Life Post COVID-19 | RR Recruitment Weekly

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A Moth or a Butterfly…which are you going to be?

8 Differences Between Butterflies and Moths - Australian Butterfly ...

When we finally remerge from ISO, I suspect we are all going to be a little different. We will certainly be looking at our own set of circumstances through a different lens.  Together we have experienced an acute, transformational and extreme change forcing all of us to quickly re-adjust and adapt to a new, albeit restricted, way of living.

 It has certainly crept into our vernacular. Have you heard the latest to emerge from our change in working circumstances? Hyperlocal: meaning relating to or focusing on matters concerning a small community or geographical area. We have returned to our communities, supporting one another locally as we work from home, perhaps even meeting our neighbours for the first time!  Perhaps this community connection is each of us attempting to replace our lost office connection? Who knows? We are all trying to normalise the not-normal and carry on in some way that is vaguely representative of our lives before COVID-19.  Many of us, not all, have had pause for thought. We have the opportunity to stop and rethink how we may like to move forward when we get back to normal, whatever that normal may be.

Post ISO, post COVID 19, what is the world of work going to look like?

How Life in Cities Will Change Due to the Coronavirus Pandemic

For many working from home has worked well, granted, not for all. The isolation has taken its toll with many craving for the connectivity of a noisy, safe, appropriately appointed, bustling office environment. This incredible social experience certainly sorts the introverts from the extroverts in how we have all adapted to WFH. But post Covid-19 when isolation restrictions are relaxed, what is the world of work for those who can, going to look like?  How will organisations accommodate much of their workforce preferring to work remotely, permanently?  I spoke to a number of people managers, leaders of organisations, about this exact dilemma during the week.  Just how do we move forward and accommodate this flexibility, equitably for all?  We all know it can be done, but everyone I spoke to about this agreed, it presents another level of complexity again to manage. One that needs careful planning, management and coordination. Those organisations that get it right will be the winners in maintaining their culture, team cohesiveness, attracting talent and retaining staff. Those who return to the way it was before this massive global upheaval, will struggle to compete with more progressive organisations who recognise the importance of offering their employees choice and flexibility in the way that they work.  Virginia Trioli’s program on Monday morning dealt with this very topic: the workplace, when its over, with guests Peter Konidaris, Managing Partner PwC, Michelle O’Neil, President ACTU and Alexis George, Deputy CEO ANZ: See here

ABC’s Ben Night has also written a great piece on how the pandemic has shaken up the workplace: See here

U-M experts imagine aspects of life, lessons learned after ...

It’s top of mind. We are all exposed to article after podcast after talkback after webinar, exploring this great opportunity to embrace change for the better and possibly emerge butterfly-like rather than moth-like. Which will you be?

For more, read on:
Here: https://www.adnews.com.au/opinion/how-will-flexible-working-change-in-a-post-covid-19-environment
Here: https://www.weforum.org/agenda/2020/04/here-s-how-coronavirus-has-changed-the-world-of-work-covid19-adam-grant

The first in ‘The Remote Manager’ series of free webinars is scheduled for Wednesday 13th May at 11:00am. This 45-minute webinar will share best practice tools on ‘How to effectively manage a virtual team’, with a focus on efficiency, productivity and delivery. Adele Last, Director at Career Lasso, experienced manager and trainer of teams will share her well researched insights on how to get the best out of your virtual team.

Need Practical Solutions?

A Temporary Workforce

Minimising risk will be top of mind and a temporary workforce solution is a great way to meet an immediate need while minimising long term financial commitment through an extremely volatile and uncertain period. Top of mind for many will be skilled resources in the health sector but also skilled resources in the area of HR, ER and OHS especially for those organisations without the dedicated in-house HR expertise who are trying to navigate their way through a rapidly changing work place environment. RR can assist with this as we have a stable of temp ready, many Work-From-Home ready professionals in this space

Virtual Temporary Professionals

All of a sudden, we are all working remotely. Thank God for cloud-based technology! But don’t forget, RR have a virtual workforce of solid all-round Temp Professionals, all of whom can support your business virtually. Our professional temps are equipped, trained and able to work from home to ensure that you have the coverage you need without putting anyone at risk

14-day self-Isolation and no cover?

If you have any staff returning from overseas, they are obliged to self-isolate for 14 days. We have the temp professionals to cover this gap. Carefully following all recommended hygiene protocols our temp professionals will seamlessly fill that unforeseen need

Work from Home ready?

As the business world prepares their remote workforce, this may change the way we work irreversibly. All of a sudden what was a privilege, something earned, the right and trust to work from home, will become the norm for most of us during the next couple of weeks. Who knew??

We can help you coordinate getting your employees up to speed quickly with easy access online OHS assessment to ensure that your people are completely compliant and prepared to work remotely.

Unbundled services and tailored solutions

We can provide specific recruitment support services on an as needed basis. For example, everything from initial candidate screening to reference and compliance checking at the other end.

Talent Pool Search & Development/Work Resource Planning

Now is an ideal time to consider the talent that that you will need moving forward once this crisis is over. Talent pools take time to build.  This time can be well spent beginning the process of developing trusted relationships with your employees of the future. RR conduct talent/resource capability audits, target, search and build talent pools to fill in-demand roles for when you are ready to employ again and that time will come!

Building Databases

As experienced resourcers, RR can build and manage a database of specialist or otherwise, voluntary or paid resources as an outsourced service


Outsource your onboarding process in order that you have consistency of process as well as your brand as you welcome and on-board new employees. RR can manage everything from contract generation to induction process, manage vital initial communication between employee and organisation and even the performance review process. We can tailor your onboarding process to fit your requirement

Outplacement support

We can provide comprehensive, supportive and tailor-made outplacement support as some organisations adjust their workforce.

Free Stuff

This link offers some free resources to help you make sure your people and your organisation are compliant: https://www.rusherrogers.com.au/coronavirus-and-safety-when-home-is-the-workplace/

The items available for download are: 

  • Risk Management Guide 
  • COVID-19 Office WHS Questionnaire 
  • Working at Home Policy and Procedure 
  • Work from Home Request Form 
  • Work from Home WHS Evaluation Form 


Please note that by providing these free online resources Rusher Rogers takes no responsibility whatsoever for the efficacy of your polices, risk, OH&S, communication or any other outcomes as a result of using all or part of the online resources made available by Rusher Rogers 

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