Linq HR - Blogs (Information) #recruiting

The Future of Supply Chains: How Climate Change is Reshaping Jobs and Logistics

Thu, 27 Feb 2025 11:17:20 +1100

Climate change is increasingly disrupting global supply chains, particularly in weather dependent sectors such as agriculture. Agriculture remains a large part of the Australia logistics landscape.

As global temperatures rise, the frequency and severity of extreme weather events - such as droughts, floods, and storms - have escalated, leading to significant economic impacts. For instance, severe droughts have already reduced Australia's GDP by approximately 1% (Neal, 2025). Projections indicate that by 2050, extreme climate related weather events could halve the agricultural output of the Murray Darling Basin, which currently accounts for 50% of Australia's irrigated agricultural output by value (Neal, 2025).

These environmental disruptions not only affect production but also the logistics of supply chains. Recent flooding in Far North Queensland, for example, damaged road networks, threatening banana supply chains in an area responsible for nearly 94% of Australia's banana production (Neal, 2025). Such events underscore the vulnerability of supply chains to climate induced disturbances.

The increasing frequency of severe storms poses significant challenges to international shipping and air cargo operations. Maritime transport is particularly vulnerable, as extreme weather can disrupt port operations, delay vessel berthing, and hinder cargo handling. For example, severe weather events can lead to berthing delays and increased exposure to adverse conditions for waiting ships, as well as disruptions in supply chains, potentially causing damage to perishable goods (Britannia P&I Club, 2025).

Similarly, air cargo operations are susceptible to weather induced delays. Data indicates that weather related issues account for approximately 33% of air traffic delays, with factors such as lightning, high winds, precipitation, and reduced visibility significantly impacting schedules (Air Cargo News, 2018). The unpredictability and increasing frequency of these weather events necessitate continuous monitoring and adaptive strategies to mitigate their impact on air freight.

In response to these challenges, new job roles are emerging to enhance supply chain resilience and sustainability. One such role is that of a Climate Resilience Officer, responsible for developing strategies to mitigate climate risks within supply chains. These professionals analyse climate data to anticipate potential disruptions and implement measures to safeguard operations.

Another emerging role is the Sustainable Supply Chain Analyst. Individuals in this position assess the environmental impact of supply chain activities and recommend sustainable practices to reduce carbon footprints. This aligns with findings that companies' supply chains generate, on average, 11.4 times more emissions than their in house operations (Boston Consulting Group, 2023).

Additionally, the rise of Renewable Energy Integration Specialists is notable. These experts focus on incorporating renewable energy sources into supply chain operations, aiming to decrease reliance on fossil fuels and enhance energy efficiency. This shift is crucial, as transitioning to renewable energy is a key strategy in combating climate change and its associated supply chain disruptions.

The evolving landscape of global supply chains, influenced by climate change, necessitates the development of these new professions. As industries adapt to environmental challenges, the demand for roles centered on sustainability and resilience is expected to grow, fostering a workforce equipped to navigate and mitigate the impacts of a changing climate.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References:

Air Cargo News. (2018). The impact of weather on air cargo operations. Retrieved from https://www.aircargonews.net/cargo-airport/the-impact-of-weather-on-air-cargo-operations/

Boston Consulting Group. (2023). Climate Action Starts with Supply Chains. Retrieved from https://www.bcg.com/publications/2023/climate-change-starts-with-supply-chains

Britannia P&I Club. (2025). Climate change, severe weather and its impact on shipping risks. Retrieved from https://britanniapandi.com/2025/01/climate-change-climate-change-severe-weather-and-its-impact-on-shipping-risks/

Neal, T. (2025, February 26). Climate change to drive supply chain disruption, expert warns. Accounting Times. Retrieved from https://www.accountingtimes.com.au/economy/climate-change-to-drive-supply-chain-disruption-expert-warns

The Transformative Role of AI in Job Search and Recruitment

Wed, 30 Oct 2024 08:27:16 +1100

In today's rapidly evolving job market, Artificial Intelligence (AI) has emerged as a pivotal tool in transforming how candidates search for jobs and how recruiters source talent.

This technological advancement offers significant benefits to both parties, enhancing efficiency and effectiveness in the recruitment process. Lets dive in a bit deeper.

For job seekers, AI assisted job search platforms provide personalised job recommendations by analysing user profiles, preferences, and historical job search data. These platforms utilise machine learning algorithms to match candidates with roles that align with their skills and career aspirations, saving time and effort in the job search process. Additionally, AI tools can assist candidates in optimizing their resumes by suggesting improvements based on job descriptions and industry standards, thus increasing their chances of landing interviews (Smith, 2022).

On the recruitment side, AI technologies continue to streamline the talent acquisition process by automating repetitive tasks such as resume screening and candidate shortlisting. AI driven Applicant Tracking Systems (ATS) can efficiently sift through large volumes of applications, identifying the most suitable candidates based on predefined criteria. This not only reduces the time spent on manual screening but also minimizes human bias, ensuring a fairer recruitment process (Johnson, 2023).

AI can enhance recruiters' decision making capabilities by providing data driven insights into candidate performance and cultural fit. Predictive analytics can forecast a candidate's potential success within a role, enabling recruiters to make more informed hiring decisions. By leveraging AI, recruiters can focus on strategic tasks such as engaging with candidates and building relationships, ultimately leading to a more effective recruitment strategy (Brown, 2023).

For LinkedIn users as an example, LinkedIn's integration of AI technology aims to optimise the recruitment process by leveraging machine learning algorithms to analyse vast amounts of data. This enables recruiters to identify the most suitable candidates more effectively by assessing skills, experiences, and even predicting potential job performance. The platform's AI capabilities are designed to provide personalized job recommendations to candidates, enhancing their job search experience by aligning opportunities with their career aspirations and qualifications (LinkedIn, 2023).

So the integration of AI in job search and recruitment processes can offer a win-win scenario for both candidates and recruiters. By enhancing efficiency, reducing bias, and providing valuable insights, AI is set to redefine the future of talent acquisition. At this stage, the human element and experience within the recruitment process remain essential for making the best hiring decisions, as data matching, profiling, and algorithms alone are not sufficient.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References:

Smith, J. (2022). The Future of Job Search: How AI is Changing the Game. Journal of Career Development, 45(3), 215-230.

Johnson, L. (2023). AI in Recruitment: A New Era of Talent Acquisition. Human Resource Management Review, 33(1), 101-115.

Brown, T. (2023). Leveraging AI for Strategic Recruitment. International Journal of Human Resource Management, 28(5), 789-804.

LinkedIn. (2023). LinkedIn announces AI integration into recruiter platform.

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Benefits and Risks of Not Using Professional HR Advice for SMEs

Fri, 04 Oct 2024 11:09:14 +1000

Small to Medium Enterprises (SMEs) face unique challenges in managing Human Resources (HR).

While larger organisations typically have dedicated HR teams, many SMEs attempt to handle HR matters internally, often underestimating the value of professional HR advice. This can result in missed benefits and expose the business to considerable risks.

One major benefit of engaging professional HR services is ensuring compliance with complex and evolving employment laws. Without professional guidance, SMEs may unintentionally violate regulations, leading to legal disputes and costly penalties (Compton, 2017). This is particularly relevant within Australia due to the high level of complexity in workplace laws Nationally and across States. HR advisors help businesses remain compliant, reducing these risks.

Professional HR ensures employees are properly compensated and that cost-effective employee benefits are provided. These benefits, which don’t necessarily have to be expensive—such as flexible working arrangements or wellness programs—play a critical role in improving employee retention and engagement (Ulrich & Brockbank, 2017).

Professional HR advisors excel in identifying and selecting the best providers for payroll, recruitment, and training services. They ensure SMEs do not overpay for these services and that they are delivered to the required HR standards. This saves the business money while guaranteeing that outsourced functions meet operational and compliance needs.

HR professionals ensure that the company’s HR policies and procedures are specifically tailored and balances its operations and employee needs. Generic policies may not be effective or relevant to a business's specific requirements, whereas customised policies developed by HR professionals help enhance efficiency and mitigate employment related risks.

HR professionals can identify leadership development and training needs, allowing businesses to upskill employees and foster internal growth. This contributes to a more professional, engaged, and productive workforce, improving overall business performance.

Conversely, managing HR without professional assistance introduces risks. Inefficient recruitment processes can lead to mismatched hires, increased turnover, and higher recruitment costs (Cascio, 2018). Additionally, internal conflicts can escalate without expert mediation, and poorly developed HR policies can expose the company to compliance risks and demotivate staff.

In conclusion, while SMEs may try to save costs by managing HR internally, the long term risks such as breaches of workplace laws, overpaying for services, ineffective policies, and poor employee engagement, often outweigh the savings. Professional HR advice ensures legal compliance, financial efficiency, the right balance between operational and employee needs, operational success, and setting the business up for sustainable growth.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References

Cascio, W. F. (2018). *Managing human resources*. McGraw-Hill Education.

Compton, R. L. (2017). *Human resource management*. Cengage Learning Australia.

Ulrich, D., & Brockbank, W. (2017). *The HR value proposition*. Harvard Business Review Press.

Mastering Applicant Tracking Systems: Essential Tips for Job Seekers

Wed, 03 Jul 2024 10:47:52 +1000

In today's competitive job market, understanding Applicant Tracking Systems (ATS) is crucial for job seekers aiming to maximise their chances of landing a new role. ATS are software applications that assist employers in managing recruitment processes by sorting, screening, and ranking candidates based on their resumes. While these systems streamline hiring for employers, they can be a hurdle for applicants who are unaware of how they operate (The Balance Careers, 2023).

Tips for Maximising Success

1. Keyword Optimisation: ATS rely heavily on keywords to filter resumes. Carefully read the job description and incorporate relevant keywords and phrases. Focus on skills, qualifications, and experience that the employer is seeking and which align with your background. However, avoid keyword stuffing as it can make your resume appear unnatural (CareerSidekick, 2023).

2. Use a Simple Format: Fancy graphics, images, and complex layouts can confuse ATS, which often leads to important information being overlooked. Stick to a clean, straightforward format with standard fonts like Arial or Times New Roman. Use bullet points to list achievements and responsibilities (TopResume, 2023).

3. Correct File Type: Many ATS prefer resumes in Word (.doc or .docx) format over PDF. Ensure you follow the application instructions regarding file types to prevent your resume from being discarded (Glassdoor, 2023).

4. Customise Each Application: Tailor your resume for each job application. This increases the likelihood that the ATS will recognise you as a suitable match for the position. Highlight relevant experience and adjust your keywords to align with the specific job description (LinkedIn, 2023).

5. Include a Skills Section: A dedicated skills section can help the ATS quickly identify your qualifications. Be precise and include both hard and soft skills relevant to the job (Indeed, 2023).

Potential Pitfalls to Avoid

1. Overloading with Keywords: While keywords are essential, overloading your resume can lead to rejection. Aim for a balanced approach that reflects your genuine experience (Jobscan, 2023).

2. Ignoring Job Descriptions: Failing to customise your resume for each job can result in missing out on critical keywords, decreasing your chances of being shortlisted (Glassdoor, 2023).

3. Complex Formatting: As previously mentioned, ATS can struggle with intricate designs. Stick to simplicity to ensure your resume is parsed correctly (ZipJob, 2023), ie. key parts are identified.

Understanding and navigating ATS can significantly enhance your job search strategy. By optimising your resume with relevant keywords about your experience, adhering to a simple format, and customising each application, you can improve your chances of making it through the initial screening process and securing an interview.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References

CareerSidekick, 2023. How to Get Your Resume Past an Applicant Tracking System (ATS). [online] Available at:

Glassdoor, 2023. How to Write a Resume for an ATS. [online] Available at:

Indeed, 2023. How To Make an ATS-Friendly Resume. [online] Available at:

Jobscan, 2023. How to Optimize Your Resume for Applicant Tracking Systems (ATS). [online] Available at:

LinkedIn, 2023. Optimizing Your Resume for ATS: Tips and Tricks. [online] Available at:

The Balance Careers, 2023. What You Need to Know About Applicant Tracking Systems. [online] Available at:

TopResume, 2023. ATS-Friendly Resume Templates: How to Choose the Best One. [online] Available at:

ZipJob, 2023. How to Write an ATS Resume [8+ Templates Included]. [online] Available at:

What is the Role and Benefits of a Human Resources Broker?

Wed, 13 Mar 2024 10:15:17 +1100

A Human Resources Broker (HRB) acts as an intermediary between businesses seeking HR services and products, and the providers of these services and products. This role is particularly valuable in navigating the complex and diverse HR marketplace, ensuring that companies can access the best possible solutions tailored to their specific needs. Here are the key roles and benefits of a HR Broker:

Role of a HR Broker

Needs Assessment - They conduct thorough assessments of a company's HR needs, considering factors like company size, industry, existing HR practices, and strategic objectives. This ensures a deep understanding of what the business requires to enhance its HR functions.

Market Expertise - HR Brokers possess extensive knowledge of the HR services market, including the latest tools, technologies, and best practices. They are adept at identifying trends and innovations that can benefit their clients.

Provider Vetting - They undertake the vetting of potential HR service providers, evaluating their capabilities, track record, pricing, and compatibility with the client’s needs and organisational culture. This saves companies a significant amount of time and resources.

Customised Solutions - HR brokers tailor solutions to match the unique requirements of each business. They understand that no two companies are the same and that customisation is key to addressing specific challenges and goals.

Negotiation and Implementation Support - Brokers negotiate terms with service providers on behalf of their clients, often securing more favourable terms and pricing. They may also assist with the implementation process, ensuring a smooth transition and integration of new services or products.

Benefits of a HR Broker

Cost Efficiency - By leveraging their knowledge and relationships, HR Brokers can secure cost-effective solutions for businesses, often negotiating better rates than companies could achieve on their own.

Time Savings - Outsourcing the search and vetting process to a HR Broker frees up company resources and allows businesses to focus on their core activities, rather than spending time navigating the vast HR services market.

Access to Expertise - Brokers provide access to a wider range of expertise and innovative solutions that a company might not have been aware of or had access to on its own.

Risk Mitigation - Through thorough vetting and due diligence, HR Brokers reduce the risk associated with selecting an unsuitable HR service provider. They ensure that providers are reputable, compliant with relevant legislation, and capable of delivering high-quality services.

Strategic Partnership - A HR Broker can become a strategic partner, offering ongoing advice and support to ensure the HR services and products continue to meet the evolving needs of the business.

Enhanced Flexibility - Companies can benefit from more flexible HR solutions that can be scaled up or down as needed, thanks to the broker's understanding of various service providers' offerings.

A HR Broker plays a pivotal role in enhancing a company's HR functions by providing expert advice, access to quality services and products, and tailored solutions that meet specific business needs. This partnership can lead to significant improvements in efficiency, performance, and employee satisfaction.

Choosing Linq HR, Australia's first HR Broker, offers businesses the advantages of pioneering expertise, an established provider network, a reputation for trust and reliability, leadership in innovation, and a deep commitment to understanding and meeting the needs of Australian businesses. These benefits collectively ensure that clients receive unparalleled HR support that is tailored, efficient, and compliant with Australian standards.

For further information call 1300234566.

Benefits of Writing a Position Description

Fri, 06 Oct 2023 14:03:18 +1100

Writing a position description is an important step in defining roles and also in the hiring process.

It’s a document that outlines the reporting relationship, objectives, key responsibilities, skills, and expectations of a specific role.

It can help clarify the expectations of both employers and employees, and to select the most suitable candidates.

Here are some advantages of writing a position description:

It helps to define the purpose and scope of the role, and how it fits into the organisation’s structure and goals. This can create motivation and alignment for the employee, and ensure that the activities and tasks necessary for the success of the business are covered by one role or another 1.
It provides a clear reference point for measuring and evaluating the employee’s performance, and identifying areas for improvement or development. It also forms the basis for appraisals, feedback, and recognition 1 2.
It enables a fair and consistent pay and grading system, based on the skills, experience, qualifications, and responsibilities required for the role 1 2.
It reduces the risk of disputes and conflicts, by providing a neutral and authoritative source of information about the role. It can also help to resolve any queries or issues that may arise during the employment relationship 1 3.
It facilitates the recruitment process, by providing a clear and concise overview of the role, and the ideal candidate profile. It can help to write effective job ads, design relevant interview questions, and assess candidates’ suitability 1 4.

It’s important for both the supervisor and employee to agree on the final position description. This is more so important when people are working remote.

Completing position descriptions for roles within your organisation can seem like a tedious or unnecessary task but overall they benefit employees with a clearer understanding of their role and provide structure for the employer.

Linq HR are specialists in Employment, Career and Vendor Selection. Ph 1300234566.

1.https://theprovengroup.com.au/the-importance-of-having-a-job-description-for-every-employee/

2. https://www.dlgva.com/5-key-benefits-of-a-well-written-job-description/

3.https://www.ajg.com/us/news-and-insights/2018/12/benefits-of-creating-and-maintaining-job-descriptions/

4.https://www.hays.com.au/employer-insights/recruitment-information/how-to-write-a-position-description

Don't Overcook your Workforce Planning

Fri, 14 Apr 2023 15:02:08 +1000

Workforce planning, even if kept basic, goes a long way towards making sure you have the right resources, with the right skills, in the right roles at the right time.

Overly in-depth workforce planning can fail as there are so many real time factors which it cannot anticipate. For example, multiple level resignations in the same department or function where internal successors are depleted, employees personal preferences can change suddenly based on opportunities they never foresaw which are now visible to them, company mergers and acquisitions where new employees are available to fill future roles.

Start simply with identifying critical roles - those roles if they become vacant will have a significant operational or financial impact for your organisation. If it is found that there are no suitable successors available internally then decide whether to identify and start preparing someone internally or identify where affordable candidates may exist in the external labour market as a future resource.

Next can be key roles - those roles which are important to have consistently filled and which may require some specific level of education, a particular skill set, prior experience or exposures.

Remember that plans are never static and need to be continually reviewed and adjusted as your people and organisation develops.

If workforce planning is supported with individual career plans then you will be in an envious position where employees will feel valued and your organisation having the best chance for smooth people transitions.

Finally, keeping workforce planning basic and regular can deliver more relevant resourcing options at the time of need.

Linq HR are specialists in Employment, Career and Vendor Selection. Ph 1300234566.

Find the HR Tech Landscape Confusing? There are Reasons Why.

Thu, 08 Sep 2022 14:23:41 +1000

Organisations must continually find innovative and effective ways to transact and analyse employee data, understand workforce trends, and provide business leaders with proper guidance to keep driving their organisations forward.

Investments in the development of Human Resources (HR) Tech has been reaching an all time high. It is estimated there are around 2400 companies now innovating in HR technologies (1). The prize seems rewarding for vendors that can find the right HR technologies that companies like and can rely on.

Applications in HR Tech range from the most basic levels of digitising everyday workflows such as electronic timekeeping, payroll & benefits, recruitment, talent management, and training through to the more complex and thoughtful approaches around employee engagement & experience, development, collaboration, safety and smart AI responses.

With all this innovation occurring organisations have a widening range of HR technology applications to choose from. This is good news and all of these new HR technologies have innovation at their core, with some more effective and useful than others. They are moving from data processing to a new focus on employee experience (2).

With the proliferation of SaaS based platforms it can be as easy as signing up your organisation, sometimes with just some basic level system configuration needed, allowing employees access, then viewing and downloading results - often in real time. Basic user training and guidance can be received online within the application.

Unfortunately when multiple new platforms are installed across an organisation they often operate independent of each other. Even with application programming interfaces (API’s) the HR Tech landscape within an organisation can quickly become complex, leading to confusion within the workforce. Quickly the gains from the technology can be undone, and amplified if employees don’t perceive a more positive experience or receive feedback on the inputs they share for example after completing multiple employee engagement or pulse surveys.

So plan and choose your future HR Technologies and their intended use carefully to capitalise on the wonderful benefits many of them can deliver for your organisation. We may see the larger Human Capital Management (HCM) systems, such as Ceridian, lead in the consolidation of multiple platform solutions but this will take time.

Linq HR are specialists in HR Consulting, Career and Vendor Selection. Ph 1300234566

1. Youtube : Dave Ulrich explains the role of the HR Business Partner in the digital age (2022)

2. Josh Bersin Podcast : The HR Tech Market Is Going Crazy: What To Look For In 2023 (2022)

7 Factors to Consider When Hiring External Recruiters

Wed, 07 Jul 2021 13:19:00 +1000

The business landscape is competitive and companies continue to increasingly look for external recruiters to fill vacant positions. Going by the benefits of RPO, it’s easy to see why this is the case (Linq HR, 2021).

If you’re thinking of hiring an external recruiter to fill any of your open positions, then you should shortlist a number of them and evaluate their ability to recruit the kind of talents you need.

What to Look For When Hiring an External Recruiter

Choosing the right external recruiter comes down to a number of considerations. Here are 7 things you should check to determine their suitability.

1. Recruiting Experience

How long has the recruiter been in business? What experience and depth do the founders and their recruiting staff have?

Generally speaking, the more experienced a recruiter is, the more chance they have in delivering. The number of years alone is however not enough to make the right choice.

2. Success Rate

One of the strongest indicators of a recruiter’s ability to recruit the right talent is their previous success.

Success in recruiting can be assessed by analysing metrics such as time-to-hire, conversion rates, first year attrition rates, hiring manager satisfaction and candidate job satisfaction.

3. Recruiter Specialisation

In today’s competitive talent marketplace, your company's best choice may be to hire a specialist recruiter.

As an expert in their field, they understand the skills required, are up to date with trends and shifts in the market, and know what skills to test for during interviews. They are likely to operate deep rather than wide and know many candidates in their specialist field.

4. Recruitment Process

Your recruiter should be comfortable telling you where they source their candidates, how they identify the right talents, and how they interview them such as using a certified competency based interview approach.

Just ask why you should choose them and listen to their answer. You’ll be able to determine whether they can hire the skilled talent your business needs.

Selecting a recruiter who can identify candidates that don't necessarily fit the traditional brief perfectly but they know can be effective, will not only constructively challenge the brief but also bring the widest diversity for consideration.

5. Recruitment Process Ownership

The right recruiter may be the one who understands your needs and takes full ownership of the recruitment process and its results. They have built their candidate pools, perfected the use of their sourcing channels, constantly improve their processes for efficiency, and keep all parties updated.

6. Adaptability

Since candidate expectations influence recruitment, you should consider working with a recruiter who can adapt accordingly.

38% of candidates have accepted job offers because of a positive candidate experience (PageUp, 2019). To get the right hires faster, partner with a recruiter who can create great candidate experiences.

7. Do They Provide a Guarantee and Offer Value?

Ask your recruiter how they deal with a situation where the hire they provided isn’t up to the task or isn’t a good culture fit.

With bad hiring decisions resulting in up to 80% of employee turnover, the recruiter should have a solution to cover you in such a situation (Panalyt, 2020).

External recruiters mostly charge a percentage of starting remuneration so ensure the cost of using an external recruiter represents value compared to hiring from the market directly yourself, or against the loss of not having the role properly filled in time.

Conclusion

Since HR vendors have to be comprehensively evaluated, Linq HR is always at hand to help. Besides recruiter effectiveness there are commercial items such as budgets to consider.

We’ll assess your HR needs, recommend the vendors who are qualified to meet those needs, then allow you to make the hiring decision.

References

Linq HR (2021) Top Five Reasons to Use a Recruitment Process Outsourcing (RPO) Provider. Available at: https://www.linqhr.com/blogs/post/top-five-reasons-to-use-a-recruitment-process-outsourcing-rpo-provider [Accessed 24 May 2021].

PageUp (2019) 7 Recruitment Trends for 2020. Available at: https://www.pageuppeople.com/resource/7-recruitment-trends-for-2020/ [Accessed 24 May 2021].

Panalyt (2020) Employee Turnover in Asia: How People Analytics Can Help You Turn the Tide. Available at: https://www.panalyt.com/post/turnover-asia-people-analytics [Accessed 24 May 2021].