WORK­OUT What new year is set to bring

The Weekend Australian - Travel - - Career one -

EM­PLOY­EES will reap the ben­e­fits of un­re­lent­ing can­di­date short­age this year, with highly skilled job­seek­ers re­ceiv­ing mul­ti­ple of­fers, spe­cial­ist re­cruiter Hays pre­dicts.

Many or­gan­i­sa­tions are com­pet­ing for the same can­di­dates in ar­eas of acute short­age. ‘‘ This will place pres­sure on em­ploy­ers to dif­fer­en­ti­ate their of­fer and stand out early in the re­cruit­ment process avoid this tug of war,’’ says Hays di­rec­tor Nick Deli­gian­nis.

Other trends that will con­tinue to make a strong im­pact on the re­cruit­ment mar­ket in­clude the in­creased fo­cus on re­ten­tion strate­gies, glob­al­i­sa­tion of can­di­date search, use of con­trac­tors to fill tal­ent gaps and em­ploy­ees’ pref­er­ence for fi­nan­cial in­cen­tives, Deli­gian­nis says.

Tal­ent re­ten­tion mea­sures are still not re­ceiv­ing the at­ten­tion they de­serve, he says.

‘‘ 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,’’ he says.

It is quite likely that em­ploy­ers will re­cruit when­ever a good can­di­date be­comes avail­able, ir­re­spec­tive of whether or not there is a va­cancy, Deli­gian­nis says.

‘‘ Busi­ness growth and the short­age of skills will see more em­ploy­ers reg­is­ter open re­quire­ments with re­cruit­ment firms,’’ he says. ‘‘ Em­ploy­ers will in­ter­view a suit­able can­di­date that matches their cri­te­ria any time they be­come avail­able, re­gard­less of cur­rent va­can­cies. 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.’’

Em­ploy­ees are likely to con­tinue the ris­ing trend for fi­nan­cial in­cen­tives, he says.

‘‘ 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.

‘‘ 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,’’ he says.

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