Recruiting the Future Presentation by Julie Mills, CEO of the RCSA Recruitment WA, 21 July 2006

Now – jobs in demand in WA –Non-building professional engineers –Non-building engineering associates and technicians –Building associates and technicians –Electrical trades (building) –Mobile plant operators –Trades assistants and factory hands –Business professionals –Non-building electrical/electronic trades –Plumbers –Metal trades RCSA Members’ survey, June 2006

The future – candidate shortages Opportunities lie in fully utilising the untapped workforce – the long term unemployed, – older workers, – parents or injured people returning to the workforce, and – people with disabilities. Opportunities also lie with skilled immigrants as the hunt for talent broadens beyond our borders.

The future – clients Challenge: having employers accept the untapped workforce Growing client sophistication Increased use of on-line recruitment tools Traditional client servicing may lose its viability: – tie recruitment offerings to employer of choice programs – assist with retention strategies.

The future – service offerings Reduced viability of sales orientation with short-term focus Need to increase offerings and technical skills: – employability skills profiling, – reference and background checking, – qualification checking, – entitlement verification, and – strategic advice on retention, training and employer of choice strategies Opportunities to develop long term service relationships with clients and candidates

The future – talent management Talent management: – training opportunities, – return to work rehabilitation, – preventative strategies, – workforce health management – team-based work models Retention is now crucial.

The future – professionalism Professionalism will be paramount in winning and retaining business: – benchmarking, – technological savvy, – qualifications, – business certifications

‘Workforce Wanted’ Workforce Symposium, 11 April 2006 The skills and labour shortages in a global context Research, policy and discussions: – Minister Vanstone – DEWR, DIMA and DEST – ACTU, NMIT, NILS, Select Australasia and Relocations-Made-Easy

Drivers of migration Positive reasons rather than negative: – Join family – Build a better future – An optimistic story Supply reasons: lack of Australian workers Demand reasons: global nature of ‘Generation Y’

Benefits of skilled migrants Raises the per capita living standards Contribute $4 billion+ to the Budget Business benefits include: – more welcoming to customers and staff of various backgrounds, which can result in greater staff commitment – more attractive to broader cross-section of clients and suppliers – increased competitive edge internationally through employees from different cultures – broader, innovative outlook –more responsive to market changes and opportunities

Recruiters’ recruitment roles Experts in assessing the job-readiness of candidates Understand the broader issues and obligations associated with bringing migrant workers in to Australia

Recruiters as management educators Educate management about the issues involved in successful migration Sourcing relocation solutions to their clients Educating Australian businesses about the value of accessing the global workforce. Overseas workers must be seen as a workforce strategy to fill training and skills gaps

Recruiters as candidate educators Educate potential immigrants about Australia Ensure potential migrant workers have enough information about the challenges of integration before they make their decision to migrate to Australia

Recruiters’ roles In summary: The business case for recruiters is strong: anything that can make filling a vacancy successful for a client is good for their business

Thank you Questions?