News

•  Vanessa Lalani
•  19th May 2025

Parity Consulting was proud host to a panel-discussion event: AI in Marketing 2025. The evening proved to be a showcase of incredible of tech, honest fears, and practical gold – wrapped in ethical commentary and optimism for life and workplaces supported by AI. ​Hosted by Parity's Vanessa Lalani, and joined by experts Kelly Slessor (Founder, The Ecommerce Tribe) and Josh Frith (Founder, The Dubs), we tackled:The tools actually worth your timeWhere AI should start (hint: it’s not external)What jobs are coming—and which are goingThe scary side of avatars, deepfakes, and ethicsReal ways to save time (like, 10+ hours/month)​​Key TakeawaysWith tech evolving faster than most of us can keep up, our panel cut through some of the noise. ​1. What's the Difference?We hear terms like Gen AI, Agentic AI, Predictive AI, but what do they actually mean?Generative AI (Gen AI): Combines data to produce new content. It is great for writing and creative ideation. Early versions were prone to hallucination, but now outputs are cleaner, and you can also get sources.Predictive AI: This is statistical analysis. It uses data modelling and statistics to predict outcomes (e.g., customer behaviour).Agentic AI: Performs multi-step tasks autonomously (e.g., prompting once to get multiple outputs). Think: a virtual assistant that doesn’t wait for your next instruction. It actually does functions for you without you having to keep prompting it. "It's like asking your 15-year-old to pick up their jacket—and then they go ahead and clean the whole house too. That's Agentic AI." HOT TIP: It can act as a digital marketer, producing content for you but without you constantly having to prompt it.Don’t get too caught up in these terminologies – it’s all AI and no need to complicate it with terminology. ​2. AI Tools Beyond ChatGPTAI Tools the Experts are Using Right NowJosh and Kelly shared what's in their current toolkit:Perplexity AI:For deep research and editorial planning. Couple it with doing basic editorial content through ChatGPT, and then localise or customise the research using Perplexity.NotebookLM:Audio overview feature can turn documents, slides, charts and more into engaging discussions with one clickHeyGen:Used to clone company execs in video, creating multilingual avatars who can appear anywhere, anytime. This scenario may sound familiar - Why haven't we launched in Italy this week? Well, because the marketing manager is on holidays for two weeks, and they do the translations. When speed is a critical factor, HeyGen can step in to transform your regional content into multiple languages with seamless in pronunciation. Attention:AI agents that learn from your best sales conversations. This sales enablement tool listens to sales calls and flags conversion signals or objections, which is marketing gold, to then uses to create tailored content aligned to what the client needs to address those issues and educate a particular part if the market. In this model, digital media is involved, AI is involved, and human interaction comes in for the last mile.Custom GPTs (within ChatGPT or Google's Gem): GPTs are a new way for anyone to create a tailored version of ChatGPT. You train it to mirror brand voice and tone, powering SEO, content planning, and repurposing. NOTE: It's not necessary to add customer data and your IP.Replit:A no-code platform to build websites and prototypes using natural language (possibly an over-share but Kelly built one in bed in 20 mins).Sora:OpenAI's video generation model, designed to take text, image, and video inputs and generate a new video as an output. Use it for turning still images into branded 3D videos—ideal for thumb-stopping content on social or ad campaigns.Manus:A research agent that automates competitive analysis, report writing, and localised market insights.Josh shared, ​“We have an industry publication called Financial Marketer, providing the latest trends and insights in financial services marketing, branding and communications and marketers all around the world read it. We used to have writers all over the world. Now, we have a few seasoned sub-editors who are subject-matter experts using AI to speed up their research—we’re producing 10x the content with half the cost.” ​​3. “What about copyright with AI-generated imagery?”​Josh responded: “Scaling your image library safely with AI must be considered. You don’t know what datasets the imagery tools have been trained on—and that’s risky for finance. In the financial services sector, we’re now seeing brands (and ourselves) start to train their own models or avoid AI images altogether.”Kelly added, always pay for generated images to avoid future IP disputes and turn off data sharing in your ChatGPT settings (“so you are not training the beast!”). 4. “Is AI moving too fast for finance to adopt safely?”​Josh proposed: “Finance and healthcare are best placed to lead. We’ve got the governance and the care factor already embedded in our sectors.”Kelly agreed—but added caution: “Don’t wait too long. Internal testing is key. That’s your sandbox. Get familiar before the rules catch up.” 5. Ethics, Avatars & Deepfakes​One of the most provocative parts of the night was the use of avatars—cloned video versions of CEOs or execs who could “interview themselves” or “speak” multiple languages on demand.One example: a CEO interviews her own AI-generated twin (avatar)—switching seamlessly from English to German to Turkish. Initially created by unscripted recorded conversation, and a script loaded to trigger the interview format. Possible application/s:The most in-demand senior people who need to be in 50 places in 50 time zones for a key message or release. Marketers can script them; get it approved and play them in real time in any language. Introverts and amazing minds who typically don’t like the camera can now share their intelligence in a way they couldn’t before.Audience Reaction - Many concerns flew around about:Transparency (do you label the avatar clearly?)Consent (what if an employee leaves?)Legal grey zones (HR, privacy, IP)Kelly’s advice:The rulebook of the ethics and all of the disclaimers are all up for grab and being written now. But naturally you should always disclaim when using avatars—especially public-facing.For now, a great place to start is to use AI internally for training or content drafts, where the stakes are lower and you can test it without fear.Be prepared: “Some companies will face legal fallout. Get your ethics sorted before the law tells you to.” ​6. What are the Future Roles in Marketing?What’s new and what's coming in the next 12-18 months?Prompt Engineers (already earning $400k+ overseas)Vibe Coders – Kelly’s term for natural-language website/app buildersAI Content Strategists – blending brand voice with AI-generated workAI Governance Leads– especially for regulated industries“AI won’t replace humans, but humans with AI will outpace everyone else.” – Kelly Audience Share: “I’m leading marketing in our business, but my team won’t use the tools”One attendee spoke honestly about struggling to get their team to use AI meaningfully: “They’re just using it like Grammarly. I’m ready to KPI innovation!”Panel advice:Show small wins (e.g., 10 hours saved in planning).Encourage side experimentation with personal tools like ChatGPT.Block time for “AI play” like Google’s 10% innovation model.Get leadership buy-in—if the top won’t shift, neither will the team. In SummaryStart small but start now. Play in safe zones like planning, ideation, internal comms.Train your AI like a team member. Upload brand tone, SEO docs, FAQ sheets.Use the right tools for the right jobs. Don’t rely on ChatGPT alone.Ethics matter. Disclaim avatar usage. Know where your data goes.AI is an enabler—not a threat. Use it to scale your strategy, not just content.Your human skills are still the secret sauce. EQ, intuition, adaptability will only grow in value.“This isn’t just a marketing shift. It’s an industrial revolution. You can be scared—but don’t be static.” – Kelly Slessor​​Some feedback from our Guests:Thank you for hosting such relevant and useful event and bringing in Josh and Kelly who have fantastic practical experience to talk about. Maike EnghardtThank you for hosting such a useful and topical event! Enjoyed hearing about the practical insights and real world applications. Monika VeithThank you for having me along last night, it was a really insightful session. I’ve already shared some of the key takeaways with my wider team this morning.Matt Bilac​Interested in attending more ParityPlus Events like this? Follow Parity on LinkedIn.

•  Victoria Butt
•  13th May 2025

Adaptability:The Only Hiring Strategy That Matters Right Now If there's one hiring conversation that keeps coming up with our clients, it's this: "We don’t need someone who’s done the exact job before, we need someone who can adapt.”And it’s not surprising. - Budgets are tight. - Priorities are shifting. - Teams are leaner, and the goal posts keep moving. ​So whether you're hiring in product, marketing, digital, data or transformation, technical skill alone just doesn’t cut it anymore.The people making the biggest impact right now are the ones who can learn fast, wear multiple hats, and flex as the business changes.Here’s our take on what adaptability looks like on the ground and why it should be front and centre in your hiring strategy:​Tech isn’t slowing down And neither can your teamYou need quick learners, not just current experts.Whether it's AI tools, new platforms, or evolving martech stacks—things change fast. The talent you're looking for doesn’t just "keep up"; they must lean in to learning. They must experiment. They need to figure things out. They're the ones your team turns to when something new drops and no one else has had time to figure it out yet.​Strategic plans are changing Faster than you can update the deckWe’re seeing business leaders hit pause on long-term plans and rework their priorities mid-quarter. That means teams need people who can roll with it—pivot calmly, stay focused, and find new ways to add value when the strategy changes. Hiring for adaptability means hiring people who don’t get thrown by uncertainty—they’re energised by it.​Collaboration is messierAnd more essential than everThe days of working in neat, contained silos are well and truly over. Whether it’s marketing working closely with product, or data collaborating with operations, cross-functional is the norm. Adaptable team members know how to adjust their communication style, meet others where they’re at, and get the best out of every team—even if it's outside their comfort zone.​We’ve automated the routine What’s left is complex, and humanA lot of the day-to-day “doing” has been streamlined or outsourced. What remains are the problems without easy answers - stakeholder misalignment, customer drop-off, shifting regulations. These are tricky, ambiguous challenges that require creative thinking and emotional intelligence. Adaptable people don’t freeze up. They ask questions, test solutions, and keep moving forward.​So, how do you hire for adaptability?#1. Ask about real changeFind out how they handled a restructure, a product pivot, or a new team dynamic. You're looking for signs of resilience and flexibility—not just a polished story.Instead of “Tell me about a time you led a campaign,” ask:“Tell me about a time the brief or strategy completely changed halfway through a project. What did you do?”“Have you ever taken on something outside your job description? What was it and how did it go?”Look for people who speak with ownership and calm—not blame or overwhelm. You want to hear how they regrouped, re-prioritised, or brought others with them through uncertainty.​#2. Test how they think, not just what they’ve doneGive them a scenario they've never seen before and see how they approach it. Do they get flustered—or do they start exploring?Frame a question like this: “We’ve just lost 20% of our budget, but the product still needs to launch next quarter. What would you prioritise?”“You’re joining a team that’s just been through a restructure. How do you approach building trust and momentum?”Listen for how they approach the unknown—do they start with curiosity? Do they ask smart questions? Do they stay solution-focused?​#3. Look past the perfect matchWe’re seeing clients get better outcomes when they stop searching for a unicorn and start investing in someone who can grow with the role.For example: That marketing manager who switched industries last year? The data lead who taught themselves a new language during a career break? Those stories signal adaptability.Don’t overlook them just because they don’t tick every box. Look for growth curves, learning mindset, and signs they’ve succeeded through change before.​In summary: Adaptability is keyWhen everything around you is shifting, adaptable people become your steady force. They’re the ones who’ll help your team or businee evolve, lead, and stay competitive—no matter what the market throws at you.If you’re rethinking your team structure or looking to hire for long-term success, we’re here to help. Let us find the people who’ll grow with you.​Why partner with us?Business leaders need top-tier talent to exceed expectations and drive growth.At Parity, we swiftly attract and mobilise the best candidates across Financial Services and Tech, ensuring they align with your culture, performance, and reputation.With years of earned trust, Parity specialises in unearthing those perfect truffles—candidates in Product, Marketing, Communications, Digital, Data and Transformation, who will elevate your organisation while ensuring quality always trumps quantity.Our equitable and transparent placement process is trusted by clients and candidates alike.By looking for adaptability over an exact skills match , and partnering with Parity's expertise in identifying top-tier talent, you can ensure you're making informed, impactful hires that drive sustainable growth, minimising your risk of lost time, talent, and momentum.Reach out to one of our consultants today.​​Read More:Event Key Takeaways - Negotiation TipsCurrent VacaniesThe Hidden Cost of Delayed Job OffersThe Decision Matrix: A Game-Changer for Strategic Hiring

•  Vanessa Lalani
•  8th Apr 2025

In the competitive landscape of modern business, hiring the right talent is paramount. Yet, traditional hiring practices often fall prey to subjective impressions and unconscious biases, leading to suboptimal decisions.Enter the decision matrix – a structured, data-driven approach that's rapidly becoming a game-changer for organisations seeking to transform their hiring processes.   ​Moving Beyond Gut Feelings: From Subjective Impressions to Strategic DecisionsThe decision matrix fundamentally shifts the hiring paradigm from relying on "gut feelings" to making strategic decisions aligned with concrete business needs. It achieves this by establishing a standardised evaluation framework, ensuring that every candidate is assessed against the same set of predetermined criteria. This eliminates the pitfalls of allowing personal charm or fleeting impressions to cloud judgment, a common occurrence that can lead to "moving the goalposts" as candidates are met and liked, thereby negating the original role requirements.  ​Five Pillars of Success: Defining Criteria that MatterA core component of the decision matrix is the identification of five specific criteria crucial to the business's success. While one of these criteria will be role-specific, the remaining four should reflect the organisation's overarching values and strategic priorities. This ensures that every hire, regardless of role, contributes to the company's broader objectives.These criteria might encompass:Core Competencies: Essential skills and knowledge required for the role.Cultural Fit: Alignment with the company's values and work environment.Problem-Solving Abilities: Capacity to analyse situations and develop effective solutions.Communication Skills: Clarity and effectiveness in conveying information.Role-Specific Expertise: Specialised knowledge or experience relevant to the position.​Objective Comparisons: Enabling Collaborative EvaluationOne of the decision matrix's most powerful features is its ability to facilitate objective comparison between candidates with diverse strengths. By providing a structured framework, it allows all stakeholders involved in the hiring process to contribute their insights and rate candidates consistently.This collaborative approach ensures a comprehensive evaluation, minimising the risk of overlooking valuable attributes or falling victim to individual biases.   ​Documentation and Accountability: Justifying Hiring DecisionsIn today's litigious environment, transparency and accountability are paramount. The decision matrix provides robust documentation to justify hiring decisions if questioned later.By recording the evaluation process and the rationale behind each selection, organisations can demonstrate their commitment to fairness and objectivity.   ​Prioritising What Matters: Weighted Factors for Optimal SelectionNot all criteria are created equal. The decision matrix acknowledges this by incorporating weighted factors, allowing organisations to prioritise what truly matters for the role.This ensures that candidates are evaluated based on the most critical competencies and attributes, leading to more informed and effective hiring outcomes.   ​Implementing the Decision Matrix: A Practical ApproachTo successfully implement a decision matrix, organisations should:Define Clear Criteria: Collaborate with stakeholders to identify the five essential criteria.Establish Rating Scales: Develop consistent rating scales for each criterion.Assign Weighted Factors: Determine the relative importance of each criterion.Involve Multiple Evaluators: Encourage diverse perspectives to ensure a comprehensive assessment.Document the Process: Maintain detailed records of the evaluation process.Regularly Review and Refine: Continuously evaluate the effectiveness of the matrix and make necessary adjustments.​Conclusion: A Strategic Investment in TalentThe decision matrix is more than just a hiring tool; it's a strategic investment in talent. By prioritising objectivity, transparency, and alignment with business needs, organisations can unlock a new era of effective hiring, building teams that drive innovation and achieve sustainable success. In a world where talent is the ultimate competitive advantage, the decision matrix is a game-changer that organisations cannot afford to ignore.​​Why partner with us?Business leaders need top-tier talent to exceed expectations and drive growth.At Parity, we swiftly attract and mobilise the best candidates across Financial Services and Tech, ensuring they align with your culture, performance, and reputation.With years of earned trust, Parity specialises in unearthing those perfect truffles—candidates in Product, Transformation, Marketing, Communications, Digital, and Data, who will elevate your organisation while ensuring quality always trumps quantity.Our equitable and transparent placement process is trusted by clients and candidates alike.By leveraging a strategic decision matrix approach, and partnering with Parity's expertise in identifying top-tier talent, organisations can ensure they're making informed, impactful hires that drive sustainable growth, minimising the risk of lost time, talent, and momentum.Reach out to one of our consultants today.​​Read More:Event Key Takeaways - Negotiation TipsCurrent VacaniesThe Hidden Cost of Delayed Job Offers

•  Victoria Butt
•  28th Mar 2025

​Parity Consulting was proud to host a terrific evening of debate about Profit vs Purpose with our good friend Suzy Jacobs, where she and Victoria Butt went head-to-head to unpack the pros and cons of priritising profit or purpose, and whether you really need to choose. ​Key TakeawaysIn a dynamic and debate-style discussion (where some creative licence was taken), we brought together some of our senior female clients to discuss the money/purpose debate tackling 4 key questions.Navigating a skinny soul vs. a fat pay check—how do you financially survive if you prioritise purpose over profit.What does your legacy look like?Time Value Trade-offSense of Worth tied into Business/Career SuccessParity's CEO, Victoria Butt presented the case for Profit.Guest debater, Suzy Jacobs presented the case for Purpose.Moderator, Parity's Vanessa Lalani managed to stay "Switzerland" during the energetic debate.1. Navigating a Skinny Soul vs. a Fat Pay checkHow do you financially survive if you prioritise purpose over profit?Your financial security during childhood and upbringing plays a significant role in shaping your approach to this balance. Being aware of your personal drivers helps ensure they don't unconsciously dictate your decisions. Understanding your background gives you the choice to determine if that mindset works for you.The group agreed that purpose is important—but so is aligning with the organisation you work for. Profit and purpose don’t have to be mutually exclusive; you can work for a profit-driven company while still feeling aligned with its mission. However, when there is a misalignment, problems arise—take Qantas, for example.Success and fulfilment can look different depending on your perspective. For some, making money is a means to an end—providing financial freedom for themselves, their families, or others.​Comment from the Audience: Actually what really resonated is the growing up bit. When we first arrived in Australia, we had no electricity. At the time I didn't realise that was because my parents couldn't afford to turn it on. So to that, I think that in my entire life that has driven me to follow the pay check - I have no safety net. At the same time, I always wanted kids - they are my life - and that's where the purpose comes in.​Comment from the Audience: My family had very little, and worked very hard to get financial security. My husband's health has meant I have been the only person working. It's all about your kids and building your wealth for your children. My purpose is my family and their financial security. So for me, profit is first. But I still want my job to be something that I enjoy each day. Something where I'm making an impact in what I do.​2. What Does Your Legacy Look Like?Most people aspire to leave a legacy. But how do you leave your kids a legacy if you don't priority money?Legacy takes many forms—financial, emotional, and social impact. It’s not just about wealth. A fulfilling life involves purpose in all areas, not just in work. What became clear in our discussion was that legacy is about what you leave behind for others—whether that’s through your family, community, or charitable efforts.For example, mentoring your kids (or teams) to be good humans, kind leaders, high functioning, passionate, loving and successful, is a purposeful legacy worth pursuing. ​Comment from the Audience: I spent my 20s and early 30s working really hard. Work is what I did. And the definition of myself was my career success and how much money I was making. I had a wake up moment probably in my mid-30s. Where I would have the profit orientation, but I made sure that I found a moment of joy in every day. Actually choosing to be happy, to find joy, and to make a contribution.​3. Time/Value Trade-OffLook for alignment, not compromise. Life is about more than just making money—whether for the present or future.We discussed changing the metrics of success—it doesn’t have to be an “either-or” scenario. Alignment across the six elements of the Wheel of Life—relationships, health, career & contribution, lifestyle & fun, money & financial security—ensures a more holistic approach to fulfilment.​4. Sense of Worth Tied to Business/Career SuccessMany people tie their self-worth to their job, title, or earnings. While there’s nothing wrong with deriving a sense of accomplishment from your work, it’s important not to put all your eggs in one basket. When work situations change, those who have other areas of purpose in their lives tend to navigate transitions better.Enjoy your achievements, but don’t become one-dimensional—balance is key. TheTop Five Regrets of the Dying (Author: Bonnie Ware) serve as a reminder:I wish I’d had the courage to live a life true to myself, not the life others expected of me.I wish I hadn’t worked so hard.I wish I’d had the courage to express my feelings.I wish I had stayed in touch with my friends.I wish that I had let myself be happier.​Did the Debate Change their Views?Case for ProfitSuzy’s perspective on Purpose resonated with Victoria, particularly her emphasis on clarity around priorities. While profitability in business is crucial, she firmly believes in balancing it with meaningful commitments. Take the company's Parity Plus initiative, for instance, where 10% of annual profits go to purposefully support philanthropic causes, events, research, and insights. And as profits expand, so too does the ability to make a greater impact.Victoria is also keen to explore how Parity’s access to exceptional executive talent and remuneration benchmarks can influence boards—not just to meet diversity targets but also to address the gender pay gap. It’s about shifting perspectives and exploring innovative solutions.​Case for PurposeSuzy acknowledged Victoria's perspective on Profit and that the system is still broken—whether it’s diversity, the gender pay gap, or gender-based violence. While progress has been made, these challenges persist and require ongoing effort to address.She also agreed that success shouldn’t come at the cost of constant sacrifice and compromise. Instead, it can be designed on our own terms, with alignment—between values, work, and life—replacing the traditional notion of trade-offs.Finally, she highlighted that purpose shouldn’t be confined to just one area of life. When we give meaning to all aspects—beyond just profit—it fuels motivation that can be channelled into everything we do. The Wheel of Life is an excellent guide for deeply considering how you can tie purpose throughout all facets of your life. ​Some feedback from our Guests:Loved being part of last night’s event, Victoria ... such a rich and thought-provoking conversation. One thing I left the room with was to consider whether the “Profit vs Purpose” narrative is due for an upgrade. What if instead of choosing sides, we moved toward a Third P - Progressive Thinking - where alignment replaces compromise? That’s where I see the real transformation happening, especially in how we define legacy, value and worth. Grateful to be in dialogue with brilliant minds who are reimagining the future of work and leadership. 🙏 Suzy Jacobs, Bold Mind MovesExcellent (and at times hilarious) debate. And lots of interesting conversations afterwards. Sarah Penn, Mayflower ConsultingWhat a great session on a very relevant debate at any leadership table. Thanks Parity Consulting for organising, refreshing to hear about everyone's personal story around purpose and profit as well! Denise Tung, Chief Digital OfficerAn exceptional debate and so much fun! Thanks for having me. Maria Lykouras, CEO, Impact Leader​​Interested in attending more Parity Plus Events like this? Follow Parity on LinkedIn.

•  Victoria Butt
•  24th Mar 2025

​Why It Leads to Bad Hires Hiring the right talent is critical for business success—but what happens when the recruitment process drags on for months, draining both time and energy from your team?Recruitment fatigue is real, and it’s a growing challenge for businesses without the budget for a full-scale headhunting campaign. Without a dedicated strategy, hiring managers often face an exhausting cycle: prolonged vacancies, multiple interview rounds, and ultimately, settling for the "best available" rather than the best fit. And that’s where problems start.​The Recruitment Fatigue TrapMany hiring managers find themselves in this situation:No budget for a headhunter to run a full market scan, so they rely on job ads and referrals.Roles remain open for 12–18 weeks, with multiple interview rounds leading to exhaustion.Fatigued hiring managers make reactive decisions, settling for candidates who are available rather than ideal.At first glance, filling the role might feel like a win—but the consequences of recruitment fatigue often show up later.This extended hiring process also has a negative impact on candidates. Slow decision-making and excessive interview rounds discourage top talent. High-calibre professionals are often juggling multiple offers, and long, drawn-out recruitment cycles can push them towards faster-moving competitors. Candidates who feel strung along or undervalued may lose interest, withdraw, or develop a negative perception of the company—damaging future hiring potential. ...More on this here.​The Long-Term Impact of "Best Available" HiresWhen recruitment fatigue sets in, businesses risk making hires that are convenient rather than strategic. The result?Higher training and management costs – Candidates who weren’t quite the right fit often need more onboarding, more mentoring, and more support to get up to speed.Morale takes a hit – Colleagues covering prolonged vacancies can feel undervalued, leading to disengagement or even resignations.Team productivity suffers – A vacant role means existing employees take on extra work. By the time a new hire is in place, the team is already burnt out.Retention risk increases – When the market shifts, misaligned hires tend to leave quickly, sending businesses back to square one.​The Direct Impact on Clients and Business OutcomesFor organisations, recruitment fatigue isn’t just an internal issue—it has a direct impact on business outcomes and client relationships:Service and product delivery suffer – When key roles remain vacant or are filled with the wrong people, the ability to meet client needs deteriorates. Deadlines slip, quality is compromised, and customers feel the strain.Reputation takes a hit – Clients expect stability and expertise. If recruitment challenges lead to high turnover or inconsistent service, brand trust erodes, making it harder to attract and retain business.Competitive edge is lost – While struggling with prolonged hiring cycles, competitors with stronger talent pipelines move ahead, capitalising on market opportunities while your business remains in a holding pattern.Leadership confidence declines – Senior executives who repeatedly struggle to secure the right talent may begin to question their hiring strategy, creating uncertainty at the top.​Breaking the Cycle: A Better Hiring StrategyAt Parity Consulting, we see the impact of recruitment fatigue every day—and we help businesses avoid it. Our deep specialisation in product, transformation, marketing, communications, digital, and data recruitment means we have access to high-calibre candidates before roles are even advertised.Rather than waiting for the "best available," our proactive talent mapping ensures businesses have access to the best fit—quickly and without the drain of prolonged hiring cycles.When businesses partner with specialist recruiters like us, they benefit from:Faster hiring timeframes – We move beyond job boards and into networks of pre-vetted, high-quality candidates.Stronger retention – A well-matched hire is less likely to leave when the market shifts, ensuring stability for your team.Reduced hiring fatigue– Instead of 10+ interview rounds and months of decision-making, we streamline the process to find the right talent—fast.​Don’t Let Recruitment Fatigue Cost You the Right HireIf your business is experiencing hiring fatigue, it’s time to rethink the strategy. The cost of waiting too long or hiring the wrong person is far greater than investing in the right search from the start.​Why Partner with Us?Business leaders need top-tier talent to exceed expectations and drive growth.At Parity, we swiftly attract and mobilise the best candidates across Financial Services and Tech, ensuring they align with your culture, performance, and reputation.With years of earned trust, Parity specialises in unearthing those perfect truffles—candidates in Product, Transformation, Marketing, Communications, Digital, and Data, who will elevate your organisation while ensuring quality always trumps quantity.Our equitable and transparent placement process is trusted by clients and candidates alike.The right hire is out there—and we’ll help you find them before you lose time, talent, and momentum. Reach out to one of our consultants today.​​Read More:Event Key Takeaways - Negotiation TipsCurrent VacaniesThe Hidden Cost of Delayed Job Offers

•  Vanessa Lalani
•  26th Feb 2025

​The Hidden Cost of Delayed Job Offers: Why Speed Matters in Hiring​Top candidates today have options—No matter the market.A slow hiring process can signal indecisiveness, inefficiency, or a lack of urgency—damaging your professional brand and making it harder to attract top talent in the future.Hiring the right candidate is one of the most critical decisions a business can make. But even after you’ve found the perfect fit, the hiring process isn’t over—how quickly you move from interview to offer can make or break the deal. ​Why Delays Cost You Top TalentGreat candidates, particularly at senior levels, carefully evaluate their career moves. They assess not just the role but also the hiring experience itself. A slow or disorganised process can raise red flags about an organisation’s efficiency, decision-making, and internal culture. These professionals are often not actively job hunting, which makes them even harder to move—if the hiring process feels uncertain or frustrating, they’ll simply stay where they are or accept another offer.​1. Your Company’s Reputation Is at StakeA slow hiring process doesn’t just frustrate candidates—it shapes their perception of your organisation. If your process is drawn out, candidates may assume decision-making within your company is slow, priorities are unclear, or leadership lacks urgency. In contrast, companies that move efficiently are seen as decisive, well-organised, and highly attractive employers.​2. Candidates See Delays as a Red FlagA lengthy hiring timeline can make candidates question how much they’re valued. Once a senior executive makes a decison to move, they will usually explore several opportunities. If another employer makes a swift and decisive offer, they’re more likely to accept it—seeing them as more committed and proactive. Delays can also create doubt about your company’s internal efficiency and work culture.​3. Your Hiring Costs IncreaseEvery day a role remains unfilled costs your business in lost productivity, increased workload on existing team members, and potential revenue impact. A slow hiring process can also mean paying higher salaries—if you lose a strong candidate due to delays, you may have to increase the salary for the next best option.​4. The Candidate Experience SuffersWord travels fast, especially in tight-knit industries. If candidates feel frustrated by long hiring timelines, they may share their experience with peers or online, impacting your ability to attract talent in the future. A seamless and efficient hiring process enhances your reputation as an employer of choice.​Common Causes of Hiring Delays—And How to Fix Them1. Too Many Decision-MakersMany hiring delays stem from too many stakeholders needing to approve an offer. While it’s important to get buy-in, excessive layers of approval can slow things down.Consider: Streamlining your decision-making process by setting clear timelines and limiting the number of required approvals.​2. Unclear Budget or Salary ExpectationsSome companies hold off on making an offer while they re-evaluate salary budgets or wait for HR approvals. If this happens after you've already interviewed candidates, you risk losing them.Consider: Aligning internally on salary expectations before starting the hiring process so you can make a competitive offer immediately.​3. Poor Communication with CandidatesSilence after an interview leaves candidates in limbo—and more likely to accept another offer in the meantime. Even if approvals take time, lack of communication can create doubt and frustration.Consider: Keep candidates informed at every stage, even if there’s no major update. A quick email or call reassuring them they’re still in consideration can make a huge difference.​4. Slow Internal ProcessesLengthy background checks, unnecessary reference checks, or slow-moving HR departments can add weeks to a hiring timeline.Consider: Identify bottlenecks in your process and find ways to automate or speed them up where possible. If a reference check is essential, start it earlier in the process.​How to Speed Up the Hiring Process Without Sacrificing QualityPre-define salary bands & approval processes – This removes the need for last-minute internal negotiations.Set clear hiring timelines – Agree on deadlines for shortlisting, interviewing, and making an offer before you start the process.Maintain regular touchpoints with candidates – Keep them engaged so they don’t lose interest.Be ready to negotiate quickly – If a candidate requests adjustments, have decision-makers available to respond in real time.​Final ThoughtsTime kills deals—especially in hiring. A slow hiring process can lead to lost talent, higher costs, and damage to your professional brand. Companies known for efficiency and decisiveness are more attractive to top candidates, while those with sluggish hiring processes risk being seen as outdated and bureaucratic.By streamlining approvals, aligning on budgets early, and keeping communication open, you’ll not only secure top candidates faster but also enhance your reputation as a leading employer.​If you’re struggling to hire top talent before competitors snap them up, we can help. Reach out to the team at Parity Consulting to ensure your hiring process is as efficient as it is effective.​Read More:10 Ways Low Attrition is Killing Culture2024's Essential Guide to Attracting and Retaining Top TalentSalary Guide FY2024-25​Why Work With UsBusiness leaders need top-tier talentto exceed expectations and drive growth. At Parity, we swiftly attract and mobilisethe best candidates across Financial Services and Tech, ensuring they align with your culture, performance, and reputation.With years of earned trust, Parity specialises in unearthing those perfect truffles—candidates in Product, Transformation, Marketing, Communications, Digital, and Data, who will elevate your organisation while ensuring quality always trumps quantity.Our equitable and transparent placement process is trusted by clients and candidates alike.See how the Parity team can help your organisation succeed—Download our Capability Statement here!​

•  Eliza McGivern
•  19th Feb 2025

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

•  Eliza McGivern
•  19th Feb 2025

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

•  Eliza McGivern
•  27th Nov 2024

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

•  Eliza McGivern
•  25th Nov 2024

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

•  Amanda Glacken
•  21st Nov 2024

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

•  Eliza McGivern
•  11th Nov 2024

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

•  Eliza McGivern
•  5th Nov 2024

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

•  Eliza McGivern
•  28th Oct 2024

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

•  Eliza McGivern
•  21st Oct 2024

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

•  Victoria Butt
•  10th Oct 2024

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

•  Vanessa Lalani
•  24th Sep 2024

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

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•  6th Sep 2024

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

•  Victoria Butt
•  3rd Sep 2024

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

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•  27th Jun 2024

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

•  Amanda Glacken
•  19th Jun 2024

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