Ruby Recruit - 2023 HR & Talent Recruitment Update

2023 - what a ride already! Our hearts go out to those affected by the devastating flooding, landslides, winds and rain of Cyclone Gabrielle.?We continue to watch in awe at the scale of the damage but also admire the valiant acts from local heroes on the West Coast of Auckland and the East Coast of the North Island.

No matter what the world has thrown at you, so far, this year – like us, we hope you are ready for what the rest of 2023 challenges us with!

HR/ People & Culture Recruitment Update

This year has been a slightly slower start than most and believe this is due to the impacts of the poor weather and several businesses exercising some caution with expansion hiring until after Q2’ s predicted ‘pinch’ and market uncertainty. Over the last two years, the pendulum has quickly swung from being a candidate market to client market and back again – but of late, that pendulum has maintained status in the middle as the candidate market remains tight AND clients prudent with hiring.

That said, this week several our clients seem to have pushed the “greenlight” on several opportunities within their People Plan, briefing us on multiple vacancies including P&C Leadership opportunities, mid-level fixed term contracts, and a volume of Talent and Internal Recruitment positions.

Top talent remains in short supply, especially at the junior to mid-level, due to the post-COVID ‘brain drain’ and many candidates finally able to go on their long-awaited OE’s.?To fill some of this disparity, last year we saw several savvy graduates and junior candidates given more opportunity earlier, taking on broader roles to fill the gaps left by those in mid-level positions. This was a great opportunity for those that rose to the challenged, developing their HR capability exponentially.

For junior & developing candidates – it’s all about what you know and who you know.?We recommend keeping connected and growing those connections, networking is still the critical aspect of any job search.?After a few years of surviving through the COVID times, now is the time to increase your capability by gaining further skills and knowledge whether formal or informal, to rely on through what could be recessionary times.?If your company hasn’t offered L&D opportunities – upskill yourself and invest in your career by increasing your capability through training/ courses like the essentials of employment law, disciplinary or dismissal workshops or HR fundamentals which are available through several training providers.

The mid-tier market – this year we will certainly see the need for quality mid-level generalists that can turn their hand to all areas of HR/ People and Culture.?Now however, we are seeing unique roles with specialist areas (i.e., Learning and Development, Organisational Development, Remuneration & Transformation etc.) – but watch this space IF the pinch comes, as companies will need more generalist talent to work broadly across their business.

At the Senior and executive level, will the market tighten? ?Possibly. ?2022 was a busy year at the senior level with many senior level candidates moving companies to succeed their careers.??Let us wait and see, if this will pick up again mid-way through the year.

With the Talent & Internal Recruitment – companies are passing over transactional recruiters, in favour of recruiters who get along their stakeholders to understand their business, think “outside the box”, are creative with sourcing strategies, flexible in their approach and keen to try different technology to capture candidate interest.

Overall, the pace of recruitment has changed, no matter the level of role.?Three roles last week alone went from brief to placement/ offer in under a week; no matter is you’re a client or candidate, get ready to move fast!?We encourage our clients to streamline their recruitment processes to ensure they can secure quality candidates as quickly as possible.??We aren’t suggesting you jeopardise your due diligence; rather ensure that each step of the recruitment process is crucial to the selection process and allows you to make your decision quickly, to ensure you don’t lose your preferred candidate to multiple offers.

Here are our suggestions on how you can streamline your recruitment process:

• when working with a recruiter, ensure they provide you with their summary of their interview to ensure they are suitable.
• don’t wait for a shortlist, prioritise interviews as soon as you identify a potential candidate.
• commit to a second interview shortly after the first interview if the candidate shows promise.
• provide constructive feedback to your recruiter/ candidate.
• table any doubts you may have at the second interview through competency-based interviewing.
• make the second interview a broader experience – introduce potential teammates, provide a walk around the office, introduce a senior manager etc. – give yourself an opportunity to assess aptitude and fit AND provide the candidate with a positive employee brand proposition and experience of working with your company.
• use an experienced recruiter, who has a strong network and access to passive candidates that you won’t get through advertising.
• choose to do a reference yourself so to validate your hiring decision.
• ensure your offer of employment, culture, flexibility etc. will meet the candidates’ expectations.

If you are interested in meeting with or chatting with the Ruby Recruit team to discuss the current market, how you can further streamline your company’s recruitment process, please don’t hesitate to be in touch.?Alternatively, if you’d like to chat about where you are in your career and what you are ideally seeking in your next role - whether you are a passive or active job seeker – we are here for you.

Kelly is available on 027 777 9177 or at?[email protected]; Camille is available on 021 427 449 or at?[email protected].??Alternatively, follow Ruby Recruit on LinkedIn (www.dhirubhai.net/company/14627501/admin/) or check out?www.rubyrecruit.co.nz.