Skip to main content

Training & Careers

Career planning for 2025 – AimBig's Luck is on your side

FOR MANY Australians, the early days of 2025 represent a time to reassess goals and take steps toward fulfilling work – and making work more fulfilling.

But for those facing barriers such as long-term unemployment, health challenges, or limited skills, the journey to meaningful employment can feel daunting.

The numbers tell a striking story: only 56% of people with disability aged 15–64 are employed, compared with 82% of those without disability, and 93% of unemployed people with disability report difficulties finding a suitable job. 

Additionally, nearly one in four long-term unemployed individuals face hurdles such as health issues, caregiving responsibilities, or age discrimination, while many Workforce Australia participants grapple with financial hardship or a lack of recent work experience.

Despite these challenges, organisations like AimBig Employment are offering hope by providing free, personalised support to help jobseekers overcome obstacles and thrive in the workplace.

Helping workers to thrive in workplace

“Everyone deserves the opportunity to find meaningful work,” AimBig Employment CEO Greg Luck said. “The journey may look different for each person, but with the right guidance and support, it’s possible to build a fulfilling career.”

Whether navigating disability, mental health challenges, or other personal barriers, AimBig Employment works with a diverse range of jobseekers to help them identify strengths, develop skills, and connect with opportunities.

Mr Luck has provided a range of practical steps jobseekers can take in 2025, guided by expert advice from the AimBig team:

Start with small steps and build momentum

The job search can feel overwhelming, especially after a period away from work or with limited experience. AimBig advises breaking down the process into small, manageable actions that build confidence and keep things moving forward.

“Even small actions—like updating your resume, practising interview skills, or setting weekly goals—create a sense of momentum,” AimBig job coach Ross Rosenblum said. “Each step adds up, and small wins can create a positive shift in mindset that keeps jobseekers going.”

Recognise your strengths and progress

Jobseekers often struggle with self-doubt, particularly if they’ve faced barriers or rejections in the past. AimBig coaches work with individuals to identify and build on their unique skills, turning these into strengths in the job market.

“We encourage our clients to focus on their personal strengths and progress, without comparing themselves to others,” Mr Rosenblum said. “Every person has something valuable to offer, and our role is to help them recognise that.”

Focus on what you can do today

Rather than dwelling on factors outside their control, jobseekers are encouraged to set their sights on achievable actions within their reach.

“When people focus on what they can do now, it puts them in a proactive mindset,” Greg Luck said.

AimBig’s free services include guidance on practical actions, such as connecting jobseekers with upskilling courses, identifying accessible career paths, and developing key skills for the workplace. Each step taken helps reinforce the sense of ownership jobseekers feel over their own progress.

Start with a strong support system

Having the right support system is essential, especially when beginning a job search journey, Mr Luck said.

He said AimBig Employment offered free, end-to-end assistance, guiding individuals through every stage—from resume writing and interview coaching to helping secure workplace adjustments or connecting clients with tailored training opportunities. If AimBig’s services don’t fit a client’s specific needs, they help connect jobseekers to other resources and organisations, he said.

“Our goal is to be that guiding hand, pointing people in the right direction and making sure they feel supported every step of the way,” Mr Luck said.

Building employer relationships to open doors

Alongside its work with jobseekers, AimBig partners with employers to foster inclusive hiring practices and create more accessible workplaces. Through consultations and support, they educate employers on the benefits of hiring diverse candidates, from increased team diversity to gaining employees with unique skills and perspectives.

“Our partnerships with employers are vital in helping them see the real value people from all backgrounds bring to their workforce,” Mr Luck said. “This collaboration makes the workplace more inclusive and leads to sustainable job opportunities for our clients.”

By partnering with organisations across various sectors, AimBig is helping to create a more inclusive job market where all jobseekers, including those facing barriers, have access to meaningful, long-term roles.

As Australians step into 2025, organisations like AimBig Employment are there to support, guide, and empower them, according to Mr Luck. With a focus on individual strengths, practical steps, and genuine employer partnerships, AimBig is opening doors and helping people thrive in the workforce.

www.aimbigemployment.com.au

 

ends

How about using AI as a coach – and helpful chat buddy?

By Leon Gettler, Talking Business >>

IF YOU happen to be a business needing a coach for your teams, there’s one particular application you can use: Neo Coach.

Neo Coach has a suite of artificial intelligence (AI) tools that may redefine how organisations engage, train, and communicate with their frontline teams.

According to Stephanie Walker, a product owner at NMS Productions – or New Media Services, which offers Global Corporate Outsourcing and Custom Business Solutions – manages ‘communications and content of consumers through SMS, instant messaging (IM), e-mail and voice solutions. It does the trick with stress management in her line of work.

Ms Walker, who came from Melbourne and who now works in Amsterdam, was assigned the Neo Coach tool by her boss.

She said she hasn’t looked back.

A business app to have ready on your phone

Although it can be used on a laptop, the app sits on her phone – which makes more sense, because she is on it all the time. She uses it anywhere. She might use it on a tram, or when she’s lying in bed.

“It’s an AI-powered conversational platform,” Ms Walker told Talking Business.

“I know the AI was built with coaching models behind it. So it’s not like your typical Chat GPT, or one of those types of tools, where it’s just gathering information from the internet to respond to you.

“When I speak to it and tell it my current problems, whether they’re at work or whether they’re personal, it actually comes back to me with suggestions and proper advice and helps me work through it,” Ms Walker said.

“Obviously you are talking to an AI platform, so a lot of it is self-driven by those prompts and by those conversations, but it is essentially a tool for me.

“My workplace gave it to me so the idea behind it is, obviously, to help me with the workplace. It’s to help with reducing stress, to help with productivity, Whatever issues you have.”

On call help 24/7?

Ms Walker said the beauty of the app was she could use it 24 hours a day. Sometimes, she uses it at 3am, the time when one doesn’t usually call a coach for help,

“It was build by neuroscientists and coaches. So I ask it a question, I talk to it and you get a response literally in seconds,” she said.

“Because it’s an app on your phone, literally any time you can open it.”

Ms Walker said Neo Coach reduces the cost of “seeing psychologists when no one can afford that”.

Because it’s just an app, there is a limit to the kinds of answers it can give. If one asks it about clinical conditions, it will respond by saying, “I understand this is what you want to talk about. I am an AI powered app. This is not a space I can help you with. Now you need to see this type of practitioner.”

Everything on it is confidential.

Ms Walker said she had triple-checked that this was the case. It left her feeling a lot safer using it.

“Given my workplace pays for it, I was not interested in any of that going through to my manager,” she said.

www.newmediaservices.com.au

www.leongettler.com

       

Hear the complete interview and catch up with other topical business news on Leon Gettler’s Talking Business podcast, released every Friday at www.acast.com/talkingbusiness

https://shows.acast.com/talkingbusiness/episodes/talking-business41-interview-with-stephanie-walker-from-nms-

ends

Resources association says forced multi-employer bargaining ‘a threat to the economy’

AUSTRALIAN Resources and Energy Employer Association deputy CEO, Tara Diamond has issued a warning about multi-employer bargaining being ‘foisted’ on the resources sector.

She said the practice could destabilise parts of the highly competitive resources and energy industries.

“It is very concerning for Australia’s mining industry that three sites run by completely independent companies and with unique commercial and operating requirements, are being compelled to bargain together for a multi-employer agreement,” Ms Diamond said.

“Multi-employer bargaining has no place in complex businesses like mining where employment is highly paid and there are substantial international competitive pressures. 

“Enterprise-level bargaining, where employers and employees negotiate workplace-specific outcomes, has been the cornerstone of Australian industrial relations since the mid-1990s. This system has underpinned key Australian industries, like mining, becoming productive and competitive against global benchmarks.

“Forcing independent businesses to bargain together for common sets of employment arrangements is a retrograde step. It can only result in lower productivity, lower wages and more inflexibility, compared to the enterprise-specific outcomes that have been negotiated over the past 30 years.

“Multi-employer bargaining must be confined to lower-paid and primarily government-funded sectors where the same competitive pressures and workplace complexities don’t exist.

This is why AREEA campaigned very hard against the Albanese Government’s introduction of multi-employer bargaining into the private sector.

The highly controversial proposal came out of left field in late 2022. It wasn’t part of the ALP’s industrial relations policies it took to the federal election and there was no business case supporting it, outside of ambitions to re-unionise certain industries.
Ironically, then-Minister for Workplace Relations Tony Burke played down the legitimate concerns of the mining industry by stating the sector would not be “significantly impacted”.

The industry didn’t buy that at the time. AREEA’s concerns are now coming to fruition – the most important industry to the national revenues that fund our schools, roads, hospitals and other infrastructure, is clearly in the crosshairs.

For the sake of the economy, Australians should hope this particular outcome is isolated and doesn’t fuel momentum for additional multi-employer bargaining authorisations in the resources and energy industry.

www.areea.com.au

ends

ITECA accuses Australian Government of ‘destroying jobs’ in the international education sector

THE Australian Government is pursuing policies that are inconsistent and confusing immigration and education policy “in a manner that is putting the livelihood of more than 30,000 Australians employed in the international education sector at risk”. 

That’s the position of the Independent Tertiary Education Council Australia (ITECA), the peak body representing independent skills training and higher education providers.

“Over the past year, we’ve seen a series of intellectually inconsistent decisions by the Australian Government that lack a clear, consistent and cohesive approach to international education,” ITECA chief executive, Troy Williams said. 

Highlighting the inconsistencies in the Australian Government’s approach, ITECA has drawn attention to the fact that, upon coming to office, the new Australian Government took great pride in clearing a backlog of visa applications, many of them from international students. 

Mr Williams said when these students then came to Australia, the Australian Government demonised these same students and claimed that they were driving up housing costs, despite experts struggling to find merit in this argument.

“The Australian Government’s international education policy is in tatters and lacks a cohesive strategy. The Government is now drowning in its own baseless rhetoric,” Mr Williams said.

ITECA is concerned the Australian Government is now making international education policy on the run.

“The result is a number of knee-jerk policy responses that are not only damaging Australia’s reputation as a welcoming destination for overseas students but causing anxiety for the 30,000 people employed with independent providers in the independent tertiary education sector that support international students,” Mr Williams said.

Despite the official data showing high levels of student satisfaction when studying with independent providers in the skills training sector, the Australian Government is pursuing a different narrative to cover-up its own shortcomings, according to ITECA.

“The government is using a very small number of abhorrent cases of wrongdoing by some non-genuine providers to take a sledgehammer to the international education sector that is second only to the resources sector in terms of overseas revenue earned by Australia,” Mr Williams said.

“Such an approach is economically reprehensible to all Australians and manifestly unfair to all those employed in the sector.”

ITECA drew attention to “the lack of consistency” in approaches in the draft International Education and Skills Strategic Framework released by the Australian Government and the Education Services for Overseas Students Amendment (Quality and Integrity) Bill 2024 currently before the Federal Parliament.

“Both the draft framework and the legislation before the parliament are short-sighted responses to the failure of the government to properly administer the migration framework,” Mr Williams said.

“Small businesses in the international education sector and the working Australians employed by them deserve better,” he said.

ITECA has again called for an Australian Government strategy for the international education sector.

“We need a long-term strategy for international education that creates a framework where the sector can operate sustainably, jobs are protected, and international students feel welcome,” Mr Williams said.

“Sadly, the Australian Government’s approach to international education is diametrically opposed to these outcomes.”

 


 

ends

CDU to deliver doctors for the NT

CHARLES DARWIN University’s (CDU) goal of educating homegrown doctors is now a reality with the Federal Government granting $24.5 million to establish the CDU Menzies Medical Program.

The funding will allow CDU to establish and operate the medical school in Darwin from 2026 with 40 Commonwealth-supported medical places.

The Federal Government will also provide funding to support capital, establishment, and recurrent costs. The funding comes after the CDU School of Medicine rapidly progressed with the required exploratory work, which included the development of a medical curriculum and accreditation by the Australian Medical Council. 

The university has advocated for funding to establish the school and medical program to help address the Northern Territory’s demand for doctors. 

CDU acting vice-chancellor, Professor Reuben Bolt said the opportunity to deliver world-class medical training to local Territorians would have tremendous benefits to the community.

“We thank the Federal Government for recognising and affirming the commitment of Charles Darwin University and the Menzies School of Health Research to improving the health of Territorians, and advancing their lives,” Prof. Bolt said.

“The Northern Territory community has been at the forefront of our efforts to develop this program. And for Charles Darwin University, which is of and for the Northern Territory, it is a privilege to know that we will soon be able to educate and train homegrown doctors who will provide an invaluable service to the community that we know will make a difference.”

CDU School of Medicine Foundation dean, Dianne Stephens OAM said the announcement was recognition of how important the CDU medical program was to secure a sustainable medical workforce in the NT.

“I am absolutely lost for words at how fantastic this announcement is and how it validates all the work the team has put in over two and a half years to get this program up and running for the Northern Territory community,” Prof. Stephens said.

“It is going to be a game changer for the medical workforce in the Northern Territory and we will continue to work with our partners to make sure this program is perfect for Northern Territory context.

“It’s a privilege and an honour to contribute to the growth to the Northern Territory. I love this place, my children have grown up here. We have a bright future, and this will contribute to that future.”

Menzies School of Health research director, Alan Cass AO said it was critical to train local students who understand the nuances of the Northern Territory.

“Menzies School of Health Research, with its 40-year track record of conducting research in partnership with communities across the NT and our global region, will provide world-class research opportunities to the CDU Menzies Medical School students,” Prof. Cass said.

“Local, place-based partnerships, as embodied by the new medical school, provide sustainable answers to address workforce shortages and to train doctors who understand deeply the unique health challenges of First Nations Australians living in remote areas of the Northern Territory.”

Member for Solomon, Luke Gosling OAM said the funding gave a crucial opportunity to train and retain a local medical workforce.

“There is strong demand for doctors across the country, and this historic announcement delivers on a long-standing commitment by Malarndirri, Marion and I to boost our local healthcare workforce,” Mr Gosling said.

“Training our own means that we’ll have doctors with a more nuanced understanding of the local challenges and landscape. 

“Providing culturally and clinically relevant care will support our continued efforts to get better health outcomes for Aboriginal people and all Territorians.

“We’ve got the talent here – this investment is about making sure they have the best resources and training to get them qualified and out into the local community.”

www.cdu.edu.au

ends

Recognition agreement drives enhanced engineering mobility, collaboration between Australia, Spain

ENGINEERS from Australia and Spain will enjoy streamlined access to working in either country through a new mutual recognition agreement (MRA) between Engineers Australia and the General Council of Official Colleges of Industrial Engineers (CGCOII), Spain’s governing body for the industrial engineering profession.

The agreement was formalised by Engineers Australia CEO Romilly Madew AO and CGOII president Cesar Franco at an online ceremony hosted by the Australian Ambassador to Spain, Sophia McIntyre.

Speaking at the signing, Engineers Australia’s Ms Madew said, “As we look to the global challenges of our time – from ensuring our built environment is sustainable and resilient to climate impacts, to developing inclusive technologies and innovations – the role of engineers has never been more important. 

“Enabling skilled engineers to work across borders is an incredibly important part of addressing these challenges. That is why we have international mobility agreements which enable our members to live and work in more than 120 countries – and why today is such a significant milestone.”

Dr Franco said, “The reality and current circumstances of both countries, Spain and Australia, have big similarities in the great need for engineers in each country. While in Spain, our Engineering Observatory estimates that 200,000 engineers will be needed in the next 10 years, Engineers Australia is aiming to reach the figure of 100,000 in the next few years.

“The mobility agreement between our engineers and the Australian ones should be an incentive for future engineers from both countries. This agreement should be the best attraction for those who are thinking of studying a career with a future: engineering.”

Australian Ambassador to Spain, Sophia McIntyre welcomed the agreement as “opening the door to greater sharing of expertise and innovation at a time of significant growth in the economic relationship between Australia and Spain, particularly given the important role of Spanish infrastructure and energy companies in our green energy transition”.

The new MRA covers members of Engineers Australia who hold a relevant engineering qualification in industrial, chemical, electrical or mechanical engineering. 

It seeks to recognise the differences in qualification standards between the two countries, providing Spanish industrial engineers a pathway to meet Engineers Australia membership requirements without the initial assessment stage. Additionally, it aims to help Australian engineers meet Spanish qualification requirements, especially the six-year European Masters.

Engineers Australia, as the voice for the engineering profession in Australia, and CGCOII, advocating for professional standards in Spain, are both committed to advancing the engineering profession and fostering international cooperation, Ms Madew said.

This partnership, initially set for three years, is the second such collaboration Engineers Australia has established with a Spanish professional body, following a similar agreement with the Colegio de Ingenieros de Caminos, Canales y Puertos (CICCP) in October 2022.

www.engineersaustralia.org.au

ends

 

HireVue’s Tom Cornell says the Great Resignation is ‘all about employer flexibility’

By Leon Gettler, Talking Business

THE GREAT RESIGNATION is proving to be a major challenge for business.

Tom Cornell, the head of assessments (APAC) at HireVue, said Australian businesses needed to prepare for the Great Resignation and convince staff that they offer a better deal than they can get anywhere else. 

Several factors contributed to the Great Resignation, he said, and while the pandemic played a crucial role, other underlying issues were also at play. While the Great Resignation gained attention in 2021, Mr Cornell said it was essential to recognise that the labour market was complex, and multiple factors contribute to employment trends.

The phenomenon also highlights the changing expectations of workers and the need for employers to adapt to evolving preferences and priorities in the workforce. 

The psychology of resignation

Mr Cornell is a hiring expert with a background in psychometrics and industrial-organisational (IO) psychology. He said the Great Resignation had put the onus on employers in ways not seen before.    

“There’s more of an onus now on the employer to make the working environment and the role itself more attractive to not only prospective but to current employees – to not only draw that talent in but to retain them,” Mr Cornell told Talking Business.

“I think that we’re seeing a lot more confidence from employees to push and ask that from their employers.

“It you think a few decades back, it was very common to have this idea of a job for life where you get a job and that offers you structure, stability and you can work your way up the ranks over the years and your pay will come with that.

“Now people are starting to question that.,” he said. “They’re moving jobs every few years, joining start-ups, trying something new.

“People are feeling more confident about trying something new.”

Employees keen to ‘try something new’

Mr Cornell said while this had accelerated during COVID – and with “everything going digital” – this trend had been apparent for many years before. Coming from the assessment space, he said the focus had been on the candidate experience.

“We’re seeing a shift away from multiple interviews and long form assessment,” Mr Cornell said.

“A lot of organisations are putting that focus on the candidate experience, and we’re seeing that translate into that it is not enough to focus on prospective employees and make sure they’re happy with the process,” he said.

“You’ve also got to ensure you can maintain and retain them once they’re in the organisation.”

Mr Cornell said this meant companies now had to listen to employees to ascertain what was important for them.

He said there was lot of research about what this new work environment meant for different generations. The older workers would value stability and the opportunity to generate wealth whereas the newer generation would be more attracted to work life balance and living and working abroad.

He said employers now focus on having employees who are agile.

“I don’t think it’s so much for the employees to flip that back on the employers and say ‘Great you want me to be agile and flexible. I want you to be agile and flexible to what I want’.”

www.hireview.com

www.leongettler.com

 

Hear the complete interview and catch up with other topical business news on Leon Gettler’s Talking Business podcast, released every Friday at www.acast.com/talkingbusiness.

https://play.acast.com/s/talkingbusiness/talking-business-44-interview-with-tom-cornell-from-hirevue

More Articles …