NZ’S significant skills shortage is serious business

The current shortage of skilled labour across construction, farming, forestry, engineering, refrigeration engineering, accountancy and project management to name a few is significantly impacting many employers and businesses. More concerning is the fact that the list of sectors affected continues to grow. This shortage in skilled managers and workers is a growing problem for New Zealand, and it needs attention.

Time to read: 2 mins

Skilled labour and management in the engineering and hospitality sectors are the fastest growing sector of demand; and in the professions, occupational & environmental health,  mathematicians and statisticians are the most sought after.

Almost 50 per cent of businesses across the workforce are struggling to find staff, according to the Ministry of Business, Innovation and Employment.

With the serious shortage it now means that attracting and retaining great employees is becoming more competitive as potential employees are making decisions about whether in fact they want to work for you and for your business.

Over a third of New Zealand’s workforce is made up of millennials (those born between 1981 and 1996). According to Deloitte’s seventh annual millennial survey there are some key elements this group believe need serious consideration, and be key priorities for any business:

  • job creation
  • innovation
  • enhancing employees lives and careers
  • making a positive impact on society and the environment

From our own experience of recruiting across a diverse range of sectors, we know employees/candidates consider many roles simultaneously and these factors really do make a difference.

Taranaki, as we all know is a great place to live, we have a great community and have much to offer potential employees who may be interested in relocating. However nice these existing factors are, without developing robust strategies that attract people to you as a ‘Employer of Choice’ they will remain just that nice.

We all need to be thinking more seriously about what we can do within our sectors to ensure due consideration is given to jobs in Taranaki.

So, what can you do? Time needs to be given to creating your own clear strategy AND building great recruitment campaigns which are about selling your organisation and why it’s a great place to work. It’s more than just creating a good-looking job advert, it’s now a case of ensuring you know and can answer these questions:

  1. What are your flexible working benefits what do you do that enhances employees lives and careers?
  2. Do you know what motivates current employees (and what you might do to encourage them to stay)?
  3. What is the impact you are having on society and the environment and do you care?

To attract and retain talent we need to be thinking outside the box in the way we recruit.

The tables are turning due to the skill shortages; it’s no longer the case that an employer gets their pick off a pile of great applications the employees are choosing if they want to work for you.

If you haven’t already, it’s more than time to look at your strategies for attracting and retaining staff.  If you don’t know where to start we can help. Baker Tilly Staples Rodway HR have a team of experienced, in-the-know recruitment advisors that can help you beat the odds and obtain the very best talent.

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