This quite common strategy for responding to the GFC, coupled with the fact quarterly employment surveys are now reporting the second consecutive lift in advertised job vacancies, leads to a rapidly growing anticipation that it won’t be long before discussions about “the war for talent”, “the impact of the aging workforce” and “how to minimise the turnover of your Gen Y workforce” will start to once again appear in business publications.
It is widely acknowledged that Australia has fared better than most countries in the GFC. Despite this, many Gartner Executive Program members have reported a wait-and-see approach to IT investment. Many significant IT projects were placed on hold at the end of 2008. Now, as the economy improves, the expectation is that stalled IT investment will be restarted – and with this increased investment will come the need to hire new staff.
In the rush to bring on staff in an increasingly competitive hiring environment, it is worth keeping in mind some good practice recruitment principles. A sensible and well-structured approach at the outset can avoid considerable cost and disruption, both personal and organisational, at a later stage.
Linda Price is group vice-president of executive programmes, Gartner. Email comments to Linda.firstname.lastname@example.org
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