Artificial Intelligence (AI) is revolutionising the automation and software development landscape with advanced tools like GPT-4 now capable of generating code and offering solutions to intricate problems. All of which prompts the question: Is the role of automation experts becoming obsolete? Declan Cavanagh, Technical Consultant for AI at Avec, shares his insights.

The strengths of AI in automation

AI’s capabilities in automation are truly impressive, and this Microsoft 365 Life Hacks article highlights how AI is significantly accelerating coding and problem-solving by automating repetitive tasks and streamlining workflows. For instance, AI tools can generate boilerplate code, perform basic debugging, and offer recommendations for improving efficiency. Declan shares, “In my own work, AI tools like GPT-4 achieve success about 80% of the time, allowing my team and our clients to accomplish more in less time and focus on higher-value tasks. This productivity boost is one of the most significant advantages of incorporating AI into automation workflows.”

However, even with this seemingly impressive 80% success rate, the remaining 20% highlights a critical limitation. According to Declan, “AI tools struggle with nuanced or ambiguous tasks. They are only as good as their training data and algorithms, which means they often fail to adapt to unique or complex requirements. While AI can handle routine problems with remarkable efficiency, it lacks the contextual understanding and creativity needed for bespoke solutions.”

The myth of ‘AI as a replacement’

The idea that AI will entirely replace programmers and automation experts is not a new one. Supporters of this perspective frequently highlight AI’s capability to write code, yet they often neglect the complexities inherent in software development. Writing code is just one aspect of a broader process that encompasses design, deployment, debugging, and long-term maintenance. As Declan points out, “Clients often underestimate these complexities, assuming that AI tools can manage an entire project autonomously. While GPT-4 can draft a functional application, it cannot deploy the solution, ensure compatibility with existing systems, or maintain the software as requirements evolve. Moreover, AI-generated solutions may appear correct but often falter under real-world conditions where integration and scalability are crucial.”

The case for human expertise

Working with human experts ensures the success of automation projects where AI alone might falter. BP-3 highlights that automation experts play a pivotal role in navigating complex systems, identifying misaligned processes, and ensuring that solutions are scalable and adaptable. AI tools lack the capability to comprehend the broader organisational context or effectively address edge cases.

Human experts also bring creativity and judgement to the table. As Declan notes, “When AI-generated solutions fall short, experts can evaluate alternative approaches, customise solutions to meet unique needs, and ensure that ethical and business considerations are integrated into the process. These tasks require a level of critical thinking and domain expertise that AI cannot replicate.”

The collaborative future of AI and experts

Rather than replacing automation experts, AI tools should be seen as co-pilots. By handling routine tasks, AI allows experts to focus on higher-level challenges, such as strategic decision-making, system architecture, and user experience, creating a collaborative future where productivity and innovation thrive. According to Declan, “Clients who believe they can bypass experts entirely often learn the hard way. While tools like GPT-4 are powerful, they are not substitutes for nuanced skills required to implement and maintain robust applications. Automation experts bridge the gap between AI-generated outputs and real-world solutions, ensuring that projects meet business goals and long-term requirements.”

So, where does Avec come in?

Avec is a specialist IT project delivery company under Talent, providing technology agnostic implementation solutions across Australia and New Zealand. Combining decades of project management experience, Avec helps clients across all industries achieve their business objectives by delivering IT projects with precision and an unwavering commitment to delivery to make life easier for our clients through Automation, Architecture, Business Analysis, Data, PMO, Testing and beyond.

While AI is a transformative force in the world of automation, it cannot replace the expertise of human professionals. Tools like GPT-4 can achieve impressive results, but their limitations become apparent in complex or context-dependent situations. Automation experts provide the critical thinking, creativity, and strategic oversight necessary to ensure that AI solutions are seamlessly integrated and effectively maintained. Reach out to the Avec team today to learn more about how AI and automation solutions can propel your projects.

If you’re a jobseeker looking for your next exciting role in automation, head to our jobs board. Or if you’re a hiring manager looking to build a team of skilled tech experts, learn more about our services here or which industries we’ve helped before here.

While women continue to break barriers, redefine leadership, and drive innovation in tech, the journey to achieving gender equity remains a work in progress. In our latest instalment of Leading the Way, we chat to one of our Brisbane-based contractors, Gaby Doebeli, as part of the ongoing conversation and advocacy around increasing and supporting women in tech. Let’s jump in.

Tell us about your current role and career background.

I am currently working as a senior business analyst for Queensland Government Customer and Digital Group. I was engaged a year ago to work on the Digital Economy Strategy Program of work and have since been part of four projects:

• Rollout and ongoing enhancement of QChat and AI Platform across Queensland Government Agencies
• Initiation of Digital Investment Governance Framework
• Initiation of QLD Government Shared Service Strategy and
• Initiation of Rostering, Time and Attendance

These three projects required me to engage many stakeholders from different agencies across the Queensland Government in the pursuit to gather and elaborate requirements for the purpose of option papers, business requirements specifications, and proof of concept scenario.

Here are some of my career highlights:

• Proficient in enterprise architecture, business process management, and digital transformation.
• Experienced in leading and coordinating multidisciplinary teams to deliver complex projects.
• Skilled in agile methodologies such as Scrum, Kanban, and XP, with certifications as a Scrum Master and Agile Delivery at Scale.
• Strong leadership, communication, and stakeholder management abilities.
• Expertise in business analysis, including requirements elicitation, process modelling, and solution design.
• Demonstrated success in business process optimisation and governance, with a focus on continuous improvement.
• Extensive educational background, including a Master of Information Systems and certifications in project management and agile methodologies.

What is the most challenging aspect of your role?

The most challenging aspect of my role as a business analyst is to navigate through complex digital programs and projects; driving the change, overcoming resistance, and managing stakeholders expectations.

What is your favourite thing about your role?

The continuous learning aspect of my job as no project is the same. The rapid technology advancements and industry evolution, staying abreast of emerging trends, best practices, and industry standards is essential in my role and I am loving it.

What is your experience as a woman in a male-dominated industry?

I am cognisant of the pervasive stereotypes and biases that women often encounter in the workforce. However, I approach these challenges with a balanced blend of assertiveness and empathy. I firmly advocate for gender equality and inclusivity in all aspects of my work, while also fostering open dialogue and understanding to address any instances of bias or discrimination. By leading with a firm yet gentle approach, I am to create a supportive and empowering environment where all individuals, regardless of gender, can thrive and contribute to our collective success.

Who are your role models and inspirations?

My role models are my parents, who have worked together in several successful businesses over 30 years.

Do you have any advice to anyone entering the industry?

• Embrace continuous learning and foster a growth mindset
• Develop strong communication skills
• Foster collaboration and teamwork
• Be agile and adaptive
• Prioritise stakeholder relationships
• Lead by example
• Take ownership and accountability

At Talent, we’re proud to represent and support a global network of over 5,000 active contractors. Helping professionals unleash their potential has been the foundation of our business since 1995, and we’re not stopping yet. Learn more about the contractor community at Talent and how we can help you build your dream career here.

In today’s tough economic climate, many New Zealand businesses are facing hard choices about where to invest. Despite the downturn experienced in the last 12-18 months, our clients are telling us that Diversity, Equity and Inclusion (DEI) remains a critical priority but is often at risk of being sidelined by budget pressures and competing concerns.

Kara Smith, Managing Director of New Zealand, and Tom Bailey, Senior Consultant here at Talent speak with leading HR and TA experts who share their practical tips, and insights on overcoming barriers, as well as how to make a strong case for DEI investment during uncertain times.

Know your ‘why’: Approaching DEI with clear intentions

Katrina Hau, Director of People Experience at Auror, emphasises the importance of intentionality and the need for a strategic approach to DEI. While DEI ultimately isn’t about hitting targets, it’s important to have an idea or goal in mind for specific areas, for example in engineering, where women are underrepresented. She states her three key steps are to “find a baseline, identify the teams or areas you really want to be intentional about”, and then, for Auror, it was to look at their leadership. “We really wanted our C-suite of six people to be fifty-fifty, and to this day it’s fifty-fifty,” she notes, illustrating the trickle-down effect of diverse leadership into the makeup of the company which similarly reflect this gender balance.

Understanding privilege and unpacking unconscious bias

Sid Kumar, a technologist and people leader as a Head of Product, actually challenges the traditional order of DEI, suggesting that ‘Equity’ should be addressed first. “You must think of equity first, everyone is not equal, and some people simply need help levelling the playing field,” Sid states, highlighting the importance of understanding equity as a precursor to true diversity and inclusion.

He also addresses the complexities of hiring for merit and the need for ongoing conversations about unconscious biases. “I have a large team of 250 people in my department and there’s a belief that people must be hired on merit, but how do you define that? In the first 5 minutes of the interview, can you truly see that merit? For technical roles, you can ask problem-solving questions but for leadership roles, it’s an ongoing conversation.”

He also adds, having hiring managers confront their unconscious bias “makes people uncomfortable, and you can’t change that in just 2 hours of DEI training – it’s impossible!” and is advocating for a deeper commitment to change. Sid states that leaders must identify their “why” to avoid tokenism, while Cameron Robinson, Head of Enterprise Solutions at Solve, aptly reminds us that talent acquisition leaders don’t need permission to implement what should simply be good hiring practices instead of so-called “DEI hiring”.

DEI on a budget: Creative solutions

In the absence of funding during uncertain times, what are creative no or low budget strategies HR leaders can implement now?

Katrina suggests leveraging DEI surveys to understand gaps and engage employees and the tangible benefits of one of Auror’s DEI initiatives, transparency in salary bands, which fostered equity and inclusion. “It wasn’t quick, but it’s best to start now before the organisation gets bigger and it gets more complex,” she advises.

Sarah Bellett, Head of People Experience at One NZ, shares how their rebranding process became a catalyst for DEI-focused change and, like Katrina, uses surveys to get to know their people and address their needs. “We surveyed our people and found that 50% are caregivers of some kind so we worked with them to redefine our policies to be meaningful,” Sarah said. This also helped reveal the ‘cultural tax’ that employees of marginalised groups have experienced and led to the business supporting them with employee-led networks through kai (food) and time. It was an effective and strategic shift to help make their organisation a great place to work.

Sarah also points out the power of data in communicating the value of DEI to leadership. “Boards and executives like numbers, talking vaguely about DEI might have their eyes glaze over, but putting numbers in front of them are far more compelling.”

From a hiring perspective, Cameron spoke to the power of persona-based hiring strategies and being intentional about which platforms to advertise jobs. He further explains, “Being very targeted about the imagery and language used to find candidates” is key to attracting the talent you seek and comes at no extra cost.

He adds, “Think about how you’re writing your job ads; really practical things like words – ‘competitive’, ‘challenge’, ‘courageous’ are considered masculine words and may deter female candidates from applying for your jobs,” suggesting running job ads through free gender decoder tools that can flag gendered language.

Sid urges leaders to think long-term, “The change that you make is not just for you, it’s for generations ahead.” DEI can be a cornerstone of an organisation’s identity and success, through intentional actions and leadership commitment as demonstrated by our panellists. Even when budgets are tight, DEI can continue to flourish and become a strategic advantage that can help businesses thrive during economic downturns.

If you would like to learn more about implementing better hiring practices, head to our DEI Hiring Toolkit: Less Talk, More Action. To continue this conversation and discuss how Talent can help you create a diverse and inclusive workplace, contact us here.

The strength of Australia’s public service lies in its people, but navigating talent management in a budget-constrained environment is no easy feat.

With the shift from a contractor-heavy workforce to a robust internal team, the challenges are real—but so are the solutions.

Our latest report outlines strategic approaches for federal leaders navigating these evolving changes. Inside you’ll find:

• Rebalancing the public service: The shift from contractors to a permanent workforce
• Creating a more responsive government: Strategic advice for the move to non-ongoing engagements
• Implementing a more agile approach: How agile project-based delivery is optimising technology investments
• Driving efficiencies through AI adoption: The need for a robust governance framework
• Building simple, secure and connected public services: The need for more technology workers across cyber, data and cloud
• Addressing talent shortages: Government strategies to attract and retain workers
• Increasing Indigenous employment outcomes: The goal to attract and retain Indigenous talent, particularly at the senior level
• Enhancing talent recruitment, retention and development in a budget-constrained era

These insights have been curated by federal government hiring experts with over 100 years combined experience supporting government agencies in Canberra and beyond.

Download report

Have you ever considered how long you spend seated during your 9-5 working day? Chances are, it’s the majority of your time in the office. So, when the 3 o’clock slump rolls around, you’re probably truly feeling it. With the proven benefits of exercise being increased productivity and improved mental wellbeing, why isn’t fitness in the workplace more commonplace? Let’s explore what you can do to stay fit at work:

1. Two is better than one

Join a group activity in your workplace or get one going yourself and turn it into a social event. Maybe it’s a morning run club or maybe a meditation session – not only will this strengthen your social ties with others in the office, but it will also drive a culture of wellness and fitness. Team activities, like boxing or indoor soccer, are also great ways to let off some steam and relieve workplace stress. Plus, the added motivation of a group setting will give you and your peers the push to achieve your fitness goals. 

2. Walk the talk

Sitting down for hours on end in back-to-back meetings can be tiring and mind-numbing. So, why not change it up a bit? Take the meetings to the outdoors! A walk in the fresh air will not only make for a more relaxed setting, but will also help you maintain a clearer mind, helping you make better decisions. These unconventional meeting styles can help you to keep on point as well. Being more alert and focused during your 9am meeting never went astray. Plus, the fitness benefits can’t be overlooked. Smash out your work goals while smashing out that workout – it’s a win-win! 

3. Rise to the challenge

Who doesn’t love a little competition? Fitness challenges and comps are a great way to bring a little joy to a workout – which is never a bad thing! Forming a workplace futsal team that plays competitively, or signing up for a fun run are great ideas. With the support of an entire office behind you, what more motivation do you need?

4. Think outside the square

Take the lead and get creative! Maybe it involves getting a few colleagues together to go for a walk during lunch, or signing up for an exercise class together. You just need to start somewhere. Momentum will build up, and soon the whole office will be on board.

As a contractor, you are constantly on the move. In amongst deadlines and projects, looking after your mental health can often take a back seat.

Here are some tips that can help you manage the challenges associated with contract work and put your health and wellbeing first.

1. Managing the irregularity of contract work

While contract work comes with great flexibility and an exciting pace of change, the irregularity of the work can also be source of stress. Particularly, when you’ve got financial and family obligations to look after. It’s difficult to achieve a balance, give each contract your very best and prepare at any time to start looking for new opportunities.

Here are some tips to help manage this:

• Have an open dialogue with your employer, and don’t be afraid to ask for a status update on your contract. Gaining clarity can help you plan ahead and minimise stress.
• Keep an eye on the market. It’s worth having a good relationship with a recruiter who specialises in contract roles, so that you’ll be top of mind for any opportunity that might arise.

2. Coping with long hours and strict deadlines

Although being a contractor gives you more flexibility and control over your hours, leaving work ‘on time’ isn’t always possible. Busy periods, tight deadlines or team expectations can lead you to feel the need to go beyond standard hours. This can start to impact your health and throw any concept of work-life balance out the window.

How do you stay afloat when you feel like you’re drowning in work?

• If working overtime becomes the norm rather than the exception, or you need more flexibility, remember you are in control of your own hours as a contractor. Have a chat with your manager or supervisor about your concerns and what you want to adjust your hours to. Assuming they’re human, they should get where you’re coming from.
• Try and minimise the number of meetings you have and block out periods in your calendar where you can work uninterrupted.
• Make sure you have the right tools to work efficiently. If not, don’t be afraid to ask.

3. Taking time out

The question of taking leave is a common struggle when it comes to short-term work, as many contractors feel as though they are not in a position to ask for a break. Plus, if you’re paid by the hour, it’s difficult to make the decision to take unpaid leave.

According to Beyond Blue, one in five Australians (21%) have taken time off work in the past 12 months because they felt stressed, anxious, depressed or mentally unhealthy.

Taking regular breaks is essential for your mental wellbeing. Here are some tips for managing time away from your screen:

• Albeit unpaid, as a contractor you are entitled to ask for leave. While it may not be possible to take a month off in the middle of a major project, you can ask your employer for some time to refresh. We’re all human and sometimes we need that break to get away from the hustle and bustle of our daily lifestyle.
• Take regular breaks during work hours. Whether it’s getting fresh air at lunchtime or moving around your workplace every hour or so, this will improve your wellbeing and help you stay focused and productive.
• Use the time between contracts to recharge your battery. Just let your consultant know when you are available for the next job and they can continue looking for your next opportunity while you’re putting your feet up.

4. Setting healthy boundaries

As a contractor, it’s natural to want to go above-and-beyond your employer’s expectations, particularly if you are hoping to pick up additional work within the organisation.

It’s not always easy to say no, especially when you are relatively new to a company and there are big expectations for what you can deliver.  However, you have a right to set work limits when the demand exceeds your capacity for what you can take on and deliver. But how can you do this without limiting your opportunities?

• Remember that it’s okay to say no. If you’re being asked to take on additional tasks, explain how this would affect the project you’re working on. For example, “if I spend my time on X that will delay our project by Y.”
• Limit the amount of work you do at home – including responding to phone calls, texts and emails. Successfully switching on and off from work will help you de-stress and sleep better.

5. Finding support

Most companies now have contractors as a major part of their overall workforce, and this trend will only continue to increase. It is currently estimated that 30% of Australian employees are contingent workers. Even though contracting is becoming more common, there is still a huge gap between the benefits offered to contract and permanent workers. Whether it be social activities, wellness programs, skills development schemes or general support, it can often feel like you’re missing out as a contract employee.

How can you gain access to support and development schemes?

• Build relationships with your colleagues offline. This gives you a chance to interact with your team and build up a support network. Plus, a temporary colleague could still be a friend for life.
• Reach out to mental health and support organisations such as Beyond Blue and R U OK?
• Talent contractors have access to our Employee Assistance Program, LifeStreet. Contact us for more information.

It’s interview time. If you want to make a good first impression with an employer, you should always have questions ready to throw their way when the opportunity arises. A well-thought out question can be what separates you from the pack. So, what questions can you ask? Let’s explore:

1. “What are the most important qualities needed to excel in this role?”

Talent Melbourne’s Managing Director, Simon Yeung, suggests asking this question, as it highlights that you want to learn what you can do to be a great candidate. It demonstrates that you are willing to self-reflect and determine whether you have these qualities, and if not, that you are eager to bridge the gap. You are demonstrating drive and motivation to succeed. By learning what you can do to excel, you can take the steps to apply this and be the exact candidate they are seeking.

Remember, it’s not always about the experience or skills you have. Your attitude, motivation and passion can be equally, if not more, important in helping you land your dream role. So, make sure you communicate this in the interview room. Communicate your drive and eagerness to learn within the role in order to put your best foot forward.

2. “What will be expected of me in the role within the first 30 days, 60 days and year?”

Yeung suggests asking the interviewer this question as it will not only provide you with an insight into what the role will involve, but also allows you to communicate that you are someone that works well to the expectations placed upon them. It highlights that you will be a candidate who is eager to deliver on their goals and objectives, which is something every hiring manager wants to see. It also demonstrates to the interviewer that you are not only concerned with what you can get out of the role, but of what you can do to provide value to the company. Your value is what you really want to communicate.

3. “What do you like best about working for this company?”

Yeung recommends asking this question as it will provide you with an insight to the company’s culture and will allow you to determine whether it’s the right fit for you. If they enjoy a certain aspect, say, the company’s flexible working arrangements or the friendly work relationships, then it can indicate whether you too will enjoy the role and fit in well at the company. At the end of the day, the company needs to be as much of a right fit for you as you for them.

You should exercise caution when asking this question though. You don’t want to come across as someone who is only interested in the perks they can get out of the role. Remember, you want to demonstrate your value and highlight how you can help the company achieve its goals.

4. “What is the culture like at this company?”

You want to know whether this company is the right fit for you and you for them. That’s why determining what the culture is like from the outset is important. Yeung suggests asking this question as it highlights to the interviewer that you care about working in an environment that aligns with your values and attitudes. You can make a judgement from what the interviewer says, about whether this is a company that you will fit in well at, or whether you should be looking elsewhere. They can also make a judgement about you as to whether you will be the right fit for them. It’s a two-way street. Demonstrating that you have taken this into consideration will give you a step up in the interview process.

If you’re looking for your next exciting opportunity, check out our job search.

The time has come. You’ve decided to dip your toe into the job market and make your next move. In a competitive market, you want to stand out from other candidates and make a good impression. So, what steps can you take to achieve this and secure your ideal role? Let’s jump into it:​

1.     Look at job boards

When applying for a job, you may first begin by looking to job boards for positions best suited to your qualifications and skills. It’s a great idea to scan company job boards to see who is recruiting and to assess the openings available. Alternatively, you can use the services of a recruitment agency like Talent, to help guide you through the entire application process, including locating tech roles that would be a perfect match for you.

2.   Sign up for job alerts

It’s a great idea to sign up for job alerts, be it through job sites or platforms such as LinkedIn, to constantly stay in the loop about which companies are hiring in your industry and field. Job alerts will allow you to save time and effort in constantly sifting through hundreds of job listings online. You will instead be notified of the most relevant roles for you and can quickly jump on the opportunity to apply.

3.   Use your network

It’s not always about what you know, but who you know, so use your network wisely. It can be your greatest asset – you never know who could help you land your next dream job! Professionals within your network can alert you of job openings, refer you to others who could give you a step up in the application process, or afford you other opportunities which can lead you one step closer to securing your ideal role. Taking the steps now to build up your professional network will stand you in good stead when it gets to crunch time.

4.  Strengthen your resume

Now is the time to take the plunge and apply for that role you’ve spotted. According to Anthony Whyte, Talent Adelaide Managing Director, “When applying, your resume should be in reverse chronological order and highlight all your achievements and outcomes”. In other words, make sure your most recent employment roles are listed first so the hiring manager can easily see a history of your working life, with the most relevant roles located at the top. Your achievements should also be front and centre. You’ve earned them, so show them off! You want to demonstrate to the hiring manager that you are an ideal candidate for the role because of your past experience, achievements and skills. But remember, above all, keep it relevant – tailor your resume to the job description to ensure you have the greatest chance of scoring an interview.

5.   Tailor your cover letter

Whyte suggests formulating a “short succinct cover letter tailored to the job and addressed to the appropriate person” when applying for a role. Keep it relevant and make sure it specifically addresses the job description. You want to demonstrate that you have the skills and characteristics that the position demands. As Whyte explains, it is also a good idea to determine who exactly the cover letter should be addressed to. It shows that you have done your research. Bonus points for locating their name and not just their title. It is a respectful move which demonstrates that you not only value the hiring manager and their time, but also value the position and want to make a good impression.

6.   Follow up

So, you’ve submitted an application. Now what? Whyte suggests following up by phone or email after this step. This will not only help you move to the forefront of the recruiter or hiring manager’s mind, but will also communicate a sense of ambition and eagerness – two qualities that anyone would want in a new recruit. It will show that you are keen to work, suggesting that you will be a strong performer in the role.​

7.   Be accessible

If you want to be a front-runner in the candidate pool, Whyte notes that it’s important you be accessible, “it sounds obvious, but if we were to call you, you need to pick up your phone”. Hiring managers want to know that you will be a reliable worker. Accessibility can be a strong indicator of this. Make a good impression during the application stage and you will be a shoe in for landing your dream role.

At Talent, we can help you through each stage of the job application process. From locating available positions, to placing you in the perfect role, we’ve got you covered every step of the way. Get in touch with us today to see what we can do for you or check out our jobs board.

Welcome to a special instalment of our Leading The Way series, where we speak with Torres Strait Islander businesswoman, Jasmin Herro. As the founder and CEO of several organisations such as Tjindgarmi, Outback Global and Teter Mek Foundation, we wanted to hear about Jasmin’s inspiring career and entrepreneur journey inspired by the ancient Aboriginal and Torres Strait Islander traditions of trade around Australia and her take on National Reconciliation Week.

What does National Reconciliation Week mean to you?

National Reconciliation Week holds a profound significance for me, not just as an Indigenous Australian, but also as someone who has navigated numerous challenges and witnessed the remarkable resilience of our communities.

Reconciliation Week commences on 27 May and ends on 3 June. It marks two significant moments in reconciliation in Australia: the anniversary of the successful 1967 referendum and the High Court Mabo decision.

1967, the year of the referendum on Indigenous Australians’ inclusion as citizens, is a milestone that reminds me of the long road we’ve walked. It’s a testament to the progress we’ve made. While we acknowledge the hardships faced by our ancestors and the ongoing effects of colonisation, it also inspires hope for a better future.

The High Court Mabo Decision (Mabo v Queensland No 2), decided on 3 June 1992, was a landmark case in Australia that recognised the existence of native title for Aboriginal and Torres Strait Islander peoples. Prior to this, the prevailing legal doctrine in Australia was “terra nullius,” meaning “land belonging to no one.” This meant Indigenous Australians weren’t recognised as having legal ownership of their traditional lands.

Eddie Mabo and other Meriam people from the Murray Islands (Torres Strait) challenged this doctrine. They argued they had traditional rights and interests in their land that had been continuously practised for generations. The High Court, in a historic decision, overturned the terra nullius doctrine. They recognised that Aboriginal and Torres Strait Islander peoples had a unique system of land ownership that existed before British colonisation. This system, called “native title,” could coexist with the Crown’s ownership.

The Mabo decision was a game-changer, establishing a legal framework for recognising native title rights across Australia. This allowed Aboriginal and Torres Strait Islander people to claim ownership or rights to their traditional lands, a significant stride towards social justice and recognition of their connection to the land.

National Reconciliation Week is an opportunity for me to help educate people about these significant events that demystify who Aboriginal and Torres Strait Islander people are and highlight how they lived and thrived for tens of thousands of years in what we know all too well as some of the harshest lands on the planet. It’s a chance to humanise the many cultures and showcase the fantastic things Torres Strait Islander and Aboriginal people are achieving in business, the arts, and all walks of life.

Regrettably, there still exist stereotypes about Indigenous people. We are not merely a one-dimensional narrative of social issues. We are a diverse community, encompassing business owners, doctors, lawyers, scientists, entrepreneurs, artists, and much more, contributing significantly to the fabric of our society.

National Reconciliation Week is not just a time for reflection, but it is an opportunity for us all to learn more about Indigenous cultures, challenge unconscious bias, and actively celebrate the diversity that makes Australia unique.

After the failed referendum on the Voice to Parliament in 2023, the Reconciliation Week theme ‘Now more than ever!’ rings true and gives me hope for the future. A future where Indigenous and non-Indigenous Australians walk and work together, recognising the past, celebrating the present, and embracing a positive future.

What are some practical ways Australian workplaces can promote authentic discussions around reconciliation?

Many organisations use the safe playbook when it comes to events like Reconciliation Week:

• Acknowledge Country
• Get Cultural Awareness Training
• Put on a morning tea in all the offices
• Invite a speaker to talk about their experiences.

All these things are important parts of the journey to raise awareness, but in many cases, everyone finishes their scone and cake and goes back to their desk, and it doesn’t come up on their radar until the next event.

To promote authentic discussions, I believe you need to look at the why. Australian school education has ignored a whole part of Australian history regarding Aboriginal and Torres Strait Islander people. There were amazing systems and processes that allowed the different tribes to last tens of thousands of years. Once people learn about the history and why, that opens the door to understanding and developing empathy.

Who would you say is one of your role models and why?

Marcia Langton is one of my role models. While she was at the cold face of some of the ugliest personal and racial attacks on Aboriginal and Torres Strait Islander people during the run-up to last year’s referendum, this type of behaviour is not unfamiliar to almost all Aboriginal and Torres Strait Islander people at one time in their lives.

I admire her for her knowledge and commitment to advancing Indigenous issues, her bravery, and her resilience to stand up for what she believes in against constant verbal abuse and the threat of physical attacks from those who want to silence the voices and hide the truth. I was fortunate to spend several days with her in Toronto, and during that trip, she told me how, in the early days of the protests and activism, she got heavily involved because many of the old people back then didn’t know how to read or write and because she did, she could help them fight the cause.

I have seen photos of her back then and I wonder how she felt in the face of such challenging and changing times. She has witnessed so much, but like all women who find themselves in positions of influence, there is a constant push to put them back in their place. She is tough on the outside because she’s had to be, and she cares. I value any time I get to spend with her, to talk about the children, gardening, art, and French pastries and to allow her to be what we all are – human.

As a female First Nations CEO of several companies such as Tjindgarmi, Outback Global and Teter Mek, what are some of the overarching challenges you have had to conquer, and how have you learned to navigate these obstacles?

I’ve had to face an endless list of business challenges, and fortunately, I’ve managed to survive all the major ones.  The most surprising challenge was just after we had identified the business as an Indigenous business to one of our existing clients whom we had been contracting to for over 10 years as a ‘mainstream’ business. We were suddenly called in for a contract review because, as an Indigenous business, we had somehow overnight developed a diminished capacity to do the work we had been delivering successfully for over a decade and the organisation needed to reduce its risk.  Of course, I smoothed it all out, and once the CPO realised that for all these years we had been delivering as a mainstream contractor, I was suddenly his best friend, and they remain customers of mine to this day.

The other challenge is that all small businesses have capital and infrastructure. We have developed strong relationships with my suppliers that help me compete with significant companies and deliver on time. These relationships take time and patience to build and maintain. I am fortunate to have Slay (yes, that’s his name) – my husband also works in the businesses, and we work through our business challenges together.  We live by some simple rules: one – we will do what we say we will do, and two – we pay our bills on time.

What piece of advice would you like to pass on to female First Nations CEOs who may be trying to make their way into the entrepreneurial workspace right now?

I learned about business from an early age. My father owned several businesses during his life, and when I came along, my 5 brothers and sisters and I worked in the service station business. Those days, someone would come out and put the petrol in your car while you sat in it, collect your payment, and then come back with your change.

Sometime during your visit, your engine oil was checked, and the front windscreen was cleaned – just in case you could be sold engine oil or fresh windscreen wiper blades.  The business was open 7am – 7pm, 7 days per week, except it was closed for half a day on Christmas day.  \We would get ready for school, eat breakfast in the back room of the shop, and take turns getting up to serve the customers.

Growing up in this environment taught me many things: customer service, sales, product knowledge, and handling money. It also taught me about always being open for business, and I’m always ready for a conversation about business.

My advice to female Indigenous CEOs and founders:

• Know your customers and their needs.
• Know your product or service better than they do.
• Know your value proposition (and it’s not because you are Indigenous).
• Own the problems because the buck stops with you.
• Celebrate the wins but don’t let them get to your head.
• Always smile if people in the meeting think you’re the intern. It shouldn’t take them long to realise you own the company.

The project services hiring market is fluctuating within different industries and across all states in Australia. A recent whitepaper Talent has released, details the latest trends in project management as well as the skills and experience needed to keep businesses’ projects on track. Please find the whitepaper here.

The whitepaper features in-demand project skills, salary trends, challenges currently being faced in the project services hiring market, and trends and predictions for key project positions in 2024. It also features insights from Talent’s recruitment experts’ team.

Key findings include:

• Reduction of Project Practitioners, especially in local government, as part of an overarching strategy of reducing contract labour spend.
• The banking industry has reduced Project Mangers by 8%.
• Competition for senior roles in Project & Change has increased across all industries with applicants getting a response to less than 10% of roles applied for.
• The hiring market is correcting salaries post-the boom experienced over the last few years, however in states such as WA there has been a 5% uplift in contract rates which is set to continue throughout 2024.
• It’s estimated that by 2025, AI will power 95% of customer interactions.

Skills in highest demand are:

• Data
• Cybersecurity
• AI
• Automation
• Emotional intelligence
• Communication
• Change management skills

Predictions for 2024 and beyond:

• AI will grow in uptake
• Hybrid project methodologies are gaining traction
• Greater focus on cybersecurity projects
• Greater use of data & data analysis to improve project performance & drive efficiencies

Insights from the Talent and Avec team include:

Matthew Munson, Talent Sydney Managing Director noted, “We anticipate that the market will start to pick up again. The financial services sector, for example, had 12 months of consolidation, cost cutting and projects being put on hold. The initial signs are that hiring growth will return later in 2024 and 2025, with a number of large projects kicking off in Q4 this year.”

Steve Tompkins, Talent Head of Government Sales said, “The traditional project manager role is evolving. Enter the ‘Project Influencer’. The influencer uses EI to build human connections and understand the motivations of their team. They also use data-led logic, critical thinking, and strong communication skills to propose solutions to problems. They don’t just answer to stakeholders, they answer to their team, filling the role of sword and shield for them and fuelling a productive project team where every member feels valued and performs to the best of their ability.”

Talent Perth Managing Director, Paul Mackin Brown observes that, “As a state that plays a pivotal role, contributing around 50% of Australia’s exports, WA continues to rely on minerals, petroleum, specialised manufactured goods, and agriculture. This positive scenario presents a particularly promising landscape for ICT professionals, whose skills are, and will continue to be, in high demand across most industries in WA, especially in areas like cybersecurity, business/data analysis, architecture, and software engineering.”

First impressions matter. So, if you want to score your dream job, you need to present yourself in the best possible light to a potential employer. Let’s explore how you can do just this:

Get your timing right

It’s important to be on-time to your interview. Be respectful of your interviewer’s time and the time you have agreed upon to meet. If you find that you have arrived 30 minutes before schedule, then take this time to grab a coffee and calm your nerves. You want to go into the interview with a clear mind so you can really showcase how great of a candidate you are. Conversely, if you are late, it may come across as though you don’t value the interviewer’s time or care enough about the role. It’s best to arrive just a few minutes early so you are ready for a timely start and are calm enough to put your best foot forward.

Dress to impress

According to Forbes, it takes 7 seconds for someone to make a first impression. So, you’ll want to use those 7 seconds wisely. Your outfit speaks measures, so make sure it’s saying the right things. You want your outfit to say ‘I am the right fit for this role’. If you can dress the part, then you are part-way there. It’s about nailing the basics – it comes down to being neat and tidy and dressing in a way that is relevant for the role. If you are going for a role at a tech start-up, wear smart casual. If you’re trying to fit in in finance, dress corporate. If you’re unsure, follow Talent Adelaide Managing Director, Anthony Whyte’s golden rule: “when in doubt, overdress” . It doesn’t stop here though. Your overall physical presentation is just as important and the small details count. Make sure your hair and nails are well groomed and that you look put together. You want to show that you take pride in your appearance – it communicates to the interviewer that you will also take pride in your work and will represent the company well.

Know your stuff

You should have enough knowledge of the hiring company in your arsenal to draw upon when the tricky questions come out. Be aware of what the company does, what it wants to achieve, and what its values are. Use the interview as an opportunity to demonstrate that you share in the company’s vision and will work hard in the role. Doing this research will give you a boost in the interview process as it shows that you value the role and are eager to prove yourself. Conversely, a lack of preparedness may give the interviewer the impression that you are not serious about the position, and they will thus not consider you as a serious candidate.

Set yourself apart

Being prepared is important. Whyte recommends having some questions ready to throw your interviewer’s way – this communicates a level of interest which will work in your favour. Talent Sydney Managing Director, Matthew Munson’s sage advice: “steer clear of questions relating to salary and workplace benefits”. You want to demonstrate that you are interested in the actual role and have the qualities the company is looking for – not come across as someone who is only interested in what benefits they themselves can get out of the position.

You should also never underestimate the power of good conversation. If you can hold your own and communicate clearly, you have a major step up in the interview process. Articulate exactly what it is that you bring to the table and your interviewer will be impressed.

Make eye contact

Strong eye contact communicates that you are attentive, interested and respectful of the other person’s time. It can also make you appear more confident, which can never go astray. Your body language and eye contact can say a lot about you, so use it to your advantage to demonstrate that you are a great candidate from the get-go. Master this, and you’re one step closer to solidifying that great first impression and landing your ideal job.

Are you looking for a new role? At Talent, we can help you in nailing your next job interview and making that great first impression. See what opportunities we have available for you here.

Ready to revolutionise your networking game? Join us for an Impromptu Networking session combining Liberating Structures and LEGO Serious Play techniques!

Dive into dynamic discussions, unleash your creativity, and forge meaningful connections with fellow Business Analysts at Perth’s Talent office on Tuesday 7 May at 5:30pm as we proudly support and host the IIBA Australia Chapter. IIBA Australia Chapter is the community of professionals in Australia building business analysis capability to influence change and deliver value for everyone.

Lego Serious Play (LSP) is a facilitated workshop methodology that uses Lego bricks as a hands-on medium for creative problem-solving, communication, and skills development. Participants build symbolic Lego models in response to prompts from a trained facilitator, and then share and discuss their constructions with the group. This tapping into “hand knowledge” helps unlock insights, perspectives, and collaborative solutions in a more engaging way than traditional formats. LSP is used by businesses, organizations, and educators for purposes like strategy development, team building, and fostering skills like creativity and communication.

Register now

About the speaker: Aline Cunha, Business Transformation Consultant – Rio Tinto

Aline Cunha is an experienced business professional with a diverse background. She has a successful track record of driving impact in challenging, high-profile positions.Aline is particularly skilled in the Lego Serious Play methodology, which she uses to facilitate workshops and help organizations unlock creativity, foster collaboration, and drive innovation.