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How to approach a career transition with Renée Giarrusso

June 4, 2024
Renée Giarrusso is a highly sought-after communication, leadership & mindset expert. She is a speaker, International 4-time award-winning author, facilitator, educator and coach (PCC). She works with leaders, teams and organisations to energise mindset and accelerate communication, collaboration and leadership to lift performance and culture. Her sole purpose is to make workplaces exceptional places to work. The team at PRP have been working in partnership with Renée for a number of years across her various programs. We sat down with Renée to talk about her Awaken Career Transition program, which you can read below.

Fridays at Project Resource Partners: Empowering Teams Through Enhanced Communication

By Shae Demetriou • November 13, 2023
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Generational Games ​– building a great cross-generational team.

October 31, 2023
​In today's diverse workforce, success often hinges on the ability to adapt and evolve. This was the focus in a recent discussion hosted by Wendy Born from Business Value Partners, to members of the National Electrical Communications Authority. Wendy was joined by our Directo r, Andrew Bath an d Senior Con sultant, Ella O’Connell . Collectively, Andrew and Ella bring over 25 years of experience in recruiting across diverse industries and successfully working with millennials and Gen Zs. ​During the discussion, they explored recruitment strategies, steps to creating thriving cross-generational teams, and the benefits Millennials and Gen Zs bring to the workplace. Below we have compiled three key takeaways from the discussion for your perusal. Dive in below! ​ ​What are the benefits of employing millennials and Gen Zs? There are a multitude of benefits that come along with employing millennials and Gen Zs within your business. Andrew and Ella discussed how younger generations are not just committed employees but also drivers of change. They challenge process, modernise business, and bring a fresh perspective that’s vital to stay relevant in today’s world. ​In Andrew’s words, “having the younger generation in our team brings diversity of thought and fresh knowledge. I get to learn different things and new technologies, and how they can add value to the business”.​

PEER REFERENCES TO STRENGTHEN YOUR HIRING PROCESS

Dan Corbett • June 12, 2019

IN THE RECRUITMENT PROCESS, REFERENCING TYPICALLY COMES AT THE FINAL STAGE GATE AND WILL OFTEN BE USED TO RUBBER STAMP A POTENTIAL HIRE. FOR SOME HIRING MANAGERS, THEY TRUST THAT THE RECRUITMENT PROCESS UP TO THAT POINT TURNS UP THE BEST HIRE SO THE IMPORTANCE OF REFERENCES CAN BE DE-EMPHASISED.


Traditionally companies contact the names of people that the candidate reported to and go through a list of questions. However, to uncover the best possible hire particularly for critical hires, what other means are there to use in this stage?


A limitation of this is that often line managers have limited line of sight into the day to day activities of their employees. When line managers monitor on a week to week basis, managers often don’t get a full insight into how someone performs in their day to day duties and look purely at outcomes or KPIs. This can often lead to managing upwards without full insight into how a potential hire performs in an operational or team environment.


One alternative to bypass this is to ask for the reference of one of their peers. Particularly in team-based environments or in matrixed organisations, often the best insight will come from other team members. They have a much better understanding about how they operate and perform with others and will be able to better identify their day to day cultural fit.


Cultural fit and the ability to integrate with other team members is often a much better predictor of the success or failure of a potential recruit. Peers will better identify how a potential hire deals with conflict, pressure to meet deadlines and how they build relationships far more effectively and accurately than a line manager will be able to.


The value of asking for insight from those who work directly with a candidate is clear and underutilised by hiring managers. With this in mind, one suggestion to the reference stage in recruiting is to ask for a line manager and a peer reference prior to making a recruitment decision. This may increase the chances of retention and give an employer a different insight in how to manage, motivate and reward a potential employee.


Dan Corbett
Consultant
Project Resource Partners
Level 29, 360 Collins Street, Melbourne VIC 3000
T +61 3 9949 8100 D +61 3 9949 8105
E dcorbett@projectresourcepartners.com.au