...Continuing from 2021.. into 2022

“Rome wasn’t built in a day”

“Change is the only constant in life”

“If you can’t fly, then run. If you can’t run, then walk. If you can’t walk, then crawl. But whatever you do, you have to keep moving forward”

I am sure you all have heard of these quotes or read them at some point. You would agree being a part of change or transformation is all together a challenging experience.

This article is an account of my 6 months working with this amazing company called CoreLogic or more lovingly remembered as RP Data. I joined remotely in July of 2021, during the strictest lockdowns of NSW, I had little to no idea that I would end up meeting and working with some of the most remarkable people. I am talking about my HR Team. You can call them “People Experts” or “People Advisors” too, this team does it all. Whatever the title, I can’t stop bragging about their relentless passion, genuine intent and unbeatable energy to make “change” happen. Particularly during a demanding time with global talent markets being disrupted by the pandemic and the company on a path of acceleration with the help of Investors.

The clan headed by our Chief Jordan Paterson embarked upon numerous initiatives, with the singular vision to take CoreLogic to the next level of excellence.

Where did we start? – “PEOPLE” Of course!

“People are your most important assets”, it doesn’t stop after saying that. Right?

“Understanding your talent better and helping them become more successful by equipping them with the right tools and career options” is what Jordan and Abigail jumped on to. The need of the hour called for a comprehensive “talent profiling” exercise to understand the performers, take appropriate steps to support, guide, grow and develop our people. Jordan along with the team got on to building our first “Capability Framework”. The framework was built in partnership with our CTO (Brent Burgess) who championed the need for world-class talent development.?Our Employees now have a detailed and comprehensive tool that empowers them to take control of their careers and strive to the next level! The Four Horsemen if I could reveal are: “You understand it”, “You own it”, “You disrupt it” and “You enable it”! Jordan is leading the capability framework exercise into 2022, working with the broader HR team & the Executive leadership team to redesign the talent planning and management function. There is a lot happening here!

2021 was surely a “candidate year” and our TA Head Rivelino left no stone unturned to make a tremendous impact to the talent joining CoreLogic. If you know Rive, you would know how much he loves numbers! No wonder he chose to join this market leader in data and analytics. In words of Rive, “If we don’t measure it, we can’t work on it. My goal was to put together Recruitment Analytics to derive meaningful stats and work with the business to develop strategies for 2022.” One of the outstanding facts that came out of the dashboard was our employee referral success rate. Rivelino has taken this to another level and built a “Let’s Talk Talent” program which is seeing great success with our employees, sitting at 25% of our 2021 hires. Working with the business to become a ‘talent magnet’ has been another fast achievement for Rive. He has delivered coaching sessions to people leaders on quality hiring and harnessing the power of social recruiting. Come 2022, he is looking forward to imbedding strategies to tackle the complexities of recruiting and managing candidates in what continues to be a candidate driven market.

Talking more about “Candidate market”,?Emily, Tania and I combined our focus to create interesting and engaging “candidate experience”. I embarked upon process improvements to reduce the turn-around time and time to fill rate, reduced on average by 25% with support from Tania. The business was equally enthusiastic and supportive to try new ways of sourcing, screening, interviewing, and making a shift in mindset and breaking the old norms to respond and adapt to the market. A few tweaks and changes and it transformed into some very positive emails and feedbacks on Glassdoor! A shift from 2.6 to 3.9 in 5 short months as every response was responsibly managed by Tania. Emily contributed in a big way to make the on-boarding process seamless and efficient by improving “self-service” on our intranet portal for the People Leaders. On-boarding a new starter can be overwhelming for any leader too, especially during these turbulent times, along with being understaffed! She has lost the count of “Thank you” and “Love this one stop shop”. Tania further incorporated it in the on-boarding emails and magic started following from there on!

Have we done enough for our “People” to call “CoreLogic” a place of their own?

Yes, we have. And we are not stopping here. Claire is not for sure. She continues to champion Diversity & Inclusion, EVP & RAP program that were developed in 2021. Claire partnered with Workplace Edit to build out our D&I and EVP strategy. Our Executive of Sales – Mark Woolnough took on the important role as Sponsor and we further developed industry memberships with Pride in Diversity and Diversity Council Australia to support us on the journey into 2022. Our Inclusion and Belonging working group will play a key role in supporting our commitment to D&I across CoreLogic. In partnership we developed our EVP framework based on feedback gathered from employees across the organisation. We were keen to hear the “why” behind working for CoreLogic and what motivates them to come to work each day. We continue to leverage this critical work to support our teams and attract new talent that aligns to our purpose. Having kicked off our first Reconciliation Action plan in 2021 we’ve set 2022 on a course to be a big year for inclusion, acceptance, learning and insight for all employees to take advantage of. This is so exciting and the vibes can be felt are all across the business!

?Change comes in bits and pieces.

It comes in doing little things in a different way every day.

There is so much going on. We are busy, busy with a focus, clear mission and energy to execute. All I can say is, as we have raised the curtain to a new show called “The Year 2022”, the HR Team at CoreLogic is already filled with a sense of pride and spark in their eyes, carrying forward all the hard work of 2021 and making it “happen” again!