Despite the ups, downs and lockdowns, we are encouraged by the level of enquiries we receive about engaging us to lead recruitment assignments in the ‘for purpose’ sector. We note a higher demand than this time last year for leadership roles, particularly across fundraising and marketing. Does this mean recruitment has bounced back or some balance is returned?
The recent employment data released on 17 June indicates a solid return, with unemployment decreasing to 5.1% (from 5.5% in April), underemployment decreasing to 7.4% (employed, but would like to work more hours) and the overall participation rate in Australia increasing to 66.2%. This is excellent news.
But, there is always a flip side to this story… there is tension between supply and demand, particularly in niche fields.
SEEK’s Overview of May notes that SEEK’s job ads continue to be at high levels, up 27.2% compared to May 2019 (Yes, 2020 didn’t exist), while applications per advertisement continue to be at the lowest level since 2012. An interesting stat for Victoria is that the increase in job advertisements from May 2020 is 204.9%. Read the full report here.
This report covers every job you can imagine from accounting to administration, health professionals to truck drivers and everything in between. In our ‘for purpose’ sector, we have observed a similar trend in jobs being advertised across niche job boards including Fundraising Institute of Australia, Pro Bono Australia Educate Plus, Philanthropy Australia and Ethical Jobs.
In saying that, we are seeing mixed results at Gembridge. One search received over 180 applications, appealing to a broad range of candidates with genuine passion to make a difference. Some candidates already participating in the ‘for purpose’ sector, and many others wishing to transition into something more meaningful after reflections during COVID-19. For other roles, we receive minimal applications, suggesting a shortage of candidates and smaller pool of talent for specialist skills, requiring our search to be focussed more on proactively approaching (head hunting!) potential candidates.
Balancing supply and demand is a challenge, particularly with so many changes. For each role, you typically only need one person. So, if you find that ‘gem’, you want to have the best chance of appointing them. As an employer, what can you do to plan for your recruitment needs in times of anticipated skills shortages?
An aspirational organisation, defined by Gembridge
So what can we do about it?
With the ongoing demand for specialist skills and talent, how can you position your organisation as an Aspirational Organisation to recruit and retain ‘GEMS’?
To recruit and retain people is so much easier if you are an Employer of Choice with inspiring leaders, best practice systems, secure funding, best practice systems, plus a great culture where individuals are valued.
Observations & crystal ball predictions …
Through managing many assignments and engaging with our network, we hear many perspectives about recruitment and challenges with supply and demand. From what we know, learn from our networks, plus our magical crystal ball, our observations and predictions for remainder of 2021 are…
What will the future hold?
Greater confidence in the employment market noting higher number advertisements and recruitment activity
Employees are placing greater emphasis on job security, given the many COVID-19 job casualties
Working from home is not only a benefit, but becoming an expectation at various degreesDemand for some niche skills will be more highly sought after than before
Timing and efficiency of the recruitment process may be more crucial to secure talent. (Tip: be prepared including efficient processes and plans for interviews, decision-making, project timelines plus contracts ready to go without delays!)
Higher chance of counter-offers to retain talent with their existing employer