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Why candidates have become a rare commodity

No doubt you’ve heard, Australia’s unemployment rate has fallen to 4% – the lowest since 2008 – and is predicted to fall even lower. SEEK recently confirmed that they are experiencing an all time high in available jobs, coupled with the lowest candidate availability since 2012. Furthermore, the recruitment website confirmed a 40% increase in jobs Australia wide, with an 80% increase in Victoria alone!

In our post-covid capital cities, let alone regional centres, candidates have become a rare commodity. A unique series of events, including continuing Covid outbreaks and mutations, lockdowns, border closures, travel restrictions, lack of migrants, students and working holiday travellers, has combined to create a perfect storm.  And there is no shortage of jobs. I will take this opportunity to send a shout out to all the human resources, hiring managers and recruiters who have displayed continued resilience after everything the last two years has thrown at us. We’ve taken yet another deep breath, dived deeper into the diminishing candidate pool, and continued to successfully place top performing talent – but it is TOUGH!

Engaging candidates (whether passive, engaged, open to a conversation etc.) is actually more than just contacting potential hires. I’m sure those of us on the recruiting frontlines have experienced the highs and lows of candidates: no-shows at interviews, ghosting, withdrawals at the last minute, accepting another role that seemingly came out of the blue, unrealistic salary demands (not so unrealistic as it turns out, when the push for higher remuneration is being met elsewhere)… I could go on! In addition to this, working from home, hybrid work and flexible working arrangements are now arguably the most import factor in determining whether a candidate is even interested in a new role.

In today’s market, understanding the motivation behind an individual’s career move is more important than ever. Whilst salary, work-life balance, career management, professional development, interesting projects and meaningful work are not particularly new concepts, taking the time to explore a candidate’s motivators is somewhat novel. It may surprise some of you to read that I have found the only way forward with candidates is to genuinely service and interact with them. Yes, it’s a return to our old school ways: over communicate, don’t make assumptions, close the conversation loop, gain commitment and follow the process.

If I had a dollar for every candidate that was genuinely shocked when they were called to advise they had been unsuccessful, were given valid feedback on why they didn’t get through an interview, or had a pep talk to prepare them for an interview with the hiring organisation…  

While it may seem candidate loyalty has wavered since the days where employers held all the cards, could it be that we all had a part in driving them away from us because we stopped genuinely caring? It’s food for thought.

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Posted in Business Support, Slade Executive, The world @work

Tech professional? Cybersecurity specialist? Multiple offers? Our top tips to make the right career decision in a bullish market.

With spend in Australian cybersecurity expected to surpass a whopping $5.1b in 2021, the natural flow-on effect from an increase in enterprise requirements in the sector is a need for more staff.

Since launching Synchro Partners earlier this year, there’s no doubt that it’s the most ‘job-heavy’ market we’ve seen in several years. It may seem like halcyon days for recruiters, but with virtually every business across the country on the hunt for a full range of skillsets as they build their ‘dream team’ of cybersecurity experts, it’s a lucrative opportunity for candidates.

With a hard stop on overseas talent due to covid related border closures over the past eighteen months, we have seen a major skills shortage across the technology sector. Naturally, due to the laws of supply and demand, salaries and contractor rates have increased substantially over the period. On average, we have seen an increase in remuneration expectations of over 7%, and in certain streams (IDAM/PAM, Cloud Security and Penetration Testing) a pay demand upturn of up to 25%. This in turn has created a true candidates’ market, with a plethora of career opportunities for jobseekers and those currently employed in the cybersecurity field.

Whilst this bullish job market is certainly advantageous to Tech professionals, it can be a double-edged sword – exposure to multiple opportunities at any given time increases your risk of making the wrong career move.

How do you make the right decision?

Article image: How do you make the right

Every day, Synchro Partners help candidates between role transitions. what we’ve learnt through our experience is that having a well-defined vision of your career goals will help you make the right move. We’re sharing our top tips on how to evaluate each role when presented with multiple offers from different organisations, to ensure you make the right career decision.

What is the ‘ROI’ for you, if you join this organisation?

As much as they are investing into you, you also are investing in them. What is more important than dollars is consistent development and sustainable growth in what you are worth. As a cybersecurity professional, evolving your skills is the only way to keep up with the pace of the market. What new skills will you pick up? What certifications will they support you in pursuing? What kind of programs will you be working on? These are all crucial factors for your ROI and the future for your career.

What’s the organisational culture really like?

It is easy for an employer to say they have an amazing culture. But do they really? What’s the work culture like? It’s high-performing, but is it collaborative? Is there a culture of innovation specifically in the cybersecurity space? A good mix of both work culture and social culture should be identified for you to enjoy your role and to be successful too. Dig deep and ask questions such as: Could you give me an example of a time when the team have shown real comradery? What social activities do you organise? If they struggle to give you a warm and authentic answer, you should have reservations.

What do you look for in a leader? Will you align with your direct manager?

How do you envision each leader treating you and will they help you to be happy as well as succeed within the business? The cybersecurity market is a tight-knit community in Australia. What’s their track record? What’s been their contribution(s) to the community? When it comes to the hiring manager, what does their industry profile look like? Having the ‘right’ leader is pivotal to your success; having the ‘wrong’ leader could be your Achilles heel, and even stop you from reaching your goals. Simon Sinek says, “The courage of leadership is giving others the chance to succeed, even though you bear responsibility for getting things done.”

Be Discerning

Cybersecurity professionals are discerning individuals in their day-to-day roles, so why not take a discerning approach to jobhunting (a full-time job in itself). Having ‘a good feeling about this one’ is your intuition telling you that this is the most logical option. Use your instincts as your compass, backed up by facts for your reassurance.

Finally, money is a by-product of where you are currently at; what you can become is where you will see true job satisfaction (and financial gain). Join a company that will provide a vehicle to accelerate you as a better professional, rather than simply utilise your current skills.

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Posted in Synchro Partners, The world @work

How to attract ‘in demand’ talent in a candidate short market

Highly capable jobseekers always have options when deciding who they want to work for, but now it’s more important than ever for your organisation to sell its benefits to prospective employees.

If you’re serious about attracting the best talent, the days of the “It’s a privilege to work here” mentality are long gone.

What’s changed?

In Australia’s major cities, professionals are lifestyle conscious and a significant portion of the working population fall into a demographic with an established career who don’t have to take a job out of desperation and can afford to be selective when deciding where to work.

Companies that candidates are currently employed in have adapted, adopting flexible working arrangements and they are expecting their new company will be as progressive as the one they are leaving. The 2017 Deloitte Millennial Survey showed that 84 percent of millennials reported some degree of flexible working in their organisations.

Here are my five top tips to land the perfect candidate:

  1. Ensure you are familiar with your EVP and leverage it at each stage of the hiring process.
    HR and Recruitment teams have been working hard to implement Employee Value Proposition (EVP) programs to further enhance the brand and jobseeker experience.
    Update yourself on everything on offer that makes your organisation attractive to prospective employees (you never know there might be something that you are unaware of, and can take advantage of yourself).
  1. What are the other benefits of working with you and your team?
    If you are a hiring manager, think about some of the other selling points you can use to attract the best candidate to your company and team… social activities (sports teams, team events), technology, fruit box, interesting projects, etc.
  1. Be a brand ambassador
    Being a brand ambassador for the organisation should be part of your personal branding in your day-to-day business activities anyway, but it is critical to share that vision with a prospective employee when you have the opportunity to do so face-to-face, at interview. Don’t forget the employer branding can have an effect on future perception and sales of the business.
  1. Don’t be surprised if candidates are forthright with their requirements
    Candidates may ask you about flexible working hours, working from home options, career progression, along with learning and development opportunities. Five years ago these questions were less likely to be asked; fast forward to 2018 and these are the commonly asked questions, which you must be prepared to talk about with candidates.
  1. Corporate social responsibility is high on the millennial agenda
    Younger generations are socially aware, so working for an organisation that helps to give something back to the community is appealing and will attract talent to your team.

If you are struggling to find good talent to join your business, maybe it is time to revisit your EVP so you can ‘sell the company’ more effectively. Be more flexible in your thinking on working hours and consider hiring on potential, rather than current skills and experience.

How has your organisation evolved over time to the changing nature of the world @work? What are some of the features of your EVP?

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Posted in Slade Executive, The world @work