to get back to in-person work, others have grown accustomed to the flexibility of remote working and are pushing hard against return to office mandates and policies.

A leaked video of Bendigo Bank CEO, Marnie Baker, ordering staff back to the office two days a week for their own mental health, rather than for productivity sparked a backlash in the media. One Bendigo Bank employee was quoted as saying “I just feel that in these times, we should be well past anyone commenting or trying to comment towards what’s best for anyone else.” ( source )

The 2023 State of Remote Work report revealed that while 98 percent of respondents would like to work remotely, at least some of the time for the rest of their careers, 23 percent of remote workers struggle with loneliness. The report also highlights the very real struggle around maintaining boundaries, and the challenge of personal and professional lives becoming blurred. While 71 percent of remote workers acknowledged the importance of setting work boundaries, 81 percent reported checking work emails outside of work hours, including 63 percent who reported checking emails on weekends.

To complicate the matter further, the Finance Sector Union (FSU) recently filed a dispute with the Fair Work Commission against the Commonwealth Bank of Australia (CBA) in relation to CBA’s directive for over 20,000 employees to return to the office. The FSU claims that CBA has failed to consult employees on its instructions for them to spend at least 50 percent of their work time each month in the office. Former premier Jeff Kennett has recently chimed in on the issue, suggesting employees who work from home should be paid less.

In Australia, almost 90 per cent of employers have implemented mandatory in-office days, according to independent research by Robert Half. The same survey also identified that:

59 percent of business leaders planned to increase the number of days staff were required in the office.
87 percent of companies have implemented more mandatory in office days – 19 percent insisting on 5 days, 28 percent expecting 4 days, and 26 percent expecting 3 days in.

While the survey showed businesses are moving towards a return to office, it was tempered by the fact almost one third of respondents reported at least one employee quitting in response to these changes.

Some of the reasons cited for employees not wanting to return to the office include:

Employees feel they are more productive at home
Costs associated with commuting has increased and so has childcare
If commuting adds extra hours to their day, especially in a world of rising costs of living.

On the other side of the coin, employers are sick of having to try to convince their employees to come back in the office for various reasons including:

Leadership succession planning
Team collaboration and culture
Client engagement
Innovation and creativity
Early talent learning and development
Culture and sense of belonging
Occupational health, safety and wellbeing
Risk management

One of the key questions that emerges is, what is fair and reasonable? It is clear that we need to find a middle ground; otherwise, employers risk losing good people, and employees risk losing good careers.

Bendigo Bank does appear to have a valid point in regard to returning to work being beneficial to our well-being. This is also reflected in recent Gallup data that suggests that while remote workers are the most engaged, interestingly they are also the most stressed.

Further to this, early talent is by far the most impacted in terms of learning and find it challenging to progress at work from home without an established base of knowledge. I reflected on this and wondered who I might be at work today if I didn’t have the ability to learn from the top talent in my early years.

The learning I experienced early in my career from being physically with and around more experienced leaders did not happen in a structured manner. I learned simply by listening to them on the phone, attending a client meeting in person which includes the critical “off the record” banter you don’t see in remote meetings or connecting in the kitchen over coffee to work through a problem if you were lucky enough to get the time.

Does success lie in understanding and respecting the diverse needs and preferences of each employee? And if so, how do we find a scalable, sustainable approach to understand and harmonise all the different needs across large, complex organisations?

Methodologies like human-centred design coupled with an appetite to innovate around ways of working feel important. In addition, organisations must find new ways to create the space for both leaders and employees to feel heard and to catalyse new, fresh thinking about how to sense, learn, experiment and iterate together - to forge new pathways forwards.

NAB recently reached an agreement on Work from Home (WFH) arrangements, in consultation with the FSU, which includes a dispute resolution process for employees who have applied for, and been refused, WFH arrangements. Employees can escalate the matter to Fair Work Commission, if a WFH request is unreasonably refused.

The working from home debate feels like it’s intensifying. There are certainly many agendas forming, lines being drawn, and polarisations emerging.

So, what next? Well, it’s clear that this is a complex challenge for organisations to navigate, and so simplistic solutions and blanket mandates are likely to continue to fall short of being effective, lasting solutions.

One thing that is clear to me right now is that there are no one-size-fits-all solutions. I sense that the most effective, most humane, must sustainable solutions will emerge from deep consultation, and in the organisations where leaders have the courage to walk a path of honesty, empathy and perhaps even compromise.

Advancing Your Career After a Losing Your Job

Mon, 28 Aug 2023 04:05:12 GMT

Advancing Your Career After a Losing Your Job

While it may feel discouraging at first, numerous studies have shown that experiencing a job loss can be a turning point in your career journey. You can bounce back and even make significant stride in your career after a setback. Let’s explore some steps you can take to move forward and advance your career after a lost job.

1. Embrace a Growth Mindset:

Research by psychologist Carol Dweck has emphasised the importance of adopting a growth mindset. This mindset recognises that abilities and skills can be developed through dedication and effort. By embracing a growth mindset, you’re more likely to view a job loss as an opportunity for learning and personal growth, leading to enhanced career prospects.

2. Leverage Networking:

A study published in the Administrative Science Quarterly highlighted the significance of networking and social capital in career advancement after job loss. Building and maintaining strong professional connections can provide access to job opportunities, industry insights, and valuable support. Actively engage in networking activities and leverage your existing relationships to explore new career prospects.

3. Upskilling:

Studies suggest individuals who invest in skill development after a job loss experience more significant career advancements. Identify the skills and competencies that are in demand in your field and pursue relevant training, certifications, or educational programs. Enhancing your skill set will make you more competitive in the job market and increase your chances of career progression.

4. Seek Mentorship and Guidance:

Studies have consistently shown the benefits of having a mentor in career development. A mentor can provide guidance, support, and valuable insights based on their own experiences. Look for mentors within your industry or professional networks who can offer advice and help you navigate the job market effectively.

5. Maintain a Positive Attitude and Resilience:

Psychological resilience plays a crucial role in career advancement after a job loss. Research conducted by psychologists Martin Seligman and Angela Duckworth suggests that individuals with a positive attitude and resilience are more likely to persevere, adapt, and succeed in the face of adversity. Cultivate a positive mindset, practice self-care, and develop coping strategies to navigate the challenges of job searching and career advancement.

Conclusion:

Although a job loss can initially feel like a setback, numerous studies suggest that it can serve as a catalyst for career growth and advancement. By adopting a growth mindset, leveraging networking opportunities, investing in skill development, seeking mentorship, maintaining a positive attitude, and exploring entrepreneurial avenues, you can take significant steps forward in your career journey. Remember that setbacks can often pave the way for new and exciting opportunities.

Reach out to Think Talent via contact@thinktalent.com.au to schedule a confidential discussion regarding the progression of your career journey.

The Leadership Lane Podcast: The importance of implementing a coaching culture in organisations

Mon, 17 Jul 2023 04:47:35 GMT

Our founder and CEO, Ainsley Johnstone recently sat down with Rita Cincotta to record an episode of The Leadership Lane Podcast.

The last few years have challenged us all and like many businesses and people Think Talent changed during this time. For us a new way of working emerged and we saw an opportunity to leverage the strengths of our collective in way the bucks the traditional recruitment system.

Recently our CEO, Ainsley Johnstone, joined Rita Cincotta on her Leadership Lane Podcast which allowed the opportunity to reflect on our achievements and learnings. Some concepts that emerged include:

- getting to know our customers and what they need in this new world
- working out what we wanted to return to or leave behind post COVID
- envisioning the performance culture we wanted to create
- nailing our values – Connected, Trusted & Progressive
- defining our behaviour standards and how to hold each other accountable
- digging deep and challenging status quo
- understanding our super hero traits and where we cast shadows
- learning to give and receive feedback
- clarifying roles, operating models and ways of working
- investing in coaching and capability development
- building a new incentive model that rewards the right behaviours
- bringing the right partners into our ecosystem
- TESTING and ITERATING and so on...

If you would like to hear more, we have included a link to the Podcast above.

Bouncing back from a career setback

lisa.malone@thinktalent.com.au (Lisa Malone) — Mon, 12 Dec 2022 02:22:57 GMT

Five strategies to recalibrate and thrive

Whether it's a redundancy, making the difficult decision to shut down your own business or the realisation that you're simply not in the right job, most people will encounter a bump (or two, or three) along their career journey.

Dealing with job loss and career disappointment shouldn't be unexpected but it is often one of the most difficult experiences a person will go through.

"Involuntary job loss, in particular, feels deeply personal, even if thousands of others are going through the same thing," says Think Talent's Founder & CEO, Ainsley Johnstone.

"There's a very strong connection between our work and our self-worth, so it's often more than financial security that feels at stake. Our sense of purpose, identify and sense of belonging can all take a beating," says Ainsley.

The talent market has been something of a rollercoaster over the past 12 months, and high profile corporate redundancies (like the recent events at Twitter) have loomed large in the news. Given that economic volatility is set to continue well into 2023, restructures and layoffs are likely to continue for sometime.

Ainsley acknowledges that career setbacks can create feelings of denial, anger, self doubt but offers a more hopeful perspective: "With the benefit of hindsight, job loss is not always a speed bump - I'd describe it as a career roundabout that can help us to course correct."

If job loss or career set back happens to you, here are five ways to bounce back better than ever:

Lean into the discomfort

Rather than panic applying for any job on offer, it's usually advisable to take some time out if you can.

"Sit with the discomfort," says Ainsley, "and use that time to re-evaluate what you are looking for from your career and employer."

Think about the types of businesses you'd like to work for. What will be your non-negotiables moving forward? What type of culture do you want to work in? And if you've had a bruising experience at your last organisation, use that to help you frame up a list of the things you don't want!

Control the controllables

Job loss is discombobulating because so much of our personal identity, confidence and even self worth is bound up in our job title.

Rather than stewing over those things we can't control, take the drivers' seat and focus on what you can control - start by updating your CV, finish building out your profile on LinkedIn; attend a networking event; enrol in an online course and build a new skill.

Cultivate learning mindset

With more time back in your day, think about what might make you more employable next time around.

"Improving your digital literacy and up-skilling in next generation skills, such as product management and coding, is an invaluable way to spend time," says Ainsley, and might reveal a new passion.

There are plenty of courses available through providers like LinkedIn or AcademyXi that can be done online while you reset.

Reach out to your network

Tapping into your network is often the best thing you can do when you hit a career speed bump. Be open about what you've learned from the experience so mentors, colleagues and friends can support your strategy for moving forward.

"Weathering a layoff alone is incredibly isolating," says Ainsley, "In my experience people are more than happy to make introductions or have a coffee. It's more than likely you'll have the chance to reciprocate or 'pay it forward' one day so nurture relationships more than ever during this time."

Working with a trusted recruiter is also important at this time as they can help you see where your skills profile might fit in the shifting job landscape and create introductions that aren't yet advertised.

Show yourself some compassion

Finally, prioritise your physical and mental wellbeing in the wake of a set back. That means getting proper sleep, staying physically active and reaching out to friends and family.

"Most importantly, remember that job loss is rarely a reflection of your skills, personal character, resilience or value," says Ainsley, "With the right mindset and a bit of effort, you will land on your feet."

If you're facing or navigating a career set back, don't hesitate to reach out to the team at Think Talent. We're here to help!

Five headshot tips to boost your LinkedIn profile

Wed, 09 Nov 2022 00:05:05 GMT

....and your career prospects!

What are the common mistakes we see candidates making over and over again?

Headshots. Terrible LinkedIn headshots.

You know the ones: shadowy lighting, inappropriate outfits, blurry camera settings, six people crowding the frame, no photo at all....

With nearly 1 billion members and close to 90 per cent of recruiters using LinkedIn to identify or validate talent, Think Talent's Lead Talent Partner, Shanelle Moloney, advises candidates start thinking of LinkedIn as the world's biggest networking event.

"One of the easiest ways to improve your personal brand and ensure you're getting noticed for all the right reasons, is to invest in a professional headshot,"

"Your headshot is your first impression in the virtual world. It matters."

And the stats agree with LinkedIn reporting that bios with headshots attract 21x the views compared to those without!

Once the domain of niche industries such as acting; the rise of online platforms for recruiting and networking, means you are more visible than ever before yet most candidates neglect this aspect of their profile.

"What works on Facebook, isn't necessarily suitable for LinkedIn," says Shanelle of the selfies and 'cropped' images that don't portray a professional, credible image.

She says: "If you were attending an interview in-person, chances are you'd spend time ensuring you looked capable and approachable. Candidates do well to take the same attitude to their online representation."

And by a 'great' headshot we don't mean a glamorous, model-like photo - definitely not!

We mean an approachable, friendly, clear and professional image that reflects you.

Professional headshots are surprisingly affordable, however, if you aren't ready to invest in a studio session, ask a friend or family member who is handy with a camera to take the photo for you.

Five easy tips for taking better headshots are:

Look directly at the camera, avoid side views and shadowy lighting. Your image should take up between 60 - 80% of the frame.

Smile! Just as you would in the real world, if you want to engage, start by looking approachable.

Choose a simple background that doesn't distract or detract! A plain dark wall will usually work best

Dress in a way that reflects who you are and is appropriate for your target audience (think future bosses, Hiring Managers, direct reports, buyers etc)

And finally, when uploading your image to your computer, save the file as “yourname.jpg.” When someone Googles your name, the image will be more likely to show up in the search results!

Earlier this year, the Think Talent team updated our profile pics. We're so pleased with the results - see our new LinkedIn worthy shots and meet the Think Talent team here .

The answer to the talent crisis may already exist

lisa.malone@thinktalent.com.au (Lisa Malone) — Mon, 19 Sep 2022 04:09:36 GMT

Sally Yang supercharges tech, product & experience design desk before heading on paternity leave.

When our Founder & CEO Ainsley Johnstone came across Sally Yang's "Happy Bump Day” LinkedIn post, sharing her experience of being 6-months pregnant and back on the job market herself, Ainsley’s instincts told her to reach out fast!

And we’re so glad she did with Sally joining the Think Talent team within days, boosting our Product & Design capability with her technology experience across in-house and agency recruitment.

Passionate about encouraging more women to embrace careers in tech and highly-networked both here and overseas, Sally is a great example of the untapped talent potential in the market - if only employers are prepared to be more creative and more adaptable in their approach to work design.

“If we’re ever going to shift the #diversityequityandinclusion equation, then employers need to do more than be empathetic,” says Sally, adding: “The solution to Australia’s skilled worker shortage might already exist, if only employers are prepared to look a little more deeply at what’s in front of them!”

For Ainsley, the decision was hardly rocket science:"Top talent have babies from time to time and mothers should be supported during these important transitions. We are very happy to have benefited from others' short term thinking," says Ainsley.

Sally’s desk is already filling up with a host of exciting Product, Design and UX roles – if you’re looking for great talent, or ready for a career move, reach out to Sally here.

Four questions to ask when interviewing for connection

Fri, 11 Mar 2022 06:01:33 GMT

The manager-employee relationship is more important than ever.

In a hybrid or remote context, managers are the primary connection through which employees experience their workplace.With remote and hybrid models of work here to stay, managers need to rethink out they keep people engaged.

Our Founder, Ainsley Johnstone loves these four questions for checking-in and creating connection with teams:

- What gave you joy in your work this week?
- What challenged you?
- What do you need from me (your manager)?
- What are your top priorities for next week?

"Asked weekly, these kind of recurring check-in tools critical to keep people aligned and engaged," says Ainsley.

"As a manager, how can you have more impactful conversations with your team? How can you help them move towards their goals and ambitions?"

With much publicity around the Great Resignation and scary statistics indicating nearly half of all employees would consider a work change this year, plenty of hiring managers are resigned to inevitability of high turnover, but it doesn't have to be.

"Now more than ever, leaders need to have regular conversations with employees about their wellbeing, what they value, development goals - factors that influence employees' willingness to stay," says Ainsley.

Is this simple mistake costing you talent?

Fri, 28 Jan 2022 13:01:40 GMT

Hiring Managers, is this simple mistake costing you great talent?

If it’s been more than 6-months since you revisited your employee value proposition (and how you frame your job advertisements), you are probably missing out on great talent.

While salary and security are threshold requirements, candidates are telling our team that their job seeking priorities have changed.

Getting noticed is the first-step to recruiting top talent in this tight market and candidates are telling us they value job advertisements that provide meaningful information about:

Plans for remote and flexible working opportunities beyond the pandemic
Onboarding plans and remote access to systems
Employee benefits and perks offered over and above standard annual leave + super
How the role has the potential to impact people, systems and overall business success
How the team works together – particularly in a hybrid environment, provide details about online and in-person collaboration
What is the role expected to deliver in the next 6 months, year and beyond
Development opportunities
Clear scope and direction – particularly project roles, confirm where the business has already signed-off so there is assurance the project won’t be shelved in a few months

By reimagining how you promote your employee experience, you stand a much better chance of attracting and engaging the brightest talent.

Need help crafting your message to appeal to the right kind of talent? Reach out here

Ethical Fashion & Consumer Power

Fri, 28 Jan 2022 13:00:03 GMT

One of the things I enjoy most about my job is meeting and profiling great humans making a difference through business. People, just like those who are tackling big fashion pollution and human rights issues at Good On You .

So if like me, you are a fashionista that cares about your planet and how people are treated then you will LOVE their online tool!

It helps you use your consumer power to buy right, influence the industry and implement simple things at home that that contribute to the big change that often feels daunting.

Ainsley Johnstone

Founder & CEO

10 Commandments For Female Fashion In The Workplace

Fri, 28 Jan 2022 10:41:22 GMT

As women, fashion is a very important part of our lives with fads constantly changing and evolving. We have come a long way from shoulder pads and hair scrunchies, thankfully!

Most of us are lucky enough to be able to use our wardrobes as a form of self-expression, our outfit choices can be bold, daring and sometimes a bit crazy. However, when it comes to what we wear to work, we have to tone it down and be professional.

So ladies, here are my 10 commandments for female fashion in the workplace.

1.Thou Shall Be Modest - If you want to be taken seriously leave the low cut tops and short skirts at home. Keep your heels under 3 inches and make sure you aren’t wearing anything see through, your undergarments are not meant to be seen at work.

2.Thou Shall Be Minimal When Applying Make-Up - There is no need to go overboard on the eyeliner between the hours of 9-5. Save the glam for after-hours.

3.Thou Shall Take Footwear Seriously - Seriously! People do notice your shoes. I understand wearing sneakers when walking to work, heels hurt, but please make sure you have a polished pair of shoes at the office. Dress pants and sneakers just don’t work.

4.Thou Shall Be Manicured - This doesn’t mean you need to get weekly manicures but if your nail polish looks like it’s been through a weed whacker, just don’t wear it.

5.Thou Shall Be Careful with Leather and Lace - Both are great fabrics to wear but they are risky and can send the wrong message. Wear with discretion!

6.Thou Shalt Not Over Accessorize - Jewelry can be an important addition to your outfit... in moderation. There is no need to walk around the office looking like the Queen of England.

7.Thou Shall Be Mindful of One’s Hair - Keep your hair style simple at the office. You don’t want to be a distraction in office meetings because your hairspray is reflecting the light.

8.Thou Shall Dress for Your Age - We all want to hold onto our youth and that’s OK but try not to end up playing “Who Wore It Better?” with teens in gossip magazines when you are choosing your outfit for the office.

9.Thou Shalt Not Take Advantage of Casual Friday - This is not a luxury everyone has. Please do not use this as a free pass to wear ripped jeans and crop tops.

10.Thou Shall Dress for Your Level - If you are in an Executive role, dress at an Executive level!

Michelle Mason

Think Talent

Don't Be Afraid To Think Short-Term

Fri, 28 Jan 2022 10:02:47 GMT

There is no doubt that job searching is hard work. For some it can be an arduous process and it’s not uncommon for us to meet people who have been searching for six or twelve months without success. For those who have been looking for a permanent ongoing position only… consider a short-term option.

Whether it’s consulting, contracting, a fixed-term engagement or a casual appointment, thinking short-term will often open more doors than solely focusing on a full-time ongoing role without deviation and consideration for other options. Consider the following types of employment that Think Talent are currently recruiting for:

Contracting – typically on a daily rate, contractors are not just ‘skills for hire’ but often required to complete outcomes-focused projects that fall outside of BAU activity. When organisations are at capacity, navigating through change, or simply increasing output for a short period of time, a daily rate contractor is the first consideration for our clients on many occasions (being available immediately also helps).

Fixed-term contracts – I do a vast amount of work in seasonal industry sectors (sports, events, tourism, etc) where there are major peaks and troughs for when talent is required. Fixed-term contracts allow an element of security with an end date given for completion.

Consulting – for many, especially those with healthy networks, consulting is a great way to approach your familiar connections and offer your skills, knowledge, and experience for short-term appointments. I’ve seen many great candidates transition to consulting which allows flexibility and an opportunity to make decisions to work with organisations on agreed terms.

So, how do you ready yourself for a short-term appointment?

Firstly, think about impact. What are you capable and comfortable doing that can have an immediate impact? Think about skills, systems, strategies, and in particular, the functional outputs of a role that you can be accountable for.

Secondly, position yourself in such a way that will add value to the organisation. Short-term appointments are typically removed from investment into career succession planning, training and development due to the tenure of the role. If you can articulate how you will solve problems and create solutions coupled with your skills, knowledge and experience, you are well on the way to creating a value proposition.

Short-term appointments will offer an organisation an opportunity to see you in action. ‘Temp to Perm’ appointments are common, as are contract extensions and referrals from stakeholders to other projects. Making hay while the sun shines can go a long way to creating your own longer-term opportunities.

Think Talent consistently recruits for short-term appointments across a variety of roles and industry sectors. For current opportunities please visit http://thinktalent.com.au/careers/ or feel free to make contact with me to discuss some options.

Feeling Overwhelmed? Here Are Some Fun Tips To Help You De-Stress!

Fri, 28 Jan 2022 10:00:07 GMT

We can all relate to the that feeling of being stressed out and overwhelmed. Problems at work, in relationships and financial struggles can be a heavy weight to carry. Studies have shown that high levels of stress can be linked to anxiety, depression and can even have negative effects on your physical health.

Lucky for us, stress is manageable! There are many outlets that can be useful when you’re feeling like things are becoming just a bit too much and it's becoming difficult to cope.

Here is a list that I have put together with some tips and tools that have helped me to de-stress and unwind during difficult times.

Listen to music - put on your favourite song and don’t be afraid to sing along…loudly! Whitney Houston is always a good choice.

Put on a good movie - a laugh until it hurts comedy

Dinner with friends - call up your friends and go to your favourite restaurant. Tell funny stories over a glass of vino.

Laugh - call or text someone that makes you laugh. Nothing beats witty banter.

Go for a walk or run - clear your head with some fresh air.

Yoga - great for the mind, body and spirit.

Cook - you don’t have to be the best cook, I have a hard time boiling water but cooking can be very therapeutic and rewarding.

Let your emotions out- release the flood gates and let those tear drops fall! I always feel better after a good cry session.

Meditate - take a few minutes alone in a quiet room to relax and breathe.

Write a list of gratitude - this is a great way to lose focus on some of the negative in your life while simultaneously making you feel more connected to others and lifting your mood.

There are so many ways we can pull ourselves out of a stressful state if we just take a moment to get creative.

Michelle Mason

Think Talent

Intelligence, A Lady's Trendiest Accessory!

Fri, 28 Jan 2022 09:55:20 GMT

As women is it better for us to hide our intelligence from the men in our lives, our bosses, co-workers, friends, boyfriends? Are we coming across as too emasculating or threatening? Should we “dumb it down” for the sake of our careers and relationships?

Questions a lot of us women have to ask ourselves more than we would like to admit.

“I get worried for young girls sometimes: I want them to feel that they can be sassy and full and weird and geeky and smart and independent.” Amy Poehler, Co-Founder of Smart Girls . Amy and her team are actively promoting and supporting the idea that it is OK for young women to use their intelligence and imagination, books over gossip mags!

Amy is just one of the many women across the world riding the “it’s cool to be smart” band wagon. Michelle Obama once said “I never cut class. I loved getting A’s, I liked being smart. I liked being on time. I thought being smart is cooler than anything in the world.” If the First Lady of one of the most powerful countries in the world is saying it’s cool, then there must be something to it! Of course we will still come across those “non-riders” but to them we have to simply say “get with the times!”

It is so important for us as women to be advocates of intelligence and to help each other on our paths to success.

We aren’t there yet but the movement is starting and if we join together and encourage each other before we know it there will be just as many women CEO’s and Executives as there are men.

So ladies ask those questions, be curious, challenge yourself and the people around you.Use your best accessory because smart is sexy.

Michelle Mason

Think Talent