How to Work Successfully with Your Chosen Recruitment Partner
There is little doubt that the global COVID-19 pandemic is directly and indirectly responsible for an inordinate amount of change taking place across almost every industry you could possibly think of.
Numerous factors including extended lockdowns and border closures have meant there is essentially a skills and labour shortage impacting many, if not all, industries in some way.
Add to this, individuals reassessing personal circumstances, including where and how they live and, organisations pivoting their operations and looking in new directions has seen a dramatic rise in vacant roles.
According to the Australian Bureau of Statistics, the level of job vacancies in February 2022 was 86% higher than in February 2020, prior to the start of the pandemic.
“The ongoing high level of vacancies reflects the pace of recovery in labour demand from the fall in May 2020, as well as businesses across the economy indicating labour shortages and ongoing disruptions to operations.” — ABS, 31 March 2022.
So, there is little wonder why recruiters have never been busier as they engage in the war for talent in the Australian market, and it is therefore critical that companies work hand in glove with their chosen recruitment partner during their talent search.
We spoke to Andrew Telburn from Reddin Group on the ‘golden rules’ for collaborating successfully with recruiters that will ultimately help organisations attract the cream of the crop when it comes to candidates.
Time is of the essence
“The best piece of advice I could give to any organisation actively recruiting is to ensure their search for the right talent is a priority and that view is shared by the decision-makers in the business,” he said.
“It’s a candidate’s market out there right now so recruiters must move quickly. There are a lot of good opportunities for talented job seekers, so if you make the decision to recruit, ensure you can move swiftly. Often, we see candidates interviewed for roles quickly, but are then faced with ‘dead time’ hearing little to nothing back from an organisation after the initial conversation. This can be off-putting to a candidate who may walk away in favour of an organisation who moves quickly to secure them as part of their team,” he says.
Tailor your attraction strategies to the role and market
In this competitive market, Andrew also encourages organisations to be open to different forms of attraction strategies.
“We’re having to think creatively and tailor strategies to suit roles. While I can’t give all my secrets away, I will say that there are multiple avenues you can take and when it comes to attracting candidates, it’s not a one-size-fits-all approach. What works in major capital cities won’t necessarily work when recruiting roles in the regions. It’s a competitive market out there, you must be prepared to work harder and think differently if you want to attract the best,” Andrew says.
Working 9–5 in an office?
COVID-19 related lockdowns and isolation periods have shifted the way we all work. They proved to us that working remotely does not mean sacrificing productivity. Workers across industries were able to remain highly productive under flexible, changeable conditions.
Many found working remotely an extremely attractive option. It gave people a break from long daily commutes, allowed for increased family time and generally provided more work / life balance.
In fact, a report by the Productivity Commission, the government’s think tank, found that around 35% of jobs do have aspects that allow them to be done at home.
When surveyed, many employers are finding that their staff would be in favour of some kind of hybrid model, where some time is spent in the office and the rest at home.
“Candidates are looking for more than just a salary, so when you are recruiting, you cannot discount the fact that expectations out there have changed. You must come to the table with an open mind if you genuinely want to find the right outcome for your business. I’m not saying throw your old way of working out the window, I’m simply saying be prepared to have a constructive conversation about the way the job could be done,” he says.
Finally, Andrew’s tip to drive successful recruitment outcomes is ensuring that your partner has all the information they need to find you the right person for the role.
Let’s talk about the future
“Sharing information is critical especially regarding the future direction of the organisation. Candidates want to understand where you are heading so they can picture themselves going along for the ride. The more we can tell them about your goals and progress, the more constructive the conversations with the candidate will be.”
“People are the best asset of any organisation. It’s worth keeping that in mind each time you begin your search for someone new. They will help shape the future of your business,” Andrew says.
For more information on the Reddin Group’s recruitment and partnership services, please follow the link below www.reddingroup.com.au
