HRO Today Global Winter 2015 - 13

Cover Story
We are now starting
to see some clients
who are not just
measuring the source
of hire, but measuring
the percentage of
candidates who are
passive versus active.
-Kimberley Hubble, Hudson
Companies are also experiencing the benefit on looking
inward for talent. " We're also seeing a focus on internal
mobility, so obviously it makes sense to try to help our
clients do a better job of hiring internally before they
even look externally, " says Hubble. " We know that doing
that not only reduces cost for our clients, but reduces
the time to fill the jobs. It also has a very positive impact
on staff morale and engagement-so that continues to
be a very key element for us to ensure that the internal
hiring levels are optimised, and that we give a very good
experience to employees, so that they really feel like their
employer cares about their career development and takes
it seriously. "
Employer branding is also becoming part of the talent
conversation as organisations strive to become an
employer of choice. Australia is actually ahead of
the game, with nearly 70 per cent of respondents to
LinkedIn's 2015 Global Recruiting Trends report having a
FAST FACT:
According to LinkedIn's global research report, Talent
Trends 2014, 42 per cent of Australian respondents
report they are open to considering a new
opportunity when approached by a recruiter.
proactive strategy for talent brand. " Customer branding is
increasingly important, where they're looking to put their
brand out on proactive channels. So we're seeing more
and more of the customer looking to work with us on
branding initiatives, " Hussey notes.
Looking Ahead
Hubble describes Australia as a maturing market with
opportunities in augmenting current services and going
after fast-growing mid-market companies.
The job market remains tight, she says: " There's always
been a shortage of highly skilled quality talent. Typically,
when outsourcing boom was occurring, there were
extreme shortages of staff, particularly with engineering
and technical with mining backgrounds. It's still hard to
find really good talent, but we're certainly seeing good
upticking in our recruitment agencies. It's been very busy
for them. "
Certain sectors of the marketplace lack the potential for
any major growth, although some opportunities abound.
" Big employers, such as the big banks, all of those
employers have their own internal recruitment and that
won't be changing, so there are no real opportunities in
those clients-except to do augmentations, or if they have
a project and they don't want to scatter their own team
and they just want to bring in some support. So there
are opportunities of overflow work from those bigger
solutions, " explains Hubble.
Up next for Australia is the mid market. " In the midmarket,
it's the companies with 500 to 1,000 employees
and who are really trying to grow quickly who hire, "
Hubble says. " Maybe they need to hire 100 people or 200
people a year. In Australia, that's where the opportunity is
and where it's going to grow. And there are a lot of those
companies. "
WINTER 2015 | www.hroglobal.com
[13]
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HRO Today Global Winter 2015

Table of Contents for the Digital Edition of HRO Today Global Winter 2015

HRO Today Global Winter 2015 - 1
HRO Today Global Winter 2015 - 2
HRO Today Global Winter 2015 - 3
HRO Today Global Winter 2015 - 4
HRO Today Global Winter 2015 - 5
HRO Today Global Winter 2015 - 6
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