A ‘strategic action plan’ can help reduce unsustainable talent attraction practices

A majority of Australian employers and employees are worried about organisations’ ability to attract skilled talent this year, prompting the need for action.

A recent study from Robert Half has found that a number of employers and employees believe that their organisation is not meeting the expectations of new job candidates in the workforce. As talent shortages continue, the ‘run of the mill’ process that organisations have had when it comes to attracting new talent is no longer sustainable, and it’s hurting businesses.

The research revealed that 89 per cent of employers and 71 per cent of employees believe their organisation may struggle to source skilled employees.

Almost a third (30 per cent) of employers believe the limited career opportunities their organisations offer is the key reason behind those lack of attraction issues, while workers on the other hand staunchly believe a lack of competitive salary (30 per cent) is the reason.

There was some middle ground, as both employers and workers ranked limited opportunities for career progression and lack of flexibility in their top three reasons.

Nicole Gorton, director at Robert Half, said workers may be misguided in their approach to the market.

“There is currently a duality in the employment market. On one side the labour market is slightly softening with more candidates available but on the other hand, the unemployment rate, though on the rise, continues to hover historically low with a persistent demand for skilled talent,” she said.

“But despite demand, workers would be misguided to think they hold the cards in the current market,” Gorton said.

The employment market over the past five years has made it a tumultuous terrain for Aussie businesses and has caused many organisations to be stagnant in their progress, especially when they lack the high-class talent needed to move forward. The strategies for enticing talented professionals are always changing, and organisations must always be on their toes to adapt.

“Having high-calibre professionals in a workforce can be the difference between propelling a company forward or just meeting the needs of the business, which is why employers should prioritise their ability to grab the attention of talented professionals,” said Gorton.

Staying active in the pursuit of talented professionals is crucial for organisations. Sticking to a mundane process that may have worked in the previous decade won’t cut it anymore. It comes down to identifying the problems in your attraction strategies, and then adapting them to persuade workers to have that urgency to join your organisation.

“Honesty and transparency from candidates about their frustrations are invaluable as they offer a golden opportunity for open dialogue and alignment of expectations. Companies who actively address the concerns of workers in relation to salary, work/life harmony and career progression will hold the trump card when it comes to attracting top talent and gaining their loyalty,” said Gorton.