Tandem News.

The Australian economy, despite global uncertainties, is showing resilience, especially in the labor market. Although GDP growth is expected to remain below trend for the remainder of 2024 and 2025 due to cost-of-living pressures and higher interest rates, the unemployment rate remains low at around 4%, demonstrating the strength of the labour market. Recent Australian Bureau of Statistics (ABS) data indicates full-time employment increasing with employment growth outpacing population expansion, highlighting the continued demand for labour across multiple sectors. Seek's employment report reveals year-on-year volumes are down 11.1%, however on a positive note, this is the third consecutive monthly rise in job ads. While demand increased in industries like retail, manufacturing, and logistics, certain sectors, such as ICT and hospitality, saw a decline. Australia's employment landscape is demonstrating notable resilience amidst global headwinds. Interestingly, some regions like Queensland and New South Wales showed a rise in job ads, while others, like Victoria and Tasmania, experienced declines. Overall, the tightness in the labour market, combined with continued demand in key sectors, suggests that while challenges remain, Australia's employment landscape is demonstrating notable resilience amidst global headwinds. The HR interim market specifically has two opposing drivers. On the one hand, you have reduced spending on external consulting & projects due to tighter budget constraints. Yet, on the other hand, there’s increased demand for flexibility. Given most HR teams are at capacity there is increased demand on bolting on HR contractors to meet any increased workload. This two-way pressure results in a consistent number of vacancies. The operational HR career remains most buoyant, with the more senior and executive positions remaining a lot softer and more competitive for candidates than hoped. Given the incremental increase in the number of HR vacancies over the recent months, we are predicting the typical seasonal buoyant spike in contracting, across all career levels for the end of this calendar year. In addition to this, the US election might cause some unexpected swings in the market. To discuss the HR Contracting Employment market further, you can reach us at contracting@tandempartners.com.au or 02 8045 2920 .

In today's competitive job market, a strong professional brand isn't just a nice-to-have—it's essential. Whether you're consciously cultivating it or not, you're building your professional brand every day, especially through social media. Let's face it, we live in a world where your online presence can make or break your career. But don't stress—this is your opportunity to shine and show the world what you're truly made of. HR professionals who master the art of personal branding don't just advance their own careers—they become industry powerhouses. You can inspire change, lead with impact, and create ripples that extend beyond your organisation. I’ve seen it time and time again; those who own their brand get the recognition they deserve. They build trust, not just within their companies but across the industry. They’re the ones people turn to for advice, the ones who set the trends rather than follow them. Why your professional brand matters: Your professional brand is more than just a polished LinkedIn profile or a personal website. It's the total package—your reputation, your skills, your values, and how you present yourself to the world. For us in HR, it’s about more than just self-promotion. It’s about adding real value, forging meaningful connections, and leaving a lasting impression that resonates with others. Your brand should scream: “I’m here to make a difference.” Reflect on this: How does your current brand reflect your commitment to ethical practices, your passion for driving talent success, and your ability to influence organisational growth? If it doesn’t, it’s time to tweak it. Aligning your brand with your values: Here’s where it gets personal. Align your brand with your strengths, values, and career goals. Share your stories—people connect with authenticity, not polished perfection. If you’ve been through struggles in your career, like I have, don’t hide them. Those stories of overcoming challenges resonate because they’re real, and people respect that. When I first started in HR, I was navigating some tough environments, often male-dominated and not always welcoming. I was excluded, underestimated, and had to prove my worth constantly. But those experiences shaped me into the leader I am today—resilient, assertive, and dedicated to supporting others through their own challenges. That’s part of my brand, and it’s something I’m proud to share because it shows that I’m not just talking the talk—I’ve walked the walk. The HR Brand and the Employer Brand; a close connection: Now, let’s talk about something crucial — how your HR brand is intricately connected to your employer's brand. In many organisations, the employer brand is managed by marketing, but HR plays a pivotal role in shaping and sustaining it. Here’s the thing: As HR professionals, we’re often the first point of contact for potential employees. The way we communicate, the values we uphold, and the culture we promote are all reflections of the broader employer brand. Think of your professional brand as the personal touchpoint that humanises the employer brand. While marketing might craft the message, HR brings it to life. For example, if your employer’s brand is all about innovation and inclusivity, your professional brand should echo those values. When candidates interact with you, they should feel that they’re stepping into a company that truly embodies its public image. I’ve worked in organisations where the disconnect between HR and the marketing-managed employer brand was glaring. It creates confusion, mistrust, and ultimately, a damaged reputation. On the other hand, when HR professionals align their personal brand with the employer brand, it creates a seamless experience for candidates and employees alike. It reinforces the message that the company practices what it preaches, building trust and engagement. Owning social media: Social media can be a game-changer if used right. At a bare minimum, ensure your LinkedIn profile is not just up to date but a powerful reflection of your journey. Regularly post insights, articles, or updates about HR trends. This isn’t about showing off; it’s about sharing knowledge and positioning yourself as a go-to resource. Consistency across platforms is key—your brand should be a clear, unified story wherever people find you. I’ve found that sharing stories about my experiences, the highs, and the lows, has created more engagement than anything else. People want to know the real you, so let them in. The power of networking: Never underestimate the power of networking. This isn't just about swapping business cards at conferences—it’s about real, valuable connections. Attend industry events, join webinars, engage in discussions, and don’t just talk—listen. Learn from others, share your insights, and be generous with your knowledge. Remember, networking is a two-way street. It's not just about what you can get but what you can give. Offer support, share resources, and lift others up. That generosity will come back to you tenfold, and it will solidify your reputation as someone who is not just in the game for themselves. Becoming a thought leader: Thought leadership isn’t just for CEOs. If you’ve got something to say, say it. Write articles, blog posts, or LinkedIn updates on topics you’re passionate about. It’s not as daunting as it sounds—start small, maybe with a post about a challenge you’ve overcome or a trend you’ve noticed. You’ll be surprised how many people will relate. Public speaking is another powerful way to establish your brand. I know, it can be nerve-wracking, but trust me, it’s worth it. I’ve spoken at industry events where I was the only woman on the panel, and let me tell you, it was empowering to share my perspective and see the impact it had. Commitment to continuous learning: Your brand should scream, "I'm always evolving." The HR world is constantly changing, with new challenges, trends, and technologies emerging all the time. Stay on top of it—get those certifications, attend workshops, and never stop learning. This not only makes you better at your job but shows others that you’re committed to your growth and the growth of those around you. Embracing growth and change: Your professional brand isn’t set in stone—it’s a living, breathing entity that evolves as you do. Don’t be afraid to take on new challenges or step outside your comfort zone. Each experience, whether a success or a failure, is a chance to refine your brand and show the world that you’re always moving forward. The journey to a strong brand: Building a strong professional brand as an HR professional isn’t a one-off task—it’s a journey of self-discovery, continuous learning, and strategic networking. It takes time, effort, and commitment, but the rewards are worth it. A powerful brand opens doors, creates connections, and deepens your leadership impact. So, how are you going to own your brand? What steps will you take today to align your professional presence with the leader you truly are? And how will you ensure that your brand and your employer’s brand work together to create a powerful, unified message? Monica Watt is a seasoned HR and leadership consultant with over 20 years of experience across diverse industries, including tech, defence, and hospitality. As a former Group CHRO of an ASX-listed company, she brings deep expertise in strategic leadership, agile coaching, and managing complex, high-pressure environments. With over 20 years of experience shaking up industries from tech to defence. She has led with grit, navigating the chaos of corporate landscapes with a strategic edge and a passion for empowering leaders to rise above the noise. Now, she’s on a mission to help organisations cut through the corporate crap, build fearless teams, and drive real results—without the fluff. Monica now offers consultancy services focused on empowering organisations to enhance leadership effectiveness, streamline processes, and foster resilient, high-performing teams.

Like many, my daily routine starts with a download of news from around the world. A keen student of history, my news feed suggests that we haven't learned from our mistakes through the passage of time - we just use more powerful weapons. Yet, I am reminded that alongside this darker side of human history, there is also a narrative of resilience, creativity, and a relentless pursuit of progress. We have built civilsations, developed art, science, and culture, and sought meaning beyond mere survival. These achievements reflect a capacity for growth, empathy, and the desire to understand our place in the cosmos.

The STAR method has long been a staple for assessing a candidate's past behaviour as a predictor of future performance. STAR (Situation, Task, Action, Result) helps interviewers understand how candidates handle specific situations. But have you heard of the SAIL method?

Looking for a new role can be a daunting and emotionally taxing experience, especially in today's competitive market. Rejections, uncertainty and the lack of structure can take a toll on even the most optimistic job seeker. However, resilience—the ability to bounce back from setbacks and maintain a positive outlook—can make a significant difference in your job search journey and your overall mental health. Here are some strategies to build and maintain resilience while searching for your next role.

A common catchcry of the many generalist HR practitioners we speak with every day, however the demand for strong employee relations skills within the HR generalist role has surged, essential for effectively resolving conflict, fostering a positive work environment, and ensuring organisational success.

Noticed a surge in the number of HR Services Leadership roles being recruited in 2024? Tandem has experienced this firsthand, having filled several positions in this domain since January. It’s hard not to miss the increase in HR Services roles being advertised across a range of industries and I’m not sure we have ever seen such a high demand in this space. Whether it be under the banner of People Services, HR Operations or HR Shared Services – the search for talent in this stream is on!

While there may be a "national or international day" for just about everything in our modern world (National Avocado Day anyone?) International HR Day (IHRD) on May 20th is one well worth pausing to recognise. This annual celebration provides an opportunity to reflect on the vital role that Human Resources professionals play in organisations across the globe, reminding us just how far the profession has evolved and transformed over time.