(Psst.. read the first part of the series here if you haven’t) Here’s the second part of how I’ve challenged my recruitment process… Putting together the recruitment strategy! This was crucial to me finding the right people because it’s all well and good to want to do things differently but without a plan I know…
Looking for a TA career change but not too sure how to get there? Our ‘So you wanna be a…‘ series takes a look at some of the more niche TA roles and digs deep into the who, how, and why behind them. We chat with some of your favourite TA leaders in that space to find…
It’s me – Jody! If you’re a regular TWIT reader, you’ll know that I’ve been trying something different with my recruiting recently. I wanted to test myself to see if I could create a process without a single behavioural question in it. Working in the Government for a long time has conditioned me into thinking…
It is pretty clear that every recruiter in the market has had their work cut out for them in this current climate especially across the Healthcare and Technology sectors. The market is shifting in some locations with the US as a center of focus for layoffs. This has happened quite drastically from having to be…
Think about your current work. In fact, let’s go one step further. Think about the sh*ttiest parts of your job. The most repetitive, pointless or bureaucratic. Something you just can’t deal with, and even the thought of it makes you sign. Got it? Now answer me this. How can you infuse more of your personality…
“We’re working on three times the number of vacancies I’d like to” a Talent Acquisition Manager told me this week. “What we thought 12 months ago was a temporary spike in vacancies rolled on throughout the whole of last year and is now the new normal.” 2021 was a year like no other. Coming back…
The future is both human and digital so recruiters who can successfully combine these two elements will stay relevant. This means that your Personal Brand is now as important as your Employer Brand and your Business Strategy. In this one-hour video, Ruby Lee, Founder & Side Hustle Coach, RubyLee.Co looks at how you can: Clarify…
Every so often, as a profession grows and expands, someone throws out a suggestion to rename the department and the positions in it. Internal Recruitment, also known as “Resourcing” was quite successful at this when it looked to highlight the fact that they did more than just recruit. Talent Acquisition has also successfully differentiated themselves…
We all know how challenging it is working in talent acquisition right now. The Great Resignation, the battle for talent (and subsequent salary wars), border restrictions, and growing skills shortages are just some of the issues caused by the global pandemic which have impacted almost every recruiters’ workload. In fact, the 2021 State of Talent…
I’ve looked into my crystal ball to come up with the predictions that no one else is making yet about 2022. I may be 100% right or 100% wrong – have a read and you be the judge. 1. The “great resignation” does not occur It’s a myth. There’s some “shock and awe” about it…
I’ve looked into my crystal ball to come up with the predictions that no one else is making yet about 2022. I may be 100% right or 100% wrong – have a read and you be the judge.
It’s a myth. There’s some “shock and awe” about it and it grabs a headline and that’s the only reason people are talking about it.
LinkedIn recently reported that close to 3 in 5 Australians intend to look for work (and therefore change jobs) in 2022. 3 in 5? I just don’t see it happening. Can you imagine the disruption and upheaval across our organisations if close to 60% of employees resign this year? The pressure it would put on TA teams would be unbearable. Any CEO facing that level of turnover (or intention to leave) would struggle to hold their job.
Sure, we will continue to see a “candidate short” market, but the great resignation will not occur to the extent as the doomsayers have predicted.
Everyone deserves a second chance right? Well the answer is “no” when it comes to the majority of our large corporate and government organisations (yes I’m looking at you, dear reader). Criminal records are a dead end and there is no way to look past them.
I’ve personally spent a lot of time working with rehabilitated criminals who are ready to work hard and change their lives. The problem is that most organisations screen them out before giving any considerations. In 2021 some organisations were forced to revisit this hard-and-fast rule and have been pleasantly surprised with the outcomes.
If you are screening out candidates with a criminal record you need to think again.
“I got 16 LinkedIn messages from recruiters wanting to talk to me about an opportunity” a close friend said to me over a Christmas BBQ. “That’s not bad for a year. It’s only 1-2 per month.” I replied. “That was just for the first three weeks of December,” he finished. He went on to say he’s locked down his LinkedIn account and turned off his visibility.
In the past an approach from a head-hunter was mysterious and intriguing. There was excitement to it and from my experience most people were happy to chat further. In 2021 most people couldn’t open their LinkedIn/email/phone without an approach popping up. There are so many messages, jobs and opportunities pinging around that it’s now becoming white noise. Passive candidates (or just plain “happily employed” people) are now fully aware that the job market is booming – so they can dip their toe in it if they choose.
Not just “an” issue, but “the #1” issue. I’ve been in agency recruitment for 16 years (long enough to receive two rounds of long service leave J). I’ve never seen my colleagues need a break more so than towards the end of 2021. It was a huge year with unprecedented demand from our clients and our candidates. Is a two-week break over New Year (that’s already finished – where did that go?) going to solve things? Unlikely. At SMAART Recruitment we are trying to meet the problem with a new EVP for staff and up to 7 days additional annual leave.
TA Leaders will need to really focus attention on how they can avoid burnout in their teams because all the data suggests 2022 will be even tougher than 2021.
I’ve had my 3rd jab. I’ll be first in line for my 4th and 5th when they roll around. However, a lot of “pro-vaccine” people are starting to grow weary. They’ve had their two jabs, followed all the rules and are frustrated we need to keep going with it. Candidates will be the same, and so organisations will face some hard choices when it comes to their own employees and hiring new employees if and when the decision is made that you need three doses to be considered “fully vaxxed”. Will we lose access to another 10-20% of candidates because they’ve had two jabs not three?
Recruitment agencies are turning away work. That’s not a statement you hear very often. But it’s been happening for the last 6 months at an increasing rate and will continue to do so for most of 2022. Recruitment agencies (and their consultants) have a finite capacity when it comes to taking on work (just as an internal TA team does). This inevitably drives up prices and leaves most of the bargaining power with the agencies. I guarantee you, 2022 is not the year to be shopping around for “cheaper” recruitment fees or asking for lower rates.
Had enough of Zoom meetings? YES! Had enough of online presentations? YES! Sad to have missed two years of conferences, events and face-to-face networking? HELL YES! When the Omicron wave subsides, those that haven’t cancelled their events will find a surge of registrations. We all want to get back together in person, connect and have a laugh. While we may not yet feel like in in January 2022, things will change quickly.
“I’m seeking $75,000 + super + car allowance” chirps the recently graduated candidate with 6 months of professional experience already looking for their second job.
You’ll clench your teeth. The hiring manager will be gobsmacked. But the candidate holds all the power and has the gumption to walk away if we don’t meet their request.
You’ll shake your head and then continue to have the internal discussion with frustrated stakeholders who hark back to the days when graduates were desperate for an opportunity at $40,000 + super. Have a great year ahead – I hope it’s fill with hard work, lots of laughs and many successful hires
