Allan Kohler shared some interesting statistics during the week on the ABC. He always has an interesting graph, or three, and this report was no exception. He showed that wages growth has stalled, stagnating at as little as between 0.5% and 0.6% each year for the past 5 years. Additionally, he showed that construction workers were at the very bottom when it came to wages growth which is a bit of a surprise. The gap between those employees who do receive a bonus, and for those who do not, continues to widen. Interestingly, in graph number three (just love a graph), he indicated that a wapping 60% of ‘firms’, (I have assumed that he is referring generally to companies here), were having trouble finding staff! He suggested the remedy may be to pay potential employees more of course, but as we know, wages alone are not the only thing that attracts an employee to a job, but it certainly helps!
The other graphs shared by Mr Kohler during the week were a tad depressing. Most were showing a downturn in various global economic activity indices across the board. Housing prices have come off the boil and the Royal Commission into banking has impacted with tightening of lending practices. Are we seeing this impact on the employment market? From our own micro point of view, it is a definite NO amongst the mix of clients that we work closely with, 60% of which are in the NFP space. Generally, though across the board, most organisations have not stopped employing people permanently. For us, Temp remains the slower performer, which is pretty standard when you have a strong Perm market. The good Temps are being held onto and offered permanency, as Mr Kohler’s statistics point out, good staff are hard to recruit, so when you find them, you don’t let them go.
Unicorn hunting seems to be our norm now too. We have always recruited for a wide range of very broad roles but as organisations have developed their own internal recruitment solutions to sourcing the easier to fill roles, for agencies, networks and expert recruitment skills have never been more important as they are put to the test filling the more challenging and unique roles. All good stuff.
Podcast of the week:
Once again: The Pineapple Project as it is so good… do yourself a favour and listen to it.
Until next week,
Current Permanent Roles:
- Investor Administrator
- Teleaudiology Consultant
- HR Coordinator
- Various Family Violence Roles
- Senior Draftsperson
- Executive Officer
- Family Violence Team Leader
- Program Leader (Safety & Resilience)
- Finance Manager
- Communications Manager (3 Month Contract)
A Word From The Temp Desk:
A few weeks back I had a jam-packed day of learning and development with the renowned Sophie Robertson. My brain was fried by the end of the day with all the new information that I was taking in and willing to take on board and implement into my Temp desk. I don’t think I have ever learned so much in one day!
Sophie introduced me to a whole new side of Temp recruitment, managing a Temp desk and working with clients and Temp Professionals. I also understand that not everything that I went over with Sophie would fit into my Temp desk and not all organisations work the same way.
Learning is something we do every day, but when we have a whole day of learning sometimes, we feel like we must implement everything into our processes and procedures straight away. I have learned over the past few weeks that some things just don’t work for my Temp desk. I also learned that some things NEEDED to be implemented straight away to make my Temp desk more structured and then there were things that needed to be implemented after careful consideration and planning.
Sophie said to me at the start of the day, that if there was one thing I took away from the day, it would be SPECIFICITY, and although I took lots of other things on board, specificity is the one that stood out the most.
What does specificity mean you may ask? Specificity is about asking the right questions, asking the questions about a candidate, about a client and most importantly about a role. Specificity is about getting all the nitty gritty details, so we know all the information we need to do the best job possible. Specific job titles, specific job descriptions, specific end dates, specific location and specificity about what Temp roles you want and how far you are willing to travel to get there. Specificity is for both clients and candidates, but it is important that as a recruiter we are asking all those questions we need to ask so that we can get 100% the right candidate for the right job, for the right client. By being specific with your recruiter and answering those annoying repetitive questions you can guarantee that you will have the perfect Temp for the job, or the candidate will have the perfect job for their previous experience and interests.
Sophie Robertson is a very smart and driven women who I feel privileged to have been able to learn and absorb information from. I am excited to keep learning and improving my Temp desk to build it up to the best it can be.
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