Experience, Insight, Impact: Verity’s Take on Social & Community Care Recruitment
Chris O • September 15, 2025
With over two decades of recruitment experience, we’re thrilled that Verity Wilson has recently joined Talent Quarter to head up our Social and Community Care Eastern Region. In this Q&A, she shares her reflections on the sector: what makes Social and Community Care uniquely challenging and rewarding, how providers can attract and retain the right people, and why investing in training and compliance isn’t just good practice - it’s essential for building sustainable, people-first services.
Q: We'll start with a hard-hitting question, Verity, given your experience in this sector, how do you see the Social and Community Care workforce evolving over the next 5 years?
We’re facing a pivotal moment in Social and Community Care. Demand for care services is growing rapidly in just five years, around 95,000 new carers entered the workforce (2016–2021) during what’s been described as an ‘aged/disabled carer tsunami’. At the same time, projections suggest we’ll need an additional 110,000 workers to meet community care needs in the next five years!
These shifts aren't just about headcount - they reflect the increasing complexity of care and the higher skills required to meet it. That’s why training and development must be at the core of workforce strategy. At Talent Quarter, we’re committed to supporting this evolution - connecting people not just to jobs, but to roles where they can grow their skills and deliver quality care with confidence.
Q: What’s the real cost of a wrong hire in Social and Community Care, and how do we help mitigate that at TQ?
The cost of a bad hire goes far beyond the numbers - it deeply affects service quality, team morale, and the well-being of the people being cared for. In Australia, a single wrong hire can cost anywhere from A$15,000 to A$35,000, when you consider lost productivity, rehiring, onboarding, and disrupted team dynamics. In highly regulated settings like Disability, Youth and Social and Community Care, the stakes are even higher - mistakes can lead to compliance breaches, reputational damage, or worse.
That’s why compliance is our foundation. We invest deeply in understanding each client’s culture and strict regulatory needs, so we can match the right person to the right role with confidence.
Q: And how do you think TQ support clients as more than just a recruitment partner?
We partner with clients to forecast future hiring needs, provide insights on salary trends and competitor activity, and guide them on retention strategies. We also share direct feedback from candidates, giving them valuable insights on why they stay or leave and advise on positioning their culture to appeal to top talent. The way I see it, it’s about being both a partner and an advisor.
Q: Verity, let’s take it back, can you share your career journey so far - what drew you into Social and Community Care recruitment?
My journey started in Blue Collar temp recruitment, placing storemen and forklift drivers into international warehouses - a great foundation for my career. From there, I moved into permanent recruitment and then into RPO, where I spent eight years managing national teams across Industrial and Healthcare, it was fascinating for me to be working on everything from short-term receptionist contracts to senior finance roles.
I came into Social and Community Care at the beginning of COVID and that’s when I found my real passion. Clients and candidates in this division show up every day for the people who need it most. I have so much respect for all Carers and our amazing clients.
Q: What keeps you passionate about working in Social and Community Care?
What keeps me passionate is the people in this sector. Carers need to be celebrated and respected, they do extraordinary work under incredibly challenging circumstances. At Talent Quarter, we see it as our responsibility to not only recognise that, but to connect them with opportunities where they feel valued and supported. That’s what #connectionswithimpact means to me - making sure the people who give so much to others are given the chance to thrive in their careers too.
Q: Looking back, what’s one lesson you’ve learned about supporting candidates and clients in Social and Community Care?
Honestly, I’ve learnt never to underestimate the situations we put our staff into. Our clients and candidates do their very best in an incredibly demanding field, and to me, that deserves real recognition and respect. At Talent Quarter, we make it our mission to support carers with the right opportunities, guidance, and care, and for clients, ensuring our workforce is highly compliant is key.
Q: What do candidates often underestimate when considering a role in Social and Community Care?
Candidates often underestimate just how challenging some situations in Social and Community Care can be, and the level of responsibility that comes with the role. But that responsibility is also what makes the work so meaningful - you’re making a real difference in people’s lives. At Talent Quarter, we don’t just place you and walk away; we provide resources, training, and ongoing development opportunities, so you feel equipped and supported to handle those challenges. For us, it’s about helping you grow in your career while delivering the best possible care.
Q: What advice would you give to someone transitioning into Social and Community Care for the first time?
I’d say, go in with an open mind and a willingness to keep learning. Every day will bring new experiences, and sometimes tough ones, but that’s also what makes the work so rewarding. It’s important to look after yourself too! Knowing when to pause and recharge is part of being able to give your best. At Talent Quarter, we make sure you’re not facing that journey alone. We connect you with the right training, resources, and support so you feel confident and ready to build a lasting career in Social and Community Care.
Q: What do you see as the biggest challenges for employers in Social and Community Care recruitment right now?
I would say compliance is one of the biggest challenges for employers in Social and Community Care recruitment right now. The standards are complex, but they’re absolutely essential to protect both clients and the people receiving care. At Talent Quarter, compliance is truly at the heart of everything we do. It’s our cornerstone and our competitive advantage. By putting compliance first, we give our clients confidence that every placement is safe, reliable, and fully aligned with industry standards, so they can focus on delivering the highest quality of care.
Q: How can employers better attract and retain the right people — beyond just salary?
Salary will always be part of the conversation, but it’s rarely the only factor. What really helps employers attract and retain great people are things like ongoing training, development, and roster flexibility - the tools that show staff they’re valued and invested in. At Talent Quarter, we go further by providing access to free online training modules through the NDS Learning Academy, as well as our Employee Assistance Program (EAP), which supports wellbeing both personally and professionally. By creating environments where carers feel supported, skilled, and cared for, we help our clients build teams that stay longer and deliver better outcomes.
Q: Finally, outside of work, what are a few things that really capture who you are?
I can’t pass a cat or dog without stopping for a pat - it’s almost a reflex. I’m also a big Sydney Roosters fan and I never miss a game! Coffee is essential to my day, and when I do sit still, I love getting lost in a good thriller novel!
Social and Community Care is one of the most demanding sectors, but it’s also one of the most meaningful. For Verity, success isn’t measured in numbers - it’s measured in the dignity, respect, and support that Carers bring to the people they look after every day.
We’re proud to have Verity leading the way with her experience, insight, and compassion. By combining her knowledge with our commitment to compliance, training, and true #connectionswithimpact, we’re helping both candidates and clients thrive, and making sure the people who need care most receive it from the best.
📩 Whether you’re a professional looking to build your career in Social and Community Care, or a provider wanting to attract and retain the best people, our team is here to help, get in touch today.
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In today’s world of work, careers are no longer linear. Roles evolve. Industries shift. Skills that mattered five years ago may not be enough today. This is where a growth mindset becomes one of the most valuable tools you can bring to your career. What is a growth mindset? A growth mindset is the belief that skills, capability, and confidence can be developed over time. People with a growth mindset: Stay curious Seek out learning opportunities View challenges as part of progress Learn from feedback and setbacks In contrast, a fixed mindset assumes that ability is static, that you’re either “good at something” or you’re not. The concept comes from the work of Dr Carol Dweck, a world-renowned psychologist who studied how people respond to challenge and failure. Her research showed that long-term success is driven less by innate talent, and more by how people approach learning, effort, and growth. In simple terms: It’s not about where you start, it’s about how you respond. Why a growth mindset is so valuable in the workplace Workplaces today are constantly changing. New systems, new expectations, new ways of working. A growth mindset helps individuals navigate this change with confidence rather than fear. Here’s how it shows up in practice: Greater resilience and adaptability - People with a growth mindset see setbacks as temporary. Instead of internalising failure, they ask: What can I learn from this? This makes it easier to recover, recalibrate, and move forward. Stronger learning and development - A growth mindset encourages continuous skill development. Whether that’s learning new technology, stepping into leadership, or expanding your commercial thinking. Increased innovation and creativity - When people aren’t afraid of getting things wrong, they’re more willing to experiment, contribute ideas, and think differently. Better collaboration - Growth-minded individuals are more open to feedback and knowledge sharing, which strengthens teamwork and trust. Improved performance over time - Rather than chasing perfection, a growth mindset focuses on progress, and that’s what sustains performance. Dr Dweck’s research also shows that employees in growth-oriented cultures are: More likely to trust colleagues More committed to their organisation More willing to take smart risks More likely to experience innovation What this means for you as a candidate Whether you’re actively job searching, exploring your next step, or simply thinking about what’s next, a growth mindset plays a key role in how you show up. Hiring managers aren’t just assessing what you’ve done. They’re assessing how you learn, adapt, and grow . A growth mindset helps you: Talk confidently about skills you’re developing Frame challenges as learning experiences Show curiosity rather than defensiveness Demonstrate potential, not just past titles Practical ways to build a growth mindset in your career 1. Reframe challenges - Instead of “I’m not good at this,” try: I haven’t mastered this yet. 2. Ask for feedback…and use it - Feedback isn’t criticism, it’s information. The strongest candidates use it to refine, not retreat. 3. Focus on progress, not perfection - Career growth is iterative. Waiting until you feel “ready” often delays momentum. 4. Value effort and learning, not just outcomes - What you learn along the way often matters more than the immediate result. 5. Be open about what you’re developing - You don’t need to have every skill, but you do need to show willingness to learn. A final thought A growth mindset doesn’t mean ignoring challenges or pretending everything is easy. It means believing that your career is something you can shape - through learning, reflection, and action. And in a world of constant change, that belief is one of your greatest assets. If you’re navigating your next move and want support along the way, working with a recruiter who understands both capability and potential can make all the difference. Your career isn’t fixed. And neither is what’s possible next.
We recently welcomed Greg to the Talent Quarter team, where he specialises in senior and executive appointments across the Welfare and Not-for-Profit sector. With more than 25 years’ recruitment experience across London and Sydney, Greg brings deep search expertise, a strong commercial background, and a genuine passion for purpose-driven organisations. Here’s a quick Q&A to get to know him a little better: Q: What attracted you to working in the Welfare and Not-for-Profit sector? I wanted my work to have a more direct social impact. The organisations in this sector do incredible work, and placing strong leaders who can drive meaningful change is incredibly rewarding. Q: What areas do you typically recruit for? I focus on senior and executive appointments across Child, Adult and Family Services, Domestic Violence, Mental Health, Aged Care and Disability Services. These are complex environments where leadership really matters. Q: What do you look for in great leaders within this sector? Great leaders in this sector combine strong strategic thinking with genuine empathy. They understand the complexity of working within community services and can balance operational demands, regulatory requirements, and the human impact of their work. I look for leaders who can build resilient teams, create safe and inclusive cultures, and make thoughtful decisions in high pressure environments. The best leaders are those who stay connected to the purpose of the work supporting vulnerable individuals and communities while still driving sustainable organisational outcomes. Q: From your perspective, what insights can you give us from the Welfare and Not-for-Profit sector right now? The sector is seeing a significant increase in demand for services, particularly in areas like mental health, domestic violence, housing and disability support. At the same time, organisations are facing funding constraints and workforce shortages, which is putting pressure on teams and leadership. As a result, there’s a growing need for leaders who can navigate complexity balancing strong governance and financial sustainability with a clear focus on purpose and impact. Organisations that invest in capable leadership and resilient teams are the ones best positioned to meet the increasing demand and continue delivering meaningful outcomes for the communities they serve. Q: A quick personal one – how do you like to spend your time outside of work? Outside of work, I’m usually balancing early mornings and late nights following Arsenal (often heartbreakingly), walking everywhere with my hyper-active dog, and trying to keep up my swimming laps. I’m also a keen BBQer and a strong interest in a good wine and a great restaurant. If you’re an organisation looking for senior or executive leadership in the Welfare and Not-for-Profit sector, or a candidate exploring your next leadership opportunity , Greg would love to connect. 📩 Feel free to reach out to start the conversation with Greg here: Phone number: 0482 077543 Email: greg.forster@talentquarter.com.au
This blog marks the second instalment in our Leadership Series with Catherine Harris from Project ROAR . If you haven’t already, we recommend starting with our first blog, How to Quiet Self-Doubt in Your Career, which explores practical ways to build confidence and navigate uncertainty at work. Over the coming weeks, we’ll continue sharing a new blog each week in the lead-up to Catherine’s upcoming masterclass, The Art of Delegation. This session will focus on how to delegate with clarity and confidence-by setting clear outcomes, defining ownership, and empowering your team to take responsibility. Catherine will expand on these ideas in her webinar on 29 April, sharing practical, actionable insights to help leaders delegate more effectively and build high-performing teams. ____________________________________________________ At different points in your career, the context changes. You might be between roles. Exploring options quietly while still employed. Or positioning yourself for a step up. But the underlying truth stays the same - your next opportunity often comes from how clearly you articulate your value, who knows your story, and how intentionally you manage your next move, not just what’s written on your resume. Applying for roles is part of the process. It’s rarely the whole strategy. The people who gain momentum faster tend to approach their careers with intention…not urgency, but direction. Below are three practical strategies that consistently help people feel clearer, more connected, and more in control of what comes next. 1. Use Your Network With Purpose - Your network isn’t a safety net, it’s a working asset. Not in a transactional way, but in a relational one. Strong networks create visibility, context, and advocacy. They help people understand where you’re headed, not just where you’ve been. A few grounding principles: a) Start where you are - If you’re employed, strengthen internal relationships. Talk with leaders, peers, and teams adjacent to your own. If you’re exploring externally, reconnect with former colleagues, clients, and industry contacts. b) Be clear about what you’re exploring - Clarity helps others help you. “I’m exploring Clinical Services Manager roles in Sydney” is easier to respond to than “I’m open to something new.” c) Stay visible in low-effort ways - Sharing an article, congratulating someone on a role change, or making an introduction keeps you present without needing an ask. Practical prompt: This week, reconnect with three people you haven’t spoken to in a while. Share a brief update and ask what they’re working on. 2. Get Clear on Your Positioning - If someone asked you to describe what you do, and where you’re heading, could you do it simply and confidently? A positioning statement isn’t about impressing. It’s about helping others quickly understand your value. Think of it as the bridge between your experience and your next step. A useful structure: · Current: What you’re currently doing (or most recently did) · Past: The experience and strengths you bring · Future: The kind of opportunity you’re moving toward When this is clear, conversations become easier. Introductions become more relevant. And opportunities feel less accidental. Practical prompt: Write a short positioning statement and practise saying it out loud. Use it in conversations, interviews, and internal discussions about growth. 3. Manage Your Career Like a Project - Careers benefit from the same thinking we apply to meaningful work. Clear goals. Defined actions. Regular check-ins. Instead of holding everything in your head, treat your next move as a project with structure. Start here: a) Clarify the goal - Are you aiming for progression where you are, a move to a new organisation, or a broader shift? b) Break it into actions - Resume updates. Conversations. Skill development. Interview preparation. c) Create accountability - Set regular time to review progress - with yourself, a mentor, or someone you trust. d) Adjust as needed - If something isn’t working, refine the approach rather than questioning your capability. Practical prompt: Create a simple 30-day plan with a small number of weekly actions. Progress builds confidence when it’s visible. A final thought Careers rarely move in straight lines. Momentum comes from clarity, not pressure. When you approach your career with intention, rather than waiting for the right moment, opportunities tend to surface more naturally. Your experience already has value. Managing it thoughtfully is how others come to see it. And that’s often where the shift begins.
