QLD Mining and Energy Bulletin
Issue link: http://ebook.aprs.com.au/i/31843
Hays is the leading global specialist recruiting group. It is the expert at recruiting qualifi ed, professional and skilled people worldwide. It operates across the private and public sectors, dealing in permanent positions, contract roles and temporary assignments. Hays employs 7,086 staff operating from 257 offi ces in 30 countries across 17 specialisms. For the year ended 30 June 2010, Hays placed around 50,000 candidates into permanent jobs and around 180,000 people into temporary assignments. phase, coupled with the shortage of skilled people, means that technical mining experience across the board is always going to excite employers. Overcoming skills shortages Employers are keen to attract and retain staff in this competitive environment, knowing that finding a replacement can be a lengthy business. They are offering flexible rosters and work arrangements and FIFO to those from interstate. Highly valued managers are incentivised with good bonuses to positively impact productivity and performance. Companies are now realising that they should consider applicants from interstate and overseas and are showing some flexibility with their requirements. We offer overseas options and use digital recruitment solutions to cast the net as wide as possible for recruits. Despite the lack of talented candidates, employers seem quite relaxed about the skills shortage, although we suggest this might change over the coming quarter as tendered projects are awarded. In South Australia, the increasing projects and attractive salaries on offer in Western Australia and Queensland are proving hard to compete with. As a result, employers are attempting to entice talent back to South Australia by selling the lifestyle, low cost of living and career prospects that are available given the number of new developments in the state. The coming quarter Most, if not all, employers have hinted that they will be recruiting in the next few months. The market is strengthening and we are witnessing many new roles being created. In NSW, much will hinge on how quickly the new government will award projects, although some new jobs will be created for Project Managers and replacements will be needed due to natural attrition and turnover. Executive recruitment The movement of senior managers between roles is increasing and candidates at this level are often very interested in looking at what’s available. Employer trends There is some salary and bonus structure revision, and a degree of flexibility on FIFO rosters, but the bottom line is that employers struggle to fill demand. As a result, the amount of experience required is decreasing as companies seek to recruit for already secured contracts. Some employers are beginning to consider international sponsored candidates. QLD Mining and Energy Bulletin Winter 2011 73 Candidate trends There has been a general decrease in available candidates, which is in line with increasing demand. The candidate market is exceptionally short. When looking for their next role, candidates will consider location, lifestyle, career prospects, and salary as well as the job itself. In a NSW trend, a number of interstate candidates are returning home to the state, attracted by the projects now starting. While the Hunter Valley remains the NSW hub of the resource sector, other regions such as the Central West, Gunnedah Basin, Illawarra and even as far west as Broken Hill have exciting projects that are attracting candidate interest. The full list of Hays Quarterly Reports can be viewed at www.hays.com.au/report RECRUITMENT