罗致恒富:近八成澳大利亚雇主在寻找合格人才上面临挑战

  近日,据罗致恒富的最新研究显示,绝大多数(78%)的澳大利亚商业领袖表示,在未来五年内找到合格的人才将更具挑战性。

 

  尽管在过去的12个月中,澳大利亚市场增加了266,000个全职工作,但失业率也在上升,罗致恒富指出,这是一种双速经济的发展,尽管许多行业存在职位空缺,但由于所需的技术水平较高,填补职位空缺变得越来越困难。

 

  这意味着具备稀缺技能的顶尖候选人经常获得多个工作机会,并且在市场上处于优势地位。

 

  罗致恒富澳大利亚公司董事Andrew Morris表示:“雇主必须在招聘过程中找出并消除自己的障碍,并以企业关键优势为先导,以确保满足有才华的候选人的需求。”

 

  在受访的澳大利亚商业雇主中,中小型企业在吸引人才时面临的最大障碍包括:该地区其他理想公司的竞争(39%);没有提供与其本地竞争对手相同的独特额外福利(38%);没有为提升员工技能提供足够的学习或发展机会(38%)。

 

  同时,大型企业吸引顶尖人才时面临的最大障碍是招聘流程非常缓慢,从而在此过程中失去了优秀的应聘者(39%),其次,他们同样担心,自己没有提供与本土竞争对手一样独特的额外福利(37%)。另外,他们的技术落后或发展缓慢等问题对于那些希望与新兴技术合作的候选人没有吸引力(37%)。同时,他们在提升公司的工作环境上做的不够多(37%)。

 

  AUSTRALIA - BUSINESS LEADERS FACE CHALLENGES IN FINDING QUALIFIED TALENT, ROBERT HALF SAYS

 

  (Dec.2, 2019, /staffingindustry.com/)The majority, or 78%, of Australian business leaders say it will be more challenging to find qualified professionals in the coming five years, according to research by Robert Half.

 

  While there have been 266,000 full-time jobs added to the Australian economy over the last 12 months, the unemployment level has also grown, which according to Robert Half, points to the development of a two-speed economy in which the vacancies in many industries are growing increasingly difficult to fill despite the availability of jobseekers due to the degree of technical skills required.

 

  This means that top candidates who possess hard-to-find skills regularly receive multiple job offers and are in a strong market position.

 

  Andrew Morris, Director of Robert Half Australia, commented, “Employers have to identify and address their barriers during the recruitment process and lead with their key selling points to ensure the demands of talented candidates are met.”

 

  Among the Australian business leaders surveyed, the top barriers faced by SMEs (small to medium enterprises) when seeking to attract talent include competition from other desirable companies in the region (39%), that they do not offer as many unique perks and benefits as their local competitors (38%), and that they do not offer enough learning or development opportunities for skills advancement (38%).

 

  Meanwhile, the top barriers for large companies seeking to attract top talent is that their hiring process is very slow and they lose good candidates during the process (39%), followed by an equal concern that they do not offer as many unique perks and benefits as their local competitors (37%), that their technology is out of date or slow to adapt which is unappealing for candidates who want to work with new and emerging technologies (37%) and that they do not do enough to promote their company as a great place to work (37%).