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00:00:01
Episode 61
198 Plays6 months ago
News for the week beginning 13 May 2024
and our summary of RCSA's Talent X held on 9 May 2024
#rna #recruitmentnewsaustralia #recruitmentpodcast
Recommended
Transcript
RCSA 2024 Industry Award Winners
00:00:09
Speaker
This is the news for week commencing the 13th of May, 2024. I'm Adele Last. The RCSA 2024 Industry Award winners were announced last Thursday night at Melbourne's Crown Palladium, with more than 500 people attending the awards dinner and ceremony, emceed by actor and singer Eddie Perfect. There was only one multi-winning agency across the 14 categories. Overall, the winners were Excellence in Candidate Care Went to People to People, Excellence in Social Purpose, True Coup,
00:00:39
Speaker
Excellence in Safety and Wellbeing Culture Connect Staffing Group. Excellence in Business Innovation, ex-recruiter. Excellence in Diversity, Equity, Inclusion and Belonging went to AQUINT. Excellence in Client Service to HORNA. Outstanding Agency up to 10 staff went to Rainy Day. Up to 30 staff to SMART. Up to 80 staff to FUSE. And over 80 staff went to People to People.
00:01:06
Speaker
The Rising Star 2024 Award went to Lynette Cardinal of Vertical Scope Group. Recruitment Professional 2024 went to Martin Hill of Zenith Search. Recruitment Leader 2024 went to Sarah Swodersky of Persol Kelly. And the CEO Outstanding Contribution Award was allocated to Clint Del Santo of Hayes.
Government Cuts on Consultants and Contractors
00:01:30
Speaker
This week's federal budget will reduce spending on consultants, contractors and labour hire by $1 billion, according to Federal Finance Minister Katie Gallagher. Senator Gallagher said it's part of a commitment to reduce the reliance on external labour and build a fit for purpose public service.
00:01:46
Speaker
Last year's budget cut $3 billion from spending on external labour services. The Albanese Labor government will deliver a further $1 billion in savings from reducing spending on consultants, contractors and labour hire in the 2024-25 budget, Senator Gallagher said. It's getting harder to reduce expenditure across government as we rebalance the public service and employ permanent public servants into those roles that were perhaps previously held by consultants, contractors and labour hire, she told the ABC.
00:02:15
Speaker
Since the 2022 election, around 8,700 roles that were previously held by contractors or labour hire employees are now being performed by public servants, she said. The use of the biggest consulting firms had also significantly reduced, dropping by $624 million this financial year compared to the previous financial year.
Evolved Scientific Recruitment Acquisition
00:02:37
Speaker
Evolved Scientific Recruitment founded in 2010 by ex-Kelly Scientific Resources staff, Kim Volt,
00:02:45
Speaker
Cathy Marshall, Siobhan Kinney and Waib said, was sold to NES Furcroft early last year for $27.8 million. At the time of the sale, no purchase details were released. However, industry news service Shortlist reported NES Furcroft's most recent financial year results, including the disclosure of the Evolve purchase price. NES Furcroft's financial report shows Evolve contributed $39.7 million in revenue
00:03:15
Speaker
and $2.4 million in profit after tax in the eight months to the 31st of October, 2023. According to their respective LinkedIn profiles, Volp, Marshall, Keeney and Said remain involved employees. The Evolves Managing Director at the time of the sale and Sabine is no longer involved in the business having left late last year.
00:03:37
Speaker
The Deco Group reported revenue for Q1 2024 of 5.71 billion euros down 1% in constant currency. Contract and temp placements net income was down 3% and permanent placement income dropped 16%. Gross profit declined 6%. EBITDA excluding one offs dropped 12% and operating income was down 15% on an organic basis compared to Q1 2023.
00:04:05
Speaker
In a DECO APAC, revenue growth was 14%, with a DECO ANZ revenue up 57% due to the start of the ADF contract. First quarter revenue at Kelly Services fell 17.6% year over year to approximately US$1.05 billion. The decrease is primarily due to the sale of its European operations earlier this year.
00:04:28
Speaker
Revenue fell 2.6% on an organic basis. However, net earnings were up 125% to $25.8 million. Perm placement revenue fell 54% year over year. Asia Pacific revenue was up 11%. However, US revenue fell 2.7% year over year. Education staffing continued to be a bright spot with revenue up 16%.
00:04:54
Speaker
Hydrogen struggles reported executive search revenue rose 10.8% year over year for Q1 2024, although the results were bolstered by the revenue from two 2023 acquisitions, Atreus Group and Business40. Net income was down 10% to US$14 million. The firm had 424 executive search consultants, as at the 31st of March 2024, a 2% decline
00:05:22
Speaker
compared to the same time last year. Annualised net revenue per consultant rose to $1.9 million in the first quarter, up 5% compared to Q1 2023. The number of Australian employers forecasting the need to hire staff in the June quarter dropped slightly as recruitment challenges continue to impact a significant minority of employers.
00:05:49
Speaker
This is according to the latest quarterly work outlook report from the Australian HR Institute, which surveyed 607 professionals and decision makers across the country. 68% of organisations plan to hire staff in the June quarter, down slightly from 71% in the previous quarter. Employers reporting recruitment difficulties rose slightly to 40%, up from 38% in the previous quarter, according to the report.
00:06:14
Speaker
The median pay increase for the 12 months to April 2025 was forecast to be 3%, although 17% of respondents reported their organisation was freezing pay for the next 12 months.
00:06:27
Speaker
Total United States non-farm employment reported a modest gain of 175,000 in April, lower than the average monthly gain of 242,000 over the prior 12 months, with the most significant job gains occurring in healthcare, social assistance and transportation and warehousing. The Bureau of Labor Statistics reported April job growth was a 44% drop on the March jobs gain of 315,000. The unemployment rate rose by 0.1% to 3.9%.
00:06:57
Speaker
Over the past 12 months, average hourly earnings of all US employees on private non-farm payrolls increased by 3.9%.
Samsung's Executive Work Week Mandate
00:07:05
Speaker
While firms around the world embrace a four-day week, Samsung is going in the opposite direction. The tech giant is mandating a six-day work week for all its executives in a bid to inject a sense of crisis among workers and raise its bottom line.
00:07:21
Speaker
Considering that performance of our major units, including Samsung Electronics Co fell short of expectations in 2023, we are introducing the six-day work week for executives to inject a sensor crisis and make all our efforts to overcome this crisis, a Samsung Group executive told Career Economic Daily. Last year, Samsung posted its weakest financial year in over a decade with net profit falling 73% in quarter four of 2023.
00:07:49
Speaker
Meanwhile, its semiconductor business, which accounts for about 80% of Samsung's earnings, recorded a loss of nearly $11 billion last year. Employees below executive level aren't expected to clock in on weekends. However, a spokesperson told Career Economic Daily that the company will keep an eye on their business strategy and adapt as needed. And that's the news for the week beginning the 13th of May 2024. I'm Ross Clannett.
00:08:26
Speaker
Talent X Recap.
Talent X Event Recap Introduction
00:08:28
Speaker
We are going to do a summary now instead of our question of the week. We're going to do a recap of the Talent X event that Ross and I both attended last Thursday, which was an RCSA event. And we have done this summary before when we went to the conference last year, and it was actually our most listened to podcast. So we're really pleased to be able to bring a similar summary to you. We're going to do a quick recap in this session.
00:08:54
Speaker
I'm gonna do a further extended version next week. So let's start with the top of the day. Ross, tell me about the first speaker.
Future of Work Trends with Dr. Ben Hamer
00:09:03
Speaker
Well, the good news was I got there in time to see the first speaker Adele, and I would say most people who were attending got there in time. There were a lot of people there to kick off the day at 9.30. I would have thought at least 450 people. And I saw Dr. Ben Hamer, who was the MC, and he provided a future of work outlook. Dr. Hamer went through eight
00:09:29
Speaker
top trends shaping the future of work, the economy, the labour market, Gen Z, forgotten frontline workers, DE&I, flexible working, new wave of activism, AI, we're the eight. I've got to say, took a little bit of issue with him not talking about
00:09:52
Speaker
demographics at all, the aging of the workforce, I would have thought would have been a very significant one shaping the future of work.
00:10:02
Speaker
perhaps dig a little bit more into that next session in the Deep Dive as well as Gen Z. Dr. Hamer made some generalised statements about Gen Z and I'm currently doing some in-depth one-on-two research with my eldest son and eldest daughter who are both in the workforce and both Gen Z. So I'll report back in the Deep Dive
00:10:26
Speaker
to see whether they agree with Dr. Hamer or not. So overall, I've got to say, I was expecting more Adele, given Dr. Hamer's significant experience looking at his LinkedIn profile five years at PwC,
00:10:45
Speaker
It's also worked in the federal government. I just expected a bit more depth and just didn't quite kick the day off with the powerful start that I was hoping for. Okay. I'm glad you made it on time for the day. That is always a good way to start.
Networking at Talent X
00:11:02
Speaker
I'm a bit disappointed with that first speaker. Overall, before we start to unpack a few more of the speakers, what did you think of the event overall? You mentioned a large number. I think it's been confirmed
00:11:13
Speaker
around 750 in total. That's sponsors and supporters as well as recruiters. I believe it's around 500 recruiters were there on the day, the venue, the setup. What do you think? I think this is the perfect complimentary event for the annual conference because the annual conference go to a destination
00:11:36
Speaker
It's typically owners and leaders. It's a little more intimate, 300, 350. The sessions are probably a little broader in terms of their scope and topic. And this is a little more nitty gritty, although I'd say broadly, it's still aimed at owners and leaders. But the best thing is the networking, the opportunity to see people. It's a big space. So if you want to go and listen to each of the sessions, you've got the headphones.
00:12:06
Speaker
and the sessions are going on in the open area without disturbing people who don't have their headphones on. So I think it really does cover a lot of needs in terms of the event, and clearly it's being well supported given the number of people that registered. Clearly the RCSA will be gauging the response from the exhibitors, but I think this is a very welcome addition, although it's not brand new, a welcome addition to the RCSA stable of events. What did you think?
00:12:37
Speaker
Yeah, you mentioned the headsets and I've been pretty critical of the headsets in previous years and I'm still not a huge fan, but it could be a being, you know, me being a bit girly about, you know, ruining the hairstyle and all that sort of stuff, which I know you don't have to worry about, Ross. It's growing on me. I did benefit this time for the fact that you could switch between stages and stay in the same spot. So if you kind of sat in the middle of the room, you just flicked the switch on your headset
00:13:05
Speaker
And you could choose which speaker you wanted to hear speaking without actually moving if you didn't want to move, but obviously could get up and move into that area. I kind of liked that. It made sense this time. If you just got one speaker with one stage, the headphones drive me crazy. Nobody's talking to each other. There's no atmosphere in the room. There's no interaction between the audience and the speaker. But I found it useful this time, especially since you and I was trying to cover as many speakers as we could. I found it useful to switch between.
00:13:31
Speaker
I think that it has become a really great, as you said, event in the calendar for the RCSA. There's a real vibe to this event. I think the whole idea that it's X, that it's stuff that's new, that it's trying to push the boundaries a bit, that there were lots of new suppliers and vendors there that I'd never heard of and some that were new to the industry. So I love that side of it, love finding out and exploring
00:13:58
Speaker
things that are new to us and new tech and that kind of thing. So there was definitely a real buzz in the room, not just because of the large number of people, but because this kind of event has become the go-to in the calendar.
00:14:11
Speaker
No. All right. And you went off to the Operations Corner featuring Andrew Roger as the MC. And I believe Louise Archer and Jordan Taylor kicked things off for you. That's right. Ensuring maximum profit with retained. Yeah. So this was an interesting structural change to Talon X. As I've mentioned, there were three stages. So there was a main stage where you started out Ross and I switched between the Operations Corner and the top billers corner stages, which were two sub stages.
00:14:40
Speaker
with different focuses. Obviously, the operations corner was more about perhaps more operational staff matters, perhaps things like risk and safety and other bits and pieces. They've put in this one around ensuring maximum profit with retained in that stage. Not quite sure that that was the right hit. If the operations manager in your recruitment agency is a recruiter, it probably would make sense. But if your operations manager is more back office, I think this one maybe would have fallen short with them because it was very much targeted
00:15:11
Speaker
to owners and talking about retained recruitment. So I think they have a program called Retained, Retrained, and they went through the details of that program and what, you know, what retained work is about and, you know, its benefits to your business. I felt like it was a little sort of telling us how to suck it, because it was too basic in my opinion. If you're an experienced recruiter, an agency owner,
00:15:40
Speaker
you already know what retained work is, you know the benefits of it, and you probably know how to sell it, and you probably got a portion of your business that is retained or you've kept as retained outside of COVID. So I found this one, yeah, I think it really hit the mark, but we'll go into more detail as we said in our next session. I wasn't hugely impressed with that first session, unfortunately.
00:16:02
Speaker
Okay, well then I on the main stage saw Bastian Treptle and unfortunately Bastian had Greg Savage's competition. So the poor man, he's up there. Dr. Ben Hayman's finished and then about 75% of the audience moves.
00:16:18
Speaker
And clearly, he wasn't expecting that and he seemed completely thrown by the fact that most of his audience just went. And of course, it was nothing to do with him. But clearly, when people have an opportunity to hear Greg, most people will go and hear Greg. So tough competition. And it took Bastian a little bit of time to sort of
00:16:39
Speaker
get into his presentation
00:16:56
Speaker
Yeah, he's a cyber criminal. Catch me if you scam. Yes, that's right. Cyber criminal. And he talked about what cyber criminals do to get access to data. And he talked specifically about the value
00:17:11
Speaker
of recruitment agency data, and I will have a deep dive into that in our enlarged session.
Cybersecurity Concerns by Bastian Treptle
00:17:18
Speaker
But overall, I enjoyed Bastion. I thought it was worthwhile, and it certainly appeared to me that those people who stayed were glad that they stayed, and they certainly seemed very engaged by his presentation. All right, back to you, Adele. Well, I did go to the Greg Savage session, so I was probably one of the mass exodus people, but I attended the Savage session
00:17:41
Speaker
which was a recap actually from his book tour that he did last year, I felt, in terms of the content and the slides. So he was covering the contents of his second book in this presentation with some six major actions that recruiters can take now in the current market, always current and relevant, always in Greg's natural style of being very direct and irreverent about
00:18:10
Speaker
you know, people's situations in the market and, you know, he gives some really good advice. I really take a lot of interest in Greg's stagecraft and the way he presents, the way he speaks.
Greg Savage on Presentation Skills
00:18:23
Speaker
And I think recruiters could learn a lot from him around that, particularly if you've heard Greg speak before and the content perhaps is repetitive for you. Let's say you could certainly learn a lot from the way he presents, the way he uses pauses.
00:18:39
Speaker
the way he changes his voice, all of the elements of seeing Greg live on stage, I think are really valuable for recruiters to learn some of that stage craft when they're presenting to clients or speaking to an audience. So yes, I did see that session with Greg. But the highlight for me in this part that I was off moving between was a speaker called Arun Pradhan. And he did a session called Learning Hacks for Busy Billers. And this was in the top billers corner. This was a highlight really for me for the day, this presentation.
00:19:09
Speaker
He was taking us through some really interesting learning tips, some scientific research from Feynman, the Harvard Business Review, around how we absorb and retain information. Now, I found this obviously really interesting as a trainer myself, but he was really applying it to your everyday job, applying it into the way that we absorb information when we're talking to clients or we're talking to candidates and how to retain the information and then recall it and reuse it.
00:19:39
Speaker
Yeah, I found that one to be a big highlight. I look forward to unpacking that one more next week. And I was back at the main stage.
00:19:49
Speaker
And it was a panel
AI in Recruitment
00:19:50
Speaker
session. It was an AI panel session called Leveraging AI. Shared learnings from your industry peers. Natasha from SEEK was the host. And Nick Gabrilides from Channel McCloud. Mark Pritchard from SEEK. Brendan Tremble from Fraser Tremble. And Luke Howes from
00:20:09
Speaker
six degrees executive. And I think just like I enjoyed the session. And what stood out for me was Nick saying, in terms of AI, we're really one kilometer into a 42k marathon. So we just need to be careful about how quickly we go because we may regret going very, very quickly a little bit later. So yeah. Okay.
00:20:37
Speaker
What about you? The next question I went to was Marie Sortino, which was again in the top billers corner.
Social Media Branding in Recruitment
00:20:43
Speaker
And this was about social media specifically and building your brand on social media. I felt like this one perhaps was a little basic, I guess, in the room. There may have been newer recruiters who would have eaten this up and this content that she was providing really well and taking it as a learning. I feel like for the majority of people who were
00:21:07
Speaker
semi-experience into leaders, into owners that it was probably a little undercooked. You probably could have pushed a little harder into giving us some really good advice around what to do next with social media. It was the usual stuff, you know, be yourself, share things, you know, authentically, you know, try and build trust with your audience. It was a very targeted presentation to the recruitment industry. She did a good job in that sense. One little takeaway I'll share from it was that
00:21:35
Speaker
She said video is really important to use, which we already know, of course, as I said, but without captions, you're basically wasting your time. So 83% of people watch videos now without sound. So if you're talking to the camera, you need to put the caption function on. So I'll share more tips that I picked up from her that might be useful to our listeners later on.
00:22:00
Speaker
Next on the main stage, Corinne from JobAdder, together with Sean from Alexander Appointments. And this session was Navigating Growth, How 400 Agencies Rank Their Business Priorities. I've got to say, Corinne seemed quite nervous and it just seemed a lot of slides with a lot of information that she seemed to want to get through. And I just.
00:22:29
Speaker
I just sat there and I just wasn't clear what the message was. And I finished and I look back at my notes and I'm like, I'm just not quite clear.
00:22:42
Speaker
what they were attempting to communicate, what I was meant to take away from the session. And I've got really nothing to kind of provide because I just finished kind of scratching my head wondering what that was all about. It sounds like it should have been a good one. I agree for how 400 agencies rank their business priorities. I mean, you'd want to know that agencies are always wanting to compare to each other and who's doing what and it should have
00:23:09
Speaker
hit the mark, but that sounds like a shame. I mean, she talked about agencies are either in startup phase, growth phase, established phase, mature phase or decline and renewal, which conceptually I get and it's sort of 8%, 39%, 36%, 14% and 2% in decline renewal.
00:23:28
Speaker
But then it didn't seem to go anywhere. We sort of drove down a cul-de-sac and didn't get out. So I don't really have anything else to offer. What about you? Moving on, the last session I saw before lunch was with Steph Healy and the session was about storytelling.
Storytelling Session Critique
00:23:45
Speaker
So selling with stories and how great storytelling helps you influence, sell and be memorable. And what was missing from the storytelling presentation was
00:23:57
Speaker
Storytelling. Storytelling. A story? A story. Yeah. This one fell short. I mean, that that's what you've got to do, right? You have to demonstrate it. And it was probably made worse by the fact that at the end of the session, she said, so you've seen me demonstrate what I'm trying to talk to you about here. And I was like, no, I did not. I don't know what I did not see the story at all. So unless it was very obscurely hidden in her in her presentation, she was she was not not demonstrating it to me.
00:24:27
Speaker
I don't know if she was nervous. She did say it's the first time she's spoken at Talon X and been to Talon X, but she's an experienced presenter as far as I understand and trainer and coach. But I, she seemed nervous and she spoke very, very quickly. And she was, I felt like she was really racing through to get to the end. There were no pauses. She's in real contrast to Greg Savage, actually.
00:24:54
Speaker
It was very obvious that that it was not a really polished presentation. So that one fell short. And I was really keen to find out, you know, the formula. I did take a few notes around some advice she gave on what a good storytelling sales pitch should look like. And I will hold that on to next week to share that with you because I'm trying to find something useful from that session as well. Okay.
00:25:20
Speaker
We then had lunch.
Event Logistics Issues
00:25:21
Speaker
We had lunch and I've got to say, lunch came out and I was keen to get seconds, but it all seemed to get cleared away pretty quickly. I don't know whether I was just... I missed lunch, Ross. I was talking to people and networking and thought I'll go at the end just before going back into the session and the food was gone. Yeah, I've got to say they did clear the food away very quickly. Yeah. Yes. Anyway, after lunch, I went to the operations corner to the team MSP, Kelly Outsourcing and Consulting.
00:25:50
Speaker
That was Noel Barrett and Sue Howes was sort of the host. This is not my jam MSPs. And I've got to say it was quite, like it wasn't particularly technical, but because I'm not interested in this part of recruitment, because I was never in this part of recruitment, I just found it hard going.
Staffing Tech Trends by Kevin O'Neill
00:26:10
Speaker
And like, if you're in that space, I'm sure you got something from it. I'm not in that space. And I just kind of scratched my head. So that was that session. Then immediately, Kevin O'Neill from Staffing Industry Analysts and Kevin's presentation, Staffing Tech Trends, Global Insights from SIA.
00:26:32
Speaker
and how tech is changing the staffing game and this was a presentation that I suspect Kevin normally gives in 60 minutes and he only had 30 and he just galloped through the slides and I just like there's so much good stuff and I've taken a few notes, but I was just
00:26:53
Speaker
finding myself thinking, slow down, slow down. And I took quite a few photos of slides and I will look at those and we'll go into more detail with the expanded session. But one note I did make that I thought was worthy of bringing up here was that of their survey, when they asked staffing firms about whether they would recommend their front office system and their back office system,
00:27:21
Speaker
using the net promoter score. So anything above about, I think it's 40 or 50% is respectable and above 70% is really good. Well, the answer or the aggregated result for would you recommend your front office system?
00:27:37
Speaker
minus 11%. And would you recommend the back office system minus 20%? So that indicates like horrendous levels of dissatisfaction that recruitment agency staff both front and back office staff have with the systems that they are using. So whether it's they're not using those systems to full advantage, whether they think
00:28:03
Speaker
those systems should do things that they don't or they were sold a system to do something and it doesn't do it. I don't know. Kevin didn't go into that level of detail. But yeah, that certainly stood out to me. There were a lot of sessions in the afternoon that were sponsor led or driven or provided. And I get that that's a difficult thing that the RCS has to balance because the sponsors want to be able to speak. But there was a lot packed in as well. I got a sense from many of the attendees in conversations I was having
00:28:33
Speaker
that there was just a lot of information. It was almost a little bit of information overload for the whole day and maybe it was a little bit overpacked, a little bit too full. Yeah, I spoke to someone today who's a senior industry person and his response was, I just think they had too many sponsor exhibitors who didn't quite hit the mark with valuable information. It was a bit too much like a product pitch. Now the sessions I attended, I've, that's not,
00:29:00
Speaker
what I experienced. And I think I'm fairly attuned to that. So I wasn't of the same opinion that he was, but yeah, he was a bit disappointed by that. And then we made time together to get back to the main stage at the end to hear Mark Borris speak about the currency of
Closing Keynote Critique
00:29:18
Speaker
talents. And Mark is the original founder of Yellow Brick Road and originally wizard, it was wizard home loans. He's been a TV personality, et cetera.
00:29:30
Speaker
What was your overall opinion of the final keynote speaker? So just before I go to Mark, just to finish off, I saw Chris White max your financial performance with data led decision making.
00:29:40
Speaker
Chris needs to go to a Greg Savage speaking skills session. Chris was monotone wooden and his slides. You just couldn't see any of them. And I just, I really didn't get anything from it. And I'm sure Chris is a nice guy and I'm sure he's got a solid business and he had some good stuff to share. He just couldn't share it in a way that I could take in. So.
00:30:07
Speaker
Sorry about that, Chris. Donna Knight, the importance of your induction process to create success. I'm biased because I think Donna's great and she gave a 15 minute masterclass in how to present effectively, how to use slides and how to make your point. Maybe she should have been at the top of the day. Well, she certainly could have been given a bit more space because let me summarise my gender
00:30:36
Speaker
my day through gender. So this is the speaking order that I saw. A man, followed by a man, followed by a woman moderating four men. A woman presenting and then interviewing a man. A woman set the stage for a man. I saw another man, then a man and another man. And then finally a woman.
00:30:59
Speaker
So, yeah, I would love to have seen more women. More diversity. Okay. Good point. Anyway, back to another man, old white man, Mark Burrus, to finish off the day. And yes, Mark is, you know, let's say he's been around a while, and I've got to say probably showed both for better and perhaps worse. I think Mark
00:31:29
Speaker
I'm not sure how relevant he is to a recruitment audience, Adele, and I'm not sure he really shaped his presentation to make it more relevant to a recruitment audience. There were some good general things, but I just kind of left that session feeling a bit like, maybe in 2006, Mark would have been great, but it's 2024 and I'm just not quite sure whether he's your man. What do you think? Yeah, I agree with you on this one. I felt like it was a little undercooked for the final presentation as a keynote.
00:31:59
Speaker
I don't think it was as polished as I was expecting in terms of the way he presented. I don't think he was well prepped or if he was prepped, he didn't listen to the preparation. And so, you know, there were a few little throwaway comments he made out to the audience, which indicated he didn't know who his audience was. And I really don't think the overview matched what he ended up delivering. You know, the description of what he was going to deliver sounded fantastic, but that's not really what I got in that session. And that was a bit disappointing at the end.
00:32:29
Speaker
And it was a little bit of a fizzer to the end of the whole day, in fact, which had started really high energy. So I agree with you on that. And the only other session at the end of the day that I'm disappointed to miss out on was Brooke Lord, because I heard through a contact of mine that that was the highlight of her day. In terms of the presentation, Brooke was fantastic in unpacking
00:32:55
Speaker
the new IR laws, and I'm ashamed that I missed that one by sitting in with Mark. But if you're feeling the same way, I'll give myself a little shameless plug that the Captain's Table event coming up in another week or so, another date, check out Captain's Table, is Brook Lord on a webinar doing something very similar, unpacking the IR laws, but you get an opportunity to ask her some very direct questions. We're doing a Q&A around that.
00:33:23
Speaker
If you, like me, are having some FOMO on her session, you can join me on Captain's Table. Great. Well, that's a wrap for our brief summary of RCSA's Talent X and join Adele and I next week, where we have a deep dive on some of the very specific aspects we think are worth unpacking from Talent X. So we'll see you then. Hey, are you liking listening to our podcast, Recruitment News Australia?
00:33:50
Speaker
If you are, it would really help if you could give Ross Kleiner and I a five-star review. On whatever podcast app you listen to it on, please hop onto the review section and give us a review next time you're listening on your favorite episode. And thanks for listening.