Hays Policy & Strategy - January 2010
Public Sector
Hotspots
High demand remains for candidates with economic policy experience, although there is a shortage of people with the appropriate skills or qualifications. We also predict steady growth for candidates with environmental policy or natural resource management experience as organisations focus on their environmental responsibilities.
Those with human services experience, particularly child protection, are also sought. Other areas where demand will continue to be strong include aged care and health promotion. Finally, new legislation and the number of organisations going through strategic planning have created a need for Business Analysts and Corporate Planners.
In order to secure these candidates, employers have widened their attraction strategies. For example, departments will often extend their advertising onto commercial sites. They are increasing cadetship programs, while databases of recruiters provide an immediate sample of available candidates. Interstate recruitment is increasingly used.
The coming quarter
Although still slightly hesitant, the majority of employers expect to increase their hiring activity in 2010. By February or March, we expect new jobs to be created following strategic planning while empty positions will be filled as the market enters a period of revival. There also seems to be an increase in temporary roles as some recruiting freezes ease.
Executive trends
Movement at the Director level and a steady flow of candidate movement within the community sector at the CEO/GM level has ensured a consistent flow of executive vacancy activity.
Employer trends
Some not-for-profits have become more flexible regarding the salary on offer. They want to secure quality talent before the market fully turns. Equally, if they cannot find a candidate at the level sought, they are prepared to revise the responsibilities of the role to secure a quality candidate at a lower level.
Fixed-term contracts have risen in popularity in response to the creation of roles linked to specific funding and employers' willingness to give temporaries access to leave.
As medium to larger organisations realise the importance of strategy and policy, we expect continued growth over the coming years.
Candidate trends
While there is an increased volume of candidates in the market, the quality of talent has not correspondingly risen. Good candidates still secure roles quickly. Despite media reports to the contrary, we feel a candidate shortage still exists overall.
