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.

At Talent Quarter, we’re passionate about connecting people with opportunities that truly transform their lives. Our newly appointed Head of Permanent Recruitment, Mandy Sheen, with more than 30 year of experience bringing a wealth of expertise and wisdom to the role. Mandy leads our dedicated team of permanent recruitment consultants at Talent Quarter who bring specialist knowledge across allied health, social work and mental health, nursing and professional services. Together, they are servicing healthcare organisations across Australia. Mandy’s appointment marks a pivotal moment for Talent Quarter as we expand our permanent recruitment offering . With her leadership, and the dedicated team supporting her, we’re setting new standards for how healthcare organisations find, and keep - the right talent. Read on for a short Q&A with Mandy and get to know Mandy a little better. Mandy, you’ve worked in recruitment for 30 years. What keeps you passionate about permanent placements? It’s the opportunity to change lives in a truly lasting way. Helping someone secure a permanent role means supporting them in building a long-term career for themselves, security for their families, for me, it’s not just filling a position - that’s what motivates me every day. Looking back, what’s the biggest lesson you’ve learned as a recruitment specialist about helping people build long-term careers? Listen. Give options. And listen again. People’s priorities, needs, and wants change throughout their careers, so never assume. That’s also what makes Talent Quarter unique, our team takes time to listen deeply to both candidates and clients. We don’t just match CVs to jobs; we take the time to understand people’s evolving goals and help them grow into roles where they’ll thrive. How has the recruitment industry changed since you started? The basics haven’t changed - relationships are still everything. Technology has made us more efficient, but not always in a good way. Skills can be matched by software, but the real key to long-term success is culture fit. That’s something only genuine conversations can uncover. Mandy’s take for Job Seekers From your experience, why does a permanent role offer more than just stability? Because it’s about more than just a paycheck. Permanent roles offer: Training and development opportunities Mentorship and guidance Recognition and reward A sense of belonging through teamwork At the same time, we know that locum and contract roles play an equally important part in healthcare careers - offering flexibility, variety, and the chance to quickly build experience. A permanent role simply provides another pathway, giving those who want long-term growth the space to invest in themselves and their future. If you’re considering a permanent move, ask yourself three questions: Does this role align with my long-term career goals? Does the company culture support my values and growth? Is the salary fair, but not the only reason to stay? What common mistakes do candidates make - and how can they avoid them? Chasing the $$$. I often meet candidates who are leaving roles due to poor culture, no progression, or lack of training. Then they accept a counteroffer with more money, but money doesn’t solve issues like lack of growth or toxic environments. At Talent Quarter, we coach candidates to think about the why behind their career moves and help them make decisions that align with their long-term future. If you could give one piece of advice to someone considering a permanent move, what would it be? Think about what’s really important to you in a healthcare career, whether that’s working in an organisation with a supportive patient-first culture, access to training and professional development, or fair and sustainable pay. Choose a role that allows you to grow your skills and deliver better care, while aligning with your long-term career goals, not just your short-term needs. Mandy’s take for Employers What difference does the right permanent hire make to a business? The right hire boosts productivity, lifts morale, and drives revenue. A great hire creates a ripple effect across the team - and across patient care outcomes. What do clients often underestimate about permanent recruitment? The true cost of the wrong hire - it’s not just financial, it can impact culture, team morale, and patient care. That’s why at Talent Quarter we: Take time to deeply understand your business needs and culture Use a consultative process that goes beyond skills-matching Provide a comprehensive aftercare program to support retention This approach has already helped our clients save significantly on recruitment costs, while building stronger, more engaged teams. Where do you see the biggest opportunities for employers to attract great talent? Open and honest communication. No role is perfect - and that’s okay! Being upfront helps you attract and retain the right people. Also, don’t just try to replicate the last person in the role. The world is changing quickly, and fresh perspectives are what keep businesses relevant. At TQ, we help employers look ahead, not backwards. Lastly, if you weren’t in recruitment, what career could you see yourself doing? Sand biologist - as long as it only encompasses lying on the sand at the beach! The Talent Quarter Difference It’s that mix of humour and humanity that makes Mandy such a strong industry leader. Her experience shows that while technology may evolve, the heart of recruitment is still human connection, that’s where the impact lies. As Mandy says: “If you’re going to do something, do it right. I’m competitive, and I always strive to be the best - for my candidates, my clients, and my team.” Ready to Grow with Us? With Mandy leading our Permanent Recruitment division, we’re proud to be raising the standard of healthcare recruitment, strengthening our clients’ teams, creating lasting opportunities for candidates, and making #connectionswithimpact in the communities we serve. Whether you’re a healthcare professional looking for a meaningful permanent role, or an organisation ready to strengthen your workforce with the right long-term talent, Talent Quarter is here to help. 📩 Get in touch with our Permanent Recruitment team today.

MEDIA RELEASE 25 October, 2023 Leading Australian healthcare and executive recruitment agency Talent Quarter Group has appointed experienced hospital CEO David Swan as its new chair. David brings a wealth of experience in private and health services to the role, including 30 years as a CEO of major hospitals around the country. His appointment caps off an incredible year for Talent Quarter Group (TQG), which has increased its revenue by 116 per cent, grown its team by 60 per cent, and added new service lines including a clinical services division. “Our team is very excited to welcome David, who has such incredible experience in the healthcare sector,” TQG Managing Director Sue Healy said. “David has held Chief Executive roles in hospitals and healthcare services where he’s overseen large workforces, so he has that real-life experience in the organisations we place people into. “His expertise and knowledge will really shape our business as we build upon the impact, we’re having on Australia’s healthcare system by connecting the best talent with the best opportunities to make a real difference to people’s lives.” David most recently served as CEO of St Vincent’s Private Hospitals, a large private healthcare company spanning Victoria, NSW and Queensland. He has also led public, not-for-profit and private health services in South Australia, Tasmania and NSW, and ran the South Australian public health system for six years. He’s excited about stepping into the chair role at Talent Quarter Group (TQG), which has three core divisions: Healthcare recruitment provider Talent Quarter; search, advisory and coaching firm Executive Quarter; and Disability Service Provision and Specialist Support Coordination provider TQ Care. “There’s no doubt Talent Quarter Group is purpose-led, which is what attracted me to the role,” he said. “I’m very impressed with both the leadership and the culture of the organisation – it’s very positive and making an incredible contribution to meet resource needs right across Australia’s healthcare system.” David said he appreciated the value of Talent Quarter as specialists in placing healthcare and social care staff, particularly in regional and remote areas. “Having spent nearly a decade in rural health, I really see the benefit Talent Quarter can bring to those communities by connecting organisations with the right talent who can deliver healthcare locally,” he said. “I love that they have a strong focus on rural and remote communities. I know, from experience, that these communities struggle to get the health clinicians and the expertise required to have much-needed health services available locally.” ENDS More information: Melissa Grant at Bespoken, melissa.grant@bespokenagency.com.au / 0402 717 107.

Workers in remote locations can be at greater risk of mental, and sometimes even physical, harm. While these workers play such a valuable role in their communities, the reality is they are often working away from home in unfamiliar settings where help is not always nearby. Therefore, safety needs to stay front of mind to reduce the risk of injury, illness and death. It’s something that is not lost on us at Talent Quarter as we place nurses, allied health workers and social workers in jobs at remote locations across the country, from Kalgoorlie in Western Australia to Cape York in Far North Queensland. While we have checks and balances in place, it’s crucial that workers being placed in remote and rural areas have a good sense of their own safety from the get-go. Understanding the risks Communities in remote areas can sometimes have high levels of unemployment, mental health issues and crime. It is important to understand the specific issues that apply in the area you are moving to, as well as the support available to you. Before starting a job in a remote location, you should consider questions including: What kind of community are you going into? Where are the closest emergency services? If you’re feeling isolated, who can you call for support? What are you going to do if you find yourself working with equipment you aren’t confident operating? Are you equipped to deal with challenging work scenarios? It’s also important to research the community you’re relocating to ensure you are aware of the culture, people and challenges you will encounter. When you arrive at your new location, safe accommodation with lockable doors and windows is a must. Gayle’s Law Health workers should never work on their own. In South Australia and Queensland legislation referred to as ‘Gayle’s Law’ requires remote health workers to be accompanied when going on unscheduled or after-hours callouts. The law is named after Gayle Woodford who was raped and beaten to death in 2016 while she was the on-call nurse in the remote town of Fregon on the Anangu Pitjantjatjara Yankunytjatjara (APY) Lands in South Australia. She was lured out of her house by a man who claimed there was a medical emergency. It’s a tragedy that highlights the need to take extra precautions when working in remote communities. Fatigue and workplace hazards It’s second nature for health workers to want to help people. Even if they’re taking a well-earned break following a 12-hour shift, they won’t hesitate to care for a patient in need. Fatigue can increase the risk of injury in the workplace, so it’s important for health workers to take the necessary breaks and only work the amount of overtime they’re legally allowed to do. Those from metropolitan areas may also find themselves working with equipment they aren’t familiar with, which can pose an injury risk. Hoists in regional hospitals, for example, may be older than those they are used to working with. Checks and balances It’s important for employers and recruitment agencies to stay connected to people they place into jobs in remote areas. Workers need to know there is someone they can call anytime, anywhere for help. That includes in the wee hours. Recently I took a call from a nurse at 5.45am as she was experiencing issues with a connecting flight to a remote area. At Talent Quarter, we also make regular safety calls to see how a worker is going, to ensure they feel happy and safe. Working remotely is tough – you’re away from your loved ones, operating in an isolated environment and, in some cases, under really challenging circumstances. We ensure our placements, like our internal employees, have access to employee assistance programs (EAPs) that provide free, professional and counselling services. A final word on safety  My team would never place anyone in a situation where we wouldn’t place our mothers, fathers, sisters or brothers. My husband works in a high-risk role, so workplace safety is something I’m really passionate about. “Everybody has the right to leave home for work and return home safely.” Jan Bannerman Managing Director, Talent Quarter

When we think about workplace safety, the first thing that tends to come to mind is the risk of injury from physical hazards. However, an employee’s mental well-being is just as critical, even if not visible to the naked eye. That’s why it’s crucial workers are ‘mentally fit’ or, in other words, have a good ability to think clearly and make good decisions. Fatigue and burnout Mental health is in the spotlight more than ever as organisations have grown to understand the importance of psychological health and safety in the workplace and the causal link which can lead to psychological or physical harm. And when it comes to adverse impacts, fatigue and burnout must be considered. Working extremely long hours, particularly across a prolonged period of time, can affect your cognitive function, putting you – and your colleagues and clients – at risk of psychological and physical injury. At Talent Quarter, we have systems and checks in place to identify risks to both our internal employees and on-hired workforce that include nurses, aged care workers, disability and youth workers and allied health professionals. Conducting site visits, undertaking risk assessments, and having strong systems in place to manage work hours and overtime are essential to eliminate psychosocial risks or minimise them so far as is reasonably practicable. Talent Quarter’s on-hired workforce are required to be on high alert, aware of their environment, and play a crucial role in identifying hazards and providing feedback for review. At times, for a variety of reasons, there can be pressure to work long hours, so we make a point of having respectful conversations with our clients to ensure our workforce gets their necessary breaks, minimising the risk of fatigue and burnout. Engaging in proactive conversations to manage fatigue is important because the individuals we place, such as nurses or disability workers, are naturally inclined to want to be there for their patients and are therefore willing to work long hours. All organisations need to manage fatigue carefully to ensure their risk is reduced. Being mentally prepared for the job Having a poor understanding of your role – potentially through lack of communication around requirements or responsibilities – can have a detrimental effect on your mental capacity to perform it. For example, you might be brought on to do a certain task, but when you arrive, you’re told to do something else and don’t know what you’re in for. These situations can result in a staff member becoming disengaged, which means their head is not in the right space. That’s not to mention the risk of physical harm if the task involves operating equipment they are unfamiliar with. Not having a solid understanding of how to use a certain type of machinery can lead to a physical injury. Organisations must understand their duty of care and be mindful when placing people in roles where they’re unfamiliar with the work environment – be it a residential home, facility or hospital – and/or the personnel. Ensuring a proper induction is provided by an authorised representative at the host site forms the foundation for this process – providing an opportunity to ask questions and engage in dialogue around safety measures and response procedures. Check in with yourself Workers have a responsibility to help safeguard their own mental wellbeing and safety. It’s crucial to check in with yourself on a regular basis. Taking a few minutes to ask yourself questions like: ‘Do I need support?’ ‘Do I have a good work-life balance?’ ‘Do I have a balanced diet?’ ‘Do I need to rest a bit more?’ ‘Am I OK to drive?’ The last question, in particular, is really important in light of concerning road safety statistics. You don’t want to put yourself – or individuals under your care – at risk on the road. At Talent Quarter, we have an EAP (employee assistant program) called Uprise that offers counselling and wellbeing support services to both our internal employees and on-hired workforce. They can self-check in, receive a mental health score and compare it with previous scores to get a good sense of how they are travelling. See the signs In widening the focus of mental wellbeing beyond self-care to look out for others, it can be challenging to see when someone else is struggling with their mental health. Common indicators can include changes in behaviour, social disengagement and even physical symptoms. If you see someone struggling, respectfully ask them if they are OK. There are various avenues for support, and often taking the first step and letting someone know you are struggling is the most difficult. “Let’s look out for ourselves and one another to keep our workplaces safe.” By James Francis Risk and Governance Lead at Talent Quarter

Recruiting people living with a disability can be a tricky topic, but it is one that needs to be discussed if we are to achieve true inclusivity in the workforce. The truth is, there is still a lot of apprehension around hiring people with disabilities, and much of it is still rooted in misunderstanding. A lot of it comes from not knowing. If you haven’t been around people with disabilities there can be many unknowns, and often it’s in our nature to shy away from the unfamiliar. So unfortunately, when someone discloses during the recruitment process that they are living with a disability, they’re often pushed down the shortlist – sometimes without recruiters or hiring managers even knowing it. Some employers worry they could be accused of discrimination if they need to make a big business decision and let go of someone living with a disability. Or they aren’t sure how to meet their accessibility needs in the workplace. Sadly, it’s these types of thought patterns that can prevent people with disability from even making it to the interview stage. What’s needed is a concerted effort to focus on what candidates can do rather than what they can’t do, and it requires a conscious thought to change. Quite simply, we need to break down the barriers so those doing the hiring understand that just because someone has a disability, it doesn’t make them different to any other candidate. Everyone is employed for their capacity to do a job and perform, and that’s what candidates should be judged on. The truth is, people living with a disability often work harder to prove themselves and show they are more than capable. They absolutely shouldn’t have to, but they do, because all too often they’re underestimated. It may sound cliché, but many employers are failing to see the ability in disability. While the dial has shifted, it hasn’t moved enough. Many of us are not considering the talent pool, experience and capabilities of those living with disability. Sure, there are organisations out there advocating and putting these talented individuals at the forefront of their consideration, but they are still a small minority. At Talent Quarter, we are passionate about providing inclusive workplaces for all. We have team members living with a disability and practice an all-inclusive approach to recruitment for our clients. Our Managing Director, Sue Healy, is a board member of The Field, a website that welcomes job seekers with visible and non-visible disability, mental ill-health, neurodiversity, chronic illness, intellectual disability or with any workplace accessibility requirements. The Field was created to help people with a disability who want to work with organisations that hire more inclusively. Led and driven by people with a disability, it’s an incredible platform that helps companies get more diverse talent. There is also a host of helpful information on the site, including tips about how to make your workplace more disability inclusive. Ensuring you have an inclusive workplace where people with a disability can thrive is one step. Another is to communicate that this is the case, particularly when you advertise a position. Jobs posted on The Field, for example, have a list of accessibility features, which can go a long way in encouraging someone with a disability to apply. I think, as an industry, we could all learn a lot from the steps undertaken by The Field and make a collective effort to change the way we advertise jobs, interview and consider our shortlists. Lives are defined by opportunities. Unfortunately, getting them can be difficult when you are living with a disability. We all have an important role to play in opening the door to opportunity so those candidates with a disability come knocking, rather than having to continually knock down barriers. Kate Healy-Smith Chief Operating Officer, Talent Quarter Group

Talent Quarter Group (TQG) has appointed one of Australia’s most highly regarded clinical workforce solutions professionals to head up its new business division. Corrine Taylor will lead TQG’s Clinical Services division, which provides top-level search for highly specialised and hard-to-fill roles within the clinical space across Australia and New Zealand. The Clinical Services team will partner extensively with the other divisions within Talent Quarter and the Executive Quarter (EQ) business to maximise health sector opportunities for the broader business group, which is experiencing significant growth. With a career that spans more than 20 years and has seen her place thousands of medical practitioners and health professionals into roles throughout the Trans-Tasman, Singapore and the Middle East, Corrine brings an incredible wealth of experience to TQG. “We’re very excited to welcome Corrine, who is one of Australia’s top workforce solution specialists in healthcare, to the business,” TQG Managing Director Sue Healy said. “Corrine has held various senior executive and director roles and owned and run medical, nursing, aged care, and social and community locum and permanent recruitment businesses. “She has also collaborated with public health facilities throughout Australia on key health workforce challenges, which have seen her involved in numerous meetings with federal and state health ministers and shadow ministers to obtain funding for specific projects and campaigns. “We are excited about Corrine leading our new Clinical Services division, which will really build on the impact we’re having on our healthcare system by connecting senior level clinical candidates domestically and internationally with opportunities to make a real difference to people’s lives.” Corrine is the Chair of the Association of Medical Recruiters Australia & New Zealand and holds an appointment on the Association of Nursing Recruitment Agencies council. She recently completed a four-year term as the Health and Medical Director on the Recruitment, Consulting and Staffing Association (RCSA) board, and holds roles with the Australian Medical Council and Queensland Health. Corrine is excited about heading a division that will source candidates not actively in the job market who have incredible skillsets to make an impact in healthcare settings across Australia and New Zealand. She is working alongside Elena Ryan, who specialises in research and targeted search, with extensive experience across a range of industries and functions including global executive searches and talent mapping. “The Clinical Services division will deliver long-term health solutions in the clinical space, largely in communities that lack highly specialised health practitioners,” Corrine said. “It is something I am incredibly proud to be doing, given the positive impact it will have on healthcare systems in Australia and New Zealand. “Throughout my career, I have travelled extensively and developed relationships with health professionals and hospitals throughout the world. “I have personally and professionally lived and breathed in this sector for a long time. I have deep networks in healthcare and a strong understanding of federal and state statutory and stakeholder processes and requirements, which I’m excited to bring to Talent Quarter Group (TQG).”  Corrine’s appointment caps off an incredible 12 months for TQG, which has increased its revenue by 116 per cent, grown its team by 60 per cent, and added the Clinical Services division and other new service lines.

Discovering and embracing one’s purpose is crucial for healthcare professionals, providing direction, clarity, and motivation in their daily roles. The pursuit of purpose not only influences personal satisfaction but also enhances the ability to make meaningful contributions to patient care and leave a lasting impact on the healthcare system. Understanding Goals and Purpose In the healthcare field, a sense of purpose is paramount for setting meaningful goals aligned with one’s values. Goals act as specific targets or outcomes that healthcare professionals strive for, providing direction, motivation, and a profound sense of purpose. Whether focusing on personal development, career aspirations, patient care, or organizational objectives, goals guide efforts and actions towards accomplishing something meaningful. Short-term or long-term, these goals are set with clear, measurable criteria to track progress and ensure success. Psychological Perspective on Purpose Psychologists define purpose as the intention to achieve a long-term, personally meaningful goal that positively impacts the world. As you journey through the various stages of life—navigating identity, adulthood, and retirement—your sense of purpose is bound to evolve. Rather than being a fixed destination, purpose is a continuous journey and practice, accessible at any age when you delve into what truly matters to you, and take actions to embody that essence. By revisiting and revitalizing your sense of purpose during significant milestones and transitions, this opens the door to a more gratifying and meaningful life. Nurturing Purpose: A Guide Cultivating purpose involves integrating four crucial elements: Dedicated Commitment Personal Meaningfulness Goal-Directedness Vision (larger than oneself) This journey often entails blending experiences with an exploration of values, skills, and aspirations for a better world. Here are some purpose-finding exercises: Envision with Impact: Reflect on your surroundings—the home, community, and the broader world. Imagine possessing a magic wand with the power to change anything. Delve into why you made specific choices and brainstorm practical steps to bring the world closer to your envisioned ideal. Future Vision Exercise: Picture yourself a decade or two ahead, envisioning an optimal life scenario. Consider your activities, priorities, and what truly matters to you. Reflect on why these aspects are significant. Embracing an ideal self in this exercise can amplify optimism, a factor strongly linked to a sense of purpose, according to researchers. Define Your Core Values: If pinpointing your top priorities proves challenging, reinforcing your values can provide clarity. Uncover Your Strengths: Reach out to those familiar with you—teachers, friends, family, colleagues, and mentors. Inquire about your strengths, passions, and potential contributions to the world. External perspectives often offer valuable insights to help identify and leverage your strengths effectively. Engage in Volunteering: Discovering purpose is enhanced through diverse, meaningful experiences that guide you. Volunteering broadens your knowledge, enhances well-being, and contributes positively to the world. Additionally, volunteering connects you with like-minded individuals who may offer inspiration and reveal unforeseen opportunities to make a meaningful impact. Nurture Positive Feelings: Cultivating positive emotions expands our perspective, fuels our energy for altruistic actions, and aids in discovering purpose. Specifically, practicing gratitude and experiencing awe fosters care for others, strengthens relationships, and instills a sense of connection to something beyond ourselves. Creating a One-Year Vision Plan In healthcare, goals and purpose differ, with goals serving as specific accomplishments contributing to one’s ultimate purpose. Authentic healthcare goals, satisfying personal needs and delivering emotional benefits, lead to a sense of accomplishment and happiness. Developing a one-year vision plan involves reflecting on the past, defining success, and envisioning an ideal future in healthcare. Distinguishing Goals and Purpose: Goals and purpose differ fundamentally. Goals, specific and finite accomplishments, serve your overarching purpose, like meaningful contributions to patient care and the healthcare system. Authentic goals, intrinsically fulfilling, prove more achievable than those driven by financial gain or external expectations. As Sonja Lyubomirsky notes, authentic goals fulfill your needs, offering emotional rewards such as accomplishment, pride, and happiness. These achievements range from ambitious endeavors like organizing community campaigns to simple acts like teaching your child to conserve energy by turning off lights. Ask Yourself: Reflect on your calling within healthcare and identify authentic goals that can be accomplished in the next year, aligning with your purpose. Consider specific details and timelines to guide your actions. Your One-Year Vision: Imagine your ideal day one year from today. Picture your anticipated way of life—your surroundings, activities, and the people you’re with. Your one-year vision sets the foundation for achieving goals that contribute to your overarching purpose. Your one-year vision is set and you have a new purpose in life! Wishing you a 2024 filled with good health, happiness and much prosperity.

Australia’s regional towns offer an incredible lifestyle that combines career opportunities with a strong sense of community, affordability, and a connection to nature. As more healthcare professionals seek a balanced way of living, regional Australia is becoming an increasingly attractive option for those looking to escape the hustle of the major cities. So why should you consider living and working in regional Australia? First and foremost, for many, compared to capital cities like Sydney and Melbourne, regional Australia offers more affordable housing, lower living costs, and a better quality of life. Whether you’re renting or buying, you’ll often get more space for less money, making it ideal for families and professionals looking to establish long-term roots. Contrary to common misconceptions, regional areas are home to thriving industries such as agriculture, mining, tourism, education, and renewable energy and of course have expanding healthcare needs. With government incentives and regional job programs, skilled professionals can find rewarding career paths in growing sectors. Many organisations and facilities in regional towns are actively seeking talent, offering competitive salaries and work-life balance. One of the biggest perks of regional living is the slower pace of life. Forget long commutes—living in a regional town often means you can get to work in minutes rather than hours. With more time to enjoy nature, connect with the local community, and participate in outdoor activities, life feels less stressful and more fulfilling. ‘Australia is an extraordinarily beautiful place, and we should be, and can be, very proud of it.’ And regional Australia is known for its strong sense of community. Whether you’re moving as a single person, couple, or family, you’ll find welcoming locals and opportunities to engage in community events, sports clubs, and local initiatives. Unlike city life, where people can feel anonymous, regional living fosters meaningful connections. Now, while the benefits are numerous, there are challenges to consider if you’re considering relocating on either a temporary or permanent basis. Some regional areas may fewer entertainment options or a smaller social scene compared to major cities. So, what are our tips for a successful move to regional Australia Research the Area: Look into housing, schools, and lifestyle options before making a decision. Leverage Incentives: The Australian government offers regional relocation incentives and visa pathways for skilled workers. Build a Support Network: Engage with the community through local events, social groups, and networking opportunities. Living and working in regional Australia offers a fulfilling alternative to city life, with affordable housing, career opportunities, a strong sense of community, and a better work-life balance.  Whether you’re looking for a fresh start, career growth, or a change in lifestyle, regional Australia has something unique to offer.