Caro Caluwe

$5.5 billion is about to move (Disability Employment programs are ending in 3 months) Inclusive Employment Australia (IEA) is launching on 1 November. 84 new providers and subcontractors are expected to build digital-first, employer-ready, outcomes-driven services—fast. But here’s the gap: Most aren’t ready. Not for the digital coaching uplift. Not for the employer retention mandates. Not for the lived-experience leadership requirement. Not for the new scorecard where poor results = contract clawbacks. So I built this → 𝗧𝗵𝗲 𝗜𝗘𝗔 𝗣𝗿𝗼𝘃𝗶𝗱𝗲𝗿 𝗥𝗲𝗮𝗱𝗶𝗻𝗲𝘀𝘀 𝗖𝗵𝗲𝗰𝗸𝗹𝗶𝘀𝘁. Use it for guidance on how to: 1. Craft recruitment ads that resonate 2. Embed digital-first coaching programs 3. Design evidence-backed workplace modifications 4. Slot lived-experience leadership into your org chart 5. Integrate allied-health supports that power real career outcomes     Want a copy? Comment “𝗜𝗘𝗔 𝗥𝗲𝗮𝗱𝘆” or DM me, and I’ll send you the booking link for a free strategy session. Once your booking is confirmed, you'll get first access to the IEA Checklist

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I’m excited to be back in Melbourne on 2 October running our TA Fundamentals Training Program.   This one-day workshop is ideal for anyone in TA or HR, but especially for people who have never received any formal training or are new to recruitment or stepping into their first TA role.   We’ll cover the essentials like: ✨ EVP and Employer Branding ✨ Interviewing techniques that work ✨ Building confidence in taking a recruitment brief ✨ Inclusive hiring practices, EEO and legal compliance ✨ The impact of HR tech and AI tools on how we hire, and much more!   It’s a small group format (max 15 people), which makes it a great space for sharing experiences and building confidence in the basics. Perfect for those who are new to recruitment or stepping into a TA role for the first time.   If you know someone in your network who’s just starting out in TA, or who could benefit from grounding their practice in the essentials, I’d love for you to share this with them.   📍 Melbourne CBD | 🗓️ 2 October 2025 | 9 AM – 5 PM Book here: https://lnkd.in/gSF_3myN

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Over half of Australians have been in their current role for less than five years. So what makes top talent stick around? Jenny McKie's 30-year career at Hungry Jack's is a testament to the power of internal mobility and a skills-based approach to workforce management. Discover how Jenny is challenging the traditional norms of career progression, and reimagining the future of HR at Hungry Jack's 👉 https://lnkd.in/dQV9uwqk Jenny McKie

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Hiring in 2025 isn’t getting easier. The latest SEEK and ABS data show big shifts that every employer needs to factor into their workforce planning. 1. Applications are at record highs: SEEK reported applications per job ad reached near-record highs. On paper, that looks like choice, but more applicants doesn’t mean more suitable candidates. Sorting through the never-ending pile takes time and expertise. 2. Job ads are rising again: Job postings have grown in recent months, with Community Services, Hospitality and Construction leading the way. That means more competition for talent, especially in growth sectors. 3. Skills still don’t match demand: ABS labour data shows participation at record highs, yet skill mismatches remain the number one barrier. The Employment Hero Hiring Snapshot adds that many SMEs are filling gaps with overtime and contractors as a stopgap, not a solution. At Horner, we don’t just track these shifts; we act on them. That means: - Head-hunting beyond job boards to find the right talent - Chatbot AI screening to cut through high application volumes - Building pipelines for sectors where demand is climbing Because in today’s market, it’s not about who applies. It’s about who actually fits. 👉 Want to know how these trends affect your hiring plans? Let’s talk. #RecruitmentTrends #HiringStrategy #WorkforcePlanning #HornerRecruitment Kylie Heffernan Peter Langford FRCSA (Life) Phil Webster Shelley Sullivan

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Let consciousness guide you through complexity In the latest episode of our Changing Conversations podcast, we sat down with Lisa Doig, founder and director of Corporate Evolution Pty Ltd and a pioneer in the field of values and consciousness. Lisa knows better than most what it takes to design, facilitate, and train practitioners in transformational business leadership development programmes. Why is consciousness essential for leading in complexity? And how can you grow it? We explore these questions – and many more – in this thought-provoking conversation. Tune in here 👉 https://lnkd.in/d_-xcfBe #leadership #managementconsulting #implementconsultinggroup

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Australia’s HR market remains strong, but organisations are adapting to a more cautious talent landscape. Interim and project-based HR professionals are increasingly supporting critical initiatives, while key trends are shaping the way HR adds strategic value: HR at the centre of workforce transformation From reporting to predicting: the rise of HR analytics Wellbeing and belonging as core to retention DEI evolution: from policy to accountability Explore how HR leaders can stay ahead and build sustainable, high-performing workforces.  https://lnkd.in/gMuFZ3h6

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To my wonderful younger cohort of recruiters: New research from the Australian HR Institute and the Australian Human Rights Commission shows that age bias is still alive and well in the workplace. Their latest report reveals that almost one in four employers consider people in their 50s as "old"—and many are hesitant to hire them. I want to gently say this: your time will come. One day, you’ll find yourself on the other side of that age line, with a wealth of experience, perspective, and maturity that should be valued—not overlooked. So, when you're making those recruitment decisions, pause for a moment. Ask yourself how you would want to be treated in the later stages of your career. Think about how valuable “extensive experience” truly is—and how much richer our workplaces are when we embrace all generations. The only way to break the cycle is to challenge it now—so the next generation of experienced professionals (including you!) can thrive.

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Australia Salary Guide 2025 is here!   Are you a hiring manager or HR professional looking for reliable benchmarking data to attract and retain top talent? Or a candidate curious about salary trends in your industry and location?   PERSOL has just released our latest Salary Guide for Australia, and it is packed with insights to help you stay ahead. This year’s guide includes: -         Salary benchmarks across key industries and roles -         How AI is reshaping workplaces and driving change -         What candidates really want when it comes to work arrangements and flexibility Download your copy today: https://lnkd.in/egNR_yhG Interested in salary trends across the broader APAC region? Drop me a message, I would be happy to share more! #PERSOL #SalaryGuide #HRInsights #WorkplaceTrends #AustraliaJobs #WorkArrangement #APACSalary

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🤔 When Did Flexibility Become a Battle? Some days, it feels like we’re re-litigating the meaning of “flexible work” for the tenth time. The latest Fair Work Commission case turned the spotlight on how workplace policies, family life, and the law still seem out of sync—and made me reflect. Here’s What’s Been On My Mind Flexibility shifted from a bonus to a baseline. In almost every conversation I have - across industries, roles, and backgrounds - people treat hybrid or remote options as fundamental, not a “nice-to-have.” 📅The real world doesn’t fit in tidy boxes.  Most parents I know? They’re cobbling together pickups, school holidays, and care rosters that the workday doesn’t account for. Four weeks off versus months of school break is a puzzle only a magician could solve. But now, the onus is on employees to prove they need - not just want -flexibility. That recent ruling? The dad didn’t “qualify” because his childcare situation didn’t stack up under scrutiny. Suddenly, a genuine effort to balance life and work isn’t enough unless it ticks the right boxes. 💡Are We Missing the Human Details? Workplace policy is important. So are business needs and customer outcomes. But every hard-and-fast rule risks erasing the nuances: 👉Not every role can flex the same way. And yes, some requests are based on want versus need. 👉But the conversation should honour the real-life complexities people are navigating—care, health, well-being, life itself. 🗣️What Are We Really Saying About Work? 📝Mandates vs. Meaning: In tight labour markets, flexible work is a talent magnet. In downturns, mandates creep back in. But memories last longer than market cycles. 📝Process vs. People: Are our policies catching up to the lived realities of our teams, or are we just refreshing old frameworks with new language? 🌱My Hope Moving Forward This latest case is more than a legal precedent—it’s a wake-up call to rethink how we support modern working lives. “Preference” and “need” shouldn’t feel like opposite ends of a tug-of-war rope. Managers and decision-makers, what would it take to see each request as a conversation starter - not a negotiation? Employees, what are the real barriers you’re hitting (and how could an open dialogue help)? Are we ready to move beyond compliance and genuinely create environments where work and life can coexist without so much friction? 💬 Would love to hear your story - what’s helped or hindered your experience with flexible work? Is your workplace listening, or simply ticking boxes? #WorkplaceCulture #FlexibleWork #FutureOfWork #PeopleFirst #HybridWork #HR https://lnkd.in/g9VrcpEd

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