- Published
Australia’s labour market has continued to evolve well beyond the post‑covid recovery phase. While job vacancy growth has stabilised compared to the peak of 2022–2023, skill shortages remain stubbornly present across many industries – particularly in technical, trade, regional, and specialist roles.
Employers are now operating in a market where candidates are more informed, more selective, and far clearer on what they will – and won’t – accept from a workplace.
For employers, this means recruitment is no longer just about filling a vacancy. It’s about positioning your business as a place people actually want to stay.
How to Improve Your Recruitment Process
There is no one‑size‑fits‑all approach to recruitment. However, reassessing how and who you hire can significantly improve attraction, quality of hire, and long‑term retention.
a) Hire for Potential, Not Just Experience
In a tight labour market, holding out for the “perfect” candidate often means roles stay vacant for months. Employers who succeed are those willing to look beyond rigid criteria and focus on capability, adaptability, and long‑term potential.
b) Graduates and Early‑Career Talent
Graduates remain one of the most underutilised talent pools.
Hiring a graduate can offer:
- A cost‑effective entry point into the workforce
- High motivation and strong learning capacity
- Up‑to‑date technical knowledge
- Genuine enthusiasm for building a career
With the right onboarding and support, graduates allow you to shape skills, behaviours, and culture from the ground up, while building your future leadership pipeline.
c) Engaging Under‑Represented Workers
Many capable individuals remain excluded from traditional recruitment pathways due to age, cultural background, language barriers, disability, visa status, or non‑linear career histories.
Actively broadening your hiring lens can:
- Unlock previously untapped talent pools
- Improve workforce resilience and innovation
- Strengthen your employer brand
- Support future workforce capability needs
Inclusive hiring is no longer just a social consideration – it is a strategic one.
d) Hire for Attitude
Skills can be taught. Attitude is much harder to change.
Candidates who demonstrate accountability, curiosity, and a strong work ethic often outperform technically stronger candidates who lack motivation or alignment. Interview processes should intentionally test for behaviours, not just experience.
Small Recruitment Changes That Make a Big Difference
a) Be Clear Before You Advertise
Before posting an ad, be clear on:
- What the role is actually responsible for – what will they do day to day and need to achieve
- What’s essential vs trainable
- The behaviours that matter most
Clarity upfront saves time, improves candidate quality, and leads to better interviews.
b) Talk About Your Values (Properly)
Candidates are paying close attention to leadership style and values.
Don’t just list them, ask candidates how they’ve lived them.
For example, at Edwards HR, one of our values it that we ‘deliver on time, every time’, so we always ask candidates about this during our interviews.
c) Pay Transparency Is No Longer Optional
Salary clarity:
- Builds trust
- Saves time
- Reduces misaligned expectations
Consider greater visibility about wages and creating a new status quo around remuneration.
d) Think Beyond Salary
Pay matters but it’s not everything.
High‑impact benefits include:
- Flexible hours and location
- Career development pathways
- Extra leave
- Health and wellbeing initiatives
Often, these matter more than a higher salary alone.
e) Flexibility Options
Remote, hybrid, or flexible hours are among the most searched terms in job ads.
If you offer flexibility, say it. If you don’t, be upfront.Uncertainty costs you candidates.
Learn more about ‘Is WFH an Entitlement’ here.
f) Advertise Smart, Not Everywhere
Use reputable platforms (LinkedIn, SEEK, etc.) – but don’t rely on ads alone.
Referrals and targeted headhunting consistently deliver better long‑term hires. You could even consider a ‘Referral Program’ that offers an incentive to your employee if a referral is hired.
g) Move Faster Than You’re Comfortable With
Good candidates rarely wait.
Slow processes are one of the most common reasons employers lose strong applicants.
h) Consider External Support
The team at Edwards HR are the heavy industry experts, so give us a call to discuss how we can support your team.
How to Retain Employees & Reduce Turnover
Hiring someone is only half the job. Keeping them is where the real return is.
Here are our top tips:
a) Nail the First 90 Days
You only have one opportunity to make a good first impression.
You can do this by having a solid onboarding and induction process so that your employees are given all the right tools and information required for them to carry out their role and learn about the company culture from their very first week.
Take a look at our Quick Guide: How to Nail the Onboarding Process for New Employees for more guidance.
b) Ask Your Team What They Need
Not everyone is motivated by money or working from home. Regular check‑ins often uncover simple, high‑impact improvements you wouldn’t have guessed – you might be pleasantly surprised by some of the unexpected responses.
c) Recognition Still Matters (A Lot)
People stay where they feel seen and valued.
Celebrating wins – big or small, it goes a long way.
d) Consider Benefits & Flexibility
Tailored benefits – such as flexible hours, working from home, bonus/incentive plans, additional paid leave, health care benefits, novated leases, staff discounts and structured career programs just to name a few, can significantly improve retention.
Not everyone is motivated by money so it is worthwhile considering other benefits you could offer.
e) Growth = Retention
Employees are far more likely to stay when they can see a future.
That might mean:
- Training and upskilling
- New licences
- Internal promotions
- Cross‑training
f) Leadership Makes or Breaks Retention
Poor leadership remains one of the top reasons people leave. Managers who communicate well, build trust, and genuinely support their teams keep people longer.
Talk to the Edwards HR team about how we can help you develop a cost-effective program to build your teams leadership capabilities.
g) Communication & Reviews
Regular check-ins and performance reviews (6 months or annually) help address concerns early and keep expectations clear.
h) Always Address Issues Early
Small issues ignored often become big ones. Open, timely conversations build trust and prevent avoidable turnover.
i) Consider External Support
Whether you have an internal HR team or not, external support can help strengthen retention strategies.
What’s Next?
The employment landscape will continue to change and businesses that adapt early will be best placed to attract and retain top talent.
Successful recruitment today requires clarity, transparency, flexibility, and genuine engagement. Retention relies on leadership, communication, and ongoing investment in people.
Need Support?
Our experts can review your recruitment or retention strategy.
We also offer tailored training sessions that could benefit your retention/team.
Contact our team today to find out how we can help – from recruitment and onboarding, to bespoke leadership training, we can support you with the tools to succeed.
