Tag: HR

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Wellbeing At Work Is Everyone’s Responsibility

As the world of work continues to evolve, one truth is becoming clearer: psychological and mental well-being isn’t something an organisation can “provide” on its own. While employers set the environment, policies, and culture, the responsibility for well-being is shared. Leaders, managers, and employees all contribute to creating a workplace where people feel supported, safe, and able to thrive. In 2026, the most resilient workplaces will be those where wellbeing is a collaborative effort; not a top-down initiative.

 

Why Support Needs to Be Collective

Modern working life brings new pressures. Rising living costs and economic uncertainty affect how secure people feel, both personally and professionally. At the same time, rapid technological change means many employees are navigating shifting expectations, learning curves, and new interpretations of what their future career might look like.

These pressures don’t fall on one person or group alone.

  • Employers create the conditions for support.
  • Managers observe, listen, and act early.
  • Employees contribute by communicating needs, setting boundaries, and supporting teammates.

When everyone engages, psychological wellbeing becomes part of everyday practice rather than just a policy on paper.

 

Everyday Proactivity: What Each Person Can Do

A mentally healthy workplace isn’t built by a single program; it’s built through consistent, shared behaviour.

Employers can:

  • Promote transparency and open communication
  • Equip managers with skills to recognise early signs of stress
  • Create channels for regular listening and feedback
  • Set expectations that encourage sustainable workload habits

Managers can:

  • Check in regularly, not just about tasks but about energy and capacity
  • Encourage breaks, rest, and realistic goals
  • Model healthy behaviour (logging off on time, taking leave, managing digital overload)
  • Notice when people withdraw, disengage, or show signs of strain

Employees can:

  • Speak up early when pressures are building
  • Participate in wellbeing practices (surveys, check ins, workshops)
  • Support teammates through respectful communication and collaboration
  • Establish personal boundaries that protect mental energy
  • Engage in self-care practices both in and out of work

Even small actions matter and a workplace becomes psychologically safe when everyone contributes.

 

How CBR Recruitment Can Help

At CBR Recruitment, we help organisations build cultures where wellbeing is everyone’s responsibility, and everyone feels empowered to contribute. We offer tailored HR policies, leadership development, and team programs designed to strengthen communication, collaboration, and psychological safety. If you’re ready to build a healthier, more resilient workplace in 2026, we’re here to help. Contact Shelley Kowalski our in-house HR Practitioner on 02 6103 7000 or by emailing hello@cbrrecruitment.com.au for more information.

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The True Cost of a Bad Hire: Why Getting It Right Matters

Hiring the right talent is one of the most critical decisions an organisation can make. A great hire can drive innovation, boost productivity, and strengthen company culture. But what happens when the wrong person joins your team? The cost of a bad hire goes far beyond salary and can ripple through your organization in ways you might not expect.

 

Financial Impact

The most obvious cost is the direct financial cost. According to industry studies, a bad hire can cost up to 30% of the employee’s first-year earnings. This cost includes recruitment expenses (advertising, agency fees, or internal time); onboarding and training costs; severance pay and potential legal fees; along with the cost of replacing the employee.

 

Lost Productivity

A poor performer doesn’t just fail to deliver; they often slow down the entire team. Managers spend extra time supervising, correcting mistakes, and managing issues. Meanwhile, projects stall, deadlines slip, and opportunities are missed.

 

Impact on Team Morale

Culture matters. When a bad hire disrupts workflows or clashes with team values, morale suffers. High-performing employees may feel frustrated or undervalued, leading to disengagement, or in some circumstances to resignations. The cost of losing top talent due to one wrong hire can be enormous.

 

Reputational Damage

In client-facing roles, a bad hire can harm your brand. Poor communication, missed deadlines, or subpar work can erode trust and damage long-term relationships. Rebuilding that reputation takes time and resources.

 

Opportunity Cost

Every bad hire represents a missed opportunity to bring in someone who could have driven growth. While you’re dealing with the fallout, competitors are moving ahead with stronger teams.

 

How to Avoid the Cost of a Bad Hire

  1. Define the role clearly: Go beyond skills, consider cultural fit and long-term potential.
  2. Invest in robust screening: Use structured interviews, skills assessments, and reference checks.
  3. Partner with experts: Recruitment specialists can help identify high-calibre candidates and reduce risk.

 

At CBR Recruitment, we understand the true cost of a bad hire, and we’re here to help you get it right the first time. Our proven process ensures you find talent that not only meets your technical needs but also aligns with your organisational culture and goals. To find out more please get in touch.

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3 Ways DiSC Personality Profiles Build Successful Teams

Every team is naturally made up of a range of different people, personalities, and backgrounds, and one of the most important conclusions drawn from personality research is that teams with a range of personalities are more likely to find success. For instance, in stressful situations where negative feelings might fester, team members with more social and agreeable attitudes help mitigate conflict, maintain team optimism, boost morale, and encourage involvement.

 

The DiSC Model

The DiSC model stands for four personality profiles: Dominance (D), Influence (i), Steadiness (S), and Conscientiousness (C). This model highlights your fears, values, overuses, influences, and approaches to conflict. Each profile has a clear working style, and candidates are assessed on a scale between them.

The DiSC Model: four pieces of a pie chart labeled D, I, S, C surrounded by relevant descriptions. Challenge, Results, Action for D. Action, Enthusiasm, Collaboration for i. Collaboration, Support, Stability for S. Stability, Accuracy, Challenge for C.

 

  • Dominance (D): Confident, results-oriented, and driven by competition and success. Direct, demanding, and strong-willed.
  • Influence (i): Open, relationship-focused, motivated by social recognition and group activities. Warm, trusting, optimistic, and enthusiastic.
  • Steadiness (S): Dependable, cooperation-focused, motivated by opportunities to help and sincere appreciation. Calm, patient, and consistent.
  • Conscientiousness (C): Quality and accuracy-focused, motivated by gaining knowledge and showing expertise. Analytical, systematic, and tactful.

 

Each style reflects how individuals approach tasks, interact with others, and respond to challenges. Understanding these traits helps leaders build balanced, high-performing teams.

 

Putting Personality Insights into Practice

Recognising unique strengths helps build diverse and inclusive teams, fostering creativity and innovation. Personality profiling can reveal potential conflict sources, allowing proactive leaders to create a harmonious work environment by:

 

  1. Facilitating Open Communication: Encourage team members to discuss their personality test results, emphasising that there are no good or bad profiles. This fosters better teamwork without labelling or judgment.
  2. Integrating with Broader Development Programs: Use DiSC as part of a holistic approach to team development, including one-on-one coaching, leadership mentoring, and group workshops. This helps individuals explore growth opportunities and apply insights in real-world scenarios.
  3. Tailoring Training and Support: Design training programs that reflect the behavioural preferences of your team. Whether it’s improving communication, managing change, or enhancing collaboration, DiSC insights can guide more personalised and effective development.

 

To learn more about how personality profiling can build a successful team for you, encouraging collaboration and positivity, please contact us for more information at hello@cbrrecruitment.com.au or 02 6103 7000.

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Integrating AI into your organisation: Why smart hiring is the key to success

Integrating AI with smart hiring for organisational success

Artificial Intelligence (AI) is no longer a futuristic concept it’s a present-day catalyst for transformation across industries. From automating routine tasks to unlocking powerful data insights, AI is reshaping how organizations operate, compete, and grow. But while the technology itself is revolutionary, its true potential is only realized when paired with the right people. At CBR Recruitment, we believe that integrating AI into your business isn’t just a tech upgrade it’s a cultural shift, which demands smart hiring.

AI + People = Innovation

AI can streamline operations, but it’s your team that will determine how effectively it’s adopted. The most successful organizations aren’t just investing in AI tools they’re recruiting individuals who can embrace change, adapt quickly, and champion innovation. These are the people who ask, “How can we do this better?” and aren’t afraid to experiment with new processes. They’re not just tech savvy they’re transformation-savvy.

What to look for in AI-ready talent

Curiosity and Learning Agility: AI evolves rapidly. Employees who are eager to learn and stay ahead of trends will help your business remain competitive.

Change Resilience: AI can disrupt traditional workflows. Look for candidates who thrive in dynamic environments and see change as opportunity.

Process-Oriented Thinking: AI is most effective when paired with optimized processes. Hire people who can identify inefficiencies and reimagine workflows.

Collaborative Mindset: AI adoption often spans departments. Seek individuals who can work cross-functionally and communicate effectively with both technical and non-technical people.

Hiring for the future, not just the role

Smart hiring means thinking beyond the job description. It’s about building a team that can evolve with your business. At CBR Recruitment, we help clients identify candidates who not only meet today’s needs but are also equipped to lead tomorrow’s innovations. Whether you’re hiring a Data Analyst, Operations Manager, or Customer Experience Lead, we focus on finding professionals who understand the value of AI and are ready to harness it to drive meaningful change.

To speak to one of our Consultants about how to recruit people into your organization who can embrace AI, please contact us by sending us an enquiry or by calling 02 6103 7000.

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Why Embracing Neurodiversity in the Workplace Matters

Why Embracing Neurodiversity in the Workplace Matters

Neurodiversity in the workplace is no longer just about inclusion, it’s becoming a strategic advantage. As organisations recognise the value of cognitive diversity, they’re discovering that neurodivergent employees bring fresh perspectives, creative problem-solving skills, and untapped potential. Neurodiversity refers to the natural variation in how people think and learn, including conditions like autism, ADHD, and dyslexia.

Organisations that adapt their environments and hiring practices to support neurodiverse talent gain a competitive edge in innovation, productivity, and employee satisfaction.

How to Create an Inclusive Workplace for Neurodivergent Employees

Building an inclusive workplace starts with management training and organisation-wide education. Employers should prioritise the following:

  • Neurodiversity training programs to educate staff about autism, ADHD, dyslexia, and other conditions.
  • Flexible communication methods, such as providing meeting agendas in advance or offering visual and written formats.
  • Accessible workspaces that support different sensory needs, such as quiet areas, adjustable lighting, and noise-cancelling headphones.
  • Flexible schedules that accommodate different energy levels and routines.

Small adjustments like these lead to big gains in employee engagement and team performance.

Moving Beyond the Traditional Interview

Traditional interviews often disadvantage neurodivergent candidates. Many individuals on the autism spectrum, for example, may struggle with eye contact or social cues, despite having exceptional technical skills or creative thinking abilities.

You can redesigned your hiring practices by:

  • Using nontraditional assessments like group projects or informal “hangouts” to evaluate skills.
  • Partnering with organisations which specialise in placing neurodiverse talent.
  • Offering trial periods or project-based evaluations to let candidates demonstrate their strengths over time.

These inclusive hiring practices create opportunities for neurodivergent employees to thrive.

Support Systems

To ensure long-term success, organisations must go beyond onboarding and build support systems that empower neurodivergent employees. SAP, for example, has created dual “support circles” – one in the workplace and one in the personal sphere. These include:

  • A team manager and mentor
  • A workplace buddy
  • A job and life skills coach
  • An HR partner overseeing neurodiverse participants

This structure ensures that neurodivergent staff are supported holistically, both professionally and personally, leading to better retention and team collaboration.

Business Benefits

The benefits of embracing neurodiversity go far beyond reputation. Organisations that invest in inclusive work environments report:

  • Increased innovation and problem-solving
  • Improved productivity and work quality
  • Greater employee engagement
  • Higher team morale and collaboration

Perhaps most importantly, managers become more aware of how to support the entire team, leading to more human-centred leadership across the board.

Neurodiversity in the workplace challenges organisations to rethink traditional definitions of talent. Inclusive hiring practices, flexible environments, and intentional support structures unlock the unique abilities of neurodivergent employees, boosting innovation and strengthening workplace culture. By embracing neurodiversity, you’re building smarter, more agile teams for the future.

Want to learn how to build a neuro-inclusive workplace? CBR Recruitment can help you develop modern HR and recruitment strategies that support neurodiverse talent and give you a broader lens on identifying potential. Whether you’re rethinking your hiring process, seeking inclusive policy advice, or looking to improve team engagement, our experts can guide you through practical, high-impact changes.

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Shifting Your Focus When Facing Redundancy

Shifting Your Focus When Facing Redundancy

Many Australian Public Service (APS) employees are currently considering what a potential change in government might mean for their roles. Historically, changes in government can result in shifts in policy, departmental restructures, and in some cases, job losses. If you’re an APS employee facing redundancy, it’s essential to understand your options, especially if you’re subject to an exclusion period that prevents you from reapplying for APS positions immediately.

Understanding the APS Exclusion Period

When an APS employee takes a voluntary redundancy, they are typically subject to an exclusion period, which prevents them from rejoining the public service for a set period – often between 12 to 18 months (depending on length of service). This can create uncertainty for those who want to continue working but find themselves temporarily locked out of APS roles. However, this does not mean your career needs to be on hold. Several viable pathways are to consider contracting or permanent roles in other sectors, so you can continue using your skills, maintain financial stability, and stay engaged in the workforce.

Why Contracting is a Smart Move

If you’re facing a voluntary redundancy, contracting offers several advantages:

  1. Stay in the Market – Contracting keeps you engaged in meaningful work, helping you maintain and expand your professional network.
  2. Financial Stability – Many contracts, especially in government, offer competitive hourly or daily rates that can be financially rewarding.
  3. Skill Development – Working across different projects and subject matter enhances your expertise, making you more valuable when you’re eligible to return to APS roles.
  4. Flexibility – Contract roles often provide more control over work-life balance, allowing you to choose assignments that fit your lifestyle and career goals.
  5. Pathway Back to APS – While you may be excluded from ongoing and non-ongoing APS roles during the exclusion period, being engaged on a labour hire arrangement is a good solution during your exclusion period.

Permanent Roles in Other Sectors

In a time of change it can also be a great opportunity to explore roles outside of Federal government. In the ACT we are in a unique position where there are opportunities in the private sector, within tertiary education, and also in ACT government. Skills in particular areas such as project management, policy development, procurement, HR, and finance are highly transferable to these sectors.

Speak to an HR Specialist

While facing redundancy can be worrying, it can also be an opportunity to explore new career paths and build a more flexible and rewarding career, to develop new skills and to maintain financial security while navigating the APS exclusion period. If you’re facing redundancy and need guidance on transitioning into contract work, CBR Recruitment is here to help. Get in touch with us today on 02 6103 7000 or by emailing hello@CBRrecruitment.com.au to explore your options and take the next step in your career.

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Candidate

Understanding the Integrated Leadership System (ILS) – without the jargon!

Understanding the Integrated Leadership System (ILS) - without the jargon!

The Integrated Leadership System (ILS) is the framework used in the Australian Public Service (APS) to assess a candidate’s ability across five different areas. In short, the higher the level of the position, the greater the expectation in each of these areas. It’s important to know that the ILS is not only used for APS recruitment but also for promotions and performance discussions, so in each of those scenarios, you need to be able to demonstrate your competence against each aspect of the ILS at the appropriate classification.

Let’s break down what each aspect of the ILS actually means in simple terms:

1 – Supports Strategic Direction / Shapes Strategic Thinking
This capability is all about your ability to demonstrate how you align your work with the broader organisational goals, along with your ability to make informed decisions, anticipate future challenges, and guide others towards a shared vision and government priorities. For lower-level classifications, it’s important to think ahead, anticipate future challenges and opportunities, incorporate long-term strategic planning into decision-making, and solve problems creatively by applying innovative thinking to complex policy and operational issues. In higher level leadership focussed classifications, this can be expanded to understanding the broader context, where you might be required to interpret the government’s priorities and departmental objectives, contribute to national outcomes and public value, and drive innovation where you champion new approaches, encourage continuous improvement, foster a culture of learning and adaptability, and provide frank and fearless advice.

2 – Achieves Results
When we look at the need to achieve results, it’s really about delivering high-quality outcomes by being proactive, accountable, and focused on achieving the department’s and / or the government’s broader priorities. Regardless of your classification, as a public servant you need to be able to show that you deliver on commitments, maintain focus and drive, manage time and resources and take ownership where you accept responsibility for decisions and actions, following through to ensure the job is completed successfully. In leadership roles, this responsibility also covers the outcomes of your team or section, and it’s all about achieving tangible outcomes for the Australian public.

3 – Supports / Cultivates Productive Working Relationships
In any role, it’s important to be able to work collaboratively with others and foster a collaborative, inclusive, and respectful workplace that supports teamwork, stakeholder engagement, and shared success. You need to be able to demonstrate that you can build strong relationships, where you engage effectively with colleagues, stakeholders, and the community to achieve organisational goals, work collaboratively where you contribute to or lead team efforts, support colleagues, and value diverse perspectives. In leadership roles, there is generally some additional complexity that can involve managing conflict constructively, where you navigate disagreements and underperformance professionally, foster solutions that maintain positive working relationships, and demonstrate reliability, integrity, and a commitment to supporting others in a shared mission.

4 – Displays / Exemplifies Personal Drive and Integrity
This is a key requirement for public servants due to being accountable to the Australian public. It’s important to be highly ethical, and act with integrity, where is it expected that you uphold the APS values at all times, follow ethical guidelines, and make fair, transparent decisions. This also covers taking responsibility for your work and the work of your team, learning from your mistakes and remaining accountable at all times. Often in leadership roles, your self-reflection ability will be of vital importance, as this is a key expectation of contemporary leaders within the APS.

5 – Communicates with Influence
All APS employees are expected to be able to communicate effectively and ensure that both written and verbal communications are clear, persuasive, and tailored to influence decision-making and achieve policy or operational outcomes. Think about delivering clear and concise messaging, ensuring it is engaging and persuading to present ideas and policy recommendations effectively to gain support from stakeholders, actively listening where you seek input, considering different perspectives, and adapt to the audience where you tailor your communication style and approach depending on senior leaders, colleagues, or the public. In leadership roles, the complexity obviously increases, where you may need to provide concise briefings to a Minister, use your judgement to deliver specific messaging with limited time and resources, and effectively represent your department or the government to complex external stakeholders.

To meet with a CBR Recruitment Consultant to discuss the intricacies of the ILS, please give us a call on 02 6103 7000 or email hello@cbrrecruitment.com.au

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Candidate

Charting Your Career Path: A Step-by-Step Guide

Charting Your Career Path: A Step-by-Step Guide

Navigating your career can feel overwhelming, but a structured approach can help you make informed decisions and set a clear path for growth. By identifying your values, assessing your skills, and setting targeted goals, you can build a career that aligns with your aspirations. Here’s how to get started.

1. Define Your Core Values

Understanding what truly drives you is essential to making career choices that lead to satisfaction and success. Reflect on these key questions:

  • What activities energize and motivate me?
  • What qualities and priorities shape my ideal lifestyle?
  • What are my non-negotiables in a job?

By answering these, you can determine whether you’re on the right path or if it’s time for a change.

2. Assess Your Skills and Experience

Beyond personal preferences, your skill set plays a crucial role in determining viable career options. Take stock of your abilities by considering:

  • Your qualifications and relevant experience
  • Strengths and transferable skills
  • Major career achievements
  • Areas that need improvement or further development

A clear understanding of your skills will help you identify opportunities where you can excel and areas where further training might be beneficial.

3. Establish Your Career Direction

With your values and skills in mind, start exploring industries and roles that align with your interests. Consider:

  • The types of organisations or sectors that appeal to you
  • Positions that excite and challenge you
  • How these choices align with your personal goals
  • Any gaps in skills that may need to be addressed

 

4. Seek Constructive Feedback

We don’t always see our strengths and weaknesses clearly, so gathering input from colleagues, mentors, and supervisors is invaluable. Ask questions such as:

  • What behaviours should I refine to advance my career?
  • If you were in my position, what would you focus on improving?
  • What abilities are essential for transitioning to my desired role or industry?

Their insights can uncover new opportunities and highlight areas for growth that you may have overlooked.

By taking charge of your career path, you position yourself for meaningful growth and long-term success. Every step you take should bring you closer to a fulfilling career where you thrive and make a lasting impact. If you’re looking for one-on-one career or development advice, please contact us at hello@cbrrecruitment.com.au or call 02 6103 7000.

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6 Key Tips to Prepare Your Team for the New Year

7 Key Tips to Prepare Your Team for the New Year

The new year offers a key opportunity to refocus your team, learn from past experiences, and create a clear path for success. Here’s a practical approach to guide your team in setting the tone for a productive and inspiring year ahead:

  1. Start with Clear Goals
    Set a strong foundation by defining clear, actionable goals. Hosting a team retreat or workshop away from daily distractions can help everyone contribute to the planning process. Ensure each goal aligns with the SMART framework—Specific, Measurable, Achievable, Relevant, and Time-Bound—while incorporating some stretch objectives to keep the team motivated.
  1. Reflect and Learn from the Past
    Before planning ahead, take time to review the previous year as a team. Celebrate wins, acknowledge challenges, and extract lessons learned. Honest conversations about past performance pave the way for aligned priorities and improved strategies.
  1. Streamline Processes for Efficiency
    The new year is an ideal time to adopt systems that enhance productivity. Whether it’s a new project management tool, improved communication channels, or updated workflows, involve the team in brainstorming and selecting approaches that address pain points and make daily tasks more efficient.
  1. Create a Unified Team Vision
    Collaboratively crafting a team vision statement establishes a shared sense of purpose. This vision will act as a guide for decision-making and serve as a motivational anchor throughout the year. Regularly revisit the vision to measure progress and ensure everyone remains aligned with the overarching goals.
  1. Invest in Team Building
    Trust and camaraderie are the cornerstones of high-performing teams. Strengthen these bonds through meaningful team-building activities—whether it’s as simple as a team lunch or as structured as a team-building exercise.
  1. Identify and Fill Skills Gaps
    As part of your annual planning process it’s important to identify any skills gaps within your team in conjunction with planned business growth over the year ahead. The start of the year is an ideal time to identify high calibre candidates who may be looking for an interesting opportunity within a progressive organisation.

Annual planning isn’t just about setting goals; it’s about contextualizing them within the team’s unique dynamics and broader business objectives. From analysing past performance to identifying focus areas, the planning process should include actionable steps, measurable outcomes, and clear timelines.

For assistance with your recruitment, business planning or strategic HR needs, please give us a call on 02 6103 7000, or email hello@CBRrecruitment.com.au.

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5 Traits of an Effective Leader

5 Traits of an Effective Leader

Effective leadership is crucial in setting the mission, vision and strategic direction of every organization and is also a way of attracting the best staff. Leaders who can define clear outcomes and help their team members leverage their strengths are invaluable, and can foster a high performing culture within your organization. Here are five key tips to enhance your leadership skills to achieve the perfect team:

1. Communicate Clearly

Clear communication is the foundation of good leadership. As a leader, it’s crucial to articulate expectations, goals, and feedback effectively. When your team knows exactly what is expected of them, they are more likely to perform at their best. Misunderstandings and uncertainties can lead to confusion and decreased productivity. Always strive to be clear, concise, consistent and open in your communication.

2. Engage and Know Your Team

Great leaders understand their team members’ strengths and weaknesses. They engage with their followers, building strong relationships based on trust and mutual respect. Having regular, non-work-related conversations can help build this connection and can also give you a better understanding of anything which is potentially impacting the lives of your team members. When people feel valued and understood, they are more motivated and committed to their roles.

3. Focus on Strengths, Not Weaknesses

While it’s important to be aware of weaknesses, the best leaders focus on leveraging strengths. They help individuals put their talents to use to achieve the desired outcomes. This approach not only enhances performance but also boosts morale and job satisfaction. By concentrating on what team members do best, leaders can foster a more productive and positive work environment.

4. Keep an Open Mind

Effective leaders are open-minded and receptive to new ideas and perspectives. They understand that innovation often comes from different points of view. Encouraging team members to share their ideas and provide constructive criticism, within an environment of psychological safety, can lead to better decision-making and problem-solving. An open-minded leader is also resilient, adaptable, able to navigate changes and challenges.

5. Never Stop Learning

Leaders should always seek to improve their skills and knowledge, particularly in the areas of leadership and management; whether through formal education, professional development programs, or staying informed about industry trends. This commitment to learning not only enhances their own capabilities but also sets an example for their team.

To find out more about CBR Recruitment leadership coaching services please call 02 6103 7000 or email hello@cbrrecruitment.com.au.