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NEWS / BLog

  1. Reflections of a CFO: The highs, the lows and what’s next? Jessica Hamilton 22-May-2019
  2. The Australian economy: where are we headed, what impact will the Federal Budget have and what can we expect with the property market? Jessica Hamilton 16-Apr-2019
  3. Accounting jobs in Australia 2019: The impact of technology Carolyn Loton 09-Apr-2019
  4. Transforming from numbers to leadership: your career success starts with you Jessica Hamilton 11-Mar-2019
  5. Navigating rougher seas – what’s in store for the Australian economy this year? Jessica Hamilton 28-Feb-2019

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Testimonials

“Moir Group has the ability to provide constructive advice. They have a clear understanding of their subject matter and provide practical alternative solutions, which greatly assist in resolving issues.”

Domenic Chiera, Chief Financial Officer, Lake Maintenance

 

“I can confidently recommend Moir Learning as a great resource to assist someone entering the job market. As a new immigrant, Moir Learning Services took the time to review my CV with me and offer suggestions on how to better align it to the Australian style. They also offered feedback and advice to help me better myself in the marketplace. They were a pleasure to work with.”

Katie Zuzek, Senior Project Accountant (contract), International HR and BPO

 

“After spending time with Moir Learning Services, to go through my resume and LinkedIn account, I have learned techniques in maximising their use and I have gained more confidence in my job search. I’m highly recommending this session to anyone who has just come back into the job market.”

Belinda Beattie, Senior Commercial Finance Manager, Apple

 

“Matthew Talbot Homeless Services are pleased to acknowledge and commend Moir Group for their commitment to the ‘Work it out’ Program. The importance of the program can, and will, make a major difference in assisting our clients to seek employment and help rebuild their confidence and self-esteem.”

Julie McDonald, General Manager, Community & Corporate Relations, St Vincent de Paul Society – NSW

 

“I completed a CV/LinkedIn session with Moir Group and it was absolutely brilliant.  I've come away with the confidence that they are up-to-date and professional.  I would recommend this session as a worthwhile investment for anyone re-entering the job market.”

David Kneeshaw, General Manager, Finance and Business Operations, Intercompany and Stock

 

“It is excellent to work with an organisation that is able to adapt to our needs so willingly and effectively. The facilitators are always professional and committed to ensure that all participants involved are provided with personal attention. Feedback from participants of each workshop is outstanding. Moir Group displays a capacity to reach out to the disadvantaged; they offer compassion to individual needs and provide real practical advice to our service users affected by homelessness, or at risk of homelessness. ”

Caterina Giuliano, Program Manager, St Vincent de Paul Society NSW Support Services Ozanam Learning Centre

 

“The people at Moir Group understand our requirements and consistently provide quality finance and accounting people to our team.  I would recommend Moir Group to those who are looking for professionalism and transparency in a recruitment partner.”

Mark Roberts, Director , Human Resources, amaysim Australia

“We have worked with Moir Group on a number of projects over the last 12 months. I have found them to be helpful and reliable in producing quality candidates for our business.  I would have no problem recommending Moir Group for finance recruitment needs and will definitely work with them again in the future.”

Kim Van Der Poel, People Advisor, Dalkia Energy Solutions

 

“With the understanding and knowledge Moir Group have acquired of our business over the past 2 years, they are capable of meeting our exact requirements and we can always rely on them for high quality candidates. They are not only reliable and efficient, but, very friendly to work with. If asked, I would recommend Moir Group’s services.”

Raheel Irfan, Group AP Manager, Idameneo Pty Ltd

 

“Moir Group have consistently introduced quality candidates to our organisation. Their experienced team and willingness to understand the client ensures the right people are employed and gives me every confidence in returning to Moir Group for recruitment advice and assistance.”

Chris Mamarelis, Chief Financial Officer, The Whiddon Group

 

“Moir Group assisted Steadfast in the recruitment of multiple roles. I enjoyed working with them and they delivered excellent outcomes and displayed a high level of professionalism and integrity at all times”

Rosalie Lau, Group Financial Controller, Steadfast Group

 

“I thoroughly enjoyed working with Moir Group. Their style is professional and thorough and they worked hard to source some excellent talent for our business.”

Sandra Cittadini, Senior HR Manager, SunRice

 

"We needed to build a quality team in a short space of time and Moir Group were key in assisting us. They listened to our needs and presented the right people to help us develop the culture we had begun building. As a result the transition has been an overwhelming success.”

Gary Margetson, Head of Shared Services, News Corporation

 

"We have been working with Moir Group for over 12 months now and have filled a number of senior roles. Their feedback, preparedness to challenge, as well as provide sound advice, has been invaluable to us. They constantly sought to understand our needs, to refine that understanding and to ensure we were able to continue moving forward. Their service throughout the process was exceptional.”

Carol Pegler, Director of Human Resources, Bard

 

“Integrity, professionalism and the desire to find the right fit between candidates and prospective employers - it was a pleasure to experience these attributes with Moir Group. Their commitment to finding the right role with the right cultural fit was second to none and I’m looking forward to maintaining my relationship with the Moir Group well into the future. The Moir Group does indeed stand out from the rest.”

Paul Wiggins, Global Financial Shared Services, Fosters Group Australia

 

"Thank you very much for helping to deliver outstanding candidates for this role. In comparison with other agencies, working with you was pleasant, professional and provided a great outcome." 

Stuart Rennie,Church & Dwight

 

"Moir Group handled this process in an exceptionally professional way." 

Craig Adams, Chief Financial Office, Clarendon Homes

 

"I will definitely stay in touch with Moir Group, I hold your company in very high regard and appreciate that your employees are genuine people who care about others, not just the outcomes."

Michelle Adam, Finance Manager, Woolworths

 

"I have dealt with a number of recruitment agencies, but by far Moir Group stands head and shoulders above all of them. I have found the engagement experience with Moir Group to be ground-breaking, new and so refreshing."

Hamilton, Candidate

 

"It was an absolute pleasure working with the wider Moir Group team and please be advised that I have recommended Moir Group amongst my network from both a candidate and client perspective."

Tim Howells, Software Controller, Microsoft

 

"The feedback, advice and enthusiasm Moir Group exhibits is absolutely refreshing. Hugely impressed with Moir Group."

Chris McFadden, Candidate

 

"A quick note to say thank you so much for your kind words of encouragement. Various conversations with your team and their positive attitude and willingness to explore options with me simply reinforced to me that you understood that its about people's lives and not just the numbers."

Tendai Des Moyo, Chief Financial Officer, Energy & Water Ombudsman NSW

 

"Thanks again for your personable professionalism and delivering on the promise of the Moir Group brand.

Wayne McCusker, Managing Director, Church & Dwight

"Moir Group thank you so much for your superb professional advice and warm encouragement. I'm very grateful"

Cherry Liu, Candidate

 

"Moir Group is great and I thoroughly enjoyed working with you as a company. You are very good at what you do, always have a good understanding of me & our business and are great people to deal with.

Kristian Mertens, Chief Financial Officer, Norman Disney & Young

 

" Moir Group is the best agency in Sydney without a doubt, your professionalism and kindness is rare these days." 

Alessandra Rizzo, Commercial Analyst, Inghams Enterprises Pty Limited 

 

"Moir Group really stand out in comparison to other agencies, you work together as a team and genuinely are passionate about finding people a job. The fact that I felt this when I first met Moir Group and still feel it now means it must be an important part of your culture as a whole, it sets you apart from all other agencies. Moir Group are by far the best!”

Steven Davies, Candidate

 

"Angela has been a valuable resource and support in bouncing ideas off in a competitive job market. She has a depth of knowledge, shown great empathy and I have found her advice to be relatable and grounded. I would highly recommend Angela to someone seeking advice in their job search."

Linda Lukban, Candidate

 

"I'm glad that I have met the right people! Job satisfaction  = fulfilled life - says it all.." 

Annake Dippenaar, Candidate 

 


Moir Recruitment News


What’s a career plan and why do you need one?

Wednesday, February 06, 2019

When you hear the words “career plan,” it may not immediately elicit a great deal of excitement for you, but it’s a valuable thing to have, especially when you’re considering your next career move. So, what is it, how will it help and what should you consider when developing your career plan?

What is a career plan?

A career plan is a roadmap to develop your career. It’s a living document that can help you focus on the key sequence and actions you need to take to successfully move forward in your career.

Why is it so important?

Taking control of your career is the key to success. Leaving things to chance may work to some extent, but having a plan that identifies the specific steps towards your desired career is ultimately more effective.

Why? Because it gives you focus and energy in the right direction. It gives you a clearer idea of what you want out of your career, where you want to go and what you’re going to do to get there. As a result, you end up taking jobs that are the right fit for you and contribute in a positive way towards your overall career goal, rather than allowing yourself to be side-tracked.   

What questions do you need to consider when developing your career plan?

Career plans are essentially based on three key questions:

  • Where am I now?
  • Where do I want to be in the future?
  • How am I going to get there?

If we break that down, so that you can be more specific and targeted about what you want to achieve, have a think about the following:

What do you want from a job?

This is a great time to do a bit of personal reflection. Think about what you want out of your career? What is important to you? What types of roles will give you the most satisfaction and purpose? What aspects of your current role do you love and what aspects don’t you enjoy?

What is happening in the work landscape in your sector?

Is your industry being affected by technological disruption? What does this mean for the future of your current work? Will this mean you may need to upskill to get to where you want to go? Are your current capabilities and skills aligned to what the job requires and the future of the workplace?

How will you develop yourself and your skills?

When you’re thinking about your next career move and what you want to achieve, think about how you might get there – is it making a lateral move into another sector or organisation? Do you want to develop a specialisation in a particular area?

If you’re looking to move upwards, do you have the required skills to do so? If not, how will you go about getting them? What type of organisation do you think you will do your best work in or will give you the experience you need to get you one step closer to your overall career goal? For instance, will working in a multi-national organisation give you the exposure you need and the stakeholder engagement skills required to propel you into your next senior role?

What makes you excellent?

Finally, think about what you can bring to an organisation, focusing specifically on 3-4 key skills that make you unique. This will not only help you to hone in on the types of roles that will help you to achieve your career goal, but also best position yourself for success during the interview process to win that role!  

By considering these questions, you are basing your next move on a thorough and well-thought out career strategy and, ultimately, the career you want.

Moir Group offer tailored learning services to help you take control of your career, including career planning.  If you would like help to develop your career plan, please get in contact with our Learning & Development Manager, Ola-Dabbagh Roberts on (02) 9262 4836.

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Is this job right for me? 8 questions to ask yourself

Wednesday, January 23, 2019


Interviewing for a new job can be an exciting, yet daunting process. 

Nerves are running high, the anticipation is building and your brain is going into overdrive at all the things you need to remember to say.

Leading up to - and during - the interview, you do everything you can to increase your chances at success. You research the company, prepare a few short answers to showcase your skills, dress to impress, show up on time, smile, be polite, confident, and make eye contact.  

You come away from the interview thinking: “I hope I impressed them. Did I say all the right things?”

But somewhere along the way, you end up forgetting about the other person in the process: you.

As candidates, we spend so much time and energy trying to impress an employer, that we often don’t stop to think about whether the job and the company are the right fit for us.

When you think about it, getting a new job is like starting a new relationship – you both need to be equally invested for it to work.

So, what are some of the questions you should be asking yourself before and after a job interview to make sure you come away from it knowing whether it’s the right opportunity and fit for you?

Before the interview


This is a perfect time to figure out what it is you really want from your next job. Have a think about the following:

Will this role get me to where I want to go in my career?

Think about what your ultimate career goal is and whether this role is a stepping stone to get you there, or if it will side-track you from that goal.

Can I do this job and will it challenge me?

These are two very different things. First, you need to have the right skills to do the job well. Second, the role should challenge you and give you the opportunity to learn new skills, so that you can continue on your ultimate career path, otherwise you may become disengaged very quickly.  

What sort of company do I want to work for?

Company culture can have a major impact on job satisfaction. Ask yourself what a 'good company culture' looks like to you? Is it working for a company where everyone is passionate about what they do?  Is it a company that has a strong vision and purpose? Is it the team camaraderie and social aspect of work? Is hierarchy important to you? Do you work better in a flat organisation? Make sure it's a company that you can be passionate about.

What is my ideal working environment?

What kind of a worker are you? Do you thrive in a fast-paced, busy work environment where everyone bounces ideas off each other; or do you prefer to work autonomously? Figure out what your work style is and what environment will contribute to your success. Don't be afraid to ask these questions in the interview!

After the interview


Once you've met with a potential employer, do your own personal assessment of them. Are they offering what you're looking for? Did they impress you? Have a think about the following:   

How well did they handle the interview process?

Did they put you at ease and make you feel comfortable, or did you find it difficult to get along with them? Building up a good rapport with a potential employer during an interview is important as it is a good indication of what it will be like to work with them. 

Are you excited about working for them or do you have doubts?

Trust your gut. If you walk away from an interview with more questions than answers, it could be a sign that it’s not the right company or role for you.

Did they inspire confidence in the company and the role?

Just as you would prepare for an interview, a great employer will do the same. It shows that they have put thought into the role to set that person up for success. Do they have a clear direction of where they are going as a company and how your role will fit into that? Did they give you enough information about the job for you to make a fair assessment?

Does the culture and working environment match what you’re looking for?

Think about what type of company culture is important to you and then compare it to what they said in the interview. Does it match? Are you confident that it will be an environment where you can thrive and do your best work?

Happiness and compatibility in a job cannot be overstated. We spend so much of our lives at work, that it has to be the right fit – for you and the employer.

For more useful career tips, check out our candidate resources page. Or, if you'd like to have a confidential discussion with one of our consultants about your next career move, give us a call on (02) 9262 4836.

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Will I stay, or will I go? Reflect and Plan

Wednesday, December 19, 2018


The end of one year and the beginning of another is often a time when we reflect on all the things in our lives and take stock of what we’ve achieved. Our career often features high on this list! 

We may make resolutions, scan LinkedIn for new opportunities and reach out to people we believe can help us get the clarity we need to soldier on, elevate or change tact in our professional lives. So, whether it’s a new challenge in your current role that you are seeking, or you want to take that next step in your career with a new opportunity, here are some things to think about to ensure that you have the clarity you need to make that next move. 

Reflect

There is value in reflecting before you do anything. Take the time to think about the reasons why you may be looking to move, or how you can leverage your existing role and look for opportunities to develop your skillset further. Often, it's restless energy that comes with the end of one year and the start of a new one, that influences your decision. This, in itself, is perhaps not a great reason to leave a role that is offering satisfaction and fulfilment.  Ask yourself the following:

  • What are the elements of your role that you find rewarding?

  • What are the parts of your role that you feel frustrate or stifle you?

  • Do you have confidence these things can or will change?

  • Are you in a role that genuinely plays to your strengths or are your valuable skills lying dormant?

  • Do the values of the organisation align with yours?

Once you have asked yourself these questions, you will then have a clearer idea of where you want to go next.

Plan

Now that you have a bit more clarity about where you would like to go in your career, it’s time to plan. That is, plan to set yourself up for continued success in your existing role, or plan to make a valid move.

Staying …

  • Make a plan to engage more fully, or in a different way, with your work.

  • Seek out a mentor to help you identify pathways and opportunities within the organisation.

  • Identify learning opportunities that will help re-energise your thinking and skills.

  • Look for an opportunity that will enable you to spend time in a different role within your company or a secondment to a different location.

Leaving …

If, after your reflection, you have decided to leave your role and find a new one, there are a few simple, yet effective steps that you can take to ensure you are setting yourself up for success:

  • Refresh and fine tune your CV – what makes you a great catch? Highlight your key skills in your CV, and back them up with solid examples of your achievements.

  • Update your LinkedIn profile – this is a great starting point for all initial approaches that may be made.

  • Reach out to your network and look for opportunities to extend it.

  • Engage with people who care about and will support your career progression.

These things, in combination, provide the foundations for a thorough search and will position you well to attract a great role.  Whatever you decide, having taken the time to reflect will give you the confidence and the clarity that you need to ensure you are on the right path.

Written by Ola Dabbagh-Roberts, Learning and Development Manager, Moir Group

If you would like help to make your next career move, call us on (02) 9262 4836 or browse our latest jobs.

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Make Your Résumé Stand Out from the Crowd….....

Monday, September 04, 2017

“But I Don’t Have a Network…!”


This article was written by Angela Farmeary.

“But I don’t really have a network”. This is a statement I hear quite regularly from some of my clients. Ironically, quite often when we talk through how they have secured their previous few roles, it tends to be through an ex work colleague, friend etc…… which is their network! It isn’t very often that people tell me they secured their last role through applying to an advert on a job board!

Many people are quite intimidated at the thought of “networking”, but it is important to remember that everyone can develop and nurture a professional business network. Additionally, most people also don’t like the idea of “selling” themselves” or of feeling that they are being “sold” to. However, if you approach networking as getting to know the other person, asking them questions and then listening to what they have to say, and not just making it all about you, then it can actually be enjoyable! Selfish networkers tend to approach a conversation based on what they can get out of it, and what is in it for them. Relationship builders will aim to find out what they can do for others.

Remember, research shows that 70% of today’s jobs are gained through networking and utilising your own contacts. Networking is about building relationships, sharing information and finding sources of support, and is an ongoing life skill, not just something you do when you want something. Your best advocates are people who know you, worked with you previously and who can refer you on to new contacts.

Start with people you trust and respect that have similar values to you. This may be current work colleagues, ex-work colleagues, close friends, university friends, family friends, contacts through sports clubs, parents through your kids schools etc. Approach them for advice, in general most people will be very happy to help. Ask your current contacts for referrals, this is an easy way to build your network. Offer to help people, as what you give out will come back. Every time you meet someone that you would like to have in your network ensure you reach out immediately. The easiest way to do this is by sending them a LinkedIn request to connect. This will keep your network complete and up-to-date. Ensure you have the LinkedIn app on your mobile then you can connect with them in real-time.

Let your network know that you would value their advice to help with your job search. Spread your “feelers” as far as possible and always thank people for their help. You can also ask friends or contacts to refer you into their current employer or ask them for a contact you can approach directly. Be aware that many companies have a monetary referral bonus they pay to internal staff.

Before you approach people for advice the number one thing is knowing what you are going to say, it is much easier for people to assist you if you know what you are looking for. Always be positive and grateful, thank people for their help and always offer to help them in return in some way. If you are unemployed then treat this as a full-time job. If you are employed then dedicate at least an hour a day to building your network.

Remember that it’s all about quality not necessarily quantity. Some of the best-connected entrepreneurs don’t have the biggest networks or the highest number of connections on LinkedIn. Instead, they might work with a smaller, tightly knit groups of connections.

Always remember to follow up with the people you have met and if you have said you will send them an article, or forward on a contacts details, then make sure you do it.

Stop focusing on just networking and think about how you can help and advise people.

Finally, don’t make it “all about me”!

Angela Farmeary will be presenting on "Unlocking the Hidden Job Market" on the 14th of September - go to our website to find out more and RSVP!

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The Science Behind Leadership

Tuesday, August 01, 2017

The Science Behind Leadership

Speaking at a Moir Group event 26th July, Simon Smith from Southern Cross Coaching and Development shared his insights with 90 attendees delving into the neuroscience behind the way we all think, feel and engage with each other, and how this impacts our leadership skills.  

“We’re more likely to need leaders who are good at facilitating new solutions than having all the answers.” (De Valk, Penna Talent Practise, June 2014) The challenges leaders faced today amongst others are that they need to create an engaged, high performance, agile, resilient and innovative culture and team……..and quickly!

Humans are designed to survive and thinking helps us survive. 5 times as much brain circuitry is dedicated to threat assessment than towards a reward response.  But what can you do to create the right environment? Reduce your threat response by increasing your reward response.

Good leadership comes from making your team feel valued and supported. Combine that with a non-threatening work environment, and the team will then come up with ideas and really enjoy what they do. A coaching leadership style is the style of the future. It’s about treating everyone how you would like to be treated, listening, asking and following through. Coaching with compassion not only builds engagement but resilience and empowerment as well.

Simon delved deeper into this coaching leadership style by explaining his idea around social motivators, coaching conversations and brain based coaching.  He asked us to think about our current leadership style and in turn how we would like to be led and provided us with tips on creating a culture of forward thinking and innovative people. An example that he suggests using is asking ‘questions not queggestions’ and getting people to come up with their own solutions. Even with times of change in a company these methods can be used by looking at what you can do rather than what can’t be done.

This links directly to the Moir Group purpose of striving for a satisfying job and fulfilling life and we were delighted to have Simon present to us. If you would like to hear from the Moir Group stay up to date and join our community by following us on LinkedIn, Twitter or liking us on Facebook. 

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Critical Leadership Qualities In A Rapidly Changing World

Thursday, May 18, 2017

Critical Leadership Qualities In A Rapidly  Changing World

Today’s leaders are navigating increasing speed, complexity and disruption. While leadership development has grown into a significant global industry, traditional approaches to executive education have struggled to keep up with the dramatic pace of change, which is leaving leaders ill-equipped in uncertain times.  
 
While the changing context is creating opportunity for some, it is leaving others behind. Surprisingly, many of those who find themselves compromised have enjoyed successful careers and commercial success.  This raises the question:  what does it take to thrive in an uncertain world? 
 

Julie Birtles is a pioneer in developing innovative approaches to leadership development, which has shaped a generation of leaders who have the capability and confidence to lead in challenging times.  On Monday 22nd May, Julie will share her insights in how you can develop these skills.

 
 For more details head to our Events Page
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Trends And Why Leaders Of Tomorrow Need To Understand Consumers"

Wednesday, May 10, 2017

"Trends and why leaders of tomorrow need to understand consumers" - Reflections on Simon Corah's recent presentation

In the workplace of today, many of us are dealing with multiple short term demands and a pressure to fight fires. It is not always easy to find or justify the time to consider trends in the wider market, with questions such as "where is the market going?" and "how do we ensure our strategy focuses forwards, not backwards?" So, how do we discern between trends and fads?

This post argues that to be successful, leaders of tomorrow need to find that elusive time and focus, no matter what your background or function, and balancing short term demands with a deep commitment to understanding consumers.

According to a Simon Corah, CEO of the Sydney based Growth Mantra consultancy, trends are integral to strategy, and if we ignore trends or misinterpret them as passing fads, we are at risk of being left behind, with such high profile examples include Kodak and Nokia.

Simon argues that it is consumers that leaders of tomorrow, should look to because consumers set trends.  By focusing on consumers and what consumers are doing, we can gain those valuable insights and a deeper understanding of where to head next. 

At a recent Moir Group event, Simon highlighted the following eight super- trends:

PersonalisationThink some of the latest health apps. Google Health sells tailored health insurance based on your unique DNA and is one of the fastest growing health insurance offers globally.


Artificial Intelligence and Robotics. - It is predicted that automation will grow exponentially in the next few years.  On the one hand many jobs are predicted to become obsolete.  One example often sited is routine compliance work.  Yet on the other hand, a new breed of jobs are likely to grow in their place, including those of which we haven't yet heard much, such as automation ethicists or automation economists.


Share economy. - This trend is already well underway - consumers are demonstrating less interest in ownership and more interest in paid access or subscription.  Air BnB is one example.  Another is Spotify.


Open Innovation.- The STAR Alliance in the airline industry illustrates the trend towards collaboration in instances where there is no geographic competition.


Transparency.   - Simon's example for this super-trend is Nike.  Remember the storm in negative publicity that Nike experienced when the public learned of their abusive labour practices.  Manufacture was outsourced overseas with workers being paid as little as 14c per hour.  Having hit rock-bottom, Nike used transparency to address the potentially catastrophic scenario, publicly acknowledging their issues and printing a full list of contracted factories.  Nike improved overseas workers pay and conditions, and published a detailed report on working conditions -'warts and all', embracing transparency to rebuild trust with consumers. 


Simplification.  An obsession for us at Moir Group and many leading businesses who continually strive to reduce complexity and get closer to making the customer journey as easy as possible.  Amazon is seen as a world class benchmark in simplifying the consumer experience.


Privacy and Security.   - Another trend with which we are already grappling with.  Large companies such as Facebook and Google hold vast amounts of personal data.  What level of privacy are we as consumers prepared to accept?  Concurrently, as businesses we are all gaining more and more information about current and potential customers.  How do we make use of this rich information responsibly, protecting the safety and interests of our consumers and ourselves?


Convergence.  - The traditional distinction between many industries is blurring and as businesses evolve and adapt to the rapidly changing landscape, another super trend relates to convergence.  The home furnishing business IKEA is also known for its food. Is Apple Home a technology offer, a home improvement or an electronics service?  And importantly, what business are you in?


Bluetooth-enabled bandaging can now monitor and potentially revolutionise wound care.  How about a Light N Easy menu based on your unique genome?  Can a 3D printer produce a replacement human organ?  Metromile's pay per mile insurance is an example of personalised insurance, which is extremely attractive  to low mileage drivers.  And swim suits can now alert the wearer when they are getting burned.  While we don't know what will work, if we don't try we will be the next Kodak? By gaining a deep understanding of consumers, their current behaviour and where they are moving, leaders of tomorrow give themselves the best chance of adapting to our rapidly changing world and the best opportunities for future success.


If you'd like to know more about Moir Group's progress in developing a deeper .understanding of our candidates and clients, I would love to hear from you, please contact me on 02 9262 4836 or stephenmoir@moirgroup.com.au.


And to learn more about Simon Corah's exciting work at Growth Mantra, see www.growthmantra.com.au



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Get Real Boss; Unlocking Potential Through Authentic Leadership with Mark Bilton, Managing Director, Thought Patrol Pty Ltd

Monday, March 13, 2017

Moir Group recently hosted Mark Bilton, Managing Director of Thought Patrol, who delivered some insights on how to overcome some of the many challenges faced by the leaders of today and what qualities make a modern leader. Mark drew on his more than 20 years of experience as a CEO where he led organisations through transformation, cultural and strategic change. Mark led companies such as Gloria Jeans, where he oversaw in 40 countries, Hagameyer Brands and Charles Parsons, and is now Managing Director of Thought Patrol whose aim is to ‘enable leaders and their organisations to realise their full potential’.

Traditional ideas of leadership have included the likes of dictation, power and self-promotion, however, many organisations and business leaders of today are understanding the importance of leadership for the benefit and betterment of a larger group. Everything stems from leadership, most of us know the phrase, “People don’t leave bad companies – they leave bad bosses”, we hold expectations of leaders and of ourselves in leadership roles. Yet trying to be something we are not is unrealistic, unrewarding and not sustainable. Mark examined exactly what makes an effective leader and how exactly businesses will be able to move forward in the modern age of technological advances, globalisation, and evolving needs of employees.

Even with the abundance of information available today, CEO’s and senior managers know that to stimulate their workforce they need to create a strong culture that meets the needs of those under their direction, so how do leaders set about creating a productive working environment? Mark talked about how today's employees need to feel part of the decision-making process and shaping the overall vision, leaders need to adopt a collaborative approach as well as inspiring employees towards a vision and establishing confidence and trust. Leaders also need to be influential, others are more likely to accept your ideas or direction, authority implies no such acceptance, people often obstruct change and initiatives because of resistance to authority.

A key component for building trust with others is empathy, show that you are aware of your employee's feelings and appreciate those feelings, even when you don’t agree with them, it builds trust. Innovation is also key to distinguishing between a leader and a follower. Mark commented, ‘if your environment is too structured innovation does not thrive, challenge the status quo and make sure innovative ideas are listened to’. Who you are ultimately drives what you do and how you perform, it is important for leaders to find balance in their life and ‘respect your authentic self’, being grounded often results in more effective decision making.

A strong leader is passionate about what they do and the people they are doing it with, they have strong convictions, John Maxwell said that ‘a great leader’s courage to fulfil his vision comes from passion, not position’. Finally, being ethical means doing the right thing, even when doing the right thing isn’t popular or easy to accomplish, Mark said that ‘if you not a moral or ethical person you really have nothing’.

       

Thank you to everyone who came along to this event, if you would like more information on upcoming events please head to our Events Page and join our community by liking us on Facebook , following us on Twitter and connect with us on LinkedIn to stay up to date. 




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The Challenges And Opportunities Facing the Global and Local Economies In 2017 And Beyond" with Paul Bloxham, HSBC Bank Australia.

Monday, February 27, 2017

Moir Group recently hosted Paul Bloxham, Chief Economist for HSBC Bank Australia who delivered a comprehensive overview of the local and global economic projection for 2017, titled ‘Challenges and Opportunities Facing the Global and Economies in 2017 and Beyond,’

The Australian economy has been doing well as compared to other major world economies, specifically, between 2007 and 2015 the economy has expanded by 23 percent. It has outperformed the economies of other countries such as the US which expanded by 13 percent, Germany by 8 percent and the overall European Union economic expansion of 3 percent during the same period. This achievement is attributed to the association of Australia with China and other Asian countries. For instance, the economy of China has expanded by 93 percent from 2009 and the Australian economy has been one of the major beneficiaries of this growth.  Paul emphasised that this has been achieved by Australia’s maintenance of strong ties with China, in catering for the Chinese demand for services and agricultural products. He also believes that the new US administration and political developments in within the European Union may indirectly pose a prospect of growth to Australia through China’s economical demands.

If the proposed 45 percent tariff on imported goods from China will materialize in the US market, the Chinese export of manufactured goods to this market will decrease. Paul then goes on to discuss that in order to prevent slow economic growth, China will be forced to shift its economy from being manufacturing export oriented to a domestic consumption economy. There will be an increase in infrastructure development which will lead to an increase in demand of hard commodities. This in turn will translate to an increased demand of Australian iron ore which will boost the mining sector’s contribution to the gross domestic product. Australia will also increase in exporting its expertise in infrastructure development to China.

Currently the Chinese economic growth is increasingly driven by the services industry. Australia is a champion in provision of services which include education, financial, medical and tourism. In recent years, there has been a great increase in Australian export of these services to China. For instance, by 2014 the number of international students from China in Australia reached 90,000 and the number of tourist has increased from 350,000 in 2009 to 1.3 million, representing an annual growth rate of 20 percent for Chinese tourists visiting Australia. Paul believes that the export of financial services has also been doing extremely well, and as such, the establishment of Australian banks within China has already occurred. Furthermore, if the Chinese economy will shift from being manufacturing export oriented to a more domestic consumption focused economy, the wages will increase which will translate to a rise in their middle-class income. This means that the demand of services from Australia in the Chinese market will continue to grow as the middle-income group will increase their spending in tourism, education and in search of better health services.

Paul predicts that there is a strong likelihood that China will reciprocate on the US proposed tariff on her export and reduce its importation of Agricultural products from US by imposing tariffs or other trade barriers upon them. This in turn, will be another opportunity for Australia to increase its export of agricultural products to China. In addition, the Chinese government have been exporting low cost manufactured goods to both the West and European Union markets but then retaining the gained profit by buying their government’s securities and loan advancements. However, the China’s future prospect in these two markets has been threatened by the new US administration and political developments in the EU such as Brexit. It is believed that there is therefore likelihood that China will redirect its foreign direct investments to Australia as a further reciprocation of these threats in its international terms of trade. The real estates and renewable energy sectors are the sectors that will continue to benefit from China’s ties to Australia. There will also be great opportunities for Australian companies to invest in China as the trade ties between the two states continues.

China has been, and will continue to be, Australia’s largest trade partner both in export and import. With the free trade agreement between China and Australia, commodities will continual to flock to the Chinese market than from any other part of the world. Since the commodity prices in Australia have been on the rise, Paul projects that Australia will reap huge corporate profits from this trade, which will also increase the government taxes. As the economy of China goes under a transformation, the Chinese demand for some sophisticated manufactured goods from Australia will also increase. Other resources such as coal and different expertise will be exported to China.

The Australian economy has been benefiting much from its strong ties with China than from any of its other counterparts, says Paul. The failing terms of trade between China and the rest of the world will indirectly spur an era of economic prosperity to Australia. In closing, Paul emphasised that Australia should seek to continue in strengthening its trade ties with China in order to reap the economic benefits.

Thank you to everyone who came along to this event, if you would like more information on upcoming events please head to our Events Page and join our community by liking us on Facebook , following us on Twitter and connect with us on LinkedIn to stay up to date. 


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What Divides Also Unites – Bridging Cultures To Build Careers

Monday, November 28, 2016

Indigenous people from all over the world are struggling to build careers and organisations find it equally hard to recruit, engage and retain them.

Sean O’Toole is the 2015 Fulbright scholar in vocational education and training and he has devoted the past two years to investigating innovative solutions to this problem. Sean will provide valuable insights into Indigenous cultures and learning styles and practical examples of some of the world’s best practices in Indigenous education and career development. This presentation will challenge our collective view of Indigeneity and show how organisations need to move beyond traditional models of cultural awareness to expand employee understanding of the social value of diversity and inclusion.

Sean's presentation this week will include outcomes which 

  • Improved understanding of Indigenous cultures
  • Strategies to increase organisational cultural intelligence
  • Strategies to enable organisations to engage, develop and retain Indigenous employees

For more details head to our Events Page




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