Hays Executive
January - March 2012
Hotspots
Mining and resources companies are always looking for talented executives with relevant industry experience as they consider new strategies and acquisitions. Commercial Managers, Financial Controllers, Finance Planning and Analysis Managers, and Tax and Treasury experts are in demand by large resources based employers seeking to strengthen their finance teams.
In the retail sector, and despite the malaise affecting some major retailers, some boutique and niche players are positioning for growth by recruiting General Managers. These organisations are looking to launch new products and take market share during uncertain times and will likely make recruitment decisions at slightly lower levels too. Thus demand exists for candidates with strong sales and marketing, change management and leadership skills with relevant industry knowledge.
Power companies domiciled in Melbourne are making key appointments in regulatory and strategic areas. Following Emissions Trading Scheme legislation and NSW's decision to sell its energy producing assets, regulated energy companies continue to source quality senior people with expertise in the sector.
Not-for-profit organisations, particularly in the health and community sectors, need experienced General Managers and CEOs. Candidates with strong organisational change management, marketing and leadership skills are needed. Executive turnover in not-for-profit enterprises continues as contracts expire and as a result of retirement, which is driving demand.
In the not-for-profit and public sectors, Change Managers will be in high demand this quarter. In New South Wales significant reforms and transformational programs following the change in government are ramping up, while organisations are also focusing on bottom line costs and are identifying and implementing best practise and cost reductions. As a result, leaders capable of implementing commercialism and invoking cultural change are sought. Employers have their choice of a larger candidate pool and so they are looking for candidates with industry experience, experience implementing projects and leadership abilities.
Overcoming skills shortages
Sectors experiencing growth and high demand for leadership talent are reaching out to the market earlier and engaging recruitment firms with deep expertise in their segment. Typically, employers are seeking like for like, wishing to deploy an executive search to pinpoint relevant people with absolute precision. Some employers are very open to meeting individuals with unique skills or industry backgrounds on a speculative basis, in case an opportunity arises in the medium term. We've seen a local trend in some resources companies to interview Australians and those with Australian visas currently working in overseas markets as a way of short-circuiting some skills shortages.
The coming quarter
Generally speaking demand for new executives and general management staff will remain unchanged and typically on a replacement basis. However, some niche retailers appear to be creating new senior positions and resources and mining and energy infrastructure companies responding to ETS and other developments in their markets will continue to create roles.
In the public sector, opportunities will be created with a focus on contractors for specific programs, such as business transformation and change projects.
Employer trends
Employers are very specific in their requirements when recruiting in terms of skills and experience, both in tasks and deliverables. They are targeting the top five per cent of candidates with strong experience in projects and transformation, as well as leadership skills.
But while they may maintain strict requirements, they are shortening the recruitment timeframe in order to secure the right level of applicant. Many firms are engaging in executive search methodology which allows them to have the best qualified shortlist for their position.
Employers in resources are continuing to offer very competitive salaries to individuals with in-demand skills. They are also meeting candidates on a speculative basis in an attempt to keep ahead of competitors.
Candidate trends
In some areas of the executive and senior professional market there is an oversupply of candidates. Yet in others there has been a definite decrease in strong candidates. This is most obvious in the mining, resources, oil and gas and energy sectors. There is a continual supply of candidates from Europe, in particular the UK, with local companies seemingly reluctant to take advantage of this highly skilled in-flow.
