Corporate Services Recruitment, With Stefanie Maras

Jul 15, 01:59 AM

In this Industry update, Shaun speaks with Stefanie Maras; Corporate Services Division Manager at Stellar Recruitment and discusses the current state of the market as well as the expected trends we will see over the next 12 months Topics covered: · Overview of Corporate Services division · The state of temp to perm placements across the board · How employers are leveraging the entire Corporate Services division in their recruiting processes · Recommendations for employers in the current hot candidate market · Market predictions over the next 12 months

In this Industry update, Shaun speaks with Stefanie Maras; Corporate Services Division Manager at Stellar Recruitment and discusses the current state of the market as well as the expected trends we will see over the next 12 months

Topics covered:

·       Overview of Corporate Services division 
·       The state of temp to perm placements across the board
·       How employers are leveraging the entire Corporate Services division in their recruiting processes
·       Recommendations for employers in the current hot candidate market
·       Market predictions over the next 12 months

 

I assume that some of your partners enjoy the fact that they can leverage your wider team to service some of the wide range of roles within the corporate services division as well?

I am finding that a lot of our clients do value being able to access that whole recruitment circle, they might start with a business development role and they have a really great experience and they come back and say ok great I know you have a HR and Admin/Finance team here are some roles in that department too - Let’s keep that relationship going. We know their culture and their business and the way their process works and I think that really works for them and it obviously works well for us as well.

In the corporate services division now, what trends are you seeing?

I think in the HR space, especially in the senior HR space things are heating up. 6 months ago we were recruiting more of the coordination level and a lot of support roles even in the admin functions of the business now I think clients are steering towards that more cultural strategic fit to their business and more of a requirement of someone on a higher level in HR to really drive that culture piece and the strategy into hiring over the next 12 months. 

We’re really seeing an increase in finance and accounting roles coming through into the private sector as well, with the nation getting a little bit older there is more room for play with finance and they are looking for advisors, and similar. In technology we are seeing a continued rise of candidates and the salary requirements of candidates as well. They move into more niche roles and with that comes heightened client expectations and heightened salary expectations so clients with a sliding scale of salaries can snap the candidates up quite quickly.

From an employer point of view and recommendations or tips you would offer to help them compete for talent?  

I think speed in terms of the recruitment process is imperative for a client wishing to access and secure key talent, they are out in the marketplace they are looking they are getting lots of offers, they are highly regarded in the marketplace and I think that’s why clients have the interest in them. I think it’s not taking the recruitment process out, but bringing down engagement times, time in between decisions does hurt the recruitment process. Especially when candidates are quite active in the market.