Hays Office Support - January 2010

Hotspots

Executive Assistants are a hotspot of demand. Many of these candidates were made redundant over the last 12 months as a result of the global financial crisis. As the market stabilises, employers are recruiting these skills once more.

Office Managers are also sought for teams that are expanding.

As the market has stabilised, the movement of Corporate Receptionists into administration roles has recommenced. This has created a need for Receptionists to fill the vacated role. Those organisations that amalgamated reception responsibilities with another job function during 2009 to cut costs (such as a PA taking on reception duties) are also now recruiting again for a receptionist. Those candidates with previous experience managing busy switchboards in corporate environments are most sought after.

Experienced legal secretaries are sought as workloads increase.

In order to secure the above skills, employers need to be aware that despite current candidate levels, quality candidates are in shorter supply. Flexibility in relation to a candidate's exact fit is required. When a quality candidate with relevant experience and a stable resume is identified, employers need to act quickly to secure them. Such candidates are employed within days of entering the market and as a result, more employers now want to be made aware of any available standout candidates with specific industry, product or systems experience.

The coming quarter

As headcount freezes begin to lift, permanent recruiting activity is increasing. New jobs will continue to be created. Temporary roles have been consistent over the past few months, and this is expected to continue as employers use a temporary assignment to help with project work or to clear backlogs from the previous 12 months.

Employer trends

A trend towards multi-skilling is evident. Employers often want candidates with a variety of skills that they can utilise in not just the role's core function, but also in other areas of administration support. This includes assisting with reception, administration or junior accounts procedures if and when required. This merging of responsibilities across a number of roles is a back-up for staff on leave.

During 2009, employers were able to secure more experienced candidates for lower salaries, and have seen the benefit of what a more experienced candidate can offer. Despite changing market conditions, many employers still wait in the hope of attracting an experienced candidate for a lower salary. Yet a shortage of candidates in specific roles is emerging.

In fact, savvy employers are moving fast, so strong candidates are recruited quickly. They are also starting to receive multiple offers. Counter offers are again evident.

Salaries at the entry to mid level did not taper over recent months. Many employers are prepared to offer a salary reflective of offers 12 months prior to secure the top talent and to help in their retention. Salaries are also likely to increase this year as employers seek to attract quality candidates.

Candidate trends

During 2009, entry-level candidates that would have traditionally changed employers after one to two years stayed in their role for job security reasons. Now that the market is stabilising, these candidates are again moving, and this market momentum is helping to fuel vacancies at the entry level.

Candidates are more open to industries and locations than they were prior to the GFC.

The volume of candidates actively looking for their next role remains high but the number of quality and experienced candidates with stable resumes has decreased substantially. However there has been an increase in currently employed candidates applying to new vacancies. These quality candidates are secured quickly.