Striking a balance between plugging away at the bottom line, cutting costs where possible, and simultaneously seeing to it that one’s human capital is stable and secure is increasingly requiring fancy footwork, especially in recessionary times. In a frank conversation with FTW, Talent Solutions general manager, Yolanda Vermeulen, mentioned a host of challenges facing recruitment companies. And although this division of Professional Aviation Services specialises in recruiting personnel in the freight forwarding, automotive, aviation and supplychain industries, Vermeulen believes recruitment problems are permeating the entire corporate spectrum. “It’s become very difficult for companies given South Africa’s multitude of uncertainties. “They are beset by political and economic concerns, have adopted a wait-and-see approach, and are therefore reluctant to make drastic decisions out of fear that it could affect their primary concern – the bottom line.” Eager to accommodate clients that are hardpressed for right-fit candidates but with attendant concerns about recruitment costs, Talent Solutions is trying to be as flexible as possible. “Just because companies are feeling the strain of a difficult economy made worse by worrying politics doesn’t mean we’re not going to accommodate. We negotiate special rates with our clients because ultimately we depend on one another whilst solid relationships and service delivery are key to our success.” However, being given the go-ahead to recruit people also comes with its own stresses and strains because solid finds in the job market have become a scarce commodity. Vermeulen lists two primary concerns in this regard: right-fit candidates are often not available, or they are too expensive. Quality-stock professionals often prefer to stay put, says Vermeulen. “They could be offered more money by a position that has become available but because they may have been with a certain company for a certain period of time, they have their eye on a directorship, or have aspirations of being promoted into a senior management position.” As a head-hunter of midlevel, senior, and executive positions, Vermeulen says an additional issue is the calibre of people. She advises companies to become attuned to the fine balance that should be struck between revenue and recruitment, ensuring you’re not found wanting when the scales are suddenly tipped by human capital going off kilter. “The only way that you will counter this will be to be aligned with a recruiter who understands your culture and can assist you with a suitable candidate at short notice.”
Solid finds in the job market have become a scarce commodity. – Yolanda Vermeulen
