For the month of September, we are dedicating ourselves to supporting HR and Talent Leaders to understand how to be prepared and competitive in a new job search. Each edition unpacks the kinds of interview questions you’ll soon be asked – not about what you’ve done in the past, but how you’ll lead into the future. From AI and human work design, to implementing a 4-day work week, to the evolution of Talent Advisory, this series prepares you to think ahead and respond with confidence.
Jo Vohland consulted with Andrew Retschko of Medibank to co-create the interview questions that HR & TA Leaders may need to answer in order to lead a 4-day work week (4DWW) transformation.
Interview Questions for a HR Leader to lead a 4 Day Work Week (4DWW) pilot:
System of Work Analysis
Before shifting to a 4DWW, how would you analyse the current system of work across the organisation to identify inefficiencies, duplication, or low-value activities that could be redesigned or stopped?
Cross-Team Alignment
A 4DWW is more likely to succeed where teams have high levels of collaboration. What steps would you take to ensure alignment across departments so that deadlines, meetings, and priorities remain coordinated and sustainable?
Prioritisation & Project Governance
How would you approach prioritisation projects and workflows so that employees focus on what truly drives organisational impact?
Policy & Culture Change
The success of a 4DWW is as much cultural as operational. How would you promote a culture of trust and accountability that supports this new way of working?
Measurement & Feedback Loops
What metrics would you put in place to measure the pilot’s success (beyond hours worked), and how would you capture employee and manager feedback in a way that allows continuous adjustment?
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Interviewing a Talent Acquisition Leader to incorporate a 4DWW into their TA Strategy
Talent Value Proposition
How would you ensure that the 4DWW is positioned as a credible and attractive part of the EVP, without it being seen as a perk that risks burnout or compressed workloads?
Setting your own team up for a successful transition – Efficiency in TA
A 4DWW demands efficiency. How would you use data (time-to-hire, quality-of-hire, process friction points) to identify duplications and eliminate wasted effort in the recruiting cycle; while maintaining focus on exceptional candidate experience?
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If you don’t yet feel equipped to answer these questions, don’t worry! We have 2 sessions addressing these shifts. Work is being rewired at speed and ATC2025 is bringing the playbook to life.
In Medibank’s Work Reinvented, Andrew Retschko and Katelyn Reddin will reveal three interconnected shifts changing how work is designed, led and experienced: the move to a 4-day week, the ambitious push to become Australia’s Healthiest Workplace by 2030, and a friction-fixing strategy that cuts red tape to unlock impact. These aren’t pilots, they’re systemic changes that show what performance through intentional design really looks like.
On the legal front, Nick Duggal will explore the regulatory wave reshaping employer obligations. From AI’s impact on the labour market and new redundancy rules, to Victoria’s proposed WFH mandate, productivity reforms, and the momentum behind the 4-day week, his session decodes complex shifts into practical, easy-to-apply insights.
Together, these sessions spotlight both the possibilities and the guardrails of work redesign, equipping Talent and HR leaders with inspiration, legal clarity, and the confidence to lead change.
Secure your spot in amongst 500 HR and Talent Leaders who are flying in from all over the country to attend. ATC is here to strengthen your growth and readiness so HR & Talent Leaders can thrive in a changing world of work. See the full 2 day agenda here.
