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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
Unleashing Communication Skills with a Deck of Cards

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”.​

SOFT SKILLS IN THE RECRUITMENT PROCESS

Dan Corbett • January 8, 2020

One of the key parts to a successful recruitment process, where a person succeeds and is able to build a career with an organisation, is the ability of the process to look beyond a fixed set of skills. Those fixed skills, that can be trained, are obviously important in the day-to-day but it is the soft skills and competencies that will allow a person to build a successful career with an organisation.


The catch is that soft skills are highly intangible and context dependent so understanding the strength of a candidate’s soft skills is more ambiguous and subjective. So why are soft skills so important and becoming more important?


With the increasing prevalence of automation, the nature of work is shifting away from repetitive tasks and increasingly the focus is on the ability to collaborate, innovate, work in a team, adapt and analyse. The pace of technological change has meant that the ability to detect and develop these skills is becoming ever more important for hiring managers in order to ensure a successful hire.


This focus on personality and how a candidate can integrate, build relationships and empathise to influence the business is critical to determining how a candidate can work within and shape a dynamic organisational environment.


What this means is that even though they are of an intangible quality, soft skills should be prioritised and assessed throughout the recruitment process. It is also why it is important for each team and organisation to understand the soft skills and competencies that they require, before entering the recruitment process. You can then determine what questions you need to ask, and what answers you want to hear in order to evaluate candidates against this criteria.


This should lead to an organisation being able to hire a candidate that is able to add value over a long period of time. You will be able to hire someone that can adapt to changing environments, whilst delivering and adding value.


I specialise in project services, business and process improvement. If you would like a confidential discussion on how to progress your job search or career, or you’re having difficulties to bring the right resources to your team, please contact us for a confidential discussion. 


Dan Corbett

Consultant

Project Resource Partners

Level 7, 360 Collins Street, Melbourne VIC 3000 

T +61 3 9949 8100 D +61 3 9949 8105

E dcorbett@projectresourcepartners.com.au