5 ways recruiters can stay ahead of the game
Businesses across the world are undergoing seismic change, resulting in a myriad of new positions being created, and largely a lack of true knowledge and understanding of the skill sets needed to fill them successfully.
Over the past fortnight, SEEK Employment’s Head of Strategy, Florian Dehne, spoke across the country at RCSA’s Breakfast Series events, hosted by SEEK, about how recruiters can help companies lead the change. Here’s the key themes discussed:
1. Expand your network globally to get the best talent for your clients
Businesses are under increasing pressure to perform, not only from new and existing businesses domestically, but also internationally. And to compete globally, they need the very best talent, wherever that may come from.
“If you look at the automotive industry, Holden Commodore is an awesome car if the competition is a Ford Falcon. But once the global competition came in, it became tougher and tougher to compete,” says Dehne. “And you could probably go to almost any industry and make a similar statement.”
2. The skills shortage is intensifying – for certain roles
We’re in a new era of employment. You’d think that when unemployment is high, job ads would be low. And that certainly used to be the case. But not any longer.
“Over the past few years we’ve seen a very interesting trend – our job ads go up when employment goes up,” says Dehne.
“What we came to was that, yes, in some parts of the market, excessive supply of labour results in unemployment.
“However, in other areas, the growing pockets, there’s increasing demand while we actually have a lot of people available in the workforce.”
And it’s newer roles that require a more specialised, newer skill set that are causing a supply issue.
“When we look at data analysts and UX designers, for example, these roles have sky-rocketing salary rates, and that’s only happening because there’s a humongous skills shortage.
“These people are in so much demand there is not enough supply – and this sort of situation is only going to become more common.”
3. We’re in a period of skill-set disruption, so think laterally
Technology is changing the types of roles out there. More tasks are becoming automated and replaced, meaning a lot of positions are now very different to what they would have been five or 10 years ago. And as roles are becoming disrupted, so too are candidates.
However, that doesn’t mean candidates’ past experiences aren’t valuable – it means recruiters can add significant value by helping both candidates and employers see how they can be suitable for each other.
“We all have a responsibility to try to separate past experience with the potential of what a person can do,” says Dehne. “So think about skills in a slightly broader way and try to match people who might not have done it before too… and ask what could they do, what type of roles are similar.”
4. Become an expert
For recruiters to be of ever-increasing value in this skills-disrupted world, they need to be giving employers the insights and context they need to make the best recruitment decision possible.
“We know there’s change coming,” says Dehne. “We can sit here and say ‘well there’s a big wave coming,’ and we can either surf that wave, be part of it, or we can let it run past, but we certainly can’t stop it.
“There’s an underlying reality for all of us to say we just have to accept some of that reality.”
Over the next decade, the role of the recruiter will change rather dramatically; however, Dehne says that presents significant opportunity.
“There is still a lot of the human factor, a lot of making sure that the candidate ultimately joins and the placement actually happens.
“There’s a lot of relationship building, building a personal brand, being the go-to person and understood by the market, being able to unleash and include in the recruitment processes non-qualified information.
“That is the opportunity in the skill-set disruption for recruiters.”
5. Publicly available information and data is still an advantage for recruiters – so use it
“Half of the working population now has a SEEK profile, and I would probably say most people in the workforce in Australia would have two or three different profiles.
“There is a plethora of information available out there for public consumption and the opportunity for recruiters is to not only bring these candidate insights to their client but to be a partner to the candidate – create relationships and use this rapport to motivate candidates to move roles.
“That’s going to be the one thing that is going to be the lasting differentiator and importantly it needs to be a key focus to be successful many years into the future.”