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(AdNews update on TALENT WAR)

Demand for staff with 2 to 5 years of experience continues as the competition for talent, characterized by high vacancy rates, continues and the advertising industry looks to recruit from other sectors to take on the increasing number of jobs. continues.

Low unemployment and high employee willingness to change jobs indicate that the job market has reversed and employees are now in charge.

According to the Hays 2022-2023 Salary Guide, talent shortages in the marketing and digital industries are hampering operations. Eight-tenths (82%) of his employers said this will affect growth, and 65% of his employers plan to increase their full-time headcount this year.

Tony Hale Advertising Council Australia CEO said: advertising news: “While there is certainly a skills shortage across the industry, most ACA members manage the employment environment well. is.

“The key talent we have to attract are those with 2-5 years of experience in account management, creative and technology. Being selected as a good employer becomes more important.

“Senior-level ACA members can apply for an AILA, which allows us to attract top talent from overseas with a pathway to permanent residency.”

Hays’ findings corroborate Hale’s comments, according to the Salary Guide, the top five jobs media employers need to fill in Australia are: Marketing manager, product manager, communication manager, digital marketing manager, e-commerce manager.

According to Insights LinkedIn research, the technology and media industry has the second highest turnover rate at 12.9%.

According to Hayes, key factors driving this across Australia and New Zealand include a lack of new challenges, uncompetitive salaries and lack of opportunities for advancement.

Linda WongA Director of the Australian Media Federation of Australia said:

“As an industry, we are also exploring other potential solutions, such as how to recruit lateral talent with transferable skills from outside the media industry.

“The purpose of the newly launched industry, We Are The Changers, is to connect people to the industry by communicating our ability to create change for the greater good and by communicating the dynamism that the media industry is known for. It’s an important aspect to attract and retain.”

The MFA will conduct its annual MFA Census and Salary Survey next month and will release results on Australia’s most in-demand roles and salaries in early 2023.

Esther ClelehanTalent Specialist, Founder and CEO of CLEREHAN, said:

“Also, while we haven’t seen wages rise as much this year as we did in 2021, labor costs are still rising and agencies have to pay to keep their staff safe from poaching. not.

According to Hays, employees recognize their worth, with 53% in the media more confident demanding a raise this year, and 69% of employers already offering higher salaries than planned doing.

Ashley GarfieldTalent Agent, Digital Marketer at Aquent Australia said:

“This may seem like a great problem, but the shortage of manpower puts them in an increasingly difficult situation.

“Performance and paid media roles have always been particularly difficult to fill, even pre-Corona (if anyone remembers that far!). was found to be typically of intermediate level.

“The current job market is saturated with roles, allowing candidates to pick and choose the best options, but unfortunately, this doesn’t always work out for agencies.”

Trend: Agency Talent Moves to the Client Side

Annie Sherlock, Talent Agent, Digital Marketer at Aquent Australia said: .

“The pros for agencies are more diversity, regular pace changes, the ability to work with diverse stakeholders, and ultimately offer a broader experience on the client side that isn’t always present. about it.

“A lot of it depends on how you prefer to work, but for the majority of talent, we find that high client-side salaries make it more difficult to attract and retain top talent. increase.”

International travel within and outside Australia

Clelehan said: Most of the creators I talk to now want to move to London or Europe rather than New York, which has been their primary destination for over 20 years. ”

Aquent’s Garfield said:

“Still at the mercy of visa restrictions and processes, international candidates face irregular visa processing times.

“Some people wait a year just to transfer. This can really prevent clients and companies from bringing in talent from abroad. This is something we desperately need.” is!”

quit quietly

Ryan WattsTalent Agent, Digital Marketer at Aquent Australia said:

“To log into LinkedIn, you have to see a poll, a post, or a photo of someone donating 2 cents to this so-called ‘new’ phenomenon.

“However, if you’ve ever worked in an organization where you did more than you ever did and never received recognition or compensation, you probably already had direct experience of ‘quietly quitting’ from that role. have you ever done

“Whatever you call it, it’s nothing new and will continue to happen until the end of time.

“On a personal level, I hate the phrase ‘quietly quit’ because if you’re doing your best and not always going above and beyond, it means you’re a quitter. Actually you. If you are not a smoker, you are simply fulfilling the core requirements of your role: you are doing a paid job.

“The term quietly quitting is actually harmful because it absolves the employer of the sin of not recognizing diligence.

“So how can we stop employees from ‘quitting and quitting’?

“It’s really simple. Recognize and reward hard work. If you can’t recognize and reward hard work, don’t expect people to do more. Breakthrough advice.” It’s not, but it works.”

Ghosting when hiring

Garfield: “Unfortunately, ghosting is a trend, and both parties (client and candidate) can be equally guilty.

“When it comes to candidates, it’s their market right now and it means there are plenty of roles to choose from. Sometimes people are offered a role and placed right away, but as a result communication stops and we “read.”

“For agencies, the disruption caused by Covid has had ripple effects in all aspects of their business and teams.

“But we know that things can change overnight and urgent hiring is no longer needed, bringing the process to a significant halt.”

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