Global recruitment agency Hays has published a research white paper into the skills shortage in Australia, finding that the public sector is suffering the largest shortage in the country.

 

Hays’s research shows that 82 per cent of organisations in the public sector were experiencing skills shortages, with 72 per cent of large organisations reporting skills needs. The research also indicates that 64 per cent of small businesses and 62 per cent of medium businesses were experiencing skills shortages.

 

In its Bridging the Skills Gap white paper, Hays surveyed 462 organisations across Australia to generate its six-step plan to redress shortages.

 

The six-point plan is as follows:

  • Step 1. Be flexible in order to adapt to the changing market. This includes considering existing employees, who are not only a rich source of information but who have also already demonstrated their commitment and ‘fit’ with the organisation. Other ‘flexible’ strategies include considering transferable skills and recruiting based on candidate potential. Such flexibility allows you to open a vacancy to a larger pool of candidates who have experience, suit the company, and can become a highly valued asset with a little technical training.
    In addition, embracing flexible working options allows an organisation to not only retain critical skills but widens the pool of potential talent to include those that need flexibility to remain in the workforce.
  • Step 2. Have a plan to identify the key roles and likely requirement patterns in your organisation. At the most basic level, this means examining where you are heading and comparing this to the skills - and the skill gaps - you currently have within your organisation. Recruitment planning, the development of a succinct process, a tailored offer, the effective use of temporary assignments and mobile technology should also be part of the planning process.
  • Step 3. Create an employment brand to attract like-minded candidates aligned to your values. If in doubt of this strategy, consider BRW’s Great Place to Work list; organisations on this list have strong employment brands, and despite widespread skills shortages they receive unsolicited applications from people who want to work for them.
  • Step 4. Source far and wide and include the under-utilised talent pools of overseas skills, mature age candidates, female candidates and former employees. In addition to these under-utilised talent pools, new technology is also a factor in a comprehensive search.
  • Step 5. Training and development involves open communication with staff and up-skilling existing employees to build a more talented workforce capable of handling the required workflow. But remember, training doesn’t always have to be in the classroom.
  • Step 6. Focus on retention and start with the benchmarking of great performers, then recruit to these criteria. A retention plan also includes training people well, performance management, career development, succession planning and engagement. Also critical is assessing managers; people join companies and leave people. 

 

The full report can be downloaded here