Navigating the recruitment maze

The employment landscape in Australia is evolving, influenced by shifts in work-life balance, remote work opportunities and technological advancements.

In this article, the first of a three-part series, Lizzy Boots explores the most effective strategies to attract and retain top talent for your aesthetic business.

Every business owner and employer will agree that over the past few years we have experienced extraordinary changes to the employment landscape in Australia. There has been a seismic shift in the way employees think about when, where, how and even why they work. This new way of thinking has resulted in an employee-driven job market where attracting and retaining top talent has never been harder or more time-consuming.

Recruitment in the medical and aesthetics industry presents a unique set of challenges, requiring a shift in thinking and willingness to adopt revised strategies to attract, engage and retain employees.

Responding to shifting market dynamics

Successful recruitment begins with understanding the current job market dynamics. With unemployment hitting an all-time low of 3.5% in July 2022 and sitting around 4% in June 2024, Australia’s job market has never been more competitive. In a reduced candidate market, people searching for jobs have the competitive advantage.

Employers not only have to be open to change, but they need to be agile in their approach to the recruitment process as they compete for employees to fill their roles.

Creating workplace flexibility and delivering on promises

According to a survey conducted by Seek, 65% of workers say that their priorities in the workplace have changed dramatically since the Covid-19 pandemic.

Work-life balance is a top priority for job seekers, with 1 in 3 Australians willing to take a pay cut to achieve it. Additionally, more than a third of the workforce prefers the option to work from home.

The nature of work involved in the aesthetics industry often dictates the employee is required to be present at the workplace, so the challenge is to acknowledge this desire and create flexibility in other ways within the workplace. It is possible to attract top talent by offering flexible work arrangements and promoting a supportive work environment that values employee well-being.

Remaining conscious of this priority in your job offerings, not only in how you advertise the roles, but also how you genuinely facilitate flexibility on the workplace, will lead to greater retention of top talent.

Pay transparency

According to recent data across the major job boards used in Australia, only 35% of job advertisements display salary information, and a significant portion of job vacancies are never publicly advertised. Government Jobs and Skills Australia recently reported that one- third of jobs in Australia are never advertised but instead filled through recommendations or networking.

Social media plays a significant role in recruitment, with 70% of job seekers using it in their job search. Platforms like LinkedIn, Facebook and Instagram are popular among job seekers for researching companies and finding job opportunities. Establishing a strong online presence and actively engaging with potential candidates on these platforms can enhance your recruitment efforts.

In today’s war on talent the importance of adopting a proactive approach in recruitment, advertising vacant roles within your business and using all available networking opportunities has never been more crucial.

Embracing technology in recruitment

The use of technology in recruitment is on the rise. Approximately 43% of companies are using AI to interview candidates, streamlining the selection process. For employers in the aesthetic medical space, incorporating AI-driven tools can enhance the efficiency of resume screening and candidate assessments. This will ensure the time-consuming aspect of the initial screening process is optimised, however, balancing technology with a human touch is crucial to ensure a comprehensive evaluation of candidates’ skills and cultural fit.

With 1 in 3 job vacancies never being advertised, proactive talent sourcing is essential. Building a robust talent pipeline through networking, employee referrals, and industry events can help identify potential candidates before positions become available. This approach ensures a steady flow of qualified candidates and reduces reliance on reactive hiring.

Be prepared and focus on the candidate experience

The recruitment process significantly impacts candidates’ perceptions of your organisation and all too often I see employers disregard this crucial factor. The savvy modern employer provides the same respect and care to the employee experience as they do to the patient experience, providing timely feedback, transparent communication and a positive interview experience designed to enhance the employer brand and attract top talent.

Being well prepared for the interview process has never been more important and will ensure both a positive first impression with your candidate as well as delivering a streamlined approach to a potential job offer and acceptance.

The questions you pose to the candidate should not only be designed to assess their skills and past experience that match them to your role, but also assist you to assess their fit for your business. The interview should be a two-way process, allowing you to carefully assess what the candidate is seeking while asking probing questions and actively listening to their ‘non-negotiables’. If an employee is seeking flexibility and/or conditions you are not able to deliver, it is crucial you recognise this and do not waste their time or yours. The candidate pool is tight and other employers are potentially interviewing and job offering your ideal candidate!

Take time to reference check!

All too often the relief of finding a new hire overshadows the need to complete due diligence on the employee you will be welcoming in to your business and your team.

The urge to get this seemingly fabulous person in to the role and carrying out the much-needed tasks is overwhelming and the pressure from the team to deliver is also mounting. But there has never been a more crucial time to take the time to make the calls and research past employment history. When done properly, reference checks can highlight any red flags or provide peace of mind that you have found the right person for the job.

Conclusion

Successful recruitment in today’s job market requires an agile, strategic and adaptable approach. By emphasising work-life balance, leveraging technology, utilising social media, proactively sourcing talent, improving the candidate experience and approaching the process with speed and agility, you can navigate the recruitment maze effectively. Implementing these strategies will not only attract top talent but also foster a thriving and dynamic workforce ready to meet the industry’s evolving demands.

In the next instalment, we take a delve into ‘Maintaining HR compliance’, which includes recruitment, contracts, performance and off-boarding requirements. Until then, stay compliant! AMP

For more insights and professional recruitment support, contact Lizzy Boots at +61 414 644 463 or www.bootsandall.com.au.