Talent Palooza Debrief.

Last week, we had the incredible privilege of attending #Talentpalooza at the stunning Abbotsford Convent in Melbourne, Victoria. Tamara Diveroli and I from Hill Consulting were in attendance and on the stage.

This wasn’t just another industry TA event—it was an opportunity to share bold ideas, push boundaries, and reimagine the future of Talent and HR through the lens of rebellion.

Our Roving Reporter Tamara Diveroli had this to say about the two day event:

Over two transformative days, some of the brightest minds in our industry shared their insights, challenging us to rethink our approach to work and TA. Here are just a few of the thought-provoking takeaways that genuinely stood out:

⭐️ Damon Klotz reminded us of the immense power of a single conversation. His words were a powerful nudge to reflect on those pivotal discussions that have shaped our professional journeys—and the ones we still need to have.

⭐️ Annie Johnson discussed AI in HR, highlighting some fascinating yet not surprising statistics about its application in the field. One that stood out for me was that 75% of HR/Talent’s time is spent on administrative tasks. Imagine what we could accomplish if some of those tasks were automated, allowing us to focus on more strategic work. Annie also talked about how 17% of business leaders remain completely disinterested in AI. With technology evolving at a rapid pace, it’s clear that embracing innovation isn’t optional—it’s essential.

⭐️ Melissa Crawford uncovered a striking reality about digital communication. With 70% of our interactions happening online, a staggering 50%of messages are misinterpreted. How do we ensure clarity and intent in a world where tone can be lost in translation?

⭐️ Emma Jones 🍉 addressed the gender gap, particularly in the tech industry. Her insights into the unique challenges women face in the industry were eye-opening, and I was thrilled to win a copy of The Power of Thinking Differently – Rebel Ideas. I’m eager to dive in!

⭐️ Terri Simpkin PhD explored the societal narratives that shape gender and career choices from an early age. Her call to challenge these ingrained stories was both inspiring and necessary.

⭐️ Dr Philip Gibbs took us deep into the ethical and legal complexities of AI in HR, urging us to stay vigilant about data security. His session served as a wake-up call to continually evaluate our workplace policies in this rapidly shifting landscape.

⭐️ Rachel Hill (Recruitment Strategy) and Craig Watson (via video) introduced an exciting new qualification for Talent Acquisition professionals—an essential step in legitimising and elevating the field. This is something that has been missing, and I know how passionate they both are about the industry!

Beyond the incredible speakers, hashtag#Talentpalooza was a melting pot of fresh ideas, diverse perspectives, and game-changing discussions. Andrea Kirby you curated an event that truly embodied the spirit of rebellion—challenging the status quo and daring us to think differently… all while dressed as Rebel’s!

Summary by Rachel Hill:

The photos are also a hoot. Always fancy dress on the first day we had everything “rebels” from a witch (Dr. Terri Simpkin), Amy Winehouse (Tamara Diveroli), Freda Kahlo (Rachel Hill), Top Gun Mavrick (Ivan Harry Harrison), Eric Cantona (Matt Woodard) and Cindi Lauper (Andrea Kirby).

Such a great range of speakers and topics on the future of HR and TA. I’ll definitely be going next year. My key take out were more ways for Diversity especially for Neurodiversity / ADHD in the workplace and getting and keeping more Women in STEM. Plus, the role of AI in our workplaces and new AI tools for HR.

To find out more about Talent Table (Andrea Kirby) events visit the website here: https://www.talent-table.com

Best Practice Staff Referral Schemes

Sometime the old ways are the best.

Don’t forget as a TA or HR Director its really good practice to have a staff referral scheme and don’t forget to promote it.

It’s still a great way to attract and hire new talent.

Below I’ve been looking globally and searched the world wide web (so you don’t have to) on exploring best practices in employee referral programs, which has revealed several successful strategies across various organisations.

Here are some notable examples:​

1. PURE Insurance: This American property insurance company achieves a high referral rate, with between 40% and 60% of its employees sourced through referrals. Their approach involves promptly asking new hires if they know anyone suitable for the company, emphasising the importance of referrals early in the employment process. ​aihr.com

• Salesforce: The cloud computing giant organizes "Recruitment Happy Hours," informal gatherings where employees can invite potential candidates. This relaxed setting allows recruiters to meet prospects in a casual environment, fostering genuine connections. Salesforce has paid a total of $5.5 million in referral bounties, reflecting the program's success. ​aihr.com+1Join Genius+1

• InMobi: Facing a need for engineering managers, InMobi offered culturally specific incentives, such as Royal Enfield bikes in India and Vespas in the US, for successful referrals. They also provided options like trips to Bali, leading to an increase in referral rates from 20% to 50% for their 900-person company. ​aihr.com

• Intel: To enhance diversity, Intel implemented a program offering double referral bonuses for successful hires of women and minorities. This initiative not only attracted top talent but also promoted a more inclusive workplace. ​goboon.co+1Join Genius+1

• Pinterest: Aiming to diversify its workforce, Pinterest set specific hiring goals and encouraged employees to refer candidates from underrepresented backgrounds. This strategy led to a 24% increase in female referrals and a significant rise in referrals from underrepresented ethnic backgrounds. ​goboon.co

• Phillips: Operating in health technology and lighting, Phillips utilized technology to enhance its employee referral program. By engaging with employees and external candidates across 22 countries, they tailored their global employment brand to local audiences, resulting in a 30% increase in employee referrals and a 20% rise in career site visits. ​goboon.co

• Sentient Digital: This company emphasizes the philosophy that "good people know good people." By valuing employee satisfaction and leveraging their networks, Sentient Digital successfully hired four candidates through referrals, demonstrating the effectiveness of their program. ​sdi.ai

When it comes to creating a brilliant employee referral program, there are a few elements to keep in mind.

Ideally, every program includes:

Incentives – Cash or non-cash such as extra holidays, dinner for two, cinema tickets or even just a simple thank you.

Ease of use – Try to make the use of your employee referral program as easy as possible for your people.

Feedback – As always, keep your employees posted on the status of their referrals. Did their candidate move forward in the hiring process? Drop them a quick email or message.

Recognition – Praise is good for employee morale. Think of a nice way to give your employees the recognition they deserve when they’ve successfully referred someone.

The above case studies highlight the importance of creativity, cultural alignment, diversity focus, and leveraging technology in designing effective employee referral programs. Tailoring incentives and strategies to align with company values and goals can significantly enhance the success of such programs.

By learning from these global examples, organisations can refine their referral programs to better align with their workforce and hiring needs. Whether it’s offering creative incentives, fostering an inclusive approach, or making the process seamless, a well-executed referral scheme can be a game-changer for talent acquisition.

The key is to continuously promote the program, celebrate successes, and encourage employees to see referrals as a valuable way to shape their workplace with great talent.

Thinking of creating your own scheme?

Download our FREE Employee Referral Program Policy and Guidelines Template

Support Formalised Qualifications for the Talent Acquisition Industry in Australia

Why this petition matters

Craig Watson & Rachel Hill care deeply about the Talent Acquisition Industry in Australia, and we recognise the essential need for improving the standards and professionalism within our sector. Currently, the industry does not have formalised professional qualifications. This gap not only limits career development but also impacts our ability to access training to enhance key skills.

TAs in Australia are missing essential pathways.

The TA industry is critical for business success. However, without structured training and qualifications, TAs in Australia are missing essential pathways offered to other professions. According to the Productivity Commission’s ‘Shifting the Dial: 5 Year Productivity Review‘, substantial improvements in training and qualifications are integral for Australia’s future economic growth. 

The petition calls on ASQA to endorse formalised qualifications.

Therefore, this petition calls on ASQA to endorse formalised qualifications (in the form of Certificate IV & Diploma) for TAs, developed by the industry, for the industry. Such a system will enhance career development and the overall professionalism within our industry, consequently improving our contribution to Australia’s business landscape and Craig Watson and Rachel Hill are committed to driving this change.

We need your support. Sign this petition, and let’s elevate the TA industry together. Together, we can create a difference in the lives of every TA in Australia, providing qualifications, a clear career pathway, and skills to improve the professionalism of our sector.

It’s time to elevate our industry!

Sign the petition and be part of the change.

Take the next step!

Share this petition in person or use the QR code for your own material. Download QR code

Your TA Community

Recruitment Meet Up Groups

Looking to grow your TA Community? Don’t know where to start? Don't worry, you are not alone - there are heaps of things going on with Recruitment Meet Up Groups in every city around Australia, plus Tas Talent Day, held in Tasmania every October.

I’m always also happy to share recruitment expertise, along with best practices, tips, and tricks to maximise efficiency. If you haven’t already, please sign up to our monthly newsletter The Recruitment Revolution.

If you’d like a chat, we can schedule a quick call to brainstorm ideas and strategies. Book a slot at a time that suits you via Calendly.