Candidate levels are buoyant in the HR jobs market but due to an increase in the number of permanent vacancies and higher demand for quality HR professionals, strong candidates are receiving good offers and not staying on the market for long.
Following the recent period of restructuring in many organisations, we are now seeing more newly created positions due to company growth. There has also been an increase in the number of project based contractual roles designed to support the implementation of new HRIS and payroll systems.
Many teams in Melbourne are short staffed, but due to limited funds companies are unable to bring on permanent staff. Employers prefer to hire temporary staff as there is still uncertainty in the market.
Due to the competitive nature of the market, employers are looking for an exact fit for the role technically rather than a ‘cultural fit’ with the organisation. Interestingly, whilst employers can't offer longevity or stability to their staff, they are seeking candidates who they can retain.
In Queensland jobs are being created, some due to growth and others are replacement roles. Employers generally prefer to wait for the right permanent candidate rather than hire on a temporary contract, which in turn makes the process slower and puts pressure on already stretched teams.
In South Australia there has been a lot of temporary recruitment in the public sector in specialist areas such as training, industrial relations (IR) and employee relations (ER).
In terms of skills in demand for the April – June 2015 quarter, we’re seeing a high demand for Human Resources Managers. A large number of HR Managers are looking for their next challenge following a recent lack of movement in this area. This natural turnover is fuelling vacancy activity and a need to replace departing staff. However employers find it difficult to identify candidates with relevant industry experience who are also the right fit.
HR Business Partners who specialise in employee relations and performance management are also sought after. Demand is particularly high in the healthcare, retail and manufacturing industries.
As new HR strategies, training programs and projects continue to be rolled out, demand for Learning & Development specialists and E-Learning experts is strong. The need for companies to engage current employees and retain them continues.
Strong HR Generalists with a broad mix of ER and enterprise bargaining agreement (EBA) negotiation experience are in demand. Many Generalists have ER exposure but have yet to negotiate EBAs or deal with unions.
Industrial Relations specialists who have liaised with various unions and negotiated EBAs are also sought after. The demand is as a result of the change in government and the way in which negotiations are taking place.
The introduction of new policies, legislation and programs has also fuelled demand for experienced Change Managers to ensure there is a positive impact on a company’s people and culture.
In terms of candidate trends, candidates need to look at how they can more effectively align themselves to roles by selling their strategic skills. Candidates that can highlight strong technological expertise and experience in a range of technologies and systems are at an advantage. Those with skills in e-learning and e-recruiting systems such as Workday are able to stand out from their peers.
Candidates are looking for roles that offer broader responsibilities and a strategic element; even at the HR Advisor level candidates are seeking greater responsibility. Also more candidates are getting in touch with their own networks through LinkedIn, former colleagues and manager.