Running Head: RECRUITMENT 1

Recruitment

by [Name of Student]

Course

Professor

[Name of Institution]

September 14, 2018

 RECRUITMENT 2

Table of Contents
Executive Summary.........................................................................................................................4
Introduction......................................................................................................................................5
1. Examining the Job Market.......................................................................................................5
1.1 Predicted Careers/ Job Trends................................................................................................5
1.2 Increasing and Decreasing Career/Jobs.................................................................................6
1.3 Driving Factors......................................................................................................................6
2. Examining a Paid Occupation..................................................................................................7
2.1 Job Description......................................................................................................................7
2.2 Activities and Tasks................................................................................................................7
2.3 Training/Education Needed....................................................................................................8
2.4 Income/Expected Income Change.........................................................................................8
2.5 Skills to other Careers/Types of Careers................................................................................8
2.6 Career Impact to Society........................................................................................................9
3. Examining and Unpaid Occupation.........................................................................................9
3.1 Job Description......................................................................................................................9
3.2 Activities and Tasks................................................................................................................9
3.3 Training/Education Needed..................................................................................................10
3.4 Income/Expected Income Change.......................................................................................10
3.5 Skills to other Careers/Types of Careers..............................................................................10
3.6 Career Impact to Society......................................................................................................11
4. Examining Recruitment..........................................................................................................11
4.1 Recruitment Companies.......................................................................................................11
4.2 Predicted Trends...................................................................................................................11
4.3 Strategies for gaining Employment......................................................................................12
Conclusion.....................................................................................................................................12
References......................................................................................................................................13
 RECRUITMENT 3

Executive Summary
This paper tried to examine Australia’s job market. The population is increasing and more

groups’ people are now aged. The aged population is expected to increase by over 45% in the

next 10 years. This means that the current job market has transformed calling for more skilled

experts. It is predicted that in the future, there is need for more persons under this type of job

market. A predicted increase in such professionals is on high alert hence students and prospect

job seekers should consider less technical careers.

 RECRUITMENT 4

Introduction

Human Resource management is a key function of an organization. It is therefore, vital to

have the department fully equipped to handle its activities and errands. Knowing the job market

as well as researching for the gaps that exist in the job market is an important step towards career

development. Examining the job market is a noble step towards effective recruitment process.

For such reasons, this paper evaluates the current Australian job/career market (Brouer et al,.

2015). It also determines the nature of the market in view of paid and unpaid jobs, the strategies

to use to get job and recruitment trends in the country.

1. Examining the Job Market

1.1 Predicted Careers/ Job Trends

Advertising and Marketing professionals: These professionals are known to offer the

best services when it comes to marketing and well as advertising. The current Australian job

market is one that has changed from analog to digital market (Brouer et al,. 2015). This means

that the current job market has transformed calling for more skilled experts. It is predicted that in

the future, there is need for more persons under this type of job market.

Public Relations and Sales Managers: public relations are a fundamental area in all

sectors of development. From business to Non-governmental organizations, there is need to have

the best public relations officers who are able to give quality when it comes to services rendered.

On the other hand, skilled and experienced Sales managers are also handy (Claus Wehner,

Giardini & Kabst, 2015). In the future more firms will need such professionals to increases their

sales and turnovers.

Aged and Disabled Careers: The population is increasing and more groups’ people are

now aged. The aged population is expected to increase by over 45% in the next 10 years. This
 RECRUITMENT 5

means more professionals are to be in such a career (Claus Wehner, Giardini & Kabst, 2015). In

addition to the same, there experts have to increase their skills to meet the current job market as

well as job demands that are handy. In addition to the same, more home based care givers are

needed in the same career.

Agricultural and Forest Scientists: Australia is one of the nations has developed forests

and agricultural sector. This shows the interest and needs to increase the number of experts in the

same area. This career prediction is one of the highest paid one, calling for more skills and

expertise (Hawranik & Pangman, 2016). There is need to make sure that all the experts in this

career are aware of the job market; the job market is increasing by 15% annually.

Ambulance Officers and Paramedics: Such experts are on high demand in the country.

It is one of the well paid careers in the country yet the job market needs more of such experts

today and in the future that before (Hawranik & Pangman, 2016). Offering emergency services is

critical and skills needed and high in the career. A predicted increase in such professionals is on

high alert hence students and prospect job seekers should consider this career.

1.2 Increasing and Decreasing Career/Jobs

More home based care giver jobs are on the increase in Australia because there is an

increased number of the elderly. This means that more of such experts are needed today as well

as a good number of the same are needed in the future (Humburg & Van der Velden, 2015).

Ambulance officers as well as paramedics are on demand in the nation. An increase in such trend

in career means that more of the experts are needed. In view of the same, the current job market

needs more public relations and sales experts due to the increase customer demands and needs. It

is predicted that in the future a huge number of such experts are needed to meet Company needs

and demands. An increase in the marketing and advertising experts is also noted. Contrary, a
 RECRUITMENT 6

decrease of technological and engineering jobs are noted in the contrary today and expected to

even reduce further in the future (Karppinen, 2018).

1.3 Driving Factors

Economic factors: national growth rate and recession are more of the key economic

variables that affect the current career/job trends in the country. It is evident that when a country

has a potential or good economic trend, it is clear that the number of jobs will increase will the

same will reduce if the number is not handy (Karppinen, 2018). For example, the current job

market is very stable making more active individual to turn to better careers as compared to a

time when the population was not ready to take the same jobs due to low economic status leading

to poor salaries and wages. However, at the moment such careers and jobs are well paid making

more job seekers to want them (Karppinen, 2018).

Technological Advances and Automation: advances in technology are known to affect

career growth and job market. Those firms or companies that depended on human manpower to

handle their errands are now using machines to do the same, they started to lay off more

employees. This is the case in Australia today (Legg, Cleary, Dickson & McCormack, 2017).

Five years ago, there was huge demand for technological and engineering experts who were used

to change the current plant design to automated one, but today, the jobs are over since they

completed their tasks. This has led to increased unemployment rate of over 10% in the last five

years (Nadda, Rafiq & Tyagi, 2017).

Seasonal Fluctuations: Some of the careers are seasonal. As a result, their demand

decreases over time leading to the above predicted career/job trends. Over the past, 10 years, the

Australian job market has witnessed several waves of career change, making it one of the most

delicate job markets in the world (Nadda, Rafiq & Tyagi, 2017). A change of the same shows that
 RECRUITMENT 7

most careers such as engineering and mathematical jobs are seasonal, but aged and disabled care

remains static. This shows how such factors affect the career/job market in the country today and

how it will as well in the future (Nadda, Rafiq & Tyagi, 2017).

2. Examining a Paid Occupation

The career or the job of choice is Advertising and Marketing manager. This is one of the

professionals in the country that is in charge with the welfare of a company when it comes to

marketing as well as management of campaigns (Nadda, Rafiq & Tyagi, 2017). Marketing is

important all the organizations; hence the career calls for high skills and expertise to be able to

handle the jobs supported by it. The Australian market is limited to such professionals a reason

why I would like to be one of the few that will venture into the professional in the coming few

years. All the companies in the world would like to have their sales and brand image high, for

this to be possible, such firms should have the best experts on board to change the status of the

organizations not only as a brand but also to increase the corporate image of the firm or company

(Nadda, Rafiq & Tyagi, 2017).

2.1 Job Description

As a marketing and advertising manager, it is clear that managing all marketing errands

of the company and activities within the marketing department will be vital. Developing the

marketing strategy for the company or business organization that is handy in line with the goals

and objective of the company or organization is notable description of the career (Sarma, 2017).

The career also calls for coordination of the marketing campaigns with the sales department.

Overseeing the company marketing budget is also part of the job description (Stockman & Van

Hoye, 2017). The others are: implementing and planning more promotional and advertising

campaigns, responsibility of corporate and brand management. In addition, the manager makes
 RECRUITMENT 8

sure that a wide range of marketing activities and strategies are in place in order to change the

current status of the firm to a better one. For these reason, the marketing and advertising manager

is currently paid well in the job market (Stockman & Van Hoye, 2017).

2.2 Activities and Tasks

The above career or job has numerous activities that come with it. First, the manager has

to prepare marketing budgets for the entire company or organization, the budget has not in line

with the overall company budget. Tasks such as developing new marketing strategies for the firm

are important role that the manager has to handle as well (Stockman & Van Hoye, 2017). The

third task or activity done by the career manager above is to make sure that the sale department

and the marketing department align their goals to improve firm’s brand and corporate image. In

view of the same, the marketing manager aligns the brand image with the customer loyalty so

does with the goals and objective of the company. Lastly, he or she plays the role of managing all

marketing campaigns on behalf of the company (Su & Yang, 2015).

2.3 Training/Education Needed

Since such a job demands for high leveled skills, there exist extensive training needed. At

the moment the minimum college certificate needed is a bachelor’s degree in marketing.

However, with the increased demand of the career or job, a potential job seeker should have a

master’s degree on the same, with such; he or she will have a competitive advantage over others.

In addition, a certification as a Qualified Charted Marketer is needed (Su & Yang, 2015). The

career also needs skills in analytics and project management both of which needs a certificate.

The professional also needs leadership skills and this can only be proved with a certificate on the

same.
 RECRUITMENT 9

2.4 Income/Expected Income Change

Over the years, there has been a change in the income level or such experts. However, the

current rate is at $1400 per week. It is evident that this professional has a lot of activities to

handle a reason why an average of $1500 is noted as salary per week. However, projections by

2022 shows that the salary or wage of such professionals will increased to $2000 or $2200 (Su &

Yang, 2015). This because the career has gained demand in the country over the last two years

and its projected to increase more in the next 10 years. This means more of such experts are

needed in the market yet they are few. A reason for the limited number of such experts is deemed

to the high skills and schooling needed (Vogt et al,. 2018).

2.5 Skills to other Careers/Types of Careers

More than 100 careers are related to Advertising and Marketing Job. Skills such as

analytical and ability to develop projects is a unique skill that most experts needed yet they don’t

have, this shows how a marketing manager is important in the job market. It is vital to

understand the prospects of a marketing manager better because it will lead one to careers such

as brand manager, corporate manager and general manager of a company or organization among

others (Vogt et al,. 2018). Most advertising and marketing managers are good leaders, but they

hold key value when it comes to the quality of leadership skills they posses. Such skills can help

an individual move to other careers such as sales manager among others.

2.6 Career Impact to Society

Advertising and Marketing career is able to change the society in a given number of

ways. First, as a manager one is able to build social connection with the audience he or she

intends to sell his brand name and image to as such, the career helps develop social cohesion.

Advertising and Marketing career build social corporate responsibility to the society (Vogt et al,.
RECRUITMENT 10

2018). Lastly, it is noble to note that this career not only works well with products or services but

also develops a sense of leadership and public image, both of which are vital in society.

3. Examining and Unpaid Occupation

In this section, working as a care taker to the aged and disable Non-Governmental

organization as a volunteer employee is noted. The aged and disabled population in the country

has increased over the years with over 17% change annually. This means more government and

non-governmental organization have to develop or build homes to care for the persons (Vogt et

al,. 2018). There is need to protect and care for the aged and disabled in the society, a core value

for the Social Australian Community. Various organizations exist to support the same. People

either work as paid or unpaid employee in the organization to offer their services. Policies have

been developed to support volunteering care and support to such persons in the society; as such

this part of the paper will discuss the same.

3.1 Job Description

As an Aged and Disabled specialist, it is clear that managing all Social Work errands of

the company and activities within the Social Work department will be vital. Developing the

Social Work strategy for the company or business organization that is handy in line with the

goals and objective of the company or organization is notable description of the career

(Stockman & Van Hoye, 2017). The career also calls for coordination of the Social Work support

services. Overseeing the company Social Work budget is also part of the job description. The

others are: implementing and planning more homes based family care support services,

responsibility of community and Social Work management. In addition, the manager makes sure

that a wide range of Social Work activities and strategies are in place in order to change the
RECRUITMENT 11

current status of the firm to a better one (Sarma, 2017). For these reason, the Social Work and

advertising manager is currently paid well in the job market.

3.2 Activities and Tasks

The above career or job has numerous activities that come with it. First, the manager has

to prepare Social Work budgets for the entire company or organization, the budget has not in line

with the overall company budget. Tasks such as developing new Social Work strategies for the

firm are important role that the manager has to handle as well. The third task or activity done by

the career manager above is to make sure that the sale department and the Social Work

department align their goals to improve firm’s Social Work and community image (Sarma,

2017). In view of the same, the Social Work manager aligns the Social Work image with the

customer loyalty so does with the goals and objective of the company. Lastly, he or she plays the

role of managing all Social Work support services on behalf of the company.

3.3 Training/Education Needed

Since such a job demands for high leveled skills, there exist extensive training needed. At

the moment the minimum college certificate needed is a bachelor’s degree in Social Work.

However, with the increased demand of the career or job, a potential job seeker should have a

master’s degree on the same, with such; he or she will have a competitive advantage over others

(Sarma, 2017). In addition, a certification as a Qualified Charted Care Giver is needed. The

career also needs skills in analytics and project management both of which needs a certificate

(Nadda, Rafiq & Tyagi, 2017). The professional also needs leadership skills and this can only be

proved with a certificate on the same.

RECRUITMENT 12

3.4 Income/Expected Income Change

Over the years, there has been a change in the income level or such experts. However, the

current rate is at $1000 per week. It is evident that this professional has a lot of activities to

handle a reason why an average of $1200 is noted as salary per week. However, projections by

2030 shows that the salary or wage of such professionals will increased to $1500 or $2000

(Nadda, Rafiq & Tyagi, 2017). This because the career has gained demand in the country over

the last two years and its projected to increase more in the next 20 years. This means more of

such experts are needed in the market yet they are few. A reason for the limited number of such

experts is deemed to the high skills and schooling needed.

3.5 Skills to other Careers/Types of Careers

More than 100 careers are related to Aged and Disabled Care Specialist Job. Skills such

as analytical and ability to develop projects is a unique skill that most experts needed yet they

don’t have, this shows how a Social Work manager is important in the job market. It is vital to

understand the prospects of a Social Work manager better because it will lead one to careers such

as Social Work manager, community manager and general manager of a company or organization

among others (Nadda, Rafiq & Tyagi, 2017). Most Aged and Disabled Care Specialist managers

are good leaders, but they hold key value when it comes to the quality of leadership skills they

posses. Such skills can help an individual move to other careers such as sales manager among

others.

3.6 Career Impact to Society

Aged and Disabled Care Specialist is able to change the society in a given number of

ways. First, as a manager one is able to build social connection with the audience he or she

intends to sell his Social Work name and image to as such, the career helps develop social
RECRUITMENT 13

cohesion. Aged and Disabled Care Specialist build social responsibility regime to themselves and

to others they offer the services to in the society or organizations they work. Lastly, it is noble to

note that this career not only works well with products or services but also develops a sense of

leadership and public image, both of which are vital in society.

4. Examining Recruitment

4.1 Recruitment Companies

There are numerous recruitment companies in Australia: Morgan Consulting, Hudson

Australia, and Smaart recruitment, Randstad, Adecco, Manpower Australia, Dixon

Appointments, Michael Page and Robert Half among others. The above companies are the one

mandated with all the recruitment jobs in the country (Nadda, Rafiq & Tyagi, 2017). It is from

such firms that outsourcing of the right persons to be able to handle workplace errands is found.

Such firms are known to give the firms or companies better services when it comes to getting the

right person or persons on board. The firms hire the right experts using a better recruitment and

selection process.

4.2 Predicted Trends

With the constant change in recruitment processes, trends are now handy in the Australian job

market. Recruitment firms have changed their strategies to suit the every changing and dynamic

market. Below are some of the trends:

Recruitment Remodeled to Find and Engage: Analysis shows the job market needed

better skills as well as the right experts or professionals (Legg, Cleary, Dickson & McCormack,

2017). Therefore, the best way to make sure that companies get such persons is to change the

model used to find and engage. In order to get the right persons on board, engaging them is key

towards identification of their skills and experience in a certain task or career.

RECRUITMENT 14

All candidates screening: Use of latest technologies has been on the forefront to get

better results and make the recruitment process easier. However, not all candidates have been

screened in the past. The current model calls for screening of all the employees or potential

employees. This is aimed to getting reliable and effective if not efficient staff or workers for

organizations (Legg, Cleary, Dickson & McCormack, 2017).

Use of virtual reality to Enhance Jobseekers Profile: This trend is aimed at giving the

employees indication to the workplace culture. It embraces the use of technology to develop

jobseekers online profile to increase their chances to showcase their skills and expertise to

potential employers. One of the firms using the same in Australia is (Price waters Coopers).

Use of Augmented Reality (AR): As the use of AR has started to be a mainstream, most

of the organizations are known to experiment with interactive candidate experience. AR could

allow employee to be at the workplace, take part in mock client meetings with others and other

relevant activities. This allows firms to increase the use of technology to get better and efficient

workers (Humburg & Van der Velden, 2015).

Diversity an ongoing agenda and priority: The workplace needs to be diversified. The

current trend make sure that policies and labor laws on the same are given priority in order to

make sure efficiency in-terms of delivery of duties and mandate.

4.3 Strategies for gaining Employment

Companies such as Coca-Cola as well as other food manufacturing companies are best

target for employment. There are several ways that can be used to determine the best companies

such as the above to work for. First, to make sure that the firms have reliable and efficient

recruitment process that is open and free from bias. Secondly, I will determine the level of salary

that they offer and other compensation strategies they use (Humburg & Van der Velden, 2015).
RECRUITMENT 15

Online research on what they do and how they recruit are part of research work needed before

applying. First, I could seek employment using recruitment agencies, use of referrals and lastly,

direct application to the HR department of the companies. The best three recruitment options: flat

fixed fee recruitment option, agencies recruitment and head hunting recruitment option (Brouer

et al,. 2015).

Conclusion

Finally, having the best recruitment is an ideal step towards organizational and career

success. However, current trends show that the recruitment process is not open and fair to most

candidates seeking employment. The Australian job market is turning towards social careers.

More technical and scientific careers are losing demand. This means that job seekers should

increase their skills on the said careers in order to remain on demand or lose their careers in the

next few years.

RECRUITMENT 16

References

Brouer, R. L., Stefanone, M. A., Badawy, R. L., Egnoto, M. J., & Seitz, S. R. (2015, January).

Losing control of company information in the recruitment process: the impact of

LinkedIn on organizational attraction. In System Sciences (HICSS), 2015 48th Hawaii

International Conference on (pp. 1879-1888). IEEE.

Claus Wehner, M., Giardini, A., & Kabst, R. (2015). Recruitment Process Outsourcing and

Applicant Reactions: When Does Image Make a Difference?. Human Resource

Management, 54(6), 851-875.

Hawranik, P., & Pangman, V. (2016). Recruitment of community-dwelling older adults for

nursing research: a challenging process. Canadian Journal of Nursing Research Archive,

33(4).

Humburg, M., & Van der Velden, R. (2015). Skills and the graduate recruitment process:

Evidence from two discrete choice experiments. Economics of Education Review, 49, 24-

41.

Karppinen, K. (2018). Social Media Strategy to Aid Recruitment Process: case: Konecranes.

Legg, M., Cleary, A., Dickson, C., & McCormack, B. (2017). P-279 Using creative practice

development methodologies to create a person-centred recruitment process.

Nadda, V., Rafiq, Z., & Tyagi, P. (2017). Effectiveness and Challenges of Recruitment process

outsourcing (RPO) in the Indian Hotel Sector. International Journal of Academic

Research in Business and Social Sciences, 7(2), 218-236.

Sarma, J. (2017). Recruitment And Selection In Assam Carbon Products Limited. Deliberative

Research, 35(1), 27-32.

RECRUITMENT 17

Stockman, S., & Van Hoye, G. (2017). Social Recruiting: Word-of-Mouth in the Recruitment

Process. In European Association of Work and Organizational Psychology-Enabling

Change through Work and Organizational Psychology.

Su, C. T., & Yang, T. M. (2015). Hoshin Kanri planning process in human resource management:

recruitment in a high-tech firm. Total Quality Management & Business Excellence, 26(1-

2), 140-156.

Vogt, L. J., Ruehlin, M., Gisi, D., Imoberdorf, R., Pless, M., & Ballmer, P. E. (2018).

Recruitment process of a multimodal study and reasons for refusal participation in

palliative cancer patients. Clinical Nutrition, 37, S310-S311.