Quality People Pty Ltd, a leading provider of ILS talent acquisition and training services, made a significant impact at Land Forces 2024, Australia’s premier international land defence exposition. The event, a crucial platform for showcasing the latest advancements in land warfare technology and fostering strategic partnerships, provided Quality People with an ideal opportunity to connect with industry leaders and demonstrate their expertise in Integrated Logistics Support (ILS).

Showcasing ILS Expertise

Quality People’s presence at Land Forces highlighted their commitment to providing the Australian Defence Force (ADF) and the broader Defence Industry with the talent they need to succeed.  The company’s CEO, David Silverman, actively engaged with attendees, showcasing their comprehensive ILS Practitioner Course, designed for current and former ADF personnel, veterans, and defence civilians seeking to transition into civilian careers within the defence industry.

The ILS Practitioner Course, led by ILS industry expert Shane, with over 45 years of Acquisition and Sustainment experience in ADF and Defence Industry, provides participants with the practical skills and knowledge needed to excel in their roles. The course is designed to bridge the gap in the Defence Industry, equipping participants with the skills needed to navigate the complexities of ILS within the civilian sector.

Building a Skilled Workforce

Quality People’s commitment to providing high-quality training that meets rigorous standards and is recognized by industry was evident at Land Forces.  The company’s emphasis on practical skills and experience prepares participants for real-world challenges, ensuring they are equipped to meet the evolving demands of the ILS sector.

Beyond Individual Participants

The impact of Quality People’s training extends beyond individual participants. By arming a new generation of skilled professionals, the company contributes to the overall strength and competitiveness of the Australian Defence Industry. This, in turn, benefits the Australian Defence Organisation by ensuring a steady supply of trained personnel to maintain operational readiness.

Networking and Collaboration

Land Forces provided a valuable opportunity for Quality People to network with industry leaders and establish new connections.  The event facilitated discussions on defence strategy and workforce development, highlighting the evolving needs and priorities of the Australian Defence Force (ADF). Quality People’s presence at Land Forces demonstrated their commitment to supporting the Defence Industry through talent acquisition and training.

Looking Forward

The ILS sector is constantly evolving, driven by technological advancements, changing operational requirements, and the need for greater efficiency. Quality People’s commitment to staying ahead of the curve is crucial to its continued success. This means adapting its training programs to incorporate the latest technologies and best practices, ensuring that its participants are equipped to meet the challenges of the future.

Quality People’s participation in Land Forces 2024 underscores their commitment to supporting the Defence Industry. The company’s presence at the event showcased their expertise in ILS, their dedication to building a skilled workforce, and their commitment to collaborating with industry leaders to address the evolving needs of the Australian Defence landscape.

Imagine a complex machine, like a fighter jet or a warship. It needs more than just being built; it needs to be maintained, repaired, and operated effectively throughout its entire lifespan. This is where Integrated Logistics Support (ILS) comes in.

Integrated Logistics Support (ILS) is a comprehensive approach, and vital aspect of Defence operations, encompassing all aspects of supporting a system throughout its lifecycle from its initial design, through acquisition and sustainment, to its eventual disposal. It ensures that the right equipment, personnel, and resources are available at the right time and place to maintain operational effectiveness. It’s not just about fixing things when they break; it’s about anticipating needs, planning for maintenance, and ensuring the right resources are available at the right time.

ILS is underpinned by ten focused and interdependent elements being:

• Engineering Support: Designing, developing, and maintaining the system’s technical specifications.
• Maintenance Support: Providing the necessary resources and expertise for repairs and upkeep.
• Supply Support: Managing the procurement and distribution of spare parts and consumables.
• Training Support: Equipping personnel with the skills and knowledge to operate and maintain the system.
• Technical Data: Developing and managing technical documentation for the system.
• Personnel: Ensuring the availability of qualified personnel to operate and maintain the system.
• Facilities: Providing the necessary infrastructure for system operation and maintenance.
• Packaging, Handling, Storage, and Transport (PHS&T): Managing the safe and efficient movement and storage of the system and its components.
• Support & Test Equipment: Providing the necessary tools and equipment for maintenance and testing.
• Computer Support: Utilising information technology to manage and optimise ILS processes.

The Australian Defence Organisation (ADO) is responsible for delivering and managing Defence capabilities to meet Australia’s strategic objectives. This includes both the military forces, the Australian Defence Force (ADF), and the civilian organisation responsible for policy, administration, and support, the Department of Defence (DoD).

The ADO manages Defence capabilities across five domains:

• Sea: The Royal Australian Navy (RAN) operates in the maritime domain, responsible for maritime security, naval warfare, and strategic deterrence.
• Land: The Australian Army operates on land, responsible for land warfare, defence of Australia, and joint operations with other ADF branches.
• Air: The Royal Australian Air Force (RAAF) operates in the air, providing air power, strategic deterrence, and support for joint operations.
• Space: Space is increasingly important for the ADF, providing situational awareness, communication, navigation, and early warning capabilities.
• Cyber: Cyber capabilities are essential for information warfare, cyber defence, intelligence gathering, and command and control.

Each domain plays a fundamental role in achieving the ADO’s overall mission, and the One Defence Capability System (ODCS) is the comprehensive framework for managing and delivering Defence capabilities in Australia. The ODCS aims to ensure that all domains are integrated and work together effectively to achieve common goals.

The ODCS encompasses a range of processes, including:

• Capability Development: Identifying and defining Defence capability requirements.
• Capability Acquisition: Acquiring the necessary equipment, systems, and services to meet capability requirements.
• Capability Sustainment: Maintaining and supporting acquired capabilities throughout their lifecycle.
• Capability Management: Driven by good Governance and Decision-Making, Capability management involves various committees and governance structures to ensure effective decision-making and performance monitoring over the equipment life-cycle.

Why is Integrated Logistics Support (ILS) so important for the Australian Defence Organisation (ADO) and the One Defence Capability System (ODCS)?

• Operational Readiness: The ADF needs to be ready to respond to any threat, at any time. ILS ensures that equipment is operational, personnel are trained, and spare parts are readily available.
• Cost-Effectiveness: Defence budgets are limited, and ILS helps to minimize costs by optimising maintenance, supply, and training requirements. This ensures that resources are used efficiently and effectively.
• Effective Capability Development: The ODCS, the framework for managing and delivering Defence capabilities, relies on ILS to ensure that new systems are designed for supportability and that the necessary support infrastructure is in place.

ILS is a crucial component of the ADO’s ODCS, ensuring that Defence capabilities are developed, acquired, and sustained effectively and efficiently. It is essential for achieving optimal operational availability and cost-effectiveness for Defence capabilities, ultimately contributing to the ADF’s ability to fulfill its mission.

The ODCS ensures that ILS considerations are integrated into every stage of the lifecycle of Defence capabilities, from development to disposal. This integration is crucial for achieving:

• Optimal Operational Availability: Ensuring that the necessary support is available, the ODCS and ILS work together to maximise the operational availability of Defence capabilities across all domains.
• Measured, Monitored and Planned Expenditure: Integrating ILS considerations into capability development and acquisition minimises life-cycle costs by optimising maintenance, supply, and training requirements for all domains.
• Improved Decision-Making: The ODCS provides a framework for incorporating ILS considerations into decision-making processes, ensuring that all aspects of capability support are considered across all domains. 

In summary, the One Defence Capability System (ODCS) provides the overarching framework for managing and delivering Defence capabilities across all five domains, while Integrated Logistics Support (ILS) provides the specific processes and resources necessary to support those capabilities throughout their lifecycle. The two systems work together to ensure that Defence capabilities are developed, acquired, and sustained effectively and efficiently, meeting the needs of the Australian Defence Organisation (ADO). This ensures the Australian Defence Force (ADF) is equipped, trained, and sustained to meet the challenges of the 21st century, across all of the domains in which it operates.

The Australian Defence Organisation (ADO) is operating in a rapidly shifting landscape, driven by a confluence of factors:

• Geopolitical Shifts: The Indo-Pacific region is experiencing a rise in strategic competition, with China’s growing assertiveness and the increasing influence of other regional powers. This has created a more complex and uncertain security environment for Australia.
• Technological Advancements: Rapid advancements in technology, particularly in areas like cyber, space, and artificial intelligence, are changing the nature of warfare. These technologies are creating new opportunities and challenges for defence, requiring the ADF to adapt its capabilities and strategies.
• Emergence of New Threats: The ADF is facing a range of new threats, including cyberattacks, terrorism, and transnational crime. These threats are often difficult to predict and require a more agile and adaptable response.

The Need for an Integrated ADF:

To address these challenges, the ADF is undergoing a transformation towards a more integrated force. This means:

• Joint Operations: The ADF must be able to seamlessly integrate its capabilities across all branches (Army, Navy, Air Force) and domains (Sea, Land, Air, Space, and Cyber). This requires greater interoperability between branches and a focus on developing joint doctrine and training.
• Technological Advancement: The ADF must embrace new technologies and develop capabilities in areas like cyber, space, artificial intelligence, and autonomous systems. This requires investment in research and development, as well as the acquisition of new equipment and systems.
• Whole-of-Government Approach: Defence is no longer solely a military concern. The ADF must work closely with other government agencies, such as intelligence agencies, law enforcement, and foreign affairs, to address security challenges. This requires a more collaborative approach to policy development and operational planning.

The ADO’s shifting landscape is driven by a complex interplay of geopolitical, technological, and strategic factors. The ADF’s transformation towards an integrated force is a necessary response to these challenges, ensuring that Australia is able to defend its interests in the 21st century.

Do you have a vacancy in your team? Are you agonising over whether to hire directly or through a recruitment agency? These are some of the reasons we think that using an agency is a great idea:

Extensive Networks

Some roles are hard to fill and the perfect candidate can be hard to find. If quality candidates aren’t responding to job advertisements it may be because they don’t see themselves as the ideal candidate, or they simply aren’t checking job ads regularly. Agencies have many networks or ‘talent pools’ with candidates of varied experiences and qualifications. They have the potential to leverage their networks to help connect you to people with a range of skills and experiences, many of whom wouldn’t be actively job seeking and potentially missing your advert. According to LinkedIn, 12% of the workforce is actively looking, but 85% would consider a change if the opportunity is right. There’s a strong chance that a good recruiter will know how to reach them.

Brand Promotion

If you’re still not convinced on why using a recruitment agency may be the right move, the decision to do so can bring some added benefits that may be difficult to quantify immediately, but are nevertheless very real. Unless you’re Google or Apple, you probably don’t have thousands of qualified candidates camping outside your door and lining up to work for you. A good recruiter will “sell” your company to a candidate.

Quality of Applicants

If you have ever advertised a role directly you may agree that a lot of applicants may not be good matches for the role. On average, over 80% of CV’s received aren’t given serious consideration by hiring managers. Significant time will be invested in filtering, assessing, matching and communicating with unsuitable candidates. Internal HR/Recruitment teams that are time and resource poor may not be able to run a thorough matching process. Using a recruitment agency should mean that you only see job seekers who have been pre-selected to match all the criteria that you are looking for and who are worthy of serious consideration for an interview.

Time Saving

There are are time constraints to performing a thorough candidate search, so it is often easier for managers to interview from an agency shortlist – in fact many hiring managers, themselves possibly placed by recruitment agencies in the past, often favour third party recruiters. There is little doubt that a hard pressed HR or in-house team can benefit from the networks of a trusted agency partner. Many will see the recruitment fee as a worthwhile investment and a significant time saver, time that can be spent more effectively, working on strategic business initiatives.

The Guarantee

In addition to the recruitment help, all good agencies offer guarantee periods. If the hire doesn’t work out, you don’t pay and they start the search over, not you. If you look back at the staff turnover you’ve had, how much can be attributed to rushed hires, lack of screening, or settling/compromising just to fill that spot? When you use a recruitment agency you stop making those mistakes on your own, and start making them work in your favor.

Quality People can save you time in sourcing and short-listing candidates; find candidates who wouldn’t find you on their own; and allow you to spend more time focusing on your job. Contact us for a free and confidential discussion about the needs of your business.

I saw a video in which the narrator raised the topic of “Choose Your Hard”. The concept is that sometimes you are faced with 2 opposite choices, both are hard, but one of them is a wiser choice. I don’t know who had this idea first, I wish I knew who to credit this notion to.

The examples given were:

• Divorce is hard. Working on your marriage is hard. Choose your hard.
• Being obese is hard. Getting fit is hard. Choose your hard.

Life is hard, no matter which path you walk down. Let’s explore it in more detail, this time in relation to business:

• Being in debt is hard. Being financially disciplined is hard. Choose your hard.
• Keeping your cash in the bank and watching it earn 1% is hard. Investing in something a bit riskier where the rewards are potentially higher is hard. Choose your hard.
• Having no new business leads is hard. Speaking to strangers at a networking event is hard. Choose your hard.
• Finding time to do all your daily tasks is hard. Delegating and training your staff is hard. Choose your hard.
• Watching your business stagnate is hard. Committing to increase your marketing spend is hard. Choose your hard.
• Doing the same things over and over is hard. Writing and regularly reviewing your business plan is hard. Choose your hard.
• Recruiting new staff is hard. Engaging a recruitment agent is hard. Choose your hard.
• Avoiding difficult conversations is hard. Having difficult but necessary conversations is
  hard. Choose your hard.

Life is hard, no matter what. Sometimes the harder choice is the best one. Embrace the challenges, find time and energy to do the things you know you need to do. Look for solutions, not excuses.

It’s an inescapable fact that majority of conversations that you’ll have with another person for the foreseeable future will most likely, at some point, at least touch on the ongoing coronavirus pandemic. People tend to speak about topical issues, and job interviews are no different. Hiring managers may ask COVID-related questions so it is important to anticipate interview scenarios and prepare responses.

These are examples of some questions you may find yourself answering in an interview:

Are you set up to work from home?

Asking for too much personal information can sometimes create legal complications for businesses, so recruiters and hiring managers will most likely not pry too much into your day-to-day life. However, a company that plans to hire someone soon will probably need to onboard them even though they’re located at home. You should expect questions about your ability to work from home and the resources you have available to do the job.

You can mention that you have a dedicated workspace, reliable internet, good phone reception, and a balanced lifestyle.

What have you learned about yourself during the pandemic?

There is the standard ‘tell me about yourself’ question, but nowadays recruiters and hiring managers may alter it or follow it up with another question to find out what you learned about yourself during the pandemic. It could be one way for an interviewer to assess your emotional intelligence and assess your natural response when faced with a crisis or a stressful situation.

A positive response is the order of the day, it is an opportunity to demonstrate how you have become adaptable, flexible, open to change, and that you can thrive in any circumstances. You could demonstrate your proactive time management skills by talking about how you have done volunteer work, additional study, or you’ve updated things like the policies and procedures manual you have been meaning to get to for years.

Are you willing to work from an office when the pandemic is over?

Over the last week there have been encouraging signs the worst of the pandemic has passed in Australia. The Prime Minister has declared that they will be gradually easing restrictions to allow people to go back to work.

Alexander Kumar, a British medical doctor once said: “Living in Antarctica is hard; coming home is harder”.  Reintroduction back into mainstream office work can be psychologically tricky. “At a reunion, I found it difficult to connect to my friends, colleagues and relatives.”

Many people are working from home during the pandemic, but what happens once the Government relaxes the restrictions and allows people to work at an office again. At some point in the not-too-distant future many people will head back to an office. You should be clear in your mind as to whether you are prepared to transition into an office when it’s safe to do so. 

If you’re unwilling to work from an office, we suggest that you look for positions that are clearly advertised as “remote”. Otherwise, flexibility and adaptability are once again the key.

Do you have any interview questions for which you would like Quality People to help you to frame a response? Comments welcome.

Lately I’ve been seeing a frenzy of posts on social media along the lines of “I have a new appreciation for school teachers!” or “Is it ok for homeschool teachers to drink on the job?”. One thing we can agree on is that working parents who are suddenly homeschool teachers for the first time are experiencing the type of challenges we aren’t fully prepared for.

Our world has been altered by COVID19. Just a few weeks ago we had a perfect system. The office. The cup of tea. The kids at school. The routine. Now is the time to demonstrate how adaptable we can be.

I’m here to tell you that it is possible to do your job with the kids home from school. Here are some tips and tricks to get make the most of the next few weeks:

• Allow yourself an adjustment period. Remember that this is a new routine for you, your boss, your kids, and their regular school teachers. Try be patient with yourselves as you collectively embrace the new normal
• Constant communication is vital to keep the kids informed of your expectations of them, and your do-not-disturb work hours. Don’t forget that you’re still their parents despite your new teacher role, and you still need to feed them and attend to their emotional needs. At the end of the working day it’s a good idea for you to put your phone down, shut the laptop and reconnect as a family
• Kids usually thrive on routines. In conjunction with their regular school teachers, create a schedule for them so they know what’s coming up that day. Allow flexibility in that schedule to cater for the unexpected
• Prioritise your work. It has never been more crucial to attend to your most critical tasks. Understand that you’ll be more distracted at certain times of day so the more important tasks should be done when you’re distraction-free. Sometimes that distraction-free time might be at night so it’s essential to manage the expectations of your boss and your clients\
• Allow time not only for guiding the kids through their learning tasks, but also for unanticipated shifts in priorities. Sometimes deadlines get brought forward, and that tends to happen at the same time as the dog gets sick, or the entire container of rice falls on the floor. Not to mention the wifi playing up and you have run out of tissues… These are the times to breathe, hug your child, get some fresh air and do the best you can. Some days will be hard, but some days will feel easier
• Give your child the tools they require to occupy their time while they wait for you to get off the phone. Leave a box of activities and healthy snacks in easy reach for them
• Take good care of yourself by getting enough exercise, eating healthy, meditating, staying hydrated, and getting enough sleep
• Remember the reasons you are doing this. You are lucky to have a family and you’re lucky to have a job. The good far outweighs the bad, the rewards are worth it! Hang in there!

For those employers who have never done video interviews, it requires a shift in mindset. Candidates may be new at it too so you can relax them by letting them know that you’re on the journey together.

Ensure that the platform (eg Skype, Zoom, Microsoft Teams) is operating efficiently, a meeting request has been sent and accepted by the candidate. Ensure you log on and arrive for the interview first.

One tip is to be more candid than you might normally be. Virtual recruiting can be clumsy and awkward. A laptop might be sitting at an unflattering angle, the internet connection could lag and distractions can emerge from off screen on both ends. 

It’s advisable to set aside some time at the beginning to iron out any wrinkles. The normal ice-breaking time at the start of an interview can happen on top of this. If you normally set aside half an hour for a face-to-face interview, set aside forty five minutes for a virtual one. Take the time to ask, ‘Can you hear me? Can you see me? I understand that this might be a new experience for you, I want to assure you this is all new to me too.’ It is okay to guide them, make sure they are not disadvantaged by sitting a little too far away from the camera. If there is a lag in the connection it’s ok to let them know. You won’t be able to make a good assessment if there is a lag or you can’t have good eye contact.

In case technology fails is a really good idea to have a backup plan (like each other’s mobile numbers).

It is important to be frank about the environment candidates are joining. In times like this, you can’t afford to invest in new people only to have them jump ship during the middle of a global crisis.

If you’re hiring someone who will join your business without a face-to-face induction, you will need someone who can pick things up quickly. Focus on competency-based questions around their learning ability. This is important, especially if this outbreak drags on for months.

It may also be a good idea to assess the level of support the candidate expects before they even begin. You may consider asking candidates about their current or former employer’s response to coronavirus and how they think it has impacted the culture.

It can be hard to assess cultural fit via a computer screen, especially when you are used to looking for nuances in face-to-face interactions. More than previously, it may be prudent to ask candidates about interactions with other staff, their preferred management style, and their external interests. Get them talking.

At Quality People we’re here to help, be it with technical issues, screening questions, or emotional guidance in these troubled times. Feel free to reach out to any of our consultants at any time.

Who else is now working from home? Is it new for you?

These are a few tips for getting through the day:

1. Set up a space so you can feel comfortable, good chair, right height table or desk, good lighting and fresh air (if possible)

2. Always get up and be ready for the day have a set work start and finish time, try align these times with your regular work hours so that your colleagues, clients and customers aren’t greatly affected by your flexi-hours

3. Make sure you know how to use the workplace video conferencing, be it Skype, zoom etc

4. In light of 3 & 4 brush your hair & have a shirt on for the video! Not only will feel professional, that you’re at work, but your colleagues will get the sense that you aren’t slacking off

5. If your kids are at home with you, all of this could be a little tricky. Depending on their age they’ll need varying levels of supervision. You’re a parent despite your work commitments. Try set them up with activities that require less of your time. Take regular breaks from work to check up on them and prepare snacks for them. It’s important to stay patient with them, it may be a new routine for them too! If your kids are struggling with the “social distancing” thing, try explaining it to them by using the example from “Frozen” when Elsa had to stay away from Anna to keep her safe

6. Don’t have the TV or music on unless you normally would if you were working in the office

7. Say good morning via text or Team app to your team every day and check in on everyone regularly. Human contact is vital for your sanity!

8. Have a to do list for the day so you know what you need to achieve

9. Have regular breaks, have a coffee/ tea & stand up and walk around. Ensure you spend 15-30 minutes outside for a breath of fresh air during your lunch break! (Yes make sure you have a lunch break)

10. If you are struggling please seek help there are many resources available, it may be talking to a line manager a colleague.