News

•  Eliza McGivern
•  19th Feb 2025

How to Change Industry: Insights from Cameron WebbChanging industries can feel like navigating uncharted waters. Cameron Webb, a seasoned executive, has made several successful transitions across diverse industries, each time bringing his expertise to new challenges. We sat down to speak with Cameron and he generously shared his personal experience, valuable lessons learned, and tips for those considering a career pivot.​1. It Takes Time to Change IndustryCameron’s journey of change didn’t happen overnight. Reflecting on his career, he explains that, at one point, he reached a stage where there simply wasn’t much room for further growth. He realised it was time for a change, but the path forward was unclear."I started with no idea on how to make that move," says Cameron. "I spent time researching and figuring out what my next steps should be. What role would I pursue? Who could help me? What skills would I need? And what would it feel like? All these questions required careful consideration."It wasn’t an easy transition. Cameron spent three years contemplating his next move, gradually building a plan for himself. He thought about the type of work he wanted, the environment he would thrive in, and the role that would challenge him."It took time," he admits, "but when I finally made the leap, it felt like the right decision. The new role reignited my passion, and I felt motivated again. Since then, I’ve become quicker at making decisions because I’ve learned what drives me. I know when it’s time to move."What Cameron learned during this process is the importance of staying motivated and challenged. For him, the key to job satisfaction lies in learning and growth. When the balance tips and he finds himself demotivated, he knows it’s time to reassess.​2. Don’t Assume You KnowOne of the most valuable lessons Cameron has learned in his industry transitions is the importance of staying open-minded. "It’s easy to assume you know things, especially when you come with a lot of experience. But each industry has its own nuances that might surprise you."When Cameron transitioned into manufacturing, he had to shift his mindset. Despite his strong background in retail and consulting, he quickly realised that he needed to be humble and willing to learn from others."I came in thinking I knew what to expect, but the reality was often different. There were experts around me who had been in the industry for years, and if I had listened more intently, I would have avoided some missteps," Cameron reflects. "It’s essential to be mindful and never assume things are the same just because they seem similar on the surface."For anyone considering a change, Cameron advises caution. While you might have valuable skills from your previous role, understanding the specific context of the new industry is critical to success.​3. Personal Development is CriticalCameron’s journey of career transformation isn’t just about switching industries. It’s also about continuous personal growth. He believes in constant learning and development to stay relevant and effective in any role."I’ve always focused on personal development," he says. "Early on, I did both an undergraduate and a postgraduate degree, which gave me a strong foundation for leadership and business. But later in my career, it’s been all about understanding myself—how to lead more effectively, how to handle challenges, and how to improve in the areas that matter most."Cameron credits this focus on self-awareness and improvement for his success in navigating different industries. He believes that being honest about your strengths and weaknesses—and actively working to improve—is crucial for anyone looking to transition or grow in their career."Personal development isn't just about learning new skills. It’s about knowing who you are, what you bring to the table, and where you can improve."​Key Takeaways from Cameron Webb's Career TransitionsPatience and Planning: Changing industries takes time. Cameron spent three years carefully researching, planning, and figuring out what type of role, environment, and work would motivate him. Once he made the decision, it reignited his passion for work.Stay Open-Minded: Don't assume that skills and knowledge from your previous industry automatically apply. Each industry has its own nuances, so it's important to be humble, listen to others, and be open to learning.Focus on Personal Development: Continuous learning and self-awareness are essential. Cameron prioritises understanding his strengths and areas for improvement, which has helped him navigate various roles successfully.Know What Drives You: For Cameron, the key to job satisfaction is feeling challenged and learning. When the balance is off, he knows it’s time to reassess and make a change.​Watch the Full Interview with Cameron & Learn MoreCameron’s approach to industry change is simple but profound: embrace the change, understand what drives you, and be open to the lessons each new experience brings. With these guiding principles, anyone can make a successful transition, regardless of the industry. The lessons learned along the way can not only help you succeed in your new role but also enrich your career as a whole.🎥 Watch the full video interviews here: Career Lifecycle Series - Career Transition Guide​Why Partner with Us?Business leaders need top-tier talent to exceed expectations and drive growth. At Parity, we swiftly attract and mobilise the best candidates across Financial Services and Tech, ensuring they align with your culture, performance, and reputation.With years of earned trust, Parity specialises in unearthing those perfect truffles—candidates in Product, Transformation, Marketing, Communications, Digital, and Data, who will elevate your organisation while ensuring quality always trumps quantity.Our equitable and transparent placement process is trusted by clients and candidates alike.​At Parity, we're committed to supporting both our clients and candidates. For a confidential discussion, don't hesitate to reach out to one of our consultants.

•  Eliza McGivern
•  19th Feb 2025

How to Successfully Transition Industries: Insights from Tina MorrellMaking a career change—especially into a new industry—can feel daunting. But for senior executives looking to pivot, the right mindset and strategy can make all the difference. We had the pleasure of interviewing Tina Morrell about her journey from telecommunications to financial services, uncovering key insights for anyone considering a similar move.Tina Morrell’s career is a testament to adaptability and impact across multiple industries and job families. She began in Telecommunications, mastering product management and development before making a strategic move into Financial Services, driven by a long-held ambition to contribute to the sector. Her journey didn’t stop there.She went on to apply her expertise in Membership, Transport, and Travel, focusing on Customer Value Propositions (CVP), Customer Strategy, Voice of Customer (VOC), Human-Centered Design (HCD), and Digital.With each transition, Tina quickly grasped the nuances of new industries, leveraging her deep product knowledge to drive immediate value.Known for delivering Transformational programs and leading change, Tina thrives on challenges and continuous learning. Her ability to navigate diverse sectors and create meaningful impact makes her a sought-after leader, ready to take on the next opportunity with confidence. Here are some of the lessons she learned along the way.​1. Leverage Your Network: Learn from Others Who’ve Done ItTina’s transition began when she saw another leader successfully change industries. Inspired, she reached out to him to understand his process. His advice? Speak to recruiters and clarify exactly what you want.Key Takeaways:Seek out mentors or peers who’ve successfully transitioned industries.Consult with recruiters to understand market opportunities.Be clear on your career goals before approaching external opportunities.​2. Stay Confident in Your Transferable SkillsOne of the biggest challenges in changing industries is overcoming self-doubt and proving your value. Tina recognised she wasn’t an expert in financial services, but she was an expert in product management, pricing, and driving growth—skills that could be applied across industries.Key Takeaways:Focus on what you bring to the table, not what you lack.Recruiters and hiring managers may focus on industry experience, but your functional expertise is just as important.Stay resilient—don’t let a few setbacks derail your confidence.​3. Take Strategic Risks to Get Where You WantTina faced a tough choice: take an external role in her current industry or step back in seniority to enter the industry she truly wanted. She chose the latter, trusting that her skills would help her progress quickly—and within two months, she was promoted back to her previous level.Key Takeaways:Sometimes a lateral or even lower move can be the right long-term choice.Be willing to take calculated risks to enter your desired field.Progression happens quickly when you prove your impact.​4. Be Excited About Your New IndustryExcitement is contagious. Tina emphasised that demonstrating enthusiasm about the industry shift was critical in winning over hiring managers. Her passion for learning new things and embracing challenges helped her stand out.Key Takeaways:Hiring managers want to know why you’re making the jump—show them your genuine interest.A growth mindset is key to thriving in a new industry.Every career move is an opportunity to expand your knowledge and skillset.​Watch the Full Interview with Tina & Learn MoreTransitioning industries isn’t just about finding the right role—it’s about positioning yourself for long-term success. Watch our full interview with Tina Morrell and others who’ve made the leap, and gain more insights into navigating a successful industry change.🎥 Watch the full video interviews here: Career Lifecycle Series - Career Transition Guide​Why Partner with Us?Business leaders need top-tier talent to exceed expectations and drive growth. At Parity, we swiftly attract and mobilise the best candidates across Financial Services and Tech, ensuring they align with your culture, performance, and reputation.With years of earned trust, Parity specialises in unearthing those perfect truffles—candidates in Product, Transformation, Marketing, Communications, Digital, and Data, who will elevate your organisation while ensuring quality always trumps quantity.Our equitable and transparent placement process is trusted by clients and candidates alike.​At Parity, we're committed to supporting both our clients and candidates. For a confidential discussion, don't hesitate to reach out to one of our consultants.

•  Eliza McGivern
•  27th Nov 2024

"We are living in a world where change has never been this fast … and will never be this slow again!" ​Futurist, Anders Sorman-Nilsson's words resonate deeply in today's hyper-paced environment. With technology advancing at unprecedented rates, the demand for productivity continues to soar. Yet, our capacity to sustain peak performance amid this rapid pace often falters, leading to burnout and diminished outcomes.​The Energy ChallengeIn both professional and personal spheres, expectations for performance are sky-high. We juggle more projects in less time, aided by ever-evolving technology that keeps us constantly connected and often overwhelmed. This relentless pace can lead to physical and mental exhaustion, impacting not just our productivity but also our health and overall well-being.Maybe you’ve been there – caught up in the grind, pushing yourself to meet the ever-growing demands of work. You start early, finish late, and rely on caffeine or sugar just to power through the day. Perhaps you’ve found yourself wired late at night, unable to switch off, only to grab a few restless hours of sleep before doing it all again. It feels like you’re running on empty, and no matter how hard you work, the to-do list never seems to get shorter.It’s exhausting, isn’t it? That’s the kind of pace that leads to burnout – where your energy levels crash, and no amount of effort seems to recharge you. Maybe you’ve already experienced it, or you’re on the verge of it. Either way, it’s a signal that something needs to change.Instead of constantly draining your battery, it’s time to think about how to sustainably manage your energy. Because just like a flat car battery, your body can only take so much before it needs a proper recharge.​The Human BatteryThink of yourself like a mobile phone – you operate on energy reserves, and just like a phone needs regular charging, so do you. We each have four key "batteries" that keep us going: physical, mental, emotional, and spiritual. The catch? They don’t drain evenly, and each one needs to be recharged in its own way. It’s up to you to notice when you’re running low and find ways to recharge.Here are a few ideas to help get you started, but feel free to adapt them to suit your lifestyle:Physical Battery: Boost your physical energy by getting quality sleep, fuelling yourself with healthy food, and taking short breaks throughout the day to move your body.Mental Battery: Give your brain a break with activities like meditation, going for a stroll, or diving into a hobby that lets your mind unwind.Emotional Battery: Replenish emotional energy by connecting with loved ones, taking time to relax, or immersing yourself in nature.Spiritual Battery: Recharge your spiritual energy by finding purpose and meaning in what you do. This could be through meditation, volunteering, or simply engaging in activities that align with your core values and passions.Everyone’s needs are different, so take time to figure out what works best for you. The key is to pay attention and refuel before you’re running on empty.​Managing Energy, Not TimeEfficiency isn't just about managing time; it's about optimising the energy we bring to our tasks. Studies show that working in 90-minute intervals aligned with our natural ultradian rhythms enhances productivity and well-being. These rhythms dictate our body's need for regular renewal breaks, crucial for maintaining focus and avoiding burnout.Practical Steps:Align Tasks with Energy Peaks:Schedule demanding tasks during peak energy periods.Follow a Realistic Schedule: Plan your day realistically, prioritising tasks and allowing for necessary breaks.Tackle Important Tasks First: Begin with high-priority tasks when energy levels are highest.Manage Email Efficiently: Allocate specific times to handle emails, avoiding constant interruptions.Avoid Multitasking:Focus on one task at a time to maximise efficiency and minimise stress.​ConclusionIn today's fast-paced world, the ability to sustain peak performance hinges not on simply managing time, but on effectively managing our energy resources. By nurturing our physical, mental, emotional, and spiritual batteries, and aligning our work habits with natural energy rhythms, we can achieve sustainable productivity and well-being.Remember, it's not about adding more hours to your day—it's about optimising the energy you bring to the hours you have. By prioritising energy management, you pave the way for sustained success and fulfilment, both professionally and personally.​Is your organisation facing leadership challenges?Parity's partners at Athena Leadership Academy can assist you in gaining the clarity around reaching your peak performance—request an introduction today.​Read More:10 Ways Low Attrition is Killing Culture2024's Essential Guide to Attracting and Retaining Top TalentSalary Guide FY2024-25​What We DoBusiness leaders need top-tier talent to exceed expectations and drive growth. At Parity, we swiftly attract and mobilise the best candidates across Financial Services and Tech, ensuring they align with your culture, performance, and reputation.With years of earned trust, Parity specialises in unearthing those perfect truffles—candidates in Product, Transformation, Marketing, Communications, Digital, and Data, who will elevate your organisation while ensuring quality always trumps quantity.Our equitable and transparent placement process is trusted by clients and candidates alike.See how the Parity team can help your organisation succeed—Download our Capability Statement here!​

•  Eliza McGivern
•  25th Nov 2024

How to Start Meaningful Change, One Chat at a TimeIn a world where connection often happens at lightning speed and discussions feel surface-level, it’s easy to avoid the conversations that dig a bit deeper. Yet, when it comes to fostering genuine connection, building a respectful workplace, or even standing up for what’s right, a courageous conversation can be the spark that ignites lasting change.So, what exactly is a courageous conversation? At its core, it’s a discussion where honesty, empathy, and vulnerability take centre stage. These conversations often address challenging subjects—boundaries, accountability, or even sensitive personal issues—and require us to step outside our comfort zones. Courageous conversations can be hard, but they open doors to new perspectives, mutual understanding, and stronger relationships.​Why Courage MattersCourageous conversations matter because they tackle issues that are easy to sidestep. Think about the last time you witnessed something at work that didn’t sit right, whether it was a questionable comment or a small oversight that went unchecked. Did you bring it up, or did you brush it aside? Choosing the courageous route, even in small moments, builds an environment where openness and respect become the norm rather than the exception.When we have the courage to communicate directly, we not only validate our own experiences but also create spaces for others to feel heard and valued. Whether with a teammate, friend, or leader, a courageous conversation can shift mindsets, inspire action, and nurture trust—one of the most essential elements of any healthy relationship.​Steps to Initiate a Courageous ConversationStarting a courageous conversation doesn’t have to be overwhelming. Here are a few steps to help navigate the process:Clarify Your PurposeBefore diving into a tough conversation, ask yourself why it’s important. Are you seeking resolution, understanding, or simply hoping to express your feelings? Understanding your purpose will help keep the conversation focused and prevent it from derailing.Prepare for DiscomfortCourageous conversations aren’t easy, and feeling uncomfortable is natural. Embrace this discomfort as a sign that you’re touching on something meaningful. Practising a few key points in advance can help you stay grounded when the discussion gets challenging.Lead with EmpathyApproach the conversation with a genuine intention to understand the other person’s perspective. Phrasing things with “I” statements—like “I feel…” or “I noticed…”—can prevent the other person from feeling attacked and promote a more productive dialogue.Listen ActivelyListening is as important as speaking in a courageous conversation. Be fully present, avoid interrupting, and pay attention to both verbal and nonverbal cues. Listening doesn’t mean agreeing, but it shows respect and helps you understand where the other person is coming from.Stay Solution-OrientedCourageous conversations are most effective when they’re constructive. Even if you’re discussing a tough topic, focus on finding a positive way forward rather than getting stuck in blame or criticism.​The Benefits of Building a Culture of CourageWhen individuals regularly engage in courageous conversations, it ripples throughout teams and organisations, fostering an environment of psychological safety. People feel empowered to speak their minds, knowing they won’t face judgment or retribution. This openness builds trust, enhances collaboration, and ultimately drives innovation.Beyond work, cultivating a habit of courageous conversations enriches our personal lives. Relationships become more authentic, and we feel less burdened by the weight of unsaid thoughts. By opening up, we allow others to do the same, creating a culture of honesty and mutual respect in every area of life.​Starting Your Courageous JourneyThe next time you feel a hesitation about bringing up something important, try leaning into the discomfort instead. A single conversation may not change the world, but it could shift someone’s day, a team dynamic, or even an entire company culture. Courageous conversations might be challenging, but they’re always worth it.​​Read More:Event Key Takeaways - Negotiation TipsCurrent VacaniesThe Burnout Battle: Strategies to Combat and Manage Stress​What We DoBusiness leaders need top-tier talent to exceed expectations and drive growth. At Parity, we swiftly attract and mobilise the best candidates across Financial Services and Tech, ensuring they align with your culture, performance, and reputation.With years of earned trust, Parity specialises in unearthing those perfect truffles—candidates in Product, Transformation, Marketing, Communications, Digital, and Data, who will elevate your organisation while ensuring quality always trumps quantity.Our equitable and transparent placement process is trusted by clients and candidates alike.​At Parity, we're committed to supporting both our clients and candidates. For a confidential discussion, don't hesitate to reach out to one of our consultants.

•  Amanda Glacken
•  21st Nov 2024

​As the festive season approaches, it’s easy to get caught up in the end-of-year rush. But before the “silly season” fully takes over, take a moment to think ahead. What kind of team do you want to lead in 2025?The start of a new year is the perfect opportunity to reset, refresh, and refocus. Reflecting on the year gone by, we’re reminded of the power of fresh perspectives. Bringing in new talent can energise your team, challenge conventional thinking, and spark a cultural shift that drives innovation and success.​The Impact of the Right HireRecruitment isn’t just about filling a role—it’s about finding someone who brings more to the table than just the skills listed on their CV. The best hires challenge the status quo, inspire those around them, and infuse a sense of purpose into the team.In today’s fast-changing landscape, adaptability and curiosity are as critical as technical expertise. Hiring someone with the mindset to embrace change and explore new ideas can transform how your team approaches opportunities and challenges in the year ahead.​Energising Your TeamA new hire brings more than just individual talent—they bring momentum. Fresh energy can reignite ambition, encourage collaboration, and lift team morale. This impact doesn’t just stay within the boundaries of their role; it ripples across the entire team and influences the direction of your business.When teams see challenges as opportunities for growth, they begin to approach work with a renewed sense of excitement and resilience. A well-chosen hire can be the spark that shifts your team’s mindset and sets the tone for the year.​Reflect and PlanBefore the Christmas chaos takes hold, carve out some quiet time to consider these questions:What skills or perspectives do you need to strengthen your team?How can your next hire align with and enhance your team’s culture?Are you seeking someone to maintain the current trajectory or to drive innovation and growth?​Start 2025 StrongThe right hire isn’t just about solving immediate needs—it’s about shaping the future of your team and your business. Now’s the time to plan thoughtfully and lay the foundation for success.​What Does your Ideal 2025 Team Look Like? Whether it’s defining the skills you need or identifying the game-changer who can spark innovation in your team, we’re here to help you make it happen.Reach out today to start building your roadmap for a standout new year. Together, we’ll find the talent that will not only meet your goals but exceed them.​Read More:Finding Your Next Great HireA Good Hire Can Change EverythingThink Long-Term About Your Hiring Strategy​What We DoBusiness leaders need top-tier talent to exceed expectations and drive growth. At Parity, we swiftly attract and mobilise the best candidates across Financial Services and Tech, ensuring they align with your culture, performance, and reputation.With years of earned trust, Parity specialises in unearthing those perfect truffles—candidates in Product, Transformation, Marketing, Communications, Digital, and Data, who will elevate your organisation while ensuring quality always trumps quantity.Our equitable and transparent placement process is trusted by clients and candidates alike.For a confidential discussion, don't hesitate to reach out to one of our consultants.

•  Eliza McGivern
•  11th Nov 2024

There’s something about Mondays—They have an undeniable ability to set the tone for the week ahead. When you start strong, you’re more likely to maintain that energy and focus through Friday. This can be especially powerful if you’re job hunting or planning the next steps in your career. By starting with a clear, intentional action on Monday, you can create a week full of opportunities and growth.​Why Mondays Matter for Job SeekersFor many of us, Mondays come with a renewed sense of purpose and potential. It’s the start of the workweek, and that energy offers a natural motivation boost. Rather than just reacting to whatever comes your way, approach Mondays with intention. This proactive approach can make a difference in your job search.A Monday action doesn’t have to be monumental, but it should be something that pushes you a step forward. Here are a few suggestions:Contact your Specialist Recruiter to Apply for a Role You’ve Been ConsideringThat position you bookmarked last week? Now’s the time to apply. Research shows that applying early in the week can give your application a better chance of being reviewed. By reaching out to a recruiter, you’re not just putting your name in the mix; you’re accessing insight and advice that can help make your application stand out. Specialist recruiters also have direct lines to hiring managers, providing your application with an added layer of visibility. So, instead of hesitating, submit your resume and make sure it’s tailored to highlight why you’re the ideal candidate. Starting your week by putting yourself out there sets a tone of confidence and progress.Network with a PurposeThink of one person in your network who could help move your career forward. Maybe it’s a previous colleague who could provide a referral or an industry leader you admire. Mondays are a great time to reach out because people tend to be more responsive early in the week. A well-crafted, polite message asking for insight or a quick chat can open doors and build momentum in your professional network.Invest in a New SkillWhether it’s reading a new release book, watching a short tutorial or TED talk, or registering for an online course, consider starting your week by learning something new. Building skills not only increases your qualifications but also shows prospective employers your commitment to growth. Learning even a small skill on Monday can provide a fresh perspective for the rest of the week, giving you added confidence in your job search.​Keeping the Momentum GoingOnce you’ve set the tone on Monday, it’s easier to keep that momentum going. If you applied to a job, make it a goal to apply to one more by the end of the week. If you reached out to a contact, plan to follow up or connect with someone new. It’s about creating small wins that build up over time. Each action, no matter how small, creates forward motion, making your week feel productive and energised.​Embrace Bold MondaysRemember, Mondays are your blank slate. Whether it’s by applying for a role, reaching out to a connection, or adding a skill to your resume, you’re setting a tone that speaks of ambition and purpose. This week, take that bold action. Start your Monday with intent, and let the rest of your week follow your momentum.Each week brings a new chance to shape your career and grow your network. Make the most of it!​​Read More:Salary Guide FY2024-25Event Key Takeaways - Negotiation TipsCurrent Vacanies​What We DoBusiness leaders need top-tier talent to exceed expectations and drive growth. At Parity, we swiftly attract and mobilise the best candidates across Financial Services and Tech, ensuring they align with your culture, performance, and reputation.With years of earned trust, Parity specialises in unearthing those perfect truffles—candidates in Product, Transformation, Marketing, Communications, Digital, and Data, who will elevate your organisation while ensuring quality always trumps quantity.Ourequitable and transparent placement process is trusted by clients and candidates alike.​

•  Eliza McGivern
•  5th Nov 2024

Are You Looking in the Right Places?Simply posting a job ad is often no longer enough. Today’s high-impact talent may not be actively applying, and the search for candidates who truly align with your vision can require some strategic adjustment. Here’s how you can broaden your search approach and enhance the chances of finding the right fit:1. Going Beyond Job BoardsMany of the most qualified candidates are not actively searching but may still be open to new opportunities. Tapping into industry networks or considering professional help from a specialist recruiter can help reach these passive candidates. Industry recruiters, in particular, often have direct access to talent pools that would be difficult to engage with otherwise, providing a targeted approach for finding those high-impact professionals who aren’t on traditional job boards.2. Aligning with Your Company’s Future NeedsHiring with a long-term view means identifying candidates whose values, skills, and ambitions align with your team’s future, not just its current state. A good match isn’t just about technical skills; it’s about shared vision and culture. Consider focusing on individuals who are adaptable and motivated by your company’s mission. Specialist recruiters like Parity, who are familiar with your industry can assist in narrowing down candidates who fit not just the job description but the overall team vision, improving long-term engagement.3. Accessing Industry-Specific InsightsKeeping up with shifting industry trends and skill demands can be challenging. Industry recruiters often bring insight into what skills are in high demand, market salary expectations, and what motivates candidates today. These insights can inform your hiring strategy, helping you attract candidates with the skills and qualities most needed to push your business forward.4. Connecting with Passive TalentTop performers aren’t always actively looking, yet they may be open to change when approached with the right opportunity. If you’re finding it challenging to engage with such talent, the right recruiters can help. We have well-established connections with these passive candidates, providing an opportunity to engage talent that may otherwise be out of reach.​Hire Well by Looking in the Right PlacesLooking in the right places and refining your approach can transform your hiring outcomes, helping you to build a team aligned with your company’s values and vision. Whether you choose to expand your own network, reach out to our team of specialist recruiters, or both, the key is to think strategically about where and how you search for talent.​​Read More:2024's Essential Guide to Attracting and Retaining Top TalentSalary Guide FY2024-25Think Long-Term About Your Hiring StrategyA Good Hire Can Change Everything​What We DoBusiness leaders need top-tier talent to exceed expectations and drive growth. At Parity, we swiftly attract and mobilise the best candidates across Financial Services and Tech, ensuring they align with your culture, performance, and reputation.With years of earned trust, Parity specialises in unearthing those perfect truffles—candidates in Product, Transformation, Marketing, Communications, Digital,and Data, who will elevate your organisation while ensuring quality always trumps quantity.Our equitable and transparent placement process is trusted by clients and candidates alike.See how the Parity team can help your organisation succeed—Download our Capability Statement here!

•  Eliza McGivern
•  28th Oct 2024

The right hire can make a profound impact. With new challenges and opportunities constantly emerging, bringing in someone with fresh perspectives and a drive to innovate can transform not only a single project but also the direction and culture of your entire team.So, what kind of new perspective does your team need to drive growth and spark innovation? The answer isn’t always straightforward, but asking the question is the first step toward a more intentional hiring strategy. Here are some of the ways the right talent can elevate your business:1. Fresh InsightsA great hire brings more than just skills—they bring unique insights shaped by their experiences. When someone new joins your team, they bring a different lens, enabling you and your team to look at familiar challenges in a new way. Often, these insights reveal overlooked opportunities and inspire creative solutions, helping your team push beyond traditional approaches.2. A Positive Culture ShiftBeyond skills and experience, attitude and values matter tremendously. When you hire someone who aligns with your organisation's mission and values, they contribute positively to your team culture. The right person can boost morale, foster collaboration, and encourage others to bring their best selves to work. This cultural influence isn’t just beneficial—it’s essential for building an engaged, resilient team that’s ready to grow and adapt.3. Skills Upgrade and AgilityEspecially in fast-paced fields like product management, transformation, marketing, communications, digital and data, new hires with up-to-date expertise can elevate your team’s capabilities. They bring knowledge of the latest tools, trends, and techniques, which can quickly improve both processes and outcomes. The impact of a skills upgrade doesn’t end at individual productivity; it cascades through the team, inspiring others to learn and grow.4. A Catalyst for InnovationNew hires often bring fresh thinking and an openness to challenging the status quo. A team member who asks “why?” and “what if?” can catalyse innovation by prompting everyone to think beyond what’s comfortable and familiar. People who challenge norms help foster a mindset where creativity thrives, and team members feel empowered to bring new ideas to the table.​Hiring with Transformation in MindThe decision to hire is always an investment in the future. By focusing on candidates who bring diverse perspectives, align with your values, and bring a growth mindset, you’re laying the foundation for sustainable success.​Ready to Make a Transformative Hire? At Parity Consulting, we understand that the right hire can change everything. We specialise in sourcing exceptional candidates who don’t just fit into a role—they help shape it and, in turn, shape your organisation’s future. If you’re ready to bring on someone who will elevate your team and drive your business forward, connect with our team today.Make your next hire one that truly makes a difference. Because when you bring the right person on board, anything is possible.​Read More:2024's Essential Guide to Attracting and Retaining Top TalentSalary Guide FY2024-25Why Leadership is key to your EVPThink Long-Term About Your Hiring Strategy​What We DoBusiness leaders need top-tier talent to exceed expectations and drive growth. At Parity, we swiftly attract and mobilise the best candidates across Financial Services and Tech, ensuring they align with your culture, performance, and reputation.With years of earned trust, Parity specialises in unearthing those perfect truffles—candidates in Product, Transformation, Marketing, Communications, Digital, and Data, who will elevate your organisation while ensuring quality always trumps quantity.Our equitable and transparent placement process is trusted by clients and candidates alike.See how the Parity team can help your organisation succeed—Download our Capability Statement here!

•  Eliza McGivern
•  21st Oct 2024

​As you consider your business goals for the coming months:It’s time to think long-term about how your next key hire could transform your organisation. ​That one role could be the catalyst for growth, innovation, and team productivity—if you bring in the right talent.​Change how you approach hiringIt’s not just about filling a vacancy; it’s about making strategic decisions that will elevate your team and your organisation. Here’s how to rethink your hiring approach to ensure every hire makes a lasting impact:Looking for top performance?Identify the role that will directly drive growth. Focus on the positions that have the power to shape the future of your organisation.Want quality results?Seek candidates who exceed expectations. The right talent doesn’t just meet the requirements of the job; they consistently deliver beyond what’s asked, pushing your business forward.Looking to improve productivity?Focus on hiring individuals who enhance team efficiency. A great hire doesn’t just blend in—they elevate the performance of the entire team and foster collaboration.Want your team to grow?Find talent that brings fresh perspectives and skills. The best hires don’t just fill a gap, they bring new ideas and expertise that can take your business in innovative directions.Looking to create a positive culture?Hire individuals who align with your values and vision. A cohesive team, where everyone supports your mission, works with more passion and commitment, creating a culture that thrives.Instead of settling for good, aim for the exceptionalThe right hire can elevate your business from where it is to where it could be.​At Parity Consulting, we specialise in sourcing top-tier talent across product, marketing, transformation, digital, and data roles. Our approach ensures you find exceptional candidates who don’t just meet expectations—they exceed them. Let us partner with you to help fill that key role and drive your business to the next level.Hiring the right person is the first step towards transforming your business. Let’s find the talent that will take you there.​Does your organisation have a skills gap in your leadership team?At Parity Consulting, we specialise in unearthing top-tier talent across product, marketing, transformation, digital, and data roles. Our approach ensures you find exceptional candidates who don’t just meet expectations—they exceed them. Let us partner with you to help fill that key role and drive your business to the next level.Hiring the right person is the first step towards transforming your business. Let’s find the talent that will take you there. Reach out to our team today for a confidential discussion.​Read More:10 Ways Low Attrition is Killing Culture2024's Essential Guide to Attracting and Retaining Top TalentSalary Guide FY2024-25Why Leadership is key to your EVP​What We DoBusiness leaders need top-tier talent to exceed expectations and drive growth. At Parity, we swiftly attract and mobilise the best candidates across Financial Services and Tech, ensuring they align with your culture, performance, and reputation.With years of earned trust, Parity specialises in unearthing those perfect truffles—candidates in Product, Transformation, Marketing, Communications, Digital, and Data, who will elevate your organisation while ensuring quality always trumps quantity.Our equitable and transparent placement process is trusted by clients and candidates alike.See how the Parity team can help your organisation succeed—Download our Capability Statement here!

•  Victoria Butt
•  10th Oct 2024

​In today’s volatile job market, the decision to leave a current position for a new opportunity can be daunting. ​While many employees hesitate to make a change due to push and pull factors, it’s essential to challenge this mindset. Embracing risk and bucking the trend of caution can lead to rewarding career advancements and personal growth.​Understanding Push Factors: The Drivers of DiscontentPush factors often drive employees away from their current roles. These include:Disengagement: A sense of disconnection from work can be a significant motivator for change. When employees feel uninspired or undervalued, the drive to seek new opportunities intensifies. Rather than settling for dissatisfaction, taking the risk to explore new roles can lead to greater fulfilment.Lack of Career Development: Stagnation in career progression can leave professionals feeling trapped. In an era where growth is paramount, those who embrace risk by pursuing opportunities with clear development paths can reap the benefits of new skills and experiences.Poor Leadership: Ineffective management can stifle motivation and innovation. Instead of remaining in a toxic environment, taking the leap to a company with strong leadership can significantly enhance job satisfaction and performance.​Exploring Pull Factors: The Allure of New OpportunitiesPull factors entice employees to consider new roles and can inspire risk-taking:Scope of the Role: Many professionals are motivated by the prospect of increased responsibilities. A new position offering diverse challenges can provide the excitement and engagement that drives career satisfaction. Embracing this change, despite the inherent risks, can lead to personal and professional growth.Exciting New Areas: The desire to work in innovative industries can be a powerful pull factor. Taking a chance on a role in a cutting-edge field can lead to fulfilling experiences and a chance to be part of something transformative.Growth-Oriented Companies: Organisations committed to expansion and development are attractive to talent looking to make a mark. By embracing risk and seeking opportunities within these companies, employees can position themselves at the forefront of exciting initiatives.​Navigating Challenges in Bear MarketsIn bear markets, where uncertainty looms large, many professionals hesitate to take risks due to concerns about job security. However, this is precisely the moment to break free from complacency. While push and pull factors often dictate decisions, stronger motivations are needed to drive action.Rather than fearing change, consider the potential rewards of taking risks. By stepping outside of comfort zones, employees can discover new paths and opportunities that lead to greater satisfaction and success. Organisations must also actively promote a culture that encourages risk-taking, providing the support and resources necessary for employees to explore new avenues.​Taking the Next StepEmbracing risk in job transitions is vital in today’s evolving market. By recognising and addressing push factors while actively pursuing pull factors, employees can break free from stagnation and create fulfilling careers. Instead of succumbing to fear and uncertainty, consider the transformative potential of taking risks. With the right mindset and support, navigating job transitions can lead to exciting new opportunities and a more engaged, motivated workforce. Buck the trend, embrace the challenge, and unlock your potential!​Are you facing Job Transitioning challenges?Parity's team is here to support you. Contact one of our specialist consultants for a confidential discussion – Product Management, Marketing, Comms or Digital, or Transformation.​Read More:Salary Negotiation Masterclass10 Ways Low Attrition is Killing CultureSalary Guide FY2024-25​What We DoBusiness leaders need top-tier talent to exceed expectations and drive growth. At Parity, we swiftly attract and mobilise the best candidates across Financial Services and Tech, ensuring they align with your culture, performance, and reputation.With years of earned trust, Parity specialises in unearthing those perfect truffles—candidates in Product, Transformation, Marketing, Communications, Digital, and Data, who will elevate your organisation while ensuring quality always trumps quantity.Our equitable and transparent placement process is trusted by clients and candidates alike.See how the Parity team can help your organisation succeed—Download our Capability Statement here!

•  Vanessa Lalani
•  24th Sep 2024

Upskilling in leadership has emerged as a key priority for professionals across industries. Our latest salary survey revealed a growing trend: more leaders are recognising the need to continuously develop their skills to stay ahead. Whether it's mastering new technologies, honing emotional intelligence, or enhancing strategic thinking, the focus on leadership development is clear. As organisations seek to navigate complex challenges, those who invest in upskilling are better positioned to drive success and inspire their teams to achieve more.​Vanessa Lalani, Division Director at Parity Consulting, specialises in connecting top talent in Marketing, Communications, and Digital fields with innovative organisations. Over her career, she has partnered with exceptional companies, guiding them in selecting the right leaders to propel their businesses forward.Vanessa has captured a series of short videos where she shares insights on critical topics for securing executive talent. The videos cover 2024 trends in hiring, cultural fit, emotional intelligence, and provide tips for senior leaders exploring new opportunities.1. Top 3 In-Demand Leadership TraitsUpskilling in leadership has emerged as a top priority for nearly a third of respondents in our latest salary survey. Creating an environment of psychological safety in the workplace is paramount, and Vanessa Lalani highlights three key leadership traits that our clients are particularly focused on: i. Adaptability – Adjusting strategies and actions, especially in response to rapid technology changes and shifting markets. ii. Digital Literacy – Not experts, but savvy enough to navigate the digital landscape with confidence. iii. Creative Problem-Solving – Bringing fresh ideas and sparking innovation. Certainly something to consider as you think about your own development. ​​2. Doing More with What You HaveWith all the current talk about “doing more with LESS,” what if leaders reframed that to “doing more with WHAT YOU HAVE”?If you're a leader feeling the pressure to drive growth and innovation with fewer resources, here are a few techniques—similar to an executive search approach—to help navigate this challenge:i. Redefine Priorities – Instead of bringing in external talent, focus on the core competencies and critical skills already within your team.ii. Shift the Mindset – Create a brief for the “perfect candidate” as if hiring, but use it to identify and develop potential in existing employees.iii. Maximise Internal Talent – Rather than trying to do more with less, leverage your team’s strengths to grow from within during challenging times.​​3. Uncover the Hidden Talents in Your TeamTo further maximise your internal team's strengths, asking the right questions can help unlock potential you never knew existed. One of the most powerful questions a line manager can ask their staff right now is:“What is something you’re great at that we don’t know about, which the business could really use?”This question is especially impactful in a lean environment, – where leaders need teams that can go beyond their job descriptions and operate broadly, and– at the same time, staff want to be challenged and fully utilise their potential.Your team members possess a diverse range of skills and talents, but not everything gets shared during day-to-day work. Taking the time to ask this question can lead to valuable insights, ultimately benefiting both your team and the organisation as a whole.​​4. The High Cost of Getting Senior Executive Hires WrongHiring the wrong senior executive can have significant consequences, especially in today’s cost-constrained market. Here’s why it’s crucial to get it right:i. Financial Impact –A poor hire can cost up to two to three times the executive’s annual salary when factoring in recruitment costs, lost productivity, and redundancy payments.ii. Cultural and Strategic Fallout –The wrong leader can negatively affect company culture and derail strategic initiatives, making the fallout extend beyond just dollars.iii. Methodical Hiring Matters –While more senior talent is available, organisations must adopt a thorough approach, focusing on both technical and soft skills, culture fit or add, and diversity within their candidate pool.​​5. Nurture Your NetworkAt the time of publishing, here’s a quick update for senior professionals considering their next move:Over the past 12 months, the market has slowed, with many organisations restructuring to cut costs and realign with strategic objectives.We’re seeing an increase in senior-level candidates on the market, and it’s taking longer to secure roles than before.The good news? Key senior positions are still being filled, often through executive search and networks—so now is the time to nurture those connections, whether you're actively looking or not.Start by connecting with Vanessa on LinkedIn.​​Wrapping up:Upskilling in leadership ensures that your team remains dynamic and adaptable, striking the perfect balance between stability and the infusion of fresh ideas needed to drive innovation and sustained growth.​Is your organisation facing leadership challenges?Vanessa can assist you in gaining the clarity you need around your teams, your business goals—helping you to reignite your team’s engagement and drive growth.Reach out to her for a confidential discussion. ​Read more:10 Ways Low Attrition is Killing Culture2024's Essential Guide to Attracting and Retaining Top TalentSalary Guide FY2024-25

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•  6th Sep 2024

​Parity Consulting was proud to host another incredible event as part of our ParityPlus initiative – EmpowerYOUR Value. This Masterclass featured industry leaders sharing their firsthand tips on negotiating your value in the workplace.​KEY TAKEAWAYS – 5 Essential Negotiation Tips​1. Timing Don’t leave your salary conversation too late—plan it before the remuneration review cycle begins. The ideal time to discuss your goals with your people leader is early in the year, as it sets the tone for your end-of-year discussion. Strong relationships are built on clear communication. If you consistently demonstrate how you’re contributing to the business throughout the year by making improvements, sharing good ideas, and supporting others, then its not just about the salary conversation—that’s the outcome.Businesses go through ups and downs, and sometimes there might not be room for bonuses or raises. Think of your career as a long game, not just 1 year or 2 years. Leaders have other tools to help you reach your long-term remuneration objectives, such as launching an overseas career or providing training and scaffolding support to grow your people leadership skills. ​2. Present the Right EvidenceThe evidence you present matters, and it needs to resonate with your leader.It’s not just about your personal performance stats—benchmarking your role against industry standards is crucial. People leaders don’t necessarily think of roles and compensation in terms of promoting internal or hiring external people. They focus on the role itself and what rem the role requires to make it competitive.Broaden your research to gather data points from external sources. What are roles like yours worth? Even when you are not actively looking, keep abreast of the market. How you present your evidence is just as critical. Talking about money makes most people nervous. Beyond preparation and research, confidence is key. Negotiations are a power play, so be mindful of subliminal messages you may be sending when asked about your salary expectations. Don’t umm, ahh, or look around. Keep eye contact and answer confidently.No two businesses are the same. No role is the same, no work environment or risk profiles are the same. So benchmarking is more than comparing job titles. Look at non-financial benefits, as they can be significant too. What you value is different to the person next to you. And what you think you are worth is subjective—always link your worth to what the business needs.​3. WIIFM – What’s In It for Me?Apply this principle in two ways. Think of “Give-Get” (a concept from the book Negotiating with Backbone).Yes, be on your own side, but make sure to demonstrate how your growth also benefits the organisation. Give your leader a reason to support your case.What to avoid:Avoid overusing “I” and “me.”You may be nervous, but don’t turn up agitated. Don’t overwhelm your leader with data. Instead, consult with HR first, validate your salary data research, and get on the same page before approaching your people leaderUnderstand that remuneration is tied to a role, and roles of different complexity and accountability attract different rem. If you want a promotion or pay rise, it must be tied to the type of role you seek. Work on a plan with your leader to get there (refer point 1). And, be patient, as the role you want may not be immediately available.​4. Heist with StealthOf course, we don’t endorse pulling off an actual heist, but it’s a brilliant analogy for salary negotiations! Like any well-executed heist, a successful negotiation requires meticulous planning, perfect timing, and a bit of stealth. Here’s how you can plan your own “heist” for a successful pay rise – no ski mask required!Lead your own heist: Why are you having the salary conversation? Get clear on your motivation and the outcomes you want to achieve before you even step into the room.Assess and map the risks: Put yourself in their shoes. What concerns might your employer have? Understanding their perspective will help you navigate potential objections.Plot and plan your timeline, your angles: Like any well-executed operation, timing and preparation are key. Map out when and how you’ll approach the conversation, and what angles will help strengthen your case.Recruit the right crew: No heist is pulled off solo. Identify your key allies—whether it’s a mentor or a manager who can support your case. Give them time to get on board and understand their role in the conversation.Execution: Sometimes, even the best plans don’t go off without a hitch. If the discussion goes off track, don’t panic. Cut it short, if necessary, regroup, and reapproach when the timing is better.Follow Up: Just like a well-planned heist, negotiations are rarely linear. If things don’t go your way, do a post-mortem, refine your strategy, and strike again when the moment is right.​5. Keep Your Emotions in CheckNegotiations can be emotional, especially when a pay rise can bring more financial stability. However, it’s essential to separate your feelings from the discussion about the role. Stay calm and focused on the long-term goals. Remember this rule of negotiation: You always know you have the upper hand when the other person gets emotional. So, stay composed and focused on the business and your career trajectory. ​A huge thanks goes to our Guest Speakers and attendees for supporting this important conversation.Victoria Butt – CEO, Founder, Parity ConsultingLiz Hastilow – Partner, Norton Rose FulbrightMoses Samaha – EGM, EquifaxJason Ajai– Founder, InterviewFitWe look forward to seeing you at future events! Follow our LinkedIn page for updates.​Ready to elevate your team?Reach out to us today to explore how strategic hiring and workforce planning can reignite your team’s engagement and drive growth.​Read more:More Negotiation Tips - Event Takeaways​

•  Victoria Butt
•  3rd Sep 2024

​The Hidden Pitfalls of Low Attrition: Why Stability Isn’t Always a Good ThingWith voluntary attrition rates at an all-time low for many businesses—often dipping below 10%—one might assume that’s a sign of success. After all, if people aren’t leaving, they must be happy, right? Not necessarily. What we’re seeing instead is a worrying trend: while employees are staying put, engagement scores are falling fast. Here’s why…1. Stagnation of IdeasWhen new hires are few and far between, the flow of fresh ideas tends to dry up. Innovation and creativity, the lifeblood of any thriving organisation, can suffer. Teams that don’t experience regular infusions of new perspectives may find themselves recycling the same ideas, leading to a creative drought.2. ComplacencyEmployees who have been with the company for a long time may start to coast, comfortable in their routines and resistant to change. This complacency can hinder growth, as long-tenured staff may be less inclined to embrace new approaches or push the boundaries of what’s possible.3. GroupthinkA workforce that hasn’t seen much turnover can become homogenous in its thinking. Without diverse opinions to challenge the status quo, groupthink can take hold, limiting problem-solving capabilities and stifling innovation.4. Resistance to ChangeChange is hard, but it’s even harder in an environment where employees are deeply entrenched in their roles. Low attrition can lead to increased resistance to change initiatives, making it difficult for the organisation to pivot or adapt to new challenges.5. Loss of Fresh PerspectivesNew employees often bring a burst of energy and fresh perspectives that can revitalise a team. When attrition is low, the business may miss out on these valuable insights, potentially losing its competitive edge.6. Cultural EntropyCulture isn’t static; it needs to evolve to stay relevant. Without new hires to challenge and refresh the existing culture, an organisation can become stagnant, leading to disengagement and a lack of motivation among the workforce.7. Limited Skill DevelopmentCross-pollination of ideas and skills is essential for growth, but it’s hard to achieve when the team remains unchanged. Employees may miss out on opportunities for skill development and innovation that naturally come with onboarding new talent.8. BurnoutLong-tenured employees often take on additional responsibilities over time. Without the influx of new hires to share the load, burnout becomes a real risk, leading to decreased morale and productivity.9. Decreased EngagementA stagnant culture lacking new energy can result in decreased employee engagement. When people feel there’s nothing new to contribute to or learn from, motivation can wane, affecting overall performance.10. InflexibilityFinally, a workforce that doesn’t experience regular turnover can become inflexible, making it challenging to pivot and respond to market demands or industry changes. This rigidity can stifle growth and hinder long-term success.In conclusion: Stability vs. GrowthWhile low attrition may seem beneficial, it’s important to recognise the potential downsides. Stability can inadvertently lead to a culture resistant to growth, innovation, and adaptability. The key is finding a balance—maintaining a stable core team while encouraging the fresh ideas, energy, and perspectives that new talent can bring.​Is your organisation facing any of these challenges? Reach out to us today to explore how strategic hiring and workforce planning can reignite your team’s engagement and drive growth.​Read more:The Burnout Battle: Strategies to Combat and Manage Stress2024's Essential Guide to Attracting and Retaining Top Talent

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•  27th Jun 2024

Parity Consulting was proud to present an incredible leadership event as part of our ParityPlus value-add initiative - EmpowerYOUR Value. This event featured an impressive lineup of industry leaders who led two powerhouse panel discussions on how to negotiate your value in the workplace. ​KEY TAKEAWAYS – 6 Top Negotiation Tips​Vanessa Lalani, Division Director - Parity. Shared the latest Market Insights and how to navigate with confidence in the current climate.​How to Position YourselfLeft to Right: Victoria Butt, CEO - Parity. Kim Clarke, Executive and NED – MYOB. Justin Howell, COO – Aware Super. Vasyl Nair, Group Chief Executive Officer – Mine Super.​1. Know your WorthDon’t start any salary discussion without first knowing your market value. Yes, negotiate your salary and benefits, but also negotiate your exit conditions. These should be at minimum the same, if not better, than your current conditions. 2. Get Comfortable with Uncomfortable ConversationsHostile, confrontational remuneration discussions won’t lead to the end of your career—they are, in fact, essential in positioning yourself for the next cycle of remuneration conversations, as they give your leader time to fix it. It can take six months to position your value accurately, so plan a number of conversations ahead of the standard remuneration cycle. Talk about it if you are not feeling valued, share your feelings, and be transparent. At the same time, consider how you are showcasing your value through your good work.3. Balance the Playing FieldMost of the time, there is “information asymmetry” (meaning your employer has all the info, and you only have some). Gather as much information as you can using your network, internally and externally. Understand how your organisation's benchmarking process works—including ranges, bonuses, and distribution curve. Discern how hard you can push—this will be relative to your length of tenure vs a new start.​What Can You Do and How? Left to Right: Cassandra Crowe, Vice President - T. Rowe Price. Dr Laura Ryan, Head of Research – Ardea. Benjamin Whitfield, Global Talent Acquisition Leader – Marsh McLennan. Meray El Khoury, Chief Insurance Officer – MetLife .​4. Ask for that PromotionAsk for the promotion (it's as simple as that)– regardless of gender.Don’t underestimate the compounding impact of even a 1% gender pay gap. Right now, in Australia, the gap can be as high as 6%. Promotions hide pay gaps, and in the latest Quant study, it was revealed that those identifying as female employed in the Financial Services sector are substantially less likely to be offered an unsolicited promotion than those identifying as male. However, those identifying as female are more successful at receiving a promotion when they request it! So, yes, ask for that promotion!Get the Full Report here5. Sponsorship Can Unlock Promotion OpportunitiesStart a relationship with a leader by helping them first. Support them on a project, and demonstrate your skills and capabilities outside of your current role.Talk to them about your career aspirations, and ask them to advocate for you when you are ready to take your next step. In a climate where organisations want to retain their best talent, it's time to start vocalising that you're delivering and want to expand into your next role. If you are not feeling supported in your career progression at your current organisation, it's time to make an external move.6. Ask for MoreThe number on the job requisition form is not static. Ask what the position is worth. You can then decide if it's at your level or not. If not, express, "I'm worth more than this, is it worth me continuing the process?" Don't go in low. You can always come down.Thanks goes to all our panellist and guests for supporting this important conversation.Follow Parity on LinkedIn to learn of more upcoming events.​​Parity Consulting - At Parity we're so much more than recruiters. As specialists in Product, Digital, Marketing, Communications and Data Analytics recruitment, we're obsessed with adding value to our community. We don't just have an outstanding reputation for matching great talent with the best companies, we're also proud to reinvest 10% of our profits into industry training and events through ParityPlus - our value-add and a recruitment industry first in Australia.Our low volume, high-service approach gets results - contact us at www.parityconsulting.com.auor info@parityconsulting.com.au.

•  Amanda Glacken
•  19th Jun 2024

​We are seeing a trend of businesses that are looking to utilise more contractor and temporary workers to support business activity increases rather than adding to their permanent headcount.This hiring strategy feeds the need to stay agile to respond to changing market demands, technological advancements, and unforeseen challenges.  ​These are just a few of the drivers that make contractors an attractive hiring proposition. 1. Flexibility to Scale Up or DownOne of the most significant advantages of contracting roles is the flexibility they offer the Employer, as well as the employee. Whether your company needs special expertise for a short-term project or specialised skills for a certain task, contractors can fill these gaps quickly and efficiently. This means a business can scale their workforce up or down without the long-term commitments and costs associated with permanent hires.2. Access to Specialised TalentContractors often have areas of expertise that can be hard to find in the permanent job market at short notice. They’ve likely worked across various industries and projects, giving them a broad perspective and a wealth of knowledge. This can be particularly beneficial for niche projects that require specific technical know-how.  They are also adept at changing their working environment and will have the ability to “hit the ground running”3. Cost-Effective Staffing SolutionsHiring contractors can be more cost-effective than you might think. Without the overhead costs associated with permanent employees – such as benefits, insurance, and superannuation contributions – organisations can allocate budgets more efficiently. Plus, they only pay for the work done, ensuring value for money.  Often in larger organisations there is a budget purely for contingent staff to enable them to scale up and scale down as projects evolve.4. Speed and Efficiency The recruitment process for permanent roles can be lengthy and complex. In contrast, contractors are often ready to start immediately, shortening the hiring lead time, and meaning that your projects can get off the ground faster. This speed and efficiency can be a game-changer, especially for businesses operating in dynamic industries where time is of the essence.  5. Fresh Perspectives and InnovationBringing in contractors can inject fresh perspectives and innovative ideas into your business because they come with diverse experiences and insights from working within different companies and industries. This diversity of thought can drive creativity and help a new business stay ahead of the curve.  In terms of technical knowledge, they can quickly ascertain what is working and what is not from a technical perspective and make the changes required to ensure maximum efficiency of software systems, and cloud-based SaaS solutions.6. Reduced Risk and Increased FlexibilityEconomic uncertainties can potentially make long-term hiring decisions risky in some sectors. Contracting roles offer a way to mitigate this risk by providing a flexible workforce that can adapt to market conditions. This approach allows you the ability to hire with greater confidence and agility.​Don’t Delay Your Plans for Increased Business ActivityIn an era where agility and innovation are paramount, contracting roles will offer you the strategic advantage you need. By embracing a hybrid hiring model which encompasses a mixture of both contracting and permanent staff, your business can access specialised talent, improve efficiency, and remain adaptable in a rapidly changing landscape.​Need help Sourcing the right Contractor?This article was brought you by Parity's Amanda Glacken, Division Director, and specialist in filling hard-to-fill roles!Contact her today on 0450 291 368, if you are looking to hire Product, Marketing, Communications & Digital professionals.

•  Vanessa Lalani
•  17th May 2024

Spending the last 15 years’ working with top-tier and challenger financial services and property brands, Allie Moxon is a marketing communications consultant.  She focuses on meaningfully connecting brands with their target market by creating awareness, building out marketing technology capabilities and delivering personalisation at scale. Qualified in journalism and commerce, Allie specialises in content and digital; two marketing functions at the forefront of AI disruption, and so we took the opportunity to sit down with her and discuss all things AI! Q. Parity: AI is revolutionising the way every business operates and no function is immune! In your opinion, how is AI changing marketing as we know it? "We are entering an era where building share of voice and capturing customer attention will become even more competitive. Many businesses are starting to use AI to produce more content. It won’t necessarily be good quality, or help brands authentically profile their people, but there will be more noise to compete with. Great businesses will lean harder into personalisation capabilities at every touchpoint across the customer lifecycle. Strategic data management and sophisticated segmentation strategies fuelled by AI will become linchpins for cut through.Companies should consider creating a roadmap for AI adoption across new and existing technologies that digitally engage with customers, or manage their data. Brands will need to learn when to automate their outreach with AI-driven personalisation and when to create opportunities to connect customers with 'higher value' human conversations. Capturing and managing data will become marketers biggest challenge over the next decade.  While there are teething issues, I expect to see a shift in how customers want 'low value' information delivered as adoption increases and the technology improves. Service must be personalised and immediate. Chat bots have become impressive when executed well for example. But when interacting with voice bots, I expect most of us have begged to speak to a human instead." Q. Parity: What is the potential of the technology for organisations targeting large markets, or companies with complex products and services?"Let’s talk about the personalisation capabilities that exist on the market today. You won’t believe what is already possible with CRM software that has integrated generative AI into its offering.Right now, generative AI is capable of scanning your database for the people most likely to purchase your product or service. It can learn to craft personalised emails in your sales person or brand's tone of voice, based on real customer interactions, that with a single “approval” click from a human will be sent at the exact time your customer is most likely to open your email. If you operate within a complex business category, the customisation capabilities are endless. Consider a business that sells managed investment products. You can teach the system to adopt a sympathetic and humble tone towards people who have lost 10%+ of their capital in your products in the last 12 months. You can tell it to remove these people from an acquisition marketing campaign promoting new products based on behavioural activity, instead building lists of people that know, and don’t know, about the weaker product performance. Right there, your system can prompt a human to consider meaningfully interacting with these engaged segments for retention purposes. It can create campaign landing pages in your branding in an instant. Imagine you are working on a demand generation campaign for a global financial services business with complex compliance requirements. You can teach the system to only market products to eligible customers. It can translate your copy into several languages. You can teach it to consider laws and your specific licensing arrangements in different jurisdictions.The possibilities are limitless. But don’t underestimate the amount of work (or cost) required to establish a capability this sophisticated. It could easily take 2-3 years' work in a larger organisation. "Your output will only ever be as good as your data and how well you train and maintain your model." Q. Parity: How do you assess whether a business is ready to make this leap?"You need to frankly consider whether your business is well resourced to engage on a personal level with your target market, whether personalisation is needed to drive sales or great customer service in your category, and if you’re looking at moving forward, your organisational strengths and blockers.You don’t need to do everything at once. Not every business will be an early adopter and we are still very much in an experimentation phase. Developing these capabilities can be staggered over a number of years if that suits your business. Just don’t get left too far behind. You won’t be in a position to meet shifting consumer expectations driven by other brands, your agility and reach will be reduced and your employment brand will suffer. Broadly speaking, we are in a cost-constrained business environment, and the investment required to get a sophisticated AI capability running is significant. Implementation and ongoing software licensing costs will get cheaper with time.Adopting these capabilities will also increase your ongoing marketing and IT costs, in terms of both software subscriptions and costs of skilled labour. That said, AI is also capable of taking on the work of a team of people. It can free your people up to focus on more meaningful work. I broadly advocate for housing your data with a top tier external CRM system provider instead of building a capability in house. Consider locking in arrangements over the medium term, but also consider the potential for disruption from new software entrants. You are outsourcing innovation and risk management, and these systems are priceless if they don’t fall within your core competencies. Successful execution also relies on understanding your customers path to purchase and knowing when to introduce a human touch. Your sales and client service departments are an extension of your brand. I’ve seen individuals named as brand associations in third-party research surveys. In complex, relationship-driven product categories, avoid making your outreach feel robotic at all costs. Your goal should be creating opportunities to nurture meaningful relationships during high value interactions and increasing speed and personalisation of service for lower value interactions." Q. Parity: Allie, what are the biggest barriers to adoption in your opinion?"Taking new capabilities to market and establishing the underlying marketing operations that support these activities is a cross-functional effort. Prompting, and contributing to the design of system frameworks or parameters, is a skill set gap that marketing, sales, client service, IT, compliance and legal teams will all need to learn to work through together. It’s a highly technical area.There will be a large element of change management involved for any organisation, with some individuals resistant to shifting to digital ways of working or feeling broadly uncomfortable with AI replicating human activities. "If change is not being driven from the top down, adoption will fail. Consider who drives ways of working and culture within your organisation. Forward-thinking leaders from each impacted department need to become an expert on how the technology relates to their function."Consider whether people on your floor are using systems or spreadsheets. If there are several spreadsheets circulating at any given time, you have a significant data management problem and potential liabilities.  Dialogue around the benefits of reducing administration burdens and saving time, versus preserving the human side of relationship management and what it means to provide great service in an increasingly digital era will need to be explored." Q. Parity: You’ve mentioned that managing data will become an even larger issue for companies to tackle. What can businesses do now if they are not ready to adopt? "If you’re not looking to adopt right now, you need to be developing a roadmap for managing your data and identifying the skillsets you need to develop internally to move forward:Start thinking about your sales cycle and the data points you can capture. Where can you create segments, separate low value automated outreach from high value prompted interactions with sales or client service teams, and what data points do you need to collect to support these? Speak to your suppliers and assess what the systems you are using are capable of - and their technology roadmap. You may need to structure your data a certain way now. You may need to integrate several systems and data feeds, and look at providers capable of rapidly aligning automated data feeds with your database. Think hard about what you don’t need so you don’t create manual work. Avoid capturing and retaining useless data, focusing instead on segmentation related data and behavioural data that signals active purchase intent or interest, or gives insight into a path to purchase or loss of a customer. Capture levels of customer satisfaction. Wherever possible, automate your data collection processes.  I call this “AI readiness”." Parity: Very insightful! Thank you for your time Allie!This AI Insights for Marketing & Digital Professionals article was brought to you by Vanessa Lalani at Parity Consulting. Looking to hire Data, Marketing, Digital, Communications and Product professionals? Reach out to Vanessa HERE or 0410 001 819.

•  Agnes Villanyi
•  13th May 2024

The fast-paced, high-pressure environment of financial services, Saas and fintech can sometimes feel like a non-stop rollercoaster ride. With long hours, tight deadlines, and the ever-changing market, it's no wonder burnout can leave even the most resilient employees feeling drained and exhausted. At Parity Consulting, we recognise the toll burnout can take on individuals and businesses alike.​Spotting the Signs of BurnoutThe first step in combating burnout is recognising its symptoms. Here are some common signs to watch out for:Emotional Exhaustion: Feeling constantly drained, running on empty, both physically and emotionally.Cynicism and Detachment: Finding it hard to muster enthusiasm for work and feeling disconnected from your colleagues or clients.Reduced Effectiveness: Struggling to concentrate, making more mistakes than usual, and experiencing a dip in overall productivity. Strategies for EmployeesIf you're feeling the weight of burnout, here are some steps you can take to regain control:Establish Boundaries: Learn to say no when you are overwhelmed and set clear boundaries around your workload. Prioritise Self-Care: Make time for activities that bring you joy, exercise regularly, and prioritise getting enough sleep.Seek Support: Don't hesitate to reach out to your manager, a trusted colleague, or a mental health professional for support if you're struggling.Disconnect and Recharge: Take your breaks, utilise your annual leave, and switch off from work during your downtime.​Strategies for Managers and LeadersManagers and Leaders play a crucial role in creating a workplace that prioritises employee well-being and prevents burnout. Here are some proactive measures you can implement:Promote Work-Life Balance: Encourage your team to take breaks, utilise their annual leave, and switch off outside of work hours. Consider flexible work arrangements to accommodate personal needs.Set Clear Expectations and Boundaries: Clearly define workloads, deadlines, and communication channels to avoid ambiguity and stress.Invest in Well-being: Provide wellness programs, mental health resources, and tools for managing stress. Encourage healthy habits through initiatives like on-site fitness classes or healthy lunch options.Recognise and Reward Achievements: Celebrate successes, both big and small, to boost employee morale and create a sense of accomplishment.Encourage Open Communication: Create a culture of open communication where employees feel comfortable discussing their workload and any challenges they may be facing.​Building a Sustainable FutureBy working together, employers and employees can create a healthier and more sustainable work environment. Remember, a happy and healthy workforce is a productive workforce, leading to greater success for all involved.At Parity, we're committed to supporting both our clients and candidates. For a confidential discussion, don't hesitate to reach out to senior consultant, Agnes Villanyi.

•  Victoria Butt
•  29th Apr 2024

Interviewing the CEO of Parity Consulting, Victoria Butt, was an opportunity to delve into the heart and soul of the company. With a passion for equality and a unique perspective on the recruitment industry, Victoria shares the spark that ignited Parity Consulting and her journey to founding it. In a world where clients often take precedence, Victoria's vision has always prioritised the equal importance of candidates. At Parity, this philosophy is not just a mantra but a way of life, shaping every aspect of the business. Join us as we explore Victoria's insights on mentorship, diversity, and inclusion, and discover the driving force behind her commitment to making a meaningful impact.Watch the Interview, or read the transcript below​What Impact Do You Want to MakeQ. Parity: Can you share the spark behind Parity Consulting and your journey to founding it?A. VB: The spark behind how Parity Consulting came about was the need to equalise the relationship people have with candidates as well as clients in the recruitment industry. Typically, how it's run is that the client is considered to be king or queen because they're ultimately the ones that pay the bills. However, my perspective is and has always been that candidates are equally important in the process as clients and at Parity, this is something we live and breathe.  Q. Parity: Thoughts on the power of mentorship in today's fast-paced industries?A. VB: I absolutely love mentorship, being a mentor, mentoring others, and also peer mentorship as well. It is one of the most powerful ways that, we as humans can develop in a safe environment. The key thing for mentorship for me is actually about mentee-led mentorship, so ensuring that the mentee is driving the relationship and that they are getting the most value out of the mentor. The other thing to note here is that a mentor isn't necessarily for life. It's someone that perhaps needs to either grow with you or that you potentially will outgrow yourself. Having 2 to 3 mentors on your bench at any one time is pretty powerful. Q. Parity: Dive into the crucial role recruiters play in fostering diversity and inclusion.A. VB: Recruiters play a critical role when fostering inclusion and diversity. Of course, it's through the whole process from the beginning to the end, the beginning being the start and the scope of the role all the way to the end of the post-placement and mentorship of the candidate. Up to even a year after. However, where I feel the strongest about this is at that long and short-lived stage. Where we have a demographic of individuals that aren't as common as others. Let's just take male and female because it's easier to describe where we have typically 30% females in an area and typically 70% males. It's incredibly important that that shortlist and long list is still 50/50 taking the best of the guys and the best of the ladies into that shortlist because otherwise we're giving our clients a shortlist, which is already skewed. Likewise, when there's more females in a role, like in the marketing and digital space where there's far more females, it's incredibly important to pick the best females for that shortlist and then the best guys for that shortlist. Recruiters play an absolute critical role in fostering inclusion and diversity. Things That Inspire YouQ. Parity: Any top-notch podcasts you swear by that keep you inspired and informed?A. VB: I don't know about you, but I love podcasts. They're such a great place and way to learn. My two favourite podcasts at the moment, the ones that I would love for you to check out are Adam Grant ReThinking. Adam is a psychologist and talks a lot about leadership and leadership development, but also brings a real humane feel to that. Also, Dr. Maya Shankar. A slight change of plan. This is a new podcast for me, but one that I cannot stop listening to. Dr Maya Shankar talks a lot about resilience where there has been a slight change of plan and has the most incredible and diverse guests on her show. I can't stop listening to that podcast. Q. Parity: What recent project has captured your full attention?A. VB: We've just finished a massive project, a piece of research on the future of employee value propositions. We've now presented that to over 20 clients which have been executive level and board level. This has been one of my most favourite projects and one that has been really well received just looking at how individuals are motivated, but also how organisations are looking to attract and retain their people. The second one, which we do every year, is the salary guide and insights and that tends to poll, in the thousands. I think it was 6000 last year and we're starting that project again this year. We've also had the WGEA reporting out for the gender pay gap, which is some work that we're doing with our clients. I'm also currently working on some senior hires which always keep me very busy and excited. Q. Parity: AI's impact on workplaces: How do you see the landscape shifting?A. VB: I think we all agree that the landscape is already shifting significantly and will continue to do so. One of the areas that I'm really interested in with AI at the moment is how it engages our people when they're in roles. When you look at engagement surveys and you look at how individuals interact and how they feel about their leader and their workplace, AI is going to fundamentally change that. It's going to help leaders lean into their people, their team members at a point where the data will show that person needs it the most. AI is going to be a tool while harnessed correctly and ethically will really change the way people are engaged in the workplace. How To Maintain BalanceQ. Parity: What does work-life balance mean to you and how do you work to achieve that goal?A. VB: Does work-life balance really exist? Cause I certainly don't think so. Sometimes I need to lean in more to work and other times I need to lean in more to family and home life. However, I have tried to pepper some balance, if you like, into my work life and decided to do a triathlon next year, for a very worthy cause close to my heart. I'm riding into work on my bike. Her name is Beatrice, every day and to and from work, and that's given me a really good opportunity to get my mindset right coming into work when it's very full-on. I've also taken the opportunity to go out to Western Australia with a group of individuals to connect to country and connect to self, that's something I'm really looking forward to. Just taking that time out and circuit breaking what feels like a rat race and the final piece is where I can spend as much time as I can with my beautiful young family and to bring joy and happiness to their little lives.​Join Victoria on LinkedIn to be part of the conversation on equality, mentorship, diversity, and inclusion in the recruitment industry. And follow Parity Consulting for insightful content, industry news, and opportunities to connect with like-minded professionals. Let's make an impact together. Connect with us on LinkedIn today!​Want to Build a Team who Live and Breathe what you stand for?Parity Consulting is your perfect partner. We really do embrace our name and live and breathe "parity", by supporting both clients and candidates to reach the best placement outcomes for both parties. If you need help building the best team, or joining the right team, contact us today to get started.

•  Victoria Butt
•  22nd Apr 2024

​In today's competitive financial services industry, attracting and retaining top talent is more crucial than ever. Upholding a strong Employee Value Proposition (EVP) is a key weapon and advantage. However, whilst HR typically own crafting the EVP, its success hinges on how people managers translate that message into day-to-day leadership. HR Sets the Stage:Think of HR as the architect. They design the blueprint for your EVP, outlining the unique benefits and experiences you offer employees. This includes competitive compensation, professional development programs, a positive work culture, and more. It's the foundation that makes your firm stand out from the crowd. Managers Bring it to Life:Now, imagine the construction crew. That's where your people managers come in. They're the ones who translate the EVP blueprint into a tangible reality for your team. They foster a sense of purpose by aligning individual goals with company objectives. They provide coaching and mentorship, invest in their employees' growth, and create a work environment that's both challenging and rewarding. The Financial Services Twist:In financial services, a strong EVP goes beyond just attractive salaries and bonuses. It's about offering opportunities for professional development, exposure to cutting-edge technologies, and a chance to contribute to meaningful projects. Managers who understand this can leverage these aspects to attract ambitious individuals seeking long-term career growth. Making the EVP Work for You:Here are some ways for financial services firms to bridge the gap between HR's EVP and manager execution:Cascading Communication: Ensure managers not only understand the EVP but can also effectively communicate it to their teams.Manager Training: Equip managers with the skills to coach, mentor, and provide constructive feedback, fostering a culture of continuous learning.Recognition and Rewards: Align performance reviews and recognition programs with the key aspects of your EVP.Employee Feedback: Regularly solicit feedback from employees to establish how well managers are living the EVP. The Takeaway A strong EVP is a powerful tool, but it's only effective when backed by strong leadership. By empowering people managers to translate the EVP into everyday actions, financial services firms can create a work environment that not only attracts top talent but also keeps them engaged and thriving.​Parity Consulting understand this dynamic and look for companies where the EVP is more than just words on a website. We see the evidence in how managers lead and how employees feel about their work. That's the kind of environment where top talent wants to be.​For a confidential discussion, feel free to reach out to Victoria Butt on +61 402 418 326 or vbutt@parityconsulting.com.au

•  Vanessa Lalani
•  8th Apr 2024

External Recruiters are Worth It​In the fast-paced world of running a business, cost and value are the cornerstones of every decision. When it comes to hiring new talent, the question of whether you should manage this internally versus outsourcing this to a professional, can often arise. Beyond the Price Tag: The Hidden Costs of Doing it YourselfWhile the cost of an external recruiter might be readily apparent, there are hidden costs associated with managing the recruitment process yourself.Consider this:You or Your Staff's Time: Multiply your team's or your own hourly rate by the time spent on tasks such as screening resumes, shortlisting candidates, conducting interviews, and scheduling these in. You will quickly see how these costs can add up! Lost Productivity: These tasks divert your staff from their core responsibilities, impacting overall productivity.The Risk of a Bad Hire: Hiring talent that meets both the technical and cultural requirements of a role, requires expertise, networks and strong consulting skills which are developed over many years. Hiring directly without this expertise, may result in a poor hiring decision which can be incredibly expensive as well as impacting the existing team morale and performance.  External Recruiters: More Than Just a Cost, An InvestmentHere's how a reputable agency can actually save you money:Expertise and Efficiency: External recruiters are specialists, leveraging their network and experience to find top talent quickly.Reduced Time Commitment: They handle the heavy lifting of recruitment tasks, freeing up your valuable team's time for core activities.Quality Control: Their expertise ensures you attract the best candidates, lowering the risk of poor hiring decisions and the associated costs. At Parity Consulting, We're Passionate About Getting You the Perfect FitWe go beyond simply being a service; we offer a solution. We specialise in Product, Data, Marketing, Communications, and Digital, saving you both time and money. Recruitment isn't just our job, it's our passion and craft. And yes, if you check out our many glowing Google reviews😉 you'll see we excel at it too. The Bottom Line: A Strategic Investment for GrowthBy partnering with Parity Consulting, you're making a strategic investment in growth. You'll save money, free up valuable time, and ensure you find the perfect candidate to propel your business forward. The right hire can make all the difference in your company's success – and that's an investment worth considering. For a confidential discussion, feel free to reach out to Vanessa Lalani on +61 410 001 819 or vlalani@parityconsulting.com.au

•  Victoria Butt
•  3rd Apr 2024

​Why Intrinsic Benefits Outweigh Extrinsic Benefits for Employees Intrinsic benefits fuel your own fire, driving long-term motivation and personal growth. Employees are shifting their focus and attention towards intrinsic benefits, whilst salary and other financial goods are important this suggests the importance of employers dedicating resources towards intrinsic benefits. As a financial services recruiter, we spend a lot of time talking to talented professionals about their career goals. Salary and benefits are obviously important factors, but what we are increasingly seeing is a shift in focus towards intrinsic benefits. Whilst a competitive compensation package is still crucial, today's top talent are looking for more. They want to feel engaged, challenged, and valued in their roles. This is where intrinsic benefits come in.​​What are Intrinsic Benefits?Intrinsic benefits are the non-monetary rewards employees get from their work itself, the benefits can include:Mentoring: Gain valuable guidance and share your expertise to help others grow. Professional Development: Continuously learn and refine your skills to stay ahead of the curve.Philanthropic initiatives: Give back to your community and make a positive social impact.Working Groups and Committees: Collaborate with colleagues and contribute to shaping the company's direction.Health and Wellbeing: Prioritise your physical and mental well-being with comprehensive programs.ESG: Work for a company that prioritises environmental, social, and governance factors.Meaningful Work: Feel a sense of purpose by contributing to something bigger than yourself.Goal Setting: Challenge yourself and track your progress towards achieving your aspirations.Performance Recognition: Receive appreciation for your hard work and accomplishments.Loyalty Recognition: Be rewarded for your dedication and long-term commitment to the company.​Intrinsic benefits are further explored in our EVP paper. ​What are Extrinsic Benefits?Extrinsic benefits are the monetary rewards employees receive from an employer, these benefits are often financial or measurable in nature. Examples include: Salary and Bonus: Competitive base salary and performance-based bonuses aligned to Australian market rates.Superannuation: Employer contributions to your superannuation fund as mandated by the law.Paid Leave: Generous annual leave, sick leave, and personal leave allowances.Salary Sacrifice: Salary packaging options to reduce taxable income by channelling funds into pre-tax benefits like health insurance, gym memberships or parking.Parental leave: Paid maternity leave and/or paternity leave exceeding the government minimum.Private Health Insurance Rebates: Company contribution to offset the cost of private health insurance.Travel Allowances: Reimbursement for business travel expenses.Discounted Professional Certifications: Company support for obtaining industry qualifications. Why Intrinsic Benefits Matter MoreStudies have shown that intrinsic benefits lead to higher levels of employee satisfaction, motivation, and engagement. Employees who feel passionate about their work are more likely to go the extra mile, be innovative, and stay with their company for the long haul. This translates into a more productive and successful workforce for financial services firms.​​Finding the Right FitTop talent desire more than just a pay check. Here's how your business can leverage intrinsic benefits to attract and retain these high performers!Clearly communicate your company culture: Showcase your values and mission, and how employees contribute to the bigger picture.Offer opportunities for growth and development: Invest in training programs, mentorship opportunities, and career development paths.Promote a healthy work-life balance: Offer flexible work arrangements, wellness programs, and recognition for achieving a healthy balance.Empower your employees: Give them ownership of their work and the opportunity to make a difference. The Big Picture In today's competitive landscape, financial services firms can't afford to rely solely on extrinsic benefits to attract and retain top talent. By focusing on intrinsic benefits, you can create a work environment that fosters engagement, motivation, and long-term success for both your employees and your company. For a confidential discussion, feel free to reach out to Victoria Butt on +61 402 418 326 or vbutt@parityconsulting.com.au​We conducted extensive research on EVP, get our full “Future of EVP” report here