Your Most Loyal Employees Are The Ones You Know The Least About

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Think about the last time you bought a gift for a close friend.

 

You didn’t just grab a random item from a shelf and hope it worked.

 

You thought about their hobbies, their struggles, and what makes them smile.

 

In Australia, many workplaces still use a “one-size-fits-all” approach to the employee journey.

 

We often provide the same training and perks to people with completely different lives.

 

Research by Deloitte shows that when organisations pivot to a personalised approach, they see a 60% increase in positive outcomes.

 

Data from Gartner suggests that “The Individual” is now the primary unit of work, rather than just a “Job Description.”

 

When people feel seen as individuals, they don’t just work harder; they stay longer and innovate more. (Gallup/Work human Strategic Recognition Report (2024-2025 update)

 

Personalisation isn’t about being “nice”; it is about being precise.

 

It is about moving from “What do employees want?” to “What does this employee need to thrive?”

 

Our customised Wellbeing assessments help you to move past assumptions and reveal invisible data.

 

By the end of 2026, the companies that treat people like data points will lose them to the companies that treat them like partners.

 

It is time to stop guessing and start listening to the unique signals your people are sending every day.

 

Take a look at your current “standard” employee benefits list today.

 

Ask yourself: how many of these truly help every single person on your team?

 

Click here to sign up for a FREE trial of Great People Inside and see how customised wellbeing assessments reveal what your people really need.

Stop Hiring Resumes, Start Hiring Potential

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The competition for top talent in 2026 isn’t going to ease up.

 

You’ll still be facing off against massive corporations that lure candidates with brand prestige, big salaries, and lavish perks.

 

As a small-to-medium enterprise (SME), you know the true cost of a bad hire, and the ongoing expense of an empty role.

 

But what if the solution isn’t about matching their budgets, but about changing the rules of the game entirely?

 

The Great Talent Filter: Why SMEs are Losing Out

 

For too long, hiring has been a high-stakes, subjective gamble, especially for SMEs. You’ve been programmed to scan CVs for “pedigree” and “years of experience”, the very criteria that extensive studies show are poor predictors of actual job performance.

 

This traditional approach acts like a filter, actively screening out great people: the self-taught prodigy, the high-aptitude career-switcher, and the experienced professional whose CV doesn’t have the perfect linear path. Why?

 

Because the focus is on resumes, references and qualifications, rather than the core characteristics that truly define a top performer, such as resilience, motivation, reasoning, and learning agility. Big corporations can afford this narrow search. You cannot.

 

Your strength is your agility and your culture. You need people who are an undeniable fit for both the role’s demands and your team’s dynamic. Relying on subjective interviews and generic personality tests is not only unreliable but actively hurts your bottom line through increased turnover and lower productivity.

 

Hire for Fit, Not History

 

Imagine having a tool that cuts through the noise of a polished CV to give you a clear, objective measure of a candidate’s fit with the actual requirements of the job, not just the technical skills, but their inherent attributes, work style, and core motivations.

 

This is the power of hiring using customised insights and data that quantifies and qualifies the precise requirements of the job you have on offer,  and it’s the key to unlocking the vast, untapped talent pool you’ve been missing.

 

  1. Broaden Your Pool Instantly: By focusing on fit , you look beyond traditional industry experience and qualifications. This immediately opens the door to high-potential candidates from diverse backgrounds and non-traditional career paths.

 

  1. De-Risk Your Decision:The science is clear: hiring based on gut feel, resumes, and subjective interviews results in a top performer only about 25% of the time. Hiring based on objective data increases your success rate by 200%. You rely on data that predicts long-term success and cultural alignment, not just luck.

 

  1. Compete on Value, Not Salary:When you hire for fit, you secure candidates naturally aligned with your mission and culture. For them, your company’s unique value, the agility, the impact, the closeness to leadership, becomes more compelling than a competitor’s extra dollars.

 

Your Strategic Edge for 2026

 

Our Great People Inside tool, levels the playing field by giving SMEs the objective, scientific hiring edge of a large corporation without the enterprise-level price tag. Its customisable, modular approach provides instant, role-specific insights into the critical success factors needed to define and secure top performers.

 

Ready to stop gambling on gut instinct and start hiring with confidence?

 

Click here to sign up for a FREE trial of Great People Inside and discover how to access your untapped talent pool in 2026.