Why Aged Care Recruitment Matters More Than Ever: A Q&A with Alexiss Macneil

We know that Aged Care recruitment is about more than filling roles, it’s about dignity, respect, and making sure the right people are in the right place to deliver safe, compassionate care.

To shine a light on this important part of healthcare, we spoke with Alexiss Macneil, our Head of Aged Care, about why this work matters, how the sector is evolving, and what sets Talent Quarter apart.

Q: Alexiss, what first drew you into Aged Care recruitment?

For me, it comes down to two things: people and purpose. Aged Care recruitment stood out to me because it isn’t just about jobs - it’s about supporting organisations that care for some of the most vulnerable people in our communities. Knowing that the right placement can directly impact the quality of life for residents and their families which makes my role in this incredibly meaningful.

Q: How has the Aged Care sector changed in recent years?

Aged Care is changing on 1 November 2025 with the new rights-based Aged Care Act, which puts older people’s dignity, choice and supported decision-making at the centre - backed by stronger Quality Standards and better whistleblower protections. At the same time, Support at Home replaces Home Care Packages and Short-Term Restorative Care. The person receiving care will be paying for the services they use, with contributions set using age-pension-style means testing (income + assets), and “no-worse-off” protections for anyone who was in the Home Care Package queue before 12 September 2024.

For providers, the bar is higher: clearer obligations, sharper accountability, safer, more people-centred care. The challenge is workforce. That’s where Talent Quarter comes in - supplying compliant, compassionate nurses and care workers you can rely on across residential and in-home care. Our focus is simple: trust, safety and dignity in every placement.

As these reforms come into effect, facilities will need people they can rely on, and nurses and care workers will see clearer pathways and new opportunities, whether in residential facilities or in home-based care. I see our role here as helping both providers and carers thrive in these new circumstances.

Q: What makes Talent Quarter’s approach different?

I don’t see recruitment as transactional; I spend a lot of time building long-term partnerships. While I think our approach is solutions-focused: we look beyond workforce gaps to truly understand the culture and compliance needs of each institution.

Whether it’s permanent, temporary, or international recruitment, we take pride in making sure our support is tailored for both clients and healthcare staff.

We want our clients to feel confident they have the right people, at the right time. Speed, compliance, and cultural alignment aren’t nice-to-haves, they’re essentials.

Q: Why is trust so important in Aged Care recruitment?

Providers are caring for some of the most vulnerable people in our communities, mums, dads, grandparents, people who deserve to feel safe and respected every single day. In Aged Care, there is simply no room for shortcuts, because every placement touches a real life. That’s why trust is everything.

Recruitment partners need rigorous compliance processes, of course, but they also need to be compassionate advisors who understand what’s at stake. At Talent Quarter, we never forget the human side of what we do. We build trust not just through transparency and consistency, but by treating every placement as if we were choosing care for our own loved ones we call this #connectionswithimpact.

Q: There are still misconceptions about Aged Care. How do you change the narrative?

Aged Care nursing is so often misunderstood. It’s not ‘just basic care’, it’s leadership, it’s advocacy, it’s problem-solving in moments that really matter. It’s being the bridge between residents, their families, and the wider healthcare team.

The way we change that narrative is by telling the real stories - shining a light on the skill, compassion, and resilience of Aged Care professionals. We need to celebrate their work, highlight their voices, and remind the community that they’re not just providing care, they’re creating dignity, belonging, and home. When people hear those stories, the perception starts to shift.

Q: What does a successful placement look like for you?

For me, a successful placement is never about filling a vacancy quickly - it’s about finding the right fit. On the candidate side, it means a nurse or care worker steps into a role where they feel truly valued, supported, and able to grow. It’s seeing them thrive, build confidence, and deliver the best possible care because they’re in an environment that is best suited for them.

For our clients, success looks like having a reliable team member who integrates well, strengthens culture, and stays for the long term. The way we get there at Talent Quarter is through empathy and communication, listening to what candidates truly want in their careers, understanding what clients really need, and building genuine partnerships that bring both together.

Q: What keeps you motivated in this challenging sector?

Honestly, it’s the impact we have on people’s lives. When a nurse or care worker finds the right role, they’re not only supported to thrive, but the people they care for feel that impact too. That ripple effect from candidates to clients to the communities they serve - is what inspires me every day. For me, that’s what our TQ slogan #connectionswithimpact is all about.

Your Scottish accent is a bit of a trademark here at TQ! If you had to give us one Scottish phrase, what would it be?

I’d say ‘Whit’s fur ye’ll no go by ye’ - which means” what’s meant for you won’t pass you by.” I love it because it’s a reminder that the right opportunity always comes around - and in recruitment, that couldn’t be more true!

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From New Grad to Senior Clinician: What Your Career Could Look Like in Allied Health

By Chris O • October 1, 2025

From New Grad to Senior Clinician: What Your Career Could Look Like in Allied Health “Feeling a bit lost after graduating? You’re not alone.” “I don’t know where to go from here.” “I’m not sure what direction my career should take.” “I’ve lost my spark.” - Themes surfaced by Blake Alexander from conversations with OT tutors, students and practising therapists (via LinkedIn). In a LinkedIn poll run by our Principal Consultant, Blake Alexander , the top needs therapists said they want right now weren’t about landing a first job. They were Career Pathways & Niches (38%) and Retaining Passion/Burnout (38%) , with Career Growth & Progression (25%) close behind, and Preparing for First Role (0%) . Source: Blake Alexander’s poll. This tells us something important: most clinicians are looking for a clear, sustainable pathway - not just a job ad. Your Career Pathway at a Glance While each profession is unique (Physio, OT, Speech, Podiatry, Dietetics, Exercise Physiology & more), these milestones are common across Allied Health in Australia: 1) New Graduate / Early Career (0–2 years) Structured onboarding, supervised caseloads, rotations where available Weekly supervision and shadowing; protected learning time CPD focus: documentation, clinical reasoning, communication, time management 2) Consolidating Clinician (2–4 years) Growing autonomy; moderate complexity caseloads Begin exploring niches (neuro, paeds, musculoskeletal, community, aged care, NDIS) CPD: advanced assessments, outcome measures, interdisciplinary practice 3) Senior Clinician (4–7+ years) High-complexity caseloads; informal team leadership Mentoring juniors and students; service-improvement projects CPD: advanced specialisation, research literacy, quality & safety, leadership 4) Lead / Principal / Manager / Consultant Service design, pathway optimisation, governance and training programs Coaching, supervision frameworks, workforce planning CPD: leadership & management, data-informed practice, change management Career design tip: you don’t have to “pick a niche” on day one. Use a curiosity → capability → credibility loop: try, train, then showcase outcomes. What “Good” Support Looks Like (to grow and avoid burnout) We pre-screen employers for supervision quality, protected learning time and realistic KPIs. If it doesn’t meet the bar, we won’t pitch it - simple. If you’re unsure how to assess a workplace, sense-check with Blake, he’s continuously gathering ground truth from grads, academics and hiring managers about what support actually works. Keep Your Spark (and your direction) Those results - captured above aren’t an accident. If you’re a student, new grad or early-career clinician: Map a 12–18 month learning plan (competencies, courses, supervision goals) Prioritise employers with published new-grad/supervision frameworks Build a mentor trio : clinical, career, wellbeing Track monthly wins and reflections to power your next promotion Stay curious: rotations, projects and peer learning protect your spark Ready to plan your pathway? At Talent Quarter, we specialise in Allied Health pathways - not just placements. We benchmark supervision quality, negotiate protected learning time, and keep coaching after you start. That’s how we create #connectionswithimpact. Let’s build a pathway that gets you from New Grad → Senior Clinician → Leader - without losing your spark. Message Blake on LinkedIn or call +61 483 943 810 Tell him your must-haves (setting, location, caseload, supervision, CPD, work-life) He’ll map options that fit your career stage and growth plan

Your Nursing Career, Your Way: A Q&A with Zoe Cooke from Talent Quarter

By Chris O • September 22, 2025

Your Nursing Career, Your Way: A Q&A with Zoe Cooke from Talent Quarter Thinking about your next nursing role? Whether you’re craving more flexibility, dreaming of a rural adventure, or ready for a permanent position that offers stability, Zoe our Team Lead at Talent Quarter understands exactly what you need . With years of experience supporting nurses across Australia, Zoe has come to understand the pressures you face and the opportunities that can take your career to the next level. Here’s Zoe’s advice on finding work that fits your lifestyle and how our Refer a Friend program helps you and your colleagues thrive together. Zoe, when you speak with nurses, what are the biggest reasons they start looking for a new role? Most nurses I talk to want better work–life balance, fairer rosters, or the chance to grow their skills in a different clinical setting. For nurses working rural or remote, the need for variety and adventure is huge, they want to experience new communities and still make a real impact. When I hear that, I try to match them with opportunities that fit those goals, whether that’s flexible shifts close to home or a permanent position. At Talent Quarter we’ve built connections across Australia, so I can explore options that give nurses the flexibility or fresh experience they’re after without them having to navigate it all alone. What do you hear most often about what Nurses really want, is it flexibility, culture or something else? Flexibility comes up first almost every time - nurses want to decide when and where they work so they can actually have some balance between their professional and personal lives. Culture. You want to feel respected and supported by your team and management. Career growth is another big driver, especially for anyone looking to build experience across specialties or move into leadership. Outside of those, I think there are other things that get overlooked that make a big difference like: Predictable rosters so you can plan family time and life outside of work. Access to mentoring and CPD to keep skills growing and careers moving forward. A supportive team that has your back when a shift gets tough – we know this happens all too often. Wellbeing support - from mental-health resources to managers who genuinely listen and care. When I’m helping someone plan their next role, those extra pieces really guide the conversation. Together we look for roles that tick the boxes on flexibility, culture, and development, but also give you a sense of belonging and the right kind of support so you can thrive in the long run. From your perspective, what makes a permanent role especially attractive to nurses right now? Security and consistency are definitely appealing. A permanent role gives you a steady income, benefits, and the chance to really feel part of a team and a community. For some nurses it also opens doors to structured professional development and clearer career pathways into senior or leadership roles. That said, I know permanent work isn’t for everyone! Shift and agency nursing offer incredible flexibility and variety, and those options are just as valuable. What I try to do here at TQ, is help nurses explore which path fits their goals and lifestyle, whether that’s the stability of a permanent role or the freedom of casual and contract work. It’s about finding the environment where you can grow, feel supported, and deliver the best care, whatever shape that takes for you. Referrals seem to play a big role in nursing recruitment. Why do they matter so much, and what would you say to a nurse who has a friend or colleague thinking about their next move? Referrals are huge in nursing because the profession is built on trust. When a nurse recommends TQ, it carries real weight. Many of my favourite success stories began when a nurse joined us through a friend’s recommendation and thrived in a role that truly fit. If you have a colleague thinking about a change, I’d love to chat. As a thank-you, we’re offering a $500 referral bonus when your friend completes a four-week placement. The bonus is a nice extra, but the real reward is helping someone you care about find a role where they’ll feel supported and valued. That sense of community is what makes nursing special, and it’s the heart of how we work at Talent Quarter, that’s what we mean by #connectionswithimpact. Beyond filling jobs, how do you help nurses grow their careers, and what advice would you give someone thinking about their next step? For me, recruitment isn’t just about the next shift - it’s about the long game. At Talent Quarter we offer support that helps nurses build a career, not just find a role, including: CPD platform for career-long learning and compliance. Compliance support to make credentialing smooth and stress-free. Employee Assistance Program (EAP) for confidential mental-health and wellbeing support. 24/7 workforce support so there’s always someone to turn to. My best advice? Be open to new opportunities and take the leap! Every time you step outside your comfort zone you gain skills, confidence, and connections that can move your career forward faster than you expect. Whether you’re ready for a new role yourself or know a colleague who is, I’d love to have a conversation, sometimes that first chat is all it takes to discover the next great move. Ready to explore current opportunities? Discover our latest nursing vacancies here , and see where your next role could take you. #connectionswithimpact in Action When you introduce another nurse to us at TQ, you’re not just helping them find a role that fits their life - you’re strengthening the entire nursing community. I’m not here just to fill shifts, I see myself as a career partner, not just a recruiter. That means I’m really invested in your journey, I’ll listen to your goals, give you honest advice, and stay in touch well beyond your placement. At TQ, I think our focus on wellbeing, professional development, and community connection is what really sets us apart. 📩 Ready for your next role or know a great nurse who’s looking? Connect with Zoe toda y and ask about our Refer a Friend program.

Experience, Insight, Impact: Verity’s Take on Social & Community Care Recruitment

By 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.