Hays Retail - January 2010

Hotspots

Merchandise Planning remains the biggest area of growth and the most candidate-poor. It is a role that is still being introduced into Australian retailing. Those businesses with a planning team are growing and introducing more layers to the team, thus creating succession planning opportunities.

Following a slow year for the buying market, demand is now rising. Following redundancies at the senior level in 2009, many retail businesses are now recruiting new Buyers given better and more positive trading patterns.

Employers want to know when a quality Planner or Buyer becomes available. They will often recruit such skills proactively. Most businesses are improving their benefits to attract the best of these candidates. Working hours are important, as are KPI-related bonuses. Succession planning is also becoming more important as candidates choose employers that can offer long-term stability and progression.

The coming quarter

In late 2009 a number of newly created positions became available and retailers began to proactively recruit once more. This activity will continue into the coming quarter as confidence continues to improve.

Executive hiring intentions are also fairly positive. A number of roles around the $150,000 level are currently available. We have recently seen positions become available in Merchandise Management with large blue chips, as well as National Retail roles and GM positions.

Employer trends

Over the last few months employers began to expect a more highly skilled candidate than they could traditionally secure for the salary on offer. Consequently the recruiting process takes much longer and on many occasions salaries have not been competitive enough to secure the top candidates.

In recent weeks this situation has started to change. Candidates often receive more than one offer and thus retailers are starting to become more competitive in their salary and benefits package. Retail is a fairly small and competitive market, so when an employer is given the resume of a highly skilled Buyer or Planner, they are usually interviewed, even if there are no live roles. HR Managers are proactively recruiting for future needs.

Candidate trends

At the end of 2009, the number of skilled candidates dramatically decreased. However this is a typical seasonal trend and as 2010 progresses candidate flow will increase once more.