For immediate release. Geelong 19 February 2019
Historically speaking, Geelong’s enterprises have had it good. For the most part, employment choices have favoured employers; the region’s supply of labour has been more abundant than demand, so employers have been able to select their staff from a range of individuals, employees have accepted less than desirable salaries, employment terms have been rigid and the region’s employers have invested less in the staff than their capital city counterparts.
And then came Geelong’s transformation. Dated back to TAC’s arrival over 10 years’ ago, Geelong’s employment landscape began to change. Now the pace of transformation is so rapid, our region’s organisations are struggling to keep up.
With the entry of some key employers combined with Deakin’s meteoric growth, today many employers are left out in the cold. It is now a candidate’s market. Now, candidates can pick and choose who they work for. They are looking at what the employer can offer them. Questions that employers need to be across more than ever are “How flexible are you?” “What other benefits are there?” As for the discount in salary, the region’s key employers have made a permanent change to our wages landscape where small and medium employers need to compete with the big end of town if they want the best.
Harvest Talent Recruitment and People Solutions Director, a Geelong local, has seen this shift in the landscape. Maree Herath comments that “Geelong employers have been blindsided. When one major employer entered the region, the impact was minimal. Now with multiple, similar companies seeking similar skills the war for talent is real!”
It is why Harvest has embarked on its first ever HR Index survey. This survey will span the complete business landscape and cover employment trends, casualization of the workforce, talent attraction, leadership capability and other HR challenges that are keeping employers awake at night.
Even Council is putting priority here with Head of Economic Development, Tim Ellis commenting that the City is addressing workforce planning.
The survey closes on 3 March 2019 with the results presented at a host of regional forums from late March onwards.
“There’s never been a better time for employers to gain a clearer picture of our current employment trends, the challenges and potential opportunities faced by the region’s employers and the key HR focus for companies today.” Herath says
To have your say, the survey can be accessed on line at http://tinyurl.com/y399cvs5 or a Harvest team member can conduct the survey directly with employers on 1300 363 128 for those who wish to participate in the survey.
Author: Maree Herath, February 2014
“We seem to struggle to get the right people for our business.” “Where can I find the right candidates?” “I don’t have time to commit to the recruitment process . I can’t even judge if I have the right fit when they are standing there in front of me.”
Over my 20 years’ experience in the recruitment industry these are just some of the statements I hear our clients say when it comes to recruiting staff. The most common theme that comes up time and again is that managers are challenged in finding the right people or, when they have a group of candidates, selecting the right people for their needs.
Proactive managers are fully aware of the huge benefits, having the right people bring. They become high performing as they have high performers. These team members bring the right blend of skills, qualification and motivation to achieve the goals they, as an organisation, are striving for. They believe there is power at the intersection of people and performance and that there’s never been a better time to source and select the right people that will give them a competitive edge.
Speaking with my clients I have found recruitment issues fall in two main camps:
I have developed a framework which culminates my formal education in business and human resources and my experience within the recruitment industry. For 20 years I have been working hand-in-hand with clients covering the full spectrum of size and status from micro, small, medium to large multinational enterprise, assisting them overcome common hurdles they have in recruiting staff.
So why do people often find themselves stuck in the recruitment process or with the wrong person in their organisation? From my experience there are a number of common sticking points. These include:
And what are the issues managers face once they gain a group of candidates?
So how do we overcome this long list of sticking points? I focus on seven key areas of the recruitment process that, if done correctly will ensure proactive managers and recruiters not only find the right fit for their organisation but they also enjoy the benefits of being fully functional through having the right people, performing in the right roles.
The seven key areas that I cover in Bodysnatchers – Unlocking the Secrets of the Recruitment Industry include:
As this book will be used by managers within an organisation and recruiters from the recruitment industry, I cover how to engage a recruitment firm for employers and how to work with clients from an external recruiters’ perspective in the appendices section.
Bodysnatchers – Unlocking the Secrets of the Recruitment Industry is the first definitive guide to help proactive anagers significantly increase their chances of getting the right fit for their organisation, the first time. I have shared my best knowledge and experience based on the trials and tribulations I and my clients have faced in the recruitment process and I believe there’s never been a better time for organisations to function fully by attracting and securing the right people. If you are tired of getting bogged down in recruitment or are frustrated at continuously getting the wrong person for your team then stop faltering and start excelling.
Gaining and keeping the right people starts with and ends with recruitment. Once you learn and apply the secrets of the recruitment industry you can truly become a key player in your industry. I have personally witnessed the difference between the right and wrong fit of people in an organisation and it is through people organisations truly succeed.