Winning the War on Talent

It is not new news that NZ is hitting a record shortage in both skills and labour force within New Zealand. Sit at any board table, local café or open a conversation with a business owner in any industry and it is likely this conversation will come up - a definite if you advise you do recruitment!

After a dynamic last couple of years, borders now beginning to open and a flow on effect

with inflation there is no doubt strain on our job force market that is felt by many- however it is not all doom and gloom!

Despite current Market conditions we are still seeing employers succeed in recruiting wonderful candidates across industries in New Zealand. We see a common theme in these organisations on their level of self-awareness and proactive approach.

As a beginning of our Talent Network blog series we would like to share 5 top tips we have for employers in 'Winning the War on Talent'.

1. Embrace your unique value proposition.

In a competitive market, it is vital you are promoting and connected to your comp

any’s unique selling points. Your team culture, company vision, work environment and offerings are more important than ever before. In our experience candidates are very intuitive in joining a company they feel connected to.

What makes your business different from the rest? Why join your company over others in the same industry?

Solidify this and ensure it is demonstrated through all of your external promotion and job advertisements.

2. Proactive vs Reactive Recruitment

Be smart on how you're hiring. In skill short markets it is important to always be proactively looking for talent and be seen to have active vacancies in the industry consistently. Timeframes can be extended well beyond a traditional 8-10 weeks so don’t wait until the role is critical to look for candidates. Be proactive in your approach and workforce plan- be it continual talent acquisition, expressions of interest or vacancy marketing.

How are we currently recruiting?

3. Let the market guide you

While hiring you will gain a lot of insight into what market conditions and employee benefits are being offered in your sector. Ask the questions and embrace the insights available.

Are we still market competitive? Is your salary banding accurate?

What could we look to offer to ensure we stay ahead of the market?

How are we engaging and retaining our people vs others in the industry?

Don’t underestimate the value of work flexibility or birthdays off either!

4. Look within

Through consistently offering internal development and training opportunities you not only support your company culture and recognition of key staff you support your own workforce development and grow the skills you need.

How are your growing and developing your existing staff?

5. Be consistent

The employee onboarding experience starts from the recruitment cycle.

Before going to market ensure you have the time, capacity and resource to facilitate a comprehensive and professional level recruitment process.

Timely interviews, feedback and employment offers truly matter on employee experience and engagement.

Are you ready and available to recruit?

We hope these tips are valuable for you as an organisation and support your recruitment success.

We are here to help!

If you require a more in-depth consultation feel free to make contact with us to discuss on https://www.talentnetwork.co.nz/contact-9