Slowdown fuels fight for good employees

For all the talk of the slowdown, the fight for good employees is only heating up.

The economic crunch might have pushed more people into the job market, but that hasn’t stopped recruiters and businesses from going to extraordinary lengths to secure the cream of the crop.

One recruitment company is even offering people who apply for a job the chance to win a trip to Phuket, Thailand, in an effort to ensure it retains the top talent on its books.

Other organisations are using the time-honoured tradition of headhunting high performers to cannibalise business from their competitors while the market remains flat.

Firms are asking Futurestep Asia Pacific consulting director Matthew Dale to “map’’ industries to try to identify potential talent.

While the downturn has allowed companies to be more selective in the people they hire, competition for the best remains red hot.

“It is just a shift in the theatre of battle, so to speak,’’ Dale says. “The talented people and stars in the company are still going to be sought after and there are still skill sets that are really high in demand.’’

Engineering, tourism and parts of the IT industry are all expected to remain strong through the downturn, he says.

While some businesses are looking to stockpile the best people now, other companies are only identifying the top candidates so they can hire them as soon as market conditions begin to improve.

“The opportunity is there for organisations to build their capabilities and look longer term,’’ Dale says.

While the economy remains flat, companies are looking to grow market share by aggressively taking it from competitors.

“Revenue generators are always in demand,’’ Dale says.

“If I was a sales manager I would want to know who [my staff] are losing the deals to and who they’re scared of. Then you can track them down so when they come on to the market you can pick them up.’’

Hart Recruitment director Brad Hart says the chance to win a trip to Phuket was just one way the company was ensuring it attracted high performers.

“In times like this you generally only place the high-demand people,’’ Hart says. “No matter what the economic conditions are in the world crisis, if you have the best people you’re always going to have jobs for them.’’

While there are more people looking for jobs now than in recent times, Hart’s firm is more interested in picking up quality candidates over quantity because each recruiter at the company is only allowed to have 100 people on their books at any one time.

“There are probably not going to be as many jobs out there, but if we stick to our guns and continually update our books with candidates, even if we are not placing them, then after 18 months when the world recession is over it will pay us back,’’ he says.

Hart says the give-away is in its infancy, but the plan is to offer one flight each month.

Valuing leadership

Employees are changing what they look for in bosses, says Futurestep Asia Pacific consulting director Matthew Dale.

Bonuses and perks will not make candidates leave a secure role.

“Twelve to 24 months ago there was an expectation that the market would grow, so people were willing to put a proportion of the earnings at risk for a chance at a bigger bonus,’’ he says of the changed job climate.

“Employees are looking for security.’’

Well run organisations that show leadership should attract talent.