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View The Hiring Report 2015

Contact:
Kate Miller
Honner Media
+61 2 8248 3753
kate@honnermedia.com.au

Media Release

 

WORK LIFE BALANCE EMERGES AS TOP PRIORITY
FOR AUSTRALIAN JOB SEEKERS

New Hudson report highlights increasing complexity of attracting and finding top talent

Sydney, Australia – 20 January, 2015 – Work life balance is the top priority for Australian job seekers in 2015, trumping salary, career progression and job title, in a list of the top nine attributes professionals look for in a new role, according to new research from leading recruitment specialist Hudson.

Hudson’s 2015 The Hiring Report: The State of Hiring in Australia 2015, which surveyed more than 3,000 professionals and hiring managers across Australia, found work life balance, including flexible arrangements, has taken precedence as the top priority for Australian workers (70% of respondents named it their number one priority). The findings signal a dramatic shift in Australian work culture – and a growing pressure on employers to seriously consider their work life balance offering.

“No longer just a buzz term or the domain of the working mum, work life balance is now fundamental to all Australian professionals and will be firmly on the agenda as we move throughout 2015,” said Hudson Executive General Manager Dean Davidson.

While higher salary came in as the second highest priority for Australian job seekers (67%), it was followed closely by cultural fit (64%).

“The fact that cultural fit – that feeling of belonging – is so far up the value chain, and is actually the most important factor for senior executives, demonstrates that fitting in and feeling valued are also important priorities for Australian job seekers in 2015,” said Mr Davidson.

Sourcing and attracting talent a complex game

According to Hudson, the rise of digital and the evolution of networks have created an increasingly complex job market.

“Our report shows three in four employees are open to being approached about a new job opportunity, while eight in 10 have an up-to-date CV and six in 10 have an up-to-date LinkedIn profile,” said Mr Davidson.

Yet while employees may be open to being approached about new opportunities, finding and attracting the right talent is becoming increasingly complex, requiring both a competitive employee offering and a multifaceted sourcing strategy. The scarcity of talent is recognised by hiring managers, with 90% acknowledging they need to look beyond active job seekers to find the right candidate.

According to Hudson, online job boards remain the single most important conduit for sourcing new talent, nominated by hiring managers as their most effective sourcing channel. However times are changing with close to a third (28%) saying online job boards are less effective than two years ago. Australian employers are increasingly adopting a multi-pronged strategy to secure talent, encompassing not only recruitment specialists (34%) but also leveraging personal networks (31%), internal referral schemes (27%) and headhunting (20%).

“This report confirms what we are seeing, in that while digital may have altered the job market forever, best practice hiring is far from a digital-only approach. Social media channels are growing rapidly however their effectiveness as a sourcing channel is still to be proven. External solutions and people networks remain imperative to the process of tapping into high quality candidates,” said Mr Davidson.

Other key highlights of the report include:

  • Almost 1 in 2 hiring managers look to social media when evaluating a candidate. This should not bother most: 82% of professionals are comfortable with their online footprint
  • Psychometric testing is on the rise as the risks of a mis-hire become more serious. 54% of senior executives value it as part of the recruitment process
  • The nature of writing job ads has changed forever. 78% of hiring managers are now using keywords to ensure their ads have the best possible chance of being found

“In 2015 and beyond, hiring managers can no longer afford to take a vanilla approach to hiring. Instead they must take a strategic, tailored approach that runs wide and deep and makes use of the plethora of channels now available to really connect with talent,” said Mr Davidson.

“Hiring managers who engage a mix of strategy, people knowledge and networks will be the ones who win the war for talent and connect with the cream of the talent crop.”

The Top 9: What Australian jobseekers are looking for in 2015
1. Work life balance (including flexible arrangements)
2. Higher salary
3. Cultural fit within organisation and/or team
4. Career progression/training opportunities
5. Better benefits
6. A company whose values are closer to mine
7. Strong manager
8. Better brand
9. Better job title
70%
67%
64%
58%
46%
36%
30%
14%
13%

-ENDS-

For a full copy of the report or to arrange an interview, please contact:

Kate Miller
Honner Media
+61 2 8248 3753
kate@honnermedia.com.au

About Hudson

Hudson is a global talent solutions company with expertise in leadership and specialised recruitment, contracting solutions, recruitment process outsourcing, talent management and eDiscovery. We help our clients and candidates succeed by leveraging our expertise, deep industry and market knowledge, and proprietary assessment tools and techniques. Operating in 20 countries through relationships with millions of specialised professionals, we bring an unparalleled ability to match talent with opportunities by assessing, recruiting, developing and engaging the best and brightest people for our clients. We combine broad geographic presence, world-class talent solutions and a tailored, consultative approach to help businesses and professionals achieve higher performance and outstanding results. More information is available at Hudson.com.

Forward-Looking Statements

This press release contains statements that the company believes to be "forward-looking statements" within the meaning of the Private Securities Litigation Reform Act of 1995. All statements other than statements of historical fact included in this press release, including statements regarding the company's future financial condition, results of operations, business operations and business prospects, are forward-looking statements. Words such as “anticipate,” “estimate,” “expect,” “project,” “intend,” “plan,” “predict,” “believe” and similar words, expressions and variations of these words and expressions are intended to identify forward-looking statements. All forward-looking statements are subject to important factors, risks, uncertainties and assumptions, including industry and economic conditions' that could cause actual results to differ materially from those described in the forward-looking statements. Such factors, risks, uncertainties and assumptions include, but are not limited to, global economic fluctuations; risks related to fluctuations in the company's operating results from quarter to quarter; the ability of clients to terminate their relationship with the company at any time; competition in the company's markets; risks associated with the company's investment strategy; risks related to international operations, including foreign currency fluctuations; the company's ability to implement cost reduction initiatives effectively, including the recently announced restructuring program; the company's dependence on key management personnel; the company's ability to attract and retain highly skilled professionals; risks in collecting the company's accounts receivable; the negative cash flows and operating losses that the company has experienced from time to time in the past may reoccur in the future; restrictions on the company's operating flexibility due to the terms of its credit facilities; the company's heavy reliance on information systems and the impact of potentially losing or failing to develop technology; risks related to our dependence on uninterrupted service to clients; the company's exposure to employment-related claims from both clients and employers and limits on related insurance coverage; volatility of the company's stock price; the impact of government regulations; and restrictions imposed by blocking arrangements. Additional information concerning these and other factors is contained in the company's filings with the Securities and Exchange Commission. These forward-looking statements speak only as of the date of this document. The company assumes no obligation, and expressly disclaims any obligation, to update any forward-looking statements, whether as a result of new information, future events or otherwise.

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HUDSON

Hudson is a global talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and proprietary tools provide you with unique insights and services that help you maximize your success. Across 20 countries, we deliver a range of recruitment, talent management and recruitment process outsourcing solutions to get you and your business where you want to be.