It’s a new year and you must be all wondering what is likely to happen in the recruitment industry this year. The good news is that Australia continues to register steady economic growth, which means the economic gains will translate into our industry. Having said that, I predict that it won’t be an easy year for the industry.
So what are the trends that we should watch out for? Here are some of them:
1. Social media
Social media will continue to be big this year. If you are not yet present in any popular social media, you may be missing out on the benefits. LinkedIn is always a great way to look for potential applicants while Twitter is a great tool to follow authoritative sources and get updates about the industry (My Twitter account is @GaynorLowndes).
You can also use Facebook to subscribe to industry experts or connect with clients. Don’t be afraid to use these channels because they will play a big part in accessing talent and clients in the future.
2. Growth industries
Some sectors are likely to grow faster than others. These are healthcare, mining and resources, education, and technology services. Manufacturing, tourism and construction are showing signs of sluggishness moving into 2013. If you are recruiting into these sectors, then start thinking about possible emerging opportunities within the growth sectors. If you recruit into one of the slowing sectors, start planning for the slow down.
3. More talent supply than demand in some sectors
Because some sectors may be struggling this year, expect that there will be job cuts and some companies might implement a hiring freeze. This means that more Australians may be looking for new jobs within the same industries, especially the light industrial sectors. Get better at screening your applicants quickly and ensuring that they have a positive experience with your firm to maximize your networks.
4. Increase in flexible working arrangements.
We have seen in the past few years many organizations moving to more flexible working arrangements. This trend is set to continue in 2013. Indeed, some of the recruitment firms I work with have embraced job shares and RDO’s as rewards for good work.
5. More Generation Y as business leaders.
As members of Generation Y grow older, it is likely that more of them would assume leadership positions. This means that recruitment consultants should provide counsel to businesses on how to prepare the organization for the new generation evolving into leaders or helping HR departments in planning career paths for them.
6. Retaining top talent.
This will be an ongoing challenge for many organizations as the mobility of Gen Y continues to threaten the stability of teams and organizations. Organizations will need to ensure that they have robust retention strategies in place to counteract this trend. They will also need to embrace older workers who statistically are far more stable than their younger counterparts.
It is important that recruitment consultants stay informed of their clients’ industries and businesses. It will help you understand what’s going on and what your clients could possibly need from you.
Remember to work fewer clients and work them better. Really take the time to understand their staffing challenges and add value by providing innovative solutions and the best talent in the marketplace.
Until next time, be the best you can be. Gaynor