00:00:00:13 – 00:00:17:14
Unknown
Right. I might move on then to kind of, I guess, some strategies for late 2021 and 2022, and I think that look, the other thing, obviously businesses are going to start looking at a mindset change from thinking about tomorrow to maybe planning six months now.

00:00:17:14 – 00:00:32:13
Unknown
And obviously Covid disaster payments have all ended. So a lot of staff, while the Covid disaster payments were being paid, a lot of staff were happy to do reduced hours and things like that. So now that money’s gone, those people, we’re already seeing this with clients.

00:00:32:13 – 00:00:52:20
Unknown
They’re already saying well I’m not continuing on my reduced hours at this point. And the employer frankly has no right to really continue those arrangements if those arrangements were sort of mutual agreement on a temporary basis. The JobSaver program, as you all know, ends at 30th of November, and there’s obviously some some challenges around that

00:00:52:20 – 00:01:11:01
Unknown
because you can’t make you got to maintain your headcount in those sort of things. So we’ve got clients literally ready to pull the trigger on redundancies. You know, December the first, but basically most businesses will fit into one of three categories in the next few months it will eithre be expansion, contraction and or consolidation.

00:01:11:10 – 00:01:30:12
Unknown
And we’ll kind of go into some of the things that business in those categories should think about in that in that time ahead. So I guess the first thing and really challenging thing to get your head around is that what we continue to see in the recruitment market is that it is very much a candidate’s market.

00:01:30:12 – 00:01:44:14
Unknown
And you know, this notion that there’s heaps of people out of work looking for work, so on and so forth is not just not materializing, both in the numbers and both anecdotally what we’re seeing with running campaigns for our clients.

00:01:44:15 – 00:02:00:09
Unknown
So obviously, the lack of skilled migration has been a killer for Australia in the last couple of years and in the hospitality industry in particular is just really struggling at the moment to get good people on board because they used to get a whole lot of skilled migration coming in to fill that.

00:02:00:20 – 00:02:19:11
Unknown
And what we’re also seeing is a lot of we’re seeing a bit of industry migration as well. So over the last two years, some jobs have been sort of found to be more sexy than others, if you like, because some jobs have just been the first to shut down as soon as there’s economic disruption and people are saying, Well

00:02:19:11 – 00:02:34:22
Unknown
, do I really want to be in that industry going forward and they have changed industries. But outside of the industry migration, there is probably a little bit of also flight to safety. There’s a lot of people saying, well, no now’s not the time to change, good time to change jobs, so I’ll stay put.

00:02:34:23 – 00:02:48:04
Unknown
But there’s a lot of people out there. And look, I don’t know if this is a really a just a HR thought bubble or, you know, or something that’s actually going to happen. But there’s a lot of people talking about the great resignation that’s apparently going to happen in the coming months, where people are going to just

00:02:49:02 – 00:03:03:10
Unknown
up and leave and go to other jobs when we kind of, you know, back to a sense of freedom, so to speak. Whether that materializes or not is hard to say. I’m probably not, as I’m probably not as how do I put this?

00:03:03:21 – 00:03:18:07
Unknown
I dont probably believe it as much as others would say that this is going to happen, but we shall see. I think that what we are seeing though in terms of our own anecdotal experience with recruiting of recent times is that low number, low number of applications for a lot of roles.

00:03:18:08 – 00:03:35:01
Unknown
So what we find a lot of employers really struggle with is they’ve got this mindset of I’ve got to compare one person with another. And what you really need to get your head around is that in one recruitment campaign, you might only get one good person and that’s good enough.

00:03:35:02 – 00:03:50:21
Unknown
If we get one good person, that’s the objective of the campaign has been successful. So that’s important to remember and compare those people to people you’ve interviewed or looked at previously. Don’t. Don’t be obsessed with thinking about I’ve got to have a comparison person.

00:03:51:14 – 00:04:08:24
Unknown
You know, this time to look at this against this other person. So that’s important. The other thing we say to our clients is that if you’re running recruitment yourself or if you are getting us to do it for you and you must make contact within the first 24 hours, gone are the days of, you know, putting an ad up on

00:04:09:00 – 00:04:20:12
Unknown
Seek or whatever platform you want to use, and then just sitting in the hammock on a Sunday going through them like that that in these days is just not anywhere near responsive enough. That might be fine at 8% unemployment.

00:04:20:16 – 00:04:35:03
Unknown
That’s no good at 5% unemployment. There’s a huge difference in those two things. So look at that. The other thing we’re sort of also encouraging clients look at is what we call kind of wild card candidates. So, Andrew, do you want to explain what you mean by a wild card again?

00:04:36:10 – 00:04:51:20
Unknown
So basically, candidates that you know you’ve got to change your mindset because of the lower number of applications per role, we’ve had to have discussions with a lot of our recruitment clients to kind of say, OK, this candidate might not tick the boxes.

00:04:51:20 – 00:05:06:17
Unknown
Might not have 100% of the experience that you’re looking for? But do they have the right attributes to be able to be to grow there and. To try and I guess, find a needle in a haystack to some degree with low with the low application numbers.

00:05:06:24 – 00:05:19:19
Unknown
Clients have had to take on a little bit more risk to try and get someone on board to fill the role. That may not tick. Absolutely every single box. And obviously there is a byproduct of that that, hey, this person may not work out.

00:05:19:20 – 00:05:36:09
Unknown
We might have to go through this one or two times to try to actually fill the role long term. But that but there have to be coached to be able to willingly accept this because the alternative to that is, well, we’ll just keep on advertising the role advertising for the role.

00:05:36:10 – 00:05:48:16
Unknown
And meanwhile, there’s the massive operational cost to not having the function performed at the same time. So you’ve got to weigh up the two against each other. Yeah, no. Thanks for that. I appreciate you going you going through that.

00:05:48:16 – 00:06:10:19
Unknown
So look, the other thing we are seeing is high wage expectations. At the moment. Candidates are demanding higher wages because the lower the low unemployment environment, quick decision making is required again. Don’t don’t get married to this idea of, you know, two interviews, and I’ll take my time making a decision this environment.

00:06:10:19 – 00:06:25:05
Unknown
It’s a big shift. It’s you really got to deal with making decisions where you may not be 100% comfortable. You’ve got to be able to make quick, agile decisions. If you don’t, then you’re just going to be left in the wake of others that are going to be going for the same people.

00:06:25:05 – 00:06:38:13
Unknown
So that’s what we’re seeing a lot of. And we have what we have line managers of our clients who say I am going to take my time, I am going to wait an our recruitment specialist says, Well, look, you can do that, but you know, candidates are going to go.

00:06:38:14 – 00:06:48:11
Unknown
And then and then literally a couple of days later, our specialist will be saying, this candidates gone. We see it all the time. So again, just that agile decision making is very important.