The word is savvy

Employers will need to adopt savvy recruitment techniques and offer competitive packages if they want to attract and retain staff in 2008, according to LINK Recruitment’s practice leader in technical and operations, Sue Parsley.

“With an ageing workforce and a highly mobile Generation Y, organisations are finding it increasingly difficult to attract quality people with the right qualifications and keep existing staff on a long-term basis,” says Parsley, who specialises in logistics and supply chain recruitment.

“The skills shortage means it’s a candidate-driven market. Those people with the right skills and qualifications, such as 3-PL experience, have more choices and job opportunities than ever before.”

“Jobseekers know they are in demand and recruiters now have to sell organisations to them. This means it’s important for employers to provide recruiters with as much information as possible, particularly regarding staff incentives.”

Sue says logistics and supply chain professionals at a senior level are requesting competitive packaging and greater job flexibility.

“We are seeing increasing pressure on companies to offer more exclusive packaging, so employers need to start getting creative,” she says.

“In today’s environment, we’re talking cars, laptops and relocation costs. We even had a recent request for packaging school fees.”

“Candidates are also interested in what professional development and training opportunities an organisation can offer them.”

“For example, they want to know whether a company will offer financial support and time out of the office if they decide to undertake a masters’ qualification.”

“Global organisations also have an advantage, particularly with Generation Y, who view international career opportunities as a drawcard,” Parsley says.

Job flexibility is high on the agenda of supply chain and logistics professionals.

“With hectic lifestyles, maintaining a work-life balance is important. People want the flexibility to have fulfilling careers, while spending quality time with their families and friends,” Parsley says.

“To attract and retain talent, organisations should try and offer a greater range of options, such as flexi-time, part-time roles, job share and allowing staff to work from home.”

According to Parsley, some candidates are also starting to question an organisation’s corporate social responsibility (CSR) policies.

“People want to work with companies that they feel socially aligned to. Candidates are demanding to know what an organisation is putting back into the community,” she says.

The skills shortage in logistics and supply chain means employers are starting to look outside the traditional talent pool to attract staff.

“Mature age workers are back in demand,” Parsley says.

“Employers realise the depth of knowledge, extensive experience and skills mature age workers can bring to the workplace.”

“They also know baby boomers are a loyal generation, who will turn up every day and do a really good job. There is also the widespread perception that baby boomers are also easier to manage.”

In a highly competitive market, recruiters and employers are turning to non-traditional strategies, such as online social networking, to source candidates.

“Social networking sites, such as blogs, Facebook and MySpace, can tell you a lot about a candidate’s personality,” Parsley point out.

“Generation Y candidates are becoming savvy with using online technology to secure work, such as posting online videos to sell their skills to recruiters and potential employers,” she says.”This helps with headhunting.”

“Ultimately, offering competitive packaging, training and professional development, job flexibility and global career opportunities, will help employers tap into the talent pool.”

For more information on LINK Recruitment visit or call 03 8319 1111.

Leave a Reply

Send this to a friend