"At the moment it's a candidate's market as there is a serious skills and people shortage," Keay said.

"We spend our time finding good people by doing a lot of networking, word of mouth and using contacts to find suitable candidates."

Keay said the industry as a whole must continue to be enterprising to attract and retain workers from all walks of life and professions, such as school leavers, women and Indigenous candidates.

And once the right candidate is found, staff retention is just as important as the recruitment process, according to Keay.

While salary was important to recruitment and retention, candidates are also looking for future potential and cultural fit, with ongoing training and role changing opportunities a priority for many workers, he said.

Keay's top 10 tips for staff retention

• Provide a flexible, supportive working environment and culture;
• Provide structured training, ongoing career development and feedback implemented on a regular basis;
• Offer greater work-life initiatives, including flexible working hours, holidays and reward days;
• Continue to educate employees - good performance management systems will lead to a professional development plan for each employee;
• Keep staff informed of change and vision within the business. Silence can be the greatest enemy if staff are not regularly updated;
• Expectations - staff need to have a clear understanding of what is expected of them;
• Offer market leading salaries and performance-based rewards, including ongoing bonuses and attractive company incentives;
• Effectively managing staff is a key issue for business owners - in particular, managing generation Y expectations and wants;
• Understand staff needs - likewise staff should understand the company's visions, values and assets; and
• Listen to and empathise with staff on a regular basis to ensure a smooth working environment.