Talent Shortage “Tipping Point”…soon maybe!

Well signs keep pointing that way don’t they. If you are a decent business analyst in Auckland today then you are certainly a very sought after commodity for example.

The thing I feel that employers must keep in mind is the key HR practices.
Things like:
1. Is cross training an option or is the productivity curve to long?
2. Will our key people stay due to high engagement levels?
3. Do we act now or risk the counter offer war?
4. Who are our competitors for key talent and what are they up to?
5. If reward and recognition are the main factors behind people moving companies then are we doing the right things?

I have zero doubt that we are entering another talent short cycle but I do think we are at the early stages so there is time improve employee engagement and plan for the upcoming tipping point.
Workforce planning must have flexibility as a number one strategic imperative. Get the blend of Contractors and FTE’s right. The next thing I advise is some competitor mapping. This may be a bit new to some companies but I suggest this is also a strategic imperative. If you don’t really have a scan on what compelling opportunities might be in the market then don’t act surprised when people move on.
In certain skill sets the tipping point may be here now but generally I think its just getting very tight. This will be challenging for employers and recruiters!


Get Ready!

Now is a great time to focus on becoming “World Class” at recruitment & retention. Competitive Advantage will stem from highly motivated and capable employees as we make our way out of recession. (Not that I claim to know when that will be…)


Having a high level of engagement within the workforce will be critical as once the employment markets free up companies will lose more people than they desire. This is because many have simply put their head down to stay employed but they will jump ship once opportunities begin to present themselves. Therefore engage with them now if you want to retain them in better times.


The same applies to spending energy now on recruitment processes, tools and training. Even if your not hiring get prepared because things could change quite quickly. So in my view now is a great time to:

  • Keep building your talentpool
  • Stay in contact with future talent
  • Invest in your employment brand
  • Investigate all candidate sourcing channels

Who knows whats around the corner?

Habits of GREAT Recruiters…

We’ve been working up a self assessment view on the habits of Great Recruiters…


1)      Goal Driven:

a)      I set daily, weekly, monthly goals that focus me on results

b)      I have an income expectation and understand how much I need to do to exceed it

c)       I understand what the business expects of me


2)      Time & Activity management:

a)      I understand the activities it takes to be a successful recruiter and I manage my time accordingly

b)      I use Daily to do lists and they always include:

i)        Candidate sourcing/referrals

ii)       New Client calls

iii)     Candidate & Client debriefing

iv)     Client visits

v)      Referencing

vi)     General catch up calls


3)      Work with Team:

a)      I work with and contribute to the team to leverage all our knowledge towards improved results

b)      I use and maintain the database


4)      Control & Influence:

a)      I stay in constant contact with candidates, questioning & influencing their thinking.

b)      I constantly question and lead clients towards required decisions and/or for information

c)       I aim to CONTROL all stages of the process with both candidates & clients


5)      Communication:

a)      I exceed communication expectations always delivering either good or bad news to keep candidates & clients informed

b)      I ensure all enquiries are responded to in a timely manner


6)      Professional Competence:

a)      I understand and can manage all the steps in recruiting and in candidate & client control

b)      I am always listening and sharing scenarios to improve my knowledge

c)       I behave like a ‘career recruiter’ demonstrating the resilience and persistence required to be better than the average


7)      Market Knowledge:

a)      I continually question both candidates & clients and scan all sources to ensure up to date market knowledge

b)      I ask both candidates & clients about my competition and how I’m going


8)      Competitiveness:

a)      I understand the competitive nature of this industry and thrive in doing it better than others

b)      I appreciate the urgency required to beat our competitors and I therefore continually prioritise and do things immediately

5 Secrets of Talent

5 Secrets...

A friend of mine has put together a few little gems…check it out at … http://talentfanatic.typepad.com/weblog/5_secrets_of_talent/index.html