What is absolutely clear to us recruiters is that we need to be probing further into candidate’s drivers and their motivations, whilst also focusing more on people’s softer skills and whether they have the right attitude and potential to perform a role, rather than fitting a neat ‘cookie cutter’ approach.

This ’cookie cutter’ approach is simply blurring the market because it is meaning that day rates and salaries are constantly driving up and up, but surely this isn’t sustainable? The closed minded, reactive nature of this approach isn’t serving the market now.

“Insanity is doing the same thing over and over and expecting different results.” – Albert Einstein

Transparency always wins

It’s no wonder our clients are tired, worn out and frustrated by this market.

Operating in this way is having a noticeable impact on culture – not only for our TA teams but existing employees. We have recently seen a situation whereby employees have caught wind of what their organisation is paying for external talent and there is major disparity. This has created disharmony as a result which can obviously have a detrimental effect. Retention is a priority and not being forthcoming with salaries will not help companies achieve this.

So what can we do?

In essence, we need to be taking a long-term approach to workforce planning otherwise we will continue to contribute to the relentless cycle of insanity we are finding ourselves in. There’s not one sure fire solution, it’s more about the equation to attack this from multiple angles.

Companies who are looking at succession planning and building talent are bridging gaps. Developing graduate talent and growing and nurturing more organic talent, focusing on learning and development and then bringing them through the organisation from the grassroots upwards.

Mobilising existing talent from elsewhere in the business is also part of developing talent. This is more relevant to permanent employees but can also be applied to existing contractors. Rather than ramping up whilst also leaking contractors, tracking the talent you have and moving people around with more fluidity will see people move into roles where they feel challenged and fulfilled so it’s a win-win.

Attracting talent from oversees is also key now that the borders are open. As a UK migrant myself, I don’t often have any issues selling the Australian dream. It’s fair to say the current market conditions have been exacerbated by the borders being shut. Now as the world reopens we should start to see more appetite month on month from overseas candidates to relocate here. We will keep you posted on our research in this space.

Let’s start thinking more long term and placing an importance on effective workforce planning and the needs of our people to help to create a more sustainable workforce for everyone This will not happen overnight, but if organisations start to embed some of these key principles I am sure that we can stop losing sleep at night, bring more purpose to people’s work lives and be more successful in attracting and retaining the right people for the right jobs.

If you want to discuss this further, reach out to me - adam.higgins@talenza.com.au