{"id":17139,"date":"2018-08-08T01:22:04","date_gmt":"2018-08-07T15:22:04","guid":{"rendered":"https:\/\/www.bullhorn.com\/au\/?p=17139"},"modified":"2019-03-02T08:52:03","modified_gmt":"2019-03-01T21:52:03","slug":"why-has-it-become-such-a-challenge-to-recruit-recruiters","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/au\/blog\/why-has-it-become-such-a-challenge-to-recruit-recruiters\/","title":{"rendered":"Why Has It Become Such a Challenge to Recruit Recruiters?"},"content":{"rendered":"

The recruitment industry is not immune to the universal talent shortages experienced across the entire labour market. According to the 2018 Australian Recruitment Trends Report<\/a> from Bullhorn, one of the most challenging candidates for recruitment professionals to find today is other qualified recruiters.<\/p>\n

This is having a detrimental impact on agency’s growth and is, in many cases, minimising the success of what would otherwise be high-growth organisations.<\/p>\n

But importantly, beyond individual agency success, this trend could, in the long-term, have a knock-on impact on the quality of the Australian recruitment industry as a whole.<\/p>\n

Market-Specific Challenges Increase Pressure<\/h3>\n

In an industry already recognised for its high employee turnover levels, this challenge can\u2019t be taken lightly.<\/p>\n

However, given Australia\u2019s distant geographic location from other similar markets, its varied demographics and changing government regulations, the difficulty in finding people should perhaps come as little surprise, particularly when trying to fill some of the more niche recruitment roles.<\/p>\n

The major economic hubs of Sydney and Melbourne, for example, have traditionally relied heavily on the recruitment of foreign nationals employed under visa-entitlement and have rarely struggled to find qualified recruitment talent. However, given the recent abolishment of the well-known 457 Temporary Work visa and the introduction of the Temporary Skill Shortage visa, assessment criteria for overseas recruits have been tightened significantly.<\/p>\n

These regulatory changes have resulted in a large proportion of talent having to relocate or re-skill, and is deterring overseas job-seekers from considering Australia as a potential place of work.<\/p>\n

Now, more than ever, it is critical that agencies do what they can to focus on attrition rates and minimise the talent they can hold on to being lost and having to be replaced.<\/p>\n

Practice What You Preach<\/h3>\n

While any recruiter knows the best way to find a genuinely good candidate, that they are proud to place with a client, is by conducting a robust due diligence process, many may be letting processes slip in their fight to find their own staff.<\/p>\n

As the talent pool dwindles and competition to hire the best people increases, the need to hire fast can cloud the focus on hiring well.<\/p>\n

Despite the clear challenges of talent shortages, regulatory changes and traditionally high turnover rates there are steps recruitment agencies can take to ensure they build the best teams:<\/p>\n