Tug-of-war

“It is not uncommon for candidates in areas where the skills shortage is most acute to receive multiple offers of employment,” says Ben Hiles, Regional Director of Hays Resources & Mining.

“In these cases, organisations across the country find they are competing for the same candidates and this will place pressure on employers to differentiate their offer and stand out early in the recruitment process to avoid this tug-of-war.”

Targeted candidate attraction

The ability to communicate with a clear message and cut through the clutter with unique and targeted candidate attraction strategies will become fundamental to reach jobseekers, according to Hays.

Knowing what’s happening in the market and who’s reading/clicking on what is critical to finding the jobseeker you are looking for!” Hiles says.

Retention

Retention still isn’t getting the attention it needs from all organisations, according to Hays.

Every manager in an organisation has a role to play in a retention strategy and with many organisations experiencing rapid growth, a focus on retention will need to become integral to maintain growth long-term.

Speed it up

The recruitment process will become swifter, even for organisations with multiple steps, Hiles says.

“Many more candidates are now offered a position at first interview since companies are keen to gain commitment face-to-face,” he says. “Those organisations that do not address the speed of their recruitment process could find themselves missing out on their preferred candidate in 2008’s tight candidate market.”

Candidate buy-in

Candidate buy-in occurs when an applicant is engaged enough with the company and role at interview stage to not just accept an organisation’s culture but also to believe the role and organisation are right for them.

An organisation that can promote its vacancy and itself sufficiently in interview to achieve buy-in from the candidate has a much higher chance of successfully employing that candidate, according to Hays.

Searching the globe

“Increased international mobility opens a global candidate pool for certain roles when the skills required are portable, such as corporate governance or information technology,” says Hiles.

“Businesses with an overseas office network or that recruit through a recruitment agency with an international network will be at a distinct advantage.”

Contractors fill gaps

The employment of contractors will increase as a measure to fill staffing gaps and ensure workloads are completed while a permanent employee is sourced, according to Hays.

“Contract workers can allow continuity of work without disruption,” Hiles says.

“They are enthusiastic and innovative, and they also allow a business to employ specific skills only when required. As they are an interim resource, they are retained only for as long as their skills are required and until workloads return to usual levels.”

Workchoices changes

The Rudd government has yet to announced and implement the changes it is going to make to the Workchoices legislation. But it is important that companies that are hiring don’t hold off and wait to see what happens – the impact on productivity could be significant.

Don’t thank me, pay me

The way in which employees are recognised and rewarded for hard work or successful results plays a significant part in employee engagement – which in turn has repercussions on retention.

Recent surveys have revealed a large percentage of the working population prefer financial rewards, according to Hays.

In addition, salary pressure will remain for candidates in demand and it will be imperative organisations keep their rates competitive to retain staff. Yet it is equally important candidates maintain realistic salary expectations and do not price themselves out of the market.

Open talent season

Business growth and the shortage of skills will see more employers register open requirements with recruitment firms, according to Hays.

“Employers will interview a suitable candidate that matches their criteria any time they become available, regardless of current vacancies,” Hiles says.

“This enables employers to secure the right staff they need for future growth, and it also allows candidates to access opportunities with the employers that are most suited to their own unique skills and experience.”