Hays Human Resources - October 2007

Private Sector

Hotspots

Across all states, internal recruitment specialists and HR consultants/advisors are in most demand. The resources boom has resulted in a need for recruiters with experience in resources, engineering and construction, which has flown over into other states, as new projects are won, and pitched for. Once won, these projects require not only more staff, but also HR professionals to support the additional numbers. Furthermore, the continued war for talent is seeing a need for internal recruiters in most industries.

Due to the focus on staff retention, the demand for remuneration and benefits specialists and learning and development professionals (be they facilitators, designers, or the whole package) continues, as employers focus on developing staff, and remunerating them in line with the market, as well as introducing new benefits.

The need for change management specialists is growing as companies realise the importance of communicating and implementing change (restructure, mergers, acquisitions etc) smoothly in order to minimise any loss in staff levels as a result of change.

HR analysts have been traditionally difficult to source, and this trend continues with the hotspot for these candidates showing no sign of abating.

The changes in IR requirements, and additional alterations threatened by the outcome of the election, has seen those candidates with IR expertise employed very quickly.

Finally, there is a demand for stand alone HR generalists for either smaller organisations or state offices. State focused HR generalist roles are on the rise, as organisations build their HR teams, and respond to business growth.

The coming quarter

The ongoing skills shortage aside, the requirement for human resources skills to attract and retain an organisation's talent continues thanks to a generally buoyant market and organisations viewing HR as an essential part of their growth. Organisations will recruit HR professionals now rather than waiting for their HR teams to become overloaded or leaving line managers to deal with HR matters.

Demand does not just exist for permanent staff; we anticipate a continued increase in demand for contractors, from HR/recruitment administrators through to change specialists and head of recruitment. Business reengineering is also creating a need for senior HR generalists and those with change management expertise for contract roles.

Executive recruitment

While the market for mid management is buoyant, the senior market is more stable. More candidates at the director level are keeping an eye out for new roles, but are very realistic that the process will take time since there is less movement at the senior level. These candidates are seeking roles offering substantial strategic involvement and complexity.

However we are seeing more demand for senior level contractors as organisations demand candidates with substantial experience for key projects.

Salaries

In some states, we are noticing a slight plateau in salaries with employers unwilling to continue increasing their salary packages. Instead, employers are more willing to wait for a candidate at the right salary level, or consider a less senior candidate and train them into the role required.

In Queensland and Western Australia in particular, employers are demonstrating great flexibility in order to secure the right candidate for their role.

The 2007 Hays Salary Survey can be viewed at www.hays.com.au/salary

Candidate trends

Financial services organisations continue to have a strong preference for candidates with previous financial services experience, despite a shortage of quality HR generalists with this exposure at the $70,000 - $100,000 level.

It is not unusual for solid junior to mid management candidates to receive a number of employment offers, with these candidates subsequently becoming very particular about the organisation and what it can offer them.

Candidates moving interstate are aiming to secure roles prior to their move, which is generally successful when moving to Queensland; but in other states such as Western Australia employers will generally not commit to meeting a candidate until they have relocated.