Six considerations when recruiting top talent right now Image

Six considerations when recruiting top talent right now

  • Published 21 Oct 2021
  • By Claire

For many of us, extended lockdown is coming to an end. This is creating a big challenge for employers who are trying to attract the best talent in a market that is already fiercely competitive. Here are some considerations for employers wanting to hire the best people.

The current jobs market is the most competitive we’ve ever seen. As we’ve written before, this is due to a number of reasons including the difficulty in bringing in talent from overseas to plug skill gaps.

With this red-hot recruitment market showing no signs of abating, employers need to be savvy about how they attract the right people. We are consistently hearing the same feedback from candidates – the latest wave of lockdowns has changed what they’re looking for. Employers need to provide this, otherwise they risk missing out.

Here are five areas for employers to consider when recruiting right now.


1. Provide clarity on the return to the office

A recent report from the Productivity Commission called the pandemic one of the biggest changes to work in 50 years.

With so many factors to consider, returning to the office for those of us who have been in extended lockdown is certainly not an easy prospect to manage for employers.

While it might be difficult to map out the future workplace, it’s important to candidates. One of the first questions we are asked by candidates these days is what does the workplace look like? This indicates a clear plan on what the future looks like is attractive for a candidate. We all want to move from ‘coping’ mode and back towards more normality.


2.  Understand that flexibility is not optional


Not that long ago, offering flexibility was a benefit. Now, it’s a given.

Candidates expect flexibility and if it’s not available, they will be reluctant to take a position.

For employers, this involves defining what flexibility means and how it will work within your organisation.

It also means you can no longer rely on flexibility as a differentiator.


3.  Be clear on culture


And while flexibility has become a permanent feature of the work environment, the office and company culture remains very important. Especially as we have been physically distant for a while and psychologists expect an adjustment period when we return.

For example, how do you re-establish team connection? Balance the dual needs of increased flexibility and showing we have a plan for the future of the workplace?

Another consideration is how managers will keep mentoring more junior staff and recognising star performers if they’re not physically with each other.


4.  Meet the market on salary

In this market, it’s essential to ensure the salaries you are offering are competitive, especially if you haven’t hired externally in a while.

It may come as a surprise how salaries have inflated across the board – we’d estimate around 20 – 30% for experienced hires. And, in many areas, graduate/entry level positions are averaging $65 - $70k packages.

So, stay up-to-date, ask around and consult a professional recruiter if in doubt.


5.  Communicate softer benefits

With flexibility no longer a differentiator, and salaries rising, companies should also look to soft benefits such as training, development and culture.

Also remember that’s it’s not just about offering all these benefits but projecting them to candidates. Ensure you communicate the measures you’re taking, for example around flexibility and supporting staff when advertising and interviewing for positions. 

Ensure this is fed down to hiring managers who are interviewing candidates, HR may know what their return to work and flexibility plans may look like – but has this been communicated to hiring managers who are facilitating initial interviews with candidates?

We’re likely to see this competitive recruitment market continue for some time, so follow some of these steps to ensure candidates see you as the best place to develop their careers and their lives.

If you’re interested in discussing any of these topics with a boutique recruiter who has a deep knowledge of the market, please contact Keegan Adams.