peoplein

Developing Futures in Surveying with Vision Academy

Wed, 17 Sep 2025 01:18:31 GMT

When Ryan Barr first joined Vision Surveys in 2011, surveying wasn’t on his radar. Fresh out of school, he applied for a junior draftsman role without qualifications or even a clear idea of what the job involved.

“I had to ask my dad what a surveyor even did” Ryan recalls.

What Ryan found was a team ready to back him. He was paired with a senior surveyor who answered every question and gave him the chance to learn in the field. That hands-on mentoring planted the seed for what would later grow into the Vision Academy, a program that is now shaping the next generation of surveying talent.

More than a decade on, Ryan leads the Brisbane office and mentors cadets through the same program that started from stories like his.

“It wasn’t called the Academy back then but the idea was the same. Learn by doing. Ask questions. Make mistakes and get better. Having someone in your corner early on makes all the difference.”

Building capability for the industry

The Vision Academy is a two-year training program that takes cadets from their first day in the field to associate-level surveyors. The program is structured in three-month blocks with clear milestones, balancing observation with practical learning.

At first cadets spend time shadowing experienced surveyors before gradually taking on more responsibility. Each stage builds their skills and confidence until they are ready to lead projects with support. By the end of the program cadets are prepared to complete the Surveying Associate Competency Assessment with the Surveyors Board Queensland, earning a recognised qualification and practical experience without needing a university degree.

For cadets like Mikey and Oliver, this program is more than training. It is a pathway into a career many would never have considered.

Vision Surveys CEO Dave Wilson says the Academy is a direct response to industry need.

“We recognised the shortage of surveyors early on so we created our own program to bring school leavers into Vision and the industry. The Academy not only gives us skilled employees it also develops the future leaders of our business.”

A culture of support

For Ryan the Academy is about more than technical training. It is about creating an environment where people are supported to succeed.

“You’re not expected to know everything. That’s the point of the program. You’ve got people here who want to see you do well,” he says.

That culture is reflected in Ryan’s own journey. After several years at Vision he left to work in the mines before returning in 2021 for better balance and more time with his young family. Now he is building the careers of others, mentoring cadets at different stages and helping them navigate both work and life.

“There’s a real understanding here that people have lives outside of work. Whether it’s starting early for school pick up or going camping on the weekend the flexibility is there if you need it,” Ryan says.

Why it matters

Surveying is one of those professions that many students never hear about at school yet it plays a critical role in shaping the communities we live in. From new housing estates to major infrastructure projects, surveyors provide the data and insight that bring plans to life.

Without a clear pathway many people would never discover it as a career. The Vision Academy changes that. By creating structured opportunities, it opens the door for more people to enter the profession, helping to address national skills shortages and giving individuals a chance to build lasting careers.

Dave Wilson believes it is also about inspiring awareness beyond the business.

“It’s important to show the community what surveyors do and the role we play every day. Surveying is a diverse career. You can spend your life outdoors travelling the world or in an office with the air conditioning. The choice is yours. Through Vision Academy we speak at schools and career expos to inspire the next generation and help the industry grow.”

Powered by PeopleIN

The Vision Academy is one example of how Vision Surveys and PeopleIN are creating future talent pipelines across Australia. By providing pathways that combine training, mentoring and real-world experience, we are building stronger workforces and supporting industries to grow.

As Ryan puts it, “You don’t need to have it all figured out. I didn’t. You just need to be open to learning and willing to give it a go. The Academy gives you structure, support and real experience. You get paid while you learn and by the end of it you have options.”

PeopleIN and Vision Surveys are proud to back initiatives like the Vision Academy that create opportunities for people and develop the skills our Australian communities and industries need for the future.

Giving old laptops a new life and new purpose with Teacher in a Box

Tue, 15 Jul 2025 22:20:47 GMT

Access to education should never depend on location. That’s the belief behind Teacher in a Box , a local grassroots initiative providing offline educational resources to students in remote and underserved communities where internet access is limited or unavailable.

Regional Workforce Management ’s involvement in this program began with DEWR Compliance Officer, Eloise Wattie, who saw an opportunity to bring the idea to life across the Pacific Islands, particularly in communities we’ve built strong ties with through the Pacific Australia Labour Mobility (PALM) Scheme.

“I first came across Teacher in a Box through APEX Australia and it immediately struck a chord. These laptops still have so much to give, especially in places where students don’t have reliable internet. It’s a simple way we can support access to learning and give back to the communities we’ve built strong connections with,” said Eloise.

RWM has donated 51 refurbished laptops so far, with 20 in the first round and another 31 more recently, helping expand access to digital learning where it’s needed most.

No longer needed for business use, these laptops have found a second life as powerful learning tools. Through the Teacher in a Box initiative, they’re now supporting students and educators across Papua New Guinea, Fiji, the Solomon Islands and other islands throughout the Pacific, opening up access to education, employment and long-term economic opportunity.

The concept is simple, yet the impact is far reaching. Each site receives a compact server that hosts a huge range of educational content. It creates a local Wi-Fi network, allowing laptops, smart phones and tablets to wirelessly connect and access the preloaded resources. There’s no need for internet, SIM cards or mobile data making it a cost effective and accessible solution for schools, libraries and community centres.

Jeanette Johnstone, Project Manager and Founder of Teacher in a Box, has seen the impact firsthand. “In places where resources are scarce and data is expensive for the local people, having instant access to learning materials makes an incredible difference,” said Jeanette. “The platform is fast, distraction free and safe, it’s creating opportunity.”

The value of this access extends beyond the classroom. In many of these communities, education is a pathway to financial independence, stable employment and broader participation in the workforce. It empowers teachers and the next generation of workers to contribute to their local economies, opening doors to training, trade and tertiary opportunities that may have once felt out of reach.

“It’s not just what’s on the laptops,” Jeanette said. “It’s what becomes possible because of them. We’re seeing more confident teachers, more engaged students and the chance to keep learning, no matter where you are.”

Locally, RWM is working alongside community leaders like our own Cultural Welfare Officer, Pa Enari, a former national and international rugby union coach who’s now helping to establish digital learning hubs through his connections with council and youth groups. Many sites already have the motivation and infrastructure in place, what’s often missing is reliable equipment and access to resou rces.

As Pa explains, “Laptops will provide many chances for learning that focus on what is really important. They help teachers feel more confident, make students more interested in learning and allow people to keep learning no matter where in the community.”

“We’ve had conversations with local leaders like Pa who are already creating safe, supportive spaces for young people. What they need is reliable equipment and resources. This is backing the work they’re already doing and helping make it go further,” said Miro Jevtic, RWM Business Assurance Manager.

Resources can be tailored to suit each region, with content spanning from early childhood through to university level subjects. Local languages, vocational training modules and even health and agriculture resources can be included to reflect the needs of the communities they’re supporting.

Supporting this initiative is o ne way RWM is helping break down barriers to learning, creating real opportunities for people to thrive, now and into the future.

We’re proud to stand behind Teacher in a Box and look forward to seeing where these laptops go next.

Pioneering Advisory and Advocacy for ADF Recruitment Expansion

cthomas@peoplein.com.au (Craig Thomas) — Wed, 05 Mar 2025 01:40:10 GMT

PeopleIN is championing an initiative that would support the Australian Government in expanding ADF recruitment eligibility to Pacific Islanders - strengthening defence ties and workforce capability.

Our proposal has been submitted and we are actively engaging in discussions across multiple levels of government to explore the feasibility of this initiative. We have provided a strategic blueprint and pathway case study that outlines how this expansion could be implemented effectively.

Drawing on our expertise as Australia’s largest employment provider under the Pacific Australia Labour Mobility (PALM) scheme, we offer a sustainable recruitment model built on proven processes and sovereign capability.

KEY COMPONENTS OF OUR STRATEGY

- Co-designing recruitment pathways with Pacific governments to secure their support.
- Benchmarking against 5-Eyes nations to implement best-practice solutions and mitigate risks.
- Launching a Pilot Program with PNG, targeting long-term benefits for both countries.
- Drawing on global military recruitment expertise, including British Gurkha and ADF remote testing models.

How it works

- Pacific Islanders would serve in combat and non-combat roles (engineering, logistics, mechanical trades, etc.).
- Service terms could be four years, with an option to return home with new skills or continue serving with a pathway to citizenship.
- After service, they would then return home with new skills and experience that contribute to local economic development.
- Recruitment standards would be calibrated for optimal enlistment rates, ensuring readiness across all three ADF services.

In developing this recruiting strategy, PeopleIN has also extensively considered and developed plans to mitigate risks, including:

- Fast-tracking medical, psychological, and security screening to eliminate known ADF recruitment bottlenecks.
- Maximising enrolment through targeted marketing and engagement.
- Ensuring cultural support and preventing ‘brain drain’ for a sustainable pipeline.

Next steps

We’ve delivered our recommendations to the JSCFADT (Joint Standing Committee on Foreign Affairs, Defence and Trad) inquiry and Australian Government’s pre-budget submission, urging a 2025 business case and implementation plan in partnership with Defence and industry stakeholders.

PeopleIN is not just advising - we’re building the framework to make this happen.

Recovering with Care: Marc’s Journey Through the Recover At Work Program

cthomas@peoplein.com.au (Craig Thomas) — Wed, 13 Nov 2024 03:10:58 GMT

GOING ABOVE AND BEYOND - JOEL KASS

Marc Sanchez was working on a remote energy site in the Snowy Mountains when a metal splinter in his finger escalated from a small injury into a severe infection, complicated by the site’s remoteness and a strict no-driving-after-dark policy. PeopleIN’s Recover At Work program, led by Techforce representative Joel Kass , played a crucial role in preventing a potentially dangerous outcome.

Joel’s involvement began immediately, arranging a Telehealth consultation and medication on-site while keeping in regular contact to monitor Marc’s condition.

“Given the risks, we knew every decision had to be swift and well-planned,” Joel explains.

Despite early intervention, Marc’s symptoms rapidly worsened, prompting Joel to coordinate a critical transport to Canberra, arranging overnight hospital accommodation and ensuring Marc wasn’t burdened with expenses.

Even after Marc was cleared for travel back to Brisbane, Joel’s vigilance remained steady. “Watching the infection progress was concerning, and I knew immediate action was necessary,” Joel recalls. He quickly arranged another urgent Telehealth consultation through our trusted provider network.

During the consultation, the doctor recommended emergency care upon Marc’s arrival in Brisbane, noting the risk of sepsis. Joel then organised immediate transport to the Royal Brisbane and Women’s Hospital, where Marc received IV antibiotics and intensive observation.

Throughout the ordeal, Joel maintained constant communication, checking in at all hours to ensure Marc was supported, even between 1 am and 3 am on a Saturday. He also managed the administrative side, liaising with site managers, arranging transportation, and ensuring Marc’s fitness for work was documented and prioritised for future opportunities.

Reflecting on the experience, Joel shares: “The most important thing for me is making sure our people feel supported and know they’re not alone. If I can help take away some of that stress, then I know I’ve done my job.”

For Marc, this comprehensive care made all the difference. “Joel’s support went beyond the basics,” Marc says. “Knowing someone had my back meant I could focus on getting better - and that’s not something I take for granted.” His journey is a testament to the Recover At Work program’s impact, illustrating that timely, compassionate intervention can turn a dire situation into a story of resilience and recovery.

Kerryn Stewartson, Head of Recover At Work , reflects on the program’s holistic approach: “It’s a huge win for the employee too, as we know it’s important for mental health and well-being that they’re able to feel valued by returning to their normal working environment.”

Marc’s story underscores the importance of addressing both the physical and emotional needs of employees, showcasing how genuine care and timely action can make all the difference in a person’s recovery and reintegration into the workplace.

Read more on the Recover At Work program here

Talent Spotlight Bianca Donovan

Wed, 16 Oct 2024 14:17:33 GMT

“It was just going to be a little job for a couple of months, when I first came back from overseas”.

14 years ago Karlee Berg began her career with Tribe Workforce Solutions as an Administration Assistant. Today, after performing every role in between (and often more than one at once!), she’s now the General Manager.

“I trained as a beauty therapist and I'd been working overseas, as the day spa manager on cruise ships. It’s a hectic lifestyle and I was pretty burnt out when I got home and needed a break,” Karlee said.

“I think I'd only been back in the country for a month and a friend, who was working with AWX (another of PeopleIN’s brands), said the directors had started this new business, focused on the hospitality sector. They didn’t have admin or account staff, just a general manager, and people from AWX were just jumping in to help where they could.

"I thought it would just be a short-term thing but, here we are 14 years later and I’ve never really had a chance to stop!"

It’s a hallmark of businesses within PeopleIN’s family of brands that people prove themselves in one role, are nurtured towards growing into new opportunities and become long term employees. Karlee’s Tribe story is a great example.

Karlee points out most small business owners don’t decide to open a business simply to employ others.

“They have a dream to create a business doing what they love. Paying staff, managing superannuation, work cover … these things are obviously important but doing them isn’t what they get into business to do,” she said.

"So Tribe positioned itself as a business that could do those things, so the business owner didn’t have to. It’s an offering that is suited to any small to medium business; we’re here for anyone who has employees and needs support to manage the back of office stuff".

“Through referrals and word of mouth, the business started to gain momentum and gave me new opportunities as an Account Manager. We were taking members of our wider HR team to meetings with our clients, and after shadowing at these, I started doing them myself.

“I had my first baby in 2014 and then returned to work. I came back to account management and to good sized team but then the landscape changed and we had to rapidly downsize. In a smaller team I took on further duties and eventually became the Operations Manager.

"Despite some ups and downs, Covid 19 in particular, the business grew and there were just more things to be done. I've always been trusted in the business to keep pushing and getting things done and the results have sort of spoken for themselves over the years".

“Covid created an awful situation for a lot of businesses we work with, and we threw everything we had at supporting them. We had the biggest 12 months in the history of the business, which was a great reward in itself, but I was very proud when Tom Reardon made General Manager of the business.”

The new Tribe Workforce Solutions website was launched just last month and outlines the range of their services from payroll and admin to HR, IR, compliance and more.

“Be Memorable” Award Winner: Sophie Yang

Wed, 16 Oct 2024 14:16:01 GMT

Five years after commencing his recruitment career with PeopleIN’s labour solutions business AWX, today Johan Thomas is an Account Manager with an enviable record of success.

From international student, to junior recruiter, to today being an essential part of AWX’s Melbourne team, Johan says it’s the opportunity to make a positive impact on the lives of others which has motivated his professional growth.

"The most enjoyable part of my job is helping people” Johan said.

"I moved to Australia as an international student myself, so helping those new to the country gives me great satisfaction. It's not just about finding them work, it's about helping them settle into a new lifestyle too."

He says it can be particularly rewarding when he’s able to help a candidate overcome adversity to land their ideal role.

“A few years ago I had a candidate who had a few challenges with their employment history but once I placed them in a role best suited to their skill set, they not only excelled in their role but were recognised as AWX Melbourne’s best candidate of that year.”

Outside his career in recruitment, Johan keeps busy in many ways. Weekends are spent working as a DJ at one of Melbourne's nightclubs where he’s often able to use his communication stills to foster connections and extending his network. He also practices jujitsu, noting “balance between work and life is important in improving my mental health and self-confidence.”

Johan said he appreciates AWX's values, particularly their emphasis on accountability and good character, both key contributors to fostering a positive work culture.

He says working in recruitment isn’t always easy but presenting authentically is vital for building relationships with clients and candidates.

"Skills can be taught, but a great attitude and reliability are crucial. Treat others as you want to be treated," Johan said.

3IN3 with Ian Healy

Sun, 13 Oct 2024 09:14:46 GMT

Ian Healy

Australian cricket legend

“Heals” played 119 Test matches for Australia and is one of our greatest ever wicketkeepers.

We sat down to ask him about being part of an extraordinarily high performing team and how he uses what he learned behind the stumps in his post playing career.

Watch it here

3IN3 with Amy Chapman

Sun, 13 Oct 2024 09:14:42 GMT

Amy Chapman

Retired Matildas star and football commentator

The Matildas captured the imagination of the country with their fairy tale run at the FIFA Women's World Cup. And our 3IN3 guest Amy Chapman had a front row seat as an expert commentator.

A former Matildas star herself, Amy shares how the resilience which helped her succeed on the pitch, set her up for career after football.

Watch it here

Back to Video Interviews

3IN3 with Vu Tran

Sun, 13 Oct 2024 09:14:32 GMT

Vu Tran

Founder of Go1 and PeopleIN non-Executive Director

Founded in 2015, tech training startup Go1 is now the world’s largest marketplace for workplace training and Vu is one of its founders. We invited him to answer questions on growing a business from the ground up and the role of AI in business and entrepreneurship.

Watch it here

3IN3 with Matt Galton

Sun, 13 Oct 2024 09:14:19 GMT

Matt Galton DSC

Former Director General, Capital Facilities and Infrastructure for Defence

In his former role Matt was responsible for a multi-billion dollar budget and the team who managed Defence infrastructure.

We challenged him to answer three questions about managing large numbers of people, large budgets and engaging contractors to deliver a broad variety of projects.

Watch it here

Seeds planted early for Sally’s career

Thu, 10 Oct 2024 11:01:01 GMT

‘We get better results because of the level of care that we show each other and our people’

Landcare Australia’s Project Hindmarsh in rural Victoria has been a labour of love for many but, for one member of our Timberwolf Planting team, it’s literally been a lifelong commitment.

Last week a revegetation project which began nearly 30 years ago was completed, with the final stage of a largely volunteer based project delivered by PeopleIN’s contract tree planting business.

And, for Regional Manager for Victoria, Sally Werner, it was a deeply personal experience.

In 1996, Project Hindmarsh began to create a biolink, a wildlife corridor connecting pockets of native vegetation between the Little Desert and the Big Desert in the Hindmarsh shire, northwest of Melbourne.

When the project commenced, Sally was just a newborn. Her family, local landowners and passionate about their local environment, were among the early volunteers. In the years that followed, it became a central part of Sally’s upbringing.

“I was born in the region and grew up on a farm in the Hindmarsh Shire,” Sally said.

“As a family, we’ve attended the project’s volunteering weekend every year for the last 28 years. And I’m 28 years old!”

As a high school student, Sally’s dedication didn’t waver. She organised busloads of classmates from her school in Ballarat to participate in the annual tree-planting weekends (a three-hour drive), fulfilling the school’s community service hours commitment, while also learning about the unique environment.

After moving to Melbourne for her studies, she later moved to New South Wales and began work with Timberwolf Planting. It was then Sally realised her heart belonged to the earth.

“I realised I want to be outside and to put my hands in the dirt,” she said.

Her experiences with Timberwolf reaffirmed this passion. “If I can make tree planting a career and get paid to do something that brings me joy, why wouldn’t I?”, she added.

Her career choice led her back to Project Hindmarsh, this time in a professional capacity. In an extraordinary twist, a childhood neighbour contacted her at Timberwolf earlier this year to explain contract planting would be used for the final stage of the project. Neither realised the other was still involved with the project or the planting industry.

And the personal connections didn’t end there. The Landcare Victoria coordinator’s husband had gone to school with Sally’s brother.

“I think the stars aligned on this one. It doesn’t happen often to have so many personal links to a project,” she says.

The final planting, completed at Nhill in the Wimmera, was a moment of profound satisfaction for Sally. The team of four planted 7,000 plants, a mix of trees, grasses, and shrubs, along with 4,000 guards.

“It’s not a huge quantity in the project, but it needed time and the care,” she explains. As Sally oversaw the final touches on the biolink her family helped to start when she was just a baby, it was an emotional moment.

“It’s a deeply personal thing for me that this has come full circle and I’m proud our family was part of this important project from its first day to its last,” she said.

3IN3 with Joel Fitzgibbon

Thu, 10 Oct 2024 06:32:29 GMT

Joel Fitzgibbon

Former Minister for Defence and AUKUS Forum Chair

Hon. Joel Fitzgibbon GAICD joined us to answer three questions about relationship building in the Indo-Pacific, recruitment to support the growth of defence infrastructure in northern Australia and the opportunities presented by the AUKUS Agreement to Australian business.

Watch it here

3IN3 with David Hanham

Thu, 10 Oct 2024 05:42:40 GMT

David Hanham

CEO of the Queensland Reds

This year one third of the Queensland Rugby Union (Queensland Reds) Super Rugby squad have Pacific Island heritage.

We invited Reds CEO David Hanham to take on our 3IN3 challenge and answer three questions about the value and the joy PI players bring to organisations, clubs and communities across the country.

Watch it here

3in3 with Simon Black

Wed, 09 Oct 2024 18:34:58 GMT

Simon Black Brownlow Medallist

In this 3IN3 Brisbane Lions triple premiership player and 2002 Brownlow Medallist Simon Black describes how being a key part of a hugely successful sporting franchise equipped him with the skills and experience to achieve post playing success as a businessman and investor.

Watch it here

3IN3 wth Liz Savage

Wed, 09 Oct 2024 18:27:23 GMT

Liz Savage - PeopleIN Non-Executive Director

Liz is a highly experienced Company Director who had a 20-year executive career in the airline industry in Australia and Europe.

Her insights highlight the importance of precise alignment to customer needs and the invaluable intelligence leaders gain “walking the floor” with frontline teams.

3IN3 with Glen Richards

Wed, 09 Oct 2024 17:59:36 GMT

Glen Richards - PeopleIN Chair

Australian entrepreneur and PeopleIN Chairman, Glen Richards, was our first guest on 3IN3. In this three minutes Glen shares his key ingredients for building a world class team, the power of mentoring, and why a genuine company purpose is so important to attracting and retaining quality talent.

Watch it here

3IN3 with Kerryn Stewartson

Wed, 09 Oct 2024 12:33:51 GMT

Kerryn Stewartson

Head of Recover at Work, PeopleIN

PeopleIN's host employer indemnity deed is a first for a labour hire business in Queensland.

Our Head of Recovery at Work @Kerryn Stewartson describes why 40 percent of our clients having already signed on to the scheme and injured workers are returning to their place of work an average of two weeks sooner.

Watch it here

3IN3 with Duncan Corness

Wed, 09 Oct 2024 12:09:34 GMT

Duncan Corness

Group Safety Manager, PeopleIN

Group Safety Manager, Duncan Corness, took the 3IN3 Challenge and discussed the critical voice held by leaders in implementing Workplace Health and Safety processes which strive for balance between protecting workers yet not stifling innovation.

Watch it here

Vision Surveys helping BoM stay on the ball

Wed, 09 Oct 2024 11:14:06 GMT

Often describes as looking like a giant golf ball perched high on a hill, the Bureau of Meteorology’s rain radar sites are common sites across regional Australia.

And while these landscape curiosities might look odd, the work they do is vital and Vision Surveys Queensland is playing an important role as this equipment is maintained and old technology is replaced with new, across Queensland.

In the past three years the Vision Surveys Queensland team has delivered a range of services from LiDAR (Light Detection and Radar) mapping for the construction and maintenance of access roads, to horizon surveying to identify obstructions and ensure the instruments are position to maximise their effectiveness.

Adam Rye is Vision Surveys Queensland’s National Business Development Manager and says the business is playing an important role at a growing number of sites.

“We have well established relationships with key engineering and construction firms responsible for the construction and maintenance of these sites,” Adam said.

“Ensuring sites are vehicle accessible is important. We use a combination of LiDAR and traditional surveying methods to understand drainage flows, essential for designing the stormwater management and ensure the longevity of access roads.

“At other sites we’ve been engaged to conduct horizon mapping, vital to identifying obstacles which could impede the instruments and allowing technical adjustments to be made to improve the reliability of results.”

Adam says it’s interesting work and something the onsite surveying teams always look forward to doing.

“Working outside as they do, the teams are probably a little more aware of the importance of reliable rain tracking than most of us,” he said.

“Working on projects to support the operations of the Bureau is a win-win for us. Enhancing their ability to track and forecast inclement weather, aids those leading other projects we consult on to plan programs of work more accurately.”

You can learn more about Vision Surveys, and the work they do across Queensland, by visiting their website .

Experienced Perigon Group team delivers strong year end results

Tue, 08 Oct 2024 11:20:28 GMT

Not for Profit, Aged Care and Financial Services - these are the industries with which Perigon Group worked most closely in the in FY24.

The recently completed financial year was a successful one for PeopleIN’s professional services recruitment business, with strong placement numbers across a wide range of industries – Property, Retail, Education and Legal among other industries topping the list of sectors in which placements were made.

There’s been notable growth in key and emerging sectors but for Melbourne based Director Caroline Guthrie, it’s the focus on building strong, stable relationships with clients which makes her most proud and sets Perigon Group apart in a competitive industry.

“One of our greatest strengths is the experience of our leadership team,” Caroline said. “Together, the directors of our business have a 116 years of combined recruitment experience … hopefully, that doesn’t just make us appear old!”

“Jokes aside, what it does mean is we’re able to go beyond the role of generalist recruiter. We know the industries with which we work very well and we’re lucky to have built deep and sustained relationships with clients over a long period.”

“Having those deep connections, and understanding the specific needs of our clients, means we focus on more than simply the role being recruited – we’re familiar with the culture, specific skills and fit needed for placements to become successful contributors to the business.”

“It’s for this reason we also place import on retaining our best people and laying the foundations for succession planning. In the past 12 months alone, we’ve recognised skills and success and promoted three of our team to Associate Director roles. We’ve rewarded their great results and overall contribution but also shown how we value them and want them to remain part of our team in the longer term.

” Perigon Group’s forward-thinking approach has set it up for continued success. By leveraging strong client relationships, building new ones in emerging markets and with a focus on nurturing internal talent to sustain this growth, the group anticipates achieving even greater results in the year ahead.

To get in touch with Perigon Group, please email info@peoplein.com.au and one of the team will be in contact.

VNS specialist nurses in high demand

Mon, 07 Oct 2024 11:27:05 GMT

VNS Nursing Agency has successfully renewed an important tender which will see it deliver a range of specialist nurses, midwives and support nurses to a major healthcare supplier in Victoria for a further three years.

That’s great news for the business, illustrating the value placed on the quality of its service by a client with whom VNS has worked for a number of years.

It also highlights an ongoing issue for the health sector across the country. Over more than decade, VNS has built a reputation as a leading provider of specialist nurses to both public and private hospital and health service suppliers. Yet demand for skilled and competent nurses has outstripped supply for many years – in fact it’s estimated there could be a shortfall in the Australian healthcare system of more than 100,000 nurses by 2025 and 123,000 by 2031.

Factors like an ageing population and the increasing prevalence of chronic diseases, have heightened the need for extensive healthcare services. An advancing median age for nurses and slowing rate of replacement with new sector entrants have further exacerbated staffing shortages, making it difficult to maintain adequate nurse-to-patient ratios and placing those with skills in high demand.

VNS General Manager Robbie Nemeth says the agency is well positioned to connect healthcare services nurses with additional skillsets and experience, while providing flexibility for its nurses through the variety of workplaces it services.

“Agency nurses offer a flexible solution to staffing challenges, ensuring continuity of high-quality patient care and allowing hospitals and clinics to maintain optimal staffing levels without overburdening their permanent staff. VNS Nursing Agency has been instrumental in offering such flexibility, enabling healthcare providers to respond promptly to dynamic staffing requirements.”

"Winning tenders with major providers enables us to provide increased flexibility to our workforce.

Nurses typically chose the agency route when the ability to work around factors like family commitments impact their choices when it comes to full-time work. More clients to work with it enhances our ability to provide for a larger variety of shifts for our workers.

“We’re fortunate to have a workforce comprising of highly skilled and experienced nurses with specialist skills who can work on wards treating patients,” Robbie said.

"The demand is there, and we're devoted to working with experienced specialist nurses to help us meet the needs coming from our clients.”

1 https://www.aph.gov.au/about_parliament/parliamentary_departments/parliamentary_library/pubs/briefingbook44p/caringworkforce

PALM workers to support Gunnedah seniors

Sun, 06 Oct 2024 11:30:50 GMT

Residents and staff at McLean Care have welcomed a group of our international aged care workers to the team at the Mackellar Apex Road centre in Gunnedah, in New South Wales.

The five women from Kiribati and Tuvalu, in Australia under the Pacific Australia Labour Mobility (PALM), scheme flew into Tamworth recently and commenced working with the centre’s current residents.

An estimated 4.1 million Australians are aged 65 and over, with a high proportion living in regional areas. A shortage of skilled aged care workers has impacted the quality and availability of care for elderly residents in these regions, highlighting the urgent need for additional qualified aged care workers.

PeopleIN employs around 6,000 workers under the PALM scheme across a range of industries. CEO Ross Thompson says there’s a clear opportunity to support the ageing regional population with a trained, caring and enthusiastic workforce from our nearest neighbours.

"Finding and retaining long-term employees is a growing challenge for the aged care sector,” Ross said.

“These women will help enhance the quality of care for residents while the PALM scheme also offers employment opportunities for them which can be life changing for them and their families back home.

“We’re hoping to increase the number of workers in Gunnedah, and elsewhere, in the future.”

Before arriving in Australia, the workers undertook six months training in aged care at Australian Pacific Training Coalition in Fiji. Ross says this formal training has armed them with basic skills for the industry and complements the nurturing nature for which Pacific Island cultures are known.

“The cultural values of respect for elders and family unity in Pacific Islander communities means these workers are well for roles in Aged Care under the Pacific Australia Labour Mobility scheme.”

“Deep-seated commitment to caring for the elderly, combined with experience in multigenerational households, means they have the empathy, patience, and practical skills essential for providing high-quality, compassionate care to seniors.”

Clients embrace market leading performance and compliance team

Sat, 05 Oct 2024 07:36:13 GMT

Making the step from child to adult is arguably a more challenging time than any other point in your life. Balancing your own expectations, those of people around you, and navigating it all at a time when the support you had as a child slowly ekes away as your expected to stand on your own two feet, is daunting for many.

And demand for youth support services has surged in recent years in Australia. Escalating mental health and societal issues including homelessness, substance abuse and the unique needs of groups including Indigenous, migrant and LGBTQ+ youth have each compounded the need for more skilled and compassionate workers in the sector. The vulnerability of the sector’s constituents ensures compliance reporting plays a pivotal role in the youth support sector, acting as a cornerstone of accountability and transparency between funding bodies and organisations. It’s because of the importance placed on adhering to these standards, and the time involved in doing so, that enabled Edmen Community Staffing Solutions to stand out from the crowd during a recent tender process for a place on a hotly contested youth services work recruitment panel.

Edmen CSS is unique among community services labour hire agencies as it operates its an inhouse compliance team, dedicated to ensuring its workers hold the right certifications and training to perform their vital work.

CLIENT PROBLEM, EDMEN SOLUTION

Compliance reporting ensures funding bodies gain insight on how allocated funds are utilised and whether programs are meeting their intended objectives. It provides a mechanism for monitoring performance, identifying potential risks, and making informed decisions about future funding allocations and ensures resources are effectively managed, providing young people with the support they need. Overall, it fosters a relationship of trust and responsibility, driving positive outcomes.

It’s also a labour intensive and time-consuming progress for funded bodies to scrutinise the suitability of workers it employs, let alone doing the same for casual and relief workers supplied by the labour hire agencies with whom they work.

Edmen CSS is unique among its peer providers in that it boasts an in-house compliance team. It’s the ability to relieve much of this administrative burden which enabled it to stand out among its peers during a recent tender process.

As General Manager Marlyn Soulakelles explains, the investment in a team, dedicated to ensuring all the agency’s workers are qualified, certified, and properly inducted, is a key reason it was added to the panel of providers of staff to a newly amalgamated entity. Marlyn says this capability was a key point of praise from the tender panel, who were particularly impressed with Edmen’s ability to capture and maintain comprehensive data.

When presenting to the panel, their feedback was overwhelmingly positive.

"Stringent compliance reporting to government is an essential part of youth care – we were the only agency who have an inhouse compliance team whose role is to ensure workers are qualified and have the right certifications and up-to-date inductions. They were very interested to hear how our team capture and maintain this data.".

EXPANDING SERVICE AND REACH

The tender is one of two recent notable successes for Edmen CSS, after it was also added to the panel for contract and temporary placements for a large government client and will deliver support services to approximately 700 clients with physical and intellectual disabilities.

As the National Disability Insurance Scheme (NDIS) continues to grow, so too does demand for skilled workers to support people with disabilities with a forecast 128,000 more workers are likely to be needed by June 2025 to fully meet demand 1.

Yet in Australia, the disability support sector finds itself in a fierce competition for workers with other care sectors, included aged, health and childcare. Growing demand stems from an ageing population increasing mental health services and the aforementioned expansion of the NDIS. Government policies and funding fluctuations further influence the landscape, impacting job availability and working conditions. Consequently, the care sectors must work collaboratively to enhance job attractiveness, training, and career progression to ensure a stable and skilled workforce.

Edmen CSS stood out in the tender process as it employs over 1900 support workers annually, making it one of Australia's largest dedicated providers of community service workers. Combining deep expertise in workforce management solutions and recruitment, Edmen CSS partners with service providers to grow efficiently and concentrate on their core mission of delivering quality services. Its blend of extensive coverage and specialised knowledge makes Edmen CSS a compelling choice for disability services seeking to optimise operations, bridge skill gaps and confidence.

THE OUTLOOK

Highly respected for it’s more than thirty-year history, Edmen CSS is current operating in New South Wales, Queensland, South Australia and Victoria. These two recent commercial successes have seen Edmen CSS further cement its position as a national leader in community staffing solutions.

Expansion of its geographical and service footprint, coupled with the previously announced operational expansion to include permanent recruitment, the agency continues to evolve with the needs of clients and community.

If you would like to learn more about how Edmen Community staffing Solutions can support your organisation, email info@peoplein.com.au and one of the team will be in contact.

1 NDIS Review – Building a more responsive and supportive workforce (May 2023, Australian Government)

Employer helps PALM workers steer towards bright future

Fri, 04 Oct 2024 11:54:32 GMT

While the rules of the road for our Pacific neighbours can be very different to Australia’s, one business in Mt Cotton is making sure its international workers are safe and reliable drivers in Queensland.

Leading poultry producer Golden Cockerel is the host employer to more than 50 workers brought to Australia by PeopleIN's labour solutions business, FIP Group, under the Pacific Australia Labour Mobility (PALM) Scheme. And Golden Cockerel's Safety Manager Danielle Watson says safe driving is just one area where they work hard to help workers from Fiji, Solomon Islands and Papua New Guinea to become familiar with the differences between Australia and home.

“Ensuring the workers understand the rules and are comfortable driving in Australia is an example of the support provided outside of the workplace,” Danielle said.

“Addressing immediate workplace understanding is obviously important but we recognise ensuring they adapt to their new environment is also essential for both them and us.”

Cherie Graham is FIP Group’s site manager at Golden Cockerel. She says before PALM workers begin driving, they are tested to ensure they possess the skills to be safe motorists on Australian roads.

“Driving conditions are very different in Australia to their home countries and the biggest challenge are roundabouts and traffic lights. Where it’s needed, we have applied for funding for driving lessons,” Cherie said.

“For those who want to get their Australian driver’s licence, but have never held one at home, we guide them through applications for their learner’s permit and take them to the Department of Transport and Main Roads to apply.”

It’s this commitment to workplace integration and safety, prioritising onsite support, effective communication and cultural awareness, that’s helped create thriving a workplace for all employees.

Golden Cockerel’s Chief Human Resources Manager, Cecil Fernandes, says the decision to work with FIP Group to recruit international workers wasn’t one the business took lightly and they went into it prepared for the responsibility to help workers acclimatise to a very different lifestyle to the one they were used to.

“I travelled to Fiji with FIP Group to support recruitment operations for the first 53 PALM workers myself,” he said.

“We followed a similar process to any recruitment here locally, where I had a conversation with each potential worker. We discussed their lifestyle, goals for working in Australia and skills and experience”.

Close collaboration between Golden Cockerel and FIP Group ensures the workers are supported on an ongoing basis.

"FIP Group’s Site Manager Cherie does a really great job looking after the PALM workers, keeping them on track, and helping them with things that they're really not used to here, that wouldn't happen back home,” Danielle said.

“It's great to see the workers are enjoying this experience, they’re happy and love coming to work. It’s reassuring to know Cherie is providing the additional pastoral support to the workers as well.”

PeopleIN appoints Tony Peake OAM to the Board

Thu, 03 Oct 2024 12:01:41 GMT

PeopleIN is pleased to announce the appointment of Tony Peake OAM to the PeopleIN Board as a Non-Executive Director.

Tony brings over 25 years of board level experience in various sectors including retail, consumer, education, and government, complementing the PeopleIN board with strong and specialised strategic expertise.

As the former Chief Operating Officer of PwC Australia, Tony led the Finance, Technology, Real Estate, Business Services, and Procurement functions. His strategic leadership and governance skills have also been demonstrated through his non-executive directorships at Domino’s Pizza Enterprises, Bakers Delight, Country Fire Authority, Central Highlands Water, Scanlon Capital, The Australian Ballet, and as Chair of the Museum of Australian Photography.

Tony is a Fellow of Chartered Accountants Australia & New Zealand (FCA), a Fellow and Graduate of Australian Institute of Company Directors (FAICD), and was awarded the Medal of the Order of Australia (OAM) in 2023 for his service to the community through various organisations.

Chairman, Glen Richards, said Tony’s addition to the Board will strengthen PeopleIN’s financial foothold within our industries and pursue new opportunities.

“Tony’s understanding of diverse industries and his leadership in both corporate and not-for-profit sectors will be a tremendous asset as we strive for growth and innovation.”

Tony said he was excited to join PeopleIN.

“The company’s dedication to excellence and its significant workforce contributions across critical industries in Australia and beyond resonates strongly with my professional values. I look forward to contributing to PeopleIN’s future success.”

Tony’s commencement comes as Non-Executive Director, Liz Savage, exits the Board. Liz joined the Board in 2017 and has provided invaluable counsel and a strong customer centric focus over a period of significant growth. The Board and management team sincerely thank Liz for her contribution to PeopleIN and wish her well with her future endeavours.

AWX adds spark to David’s career

Wed, 02 Oct 2024 12:23:19 GMT

Work ethic, a desire to work with and help others, and the ability to learn new skills quickly, has paid off for an onhire worker from PeopleIN’s labour solutions business AWX.

Father of three, David Twaddle, first joined AWX as a labourer on a large solar panel installation project in central Queensland’s Rockhampton. Interviewed for the role by AWX Account Manager Colette Dearing, it was clear David was motivated to create a better future for himself and his family.

“David interviewed so well. He was honest, driven and he wanted to work.”

Since joining AWX, David's motivation to excel on the job has been fuelled by his personal responsibilities, including providing for his three children aged 12, four and three.

"The energy from the team I work with keeps me going, it keeps me waking up in the morning," David said.

He added that his experience working with AWX has been very positive and he's motived by a desire to see other Aboriginal and Torres Strait Islander workers succeed.

“I’ve received more support and help at AWX compared to other agencies I’ve been employed by. They’ve helped me with everything I need, from uniforms and paperwork, to transport to site when I need it.

“Now I help new starters out by guiding them on what to do, motivating them to keep their head down and supporting them to reach out for help when they need it. I like to connect with people at work by being myself and enjoy the respect and responsibility that comes with being a mentor."

David’s dedication hasn’t gone unnoticed, and with support from AWX, he has recently been offered a traineeship position in Brisbane as Colette explains.

“The client has offered him work in Brisbane and a traineeship in electrical engineering to secure his Certificate III in Electrotechnology,” she said.

“This significant opportunity will provide David with formal qualifications to become a fully qualified electrician.”

David shared what the training opportunity means to him.

“It’s a big change for me and my family and little ones. It also makes me a good role model for my little brothers. They see how much I love my job and what I’m doing now,” said David.

From overcoming initial employment hurdles to becoming a mentor, David's story highlights the importance of perseverance. His experience serves as a testament to the power of resilience and hard work in achieving professional success.

Hard work rewarded in Karlee’s Tribe

Tue, 01 Oct 2024 12:29:47 GMT

“It was just going to be a little job for a couple of months, when I first came back from overseas”.

“I thought it would just be a short-term thing but, here we are 14 years later and I’ve never really had a chance to stop!”

Karlee points out most small business owners don’t decide to open a business simply to employ others.

“So Tribe positioned itself as a business that could do those things, so the business owner didn’t have to. It’s an offering that is suited to any small to medium business; we’re here for anyone who has employees and needs support to manage the back of office stuff.

“Despite some ups and downs, Covid 19 in particular, the business grew and there were just more things to be done. I've always been trusted in the business to keep pushing and getting things done and the results have sort of spoken for themselves over the years.

The new Tribe Workforce Solutions website was launched just last month and outlines the range of their services from payroll and admin to HR, IR, compliance and more.

Growing PeopleIN’s leadership future

Mon, 30 Sep 2024 12:48:08 GMT

A strategy to build and grow the next generation of leaders for the business was the catalyst for the development and launch of PeopleIN’s Emerging Leaders program in early 2023.

The two-year program incorporates a workshop-based curriculum in the first year, focused on business development style, risk and governance, leadership development, client relationship management, and the quality deliverables expected within a talent solutions business.

Drawn from 25 brands and eight shared services divisions, our Emerging Leaders bring together a broad range of experience, skill sets and perspective and presents a perfect opportunity to pool their knowledge and for each to familiarise themselves with areas of the business to which they don't have regular exposure.

They have just commenced year two of the program, in which they will apply learnings from workshops to create and manage an innovative project aligned to one the Group’s Shared Values.

We caught up with four of the group to learn what they’ve found most valuable in being part of the program over the past year:

Ben Wahl - Associate Director - Finance & Accounting , Perigon Group

“Perigon became part of the PeopleIN Group in 2022. Prior to joining the Emerging Leaders program I had very little knowledge about the other brands and what they did. The program has allowed me to learn more about our other businesses, understand what they do and how they operate, and what I can learn from people who are customer facing roles similar to mine.”

Nicole Gulevski – Operations Manager , Edmen Community Staffing Solutions

“I returned from maternity leave not long before the program began and can’t explain how lucky I feel to be given this opportunity. In our General Manager, I have a fellow working Mum and I’m really fortunate to work in an environment with a leader who’s done it herself, balancing work and home life. I’ve had the flexibility to juggle my commitments while learning new skills and putting them to use in real time in my job, grow professionally and chase my goals within the business.”

Dave Crane – Area Operations Manager , FIP Group

“The Emerging Leaders Program has been interesting timing as I was promoted halfway through the first 12 months. I now manage 2,500 workers under the PALM (Pacific Australia Labour Mobility) Scheme in NSW, WA and parts of Queensland. Participating in the program has given me a timely broader view of the Group and it structure and vision. It’s provided exposure to the Group Leadership team and to different ways of thinking which have helped me be more aware of where I need to go and how to get there."

"It takes you out of the trenches and gives a heightened awareness of the strategic decision making which precedes the operational direction. We all get caught in the day-to-day so having the elevated perspective the program provides, has been great.”

Cara Zaremski – Recover at Work Manager, PeopleIN

“I’m a keen learner and consumer of podcasts, books and articles and was considering further study through a structured program like an MBA. But, there are things I’ve learned in the Emerging Leaders program which have shown me what I want or need to learn more about to support what our team and our business is trying to achieve as opposed to a generic program with core things you have to learn. And the best part is that its people within the business who’ve delivered that information and I can continue to lean on them after covering it in the program. I have direct access to Subject Matter Experts who are doing these things every day in their own roles!”

PeopleIN has just announced it’s second cohort of Emerging Leaders who commenced the program earlier this month.

To learn more about roles with PeopleIN, and build a career with Australia’s largest listed talent solutions business, visit the Careers page.

NNA and University of Sydney partnership enhancing nursing education

Sun, 29 Sep 2024 05:37:32 GMT

At the University of Sydney’s invitation, Network Nursing Agency (NNA) has co-facilitated a workshop, the outcomes of which will help guide the education of Australia’s nurses of the future.

In a recent case study we outlined the vital role performed by clinical facilitators to support nursing education. NNA has worked with universities in Sydney for more than a decade and developed important partnerships with their nursing programs. The case study outlined the invitation to advise on the establishment of a nationally recognised and transferable qualification for clinical facilitators.

NNA Operations Manager Niamh Whyte says the workshop was the next step in this process and brought agency facilitators and university-hired facilitators together for the first time.

“We focused on establishing a unified understanding of the expectations, best practices, and guidelines essential for effective facilitation,” Niamh said.

“It was a fantastic opportunity for both groups to share insights, strategies, and challenges, fostering a community of practice that will ultimately benefit the students and the broader university community.”

The University of Sydney has been ranked as Australia’s number one for nursing and ranked number 12 globally*. Its nursing program is one of the country’s most progressive, with the curriculum evolving to include Culture Safety and integrating indigenous awareness and education into its patient centred care framework. As the university’s exclusive supplier of agency facilitators, NNA will be supporting their students on clinical placement, ensuring this framework is applied.

Niamh said the session with the university’s own nursing educators also presented a great opportunity to reflect on what her team does well and enhance understanding of how their client’s needs continue to evolve.

“We've worked diligently to ensure our facilitators are not only experts in their respective fields but also skilled in creating engaging, inclusive, and productive learning environments,” she said.

“This workshop is just one example of how we're actively responding to the evolving needs of the university and strive for excellence in everything we do.”

* https://www.sydney.edu.au/about-us/our-world-rankings.html

Home visit reveals positive impact of PALM Scheme

Sat, 28 Sep 2024 05:51:09 GMT

A FIP Group manager has hit pause on an international holiday to visit a former worker in the PALM Scheme and see firsthand how it changed his life and benefited his community.

Onsite Account Manager Rebecca Fataga has helped hundreds of workers from Pacific Island nations to create new futures under the PALM Scheme. It’s not always an easy job but she’s made some great friendships with workers, none more so than with Pattson Tutu from the Solomon Islands.

Rebecca says Pattson was one of the very first group of workers who arrived from the Solomon Islands under the PALM Scheme and his dedication to work and humble approach stood out from the beginning.

After completing three years under the PALM Scheme, Pattson returned home to his family in 2023. Late last year Rebecca had the chance to visit the Solomon Islands and decided to look up her old friend.

“I visited an island called Salvo where Pattson lives,” Rebecca said.

“With money saved working in Australia he’s built three houses, for himself and his siblings, and what they call the ‘canteen’ which sells groceries and essentials to village locals. He also owns boats which are used for transport to the main island.”

Rebecca says it was an incredible experience to see how working in the PALM scheme has changed, not just Pattson’s life, but others in his community too.

“His wife was pregnant with their first child while I was there and having a new, well-built home is so important for them,” she said.

“But his whole island has also benefited with better access to groceries and to transport. His church has made him their youth coordinator where he talks to his community about what he achieved through working hard and having goals while he was in Australia.

“It was wonderful to know him for three years in Australia, and then for me to visit and see what he’s been able to achieve.”

Rebecca says it’s stories like Pattson’s which highlight how the PALM Scheme can have lasting impact on the lives of participants. She and her fellow onsite managers highlight the opportunity to new workers when they arrive and impress on them how their attitude to work determines opportunities for future participants.

“We tell them they’re representing their country and their attitude and commitment to work creates a reputation which determines the opportunity for others from their country,” she said.

“Pattson and others from his group created a positive reputation for workers from the Solomon Islands and the site where he worked continues to ask for workers from their country today.”

FIP Group currently employs approximately 6,000 workers in Australia under the PALM Scheme from Solomon Islands, Fiji, Fiji, Kiribati, Nauru, Papua New Guinea, Samoa, Solomon Islands, Timor-Leste, Tonga, Tuvalu and Vanuatu.

Edmen now a permanent solution

Fri, 27 Sep 2024 07:45:19 GMT

A commitment to innovation and responding to the evolving needs of the industries it supports, has seen one PeopleIN brand take a big step forward with a new service offering.

For more than three decades, Edmen Community Staffing Solutions has cultivated a reputation as a highly respected agency, focused on casual labour hire for disability support and youth workers. This specialised recruitment field requires a balance between professional recruitment skills and a compassionate understanding of client and candidate needs. It demands a blend of sector-specific knowledge, including regulatory and legal frameworks, and a deep understanding of the unique challenges faced by those needing support.

Edmen have achieved success, and earned the respect of the industries it serves, through delivering all of the above - engaging with community and industry stakeholders to remain current in understanding market demands and enhancing service quality. And, as a result, the business has established long term and mutually beneficial partnerships with clients who rely on it to support all their talent solutions needs.

However, in recent years, market dynamics have evolved. The ripple effects of Covid-19 continue to impact demand for allocation labour hire and the sometimes intricate nature of funding under the National Disability Insurance Scheme, has added further complexity.

CLIENT PROBLEM, EDMEN SOLUTION

The Edmen leadership team recognised diversifying their offering was necessary to sustain the business’s future growth - the catalyst to make a strategic shift presented itself in late 2023.

While permanent recruitment had not historically been part of their suite of services, Edmen General Manager Marlyn Soulakelles explains they were asked by a new client if they could assist with placement of multiple permanent roles.

“The client is a well-known and respected player in the community and children’s services space and was acquainted with our services and reputation,” Marlyn said.

"They were impressed by our track record for provision of a capable and experienced temporary workforces, and the trust we enjoy from existing clients. After meeting with them to discuss their needs they asked for our help to place a number of permanent roles".

Marlyn says adding permanent recruitment to its scope of services is an important strategic move for Edmen.

"More than 30 years as a key player in the provision of onhire workers to the community services sector has given the organisation demonstrable industry credibility. Expanding our offering is a calculated step in an evolving industry landscape".

The foray into permanent recruitment is more than a service expansion; it's a measured business decision, underlining the agency's commitment to providing comprehensive staffing solutions aligned to the needs of clients and prevailing market conditions.

THE POWER OF PEOPLEIN

What sets Edmen apart in this venture is its membership of the PeopleIN Group. As part of this larger network, Edmen has access to a wealth of experience accumulated by other brands within the group like Halcyon Knights, Expect A Star and Perigon Group - each seasoned players in permanent recruitment within their respective industries. Recognising the need for guidance and learning from those with expertise, Edmen sought advice from these brands. This collaboration wasn't limited to advice alone; they leveraged the diverse capabilities within the PeopleIN Group to optimise its recruitment approach. Rather than reinventing the wheel, they tapped into the specialised resources available within the PeopleIN Group.

THE OUTLOOK

Early success is just the beginning for Edmen. After successful placements for the first round of positions for their inaugural permanent recruitment client, they’ve now been asked to source talent for further roles. Opportunities to build on this success have continued in early 2024 with further permanent roles placed with other clients.

PeopleIN owned agencies like nursing agency First Choice Care will be valuable partners for sourcing and placing roles aligned with Edmen's expansion. In time this collaborative approach may extend further to Perigon Group, particularly for white-collar roles like finance, and for opportunities in the medical field, including roles for doctors and other specialists.

The agency is poised for continued growth in the permanent recruitment sector. With the backing of the PeopleIN Group and the collective experience drawn from within, Edmen is well-positioned to establish itself as a prominent player in permanent recruitment to community services clients.

You can learn more about Edmen Community Staffing Solutions permanent recruitment offering by visiting their website .

Community work the ‘something more’ for our people

Thu, 26 Sep 2024 06:02:24 GMT

With around 900 internal employees in more than 40 offices across Australia, PeopleIN and its family of brands have deep connections to communities across the country.

Recruitment is a business built on relationships. It attracts people who enjoy working with others to solve talent solutions challenges and to find the right people for the right roles. People with these strengths are often also attracted to helping others in their own lives too – here are just a couple of stories about how our people invest their hearts and minds in the communities in which they live.

For Natalie Morris, Operations Manager for PeopleIN’s nursing agency First Choice Care, every day she works with organisations and people whose primary focus is caring for others, so it seemed a natural progression to extend this focus to her life outside of her work. A local to the Redlands region in southeast Queensland, she was looking for a way to give back to her community.

“While I enjoy connecting clients and candidates through my work with First Choice Care, a couple of years ago I realised I needed something more” Natalie said.

“That’s when I discovered Night Ninjas and became a volunteer. We provide hot meals to displaced people who may be sleeping on the streets or living on the poverty line.

But its more than meals and supplies - we also share a friendly chat with these members of my community and it’s opened my eyes in so many ways.

“It was wonderful to know him for three years in Australia, and then for me to visit and see what he’s been able to achieve.”

“We tell them they’re representing their country and their attitude and commitment to work creates a reputation which determines the opportunity for others from their country,” she said.

“These people, some are families with small children, are often there simply through a change in circumstances that profoundly impacted their lives - something that could happen to anyone.”

Established in 2015, Night Ninjas focuses on helping people experiencing homelessness. Providing hot meals, food hampers and supplies (like clothing, tents, toiletries, wet weather gear and more) to people who otherwise would go without these very basics needs.

Natalie says it’s been a deeply rewarding experience to be part of such an important cause. She’s recently joined Night Ninjas grants committee where she expects her business skills from her work at First Choice Care will prove pivotal in securing funding for the Night Ninjas, ensuring the team can continue to support the community’s most at need members.

On the Sunshine Coast it’s a similar story for branch manager Steve Hunter and his team at our labour solutions business AWX.

A father of five, Steve knows the teenage years can be tough and, as a seasoned surf life saver, he also understands the therapeutic benefits of the ocean. So, when he was invited to be involved with Salty Souls, a charity collaborating with youth and family service groups and schools to provide surf therapy programs for kids and teens, he jumped at the chance.

“It’s a chance to get involved with children who’ve had a rough start in life and have a meaningful and positive impact on their development – it’s an awesome gift to be able to give. The fact it involves more time in the ocean at the weekend is a bonus!”

At PeopleIN we’re immensely proud Natalie and Steve choose to work for us. They, and others in our businesses, gain purpose and fulfillment from making a meaningful difference in the communities in which they’ve made their homes. And it’s this connection to people and desire to improve opportunities for others, whether that be a new job or simply to help feed a family, that sees us together put the “people in PeopleIN”.

Internal programs build tenure and client confidence

Wed, 25 Sep 2024 07:54:35 GMT

A commitment to training its people for sustained success means industry leading retention for PeopleIN’s professional services recruitment business Perigon Group … and big wins for the business and its clients. In 2010, Perigon Group opened the doors of its first office in Sydney with aspirations to redefine professional and executive recruitment. Fast forward to 2024, and the business has achieved enormous growth and become synonymous with success and innovation in the industry.

By 2013 Business Review Weekly had named the business list on its list of the ‘Top 100 Fastest Growing Start Ups’. The growth trajectory continued, and so did the accolades, as Perigon Group was recognised on the Australian Financial Review’s ‘Fastest Growing Companies’ list for three consecutive years. And it’s a deliberate and purposeful emphasis on talent development, and the nurturing of new hires, which has aided this trajectory and positioned Perigon Group as a proactive force in the ever-evolving landscape of recruitment.

The success of the business can be attributed to its culture and values. The commitment to talent development is evident in the emphasis placed on fostering a supportive environment that rewards high performance and sets clear, achievable goals for consultants.

Five years ago, Perigon Group’s leadership designed and implemented its highly successful Talent Development Plan. As a rapidly expanding business it faced the challenge of a highly ambitious workforce with huge potential yet lacking organisational structure to cater for clear promotion pathways aligned to our values. The Talent Development Plan was implemented as a means, to not only map talent, but identify leadership opportunities and succession planning which made sense and was aligned to the personal goals of salespeople. It helps the leadership team with consistent communication regarding the Key Performance Indicators (KPIs) essential for success, aligning them with our cultural and behavioural values. The result is a holistic talent plan that directly and positively influenced organisational culture.

And it’s clearly working. When people join Perigon Group they tend to stay as shown by remarkably low turnover rates among the lowest in the industry. The average tenure among all employees is more than four years; for the leadership it’s far longer with directors each having spent more than a decade with the business.

Recruitment is a business built on relationships and relationships are built on trust. Consultants with long tenures at the same agency instil trust and confidence from clients. Clients appreciate the stability and continuity that come with seasoned consultants, as they demonstrate reliability and a proven track record of successfully placing candidates aligned with their organisation's culture and goals. The longevity of a recruitment consultant within an agency is a testament to their dedication, expertise, and ability to consistently deliver high-quality talent solutions, reinforcing the client's trust in their capability to find the right candidates for their business.

Of course, tenure in any business must have a beginning. New entrants join an organisation full of enthusiasm for a new role however it’s the experience they have after the initial settling in which determines if they will stay.

Recognising the pivotal role they play in shaping the future of the industry, Perigon Group places great attention and resources into building the knowledge and skills of young consultants and those new to the recruitment sphere. The Rookie Program is at the heart of this commitment to nurture new talent. The directors take a hands-on approach, personally leading workshops to their nationally dispersed teams who benefit from the wealth of knowledge and experience they bring. The program focuses on building strong foundational knowledge about factors influencing client businesses and recruitment decision-making. Participants are encouraged to think commercially at all times, understanding where to acquire the knowledge they need and how to maintain a consistent flow of intelligence.

The first Rookie Program for 2024 will be held in February. And, for the first time, participation will extend beyond new starters with Perigon Group, as rookies from sister brand Halcyon Knights (itself a leader in IT recruitment across Australia) under PeopleIN’s professional services portfolio will also participate. This collaboration will enhance the skills of the combined workforce, promoting shared learning experiences and a sense of community within the broader organisation.

The collaborative nature of these programs offers a unique opportunity for rookies to hear diverse ideas and understand the varied paths to success. The emphasis on building a community that values and celebrates different perspectives contributes to the holistic development of consultants, creating a culture that recognises the importance of continuous learning and collaboration.

Perigon Group's commitment to nurturing new entrants and established performers extends beyond regular induction and training programs. Hands-on mentoring from leaders, a focus on commercial thinking, ongoing support, and collaborative initiatives, ensure all team members have a strong skills foundation but also continue to thrive and evolve as they contribute to the organisation's success.

This dedication to talent development underscores Perigon's position as a leader in the recruitment sector, setting the standard for excellence in nurturing its own people so they best placed to help you find yours.

Unlocking Success: AWX recruiter Johan's journey

Tue, 24 Sep 2024 06:10:44 GMT

Five years after commencing his recruitment career with PeopleIN’s labour solutions business AWX, today Johan Thomas is an Account Manager with an enviable record of success.

"The most enjoyable part of my job is helping people” Johan said.

“I moved to Australia as an international student myself, so helping those new to the country gives me great satisfaction. It's not just about finding them work, it's about helping them settle into a new lifestyle too."

He says it can be particularly rewarding when he’s able to help a candidate overcome adversity to land their ideal role.

Johan said he appreciates AWX's values, particularly their emphasis on accountability and good character, both key contributors to fostering a positive work culture.

He says working in recruitment isn’t always easy but presenting authentically is vital for building relationships with clients and candidates.

“Skills can be taught, but a great attitude and reliability are crucial. Treat others as you want to be treated," Johan said.

PeopleIN health brands ease growing pains in nation’s capital

Mon, 23 Sep 2024 08:01:04 GMT

NNA’s strategy to increase its presence through an expanded permanent recruitment offering comes to fruition with new ACT Government panel appointment.

Canberra is Australia’s fastest growing capital city, with nearly half a million people now calling the nation’s capital home. With that figure forecast to nearly double by 2060, demand for healthcare services is set to balloon in the coming decades.

The selection of PeopleIN’s Network Nursing Agency’s (NNA) on the ACT Government’s Recruitment and Immigration Agency panel, means we’re ideally placed to meet growing demand from Canberra Health Services (CHS) for high quality internationally sourced health sector workers.

Established in 1997, NNA has built an enviable reputation through supplying clients with employment solutions in a locum, contract and permanent capacity. Comprehensive experience in the nursing industry has allowed it to develop market leading recruitment processes and procedures, providing clients with a strong support base for their routine recruitment needs, as well as during periods when urgent support is required.

Selection on the panel signals a turning point for the NNA business.

From an allocations agency, with a strong track record of providing agency nurses for short term placements, it represents an activation of the mid-term strategy to increase presence through an expanded permanent recruitment offering. This expansion of services validates NNA's strategic decision to provide clients with a total workforce solution, be it for an emergency replacement on a single shift basis, or a long-term candidate engagement.

CHS delivers acute, primary and community-based health services to the ACT’s population of approximately 454,000 people and a further 200,000 residents of the surrounding Southern NSW Local Health District. Current facilities and services include two major hospitals, six community health centres, five walk-in treatment centres and community health services for early childhood, youth and women’s health, dental, mental health and drug and alcohol services.

And that infrastructure, and the roles needed to service it, is set to grow enormously. Next year the Canberra Hospital Expansion , the largest ever healthcare infrastructure undertaken by the ACT Government, will be complete. It will deliver 156 new inpatient beds, 22 operating room and more treatment spaces. And even that project is dwarfed by the $1 billion northside hospital , construction for which will begin mid-decade.

With completion of these new and expanded facilities comes a need for qualified and experienced clinicians, nurses, allied health professionals and administrators to support delivery of their services. And, with well publicised skills shortages domestically, there’s a growing movement towards increasing the rate at which these skills are imported from overseas.

NNA’s recruitment scope and capacity increases exponentially through its access to the knowledge, networks and candidate databases of the 24 other recruitment brands within the PeopleIN Group. Australia’s largest ASX listed talent solutions business, PeopleIN operates across a wide range of sectors including: Healthcare, Disability Services, Child Protection, Technology, Mining, Education, and Industrial services. Our brands have a proud history of providing innovative workforce solutions for thousands of organisations and 55 percent of the Group’s operations are in the Healthcare sector.

While NNA is traditionally a nursing recruitment brand, the recent establishment of our overseas facing recruitment offering, You+Aus , has allowed the organisation to expand its scope to clinicians in a number of disciplines. It has developed a strong pipeline and more than 7,000 candidates from the UK’s healthcare sector have engaged with You+Aus about opportunities to live and work in Australia. 170 candidates plan to move here in the next 12 months, while some have already arrived and are immersing themselves in the Australian lifestyle.

Perigon Group, founded in January 2010, is another of the brands which comprise the PeopleIN Group. It is a leading Professional Services recruitment firm, boasting thirteen consecutive years of growth and three successive listings on the AFR Fast 100 List. Leaning into Perigon Group’s expertise arms NNA with the standing and know-how to attract high-calibre professionals and capability to source for senior and executive level roles.

Due to our years of experience operating as a sponsoring employer, our organisation has been able to obtain a deep understanding of international recruitment and the migration hurdles that can impact on a candidate’s ability to perform at their best. NNA has facilitated the settlement and integration of hundreds of overseas workers in Australia and we’re committed to setting them up for success. Initiatives such as assigning cultural "buddies," providing induction materials and organising community events contribute to a supportive environment, aiding candidates to find their footing in a new country.

This institutional knowledge of local recruitment, in conjunction with the significant international recruitment offering fostered over the last 12 months, has allowed NNA to significantly increase its overall offering to clients. With the combined knowledge of the PeopleIN group of brands supporting this initiative, NNA is uniquely positioned to provide CHS with a significant volume of highly qualified candidates, while also providing those individuals with a fantastic platform for success and their own career progression.

Through strategic positioning on the ACT Government's panel, collaborative efforts with Perigon Group, and innovative approaches to international and domestic recruitment, NNA is well-equipped to support the evolving healthcare demands in Canberra. As a key player within the PeopleIN Group, NNA remains committed to providing holistic workforce solutions, ensuring Canberra Health Services receives optimal support for its growing healthcare needs.

PeopleIN flexibility supports professional and personal growth

Sun, 22 Sep 2024 06:23:12 GMT

After achieving remarkable success over two years as General Manager of our Brisbane based healthcare brand First Choice Care (FCC), Robbie Nemeth relocated to Melbourne to accept a new challenge within our Healthcare and Community vertical.

Under Robbie’s leadership the FCC team achieved 145,000 hour Year on Year growth, with the Rural and Remote division growing significantly over that period.

As PeopleIN’s Health and Community General Manager for Victoria Robbie now leads the Swingshift and VNS brands and has clear areas of focus for each business.

“I’ll be focusing on delivery (both recruitment and allocations), efficiency and quality over the next 12 months and beyond,” he said.

“We’re in a client focused industry so making sure we hit our delivery targets is key to future growth.”

Robbie explains that working with teams to grow businesses and give them confidence to innovate is something he really enjoys. He says having faith in your own ability and backing yourself to succeed is also important; it’s an attribute he has encouraged as a mentor to the inaugural cohort of the PeopleIN Emerging Leaders program.

“I love that PeopleIN gives us scope to grow both professionally and personally.”

“This move for me demonstrates the flexibility within the business for individuals to try new things, to relocate and to continue to grow professionally and gain experiences which benefit them, but also the business.

“I’m enjoying life in Melbourne. The brands I’m working with have great potential and I’m looking forward to harnessing it to grow their presence in the markets where they operate.

“I also see the opportunity to nurture our relationship with other brands within the PeopleIN family of brands. Vision Surveys have just joined us to collocate in our office; they’re a very different business but, I think there is also a lot we can learn from each other.”

Nurturing Australia's Nursing Future: a ground breaking initiative for clinical facilitators

Sat, 21 Sep 2024 08:06:35 GMT

In an important development for Australia's healthcare sector, Network Nursing Agency (NNA) has been invited to advise a consortium of tertiary institutions, seeking to develop a formal qualification for clinical facilitators. This initiative promises to reshape the landscape of nursing education and workforce readiness across New South Wales.

Australia's commitment to delivering high-quality, equitable and universally accessible healthcare has long been a cornerstone of our nation's values. But, to maintain this level of healthcare excellence, a diverse range of healthcare professionals is required.

At the heart of our healthcare system lies the nursing and midwifery sector, constituting a remarkable 55 percent of the total healthcare workforce 1. However, against the backdrop of escalating healthcare demands, heightened by an ageing population, a report to national cabinet this year found "a severe shortage of nurses, will see Australia requiring an additional 46,000 registered nurses needed by 2026, including those required in aged care" 2.

Clinical facilitators play a vital role in preparing future nurses with the skills and resilience to address this gap and NNA is set to play a key part in recognising and valuing their contribution. Experienced nurses themselves, clinical facilitators work in educational institutions and healthcare settings to provide nursing students with hands-on training and guidance. They are role models, boosting self-assurance and arming students with skills to lessen stress and burnout when they transition to the workforce.

NNA has worked with universities in Sydney for more than a decade to develop an important partnership with their nursing programs. Central to this partnership is a commitment to establish a nationally recognised and transferable qualification for clinical facilitators. This move is not just a leap forward in standardising the training process but also a crucial step in elevating the mentorship quality for new nurses. By ensuring new entrants into the nursing profession are guided by highly qualified professionals, the quality of patient care and the overall health system's efficacy will significantly improve.

This initiative emerges against the backdrop of pressing challenges in Australia's nursing sector including escalating shortages, workforce burnout and the necessity for continuous education all underscoring the need for innovative solutions to grow the talent pool. The new qualification program proposed by the universities addresses these challenges head-on, offering a strategic approach to mentorship and training in nursing.

NNA's role in this collaborative effort highlights their decade-long dedication to nursing excellence. With a history of nurturing and supporting the nursing workforce, NNA's involvement in this initiative reflects their proactive stance in addressing the evolving needs of the healthcare sector. This partnership is a testament to their vision of empowering clinical facilitators with the tools and knowledge necessary to cultivate a resilient and skilled nursing workforce.

The benefits of this program extend beyond the immediate training of nurses. It promises enhanced career opportunities and professional development for clinical facilitators, fostering a more dynamic and competent nursing workforce. This initiative is particularly crucial in preparing nurses to meet the diverse healthcare needs of Australia’s population, including those in rural and remote areas.

The establishment of a formal qualification for clinical facilitators marks a significant stride in ensuring that the nursing profession in Australia remains vibrant, competent, and well-equipped to meet the challenges of modern healthcare.

By formalising the role of clinical facilitators through a national qualification, Australia takes a decisive step towards maintaining high-quality patient care and addressing the critical challenges facing its healthcare system. In doing so, NNA has provided guidance to its educational partners, paving the way for a future where the nursing profession continues to thrive and evolve, bolstered by well-trained, passionate, and skilled mentors.

1 The future of Australia’s nursing worforce:COVID-19 and burnout among nurses (K Mannix, University of Melbourne, 2021)

2Independent review of overseas health practitioner regulatory settings – Interim Report (R Kruk AO, 2023)

Network Nursing Agency

Established in 1997 in Sydney, Network Nursing Agency (NNA) has a well-earned excellent reputation for supplying reliable efficient high-quality nurses and medical staff to a wide range of clients.

We provide some of the busiest public and private hospitals and healthcare clinics in New South Wales with professional and outstanding Nurses and Midwives. We also place staff in nursing homes, residential homes, mental health facilities, prison services and learning disability environments though out greater Sydney.

NNA is part of the PeopleIN family of brands. PeopleIN is largest ASX-listed talent solutions business connecting more than 5,000 people with work every week and operating 25 brands across three key verticals: Healthcare & Community, Professional Services, and Industrial & Specialist Services.

PeopleIN leads the way with national first workplace injury program

Fri, 20 Sep 2024 07:41:36 GMT

Our national first Recover at Work program is supporting injured workers to return to work sooner while reducing risk and costs for Australian employers.

For many people injured at work, the best medicine, after a period of recovery, is to return to their workplace and a sense of normality. It’s often not that simple, but a breakthrough pilot program being conducted by leading talent solutions business PeopleIN, is making it a reality for a growing number of Australian workers.

PeopleIN is Australia’s largest ASX-listed talent solutions business, operating 25 brands and recruiting 34,000 people to roles in Australia, New Zealand and Singapore each year.

With so many people placed each year, and with many working in sectors where physical risks are higher, it’s an unfortunate reality that injuries will occur among our workforce. However, rather than accept the statistics, PeopleIN invested heavily in a program to support workers returning to site sooner.

An industry leading new pilot program, with the full support of Workcover Queensland, is the result.

Our program facilitates safe resumption of suitable employment for injured employees, ensuring smooth transition while considering health and capabilities, providing consistency and normality for workers after what can be a trying time. Employers retain experienced workers and their corporate knowledge, mitigating productivity and morale impacts which would result from the worker's exit, while offering protection in case of re-injury. Our experience tells us if an injured employee returns to work at their place of injury, they’re more likely to stay long-term and to actively participate in their recovery plan. However, it’s not as straightforward as supporting them to return to work. Employers can be understandably cautious about a recovering worker further hurting themselves on their return, placing them at risk of further costs if recovery is compromised.

The PeopleIN Recover At Work pilot program’s purpose is to support injured workers returning to their original place of work while indemnifying clients’ risk. After lengthy research and negotiations, a host deed agreement was signed by PeopleIN and Workcover Queensland, meaning its clients were not liable for aggravation of injury, or additional injury sustained during worker recovery.

By allowing injured workers to recover in a familiar environment, there is reduced chance of secondary mental injuries, a reduction in common law exposure (for both the labour hire company and the client) and a decrease in claim durations.

With Workcover Queensland’s adoption of our Recover At Work program, PeopleIN is the only labour hire company running a pilot program in the country.

Already 40 percent of our Queensland clients have engaged with the program and there are plans to roll it out to all jurisdictions nationally when the pilot concludes next year.

The program has garnered national recognition, being named a finalist at the 2022 Safe Work and Return to Work Awards and, this year, was Highly Commended for "Best Return & Recovery at Work System" at the National Safety Council of Australia awards.

PeopleIN’s Recover At Work program stands as a testament to our dedicated candidates and client excellence. We are excited about the prospect of rolling out this program nationally in the coming year, confident in the continued potential in revolutionising workplace injury management and recovery across Australia.

PeopleIN welcomes new Non-Executive Director

Thu, 19 Sep 2024 06:33:47 GMT

PeopleIN is pleased to announce the appointment of Elisabeth Mannes to the PeopleIN Board as a Non-Executive Director.

Lis brings more than three decades of international experience in the FMCG and industrial sectors and is a Chartered Engineer with a track record of strategic leadership and operational excellence. She currently serves as a Non-Executive Director of Quickstep Holdings Limited.

PeopleIN Chairman, Glen Richards, said Lis’ deep understanding of sectors to which PeopleIN’s brands supply labour will be a tremendous asset to the business.

"Lis' appointment brings a dynamic new perspective to our board, enriched by her extensive industry experience and strategic insights."

“We are thrilled to have her on our team and are confident her contributions will be pivotal in shaping the future of our company."

Reflecting on her new role, Lis said she looked forward to helping guide the future growth of PeopleIN.

“I have been impressed by the energy, capability, and customer-first focus at PeopleIN, as well as the substantial contribution that the business makes to the success of critical services providers and the supply chains of Australia."

“I am delighted to be joining the Board at this exciting time and look forward to contributing to the company’s future growth and development.”

Case Study: PeopleIN and the ASMTI Facilities Project

Wed, 18 Sep 2024 07:32:55 GMT

With Defence procurement policy strongly encouraging the use of regional and indigenous business and employment, the work by a number of our brands on the Australia-Singapore Military Training Initiative (ASMTI) Facilities Project demonstrates the breadth of our offering and adaptability to contribute problem solving solutions over the lifespan of large scale projects.

Scope

Introduced in 2015, the ASMTI aims to bolster Defence capabilities, strengthen Australia's diplomatic ties with Singapore, and deliver sustained economic advantages to the regions of Central and North Queensland. When the initiative reaches full maturity, up to 14,000 Singapore Armed Forces personnel will conduct unilateral training for up to 18 weeks per year for 25 years.

Defence has acquired more than 400 thousand hectares of land in Central Queensland (expanding Shoalwater Bay) and North Queensland (establishing the Greenvale training area), and infrastructure works are nearing completion. Laing O’Rourke was appointed as the Managing Contractor for ASMTI works in Central Queensland in 2018.

In 2019, PeopleIN’s labour hire business AWX successfully tendered to deliver works including the provision of labour related to the Labour Supply Package for the ASMTI Facilities Project. We commenced the delivery of services at three separate precincts operating within the Shoalwater Bay training area in Central Queensland. We supplied labour, PPE, plant, transportation for provision of a range of services including operation of equipment, traffic management, water filling stations, cleaning services and landscape maintenance to the internal sites.

Our footprint in, and knowledge of the region, experience in recruiting specialised talent to rural locations, and our joint venture business established to maximise employment opportunities for Indigenous workers, uniquely positioned us to facilitate these requirements and deliver an outstanding service.

Simplifying obligations under the Indigenous Procurement Policy (IPP)

The Australian Government’s Indigenous Procurement Policy (IPP) aims to stimulate Indigenous economic development and grow the Indigenous business sector by actively driving demand for Indigenous goods and services and employment and training of Indigenous workers.

As the Commonwealth’s largest procurer, Defence is uniquely placed to take a lead role in supporting Indigenous procurement opportunities; the Defence Indigenous Procurement Strategy is designed to maximise the number of contracts awarded to Indigenous businesses.

Our Partners on Country joint venture, between PeopleIN and On Country Workforce Solutions, was an important component of our tender. The joint venture’s role in the recruitment and training of Indigenous workers, and direct participation in both Indigenous and rural supply chains, presented opportunities to workers and business, simplifying the principal contractor’s delivery on its IPP obligations. Indigenous leadership within the joint venture fosters strong networking abilities and greater access to local “mobs” to understand the unique labour needs of these communities and their individual members. Partners on Country is underpinned by AWX’s operational capacity, delivering access to a national pool of recruiters and offices across Australia.

Our geographical footprint and local business network

AWX has offices throughout urban and regional Queensland and New South Wales, and in selected locations in Victoria and Western Australia. The footprint of our operations, and the breath of work we undertake with clients and affiliated businesses, means we’re directly plugged into supply chains and regional business.

We supported Defence to meet its procurement obligations to utilise the services of local businesses as Partners on Country is, itself, a regional business, operating from nearby Rockhampton.

Retraining and retention saving time and cost

The project commenced in 2019, with focus on staffing for the aforementioned facility management activities. However, responsibilities evolved over the ensuing four years and AWX also successfully tendered for additional responsibilities at the different precincts.

While ending the employment of existing staff and then recruiting new workers with workplace certifications for the new responsibilities may be the tactic for some labour hire organisations, AWX takes a more proactive and commercially astute approach. With established partnerships in the training sector, we retained and retrained our workforce, furnishing them with new skills and qualifications needed for new duties.

In the initial stages of the project, primary duties were cleaning and site maintenance. As the project progressed, operators ticketed for the use of telehandler equipment were needed. Rather than conclude employment of low skilled workers and replace them with ticketed operators, AWX engaged a local Registered Training Organisation (RTO) to upskill this workforce with the required licences to operate machinery onsite.

This saved costs for new recruitment and time by mitigating the need to take a new cohort through the time intensive site orientation program. Importantly, it provided the additional benefit of enhancing the skills of the employees to benefit them in their future career prospects beyond completion of the project.

Surveying Services for ASMTI

Vision Surveys is PeopleIN’s Surveying and Town Planning business and have extensive experience in Shoalwater Bay and the surrounding region.

They have played a key role with the ASMTI project since its inception, completing Boundary and Contour and detail surveys and assisting the design team. They were engaged by Laing O’Rourke as the principal Surveyor and have since completed Cadastral (boundary) Surveying for the entire site, Survey set out, Town Planning, Road and Culvert Surveys, UAV (unmanned drone) Surveys and manage the SDMP (Spatial Data Management Plan for the entire base. This SDMP is updated and delivered weekly for dig permits and is submitted for Defence approval at the end of each stage.

Vision was also appointed, under a joint venture between Downer and FKG Group, as Principal Surveyors to manage works at the UOT; (Urban Operation Training Facility); Sam Hill Runway; Williamson Runway, Aeronautical Evacuation Zone and Camp; multiple runways and Dingo Road.

With offices in nearby Rockhampton and Yeppoon, the team continue to work with Laing O’Rourke onsite and various other contractors (including directly for Defence) on projects like creek crossings, telecommunication towers, roads, bridges and washdown bays.

Vision Surveys specialises in Small and Large Scale Civil and Infrastructure Projects, Renewable Energy, Mining, 3D Spatial, Underground Service Locating, Subdivision Design and Town Planning. and have offices in regional and metropolitan Queensland and Victoria.

Outcomes

Our work on the ASMTI Facilities Project showcased our agility and commitment to social and economic impact. Our extensive geographical reach and local business network allowed us to effectively engage with regional businesses, fostering economic growth in the areas we serve. Leveraging these networks, we successfully fulfilled our commitment to engage with regional businesses, further amplifying the project's positive influence. Furthermore, through Partners on Country, we actively supported the Defence Indigenous Procurement Strategy.

Our innovative approach to retraining and retaining our workforce underscored our commitment to efficiency and cost-effectiveness, ultimately ensuring a seamless transition to new responsibilities while optimising project performance.

As the project nears completion (handover April, 2024) we have delivered a tailored solution for end of project. In addition to the original scope, to clean the facilities at each precinct in readiness for handover, we have sourced a commercial partner for and will supply the labour to deliver these services.

Taylar made for success

Mon, 16 Sep 2024 06:26:48 GMT

PeopleIN Training Field Officer Taylar Rameka’s meteoric rise over the past 12 months has been recognised with her winning the Trainee of the Year award at the recent Queensland Training Awards - North Coast Region. Taylar joined PeopleIN with a background in hospitality and training, quickly establishing herself as an important asset to the team.

In the past year she's completed her studies, moved into a groupwide role within our national training team.

Today she’s responsible for the mentorship and pastoral care of over 160 trainees and apprentices, something she acknowledges she may have found very difficult without the support she received to undertake formal training herself.

“Although I had career experience, I knew I needed industry knowledge from formal training and it was this learning opportunity that has allowed me to support others in their own training,” Taylar said.

“Learning while I worked allowed me to develop professionally and personally, without sacrificing income and has seen me thrive in my Training Field Officer role.”

Now in a role focused on supporting other young workers to set them up for their own rewarding careers, Taylar says she can’t overstate the importance of encouraging professional growth, particularly for people in the early stages of their profession.

“When you have someone who wants to invest in you, get to know you, spend time with you, learn your flaws but also learn your strengths and help you hone them, that creates loyalty.”

“By providing and encouraging training, the employee and employer work towards a common goal to help you progress within the business. I was lucky to have this from my leaders and now I’m paying it forward."

The State final of the Queensland Training Awards will be held in Brisbane on 9 September. She’s already a star to us but we wish Taylar all the best as she competes against an outstanding group of young professionals for the title of Queensland Trainee of the Year.

The Land of Plenty

Sun, 15 Sep 2024 05:19:15 GMT

Skilled migration is crucial to driving economic growth in countries around the world. Australia has long been an attractive destination however, in recent years, we’ve seen progressively stiff competition from rival economies, increasing migration intakes and simplifying policies for accepting foreign workers.

PeopleIN is committed to working with government and other stakeholders to ensure the recently reformed migration system benefits Australia's economy and society and we look forward to playing our part in this important national effort.

WP - Skilled Migration to The land of plenty .pdf

FIP Group Adrienne's perfect blend

Sat, 14 Sep 2024 05:11:50 GMT

Adrienne Ritchie is the FIP Group’s sales whiz, cycling junkie (“without the spandex”), and FIP Group Sales extraordinaire.

While Adrienne started her career in the UK, she moved to Australia shortly after her kids moved out to continue her successful career in sales.

Adrienne still fondly remembers how she fell in love with the FIP Group – and it all started when Brad Seagrott, the FIP Group CEO, was late to coffee.

“I was so happy where I was, but when I received a call from Brad thought I should meet him anyway,” she says.

Adrienne waited in the Queen St café for Brad… and waited…and waited.

“I remember thinking if he can’t show up on time, I’m not interested. So, I left,” Adrienne says.

Brad was stuck in the morning rush hour of the Brisbane CBD and called Adrienne profusely apologising about his delay and begged for another chance.

“Fine. One more chance,” Adrienne said.

The second time she walked in, Brad was ready and waiting with two coffees and a grin.

“I found out later that he’d actually arrived 40 minutes early for the second interview,” she laughs. “He was so determined not to be late, and I’m glad he did because I was instantly hooked – the man is brilliant.”

Shortly after Brad invited her in to attend a leadership meeting to gain a better understanding of the FIP Group business.

“They really opened their business up to me with full disclosure, and I was really impressed by that. I remember going home and thinking – damn, they’ve got me”.

“There’s just such a caring culture within FIP Group and it’s not something I’ve ever experienced before – I’ve only ever worked places where I’m just a staff member.”

“I’m not going anywhere – I love the brand, I love the product – but this culture is just second to none.”

Adrienne is now the General Manager Sales for FIP Group and, since commencing with the business, has brought on many new clients, integrated new sales models, and is still enjoying a coffee with her manager two years on.

Edmen gives Endeavour 23,000 reasons to smile

Fri, 13 Sep 2024 05:06:45 GMT

PeopleIN’s healthcare labour solutions business Edmen Community Staffing Solutions has helped The Endeavour Foundation smash the target for their annual Tax Appeal.

This year’s dollar match day, supported by Edmen, contributed $23,000 towards the huge final appeal figure of $140,000.

Edmen General Manager, Marlyn Soulakelles said the business builds long term client focused service, social responsibility and is committed to delivering superior support for people requiring assistance and care.

The relationship with Endeavour, which began in 2009, is a perfect example.

“The workers we recruit play a vital role in empowering individuals with disabilities, promoting their well-being, and facilitating their active participation in society,” Marlyn said.

“They often act as advocates for individuals with disabilities, ensuring their rights and needs are respected. Through this advocacy, disability support workers help individuals assert their rights and achieve greater independence.

“We’re proud to have a long-standing relationship with Endeavour Foundation, an organisation which supports people to live their best lives and remove barriers which prevent them from exploring and realising their potential.”

The Endeavour Foundation’s Corporate Partnerships Manager Roxanne Carruth said the relationship with Edmen is a trusted one, built over a long period.

“We’re so pleased to have had a partnership with Edmen Community Staffing Solutions for so many years,” Roxanne said.

“Our corporate partners are important contributors, supporting the vital services we deliver to our clients. Not only do Edmen supply us with workers to enable us to support our clients but their dollar match day support for our Tax Appeal played an important part in us going well over the $100,000 target we hoped to achieve this year.”

You can learn more about the amazing work Endeavour Foundation do to support people with disabilities by visiting their website .

PeopleIn developing future leaders from within

Thu, 12 Sep 2024 04:58:27 GMT

The recruitment and staffing industry thrives on its people and a company's success is closely tied to the capabilities and expertise of its employees. The sector is marked by constant change with technological advancements, shifting market demands, and evolving client expectations all demanding agile and adaptable leaders.

The PeopleIN Emerging Leaders Program is our unique approach to nurture employees within the industry. It identifies those who exhibit exceptional talent, ambition and potential and equips them with knowledge and skills to thrive in our industry’s dynamic, challenging, yet rewarding environment and become successful, confident and effective business leaders.

The program has been featured in leading recruitment publication, Shortlist, following a chat with PeopleIN CEO Ross Thompson and Head of People Carla Stieper.

If you’re a Shortlist subscriber, you can read the full story at the link below (you can also read it with free trial subscription):

Shortlist - PeopleIn pipelining future leaders with MBA-style program

Winning the War for Talent

Wed, 11 Sep 2024 04:55:27 GMT

In today's rapidly evolving business landscape, the war for talent and retention stands as a leading challenge for Australian businesses. As the largest ASX-listed talent solutions business, PeopleIN is at the forefront of addressing this critical issue, placing over 15,000 people in work each week across Australia, New Zealand, and Singapore. We're excited to shed light on how the innovative staffing industry is turning the tide and driving national productivity.

DOWNLOAD PAPER BELOW

PeopleIN_Winning the War for Talent.pdf

Push up challenge just the start for Janita

Tue, 10 Sep 2024 04:48:22 GMT

Two hundred push ups a day is no small effort but, for one of the team in Industrial and Specialist Services division, the chance to raise funds for a worthy cause and reclaim her fitness is all the motivation she needs.

The Push-Up Challenge is designed to put a spotlight on mental health issues that affect Australians every day with participants sponsored to complete 3,144 push-ups in just 23 days (1-23 June).

Janita Butler recently started her fitness journey and decided to set herself a challenge.

“I’ve joined for two big reasons, my mental health journey and my fitness journey.”

“There’s three of us in the team, and we’re all committed to the cause.”

Janita works as an onsite manager for one of PeopleIN's international labour hire agencies.

“There’s many people here doing the challenge, so it’s a conversation starter with others to check up on how they’re doing, and what their challenges are, and I find others checking in on you.”

According to Nick Hudson, the founder of the Push-Up Challenge, that’s exactly what the challenge is designed to do – bring people together in a motivational and healthy way.

So far Janita says her biggest challenge has been finding the time to squeeze in up to 200 push-ups a day.

“I have a four-year-old daughter, so I find myself squeezing in some push-ups at her bath time or dinner time. We were even doing them together over the weekend.”

The app tracks your push-ups throughout the day and alerts you if you haven’t completed your daily task.

There’s been nights where I’ve been in bed and received the alert, so I jump out of bed to do 50 more push-ups.

At the two-week mark, Janita has completed close to 1,700 push ups, around halfway to her goal.

The part I’m looking forward to the most is how my body will change and how much money we raise for mental health”.

“So far it’s been intense, but I’m determined to finish it.”

And Janita’s not stopping there. Once this challenge is over, she’s ready to take on a marathon and True Grit, a military-styled obstacle course.

While the Push Up Challenge is designed to get Australians talking about mental health, it can also raise funds for charities like Lifeline, Movember and the Push for Better Foundation.

If you would like to sponsor Janita and her team, you can to donate here .

PALM workers sing up a storm

Mon, 09 Sep 2024 04:36:53 GMT

Two Pacific Australia Labour Mobility (PALM) scheme workers recently shared their unique talents with their sweet harmonies entertaining the residents of a Taree aged care facility.

Storm Village played host to Kaho Tupou and Timo Havea who both work for PeopleIN’s labour solutions business FIP Group, at the Wingham Beef Exports. The two performers have both sung, played and performed from a young age in their native Tonga and FIP Group’s Onsite Account Manager Kosema Puliuvea says they were thrilled to be invited to perform.

“The boys have a love of music and are always keen to perform,” Kosema said.”

They sang a variety of traditional music along with gospel and songs the residents may have known.

“We also cooked a barbeque for the residents and received feedback that they really enjoyed it and would like to see us come back. We also have some women from Solomon Islands who dance so we’ll get them involved next time.”

Kosema says music is an important part of the cultures of Pacific Island nations and has proven a successful way to help the workers integrate to life in Taree.

“Some of the guys get together to play when they’re not working, and we’ve even hosted a cultural day for the community where a number of our workers sang and danced.

“We currently have 85 workers in Taree Fiji, Samoa, Kiribati, Papua New Guinea, Solomon Islands and Tonga. Performing and sharing their cultures is a great way for them to develop ties with the local community.”

PALM workers kicking goals in regional communities

Sun, 08 Sep 2024 04:30:37 GMT

After a hiatus of nearly a decade, a local rugby team is playing again, and winning, thanks to a group of enthusiastic new residents.

Under the Pacific Australia Labour Mobility (PALM Scheme) workers from of our Pacific Island neighbours come to Australia on temporary migration visas to work, primarily in regional communities, in sectors including meat and food processing across Australia.

Queensland regional centre Kingaroy is home to around 200 workers from Fiji, Kiribati, Samoa and the Solomon Islands, brought to Australia by PeopleIN’s labour solutions business FIP Group to work at Australia’s largest pig processing facility, Swickers. Workers enter the PALM scheme to gain employment not available at home. They earn to support themselves and their families in their home countries, creating opportunities to purchase property and send children to school, opportunities they may not have been able to afford had the not come to Australia.

With a focus on providing a better future for their families and themselves, integrating into communities isn’t always easy. But, as FIP Group’s Jaslyn Wiles explains, that’s where sport comes in.

“Rugby is a source of passion for many people from Pacific nations and the chance to play in their adopted home is one they jumped at,” Jaslyn said.

“Kingaroy’s South Burnett Thrashers actually ceased playing for nearly 10 years due to a lack of players. That all changed last year though when the team full of our players, and locals too, returned to the field and this year they’re having a successful season both on and off the field.”

Sport is helping PALM workers make closer connections with their communities in other parts of the country too with rugby league teams in Corowa and Gundagai, both in New South Wales, adding our workers to their playing squads.

Back to Queensland and the small town of Kilcoy now has a thriving indoor soccer competition with six teams made up of PALM workers employed at the local abattoir. FIP Group Value Partner Kelly Hay says it not just sport but also cultural displays which have endeared them to the local community.

“Our workers put on singing and dancing performances at the council run Christmas Carnival and I’ve been approached a number of times since for them to perform at different community events,” Kelly said.”

“They’re also playing both indoor soccer and rugby and after some of the games they bring traditional foods from their home country for their team mates to try.

The PALM scheme provides Pacific Islander workers with jobs, income and opportunities to increase their skills. In return Australian industry gains a pool of productive workers who help fill labour gaps in regional Australia. But the workers involvement in sport, cultural and community activities is also helping them become an important part of these communities; the re-emergence of the South Burnett Thrashers is just one example of how these workers are adding passion, diversity and colour to the communities in which they live.

Malachi speaks for traditional owners on reef management

Sat, 07 Sep 2024 04:24:45 GMT

Last year Partners on Country* (PeopleIN’s joint venture with On Country Business) were invited by the Department of Environment and Science to recruit for an independent expert panel to advise government on future protection of the Great Barrier Reef, it’s marine life and surrounding waters.

Malachi Johnson, a proud Gooreng Gooreng man, former sea ranger and now TUMRA (Traditional Use of marine Resources Agreements) Project Manager, was uniquely qualified for the role.

Twelve months after commencing with the Reef 2050 Advisory Committee we checked in with him to learn how work is progressing and the role he has been able to play.

“Being part of the Reef 2050 Advisory Committee is important as entities like this lead to self-determination for Traditional Owners – to having control and a say about what is best for country,” Malachi said.

“The committee was charged with developing a Traditional Owner Implementation Plan that’s now been legislatively accepted. All activity on the reef must align to this plan and everyone working on sea country must abide by it.

“For me personally, I’ve made it my life’s mission to make sure we preserve and conserve and to educate and share the traditional knowledge of Gooreng Gooreng Sea Country. “We hold more than 100,000 years of Traditional knowledge and custodianship. Western science isn’t superior to Traditional knowledge and we must respect what each can bring to the battle against climate change and ensuring we have sustainability.”

This year’s Reconciliation Week theme “Be a voice for generations” recognises the history, stories and achievements of Aboriginal and Torres Strait Islander cultures across time immemorial. It celebrates the right of First Nations peoples to make decisions about our lives, land community. The work of the Reef 2050 Advisory Committee demonstrates how collaboration and understanding can lead to outcomes which show respect and meet the needs of all segments of the community.

Partners On Country is a joint venture between PeopleIN and On Country Business, a group of leading industry professionals within the Indigenous engagement arena. Combining strong Traditional Owner relationships with a national recruitment enterprise they exist to strengthen local communities through better access to impactful employment. By connecting First Nations people to the best local opportunities, while helping employers to scale quickly, they can improve outcomes for everyone who lives and works On Country.

Migration reforms will help attract the right talent

Thu, 05 Sep 2024 04:14:17 GMT

PeopleIN supports the Albanese Government's comprehensive review of Australia's migration system announced yesterday. We believe many of the proposed reforms are necessary to ensure that Australia remains a competitive and attractive destination for highly skilled migrants.

We welcome the Government's commitment to developing a clear migration strategy to guide Australia over the coming decades, and to redefine how Australia determines the size and composition of the migration program. We also support the Government's focus on better targeting permanent skilled visas to maximise economic outcomes and remain internationally competitive. As one of the most diverse talent businesses in Australia, we believe we’re in a good position to support government to identify skills gaps and leverage our relationship with our TAFE partners to ensure critical gaps are being addressed for the future.

As one of the largest employers of skilled migrants in Australia, we welcome the announcement that all skilled temporary workers will have a pathway to permanent residency by the end of 2023. This decision recognises the valuable contributions that temporary skilled workers bring to our economy, communities, and industries.

PeopleIN fully supports the Government's proposal to create a faster and simpler pathway for international students to stay in the country after graduation. The strengthening of international student outcomes and transitions are essential steps in creating a more effective and efficient migration system.

And above all, we stand firmly in support of efforts to address any worker exploitation.

We are committed to working with the Government and other stakeholders to ensure that these directions for reforms are implemented effectively. We believe that a reformed migration system will benefit Australia's economy and society, and we look forward to playing our part in this important national effort.

Digital workforce management solution enhances experience for clients and workers

Wed, 04 Sep 2024 04:09:52 GMT

Clients and candidates of Australia’s leading workforce solutions business, PeopleIN, are benefiting from enhanced technology via the introduction of a new workforce portal and mobile app.

Launched first to clients and candidates of our community services staffing provider, Edmen Community Staffing Solutions, the worker app and client portal each sit on global workforce solution SalesForce. With cybersecurity and fraud risk a growing risk in the health sector, operating within one of the world’s most trusted customer relationship and ecommerce ecosystems gives us, and clients, heightened confidence.

The mobile app, Active by PeopleIN, resolves the instability issues of its predecessor and adds new features to improve the shift experience. Workers clock on and off at the beginning and end of their shifts within the app, while geolocation automatically shows where they are working that day.

Integration with Salesforce means the shift data is transferred straight to payroll, something PeopleIN Chief Finance Officer, Megan Just, says is a big step forward. “Directly integrating with our finance system means shift data is now immediately available. The information is received by our payroll team, enhancing the speed with which it is processed,” Megan said.

Edmen is Australia’s largest staffing provider in community services, providing staff to more than 3,000 locations across the country. Edmen’s General Manager, Marlyn Soulakelles, says the portal makes information on where, and when their staff are working, easily accessible to clients.

"Each year we fill more than 300 thousand shifts nationally. The nature of community services means shifts and the needs of our clients can often change so, technology which is flexible and responsive for clients and candidates, is really important,” Marlyn said."

“ The new portal gives our clients visibility over all of the worksites where we provide them with staff, in one place. It displays start and finish times, absences and more. It also includes customisable reporting options so our clients can easily access the information most important to them in real-time. ”

Active by PeopleIN and the Workforce Management Portal are currently available to clients and workers of Edmen Community Staffing Solutions however it’s planned the roll out of these services will continue to other businesses within PeopleIN’s family of brands in the future.

Clients dive into a sea of science talent

Mon, 02 Sep 2024 18:32:56 GMT

He studied for a career as an ocean scientist but now Yunaldi Putra is making waves at PeopleIN’s recruitment solutions business AWX Executive, delivering great results for State and Federal Government clients.

“I studied oceanography in Indonesia as I’d always been fascinated by the sea,” Yunaldi said.

“The country comprises thousands of islands and the ocean is a big part of our culture. Studying how tidal patterns, the impact of the sea on coastlines, ecosystems and the threat of tsunami is important work.

"I loved it and it will always be an important interest in my life (and I’ll definitely continue to scuba dive), but I decided it wasn’t the career for me."

In 2016 Yunaldi moved to Australia. After working in agriculture, he discovered recruitment and joined AWX Executive in 2021. He was able to apply his knowledge of what clients require in scientific roles and the needs of candidates to establish the business’s “scientific desk”; a dedicated function targeting the identification, recruitment, and hiring of candidates with specialised scientific skillsets.

Yunaldi has made a name for himself with key clients by finding strong candidates for long term contracts. He says many have proven such strong employees they’ve been offered permanent roles.

“I’ve been working with government departments for the past couple of years and have placed a variety of scientific roles,” he said.

“It’s been really pleasing that many have proven themselves quickly, exceeding expectations and have been offered permanent roles.

“For me this underlines a couple of things. It highlights we’ve been able to find high calibre candidates who clients have been keen to retain as long-term members of their teams. It also shows a strong record of success in finding permanent roles for our candidates, something that’s often difficult when working with government”

Yunaldi’s journey from oceanography to recruitment and commitment to finding the best outcomes for his clients and candidates, has seen him make a big splash at AWX Executive. He’s established a thriving recruitment pathway for scientific roles, demonstrating the importance of matching the right talent to the right position.

To learn more about AWX Executive visit the website .

Embracing Equity and difference on International Women’s Day

Mon, 02 Sep 2024 11:28:33 GMT

Nearly one in five women living in Australia has a disability. International Women’s Day is an important opportunity to acknowledge that these women can face double discrimination in the form of both ableism and sexism, making the struggle to achieve equity a difficult one.

A part of PeopleIN’s Network Nursing Agency, NNA Direct Support Services was established to offer people living with disability, and those who care for them, an easy way to access flexible in-home support.

Manager of Nursing Services, Ellen Banks, says the role NNA DSS plays in enabling women with disabilities to be active participants in the communities in which they live is something which makes her immensely proud.

“For example, we work in households we’re stay-at-home Mums may have a disability, providing the support they need to run the household and to be present and involved contributors to the lives of their families,” Ellen said.

“We also work with women who don’t want to feel isolated at home. In many cases rather than having medical practitioners visit them for treatment at home, they seek the independence to attend these appointments in person and to take part in, and contribute to their communities. We help them do just that.

“In a year in which the theme for International Women’s Day is Embrace Equity, the fact we’re able to help enable the lives of these women, whose bravery and determination is a constant inspiration to everyone at NNA DSS, is a huge honour.”

To learn more about NNA DSS visit the website .

Overseas workers the key to unlocking Brisbane’s growth

Sun, 01 Sep 2024 18:20:01 GMT

Southeast Queensland has long been touted as one of the fastest population growth corridors in the country. With the announcement of the 2032 Olympic Games in Brisbane and other major projects, the focus is on sourcing the workers to build the infrastructure needed to keep pace with a rapidly expanding population.

New figures suggest that, within 20 years, an extra 1.5 million people could call Brisbane home. Kevin Richardson is the General Manager of PeopleIN’s permanent and contract recruitment solutions business AWX Executive and says, without enough local qualified construction professionals available, his business is looking at creative ways to source the labour needed.

“We’re seeing the Brisbane skyline change before our eyes and, with new projects being announced regularly, the skilled workforce needed to realise them is being stretched to the limit,” Kevin said.

"Queen’s Wharf, Cross River Rail, the Eagle Street Pier development and the infrastructure yet to commence for the Olympics. These projects will leave lasting legacies for the people of Brisbane to enjoy but first we need the people to build them."

“At AWX Executive we’re exploring sourcing talent from overseas; bringing in skilled white-collar workers for Property & Construction and Engineering space to complement local workers and enable developers to deliver these ambitious projects.

“The 482 Temporary Skills Shortage visa is designed to allow skilled workers to be sponsored by Australian employers, for period of two to four years, to fill a position within our labour market.

“Through our fellow PeopleIN owned brand, FIP Group, we’re highly experienced in sourcing overseas workers to fill gaps in the labour forces of Australian industries. In fact, FIP Group currently employs more than five thousand workers in the agricultural and food processing sectors through the Pacific Australia Labour Mobility (PALM) scheme.

“With our international reach and extensive expertise in navigating the complex visa application process, we’re uniquely positioned to deliver high quality internationally sourced candidates and already have a growing number of people working with clients across the country.”

“We’re currently engaged with several clients seeking talent for upcoming projects and assessing suitably qualified overseas professionals in careers identified under the Commonwealth Government’s Skilled Occupation List .

To learn more about AWX Executive visit our website .

Media Release: Half year results headlined by 89 percent revenue increase

Sat, 31 Aug 2024 18:13:17 GMT

Overview

Revenue of $596.7m (+88.9% PCP). Organic growth contribution of +21.3%

Normalised EBITDA of $32.5m (+50.5% PCP). Organic growth contribution of +11.8% Normalised NPATA 1,2,3 of $20.8m (+49.5% PCP)

Normalised NPATA 1,2,3 per share of 20.6 cents (+40.9% PCP)

Interim dividend per share of 7 cents

82.6% of Normalised EBITDA was converted to operating cashflow

Reaffirm FY23 earnings guidance with Normalised EBITDA of $62m - $66m based on the continuation of current economic conditions; we expect to be at the upper end of guidance.

PeopleIN (ASX: PPE) today reported record group revenue for the half year to 31 December of $596.6 million, an increase of 89 percent on the same period last year.

Chief Executive Officer Ross Thompson said PeopleIN continued to successfully implement its strategy, resulting in another strong result for the period.

“We’re pleased to announce a record result, driven by strong organic growth across our core businesses and favourable industry tailwinds, including record low unemployment,” Mr Thompson said.

There were two primary drivers of growth for the business during the period. Demand for staffing services increased in our key sectors and locations, while acquisitions in the second half of last financial year contributed to the full six months and exceeded performance expectations.

The number and diversity of PeopleIN’s clients and critical demand for their services, means the Group’s core business of recruiting talent remained resilient, even in times of economic uncertainty.

Mr Thompson said organic growth is a key focus for the business with several targeted initiatives delivering pleasing results in the first half.

“Diversifying our client base and cross selling amongst our family of brands were key drivers of organic revenue growth. With the employment rate projected to remain relatively low for the foreseeable future, we’re also leveraging our international recruitment experience to secure staff from offshore for a broad range of industries.”

1. Earnings Before Interest, Tax, Depreciation and Amortisation (“EBITDA”) and Net Profit After Tax and before Amortisation (“NPATA”) are non-IFRS terms which have not been subject to audit or review but have been determined using information presented in the Company’s Interim Financial Reports.

2. Normalised Earnings Before Interest, Depreciation and Amortisation (“Normalised EBITDA”) and Normalised Net Profit After Tax and before Amortisation (“Normalised NPATA”) represents the statutory NPAT and statutory EBIT adjusted for one-off expenses including costs associated with acquisitions, costs of employee options and performance rights and the associated tax deduction of these expenses. A reconciliation back to statutory EBIT and NPAT is contained in the Directors Report which forms part of the Interim Financial Report.

3. Normalised numbers have not been subject to audit or review and are based on numbers contained in the Company’s Interim Financial Reports.

Turning Jobs Into Careers

Fri, 30 Aug 2024 18:07:07 GMT

As the Covid-19 border closures swept the globe, Lauren Bruce was forced to cut her working holiday in Canada short to return home to Australia.

To help her weather the Covid storm, she started as an Administration Assistant with PeopleIN’s blue-collar workforce management brand, AWX.

At the time, the job was only meant to be short-term until the borders re-opened. But, proving everything happens for a reason, Lauren has transformed this short-term job into a career and continues to grow.

“That’s the AWX journey – constantly changing, evolving and learning,” Lauren said.

The AWX team quickly grew to love Lauren’s witty spirit, natural passion for learning, and ability to thrive in challenging situations, which saw her promoted to Brisbane Resource Consultant after only a few months.

"Recruitment can be challenging at times, but we’re like a family – we’re really all in it together."

After the Australian borders had been opened for a year the only place Lauren was looking, was forward.

In 2022, she began sinking her teeth into a new challenge as Account Manager, which saw her working closely with clients and their businesses.

“I started account managing when we did the Crisco Foods project last year and really enjoyed the challenge of learning so much about the industries,” she said.

“I like seeing the little parts that make the world go round – because that’s what blue collar is at the end of the day”.

Lauren now manages more than 15 clients throughout Queensland and has over 100 candidates in work each day.

“ I’ve learned so much in three years - a lot about myself and even more about the role.”

Now that Australia is recovering from the pandemic, Lauren says that all she really wants to do is “continue what I’m doing and really nail it.”

“The best thing about AWX is your ability to learn so many different things and the ability they give you to grow.”

Media Release: PeopleIN and TAFE Queensland partner to address critical labour shortage

Thu, 29 Aug 2024 18:03:05 GMT

Thousands of Queensland workers and international TAFE students and graduates across the state and offshore are set to benefit from a new partnership between PeopleIN and TAFE Queensland announced today.

Under a Memorandum of Understanding (MoU), the parties have joined forces to promote labour mobility in Australia to defensive in-demand sectors, as well as deliver placement services to TAFE Queensland’s 125,000 graduates and upskilling opportunities to PeopleIN’s 55,000 strong on-hire workforce.

With skills shortages in Australia almost doubling in the past year, the partnership will bridge the gap between education and jobs. It will provide a clear path to skilled employment in critical sectors in which PeopleIN operates including healthcare, community services, childcare and the renewables sector.

PeopleIN CEO Ross Thompson said the relationship positioned the two organisations to collaboratively address labour shortages in Queensland.

"We’re thrilled to partner with TAFE Queensland to provide labour mobility, employment pathways for their graduating students and to connect our extensive workforce to training and development opportunities."

"This agreement aligns with our commitment to upskill Australia’s workforce and create opportunities for individuals to succeed across metropolitan and regional Queensland, and beyond.”

“Nursing, community services and construction are among the sectors with the greatest skills shortages and we’re leaders in placing workers in these, and other critical industries. Working with one of Australia’s largest VET providers and specialists in training in these areas means we’re perfectly placed to deliver skilled and experienced candidates where they’re needed most.”

“The MoU allows us to deliver on our complete talent solutions offering in which upskilling our workforce and retaining talent are core priorities. It’s an opportunity to give back to our contracted workforce and invest in their careers through formal training,” Mr Thompson said.

TAFE Queensland CEO Mary Campbell said the MOU provided an exciting opportunity to work with PeopleIN to address skill shortages across the state.

“We have 125,000 graduates each year that include students from the Pacific region and many countries globally who choose to invest in their education with TAFE Queensland,” Mrs Campbell said.

"This partnership provides a ready-made avenue to employment for our students and graduates in key sectors across the state. We’re also pleased to provide skills training and qualifications to PeopleIN’s established workforce.”

“Our remit is to deliver quality education and training that enables the careers of our students and development of industry and the best way we can achieve this is to secure employment pathways for our graduates in those sectors."

Sunrise is the best medicine

Wed, 28 Aug 2024 17:56:56 GMT

There’s plenty of evidence about the benefits of getting up with the sun and a new initiative from our nursing agency NNA is helping early risers start the day on the right foot.

Most people understand nursing can be a stressful occupation and one of the best ways to alleviate that pressure is to talk about it. NNA Roster and Allocations Manager Niamh Kearns says that’s the thinking behind the introduction of “Sunrise walks” for their nurses on the stunning Sydney beachfront.

"Nursing is an incredibly rewarding career but, at times, it can be mentally and physically demanding,” Niamh said."

“I'm not a nurse myself, but have heard many stories over the years and thought a social gathering was a nice idea to bring them together to connect and exercise at the same time.

“I love to get up and embrace the day and living in Sydney, the beach gives us such a glorious backdrop to welcome the sun each morning. These walks are a chance to combine chatting and learning from one another all while experiencing the early morning sun in a stunning location”.

The first walk was at Sydney’s Coogee Beach earlier this month and Niamh says she’s planning more get togethers there and at other sites too.

“It went really well and everyone who joined us had a great time,” she said.

“I think they all benefited from walking and talking in a way it’s not always easy to do with non-nurses.”

“But it was also a chance to meet new people and share interests outside of work. We had a couple of people bring their dogs along; they hit it off and went off together to keep chatting over coffee”

Established as a family run business 25 years ago, NNA has grown, in size and reputation, in the years since and today is a highly respected provider of quality nurses across Sydney.

“We’re big enough to have an enviable reputation in the industry and great relationship with our clients,” she said.

“But we’re also lucky many of our nurses have been with us for years. It’s our focus on supporting to enjoy working in a such a rewarding career that has helped maintain these relationships and encourages interest from nurses looking to build their career with us.”

To learn more about NNA, or to apply for a role, visit the website.

Who said never work with animals or children?

Tue, 27 Aug 2024 17:52:17 GMT

From a farm in wet and windy Wales to sunny Sydney and a career in early childhood recruitment, it’s been quite a journey for Expect A Star's Ray Powell.

Growing up surrounded by sheep and cattle gave young Ray an appreciation for the balance between man and the environment which led him to study wildlife ecology and conservation science at university.

Fast forward and Ray and his best mate embarked on the trip of a lifetime to Australia in 2019. For Ray, our unique flora and fauna were a big drawcard and he arrived hoping to launch the career for which he had studied. But it’s a hard sector to crack and he began exploring the country and other industries in which he would work.

Ray says he bounced around call centres and customer service before moving into onboarding with Mastercard in Sydney before a very different opportunity presented itself … right across the road.

“I’d been working for Mastercard for a while when I learned of the role with Expect-A-Star,” Ray said.

“The office was just a couple of buildings from where I was working. I saw the role and, although I’d never seen myself working in Early Childhood education, I saw a great opportunity to start a career in recruitment.

"It’s worked out so well. The Expect A Star team is great, I enjoy the role, I’m learning lots and love living in Sydney!."

And while a young Welshman may not fit the stereotype most Aussies think of for someone working in the Early Childhood sector, he says that picture is far from accurate anyway.

“I guess stereotypically it’s an industry we expect to be filled with women, but I’ve met many male early childhood educators too,” he said.

“We also have a lot of people on student and temporary visas and others applying from abroad to enter the industry here.

“It’s great to see growing diversity in the sector with male educators having influence and presence in early development. Those who join us from overseas also contribute greatly through sharing their culture and experience with their peer educators and the children.”

“We’re helping people enter the industry and gain their qualifications too. We partner with a Registered Training Organisation to help them complete the training hours they need and it helps us grow our candidate pool.”

Ray says Early Childhood education is a surprisingly flexible profession, well suited to people who have commitments to care for their own children, elderly parents and other obligations. It’s also one which has the capacity to move from temporary to permanent roles for people who have the dedication to succeed in a rewarding career.

To learn more about Expect A Star visit them online .

Records tumble as remote nursing popularity grows

Mon, 26 Aug 2024 17:48:10 GMT

The offer of adventure, combined with skills and experience to set nurses up for a successful and rewarding career, has created a record-breaking year for our nursing agency First Choice Care.

Team Leader Remote and Rural, Kayla Willetts, says it’s the blend of unique experiences and career growth which leads many to a contract as a remote nurse. (Like "Leanne", pictured, on the job in Barcaldine in western Queensland).

“A lot join us for the adventure and experience,” Kayla said.

"We place our nurses in locations throughout regional and rural Queensland, New South Wales and Western Australia – places they generally wouldn’t holiday meaning it’s a great way to travel the country."

Kayla says, not only are their nurses paid well and have a chance to experience many wonderful places in rural Australia, but they gain skills they wouldn’t earn elsewhere.

“Working in remote communities is very different to a hospital in a major centre,” she said.

“There are not always doctors onsite where they're sent. Doctors might visit just once a week or fortnight so they need to be multiskilled and having an emergency background is really valuable.

“Working with indigenous communities also prepares them for working with patients from different cultures, how to communicate and to interact.

“The benefit of varied experience is it positions them well to take on more senior roles as their careers progress.”

2022 was a strong year for First Choice Care, with numerous contract placement records broken.

There's always been demand for more health professionals to work in and care for regional communities. Kayla adds that, after the impact of COVID lockdowns on the health sector, many nurses have opted to seek new challenges in their careers. That’s something working remotely supports well.

“It’s a combination of a few things which has led to a tripling of our numbers,” she said.

“We cover travel and accommodation and offer competitive rates and incentives like others in the sector but what we’re told candidate communication makes us stand out.

“When a nurse submits their resume, we’ll call them on that day. We've been told other agencies can take up to two weeks or even not respond at all.

“We make quick contact, take the time to understand what they're seeking and their availability, and then keep them updated throughout the process.

“Nurses will speak with five agencies at once but chose the one that feels right to them. We’re seeing growing numbers of referrals due to how we treat our nurses through recruitment and during their contract and the results speak for themselves.”

You can learn more about working for First Choice Care remotely or in urban centres by visiting them online .

We will remember them

Sun, 25 Aug 2024 17:43:01 GMT

On the 11th hour on the 11th day of the 11th month, a minute’s silence is observed to remember the soldiers who lost their lives fighting in the First and Second World Wars. On this date in 1918 the guns of the First World War stopped firing and the war was officially declared over.

At PeopleIN we honour the men and women who sacrificed their lives for the freedoms we hold dear and we’re also proud to have a number of ex-service men and women working across our Group.

We asked Tony Ricketts (Techforce General Manager, South Australia), David Sapparth (Chief Operating Office of our project management business Project Partners) and PeopleIN Head of Technology, Matt Lecchi about their military careers and what the 11th of November means to them:

Why did you join the military?

Tony - I was in cadets at school before I joined the Australian Regular Army at 15 as an apprentice carpenter. Later, I went to The Royal Australian Engineers as a combat engineer and served for six years.
David - I joined as I didn’t see myself working a desk job, was always up for adventure and I wanted a free degree. I was an Army Officer who served in engineers and intelligence.
Matt – I wanted to get out of my hometown and travel. The added appeal of working in a technical trade and gaining real world experience also drew me in. I was in the Signals Corps which provide communication support to broad segments of the Army.

As someone who served, what does Remembrance Day mean to you?

Tony - It's to remember the sacrifices not only of the soldiers but their families, their communities and to remember the futility of so many lives lost in war. My grandfather also served on the battlefields of France in the Battle of Fromelles and suffered horrendous injuries. It's an honour to serve and represent your country.
David - Remembrance Day is a chance for me to remember all the people I have worked with across Australia and around the world during my service. It’s also a chance to pause and reflect how fortunate my life has been unlike others I have worked with. (It’s also my youngest daughter’s birthday!)
Matt - Growing up it was a way to honour and reflect on the sacrifices made since WWI. However I was deployed to Afghanistan in 2007, so it now hits closer to home when thinking about the sacrifice and loss throughout that campaign.

How did this time set you up for your career after leaving the military?

Tony - It taught me self-sufficiency, how to work in a team, take instructions and how to “serve” others but also to lead from the front when required.
David - I learnt and experienced a lot during my time in the service. Focusing on leadership, an ongoing professional pride, resilience to deal with constant change and the ability to be work effectively with ambiguity have helped me succeed in my current career.
Matt - It’s easy as a young bloke to take the experience for granted but the training equips you to deal with adversity, stressful environments, and to handle pressure. Today I look back and appreciate my time in the Army and the foundation it provided to hone resilience and grit which (not surprisingly) is now a growing learning and development area for people across multiple industries.

Market leading RTW team delivers again

Sat, 24 Aug 2024 17:38:03 GMT

After nearly two years in rehabilitation and multiple surgeries, it’s easy to imagine a worker giving up on the chance of a normal working life. But, due to the persistence and support of the PeopleIN Return to Work team, last month the unlikely became reality!

Cara Zaremski is PeopleIN’s Workplace Rehabilitation Manager and says the greatest rewards for her team come when they’re able to help someone return from injury to support themselves, their family and regain the self-worth they had before.

“It’s more than simply being able to work again,” Cara said.

"Supporting them through physical rehabilitation is part of what we do but psychological support is just as important. I can’t overstate how important it for people to be able to return to their day-to-day lives"

Cara said the case of the employee who had been unable to work for close to two years was challenging but her team worked with him to find a way for him to recommence his career.

“Employing people through our labour hire businesses adds extra complexity as, after an injury, they’re often unable to return to their past host employer on lighter duties,” she said.

“Being told you can’t return to where you worked before can be hard to hear so we move the conversation to mental preparation and resilience while we look for an alternate workplace.

“In this case Joel Kass, Manager Health and Safety for our Techforce business, worked incredibly hard to find a solution and achieved a great outcome.

“The employee has begun work at a new workplace, in a new role where he is actually earning more than was before his injury!.”

“He has a sense of purpose restored, which reflects well on us, on the business where he now works, and our workers compensation insurer is also pleased with the outcome.”

New Paragraph

Talent Spotlight: Olivia Chiarello

Fri, 23 Aug 2024 17:34:42 GMT

"When you think about it, we’re really changing someone’s life."

After starting with AWX as a recruitment consultant in Wollongong 18 months ago, Olivia Chiarello has since been promoted to support the entire New South Wales region.

Led by a passion to connect people with opportunities, Olivia believes she is “really making an impact on the growth of AWX in New South Wales”.

Olivia is acutely aware of how employment can transform people and was originally drawn to AWX because of the career opportunities provided not only to her, but the ones she can provide to others.

“Thinking outside the box is something I focus on," she said.

“I’ve been helping upskill people by finding candidates who may not have extensive skills and placing them in roles where they can grow and which will benefit them in the long run.”

With a background in employment services, Olivia says it's been interesting to learn how recruiting on hire candidates doesn’t end with employment but is also focused on upskilling people to help create new opportunities for them in the future.

"We’re paying somebody a wage, so they can go and live their life. Some have been able to take their families on holidays or while others have seen part-time positions transform into full-time—it’s really exciting"

Her hunger to progress is mirrored in the way she is supporting branches across the state expand their processes towards recruitment.

“I’m enjoying being able to give suggestions and implement new ideas in branches on how they can change their structures of recruitment, because everyone does things differently.”

She is helping her candidates and colleagues grow into future industry leaders and wants people to “shoot for the stars”.

“You don’t really learn until you get outside of your comfort zone – so get out there and explore every opportunity!.”

Concierge service changing lives

Thu, 22 Aug 2024 17:28:03 GMT

The freedom to live independently is something many of us take for granted. For people with disabilities, this presents unique challenges but the concierge service run by NNA Direct Support Service at The Grace in Sydney is helping make this life a reality.

The Grace provides single-level apartments designed to meet High Physical Support design requirements under the NDIS. Our dedicated team of healthcare professionals come from a variety of backgrounds but are united in their commitment to help clients to live in a home that meets their needs and actively participate in the community.

Hyojong Lim has worked in the disability support sector in Australia for the past three years. In South Korea he was employed in a very different industry yet his desire to help others has enabled him to make a big impact in this new sector.

“I previously worked in technology and I’ve always been interested in how tech can help improve lives,” Lim said. “

At The Grace one of our participants is a young man who is very clever but has problems with his fine motor skills.

“Through talking to him about how to improve his standard of living we discussed Siri. He can use it but didn’t have many connected devices.

"We were able to get connected lights and also a Google Chromecast. He is now so happy he can turn on the lights or tv himself without needing to call for help."

Father of three Jho Baconaje has worked in the disability support industry in Australia for the past five years after previously working as nurse in The Philippines. He says enabling participants to have enhanced independence is the most rewarding part of his job.

"We do a wide range of things to support the participants within their homes as well as aiding their access to social activities and involvement in the community,” Jho said."

“Although my Bachelor of Nursing isn’t recognised in Australia, I enjoy this work as I’m still able to use my skills and training to help improve the lives of others.

“I’m also lucky the flexibility of my shifts allows me to work around the needs of my only family. I have three young daughters and most afternoons I can finish my shift in time to pick them up after school.”

PeopleIN achieves record revenue and EBITDA result for FY22

Wed, 21 Aug 2024 17:23:58 GMT

PeopleIN is pleased to announce our annual results for FY22, achieving a record $682.4m in revenue (+53.6% YoY) and $47.2m EBITDA (+23.9% YoY).

Other highlights:

Strong organic growth contribution of +15.9% to revenue and +10.5% EBITDA.
Performance underpinned by our diverse reach into high demand and defensive employment sectors, including healthcare, professional services, early learning, infrastructure and food services.
99.5% of our EBITDA was converted to operating cashflow.
Solid performance from the four brands that joined the PeopleIN family in FY22 (EBITDA contribution of $6.6m). M&A pipeline remains strong – healthcare and community and professional services government contracting. Balance sheet capacity of circa ~$30m to execute on strategic opportunities in FY23.
Operating conditions continue to be positive, given the strength of the employment market (3.4% unemployment) and unprecedented demand from clients that are operating in defensive sectors.
Launched our three-year strategic plan with a focus on cross-selling, international recruitment and the continued investment in an international nursing network.
FY23 earnings guidance with normalised EBITDA of $62m - $66m based on the continuation of current economic conditions.

This result is off the back of five years of double-digit compound growth in revenue, EBITDA, and earnings per share.

We're also exceptionally proud of achievements across our Shared Value pillars; First Nations, Sustainability, and Equity & Inclusion:

750+ First Nations candidates placed
4.8 millions trees planted
35,000+ hours provided to NDIS participants

Thank you to our clients, candidates, shareholders, and most critically our people on this excellent result. With FY23 well underway, we’re looking forward to another year of strong performance.

Inventiveness brings home the bacon for performance

Tue, 20 Aug 2024 17:16:04 GMT

Centuries of tradition have melded with modern trade supplies for a performance to remember at Kingaroy’s BaconFest.

Workers from Solomon Islands, Samoa and Kiribati, employed by PeopleIN’s labour hire solutions business FIP Group, performed traditional music and dance at the South Burnett’s popular annual event for the meat processing industry. The performance also showcased FIP Group’s commitment to the welfare and wellbeing of their employees, with community integration a key part of their Community of Care model .

For Solomon Islanders like Richie Isu, sharing the culture of his homeland filled him with pride but it required some ingenuity to bring their unique sound to the BaconFest audience.

“Bamboo is the material we traditionally use to create our instruments but it’s not easy to find in Kingaroy,” Richie said.

“So, instead, we bought PVC pipe of different sizes from Bunnings and then cut and shaped it to create our instruments. During our performance some of these were then hit with thongs to create a sound similar to the one we make with bamboo.

"The crowd loved our performance and the ones by the Samoan and Kiribati performers too. It made us all very proud to see the interest in our cultures."

Richie, from Solomon Islands’ Malaita Province, has been in Australia for a little over a year. A qualified lawyer in his homeland, he explained his decision to move to meat industry in Australia was due to the need to support his family.

“In Solomon Islands our extended families are very close,” he said.

“My older brother has seven kids and, when he had a heart attack a couple of years ago, he was no longer able to work. Working as a lawyer isn’t like it is in Australia and I need to make regular money to support my family so I moved here

"We think of Australia as being a ‘land of opportunity’ and it has been good to me since I came here. I’m moving up in responsibility and the community has welcomed us with many of us are playing soccer and rugby and spending time with our colleagues outside of work."

If you’d like to find out more information on FIP Group, check out the website and follow them on LinkedIn .

FIP Group worker helps “river babies” star at Fijian nationals

Mon, 19 Aug 2024 17:10:54 GMT

When Rosivela “Ross” Dresu arrived in Australia from Fiji in 2020 he knew he would work hard. After all he was here not just to make a better life for his family but to represent his village and his entire country.

Two years later, the work has been tough but Ross says he and others from his village and other neighbouring communities are among the most respected workers at Bindaree Beef (on of FIP Group's valued partners) near Inverell in New South Wales.

“It’s difficult being away from our families but it’s important we know they and our communities appreciate what we are doing,” Ross said.

"I have four children and my youngest was born while I was here. My father worked away for months at a time when I was rowing up and I hope one day my children will understand why I’m away now."

“I was lucky to come to Australia because unemployment is eighty percent in my village and there is no Centrelink. If you don’t work you don’t have money.

“In my first few months at Bindaree I did a good job and my boss asked me if I had brothers or friends who could come and work hard like me. I knew there were boys at home who would understand the opportunity so I spoke to the village elders.

“When these boys were sent to Australia they first spoke to the Chief and the village elders. They told them you are going to Australia and representing the government, the village, your family.”

Ross says there are many ways he and his countrymen support their community through sending money home. Houses have been built, there are plans for a new church and children have opportunities that wouldn’t have otherwise existed.

“There are a group of young swimmers at one of our schools who are very talented but couldn’t afford to attend the national championships,” Ross said.

“In my village ninety percent of the people work in tourism but with very few tourists they have no money for things like this.

"They train in the river and most had never swum in a pool before; that’s why they’re called the ‘river babies’. Along with their parents and local businesses, we were able to support them to get to the nationals and they won many gold medals between them!."

As one of the more experienced workers, Ross meets with the younger men each Sunday to talk about how they are going. He reminds them of why they are in Australia; how their parents worked hard for them and now it’s their turn. He’s also very proud of what they’ve achieved.

“In Fiji they couldn’t find work but here they are among the top workers. They’re making the most of their opportunities and because they have shown what the people of Fiji can do, 11 more will come here to work this month.”

Perigon’s brand refresh melds heritage with modern

Sun, 18 Aug 2024 15:58:48 GMT

Perigon Group is our market leading specialist recruitment firm offering full spectrum recruitment for finance, accounting, administration and IT oriented roles.

Perigon joined PeopleIN in February and we soon began a project to refresh the brand, its key assets and its presence in the market.

Managing Director Nigel Barcham says Perigon has grown enormously since it was founded in 2010. He said it was important the refresh demonstrated this evolution yet retained the character for which it has become known.

“We’ve retained the legacy and heritage of our original identity, but given it a contemporary and modern twist,” Nigel said.

“The logo has been sharpened to reflect a bold and ambitious new era in which we foresee sustained growth for the business.”

Head of Marketing and Communications Craig Thomas said PeopleIN and Perigon Group worked collaboratively together to bring their brand into 2022.

“Bold colour replaces muted tones, better representing the brand’s passionate and highly driven team spirit,” Craig said.

“Throughout this journey it was important we balance retaining the brand’s history with a new, modern feel and I think we’ve done that well.”

Timberwolf: planting 700 football fields of trees in a month

Sat, 17 Aug 2024 15:53:20 GMT

Think about the satisfaction you get from planting a small garden in your yard. Then imagine being part of a project in South Australia planting 400,000 trees in just a few weeks!

Timberwolf is Australia’s largest contract planting business, putting around 7 million new trees in the ground every year.

National Operations Manager Callum Sharp says the speed and efficiency of their teams allow them to plant an enormous number of juvenile plants in a very short space of time.

“We’re currently completing a job in Robe, South Australia where we’ll plant 400,000 plants over an area equivalent to 700 football fields and we’ll do it in around a month,” Callum said.

“It’s hard, physical work but when you when you finish your day and look back at what you’ve achieved, it’s incredibly satisfying.”

Callum said they undertake a wide variety of projects and have teams operating across the country.

“We’ll have a minimum of 10 jobs happening on any one day. They might be small jobs on median strips or for commercial landscaping, through to large ecology projects like revegetation, bioretention basins and wetland planting.

“Bush Regeneration and ecological projects are special. Re-establishing food habits for koalas and doing bio-retention work to keep creeks and waterways is really rewarding.

“We’re seeing growth in that area as well as in carbon offset as companies recognise the rewards from not just playing their part in sustaining our environment but also reap the tax benefit to their bottom line.”

If you’d like to learn more about Timberwolf visit their website or check them out on LinkedIn .

Talent Spotlight: Justin Arile

Fri, 16 Aug 2024 15:34:51 GMT

After the frantic pace and stress that comes with being surrounded by close to two million people in Philippines capital Manila, a move to the tiny, relaxed tourist north Queensland community of Airlie Beach would be culture shock for many. But for Vision Surveys’ award winning Graduate Town Planner Justin Arile, it feels like he’s found home.

On completing a Bachelor of Architecture in 2010, Justin worked as a licensed architect in his homeland for nine years before to moving Australia. In 2020 he enrolled in the Master of Planning and Urban Design at James Cook University. Last month that proved a great decision when his hard work and talent was recognised by the Planning Institute of Australia who presented him with the student award for Best Overall Performance in Master Planning and Urban Design.

Justin said the move to Australia was prompted by a desire to grow his skills and knowledge and he has found willing mentors at both university and the leadership at Vision Surveys.

“While building my career as an architect in the Philippines I decided I wanted to complete a Masters in Planning and Urban Design and the chance to do that in Australia was very appealing,” Justin said.

“I studied and had a lot of jobs including working in a hotel, as an online shopper at Coles – I even drove a tuk tuk as part of the tourist industry here in Airlie Beach! My lecturer knew I was working three jobs and still getting good grades and told me she was proud to nominate me for the award. I still didn’t think I’d have a chance of winning and was a little stunned when I did.

“Since joining Vision Surveys as a Graduate Town Planner in April I’ve also had wonderful support from my managers, Lee and Andrea.

It's a busy office but they're great at keeping the environment relaxed and it's the perfect atmosphere in which to learn.

Justin said he's enjoying combining his skills in architecture and planning and has fallen in love with the lifestyle he has found in his new home.

“My background in architecture have helped me a lot and it’s already allowed me to take on some larger projects,” he said.

“Unfortunately my architecture degree isn’t recognised in Australia so I’d like to study further.

I see my future with Vision Surveys as I enjoy working with a great team and I love the Airlie Beach lifestyle and community.

“Of course I miss my family but I definitely don’t miss Manila! But technology today is so good that I can phone my Mum every day and video chat with her several times a week.”

Vision Surveys and everyone at PeopleIN is incredibly proud of all Justin has achieved in his short career with us and we look forward to supporting him to achieve even bigger things in the future!

PeopleIN welcomes tech entrepreneur, Vu Tran, to the Board

Thu, 15 Aug 2024 15:28:32 GMT

PeopleIN is pleased to announce the appointment of Vu Tran to the PeopleIN Board - effective 1 July 2022. Vu joins PeopleIN as a Non-Executive Director, bringing a wealth of highly complementary experience and entrepreneurial thought leadership to the PeopleIN Group.

A medical professional and tech entrepreneur, Vu is the co-founder of Go1 - a venture capital-backed, e-learning company, recently valued at $2BN USD.

With approximately 5 million users worldwide, Go1 is a single online learning solution for organisations and individuals using the world's most comprehensive online library of learning resources developed by leading learning providers.

Vu’s skillset in leveraging technology to develop innovative solutions at scale will be invaluable to PeopleIN as it solidifies itself as a leader in the provision of technology-enabled talent solutions.

In addition to Go1, Vu is a practicing GP, with a Bachelor of Medicine/Bachelor of Surgery (MBBS) from Bond University, and a Fellowship with the Royal Australian College of General Practitioners (RACGP). Working as a doctor for over 10 years, Vu understands first-hand the demands of the healthcare sector and what community and aged care look like on the ground. His understanding of the evolving role technology plays in this space will complement PeopleIN’s expanding service capability across these key growth sectors.

As part of FIP Group’s market-leading approach, each team of workers is supported by an Onsite Account Manager, who often lives within the local community, as well as a Team Leader, who is often a respected elder within the community and can provide ongoing support along with a sense of connection to home. According to FIP Group’s Chief Operations Officer Kylie Henningsen, this approach sets FIP Group apart from its competitors, which typically have just one person looking after multiple different sites.

“I look forward to bringing my experience in technology, healthcare, community care, and growing business at scale to the PeopleIN Group.” – Vu Tran

As a member of the PeopleIN Board, Vu is keen to delve into the transformational role that PeopleIN plays in people’s lives. The ability for candidates, as well as employees, within the PeopleIN Group to stay within the same company for the duration of their working life, while upskilling and moving between roles is, as Vu says, a degree of mobility rarely seen in the Australian market.

Vu is proud father of two young children and the son of Vietnamese refugees, whom Vu credits for instilling his strong sense of learning and upskilling. Vu also sits on the board of Sporting Wheelies - an organisation that helps people with a disability access sport, recreation, and training.

Vu Tran : https://www.linkedin.com/in/vutrango1/

Go1 : http://www.go1.com/

How FIP’s Industry-Leading Community of Care Model Supports Workers Through Community Integration

Wed, 14 Aug 2024 15:20:14 GMT

FIP Group’s unique Community of Care Model provides end-to-end support for its workers coming into Australia on the Pacific Australia Labour Mobility (PALM) Scheme and is so well regarded that the federal Government is progressing plans to adopt it as the standard model of care for Pacific Labour Facility (PLF).

Dedicated to the wellbeing and care of the communities that they operate within, FIP Group has developed a comprehensive circle of support and protection for its workers – which focuses on equal conditions, compliance and transparency, care and responsibility, and closing the gap. Welfare is provided for all workers by an onsite team and FIP Group’s team of People, Performance, and Welfare specialists. This unique model offers peace of mind for employers, by providing safe and equitable employment solutions within the context of a highly motivated and diverse workforce.

“We actually have someone who is there at work every day with the workers, for them to go and talk to,” says Henningsen.

“Because our Onsite Account Manager is there, they actually build these really deep and meaningful relationships with the workers and can then start to expand out, and get involved, in the local community.”

This support system is complemented by FIP Group’s pioneering Community of Care Model, which creates linkages to community, sporting, and welfare groups to help workers find support, care, and connection within their new communities.

“Our Community of Care Model provides a way for workers to cement themselves and create a second home away from home, by connecting them with local diaspora groups through sports, music, and church-based communities”

“The core idea behind this Community of Care Model is for FIP Group to build opportunities within the communities that they are working with. Providing training to become an Onsite Account Manager, for example, helps to create dual opportunities for both local and international worker communities.”

Awarded with accreditations such as the StaffSure Certification and offering ongoing, personalised support for workers from the Pacific Islands through its commitment to education, wellbeing, welfare, and protection, FIP has established itself as a market leader in the global Pacific Australia Labour Mobility (PALM) scheme. This is a position that has attracted both employers and workers alike.

PeopleIN is thrilled to have recently acquired FIP Group and looks forward to being a part of the continued success and expansion of this supportive network and its global workforce community in 2022 and beyond.

PeopleIN Boosts Contractor Workforce By Over 25%

Tue, 13 Aug 2024 13:05:32 GMT

Today PeopleIN has expanded its contractor workforce by more than 25% by welcoming Food Industry People Group Holdings (FIP) to the PeopleIN family.

FIP specialises in providing workforce solutions to solve critical labour shortages primarily in the food services sector through the Pacific Australia Labour Mobility (PALM) Scheme. Where there are not enough local workers available, the PALM Scheme focuses on filling Australia’s current high-demand labour gaps with skilled workers from nine Pacific Island countries and Timor-Leste, whilst also providing a vital and sustainable lifeline to families and communities back home.

Over their 16-year history, FIP has grown to be a national leader in workforce solutions under the PALM Scheme, with ~4,500 people in work. The support and protection of workers is paramount to FIP, with market-leading welfare initiatives along with well-established local community engagement programs. FIP provides a dedicated pastoral care program which includes providing workers with access to accommodation, transport, healthcare and connecting workers with local community services, churches and sporting clubs.

"PeopleIN has acquired an at scale international recruitment engine room to be leveraged by our defensive growth sectors, including food services, healthcare, manufacturing, and aged care. Our investment in the PALM scheme will help solve the significant skills shortages faced by our clients, and the broader market, by bringing in skilled workforces at scale”, - PeopleIN CEO, Ross Thompson."

FIP Group CEO, Brad Seagrott, will join the PeopleIN executive leadership team and continue to grow the business, with further growth opportunities now available through PeopleIN’s greater service capability and infrastructure.

“It was critical for FIP to join a company with strong value alignment on delivering for Australia. As the largest ASX-listed talent solutions company in Australia, PeopleIN provides us with greater capability and infrastructure to support our continued growth within the food services sector as well as into new markets” says Seagrott.

As part of the deal, we'll also be acquiring Revmax, a complementary business that works with Australian businesses and recruitment agencies to navigate the maze of government funding for the employment of staff.

If you’d like to find out more information on FIP, check out their website here: fipgroup.com.au

Upskilling nurses in a post-Covid world

Mon, 12 Aug 2024 12:59:35 GMT

"The challenges are not just ours, they’re Australia-wide challenges, but we have programs to help people get back on track."

The last few years have been fraught with challenges for our health care professionals. Despite leveraging our geography to minimise the impact of Covid-19 in Australia, the people who keep our healthcare system humming along - our nurses - have felt the brunt. For nurses, the knock-on effect of Covid-19 is longer lasting and hits in surprising ways. New graduates, recent graduates and their nursing colleagues are faced with navigating a changing landscape.

Jacqualine Apps, Education and Training Director of the Australian Healthcare Academy (AHA), explained some of those challenges and the exciting opportunities for nurses looking to upskill in 2022.

The current climate

Nurses graduating in the last few years have found it difficult to find placements, which affects not just the individual but also the number of nurses in the workforce. Failing to secure a placement upon graduating delays integrating into the workforce, and leads to deskilled nurses.

"Because of Covid, placements are all out of whack everywhere. Once you miss intake you’re really on that spiral of making it difficult. You’ve got to wait for the next round of intake. You wait for another 6 months and you’ve got new graduates. People are more likely to take on new graduates. The 6-month-old graduate is de-skilled."

Complicating matters are the requirements for registration. ’If you don’t practice within the first two years - 150 hours within the first two years of you graduating and not registering, you can have conditions placed on your registration. A lot of people are in that vacuum.’

At AHA, Jacqualine has found nurses need support in different ways to ensure their skills meet the industry requirements. ‘You’ve got some people who have never practised, people who need a refresher, people who have only been in a GP practice, mental health, or Covid clinic.’ For those who went directly to a Covid clinic post-graduation, Jacqualine says as the Covid clinics are closed, these nurses will require upskilling to find their next job.

Supply and demand

At AHA, ensuring enough nurses workforce ready remains a key goal for 2022 ’The demand for nurses outstrips the number of nurses that we have.’ Jacqualine explains ‘Hospitals are telling me they used to get 300 applicants for 6 positions, now, they’re not filling many graduate positions.’

The importance of being work ready

‘If you have deskilled nurses out there, their chance of harming someone or making an error is quite high.’

"At AHA, we develop staff to feel confident and comfortable in a supported environment.’ Implementing systems for placements including a buddy, ongoing support via on-site educators and skill-specific programs such as a theatre program."

Closing the skills gap

For those looking to upskill in 2022, Jacqualine and her team at AHA have exciting opportunities including increasing day program offerings, online day programs, micro-credential units, aged care support, community service and more.

‘We’re very much focused on providing people with enough information. If people have questions, come forward and ask. Sometimes people call us and they just want advice. We don’t pigeon-hole people into a particular program, we chat through what they need and develop an individualised program.’

Learn more about AHA here.

Talent Spotlight: Sian Slowik

Sun, 11 Aug 2024 12:50:16 GMT

"The environment helped shape who I am."

Sian Slowik is part of a passionate team helping to restore natural environments via bush regeneration and planting projects. Timberwolf team members, collectively known as 'the wolf pack', work on a wide variety of projects, from wetlands to forestry (and everything in between) Australia-wide, year-round.

We caught up with Sian to learn about her career journey and what makes working for Timberwolf special. ‘I originally started in hospitality. In 2018, ‘we moved from Melbourne up to Queensland.’ Needing a career change, ‘mental health was a huge part', and loving the outdoors, applying to Timberwolf was a no-brainer.

Despite the appeal of an outdoor office, there was a steep learning curve from home gardening and VCAL school projects to planting trees all-day. ‘I thought if it’s anything like that it'll be easy, but it’s completely different and a lot harder.’

The new environment - both the natural and alongside her new colleagues - was impactful. 'My self-image has drastically improved.'

"I wasn’t a very confident person within myself before joining Timberwolf. The work environment is one of a kind. I’ve never worked in any job that is even remotely close to what Timberwolf is like."

Sian’s talent was identified early. After 6 months ’I moved up to crew boss' (site supervisor.) ‘Which taught me a lot. I’ve been able to go further from crew bossing. I ended up training people as well. Teaching them how to plant onsite and prevent injuries, eventually moving into management.’

These days she mixes HR work from home with onsite work, managing staff and training the next-gen of tree planters. Days in the field can be challenging ‘I’ve done days of 10 - 15 staff onsite a day which will be hard when they’re all planting 2,000 trees a day.'

The opportunity to get fit is a perk of the job and physical fitness is now a priority outside of work 'I wasn’t the healthiest person coming into this job.’ These days when not out in the field ‘working out is a big one. It’s a very physically challenging job. On a day where you use what we call a heavy shovel, that alone is 7 kilos and you can be carrying 20 - 30 kilograms of plants.’

The wolf pack culture is unique and strong she says, like family.

"We’ve got friends from all over the world. It’s tough workers, you’ve got to be resilient, have to want to push your limits, and challenge yourself. You bring that with your friends on site, you push yourself."

Her advice for someone considering joining or new to Timberwolf?

"Stick with it, keep going. Don’t give up in your first couple of weeks because you don’t know where you’ll end up. On my first day, I didn’t even do a hundred plants. I can tell you all about the job, but until you’re onsite you won’t understand."

"It shapes who you are really."

Partners on Country: Harnessing talent and building careers.

Sat, 10 Aug 2024 12:43:47 GMT

Each year the third Thursday in March (17th of March, 2022) marks National Close the Gap Day . A day that aims to reduce the widening gap of life expectancy and health status between Aboriginal and Torres Strait Islander peoples and non-Indigenous Australians.

We’re acknowledging the significance of National Close The Gap Day with the positive work underway by Partners on Country. A 50% Indigenous-owned joint venture between leading Indigenous employment firm, On Country Workforce Solutions, and our AWX, one of largest blue collar workforce agencies.

"General Manager of Partners On Country, Luke McFadzean explains the partnership was created to facilitate and provide Indigenous employment opportunities, and in its 12 months of existence ‘has opened doors which traditionally we wouldn’t be able to open."

Working alongside Kelvin Dunrobin, Director of Indigenous Participation, and Jason Pfingst, Director of Indigenous Business Development, the team are working with a large range of clients spanning government to rural agriculture.

The focus

A focus of Partners On Country has been connecting with locals, with Dunrobin playing a pivotal role as an Indigenous leader in North Queensland. This connection to the local community has paid dividends when projects with major clients need labour.

McFadzean says that having local workers available helps to secure contracts and was a strategic advantage for a recent large contract. ‘It’s up in Shoal Water bay in North Queensland. We secured the Indigenous labour-hire contract on that project, that’s through a combination of us being the local business there; our join venture partners are based out of Rockhampton.’

"Workers on projects are not limited to the life-cycle of the project either. Partnering with registered training organisations (RTOs) and putting workers through training, McFadzean explains, has 'given them [Indigenous candidates] tickets that they can take with them post-project to future projects that they can work on"

Meaningful work

While the project in North Queensland has been one of the larger projects to date in terms of scale and scope, McFadzean says one of the most meaningful is an agricultural project providing labour for a cattle station owned by an Indigenous Community in North Queensland.

"Standard labour-hire would not have the opportunity to work with a company like that, but with our Indigenous Partners on Country, we were able to partner up with those guys. We’re running anything from 10-15 workers out on that station, and that’s a nice partnership because you get to bring the young lads through and provide them with the opportunity to get involved in the work routine and meaningful employment."

Success stories

With age ranging from 17-year-olds in their first job through to 40-year-olds, the cattle station project has already birthed a success story with one young worker starting his own business and contracting back to the company.

‘It is very rewarding for those guys that get that opportunity to change things for themselves.’ McFadzean says that ultimately, it comes down to ensuring that ‘our workers always feel valued and respected.’

"At the end of the day, everyone deserves an opportunity." - Luke McFadzean."

Following such a successful first year, the team is primed to continue strengthening local communities with employment opportunities throughout 2022. Find out more about Partners On Country by visiting www.partnersoncountry.com.au

Celebrating International Women's Day 2022: PT II Speaking up to #BreakTheBias

Fri, 09 Aug 2024 12:36:33 GMT

PT II Speaking up and breaking the bias for good

In the second and final part of our series, we’re bringing home the theme of breaking the bias with four of our female leaders at PeopleIN - four leaders out of a total 67% female workforce and 60% female leadership team at PeopleIN - we’re proud of the pioneering work we’ve done, but acknowledge there’s further to go to #BreakTheBias.

So how do we start to break the bias?

"Education and awareness are where it all begins. People being aware that we all have these in-built biases. Reflecting on your own bias and reflecting on how that works and where it works and ensuring that you educate yourself around impacts." - Erika Thompson, AWX."

Julie says navigating career and caregiver responsibilities is still a challenge for many women ’you get into that cycle as a woman, if you’re at work you feel a bit guilty, if you’re at home you feel guilty you’re not doing your work.’

"The allies that now exist across the AWX and the conversations that are happening, that’s how we start to drive that real change." - Erika Thompson, AWX"

"Speak up, don’t let yourself be walked over. Ask for respect. You can do it nicely, it doesn’t have to be defiant." - Catherine Rivard, Timberwolf "

All four women agree that PeopleIN fosters an inclusive environment, where individual and different talents are recognised, and where women can develop careers in leadership.

"I think it’s amazing just to be part of such a great organisation that has a lot of really strong females inside our business."- Julie Kirk, Halcyon Knights."

"It’s a healthy work environment, where women can say and do what they need to to get their job done. There are absolutely no limits. It’s a healthy environment to have a voice. It’s encouraged to have a voice." - Ariella McQuinn, ISS ."

PeopleIN is committed to a gender-equal world.

A world free of bias, stereotypes and discrimination.

A world that's diverse, equitable, and inclusive.

A world where difference is valued and celebrated.

Together we can forge women's equality. Collectively we can all take action for equality and #BreakTheBias .

International Women’s Day official site.

Celebrating International Women's Day 2022: Becoming a leader & representation

Thu, 08 Aug 2024 12:27:53 GMT

IWD 2022 Pt I Becoming a leader & representation

The theme of International Women’s Day 2022 is #BreakTheBias . Aimed at collectively shifting the balance towards equal rights, this year's theme is a powerful reminder that there is still work to do.

‘Women are underrepresented in key decision-making roles across almost all industries in the Australian workforce.’ - WGEA

Each year the Workplace Gender Equality Agency (WGEA) publishes a Gender Equality Scorecard, based on a range of findings from the previous 12 months. It’s sobering to consider that despite making up over 50% of the workforce, women fill less than 20% of executive roles. Women comprise 32.5% of key management positions, 28.1% of directors and 14.6% of board chairs .

"At PeopleIN we are proactively working to combat these statistics and as of IWD 2022 can proudly report that 60% of our leadership roles are held by women, with a total 67% of our workforce comprised of women."

‘To explore the 2022 theme a little deeper, we sat down with four of our female leaders who are thriving in traditionally male dominated industries. Erika Thompson, Operations Manager of AWX, Julie Kirk, People and Culture Director at Halcyon Knights, Ariella McQuinn, Division Head of Talent, Industrial and Specialist Services (ISS) and Catherine Rivard, General Manager at Timberwolf.

We discuss leadership, their career journey to date, female representation in the industrial, technology and agriculture spaces and how to break the bias in 2022.

Erika Thompson - Operations Manager of AWX

Erika started her career in recruitment while living in the UK and although lacking experience found herself working for a huge recruitment company. She worked her way up from consultancy to general manager.

"The CEO was a woman. I had a lot of strong female mentors.’ - Erika Thompson."

Erika says improving female representation is about ‘Supporting, mentoring, empowering.’

In 2007, when she joined a staffing provider in Queensland, it was a team of five guys. ‘I jumped onboard as the only female in Queensland and then it was about empowering the other ladies that came through the business as well.’

Flash forward to AWX, Erika says, "There’s a nice balance in terms of males and females. There's a lady that works alongside me - she started in reception. We identified the talent and she’s now account managing some of our major talent. It’s just making sure that for the people who come through, we are absolutely supporting and mentoring their journey and their career as well."

In 2021 Erika connected with her old manager and reflected on the role she had played 20 years earlier, ‘She was amazing, and I think that sort of started that for me.’

"I’ve never thought of being a female in recruitment or being in a male-dominated industry. I’ve been very fortunate that I’ve had really good support all around me, throughout my career.’ - Erika Thompson, AWX."

Catherine Rivard - General Manager of Timberwolf

Catherine from Timberwolf planted trees back home in Canada during university holidays to pay for her course. She says she never meant to stay with tree-planting long-term - but upon migrating to Australia, "I did some project management and somehow ran into this little start-up."

That was in 2015. That ‘little start up’ was Timberwolf, now helmed by Catherine as General Manager.

In the Agriculture, Forestry and Fishing sector women make up 36% of employees and 19% of managers.

"There’s not a lot of women in the industry. You have to work twice as hard to be respected. You have to be firm. You have to be strong-headed. People will be watching you more than if you were a bloke." - Catherine Rivard, Timberwolf."

For Catherine, supervisors on site are more likely to be women. "We hire a lot of women. They have a different style of planting." Improving representation is also a matter of offering a different approach in the onsite work environments, which she says people need to get used to, "I tend to lead more with kindness.

" Julie Kirk - People and Culture Director at Halcyon Knights

Early in her career Julie from Halcyon Knights was also looking to pay her university expenses for her Sports Science degree and took a role at an e-learning start-up. She became an assistant to the CEO and executive team. "I fell into HR by virtue that they were growing and needed someone."

Julie says male colleagues identified strengths in how she worked with people and advocated for her to take on the challenge of setting up a HR function for the growing business.

When she arrived at a career crossroads after over a decade working in tech in the UK, she says she "either had to go back into a UK focused-job or go bigger. I decided to go bigger and came to Australia in 2010."

Julie believes improvement in female representation can be best achieved through equal distribution of males and females across roles and "promoting better role models through what we do."

"Enabling women to access the industry faster and at source, is key from a technology standpoint."

Historic themes persist however, "the lower jobs tend to be held a lot more heavily more by women, and there are males still at the top - even though it’s still a primarily female function.

Ariella McQuinn - Head of Talent (ISS)

Ariella, Division Head of Talent in the Industrial and Specialist Services (ISS) worked on an ATSIC contract, as a leasing consultant and ran a junior civil construction desk early in her career.

The Global Financial Crisis of 2008/2009 triggered a career change "I got headhunted to go over to Workpac." She moved through sales, business development and following time off to have kids, returned to a new role in the internal talent acquisition team.

Ariella joined PeopleIN in 2021 as Head of Talent for ISS;

"My role has a huge influence on new staff coming on-board, so I'm definitely an advocate to increase awareness and to give females platforms throughout the recruitment process."

In conjunction with internal roles, she says it’s also important to consider "how females are represented in our clients' roles."

In the industrial space, Ariella says talent identification processes have prompted positive shifts, which Erika at AWX re-iterates as vital to improve representation. "I don’t go putting my hand up and saying ‘I want that job’, I’ve been fortunate that I've had that ability and proven myself and then I get the tap on the shoulder and go ‘right we’ve got this role we’d like to move you into that role.’"

Since joining PeopleIN in mid-2021 Ariella says the piece that she's most impressed about is our female representation in our blue-collar industries.

"That comes down to the direction from leadership in making those opportunities available to females."

Things are changing - all four women agree - and there are positive, collaborative movements afoot in these traditionally male-dominated industries, such as the Halcyon Knights Women in IT LinkedIn group which boasts 12,000 members.

The Women in IT group has proven to be a successful platform to vet employers and encourage inclusivity. "Post-sharing, particularly opportunities that are important for people to be across. Sharing that within the industry, that this organisation is a positive and inclusive employer for anyone interested." - Julie Kirk, Halcyon Knights

Read Part II: Breaking the Bias

#BreakTheBias

'Break the bias' Cover art by Dominique Falla

Talent Spotlight: Marlyn Soulakelles

Wed, 07 Aug 2024 12:02:14 GMT

"Developing our internal team - that’s going to allow more growth - individually and also as a business. This, in turn, will create better outcomes for them, us as a business, and our clients. That’s exciting to be able to do that."

We recently caught up with Marlyn Soulakelles to discuss her new role as General Manager of Edmen, and her long career with the company.

‘I started when I was 22, in 2004 as a service coordinator for Edmen. Oversaw the team then moved into the operations manager role.’

When Edmen was acquired by PeopleIN 3 years ago ‘I stepped into a business improvement role. I became business improvement manager for health and community.’

The focus was straightforward, ’consolidating processes across all of the nursing agencies and streamlining all of their processes and systems so they were working in alignment with each other.’

Moving into the role provided the opportunity ‘to have my stamp on it but having that final say as well.’

"I was able to make such a difference to the people that I was leading and also our clients that we were supporting."

On being community-oriented and driving community outcomes Maryln says ‘We’re able to support vulnerable people. We’re not on the front-line, but we’re able to support them in a much bigger way.’

This year, the goal she says is ‘Looking at the opportunities we’ll be able to create with our fresh, innovative staff.’ and ‘fortifying Edmen's role in the sector.’

In addition, a key part of 2022 growth will be open collaborations with clients ‘to reinforce the value of our partnership.’

On what makes Edmen a leader she says, ‘it’s the values that we have as a business.’

"We get to know what our client's requirements are so that we’re able to match our business to their businesses processes."

"It’s a seamless connection. People wouldn’t know the difference between an Edmen staff member and our staff."

‘Ultimately, we’re passionate, it’s the passion that we have to ensure that we deliver a service that supports the people who most need it. I believe that is what makes us a leader. It’s not just labour hire. It’s a genuine partnership.’

For this passionate Mum of two, beyond her dedication to her work, it’s all about family and finding balance in nature. Enjoying quality time with her immediate and huge extended family is a priority; soaking up nature via bush walks and finding new waterfalls to swim in ’As a family, we just love spending time together. It’s creating the memories and the experiences.’

Talent Spotlight: Fatuma Kasim

Tue, 06 Aug 2024 11:53:15 GMT

Fatuma Kasim hasn’t been in her new role as Recruitment Consultant for SwingShift for long, but as someone who is ‘always open to developing my skills and growing as an individual.' She’s landed in the right place, as SwingShift work in the niche space of recruiting mental health nurses.

Fatuma says she was naturally drawn to the role following working in recruitment for a year prior, and her new role fulfils a career goal.

‘I’ve always been interested in the health care sector, just thought that would be a rewarding career to get into.’

She says the thing she likes most about the sector is ‘being able to help others, being able to help them to get a job. Understanding their needs.’

The primary role responsibility is to recruit mental health nurses. ‘We bring on the nurses then we pass them on to the allocators and they put them into different hospitals.’

Nurses in temporary contract work play a vital role in keeping mental health hospitals operating efficiently, and despite post-lockdown staffing challenges impacting many industries Fatuma says ‘With the nurses, I don’t think there’s much change.’ There is always a need for professional nurses ‘I don’t think it has been affected by covid.’

At the heart of Fatuma’s role is 'helping them with the kind of jobs that they need.’

Successfully recruiting nurses relies on the recruitment consultants and excellent communication. As Fatuma explains ‘it just depends on the way we advertise the role, the way we market to our nurses.’

For those considering a career in recruitment Fatuma’s advice is simple, ‘it’s definitely a rewarding career. Definitely, something that’s worth it at the end of the day.’

Talent spotlight: Adam Mauceri

Mon, 05 Aug 2024 11:49:02 GMT

Adam Mauceri is a Senior Consultant at Halcyon Knights. He started working with E-Career in 2011. Since then, E-career merged with Halcyon Knights following PeopleIN’s acquisition of the company in early 2021.

"It was a real breath of fresh air. It was definitely a positive move for myself."

‘It was a smooth transition, it was a positive transition.’

‘We’re still in the migrating process. We’re still operating as our separate brands, obviously transitioning to the HK brand.’

Although he’s worked in both contract and permanent recruitment, it’s contract recruitment that he favours.

‘I’ve naturally gravitated to quicker turn arounds, speedier delivery.’

With permanent recruitment ‘you put a lot more pressure on yourself every month because you are starting from scratch. When you’ve got territory out there you can relax a little bit, you can be a bit more picky, a bit more choosy.’

Adam believes a key to success when managing a candidate pool is spending time on relationships.

" You need to be upfront with them [candidates], you need to be honest with them, you need to build that trust with them. "

" If people like you and trust you, people are going to buy into you. "

That work in relationship building has translated into $279,000 in client billing revenue.

‘I have been working hard over a number of years. To get those numbers, and consistently build those numbers, I’ve always found it easier to be a strong contract recruiter as opposed to a permanent recruiter.’

‘A lot of that has come from groundwork over the last 3, 4 years of building building building contractors. So, therefore, getting these numbers has been a lot easier.’

On maintaining the relationships Adam says ‘you need to be able to have hard conversations with candidates, and with clients.’

‘It just comes down to how you manage those relationships, how you manage those conversations.’

On the hard but necessary conversations, Adam says finances are a typical point of negotiation. ‘You’ve got to stand your ground on the financial element.’

For those who are looking to progress their careers, he says it all starts with timeless hard work and humility.

" You need to work hard. You need to start at the bottom. "

‘If you’re not prepared to work hard, you will not get the fruits that you want.’

Meet the GM of VNS Nursing Agency

Sun, 04 Aug 2024 11:38:28 GMT

Lina Cornell is the founder and General Manager of VNS Nursing Agency. In 2019, PeopleIN acquired VNS. We sat down with Lina to learn about the journey of the business from the early days to navigating Covid-19 and beyond.

‘We started in Melbourne in 2000 and we established the nursing agency in response to the need for the supply of specialty staff.’

Lina says ‘the key to success was really having the organisation run by people with a nursing background. It definitely helped having an understanding of the industry and what’s it’s like to be a nurse.’

"It became apparent quite early, that if we really wanted to grow we had to establish ourselves to be more of a generalist agency rather than 'a boutique agency."

In 2019, when PeopleIN approached Lina to acquire VNS It was definitely the right time for us’.

‘We were not on the market per se but we were definitely looking to move. We’d had the agency for around 20 years by then. We knew it was time that if we wanted the business to continue growing, we needed to be part of a more national organisation.’

Letting go of the business ‘was definitely emotional.’ It was ‘did we really want to let go of it? I don’t regret any of it.’

VNS recently experienced one of the strongest months on record, with a 40% increase in billed hours, and Lina is certain the acquisition has helped with the continued growth of VNS. ‘Without a doubt if it hadn’t of been for those guys we wouldn’t be where we are today. It’s been amazing.’

On being a manager Lina says, ’it’s just having the confidence to take on the challenges, whether it’s managing a workforce through the Covid situation - being able to confidently put ten people in a Covid-affected nursing home and know that you’re going to be ok because your staff are well-trained. Instilling the confidence in the people that work here.’

" We know that the facilities need our staff, we know that we can do this and we can do it safely "

A few achievements stand out in the twenty-plus year history of VNS.

‘At the beginning we started off as quite a niche, boutique agency and we made that decision to compete with more national organisations to be able to compete in that space.’

Following the challenge of the last eighteen months, ’I think our biggest achievement is to be here and to be here in the black in 2021.’

For people in PeopleIN keen to move into management roles, Lina offers the voice of experience.

‘For me it’s about taking advice from people. Learning from your mistakes and not being afraid of making mistakes. Employing people who may know more than you, and not being afraid of that.’

George joins the $1,000,000 club

Sat, 03 Aug 2024 11:34:40 GMT

George Lloyd is a Senior Consultant at Halcyon Knights. In the last quarter alone, he’s been responsible for bringing in $370,000 in revenue, and joined the elusive ‘million-dollar club’.

He puts his success down to a few things; leadership, exercise and a healthy work-life balance - naturally, we wanted to learn more.

George says it all began back in the UK ‘I was working in outbound sales, field sales you could call it.’

‘I did that straight out of college, into an apprenticeship.’

After six years it was time for a change ‘So I handed in my resignation and decided to travel around South East Asia with my partner.’

Within 12 months George landed in Australia. He fell back into the same role he was doing in the UK. ‘I decided after about 6 months of doing that to hand in my resignation and then I received a message on LinkedIn from my previous manager.’ That message lead George to Halcyon Knights, where he’s been for two and a half years.

Managers have played an important role in his career progression.

"The biggest number one factor for my success over the time that I’ve been here is the leadership and support."

In particular, Halcyon Knights co-CEO Marcus Lynch stands out. ‘Some of the best leadership I’ve ever had.’ His leadership reinforced the work-life balance. ‘Last year was challenging, for many of us, and he was always at the forefront to ensure I was taking enough time for myself.’

Learning to give himself time has been a big lesson. ‘A real big factor for me was taking my own advice with regards to not overworking.’

‘In the first 6 months of recruitment, honestly, I was working 12, 15 hour days and you start to lose your love for it.’ Exercise has been a key to avoiding burnout. ‘Working out changed everything for me really. Also eating right. So if you feel good inside and out then you’re just gonna feel great overall.’

His advice to internal talent is not to rule out recruitment as a career option, and to consider the transferrable skills they have.

‘What we’re trying to do now is get people outside of the box, so insurance, salespeople whatever it may be.'

" I’m sure there’s quite a lot of people out there that would like to give it a crack but just don’t think that they can "

‘I would implore people to give it a go truly. Not only financially, but the culture is second to none.’

Talent Spotlight: Curtis Richens

Fri, 02 Aug 2024 11:29:33 GMT

We’re shining the Spotlight on Curtis Richens - Director of Halcyon Knights - Asia.

‘I joined Halcyon ten years ago, I was employee number nine.’

Five years later he relocated to Singapore, where he says it was a ‘natural evolution’ for the business. ‘The reason for the expansion is that our customers that we’re working with, in Australia, if they’re not headquartered in Singapore they have a big footprint here - it’s the gateway into Asia.’

‘I was 25 at the time, so a great opportunity.’

While he could leverage existing customers who had headquarters in Singapore, establishing a network was a challenge.

‘Even though we had customers here, I still hadn’t proved to them why they should be using me.’

‘You're new to the market here, it’s not like you know anyone in our candidate community.’

"It took a bit of grunt work in the early stages."

Learning about the difference between candidate communication styles was important to success. ‘In terms of the local candidate pool, by their very nature, they’re probably a bit more risk-averse than Australian candidates.’

Earning the trust and spending more ‘facetime’ is vital when working with the local candidates.

" There is a big ex-pat community as well, so a lot of the customers, a lot of the candidates that you’re speaking with are ex-pats ."

Risk-adversity is another point of difference, a ‘fast-growing start-up with a lot of risks but a lot of upside is a really attractive thing for a lot of people in Australia’ whereas in Singapore and the Asian market ‘They’re probably looking at that more as a risk factor rather than the reward and opportunity.’

Cue 2020, a pandemic and the ‘whole recruitment industry took a toll.’

‘When something like that happens in the global climate, the first thing that goes is hiring more people. Particularly paying someone else to help hire those sort of people.’

In 2021 the industry turned a corner ‘There’s an overwhelming demand for hiring at the moment.’ Communicating this demand with clients is part of the work the team are currently undertaking ‘looking at different strategies that they can be putting in place to still grow their business.’

On future goals and projects for the next six months, Curtis says ‘the time now is to expand, there’s never been a better time to be in the tech recruitment sector.’

‘We’ve come out of the other side of the consolidation phase last year, now it’s about growth.

His advice to internal talent is to lean in.

" Now is the most lucrative time for our industry. For anyone in the business, anyone new to the business, it’s just about leaning into all parts of your role and really enjoying mastering your craft. There’s a huge amount of career growth opportunity ."

‘If you’re wanting to grow within the recruitment sector. If you’re wanting to grow within Halcyon Knights - the sky’s the limit.’

'Be memorable' award winner: Sophie Yang

Wed, 31 Jul 2024 11:19:43 GMT

Sophie Yang is a Lead Consultant for Halcyon Knights and the latest recipient of the values award for “Be memorable”. She brings authenticity to her customer service in an industry where often ‘recruiters treat candidates very 'transactionally', where every time they get a call or a message from a recruiter they think oh, what do they want from me now?’

Along side being genuine, regular communication is incredibly important to build strong rapport.

‘I’ll probably call a candidate that I’m working with, at least twice a week - whether I have news for them or not - if they’re in the interview process if they are in the offer process or if they have an offer and they’re working out their notice period.’

"I’ll call them quite frequently, or even just text them quite frequently and really just treat them like a friend more than a work-related relationship."

Sophie says coming to Halcyon Knights allowed her to be herself ‘I don’t have to have that façade. I’ve been more casual with the people I deal with. I will often talk about my personal life with them and ask them about their personal life...like how I would talk to an actual friend of mine.’

"When I contact them I want them to feel like I’m calling them or messaging them because I actually care and I just want to see what’s happening with them."

'Often I’ll be calling them just to check-in, not with any real information or anything like that. I don’t want them to see me calling and be like ‘oh what does she want?’ I want them to see me calling and be like ‘I would love to catch up with Sophie, talk about life, talk about what’s happening in their world, in their job and just have a normal chat.’

Mindful of the importance of flexibility in communication styles between her roles in recruitment and HR and talent acquisition, Sophie says the relationship can go both ways, ‘a candidate could turn into a client and a client could turn into a candidate and that has happened quite a number of times.’

Sophie says advice for other recruiters keen to develop their career in PeopleIN is ‘be organised with follow-ups.’

‘If you're not organised you’re starting new relationships over and over again.’

‘With the candidates that I think are really strong or candidates who I think will be worthwhile building that relationship, I’ll be following up with them not just while I’m working with them, even if they get another job not through me, I’ll continue to follow up with them and make sure I don’t lose touch with them.'

'Be Human' award winner - Todd McKay

Tue, 30 Jul 2024 11:13:10 GMT

When AWX Operations Managers Todd McKay was faced with an injured driver on a Friday afternoon, he didn’t hesitate to personally take action above and beyond the call of duty. We sat down to learn more about the story and the man who is our latest recipient of the ‘Be Human’ award.

‘One of our drivers that works for Remondis - waste management, was just taking his lunch break and he’s jumped up to sit on the back of the truck.’

‘He’s quite a tall guy so he’s banged the top of his head on the corner of the truck.’

"He’s cracked his head open. He’s given us a call to let us know that it’s happened."

Todd went out the site ‘he was fine, there was a little bit of blood.’

‘I wanted to get him looked at just in case. Check for the concussion. It looked like a fairly significant bump.’

"So I went out and picked him up, made sure he was ok, to begin with. Took him down to one of our local medical centres that takes walk-ins."

Todd stayed with the injured driver. ‘I sat with him to make sure, he did have to get stitches, get everything all checked out. I hung around with him, made sure he was alright ‘cause he was starting to feel a little bit sickly.’

After receiving the all-clear for return to work from the GP Todd drove the driver ‘back to the yard so he could check back in with the supervisors, make sure that everything was good to go, make sure that being a casual that there wasn’t any risk of him losing his position of anything like that, which they were fine with. We managed to convince them/they offered to still pay him for the day which is good. ’

After this Todd drove home with the driver ’to ensure that he got home safe.’ The driver returned to work the following Monday and is fine.

Todd says ‘I really try to push the care factor, especially in the branch that I’m working in. I feel like candidate retention can be an issue sometimes, so rather than necessarily spending all of our time finding new candidates, I really like to focus on keeping the good ones, the good guys that we’ve got, the good workers that we’ve got out there - and trying to keep them in the branch.’

Todd's advice for others looking to take that extra step beyond their job description and be more human is an important reminder. ‘It’s very easy to get caught into thinking about the numbers.’

‘It’s nice to kind of remember that they are still people, and they do appreciate what we do for them, not just getting a paycheque.’

Talent Spotlight: Kayla Maguire

Mon, 29 Jul 2024 11:00:42 GMT

‘Put your hand up and just try and be a part of everything.’’

That’s the ethos that has served Kayla Maguire well, and the key advice she would give to internal talent keen to progress within the PeopleIN family. Now a Recruitment Consultant for the Remote and Rural Team with First Choice Care she started in a very different role, we were keen to highlight her career pathway so far.

‘When I joined First Choice Care I actually joined as admin.’

It wasn’t long before Kayla's talent caught the attention of senior management and her career took an exciting turn.

‘I honestly was only doing admin for I think it was 2 months, then I was asked if I’d like to be a trainee to do recruitment. I had no idea about it beforehand.’

What piqued her interest was ’talking to the nurses, hearing all their stories and adventures, learning about all these new places that I’ve never heard of before or knew anything about. My role is to then help the facilities by finding them the nurses.’

In her role as a recruitment consultant, Kayla integrates the employment and career desires of the nurses and the on-the-ground staffing needs of facilities across two states.

‘I work for the nurses and work for the facility as well.’

‘We look after all of the sites Brisbane, Sunshine Coast and Gold Coast we place nurses in short term contracts. We also look after NSW as well, the rural and remote locations.’

‘We’re working on getting into the NT and WA.’

The nurses Kayla recruits for are currently working to support COVID initiatives.

‘We get contract requests for hotel quarantine in Gladstone and I’ve got a nurse currently out at St George doing the COVID vaccinations.’

‘Helping out the community, getting all those numbers up.’

Looking forward, there are a couple of projects on the horizon, pending restrictions easing.

‘Once borders open and being able to use all the nurses Australia-wide. We’re very limited and restricted at the moment, so getting them back on board and being able to get out there and work.’

Kayla’s advice for internal talent keen to progress is simple and practical.

‘Try and learn as much as they can. Put your hand up and just try and be a part of everything.‘

‘There are just so many opportunities.’

‘Just being a part of the meetings, putting your hands up, just try and do as much training as possible depending on what direction you’re wanting to go to.’

Talent Spotlight: Paul Cavaiuolo

Sun, 28 Jul 2024 10:55:33 GMT

‘We get better results because of the level of care that we show each other and our people’

Like many, 2020 proved to be a huge learning opportunity for Paul Cavaiuolo who was recently promoted to Senior Consultant at Halcyon Knights.

He credits the challenge of 2020 in helping him to learn how to ‘really focus on building relationships’ and in 2021 ‘when things started to really build up again I had some base understanding and skillsets that I could really sort of leverage and re-bound off of to do well this year.’

Considering Paul only started at HK at the end of 2019 he’s come a long way in a short time.

‘I was in Adelaide looking to move to Melbourne. I’ve always been passionate about tech and I worked in technology previously. I actually was using Halcyon Knights as a recruitment agency to look for a position within technology.’

When HR Manager Harley became aware of Paul's CV and his technology background he was offered a role as a Recruitment Consultant.

‘I hadn’t really heard much about how recruitment works other than coming in as a candidate, but I’d had a good experience with the consultant I was working with at the time.’

"I had a few chats with the managers including with Lincoln [Technology division Co-CEO] and just really enjoyed the transparency I got from everyone, the culture and the attitude of everybody. I loved the openness and transparency and talking about what to expect in the role, it sounded quite exciting.".

Paul says it was a ‘huge learning curve to understand the depth of enterprise learning environment.’ But was ‘surprised at how quickly things started to come together.’

‘They put me in the cloud and infrastructure team, which is the team I’m still in now.’

Promoted to Senior Consultant in early 2021, finding a niche was key.

'I built a niche around architecture which was an area that we hadn’t had a specialisation in before.’

"What I realised is that you find an area that you really enjoy and the results start to come along a lot more naturally".

In his new role, Paul says there are 'more responsibilities as we get new staff in to exhibit the best practices of a good consultant and to help mentor and train staff.’ But also the ability to ‘lead and have discussions with clients.’

Ultimately he says his goal is ‘getting my name out there more as a recruiter that they can trust and who has good quality clients and provides a well-rounded service to my candidates.’

For internal talent looking to grow, Paul says a long-term mindset is key.

‘If you build and maintain genuine relationships with your network of clients and candidates. Success naturally will follow. The immediate results are one thing to look at, it’s really about long term. Your candidates become your clients and those relationships open up doorways for you.’

Talent Spotlight: Nhu Bui

Sat, 27 Jul 2024 10:45:08 GMT

Nhu Bui has recently landed a role as Head of Contractor Care at Halcyon Knights. When we asked her for advice for internal talent her immediate response was ‘trust your gut and be honest with where you’re at.’ It’s off the back of this transparent approach that she’s forging strong contractor relationships and developing her career within PeopleIN.

Prior to joining Halcyon Knights, Nhu says she had always heard good things. ‘When I went through the interview process that kind of reinforced that.’

"Everyone was just so lovely, there was banter, you could that everyone was really genuine. Culture was one of the biggest things for me in choosing an agency".

The autonomy and non-hierarchical structure held great appeal too. Managers occupying the same floor and same space as the rest of the team were big selling points for Nhu which she picked out during the interview process.

"I could see them being supportive, I could see that it was an open environment".

Nhu joined as a Senior Consultant in March 2020 - so right before Covid, before we went into lockdown. Obviously, the first 6 - 8 months was quite rocky.’ But she says, despite the challenges early on, she always felt supported.

‘I was always supported by Lincoln, by Tommy. They could see that I would put in the hard yards, taking the reins on things, and just trying to be innovative.’

‘I just kept doing what I did.’

‘I hit my yearly budget from January to December, I hit it by August. Q1 I made a 170 K quarter.’

Despite the success, Nhu realised that it was time for a change.

‘I was having a lot of stress and anxiety, and just with covid and everything. I’ve been doing this for 7 years now, I needed a change of pace, I needed a change of role.’ Nhu put her hand up for a new opportunity and reached out to her management team.

"They were like you’d be great in the role, you’re detail orientated, you’re process-driven, that’s what we need in that role someone that’s admin focused".

The new role Nhu transitioned into is Head of Contractor Care. ‘At the moment I’m looking after all existing contractors that we have on the books. I will do the terms of business, send out new contracts to new contractors.’

‘Also just be that point of contact for any admin systems that contractors are having issues with. It’s all contractor focused.’

With an emphasis on personalised contractor care, such as remembering birthdays and offering grateful thank you’s after contracts end. Nhu is looking to the future to continue to implement further care oriented initiatives to support contractors and strengthen relationships.

Congratulations to Maverick Fox

Fri, 26 Jul 2024 10:37:30 GMT

Congratulations to Maverick Fox, another success story from our Indigenous Employment Program (IEP).

Maverick joined the Indigenous Employment Program in May 2020.

He completed stage 1 through Myuma where this training provided him with the skills necessary to develop and gain knowledge within the mining industry. While the training provided him with skills and knowledge, it also helped build his confidence.

Once stage 1 was completed, Maverick and a handful of trainees successfully progressed to stage 2, which was to complete 12 weeks of employment onsite.

In this phase, Maverick quickly learnt the importance of being safety aware. He also learned skills in surface labouring, machinery and mixing of chemicals at the Reagent plant.

After 3 months onsite, Maverick was offered a casual position through AWX which he held for 11 months before he was offered a permanent contract with Glencore, which commenced this month.

Since launching IEP in 2019, PeopleIN has registered and inducted over 1000 Indigenous employees by using strategic recruitment, selection and induction campaigns. Over 700 Indigenous employees have been placed locally into work with our industry partners, including Maverick.

NNA & AHA celebrate 3 year anniversary with PeopleIN

Thu, 25 Jul 2024 10:33:06 GMT

Nathan Hodges and Juliet Aryana are the co-CEOs of the Healthcare and Community division at PeopleIN. It’s three years since PeopleIN acquired Network Nursing Agency (NNA) and Australian Healthcare Academy (AHA) and we’re marking the occasion by exploring how NNA and AHA went from humble roots to where they are today. Nathan takes us through the story.

‘NNA was originally a family run business, the founder was a nurse herself and she saw a particular skill shortage at a lot of sites that she was attending, so she formed Network Nursing Agency in 1997.’

The founder identified and solved two of the most pressing problems facing the nursing sector; skills shortages and opportunities for new graduates. AHA and NNA solved both problems.

"When the agency came to fruition there was significant skills shortage, there was this giant crop of nurses that would qualify, but then not be able to get a new-grad placement anywhere.".

AHA refined the process via ‘a work-ready induction program’ and site placement.

AHA ‘took nurses that had completed their Bachelor of Nursing but had failed to get their first-year new grad program.’ According to Nathan, AHA ‘gave them a second opportunity to get into the market.’

AHA provides a value add for NNA by providing opportunities for nurses who want to work in education ‘they’ve been able to work at AHA as trainers and facilitators’

"We’re able to upskill our existing staff, and also give them opportunities to diversify their work life by taking on other roles within AHA".

However when it came to joining PeopleIN, it was a big step for the family-run business.

‘The nurse that launched Network Nursing Agency is actually Juliet and my Mother-in-law.’ Nathan adds.

‘So when I say it’s a family run business, that’s what I’m talking about.’

The negotiation process during the PeopleIN acquisition considered the emotional weight of selling the business, and from start to finish, took approximately three months to finalise.

"The first thing that everyone thinks about is their legacy. If you imagine you’ve built something for 20 years and you’re going to sell it, are they going to come in and rip the logo off the wall, change the colour schemes?".

Nathan says ‘there was a really long process on behalf of the founder to make sure that she was comfortable, that she knew that her legacy would be secure.’

‘Once everyone was able to see firsthand the culture that was being implemented and the value and importance that was placed in each individual we were all in 100%.’

Joining PeopleIN ‘was instrumental in helping not only NNA and AHA as a business organisation reach their full potential, but also allowed the individuals within those businesses to be a part of that journey and progress in their own careers.’

‘With NNA being heavily involved in the state’s initiative to manage the pandemic.’ And to ‘help NSW residents get back to their daily routines.’ NNA is also currently playing a key role in the covid-19 vaccine rollout.

This brings NNA, and AHA full circle - to mobilise nurses to the sites where they are most needed.

‘The vision we had for both NNA and AHA has been realised by becoming part of PeopleIN. This has lead to better outcomes for the entire community with a larger, more highly skilled workforce of healthcare professionals available to provide assistance as a result.’

Talent spotlight: Kerryn Stewartson - Head of Workplace Rehabilitation

Wed, 24 Jul 2024 07:13:41 GMT

'It comes down to being passionately committed to achieving your result'

Kerryn Stewartson is a trailblazer. As Head of Workplace Rehabilitation, she has revolutionised the system which enables injured workers to return to work, setting a new industry standard and supporting injured workers throughout the process. With plenty of accomplishments under her belt, we decided a deep dive was in order and sat down with Kerryn to learn more.

Kerryn started with Edmen in 2008 as the Return to Work Coordinator. In that time she worked to successfully reduce the claims premium from $2 million down to $500,000. In 2017 she moved into the National Manager role with PeopleIN and, armed with her knowledge from Edmen, reduced the AWX claims premium from $1.4 million down to $410,000.

Of her key achievements, Kerryn says embedding solid processes and making sure that clients are clear on the processes are pillars of success. Using innovative concepts such as host-client kits featuring flow charts depicting the return to work process ensured the messaging was engaging and assisted to embed the process.

"There are a lot of companies that do things, but not to the degree and detail that we go to".

Encompassing a start to finish mentality is key to management of a workplace accident Kerryn says.

Establishing strong relationships with key stakeholders such as doctors, providers and physios was integral to improve the process. ‘Making sure that we had a good network of doctors and providers to support our injured workers. As opposed to any old GP’ ensured a supportive network of health care professionals.

Another key element in improving the process was upskilling front line staff. As they field calls from injured employees, training in how to be as supportive as possible on the phone plays a pivotal role ‘show them, love, show them care, show them that they’re valued’ ‘The first conversation that they have sets the tone for where a workers comp claim can go’

It is this instinct to show care and the ability to innovate that sets Kerryn’s work apart, but she’s under no illusions of an easy ride ‘a lot of blood sweat and tears’ went into it she says, which is precisely her advice for internal talent keen to grow within the business

"If I didn’t have passion, drive and commitment - it wasn’t going to happen".

Kerryn says it ‘comes down to being passionately committed to achieving your result’

Looking ahead, Kerryn is keen to support other PeopleIN businesses to reduce their claim costs such as working with WA’s Techforce to support the onboarding processes and get everyone up to speed sooner.

Of the return to work process, Kerryn says ‘it’s a super easy process, it’s just a matter of embedding it and people living by it’ and as she says, it will continue to evolve with growth, but with new platforms to explore, the injury and incident management system can only continue to improve.

After all, at the core of everything Kerryn does is a simple mantra ‘just take care of your people’.

‘Everything we do, we partner with our people, we focus on the community’

Tue, 23 Jul 2024 07:08:45 GMT

Zale Thurgood is a man on a mission, he’s recently taken on the newly created role of ‘National Partnership Manager’ and is wearing multiple hats as he explores opportunities across both the Healthcare & Community and the Industrial divisions under the PeopleIN brand. We wanted to know more so we quizzed him on his role, the value

of PeopleIN and what he’s excited about.

He says that while his role currently leans towards the healthcare division, his role was created as a hybrid so that his skill set could be used to bring in new clients across both divisions.

‘Where there is an opportunity to build relationships, I'm knocking on the door'

One of the things that was clear about Edmen, a PeopleIN brand that provides disability and youth workers for participants, was the importance of the relationships ’everyone they work with, they’re not just a client that comes and goes, they’ve been with them for a long time. So they are building this whole partnership’

Zale’s objective in his role is two-fold, to build new relationships with new clients, and to solve problems for clients, to ‘take away some of their pain points by using the diversity of the PeopleIN brand to streamline and integrate services for clients.

‘We are providing talent that are fully trained. We can place them, manage them, while also support your business systems... we can put together tailored solutions across 3 or 4 different companies'

Having extra tools in the tool kit, Zale says, is nice when approaching a potential new client. Normally he says, ‘what you’ve got in your bag is what you’ve got, or you can’t offer what anyone else is offering, or you’re the same as everyone else. Whereas there isn’t anything that we can’t offer'. It's this value proposition combined with the anchor of community partnerships that excites Zale the most.

‘Everything you’re doing is giving back to the community, so it’s ensuring that the people that are the most vulnerable in the community are being looked after. They’re getting better-trained staff, they’re getting regular people that know what they’re doing, they’re fully up-skilled. They’ve got the latest courses done’

‘Whatever these problems are these people are facing, we’ve got something that can help them’

‘I don’t believe that there is just candidates there for us, we're building an army’

Mon, 22 Jul 2024 07:07:01 GMT

So it is that Melissa Rubio marches into her new role as General Manager of Recruitment On Hire and joins the PeopleIN family. Armed with a firm belief that bridging the gap between ‘employees and clients’ and leveraging the ‘diverse opportunities' for nurses, the army will grow, there’s a lot to be excited about.

We were keen to learn more about Melissa so we had a chat recently about what attracted her to PeopleIN, where she believes the value sits for employees and what projects and initiatives she has in the pipeline.

Melissa says it was the unique way PeopleIN has grown by acquisition yet kept the individual identity of the businesses within that attracted her to PeopleIN

"Despite the fact that those 5 businesses report to PeopleIN, they still have their own identity and own uniqueness".

The goal, she says, is to bridge the gap between clients and employees and create greater initiatives for the businesses to ‘invest more in the training and development of nurses. Part of the challenge is that ‘a lot of the businesses that we’re working with have very stringent criteria in order to onboard nurses and we’re trying to bridge that gap in regards to coming up with different ideas.'

Innovation is at the forefront of Melissa's new role, via developing greater opportunities in health care.

"We are working with a lot of hospitals. So we’re looking at getting into other areas. Areas like telehealth, health insurance, immunisation clinics - to be able to have that more diverse offering to candidates".

Improving retention is another project on Melissa’s agenda, and she invites nurses to ‘keep an open mind in regards to potential roles that may interest them.’ Her advice for talent is to try to avoid ‘tunnel vision’ and pigeon-holing yourself into a certain role that you’ve traditionally filled, such as only working in aged care nursing or mental health nursing. She says the key to overcoming this is to work collaboratively and give ‘genuine feedback in regards to potential opportunities.’

For Melissa, her role comes down to one basic but vital element ‘Sparking their interest and their passions around nursing and different areas of nursing’. Achieving this will ensure talented nurses fill diverse roles, and ultimately, build the army she speaks so passionately of.

Talent Spotlight: Daniel Pisani

Sun, 21 Jul 2024 07:00:23 GMT

Daniel Pisani and the team at Network Nursing Agency’s Direct Support Service (NNA DSS) are supporting proud Queenslander and rugby league legend Carl Webb as he battles Motor Neuron Disease.

We sat down with Daniel to discuss his career pathway to Customer Engagement Manager at NNA DSS, and his work with the Carl Webb Foundation.

Daniel joined Edmen in 2014, he was handpicked to fill the client relationships manager role. ‘They basically groomed me to be a manager within the team there at Edmen. I did that for about two years then fell into recruitment. I thought that was a bit more my niche and did that for a little bit before moving to the UK for about two years.’

When he returned home to Australia in 2019, Daniel also rejoined Edmen until June 2021, when he realised he needed a change ‘it was probably my time to just grow and meet a new challenge.’

‘Thankfully under the PeopleIN brand we do have other avenues we can explore without leaving the company’

‘I made a call to Jo who’s the general manager at NNA DSS and funnily enough that same week, the customer engagement manager in Brisbane ended up leaving and it was just a natural transition. It was something that I’ve done before at Edmen, my first job as a client relationship manager.’

"It was exactly what I was looking to do as well ".

Now based in Queensland and expanding the NNA presence beyond Victoria and New South Wales, Daniel is working to gain more participants in Queensland, and raise the profile of the Carl Webb Foundation.

While the NNA DSS care staff provide daily support, Daniel works with the Carl Webb Foundation to raise awareness of MND. ‘I dedicate a day each week solely focused on growing the foundation.’

Daniel says he’s learned first hand that if you’re feeling stagnant in your current role and need a challenge, you don’t need to leave the company ‘having the luxury of having People Infrastructure overseeing so many different brands, there is room to grow in every single brand that we have. There are always opportunities.’

He says don’t be afraid to reach out to colleagues and managers alike if you’re looking for a new challenge ‘we will find that for you.’

As he says, at the end of the day ‘what I’ve learnt is that we don’t waste talent.’

For more information on the Carl Webb Foundation visit www.carlwebbfoundation.org

Welcome to the family, Gavin!

Fri, 19 Jul 2024 06:48:32 GMT

Please give a warm welcome to Gavin Balcomb ! Gavin joins the PeopleIN family as a Business Technology Specialist for our AWX brand. PeopleIN's focus on culture is what drew Gavin to the role.

"Meeting Tom [ Thomas Reardon , Divisional CEO] was great. He's very engaged and supportive".

"People care about me as a person, you don't feel like a number. Because I'm part of a family it makes you want to go above and beyond".

As Business Technology Specialist, Gavin is excited to grow our technology infrastructure. "My role is to find the best software for us to utilise, to improve efficiencies and reduce workload".

"I have the opportunity to have a direct impact on the people I work with and make their lives better. That makes me excited to get here in the morning".

Gavin encourages other talent to network as much as possible. "Don't be afraid to introduce yourself. Say hello - you don't know where it'll lead".

Welcome, Gavin!

INspiring leaders: Joanne Kernot

Thu, 18 Jul 2024 06:38:17 GMT

"This is where PeopleIN is so valuable. You've got this massive machine behind you that says, 'We can do this. We can make it work.' - Joanne Kernot, NNA DSS General

Manager. Today we're speaking to Joanne Kernot about the tremendous success of our NNA Direct Service Support brand, which provides direct in-home support services for people with disabilities and their support networks.

Joanne joined PeopleIN in February 2020 after providing NDIS consulting services for our NNA nursing brand. At that time NNA was looking to upskill its nurses to provide specialised NDIS services through third party providers. However the opportunity to provide these services directly to NDIS participants was quickly realised and so NNA Direct Support Services was born.

"We originally looked at a few business to acquire but I said, 'You know what, we can do this so much better ourselves'".

The business launched in February 2020 and Joanne was brought on as General Manager.

Two weeks later, COVID-19 lockdown hit.

However this didn't slow progress down. "Participant numbers quickly swelled to 130 across 4 states, equalling $6 million in committed revenue. We've been able to significantly increase our team - I went from a team of 1 to now a team of 14, plus 70 frontline staff. To do that and at the same time provide quality service - how could you not be proud?"

Success is down to many factors including stepping up when competitors stepped down. "The big providers closed their day programs, cancelled supports, effectively shutting their doors on participants. Our defining difference is that big providers wont support participants with less than 20 hours of required support per week. We can do it."

"This is where PeopleIN is so valuable. You've got this massive machine behind you that says, 'We can do this. We can make it work'.

"Other big providers are weighed down by massive corporate structures to where they can't be innovative, responsive and agile."

Leveraging technology and in house talent across the group was also hugely beneficial in scaling quickly. This includes leveraging Edmen's rostering and customer-facing app, and NNA's finance system. The roll on effect of this is pricing is kept down so participants can access more services through their plans.

For the year ahead, Joanne is focused on expanding services whilst embedding best practices to ensure they don't lose focus on their commitment to providing high quality care. "New systems and training for staff are a big part of this. I'd also like to expand our service streams beyond exclusively NDIS services.

"There's big opportunities in market that we can own holistically".

Joanne has sound advice for other talent looking to grow in the industry or within PeopleIN. "Know what you're good at. Sell that to the business. It's not what PeopleIN can do for you, but what can you provide that no one else can. Be bold."

Record June for PeopleIN

Wed, 17 Jul 2024 06:25:23 GMT

What. A. Month. Couldn't be prouder today as we celebrate a monstrous June across the PeopleIN family. Massive growth, records broken, influx of new talent - here's a look at one of our biggest months ever.

A big thank you to the entire PeopleIN family whose success is owed to their dedication to our candidates, clients, and the community.

Featured brands: Halcyon Knights , Project Partners , First Choice Care , Carestaff Nursing Services , VNS Nursing Agency , NNA Direct Support Service , Tribe Workforce , Techforce Personnel Pty Ltd , Vision Surveys - Surveyors and Town Planners , AWX , Expect A Star , Partners On Country.

For more information on our brands visit https://lnkd.in/gQsNYjv

Project Partners in for the big win

Tue, 16 Jul 2024 06:01:12 GMT

Congratulations to Chris Young and the Project Partners team on a stellar year so far.

Growth is high on the agenda with head count increasing by 40% in the last 6 months.

With all recent hires women, Managing Director Chris Young is proud to have made significant progress in creating a more diverse consulting team and challenging a traditionally male-dominated sector.

"We’ve also commenced 6 new engagements in the last month and launched a new Cyber Security practise, focused upon supporting Small to Medium sized businesses"

The new service will also provide valuable cross-divisional opportunity across our Healthcare, Community and Technology divisions.

Stay tuned for its full launch over the next couple of months.

Growing PeopleIN - Meet Maria

Mon, 15 Jul 2024 05:50:40 GMT

Everybody, please meet Maria, our outstanding Marketing Manager for our Healthcare division. Today we're getting to know Maria a little more and get a little teaser on a new nurse rewards program.

Maria joined PeopleIN in 2019 after seeing the opportunities PeopleIN provided as a national group. "It was great to be part of a broader group. "We have healthcare businesses in Queensland, New South Wales and Victoria, and I could manage each separately but together as a group. I'm able to work on unique challenges but also connect with people across the broader group".

With Maria and the marketing team's support, the Healthcare has seen significant growth since 2019, with brands First Choice Care and Carestaff Nursing Services both recording their biggest years ever in FY21.

Looking towards the future, Maria is excited to launch an innovative new rewards program that the team plans to have a big impact on the healthcare brands. "We'll be able to reward nurses for the work they do and ultimately increase year-on-year revenue by driving shift numbers for each of the businesses."

The importance of this initiative can't be understated. "This program will make us unique."

Maria's advice to other talent is simple. "Speak to everyone you can. Listen to advice. Taking that advice and applying it will take you far in an organisation like PeopleIN where there's so much expertise."

Thank you, Maria, for your continued hard work and dedication!

If you're interested in joining the PeopleIN family or would like to learn more about our Healthcare division visit https://lnkd.in/gwTgXE5

peoplein

Developing Futures in Surveying with Vision Academy

Giving old laptops a new life and new purpose with Teacher in a Box

Pioneering Advisory and Advocacy for ADF Recruitment Expansion

Recovering with Care: Marc’s Journey Through the Recover At Work Program

GOING ABOVE AND BEYOND - JOEL KASS

Talent Spotlight Bianca Donovan

“Be Memorable” Award Winner: Sophie Yang

3IN3 with Ian Healy

3IN3 with Amy Chapman

3IN3 with Vu Tran

3IN3 with Matt Galton

Seeds planted early for Sally’s career

3IN3 with Joel Fitzgibbon

3IN3 with David Hanham

3in3 with Simon Black

3IN3 wth Liz Savage

3IN3 with Glen Richards

3IN3 with Kerryn Stewartson

3IN3 with Duncan Corness

Vision Surveys helping BoM stay on the ball

Experienced Perigon Group team delivers strong year end results

VNS specialist nurses in high demand

PALM workers to support Gunnedah seniors

Clients embrace market leading performance and compliance team

Employer helps PALM workers steer towards bright future

PeopleIN appoints Tony Peake OAM to the Board

AWX adds spark to David’s career

Hard work rewarded in Karlee’s Tribe

Growing PeopleIN’s leadership future

NNA and University of Sydney partnership enhancing nursing education

Home visit reveals positive impact of PALM Scheme

Edmen now a permanent solution

Community work the ‘something more’ for our people

Internal programs build tenure and client confidence

Unlocking Success: AWX recruiter Johan's journey

PeopleIN health brands ease growing pains in nation’s capital

PeopleIN flexibility supports professional and personal growth

Nurturing Australia's Nursing Future: a ground breaking initiative for clinical facilitators

PeopleIN leads the way with national first workplace injury program

PeopleIN welcomes new Non-Executive Director

Case Study: PeopleIN and the ASMTI Facilities Project

Taylar made for success

The Land of Plenty

FIP Group Adrienne's perfect blend

Edmen gives Endeavour 23,000 reasons to smile

PeopleIn developing future leaders from within

Winning the War for Talent

Push up challenge just the start for Janita

PALM workers sing up a storm

PALM workers kicking goals in regional communities

Malachi speaks for traditional owners on reef management

Migration reforms will help attract the right talent

Digital workforce management solution enhances experience for clients and workers

Clients dive into a sea of science talent

Embracing Equity and difference on International Women’s Day

Overseas workers the key to unlocking Brisbane’s growth

Media Release: Half year results headlined by 89 percent revenue increase

Turning Jobs Into Careers

Media Release: PeopleIN and TAFE Queensland partner to address critical labour shortage

Sunrise is the best medicine

Who said never work with animals or children?

Records tumble as remote nursing popularity grows

We will remember them

Market leading RTW team delivers again

Talent Spotlight: Olivia Chiarello

Concierge service changing lives

PeopleIN achieves record revenue and EBITDA result for FY22

Inventiveness brings home the bacon for performance

FIP Group worker helps “river babies” star at Fijian nationals

Perigon’s brand refresh melds heritage with modern

Timberwolf: planting 700 football fields of trees in a month

Talent Spotlight: Justin Arile

PeopleIN welcomes tech entrepreneur, Vu Tran, to the Board

How FIP’s Industry-Leading Community of Care Model Supports Workers Through Community Integration

PeopleIN Boosts Contractor Workforce By Over 25%

Upskilling nurses in a post-Covid world

Talent Spotlight: Sian Slowik

Partners on Country: Harnessing talent and building careers.

Celebrating International Women's Day 2022: PT II Speaking up to #BreakTheBias

Talent Spotlight Bianca Donovan