global recruitment specialists
Healthcare Market Overview
A changing landscape…
Throughout 2013 we have started to witness significant growth in the demand for social workers within asylum seeker and migrant areas, which has been impacted by the change in government and budgets. Increases in this area will continue throughout the year and into 2015.
Another change that the new budgets brought about has been greater funding within aged care, which has resulted in a number of specialised growth opportunities for the sector. However, a relatively sparse talent pool means that sourcing the ideal employee can prove troublesome.
There have also been some changes to AHPRA Registration which has mainly impacted candidates from overseas; in the past this has been a strong pipeline of talent for employers, but as the process has become more complex and far longer it means that this is not as attractive to employers anymore.
A competitive environment…
More and more we are finding that successful placements are often achieved with passive candidates – i.e. those who are not active looking for roles. Because of this, employers are finding it difficult to source the same level of talent and so the need for recruitment agencies is increasing. Where the desired talent is not available, employers sometimes need to revise their expectations and consider those with less experience.
On the other hand, employees need to be wary of the candidate led market as this in some cases increases demand for some roles within specific sectors. One of these is Occupational Therapy, which has seen a lack of demand and an increase in candidates, meaning that even Senior OTs are sometimes made to accept more junior roles as competition increases.
Talent pool vs. demand…
Businesses tend to be very specific about their requirements, but as candidates become more knowledgeable about the market, they are finding they too have greater opportunity to pick and choose their work environment. This can mean that there is a gap between employer expectation and what candidates are prepared to offer. Because of this employers may sometimes need to consider more junior candidates, who have lower expectations and more flexibility.
Generally the expectation is for improved confidence in the Healthcare job market as the year progresses. This will be particularly pronounced in sectors such as Physiotherapy, where candidates are offered a wide variety of opportunities due to low availability of Physiotherapists. However, candidates are becoming increasingly aware of their value in the market and as such expectation is growing. With opportunities in public and private health, as well as more commercial roles in occupational health, there is the potential to work across many industries throughout their career.
Smarter recruitment in 2014…
When in the recruitment process, remember to respond with a sense of urgency – particularly if the role is already vacant.
In such a candidate short market, businesses can't afford to wait as the pick of the bunch won't put up with recruitment processes that are too long when compared with employers that are able to offer to a quick turnaround.
In more regional locations we would advise employers to think about more than the salary on offer and consider living and relocation costs or contributions. Also, being more flexible in offering shorter term contracts will attract candidates who are more likely to relocate for three months, than change their whole lifestyle permanently.