Akyra’s Top 5 Tips for recruiting in a candidate short market

Akyra’s Top 5 Tips for recruiting in a candidate short market

Over the past few months, one of the most common questions our team has been asked, is “how do we find good staff”?  

Job mobility rates in Australia are at the lowest since 1972. This means people aren’t moving jobs if they don’t have to. But what does this mean for employers?  

It also means competition for staff, is fierce and competition for QUALITY staff is even tougher. Sound familiar?  

As employers, we're quickly coming to terms with the fact we’re in a candidate-driven labour market.  

What was once working, might not be giving the results (or candidates) that you’re looking for. This means it’s time to investigate and utilise different avenues for finding the right candidates. 

Now more than ever, it’s time to cut through the noise of the ‘sameness’ in job adverts and drastically change the way you approach recruitment.  


Below are our top 5 tips that will help businesses (like you), overcome talent sourcing challenges and best position you for recruiting quality talent in this market.  

Ditch the “you must have” list… 

It’s something we’re all guilty of doing – providing a detailed list of what we are looking for in our ideal candidate and hoping that they can tick many (if not all) of the boxes.  

We’re sorry to say but these bland statements are just going to repel a candidate. Instead, it’s time to “pivot” (yep, we said it), and showcase WHY a candidate would want to work for your business. Emphasise the benefits your business offers - highlight your terrific company culture, promotion of work-life balance (e.g., flexible work arrangement), and the career growth and development opportunities you offer.  

It's no longer about offering the highest salary. In this market, there are more important things to candidates.  

It’s up to you to sell the role and set your business apart – tell candidates WHY they should ditch their current employer and come work for you instead.  

Utilise different avenues for sourcing and attracting candidates….  

If SEEK simply isn’t delivering the results you want (or once had), it’s time to think outside of the box (we believe in you!).  

Think about who you are looking to attract and where you might be able to get your advert in front of them – is your ideal candidate scanning uni job boards, spending their time reading a particular magazine or scrolling through Facebook or LinkedIn. That’s where you need to post your advert!  

Another strategy you could consider is tapping into the passive candidate market and offering referral incentives to your current employees and/or clients – get them do the hard work for you!  

Consider candidates you typically wouldn’t…  

We’re not saying you should lower your expectations or hire someone that is completely wrong for the role.  

Instead, have a deeper look at the role and consider which skills could be transferrable. To do this, avoid being too specific with your job advert and help broaden the appeal of your advert to attract more applicants. For example, let them know that a certain level of industry experience would be great, but isn’t essential as you offer training.  

Similarly, as the borders begin to open, it might be time to consider candidates with visas that are looking to be an asset to your business.   

You might be surprised what you find if you open your mind to new possibilities (and new candidates). 

Be a brand ambassador for the organisation…  

If you manage to get some good candidates that you’re interested in interviewing – make no mistake, your business is being interviewed, just as much as the candidate.  

This means that it’s important that the interviewer(s) acts as a brand ambassador during the interview, highlighting why they love working there (this part needs to be genuine, so make sure you’re selective about who will represent your business in the interview).  

Be prepared for questions from candidates around flexible work options, working from home (etc) along with learning and development opportunities. Make sure you’re prepared and know your company policies beforehand.  

Move quickly…  

Again, this isn’t about hiring someone that doesn’t fit the role because you’re desperate (consider a short-term contract or a temp agency instead).  

However, if you DO find a candidate that is right for you and the business, then don’t delay in offering them the role. The chances are they’ve already had a few interviews (or at least have some more lined up), so you’ll want to lock them in before they get other offers.  


If you’ve read (and followed) the above 5 tips but are still struggling to find the right person for the job – it might be time to call in backup.  

Our team has been working alongside businesses across Australia, in various industries, recruiting quality staff, and we’re confident we can help find your next superstar.  

Contact the Akyra team today on 07 3204 8830 or email clientservice@akyra.com.au to begin the journey 

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