{"id":75148,"date":"2022-06-16T13:00:23","date_gmt":"2022-06-16T03:00:23","guid":{"rendered":"https:\/\/www.bullhorn.com\/au\/?p=75148"},"modified":"2022-09-27T17:05:13","modified_gmt":"2022-09-27T07:05:13","slug":"the-new-world-of-work-apac-recruiters","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/au\/blog\/the-new-world-of-work-apac-recruiters\/","title":{"rendered":"The New World of Work – What Does it Mean for APAC Recruiters?"},"content":{"rendered":"

For those of you who missed it, there were many memorable moments<\/a> from Engage Sydney 2022 and there\u2019s still so much more to share! In this blog, we\u2019ll focus on the highlights from the opening panel of the day, The New World of Work – What Does it Mean for APAC Recruiters?<\/em><\/p>\n

The panel, moderated by Matt Webster<\/a>, Regional Vice President, APAC & Global Enterprise at Bullhorn featured industry leaders\u2014Nina Mapson Bone<\/a>, Managing Director at Beaumont People, Martin Hayden<\/a>, Chief Operating Officer at Hudson and Suzie McInerney<\/a>, Chief Executive Officer at Six Degrees Executive\u2014as they covered topics ranging from candidate expectations in today’s market to client strategy and digital transformation plans. Read on to see the key insights from Nina, Martin and Suzie.<\/p>\n

What is your focus for candidate acquisition and candidate engagement?<\/h4>\n

Suzie: \u201c[Candidates are] going to return the call from people or brand that they trust and with whom they\u2019ve had a really positive experience<\/strong>. That for us is a major competitive advantage and we really need to lean into that.\u201d<\/p>\n\"\"\n

Martin: \u201cWe\u2019ve had to get better at our sourcing strategy.<\/strong> In some sense it’s been a good thing having such a candidate short market because it\u2019s made us get more disciplined. We\u2019re measuring ROI much more carefully. Thinking about that both in the way we engage our candidates already on our Bullhorn database but also those we engage through acquisition channels.\u201d<\/p>\n

Nina: \u201cAll of our focus is around attracting and retaining enduring relationships with candidates.\u201d So Beaumont People can \u201cuse the tech to drive relationships and free up the time to build the relationship.<\/strong>\u201d<\/p>\n

Have candidate expectations changed?<\/h4>\n

Suzie: \u201cThe balance of power in this market does shift towards candidates.<\/strong> In this market, candidates can play a driving role in deciding when and how they interact with you.\u201d<\/p>\n

Nina: \u201cOne of the things we\u2019ve found that\u2019s significantly improved as a result of handling [screening] online is our ability to deepen our breadth around diversity and inclusion.<\/strong> The allowance that gives us access to the people that perhaps find it hard to access us for various reasons. The challenge we have is, how do we do both and not have one group disadvantaged?\u201d<\/p>\n

Martin: \u201cCandidates want to speak to specialists, they want to speak to people who understand their role and understand the skills they’re working with.<\/strong> Depending on the type of role, you can use digital tools really effectively when you need to place someone really quickly into a role\u2026so for us, it is about segmentation and having a more targeted strategy based on the role type.\u201d<\/p>\n\"\"\n

How has the current climate changed your client strategy and how you work with clients?<\/h4>\n

Nina: \u201cAs the market has gotten tighter, it’s taking longer to find people. It’s making sure we\u2019re consulting with clients to explain to them why.<\/strong> We’re using facts and data that’s out there, to show them that it’s the market, and what we’re doing over and above that, and what we can do that they can’t potentially do themselves. That\u2019s a very nuanced conversation.<\/strong>\u201d<\/p>\n

Martin: \u201cSo in a really hot market there’s an opportunity to think through which clients are the most attractive clients for us. Are we going to be able to form a relationship that\u2019s valued on both sides through the cycle? When the market’s not hot, are they going to come back to you or are they going to go back to the other three other agencies they used to use? Really invest in the clients [with whom] you think you can form that long term relationship.<\/strong>\u201d<\/p>\n

Have you taken the foot off the gas in terms of business development given the current market?<\/h4>\n

Martin: “No, we\u2019re going as hard as we can. Even though it’s a candidate-tight market, there’s still opportunities to penetrate in customer segments we haven’t traditionally played in. And so we think it’s really important to continue to establish relationships, even if that doesn’t mean work right now. Some of the best BD is when you\u2019re not selling things.<\/strong>”<\/p>\n

Suzie: \u201cWe would love to prioritise BD more. We understand capacity means that it is challenging and in some cases they have more work than they can cope with, and that BD is converting on the roles they have. But in preparation for a shift in the market, when that happens, it’s about just rebuilding that muscle again through L&D, making sure that everyone is ahead of the curve and wrapping their arms around the clients<\/strong> that we know we will need to lean on.\u201d<\/p>\n\"\"\n

How are you managing client expectations around flexible work options for candidates?<\/h4>\n

Suzie: \u201cWhat we do have is a responsibility for is to provide insight and evidence, that we\u2019re in a very privileged position to collect to help inform clients -, if they have made that choice \u2018these are some of the challenges you are going to face\u2019. Quite often actually providing them with information through the process\u2026I don\u2019t think clients want us telling them how to run their business. So you have to be careful that we\u2019re leading with real information, not opinion.<\/strong>\u201d<\/p>\n

Martin: \u201cIt’s pretty obvious what the conversation needs to be, but it’s how do we arm our new people, who might not be as confident, who might be a bit younger to convey that information. So I think investing in data and good reports so you\u2019re not preaching is a good thing.<\/strong>\u201d<\/p>\n

What are some positives that you\u2019ve taken out of the past 2 years, not just for your agency but the industry as a whole?<\/h4>\n

Nina: \u201cThe focus on mental health and wellbeing have been very well received for an industry that is prone to burnout, prone to potentially partying too hard at times. It\u2019s been good to have a moment to reflect and look at where we sit on that, and our boundaries and our work life balance.<\/strong>\u201d<\/p>\n

Martin: \u201cFor me, as an executive but also for the industry, it’s just resilience, knowing that things will be ok.<\/strong>\u201d<\/p>\n

What does your digital transformation strategy look like moving forward?<\/h4>\n\"\"\n

Suzie: \u201cTechnology is an enabler of the transformation we need to deliver a better service to customers.<\/strong> We\u2019re really trying to build the capability in the human sense, so change, agility and adaptability\u2026We need to make sure it’s a culture led transformation, not a technology led transformation.\u201d<\/p>\n

Martin: \u201cAbsolutely start with the customer and the needs of the customer that you\u2019re solving then work out what technology you need to solve those.<\/strong> I think the low hanging fruit in general is in administration.\u201d<\/p>\n

Nina: \u201cWe talk about using technology to free up [time] and shift behaviours, so that technology is there to allow the behaviour we want<\/strong>\u2026Processes in the systems and the way they are used needs to be consistent because with all the best tools in the world, if they aren\u2019t being used effectively, they\u2019re pointless. So we\u2019re trying to bring that consistency of process back in so that human behaviour is the piece that can appeal and build the relationship.<\/strong>\u201d<\/p>\n

 <\/p>\n

For more leadership insights sent straight to your inbox, subscribe to Bullhorn content today<\/a> or if you\u2019re interested in tickets for Engage 2023, please register your interest here<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"

For those of you who missed it, there were many memorable moments from Engage Sydney 2022 and there\u2019s still so much more to share! In this blog, we\u2019ll focus on the highlights from the opening panel of the day, The New World of Work – What Does it Mean for APAC Recruiters? The panel, moderated […]<\/p>\n","protected":false},"author":145,"featured_media":75149,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"categories":[15,555],"tags":[],"class_list":["post-75148","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-events","category-industry-trends-and-insights"],"acf":[],"yoast_head":"\nThe New World of Work - What Does it Mean for APAC Recruiters? - Bullhorn AU<\/title>\n<meta name=\"description\" content=\"In this blog, we focus on the highlights from the opening panel discussion from Engage Sydney 2022 featuring recruiting leaders Nina Mapson Bone, Martin Hayden, and Suzie McInerney.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.bullhorn.com\/au\/blog\/the-new-world-of-work-apac-recruiters\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The New World of Work - What Does it Mean for APAC Recruiters? 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Sally can be most commonly found trying to solve a puzzle or hoping to master the ukelele.","sameAs":["www.linkedin.com\/in\/sallytjaardstra\/"],"url":"https:\/\/www.bullhorn.com\/au\/blog\/author\/sallywong\/"}]}},"grav_blocks":false,"card_markup":"<a class=\"card-resource\" href=\"https:\/\/www.bullhorn.com\/au\/blog\/the-new-world-of-work-apac-recruiters\/\">\n\t\t\t<div aria-hidden=\"true\" class=\"card-resource__image-container\">\n\t\t\t<img class=\"card-resource__image\" alt=\"AU recruiters\" title=\"Bullhorn2022-434\" src=\"https:\/\/www.bullhorn.com\/au\/wp-content\/uploads\/sites\/3\/2022\/06\/Bullhorn2022-434-1440x961.jpg\" \/>\t\t<\/div>\n\t\t\t<div class=\"card-resource__content\">\n\t\t\t\t\t<span class=\"card-resource__category\">Events<\/span>\n\t\t\t\t\t<h5 class=\"card-resource__title\">The New World of Work – What Does it Mean for APAC Recruiters?<\/h5>\n\t\t\t<\/div>\n<\/a>\n","_links":{"self":[{"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/posts\/75148","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/users\/145"}],"replies":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/comments?post=75148"}],"version-history":[{"count":1,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/posts\/75148\/revisions"}],"predecessor-version":[{"id":75426,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/posts\/75148\/revisions\/75426"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/media\/75149"}],"wp:attachment":[{"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/media?parent=75148"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/categories?post=75148"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.bullhorn.com\/au\/wp-json\/wp\/v2\/tags?post=75148"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}