Thursday, 8 May 2008  
 
It is becoming increasingly more difficult for business and industry to attract skilled people in the local labour market said Simon Brown-Greaves, Chandler Macleod at the Perth Chartered Accountants Business Forum today. 
 
“This is caused by the high demand for skilled workers, globalisation of the workforce and business, the impact of technology, the low supply of young trained people and the ageing population,” said Mr Brown-Greaves. 
 
“Becoming an employer of choice is about doing better than your competitors in the attraction, development and retention of people with business-required talent, often through innovative and compelling human resources programs. 
 
“The notion of organisations being an employer of choice is a relatively new concept and often they are not prepared. 
 
“Attracting and retaining good employees is getting harder and harder,” Mr Brown-Greaves added. 
 
“This issue is not limited to the Australian business community, it is a global issue. We are not just competing within on our local market, Western Australian businesses are also competing with South-East Asia, India and China, in particular. 
 
“A recent Chandler Macleod research study showed that attractive salary and performance bonuses are important, but not as important as other benefits. Employees also wanted tangible training and development opportunities. A fun, positive and vibrant work environment was highly valued. Career development and progression was also identified as important.  
 
“The research study also showed that 25 per cent of new staff decide whether to stay within the first week, and 58 per cent with the first month. This suggests that an effective induction program, and delivering on promises is critical – for local and relocated employees. Furthermore 25 per cent of employees reported that promises made by the organisation had not been upheld,” said Mr Brown-Greaves. 
 
Mr Brown-Greaves suggests the following human capital strategies to attract, retain and develop:

• Implement truly flexible work practices that reward performance rather than visibility
• Provide real leadership and management opportunities for women who will otherwise exit the traditional corporate workforce
• Develop strategies to engage older workers and retain them in the workforce
• Nothing less that brilliant induction programs – save time sheets for week two
• Promise less, deliver more
• Communicate – give staff a regular say and acting on it
• Take control of creative ways to manage offshore opportunities
• Quality and capacity of local line management is key.