The State of Australian Recruiting: 6 Key Trends

December 2, 2012

Recruiting Leaders Down Under Weigh In On the Latest in Talent Acquisition; What It Means For You

In Australia, as elsewhere, talent acquisition has never been more important. Challenges resulting from labor supply in a highly competitive market, skill shortages, technological change and an aging population are creating a sharp focus on talent acquisition and retention.

New research published by LinkedIn Talent Solutions highlights six top trends that you need to keep in mind when recruiting in Australia. We include three here; view our Slideshare presentation below to get the rest.

Trend #2: it’s all about the competition. 54 percent of Australian recruiting leaders cite competition as the biggest obstacle to hiring top talent. Their chief concerns: that competitors will build strong talent pipelines, invest in employer branding, and use social platforms more effectively.

What it means for you: despite the economic wobble, the battle for top talent is still very much on. Complacency is your worst enemy. You need to proactively develop your own pipelining, branding and social capabilities to stay ahead.

Trend #3: proactive recruiting is here to stay. 58 percent say passive talent is a focus, and over 80 percent do some form of talent pipelining. Meanwhile, more than one in six recruiting leaders in Australia cite movement away from traditional job boards as an essential long-term trend.

What it means for you: cast aside transactional recruiting; work on your sales and marketing skills. Recruiting has always been about relationships, but the rise of the passive candidate heightens that focus. Work on your ability to hook in a potential candidate, listen, and maintain the dialogue.

Trend #5: Employer branding is THE hot topic. 91 percent agree employer brand has a significant impact on ability to hire great talent; almost three-quarters say it’s an organizational priority. 96 percent are either increasing or maintaining employer brand investment.

What it means for you: Focus on your employment value proposition. Simply put, your story; what makes you different and compelling for someone who’s not looking for a job to entertain your direct approach?

Above all, choose a talent-centered method. Understand the type of people you want to bring into your organization and what you’re up against. Know what makes your target segments tick and what their perceptions are of you. Build a talent brand that narrows the gap between the two.

See the full report below and follow our Slideshare channel to get the first look at future research from LinkedIn Talent Solutions.

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