I’m here with insights for Australian businesses on 24 February, and in today’s update:
- Victorian government grants
- VIC Worksafe spot checks
- Recruiting in a tight labour market
Victorian government grants for businesses
During the recent snap lockdown in Victoria, I let you know that government grants may be available for Victorian business. I’ve reviewed the information that is now available on the grants and unfortunately there’s not much on offer for most business sectors.
The grants are limited to businesses in arts, tourism and hospitality sectors, and selected retailers, as these are the areas the government has assessed were most significantly affected by the snap lockdown. Even for those eligible businesses, the grants are low in value (between $2000-$3000).
For more information, visit: https://www.coronavirus.vic.gov.au/business-grants-and-support
WorkSafe Vic spot checks
Be aware that WorkSafe are conducting spot checks of workplaces to assess compliance with COVIDSafe requirements. Two Tenfold clients have had unannounced site visits from WorkSafe and both clients received the tick of approval.
During the site checks, the workplaces were assessed for compliance with physical distancing requirements, COVID check in procedures, hygiene standards, and density quotients.
For information on WorkSafe requirements for your industry, see: https://www.worksafe.vic.gov.au/coronavirus-covid-19-information-your-industry
Recruitment in a tight labour market
Many Tenfold clients are seeing the rise in work as the economy gains momentum. While the uplift is positive, one of the challenges of operating a business during a growth cycle is the availability of good staff. We are already seeing the effect in recruiting, with a significant reduction in the number of applications for good quality, well-paying roles that Tenfold clients are advertising.
This is similar to the tight labour markets we saw in 2007.
What this means for your business
Expect that recruiting will take longer. Where it would normally take around 2 months to recruit for a role, you should plan for a 4-month recruitment campaign. Also expect that you’ll have to run your job ads on Seek or LinkedIn several times – think 3-4 times – to get a decent volume of applicants and to find the right fit for the role. Also speak to your coach about doing a proactive search for candidates in LinkedIn; we’ve had several clients achieve good success with this approach in recent months.
Ensure your job description and job ad are up to date and reflect any changes you’ve adopted since you last advertised (such as flexible working hours, WFH options). In a tight labour market, candidates have more options, so the onus is on you as the recruiter to pitch the role and your business well. Paint an appealing picture of what a successful candidate’s future will look like with your business.
Don’t risk constraining your business’s growth by leaving recruitment to the last minute. Plan your capacity and roles 4 months in advance so that you can be prepared to push the button and get a head start. Your coach will help forecast your capacity and staffing model based on your current sales pipeline and the work you could expect to win with your strategic marketing plans.
Ashley Thomson B.Eng. (Hons), Grad. Dip. Mgmt, MEI
Tenfold Business Coaching