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Outplacement and Career Transition

Outplacement and Career Transition

What is outplacement and career transition?

Outplacement is the provision of support for employees whose roles have been declared redundant to assist them in transitioning to a new career or new role.

Support occurs through:

  • Assisting an individual in better understanding what motivates or drives them and what career / role they may be better suited to or have a preference
  • Understanding networking; including how to network using traditional techniques and digital mediums
  • Assistance with developing and or updating resumes and application letters
  • Interview techniques and
  • Emotional support

Outplacement benefits both the transitioning employee and the organisation they are leaving. This is achieved via an employee receiving the practical and emotional support they require, plus the organisation being sure they have provided all that was within their realm to assist the transitioning employee in securing future work and or meeting their career aspirations.

For further information on outplacement please contact Eva and her team via
email eva@nurturehrconsulting.com.au or phone on 43 125 120.

Personality and Workplaces

Personality and Workplaces

“The meeting of two personalities is like the contact of two chemical substances. If there is any reaction, both are transformed.” – Carl Jung

The Grandfather of personality psychology, Gordon Allport, saw personality through an ideographical approach- he viewed the individual uniqueness and experience. Allport concluded, that personality traits are innate neuropsychological properties, initiating individuals to act in a meaningful consistent way across time and situation (Sollod et al., 2012 pp. 2).

Carl Jung furthered the study of personality and referred to it as the predispositions to behave in a certain manner. Consequently, personality across the board is unique to the individual.

Personality within organisations make work interesting and conversely at times, challenging. That is why within business you need to be aware of its advantages but also attentive to its impacts on individual performance and team cohesiveness and the relationships and follow through with clients.

Listed below are some advantages and disadvantages to be aware of when uniting personalities within workplaces:


  • Some personalities mix well with others and allow for greater success.
  • Great leaders are approachable, understanding and adaptable to others personalities.
  • Research suggests that individual personalities within teams can influence team dynamics
  • Individuals need to understand the power of the situation and its role on different personalities.
  • Personalities working together can increase creative thinking
  • Different personalities can motivate one another


  • Often first impressions are subjective to the situation (i.e. first time meeting co-workers is nerve racking) and may force a false judgement.

Different personalities vary in productiveness, attention to detail, ability to commit to projects, motivation etc. Hence, it is worth understanding personalities to better organise teams.

For more information on personality within workplaces please contact eva@nurturehrconsulting.com.au

Reference: Sollod, R., Monte, C., & Boag,S.(2012). Beneath the mask. Milton, Qld: John Wiley & Sons Australia.


What makes a good Resume?

What makes a good Resume?

Being able to write a “Masterpiece of a Resume” can be a gruelling task, knowing what to write, how to make it stand out, let alone typing it up when computer skills may not be your specialty.
Rest assured, there are ways around making the task less of an effort and more of a challenge. Remember this could be the key to getting the perfect job! So what makes a good Resume?
The following tips and tricks are some quick wins to creating your, “Masterpiece” and catching the attention of your prospective employer.

  • Your Resume should be no more than 3 pages long. Give the reader the lasting effect to pick up the telephone and discuss your Resume further.
  • Capture the reader’s attention by ensuring the content is at a high level. Make it easy for them to understand, highlighting, such things as: who you are, where you have worked and a short introduction on what the company does.
  • Keep the layout simple. Overcomplicating the Resume with fancy fonts and special effects can make it look busy and be the difference between a call back or not. Stick to a simple layout with fonts such as Times New Roman, Arial or Calibri, with size 12 font. Bolding headings may be necessary, particularly for: company names, key dates and heading of sections throughout the Resume, for e.g., Personal Information, Education, Work Experience, etc.
  • Jobs and education should be in reverse chronological order. Too much detail about earlier positions in your career are not relevant. Focus on the most recent and relevant.
  • Be sure to make reference to any degrees or licences you have acquired in the education section and any advanced training that may be relevant.
  • Use short, concise sentences and bullet point them to show emphasis. Longwinded sentences may stop the reader, reading on! Use verbs to highlight job responsibilities, such as; managed, developed, implemented, initiated. Impress the reader by selecting your most poignant and relevant jobs you have held.
  • Any achievements or awards or personal affiliations that may be relevant should be included.
  • Don’t waffle about personal interests. Keep them short and concise and only mention if relevant. If mentioning them serves no benefit, then leave it out!
  • References should be listed at the bottom of the Resume as, “References available upon request”. Should the prospective employer acquire them, they will ask for them?
Effective Recruitment Top 10 Tips!

Effective Recruitment Top 10 Tips!

Effective recruitment is the backbone to any successful business, too often though we don’t take the time to recruit effectively resulting in disappointment and poor hires! To help you improve your recruiting, please read below the top 10 tips on effective recruitment.

  1. Review the role you are hiring for i.e. make sure you have identifed the key duties and attributes required from the role
  2. Be clear in your advertisement about the requirements, skills and qualifications needed for the role to effectively carry out the duties you have previously identified
  3. Draft and review your advertisement to ensure it features the key duties, qualifications, skills and attributes. Also provide a brief overview of your organisation and its location to ensure you are attracting candidates that meet your selection criteria
  4. Create a shortlist of suitable candidates by assessing each candiate based on your selection criteria
  5. Organise interviews and provide candidates with at least 48 hours notice of the interview
  6. Prepare for the interview. Develop your questions prior to the interview based on the duties and requirements of the role
  7. Remember the interview is a two way forum – it provides an opportunity for you as an employer to gather information about a candidate whilst it provides a forum for candidates to gather information about you and your business!
  8. Undertake reference checks
  9. Make offers promptly – don’t waste time!
  10. Support new employees with an induction programme to assist them in getting up to speed with your business as quickly as possible to maximise productivity and reduce costs!

For further information on effective recruiting please contact eva@nurturehrconsulting.com.au

Managing Change

Managing Change

Change is essential in maintaining the success of a business and individual, however not everyone is receptive to change. This is due to a number of factors, including life experience and whether change has been a positive or negative experience in the past.

Managing change effectively can result in a business initiative being implemented successfully and embraced by the workforce, versus having an initiative fail to take off or worse be derailed!

Tips on managing change effectively include:

  • communicating as soon as practicable to all impacted regarding the proposed change,
  • communicating via a variety of channels to increase your impact – everyone processes information in different ways, hence utilising different communication channels assists this, for example: emails, face to face, individual catch ups, social media, team meetings, and video clips,
  • tailoring your message to your audience – think of who the audience is and how they best receive information,
  • asking for feedback and input – people whom have the opportunity to input into an initiative are more likely to actively support the change,
  • seeking early adopters, these are individuals whom are most likely to support new ideas, they are typically supportive of new and improved ways of doing things hence by engaging them early on in the change cycle they are more likely to increase your ability to bring others along side them creating further support for the new change,
  • addressing concerns early on and
  • transparency –  be open about the end goal in what you are aiming to achieve by introducing the changed way of working etc.

For further information and advice on how to manage change effectively, please contact eva@nurturehrconsulting.com.au

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