Australian recruitment practices: a literature review on current Australian recruitment practices

Denise Jepsen, Martha Knox-Haly, Daniel Townsend

Research output: Book/ReportOther report


This report addresses the following questions: (1) Main recruitment strategies: What are the main strategies employers use to recruit, inform and attract potential employees? How has this changed over time? (2) Segmented recruitment: How are employer recruitment techniques segmented by industry, skill and geography? (3) Recruitment drivers: What drives employer decisions to adopt particular techniques? What impact do economic conditions have on sourcing strategies? (4) Social media: What has been the impact of social media on employer recruitment practices? (5) Workforce planning: What are the workforce planning implications of employer strategies for sourcing employees? (6) Applicant skills: What strategies do individuals use to find information about jobs they are best skilled for? (7) Skills mismatch: How aware are recruiters of the possibility of skills mismatch and how are their recruitment practices tailored to minimise this?; The report highlights there is limited Australian rigorous research that systematically reviews: (1) Workforce planning, at organisational level within specific sectors or industries. The absence of systematic surveys across sectors - other than health and other critical government workforces - makes it difficult to conclusively comment on the adoption of workforce planning strategies within specific industries. (2) Recruitment drivers by: (a) geography, e.g. rural and regional areas; (b) skill level, e.g. unskilled, skilled, graduate and executive recruitment; (c) industry or sector, e.g. manufacturing, social assistance, retail, hospitality; and (d) employer size, e.g. small business. (3) These research gaps dovetail with a research gap in another critical mechanism for promoting effective labour market operations - that of incorporating objective skills assessment during the recruitment process. Objective skills assessment could contribute part of the solution to over-skilling, perceived skills shortages and under-utilisation of particular candidate pools. Although there is some evidence of skills assessment in trades and [information technology] IT recruitment, it is unclear how widespread this practice is, or what recruitment drivers would prompt its application. A systematic survey of formalised skills assessment during recruitment by Australian employers is required.
Original languageEnglish
Place of PublicationNorth Ryde, NSW
PublisherMacquarie University, Centre for Workforce Futures
Publication statusPublished - 2014


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