With the revolving door of new COVID-19 regulations, variants, opened (then closed again) borders and an exodus of non-Australian workers, the workforce across the nation is facing a severe skills shortage. 

Despite these challenges, there are solutions. The secret to overcoming this qualifications shortage lies in taking a proactive approach to hiring through policy changes and research.

The current recruiting process

Because only Australian citizens can leave the country and come back, the amount of people available to fill roles has dwindled significantly. This has affected every industry from skilled labour to senior executive roles. 

Additionally, most people want to stay in the position they currently have instead of switching because of the inconsistency of the Australian economy. Therefore, finding quality candidates is a challenge, especially for middle- and upper-level roles that require more expertise and experience. 

Filling open roles today does take more time than usual. So, when formulating the job description, it helps for employers to be very clear about what they are looking for in a candidate. What skills does the applicant need to have, and which are nice-to-haves?

Solutions to the skills shortage

With these insights in mind, here are some considerations for repairing the skills shortage in your company. 

1. Hiring candidates outside state borders. Remote working can open the doors for hiring talent all over the world. Location-based flexibility can help your business find skilled employees who better fit into the role you are hiring for.  

With a flexible workplace, however, there must also be flexibility around how, where and when the employees do their job. Your company should account for measuring productivity and setting deadlines in a way that makes sense for where the employee works, hiring candidates in time zones that align with yours and providing clear expectations upon making an offer. 

2. Upskilling employees you already have. Rather than holding out for a “unicorn candidate” who checks all of the boxes, your company could set up a competency program to improve the expertise your current employees have. Hiring outside of your network can be expensive and time-consuming. Upskilling can help employees continue education or earn micro-credentials instead. 

As your business improves this upskilling process, it could become well-known as a benefit of landing a job at your company — setting your business apart from others. 

3. Differentiating your enterprise from the competition. Job seekers have an advantage over employers in looking for a new job. They have their pick of some of the best companies in their industry and can be more choosy regarding who they decide to sign with. Bearing this in mind, your business needs to find ways to differentiate itself from the competition to attract both Australian and international applicants. 

Take your time combing through applications, be proactive in the market and develop your brand. 

4. Look for candidates before you need them. Working with a recruiter can help you meet quality candidates looking to work in your industry before you actually have an open role. Even though there aren’t any open jobs in your company, hiring a talented candidate can be beneficial in the future when a role does open up. 

Even though the skills shortage seems intimidating, there are opportunities for your business to come out on top. For more information about the recruiting process or to get involved with Salt & Shein talent, start the conversation today by reaching out to one of our consultants.