Tabitha West

What you need to know about the current supply chain job market 2023

What you need to know about the current supply chain job market 2023Supply Chain job market trends in 2023 in Australia are showing a softening across the market. This has been influenced by some large international companies being more conservative with hiring and holding off on releasing roles to hire.However, overall there is still demand for supply chain expertise and talent. The 2023 Australian supply chain job market remains positive, with Seek currently advertising over 8,000 jobs in the supply chain industry across Australia. Seek also suggests a predicted job growth for Supply Chain managers of 3.5% over the next 5 years.Peter Walsh, CEO of Australian Industry Standards (AIS) states in a recent report that, “Supply chains are a key cog in every business and a major contributor to our economy. The supply chain industries that support Transport and Logistics, Aviation, Maritime, and Rail provide essential services in the movement of services, goods, and people across Australia. These industries together employ over 679,000 people across its different sectors and generated annual revenue of over $179 billion from 2021-22.”The impact of digitisation on supply chain jobsOne of the key challenges currently faced by supply chain companies is a shortage of employees with the skills required in roles that have adopted the latest digital technologies. The follow on from the pandemic is still causing unprecedented needs in digital transformation in all sectors of supply chain. Business leaders in Australia suggest this is expected to continue to increase at least over the next three to five years. This has prompted supply chain companies to adopt new data analytics and digital technologies to meet the demands and changing needs of the industry and consumer environment. Digital transformation has certainly made the supply chain industry more agile and resilient, however, this has created a skills gap shortage.Upskilling, reskilling and training has never been more important. The World Economic Forum has reported that since the pandemic, on average, 40% of workers will require reskilling and 94% of businesses have indicated that they expect their staff to acquire new skills.What does this mean for supply chain talent when looking for a new roleSupply chain companies are looking for multi-skilled candidates to adapt to the changing landscape of supply chain. Companies are also looking for learning ability and aptitude to learn quickly.According to a report by Australian Industry Standards, “the top three technical skills in demand (in supply chain) are digital skills; the operation of new systems and emerging technologies; and STEM skills.” And the “top three non-technical skills are communication; flexibility and adaptability; and problem solving.” For candidates, this means developing competencies and experience with the digital supply chain, as well as human skills that can’t be replicated by technology, will be an attractive asset on your CV and improve your career longevity.Reimagine Talent founder and recruiter, Tabitha, shares her top tips for supply chain candidates:Look for opportunities in your current role and workplace where you can gain exposure and experience in different skills, particularly in digitisation and transformation. Where can you put your hand up for learning opportunities?Look for opportunities for upskilling. It may be within your current workplace or a short course or certification. Some supply chain industry bodies are also proposing new apprenticeships in specific roles to address skills shortages.Ensure you present yourself with the key skills that are in demand - showcase your diverse skills in your CV and at interviewJoin an association like the Supply Chain & Logistics Association of Australia (SCLAA), this gives you great exposure to networking and passive upskilling. They also have a fantastic mentorship program. If you’re looking for new career opportunities, our recent article “Best free resources to assist you with your job search” will help you with the information to improve your job seeking strategy.

Best free resources to assist with your job search

Learn where to find the information you need to plan your career and improve your job seeking strategyLooking for new career opportunities can be a challenge, especially if you are looking at transitioning to a new career path. It can feel a bit daunting to say the least. Luckily, the Reimagine Team have sort out some useful resources to make the process a little bit easier.Of course, we are always here to help, so please don’t hesitate to get in touch if you would like to have a chat! Career PlanningWhat is a career plan and how do you develop one? Linkedin Learning’s free How to Develop your Career Plan course is a quick (25m) course to help you understand what a career plan is and how to develop and implement yours in an achievable way.Expert Advice on the Job Hunt ProcessJenny Foss, Career Strategist, presents a free course via Linkedin Learning, exploring fundamental aspects of the job hunt, such as crafting and optimising your cover letter and résumé, finding job listings, utilising recruiters, professional branding, interview preparation and negotiating your salary.Finding Jobs: 6 Quick TipsRecruiters: Register with a recruiter, such as Reimagine Talent, and become part of the talent pool to be first to hear about jobs that might not even be advertised yet!Register With UsLinkedIn: a great tool to proactively search for advertised jobs via LinkedIn Jobs search. You can also enable the #OpenToWork feature on your profile to attract potential employers and recruiters.Network: Reach out to friends, colleagues, past university facilitators, and even previous recruiters and let them know you are looking for work.SEEK: Is a well-known website to search for job opportunities, where you can also save your job search criteria and setup email alerts for roles that might suit you. Another way to use SEEK is to register and update your account profile visibility, allowing potential employers to view your résumé and contact you with suitable opportunities. Alternative job search sites include SimplyHired; Glassdoor; CareerJet; Jobactive; CareerOne; Adzuna and Jora.Industry Specific: Many professional and trade associations have online job boards where members and industry groups can list career opportunities in the sector niche they represent. Furthermore, industry-specific search websites can be useful for a targeted approach, such as EthicalJobs.com.au for the not-for-profit sector.Prospective Employers: Check the ‘careers’ section of company websites regularly or make direct contact with an expression of interest.Résumé & Application Preparation If you are searching for a job for the first time or you haven’t updated your résumé in a while, it’s important to get the basics right first! Next, its time to make it shine with Reimagine Talent’s 5 CV Tips.Want to learn more about résumé preparation? Prepare to Apply for a Job (Section 3) of LinkedIn Learning’s A Career Strategist's Guide to Getting a Job course is a great resource to review in just 10 minutes.Does the job ad have Key Selection Criteria? Some job applications require you to make statements about your knowledge, skills and experience against a list of criteria to highlight your suitability for the role requirements. Key Selection Criteria can be intimidating if you are not practiced at responding to them, but they are crucial to address in order to be considered. This guide provides clear steps on how-to address Key Selection Criteria.Interview - Preparing & Negotiation As a candidate, the interviewing process can sometimes appear to be a somewhat mysterious and nerve-racking undertaking. While it might feel like a crystal ball might come in handy in these situations, being as prepared as possible is your best option. Importantly, remember all other candidates are nervous and your interviewer has been in your position before too!Type of interview: There are different types of interviews including screening; informal; formal and group interviews. To understand more about the purpose and structure of different types of interviews, we recommend reading 'Interview Tips’.Do you fumble and get stuck in interviews? 6 Interview Skills That Will Get You Hired provides strategies that will help answer interview questions with poise, precision and professionalism. Additionally, whether you have ‘botched’ an interview or just want to follow up, what should you do? LinkedIn Learning’s A Career Strategist's Guide to Getting a Job course (Section 4 – Interview Like a Pro) is a great go-to guide for these scenarios.Entitlements, Salary and NegotiatingIf you have been successful in being selected as a preferred candidate, congratulations! We know you are taking a little sigh of relief…. but before you sign on the dotted line, you still have some important steps to take. Its time to talk about the nitty gritty of salary, working arrangements and negotiating. We know this might fill you with dread, but we’ve got you covered and have gathered together some great resources to guide you through the process. Firstly, the ‘money talk’, a must read to help you tackle this area with confidence is our Founder, Tabitha West’s 5-minute read, How to talk about money in the recruitment process.Next, money isn’t the only negotiable aspect of your work agreement to consider, and particularly in the post-COVID landscape many employees are more commonly seeking flexible working arrangements. Fair Work has published a best practice guide for Flexible Working Arrangements. Here you can read about types of flexible working provisions, legal requirements and more.If you are a woman (or man for that matter) seeking to negotiate your salary or working conditions, Security4Women have created an invaluable negotiation checklist.Finally, all employment in Australia must meet the standards set out by Fair Work. Read, Before Starting Employment, to find out about your rights and responsibilities.Remember, the Reimagine Talent team are always here to help, so please don’t hesitate to get in touch.Register With UsSearch JobsAsk A Question

Why Supply Chain Leaders need a proactive recruitment strategy to secure the right talent

How Supply Chain Leaders can be proactively involved in the recruitment process to attract the best talentA proactive recruitment approach is vital now more than ever in today's candidate market. As a Supply Chain Leader, having a proactive recruitment strategy and working collaboratively with Human Resources teams creates the best opportunity for attracting the right talent to your team and improves your candidate's experience, positioning your company as an attractive employer.In a post-COVID world, supply chain companies are experiencing new challenges including wage rises due to inflation, cost of living and Australia’s unemployment rate at 3.9%, the lowest we have seen in decades.Supply chain salaries across various positions advertised on SEEK had increased 11-30% in February 2022 compared to February 2020. Furthermore, the number of job ads rose 41.4% in February 2022, compared to February 2019 whilst job application numbers are at low levels, according to SEEK research. Having fewer candidates available is making it tougher than ever for businesses to find new employees. This increased demand for workers has led to a need to offer higher salaries to secure employees. SEEK Laws Of Attraction suggests that whilst salary was the top driver attracting candidates to a role, work-life balance ranked as a very close second. This suggests factors such as flexible working hours, time in lieu and some flexibility with work from home arrangements are highly valued. Not only is attracting the right people for your business important, but strategies to retain them are crucial to reduce employee turnover. Current SEEK research found “29% of Australian workers are looking to move jobs in the next 6 months” for higher salaries, career progression, lack of work/life balance, or due to company culture.For supply chain companies, these changes mean a need to refine recruitment and employee retention strategies to be competitive and secure the right candidates for their company.Salary may be a key factor when candidates are deciding whether to stay with their current company or look for a new role. However, there are a number of other ways a company can stand out to attract, secure and retain the right employees who can offer the most in-demand skills.With candidates having more choice than ever in the current job market, it is key for supply chain companies to have straightforward strategies to position them as an attractive employee to candidates, including:Hybrid working models: is there flexibility in the working hours, remote working arrangements, or additional leave that could be offered to employees? Clearly define these benefits in job abs to attract the best potential candidates.Career progression: this may include employee promotions, opportunities for up-skilling, switching roles or other ways companies can help employees feel valued within the business.Company culture and reputation: to attract the best candidates, social media and LinkedIn can be a valuable tool to promote your company values, culture and reputation so that potential new employees learn the benefits of joining your company.To attract the best candidates, supply chain leaders should be proactive in their recruitment processes rather than relying on Human Resources. Reimagine Talent’s key tips in taking a proactive recruitment approach for supply chain managers include:Share available roles on your LinkedIn profile. Follow up any potential candidates by sending a personalised message about your company and the role, and start a conversation with them about what they are looking for in a role.Connect with past colleagues and contacts and ask whether they know anyone they feel might be interested in the role.Collaborate with your HR team to create the role description, benefits of working with your company and key messaging about the role that will be shared across job ads, LinkedIn and when speaking to potential candidates.Review CV’s of potential candidates. You understand the idiosyncrasies of each department and role best and are likely to find the right potential candidates for the role.Engage your team to consider if anyone in their network might be a great fit for the role. You might assume that your team would automatically do this, but this is not always the case.Read more about proactive hiring here.For further recruitment support, the team at Reimagine Talent are always here to assist you in your recruitment process, so please don’t hesitate to get in touch.Start Hiring Request Information Pack

Securing a career in Supply Chain: What you need to know

Exploring an exciting career in the Supply Chain industry.If you’re considering a new career, new job opportunity or career progression opportunity in supply chain, there are some exciting factors to consider in what is one of the largest growing global industries.Global supply chain is growing exponentially, with recent research suggesting the industry will be worth $37.4 billion by 2027. A huge 11% growth every year from 2022. Supply chain resiliency has evolved rapidly through and post the pandemic, and has been essential in keeping the economy moving.A supply chain career provides more choice than transport and logistics, and a career path and progression may provide you with more freedom and opportunities then you may realise.From shipping, mining, industrial, construction, fast moving consumer goods, and retail sectors, to broader roles in procurement, manufacturing, planning, sourcing, logistics and delivery. As you can see, the supply chain industry is dynamic and expanding, filled with various exciting and rewarding career paths and career progression opportunities. The variety of roles mean there are opportunities for those who like more physical activity, those who are more analytical, and others who like to lead and manage.There is enormous scope for movement and career progression within supply chain companies, with transferable skills allowing you to experience working in different areas of the supply chain throughout your career. Whilst there isn’t necessarily a defined career path within the supply chain, having transferable skills and a broad range of opportunities really means you can take your career anywhere, making it an exciting and rewarding career for many.The future looks bright for supply chain careers and employment is expected to grow rapidly, as companies are needing to solve problems, identify areas for improvement, maximise efficiency and minimise costs. Projected job growth for supply chain managers in 2022 and the next five years is 10 per cent according to SEEK research.If you are considering a career change, progression or new job opportunity in the supply chain industry, there has never been a better time to explore this.Where to from here:There are a few things you can do to explore that market:Change your profile to “Open to work” on LinkedIn (make sure you fill out what you are looking for).Speak to trusted recruiters, such as Reimagine Talent, you have had contact with or who are cyclists in your area.Keep an eye on the Job Boards for your dream role (set up alerts).Sign up for vacancy alerts at companies you would love to work for.Register With UsSearch JobsAsk A Question

How to stand out in job interviews

Learn how to leave a positive and unforgettable impression, and showcase your skills and experience to successfully land your dream job.You’ve crafted your impressive resume, applied for your ideal role, and been successful at landing an interview. You know all the interview best practices including researching the company, the culture and the position description, dressing to impress, and preparing in advance. But now you need to be able to stand out and differentiate yourself from the other equally qualified and prepared candidates. These tips will help you make that all important first impression and showcase why you are the best candidate for your dream role:Talk about more than what is on your resume.Often the interviewer will follow best practice and have structured questions they will ask you, such as “tell me about your previous experience”, and “tell me a time you handled a high pressure situation”. You’re likely to have well prepared answers to these questions, but often it can come across a little robotic or you find yourself repeating what’s on your resume. Remember the interviewer has already read your resume and instead wants to know how you can add value to the company and if you’re a good fit for the team.This is your chance to go showcase your skills, experience and personality to stand out. Use storytelling to share examples of achievements in past roles and how you added value to the company and the team. Don’t forget to share examples of when you’ve gone above and beyond in a role. Storytelling is a powerful way to capture your audience, increase likeability and leave a lasting impression.Showcase your unique skills.If you’ve made it to the interview stage you likely have the key skills they are requiring for the job. In order to stand out, find ways to demonstrate additional skills and experience you have that could be valuable to the role, the company and team. Tell them who you are.“Tell me about yourself” is a commonly asked question in interviews and often we start with a background of our professional experience or job history, which doesn’t really show the interviewer how you could fit the role and the team. Instead, connect your personality traits and strengths with the skills required for the role and the company’s values. For example, you could share that you’re a friendly person who recognises the importance of building trust and rapport with other colleagues, and that has enabled you to cultivate collaborative and productive teams.Allow yourself to share past challenges in a productive manner.To show your honesty and commitment to growth and improvement, be prepared to share examples of challenges or mistakes you have made when the interviewer asks. When you show how you’ve turned your weaknesses or challenges into opportunities for learning, and how that has shaped you today, you stand out as authentic and relatable.Ask thoughtful questions.The interview is also an opportunity for you to get to know the company culture and reflects what it’s actually like to work there. This helps you make an informed decision about accepting the role. Asking thoughtful questions also shows the interviewer that you’re truly interested in the job, and considering more than just salary or job perks.Reimagine Talent founder, Tabitha West, shares her top 6 questions to ask in an interview:What are this team’s biggest strengths and biggest challenges?Is the work environment more collaborative or more independent?What expectations do you have for this position in the next 12 months?Can you describe some of the biggest challenges someone in this role will need to overcome?Can you tell me about my direct reports? What is the process from here? Is there anything more I could provide you with that would help you in making a decision about my application?Post interview, we recommend the following steps:Follow up with a thank you via email, or, if you don’t have the direct email address, via LinkedInIf you haven’t heard anything back regarding whether you were successful in the application, always follow up via phone call or email by 2 weeks laterIf you weren’t successful in the application, always ask for feedback, both positive and constructive feedback to help you improve your interviewing skills for your next applicationRemember, the Reimagine Talent team are always here to help and we’re passionate about helping you prepare for interview success, so please don’t hesitate to get in touch.Register With UsSearch JobsAsk A Question

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What you need to know about the current job market

Learn about how supply and demand is impacting the job seeker marketOne of the biggest topics of discussion currently other than the talent shortage is salary inflation. Currently, there are some roles where salaries have increased by 200%, this is not most areas, but many have gone up by an average of 20-30%. Here at Reimagine Talent we want to shed some more light on the situation for candidates. Why is this occurring? In short, it's a supply and demand issue, currently there is not enough talent to fill many roles being advertised today. This coupled with ‘the great resignation' has driven a huge shift/shortage in the market. There are some areas that have more of a shortage than others but almost all businesses are finding it challenging to find candidates for roles. This climate has forced companies to increase salaries to attract (or retain) their talent.How long will the market be like this? Good question, it is unclear, but this said the feudal budget has just been released and the unemployment is predicted to peak at 3.75% in September the lowest in 50 years. They have also predicted an average 5% increase in salaries across the board (although this does seem very conservative) Is it specific roles or industries?Some industries are affected more than others, for instance Hospitality has been hit hard, I have seen reports of kitchen hands asking for $50 per hour. But overall, most industries have been affected to some degree. A list of roles that are in highest demand are here. So, what does this mean for you?As an employee, are you hearing about wage increases and wondering should I find another role to take advantage of the market, or should I ask my employer for a salary review? It's tough especially if you are in a job, you love or you are really looked after by your employer. However, if you are ready to transition into a new role, it is certainly great timing. If you are here are some tips:Do your research - Make sure you do some research regarding the average increase in salary in your role or sector. When asking for more money you need to be reasonable.Make sure you are not just thinking about money - It is easier to get distracted by a large increase in salary and not look at the other qualities of a role. The culture/company and team should still be your number one focus.Think about what is important to you other than money - other than salary what would be important to you? Is a four day per week role of value for example. It might be a better approach to focus on aspects rather than just a salary increases. Act with integrity - Even though you might be receiving many approaches and have not experienced this before, ensure you are still polite and be respectful of the potential employer/internal recruiter/HR or agency recruiter. The market will not always be this way so it is important to take the approach you would in a ‘normal’ market. Read more about negotiation...Where to from here:There are a few things you can do to explore that market:Change your profile to “Open to work” on LinkedIn (make sure you fill out what you are looking for).Speak to trusted recruiters, such as Reimagine Talent, you have had contact with or who are cyclists in your area.Keep an eye on the Job Boards for your dream role (set up alerts).Sign up for vacancy alerts at companies you would love to work for.Register With UsSearch JobsAsk A Question

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How to talk about money in the recruitment process

Assessing potential salary, when to negotiate and when to walk way In this 5-minute read find out the best way for candidates to talk about salary during the recruitment process.Ah, the dreaded money talk… For all the awkward, nervous, anxious candidates feelings during the recruitment process, talking about their compensation remains the most unbearable. And for the most part, I get it. You’ve made the short list, perhaps one of two, and you are revelling in the fact that your experience, skills, and personal attributes means you are one of the most impressive. But now you need equate that to dollars. How much are you worth? It’s a question that feels like it calls your modesty, ego, and self-worth into question. But talking about money needs to be normalised, as it is an expected part of the recruitment process. Here are a few things I recommend to my candidates to help them become more comfortable in talking about money.Talk about it earlyOkay, so it’s probably not the first thing to ask, nor will it be the first thing your future employer wants to talk about, but it shouldn’t be the last, either. In fact, leaving it too late may reflect poorly with your future employer, as they have likely expended extra time in you as the preferred candidate, only having to revert to their shortlist in the instance that you don’t accept their offer.If you are not expressly asked (or have not been asked to provide your expectations during the application process), I recommend raising it in the first meeting when you are invited to ask questions relevant to the role. Just as you want to know more about the organisational culture, the team, and the work you would be doing, it is completely acceptable to want to know what the possible compensation for that work is.Understand the industry and where you are in itDepending on what industry you work in, there is likely a common compensation structure across most employers. In addition to basic salary, most large organisations will also include benefits as part of their compensation structure, such as salary packaging, car or travel allowances or additional super. If you looking to move within an industry, your basic salary today is likely comparable to others and some quick online research can help you in understanding which end of the salary band you currently sit. Additionally, if you are considering a change in industry, it is important to consider whether your role or existing skills are transferrable, or whether you will be starting at entry level. Most job ads will give an indication of salary and determining whether you are currently at the top of the band, in a high paying industry or a low-paying role will help in managing an employer’s expectations as well as your own. Armed with this information, look to discuss what ‘room for movement’ there might be. Are you able to come in at the top of the range? Is a skill assessment, performance review period or standard yearly increase applied? And what other benefits might be on offer? If you are looking to upgrade your personal vehicle and the option of salary packaging is available, that might be the difference (between a 2-10% increase, for you).Be prepared to walk awayThis is perhaps one of the hardest decisions to make, particularly if your financial situation is not-negotiable. But sitting down and planning for this outcome at the beginning of your job search can help.Consider what is important to you. Are you looking for new skills or experience? Maybe you want increased flexibility, or different benefits and employee perks. Or perhaps you just need job security, today. All these things are meaningful motivators and can vary depending on where you are in your career, your personal commitments and financial position. Taking the time to consider what is most important for you in finding your next role will help you to more confidently, and authentically, express this and be better prepared to negotiate the terms of your employment accordingly. But perhaps most importantly, you will also know when it might be time to walk away.The Reimagine Talent team are always here to assist you find and negotiate your dream role, so please don’t hesitate to get in touch or register as a candidate to join our talent pool. Register With UsSearch JobsAsk A Question

How to be more proactive and improve the success of your hiring

Proactive recruitment: plan ahead, attract the best talent This article provides employers insights into how they can 'work smarter' in their recruitment process. As a recruiter, I have heard lots of reasons why a new hire might not have been “the right fit” for a company and found myself lamenting in hindsight with my clients on their recent unsuccessful hiring process. I also suspect, that while reading this you are thinking and recalling the same. But regardless of this, many businesses remain reactive in their talent search. Today, it takes an average of 82 days to fill a vacant position, a number that has been on the steady incline since 2010, and when you add to that the reported decrease in applications and the skills shortage, it is no wonder hiring managers face pressure to choose quickly, rather than wisely.Reactive recruitment focuses on the ‘what is needed now', usually where the business 'reacts' to the resignation of an employee, quickly attempting to replace them. This approach places pressure on existing staff, picking up slack due to the vacancy, and also those sourcing and selecting candidates. Proactive recruitment, in comparison, involves planning ahead and taking measures to attract candidates before they are needed to fill a gap.Employer Brand StrategyNow, time-to-fill data remains an important measure for both the success of my efforts as a recruiter, but also in satisfying my client needs. But rather than just watching the days tick over and waiting for the right candidate to appear, businesses can do more in the lead up to the recruitment process. A good place to start with your proactive recruitment approach is developing (or readdressing) your employer brand strategy. A good employer brand strategy can not only improve your retention rate, decreasing the need to hire, but should also help to build your reputation in the market, and subsequently increase your applicants who are both active and passive in your industry. This means focusing on two things: up-skilling your current team and ensuring their development is in line with your business needs, but just as importantly (but less considered), the candidate experience. Candidate ExperienceThe candidate experience encompasses everyone who does and has come in contact with you as an employer. A positive and personalised candidate experience, along leveraging well maintained data gained in the candidate sourcing lifecycle, is also part of a proactive recruitment strategy. Collecting and storing your candidate dataTo improve the candidate experience I encourage my clients to firstly consider how they collect and store their candidate information. Most organisations today use or have access to a recruitment software solution, whether it is through an agency or inhouse, but are only using them when the recruitment process starts. But this software can be a wealth of candidate data for businesses that take the time to diligently capture and record information on the talent who have connected with them over time. By maintaining and cataloguing the skills and capabilities of the people who are applying for your roles and considering these attributes alongside your business strategy over time, you improve your outcomes in finding the right candidate for the job today, while also staying connected to the right candidate for your future.Positive and personalised candidate engagement For every time you engage with a candidate in your database, either during or after the recruitment has closed, you are not only personalising their experience, but also building a positive engagement and your reputation in the talent market. A timely and efficient process is a key part of a successful recruitment, but when companies make the time to proactively manage and engage with their candidate pool, year-round, they will not only decrease their time-to-fill but have a deep and expansive pool before the recruitment even starts. Of course, the Reimagine Talent team are always here to assist you in your recruitment process, so please don’t hesitate to get in touch.Start Hiring Request Information Pack

Talent wars in a post-COVID world

The post-COVID landscape has changed the recruitment game...This 5-minute read provides employers with an insight into the current recruitment climate and ways to adapt to stand out as a preferred employer to candidates.What is a 'talent war'?The term ‘war for talent’ was first seen in 1997[1] to describe the increasingly competitive landscape for recruiting and retaining talent. In the years following, further research and the popularised book of the same name[2] are now credited for the modern-day talent management mindset of the HR profession and organisations worldwide. But, as much as organisations have changed their approach to talent, the recruitment and retention ‘war’ remains. Depending on the economic, environmental, and demographic changes of any given industry at any given time, the balance shifts between an employer-driven market, to a candidate-focused one.A candidate-driven market is when job seekers have the advantage to discern where they want to work, are likely to be able to negotiate a higher salary or improved conditions. Conversely, an employer-driven market is when potential employers have greater leverage over candidates in the hiring process to negotiate more conservative salaries and benefits, usually due to more people seeking work and increased unemployment.Staff turnover insightsPrior to 2020, most companies I worked with would have considered a turnover rate between 5-10% acceptable, allowing them to strike the right balance between retaining their top talent, maintaining recruitment costs, and keeping their workforce fresh. And although turnover rates have continued to hover within this range, around 8%, the most recent data shows that only 7.5% of employees changed employers in the last 12 months (ABS 2021).When we consider a post-COVID job market, things like ongoing border closures, the reported exodus of metro-based workers to regional towns, and the ongoing risk of job loss, it is unsurprising employees are less inclined to change jobs, particularly if they have been able to maintain an increased level of flexibility on how, when and from where they work post-COVID.Post-COVID recruitment challengesCurrently, employers are trying to reinvigorate their business and support its recovery, but not finding the right candidates in response their advertising, are provoked to lure passive talent* more actively and aggressively from industry friends. In the last 3-months alone, I have had both candidates and employers report offers of seemingly outrageous salaries that simply cannot be passed up, nor matched, less than 6-months after last placement. It is fair to say that the global impacts of the COVID-19 pandemic have intensified the talent battle, but for high-calibre candidates, the top 25% of any given market, there is no longer a need to look for their next role in the job ads, but instead await a tap on the shoulder. So, with the ball now firmly in the candidate’s court, what can employers do to attract and bring in fresh talent?Passive Talent: This is ‘recruitment speak’ for a potential candidate who is not actively searching for a new job, for example, via looking at job ads and submitting applications. Employers and recruiters seek out these candidates via proactive sourcing methods such as making contact via LinkedIn, or an employee referral program.How to improve your recruitment processFirst and foremost, remember that speed can be both your friend and enemy. I know it can be daunting to move on the first great candidate you saw, but I cannot stress this enough: waiting to see if someone else comes along or taking too long to make the decision will likely see you miss out! Not only are good candidates less likely to be on the market, when they are, they don’t stay on the market long.Secondly, I know have previously spoken about the importance of a strong employer brand as part of a successful recruitment strategy, but in this climate, your brand alone will not attract all the candidates to your ad. In taking a more targeted, head-hunting approach to your search consider partnering with an agency well-connected in your industry, and/or boost your internal referral program. In leveraging these existing networks, of both an agency and current employee base, you can gain access to those anticipating the next tap on the shoulder.Let's recap... ensure your recruitment is an efficient and timely process to ensure you can secure your preferred candidates before someone else does. Along with employer branding, that will attract candidates through your businesses' values and work environment, improve your results via using industry-specific recruitment agencies and an employee referral program.Remember, the Reimagine Talent team are always here to help, so please don’t hesitate to get in touch.Start HiringRequest Information Pack [1] Steven Hankin; McKinsey & Company[2] Beth Axelrod, Helen Handfield-Jones and Ed Michaels, The War for Talent, Harvard Business School Publishing, 2001

No budget for a EVP?

It's the small day-to-day things that really add up to a strong EVP...This article helps employers understand what EVP is and how to improve it. Firstly what exactly is an EVP?An Employee Value Proposition (EVP) is the jargon commonly used to describe the characteristics and appeal of working for an organisation. An EVP is a combination of characteristics, benefits, and ways of working in an organisation that an employer offers its potential employees for their contribution and performance. These characteristics and beliefs differentiates an employer from their competition.What does an EVP look like to a potential employee? An EVP often ends up being ‘how can we tangibly ensure EVP is seen by others’. This comes in the form of coffee machines, gym memberships and flexible working arrangements - the list goes on. It seems increasingly common for businesses to focus on their EVP. They have seen the increasing need to attract top talent to their business so they have invested in consultants to tell them what they should be doing to attract the best. Coffee machines, gym memberships, personal training, trips away, flexible working arrangements, all these things are great and are certainly an attractive value add but are not what makes up a successful EVP on its own. For example, flexible working arrangements don’t work when the manager makes their employee feel bad for working from home, so it is not the ‘tangible’ but the intangible that is most important…I have never heard anyone say, "I am loyal to my employer because I get a free coffee every morning" (and I have met a lot of candidates) but I have certainly heard "My manager always makes promises that they never deliver on" or "My manager never acknowledges me when I have gone above and beyond".So what does this all mean for EVP? For me this means that it is the small day-to-day things that really add up to a strong EVP and the great news is for the most part, they are free!3 'no budget' EVP areas to focus onHere are the three areas to focus on that will have the greatest impact when creating a genuine Employee Value Proposition with no budget.1. EVP begins when you start the recruitment processThe experience candidates have with you says a lot about your business, which goes for successful and just as importantly un-successful candidates. You need to look at your recruitment process and ask yourself how you would feel about your business if you were the one going through the process. Do you get back to all candidates? Do you communicate with candidates to keep them up to date? Do you conduct the process in a timely manner? All these things shape people’s perception of you as a brand.2. How you treat your current employeesNothing demonstrates your EVP more than how you treat your current employees; your current employees can be your biggest selling tools when it comes to attracting people to your business. When I say ‘treat your employees’ I don’t mean treat them to lunch. What really matters is how you and the business make them feel. Do they feel valued? Do they feel safe? What would your current employees say about you? Do they love working for you? Do they feel valued? Investing time on your current employees not only benefits your brand but it will increase their productivity and reduce your overall employee turnover.3. How you treat employees that leaveIs this surprising? Why is it important to take special care of the employees that leave? People always tend to remember what you do for them when it has no benefit to you at all… It is so important to make the people leaving still feel valued. Firstly, a good employee may consider coming back down the track and secondly it is a reflection on the business as a whole. Does the business only treat people well that benefit them?Although these three things seem obvious very few of the business I work with consistently do the above things well. If you don’t have a formal EVP then these three areas are a great simple way to start.Remember, the Reimagine Talent team are always here to help, so please don’t hesitate to get in touch.Ask A QuestionRequest Information PackStart Hiring

Tabitha West

Tabitha West

Founder & Principal Consultant

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