Congratulations to Ged Wilson, TalentVine’s Recruiter of the Month for May!
Agency: The Wilson Agency
Specialised Industry: Accounting, Engineering, IT, Sales, HR, Executive
Employer Rating: 10/10
Community Services Lead
Quality and Practice Manager
Tell us about your journey as a recruiter
Having successfully completed both my undergraduate and postgraduate studies, I embarked on a career path as a recruiter. Like many others, I did not set out with the intention of becoming a recruiter, but rather stumbled upon it and was drawn in by its promising prospects. From the very outset, I found myself enamoured by the multifaceted nature of the job and the myriad of challenges that it presented.
While all sales roles pose their own set of challenges, what sets recruitment apart is that people are at the very heart of the equation. Unlike other sales professions, where the focus is on convincing a company to buy a product, as a recruiter, the task is to align the wants, needs and desires of individual candidates with those of the organisation in a way that fosters mutual value. This is where the true artistry of recruitment comes in and is an area in which I believe I have thrived.
What changes do you see happening in the recruitment industry in the next 12 months?
The underlying factor behind our human capital predicament is the scarcity of competent candidates to fulfill the required positions, rather than a shortage of job seekers. Nevertheless, when compared with 2022, there appears to be a marginal alleviation of the situation, presenting an opportunity to make progress.
Although competition will persist, it is expected to be mitigated owing to factors such as inflation, economic deceleration, and amplified visa approvals leading to a reduction in the number of job openings.
The enduring systemic hurdles posed by our skills deficit, which is in part attributed to factors like an ageing population and birth rates falling short of replacement levels, ensure that its resolution remains a distant possibility.
I anticipate a sustained scarcity of skilled personnel in the recruitment market in the future and employers will continue to encounter difficulties in locating and retaining exceptional talent. This will be especially true in demanding technical roles like senior developers and infrastructure jobs, this situation is unlikely to undergo any significant transformation over the next couple of years.
There has been a substantial surge in wages in certain sectors over the past few years. Nonetheless, I predict that the current scenario of mounting inflation and a limited number of job openings will require candidates to lower their salary expectations.
To summarise, a decline in job competition is expected to result in a larger pool of candidates, accompanied by a shift in job seeker conduct towards embracing those who are genuinely motivated rather than merely opportunistic, as observed in 2021/2022.
What's one piece of advice you'd give to employers?
Employees will maintain their high expectations for what constitutes an ideal workplace, with factors such as flexibility and remote work options being of utmost importance. Although COVID-19 forced companies to alter their operational strategies significantly, including implementing remote work policies, many employers may seek to return to the traditional in-office work model in 2023. However, employees may resist such a move and argue that they can remain productive while retaining their flexibility. Therefore, it would be advisable for employers to remain adaptable to the evolving needs of their workforce and explore innovative ways of working, as the pandemic has permanently altered the work landscape.
Furthermore, companies must prioritize the onboarding process as it plays a crucial role in attracting and retaining top talent. Unfortunately, many organizations fail to execute it correctly.