We’ve recently celebrated our 29th anniversary! Having been in business so long, we know a thing or two about connecting our clients with the best candidates. Recruiting across a variety of roles and sectors, we’re in a good position to see the developing trends in recruitment and we wanted to share some of our insights and tips for 2018 with you.

It’s a tight candidate market

What you need to know:
Whilst 2018 started off strong, we’ve noticed that in the last couple of months there’s been a drop in the number of applications coming through – particularly “good applications”. Competition for talent is increasing, with many candidates having several job offers on the table.

What you should do:

  • In this market, candidate experience will often be the differentiator. Really think about what makes your role and your organisation great, and use that to differentiate your opportunity from the rest.
  • Work closely with your recruitment consultancy. Ask them to find and engage both active and passive candidates on your behalf.
  • Ensure you have a robust and engaging interview process to ensure potential candidates have the best possible experience with you.

‘Head Hunting’ is King!

What you need to know:
Following on from the point above, in the last 12 months 46% of the candidates we placed were either known to us or were identified through search activity. This percentage has increased since last year and the way things are tracking, it’s likely to increase further. In the current market extra work is needed to get your opportunity in front of the right people. Gone are the days of simply posting a job ad and waiting for the applications to flood in.

What you should do?

  • Arrange a meeting with your recruitment consultancy. They can do all of the leg work for you in terms of sourcing and approaching the right candidates for your role.
  • Ask your recruitment consultant to help you with a candidate engagement plan – accessing their active and passive candidate database, planning a tailored advertising strategy, and utilising their specialist sourcing tools to connect you with great candidates!

Artificial Intelligence (AI) is here to stay

What you need to know:
AI programmes are increasingly being used to screen CV’s, using keywords to help narrow down the list of suitable applicants – a great timesaver! The use of chatbots like Job Pal, Mya and Robo Recruiter to engage with candidates right from the initial application phase can also make a big difference to their experience with your organisation, while freeing up your time by reducing the number of enquiries you have to deal with personally.

What you should do:

  • If you recruit a lot without the use of an agency, do a bit of research and ask around to find an AI solution that will work for your organisation. Look into chatbots or an automated database system like JobAdder or SnapHire.
  • If your recruitment needs don’t warrant the investment in this type of software, engage a recruitment consultancy – like us! – who can do the hard work for you.

Changes to employment legislation

What you need to know:
From July this year paid parental leave will be increasing from 18 to 22 weeks. Starting in April the minimum wage went up to $16.50 per hour. The 90 day trial period for new staff may soon only apply to organisations with less than 20 staff. And there here has also been some proposed amendments to Union access and collective bargaining.
That’s a fair few changes!

What you should do:

  • Keep up to date with the coming changes and note them in your calendar – here’s a handy link.
  • If there’s anything you’re unsure of, seek some professional advice to save yourself a headache down the track!

General salary movement across sectors

What you need to know:
Over the last 12 months salaries across the board have risen – including a 1.5% increase in the not-for-profit sector.

What you should do:

  • If it’s been a while, undertake a salary review/benchmarking exercise for your organisation.
  • When advertising a new role, make sure you’re aware of current market rates.

If you need advice on market rates, our team can provide you with the best remuneration advice – so please get in touch!

Workplace diversity and inclusion matters

What you need to know:
Work priorities are changing for many people and that includes what they expect from an employer. Diversity, inclusion and unconscious bias are steady topics of discussion at the moment, and employers who demonstrate a commitment to equality and care are being viewed in a very positive light by prospective as well as current employees.

What you should do:

  • Make sure your organisation has policies around diversity and equality and that these are reflected in every day practice.
  • If it doesn’t, make creating those a priority.
  • If it’s been some time since they were last reviewed, it might be time for a spruce up!


We understand that finding and retaining the right staff can be a long, hard process – yet it’s crucial to get it right! Our team are always here to assist with any recruitment or HR needs you have, and we can tailor a specific approach for your organisation. We’re just a phone call or meeting away, so please get in touch. Let us do the heavy lifting for you.

Best wishes,
Kirsty and Nikki

Job hunting as a mature candidate
McLaren Case Study - Not-for-Profit Membership Organisation