CONTINUED BUOYANCY and a fast-growing critical shortage of skills have lead to increased demand for HR specialists, a recent report has found
CONTINUED BUOYANCY and a fast-growing shortage of critical skills have increased demand for HR specialists, a recent report has found.
Further, demand is expected to remain high across all levels, particularly in areas such as learning and development, OHS and HR administration.
Workers compensation and rehabilitation was “still an area of demand, with employers asking for specific industry experience when registering roles”, the Hays Quarterly Forecast found.
HR practitioners with HRIS experience were also sought, as “HR metrics increases the credibility and adds value to HR because it demonstrates HR’s value to the organisation quantitatively.
“HR reporting allows a company to gain access to valuable data which can be the catalyst for changing policy, which is why these candidates are in such demand,” the report found.
Also in demand were those with HR administration and coordinator experience, as these support roles enable higher level staff to concentrate on value-adding and strategic HR work.
The report also found there was above average contract/temporary activity over the past three months due to holiday leave cover.
“Executive HR recruitment remains sporadic, although the general trend is in favour of increased activity levels,” it said.
“Senior specialist roles remain in strongest demand, particularly in learning and organisational development, in-house recruitment, industrial relations and in remuneration and benefits areas.”
Demand for generalist HR director candidates (above the $180,000 level) remained low compared to other senior executive roles such as CFO or finance director. However, the report noted there has been a steady, if very slight, increase in demand over the last year.
In terms of salaries, the study predicted employers will offer some salary increases to attract the best candidates.
“We also expect salaries for the strongest candidates will continue to rise slightly over the next quarter due to increased astuteness and confidence of candidates to negotiate with employers,”the report said.
In Sydney, there had been an increase in the number of candidates applying for roles, which was expected to continue as the new financial year approaches.
“However, in Melbourne there is a decrease in candidate levels, particularly for the more specialist roles and those in demand,” the report said.
“However, strong candidates are presenting themselves more regularly for roles through word of mouth referrals.”
It also noted an increase in the number of employers who are proactive in attracting women to the workforce.
“In Sydney, the profile of the EOWA is having a positive effect on organisations and as a result many employers are being flexible in their recruitment strategies in order to retain and attract women who have a need for flexible hours.”
