Hays has released its Quarterly Report into HR in the private sector, finding that the mining boom is creating demand for internal recruiters and that HR Generalists are required at all levels as organisations increase their headcount.

Hotspots

True HR Business Partners who have worked as subject matter experts for their client group are in demand. Many businesses are looking to add value to both employees and the bottom line, and a HR expert working directly as part of the business unit with senior members of the section is an effective way to achieve this.

HR Advisors with industrial relations (IR) experience are needed to negotiate and/or support the negotiation of EBA's. Unfortunately it is difficult to practically train people in IR since the best experience is gained on the job. Given time constraints and complexity challenges, senior HR staff do not typically coach and mentor their junior staff in this area or give them exposure to IR and EBA negotiations. Thus there is a shortage of candidates at the under $90,000 level with practical IR experience.


ER/IR specialists are also required in the resources sector to assist with case studies, performance management, counselling and the implementation of policies and procedures surrounding union negotiation.


Internal recruitment teams are expanding, particularly in the busy mining and oil and gas states, which is creating demand for Internal Recruiters. Also fuelling this demand is the desire to improve the candidate experience and promote an EVP, as opposed to focusing on volume recruitment.


HR Generalists are required at all levels as organisations increase their headcount and so require additional support. In addition, as Generalists are promoted, employers need to backfill their role.


We're also seeing a need for Learning & Development professionals as L&D projects are approved.

Overcoming skills shortages

Employers are considering candidates with potential. These candidates may not have the required years of experience, but through behavioural interviewing and referencing they are assessing their capability, confidence and desire.

Employers are also undertaking international and interstate recruitment searches in order to widen their candidate pool. We are able to assist in this process and are utilising our non-active candidate pool.


The coming quarter

Traditionally the first quarter of a new calendar year is a busy time for HR with an increase in both temporary and permanent vacancies. These roles are created by natural attrition as people move to a new job as well as jobs creation to support organisational growth or projects.


Employer trends

Astute employers continue to move quickly to secure the top talent. Flexibility surrounding interview times for candidates who wish to keep their job search confidential is also increasing and is a good way to demonstrate your EVP and help the candidate form a positive initial impression of the organisation.

Requirements for specialists are rising and when recruiting for these roles employers will not compromise on the previous experience sought. They are taking longer to recruit and as a result often lose an applicant that they hoped to secure.

Candidate trends

While a shortage of internal recruitment, industrial relations and business partnering candidates remains, we are seeing an overall increase in the number of high calibre candidates currently looking for their next role. We see this peak every year, as professionals seek a new role for the year ahead.

We are still seeing many antipodeans returning home, and they are adding to the candidate pool.