IN A TIGHT job market, the HR industry experienced the greatest growth out of 21 sectors in 2004, with a 114 per cent increase in the number of jobs advertised on the internet
IN A TIGHT job market, the HR industry experienced the greatest growth out of 21 sectors in 2004, with a 114 per cent increase in the number of jobs advertised on the internet.
The Olivier Internet Job index, which analyses positions vacant ads on commercial job sites monthly by state and industry sector, found that even in December – traditionally a quiet time for recruitment – jobs increased by 3.35 per cent.
“In downturns, HR is hit hard as employers consider it an overhead; when the business environment improves, they have to rebuild capacity,” said Robert Olivier, a director of Olivier Group.
As the overall job market has become tighter and it’s become more difficult to find staff, organisations have recognised that more must be done to train and retain people and keep them engaged in their work, he said.
“There was increasing emphasis of HR within organisations – skills shortages and the aging population were on the national agenda –politically and economically.”
Olivier said that pressures on candidate supply were long-term issues, and as such, predicted increased demand for HR professionals in 2005.
“On the demand side, although there are some economic indicators suggesting a slowdown in growth, I believe that employment will remain strong and a major issue for business in 2005,” he said.
There are a number of steps HR professionals can take to improve their chances of landing a good job in 2005, according to Olivier.
“Advertised roles whether direct or via a consultancy are the most competitive,” he said. “Networking is the best way to avoid the queue to get yourself considered for the roles that don’t hit the market.”
It was likely that there would be limited opportunities at the senior end of the HR job spectrum, according to Olivier.
“Consider contracting/consulting –you can build yourself a healthy business free of some of the larger corporate stresses and pressures,” he said. “But you need to be able to market yourself effectively.”
Olivier also said jobseekers should be prepared to negotiate and look at performance-based incentives as an increased part of their package, in addition to up-skilling themselves in areas such as retention where demand is greatest.
He also said senior management would appreciate commercial nous.
