Hays Office Support - January 2010
Public Sector
Hotspots
A shortage of highly experienced Executive Assistants with public sector experience and a proven track record working for a high profile executive (for example First Assistant Secretaries, CIO's and General Managers) means demand is high. As confidence in the market increases, office support candidates are proactively seeking new opportunities, while increasing workloads are also creating new roles.
In addition, the need for data entry APS 2-3 administrators will be high over coming months due to a backlog of work.
In order to secure these skills, employers are offering competitive salaries and moving quickly. Personal development opportunities and work/life balance can help attract passive candidates.
The coming quarter
Project and front line vacancy activity is taking place. Towards the end of 2009 the number of short-term vacancies rose, while in this quarter we believe there will be more focus on permanent recruiting.
Permanently employed candidates are once more entering the job market. They are more confident and willing to change positions. In particular Generation Y wants to explore available career opportunities. This activity will increase overall recruiting momentum.
Security cleared and police checked candidates across office support job functions are expected to be recruited this quarter as some recruitment freezes lift. Candidates with such clearance do not last long in the market.
Employer trends
Employers in most states have shortened their recruitment timeframes when possible to secure the most suitable candidate. They are also trialing candidates in a temporary capacity, then extending the role or offering a permanent position once satisfied with the candidate's abilities and fit.
ACT is the exception, where employers often ask candidates to submit expressions of interest and selection criteria, which lengthens the process. Security procedures are stricter, which again has lengthened the temporary recruitment process.
There is a bigger demand on current staff to up-skill and take on additional duties in departments where recruitment freezes and minimal staff levels remain. When departments are able to recruit, they are very specific in the skills required. They will wait for a candidate that has every one of their prerequisites. If this is unachievable, then the role remains unfilled as they lack the time to train a candidate.
Candidate trends
Renewed confidence has increased the number of permanently employed candidates entering the job market. However often candidates are applying for roles for which they are over-qualified, or for which they lack the required level of experience. Employers are unwilling to place an over-qualified candidate in a role since the candidate usually becomes bored very quickly and looks for a new role.
