Who will be in demand in 2015?

For many engineering companies the focus over the last year or more has simply been to keep going, and to find the next project. Lately we have seen a significant increase in work among our clients, and everything points to us moving back toward a more prosperous engineering market.

A recent oil & gas industry report that we compiled indicated the vast majority of companies in that sector (within Australia) expected to increase their headcount across the next 12 months. Numerous civil infrastructure projects have been announced, bolstering the civil engineering and construction markets and, while some sectors continue to struggle, the civil consultancy and oil & gas areas look set for a prosperous year ahead.

So, what happens when the market picks up?

Over the last couple of years it has been much harder for new engineers to start their careers. This means that in the not too distant future there will be a shortage of less senior staff.

A senior manager within a large international civil consultancy recently told us that a few years ago they were competing with other companies at graduate fairs, and that graduates were fielding bids to secure their talents. More recently, following the downturn, they advertised a junior casual role and received almost 200 applications. It has been a tough time for engineering graduates of late, but improvement in market activity means that we are in danger of going back to that more competitive environment for juniors, with less juniors available than ever before.

Pre-downturn, there were simply not enough people graduating from engineering courses in Australia to fill demand. Migrant employment filled some of the gaps, but most companies still found themselves with a shortage of skilled engineers.

Throughout the downturn recruitment shifted toward more senior strategic hires, and those with lower levels of experience (and requiring high training costs) were not a priority for many. Staying in business today became the main focus, and the majority could not afford to take a longer term view of their talent pool.

However, once the storm has passed, there is then the danger that there are not enough lower level staff available, as many did not get hired and trained during the downturn, and therefore they have not worked (making them less appealing to a prospective employer), or they have worked in a different discipline (meaning that they may now be out of the industry for good, OR that they are at the level of 'new graduate' as they have no experience in their field). Engineers with 2-5 years experience will be very much in demand, and in very low supply.

How will companies find them? For the most part, they will need to import (which will be difficult, as other countries face similar issues), look to competitors where possible, use a more senior staff member to fill the gap (which is expensive), or train graduates from scratch (which is time consuming, and may not be possible depending on project demands).

It would be wise for those who are picking up projects to restart their graduate/ junior pipeline as early as possible, and for all to look at strategies for retaining junior staff as the market picks up and becomes more competitive.

We appear to be on the up again, and good planning is essential for managing the skills shortage once again.

It's not all about you

The other day I was walking around a local shopping centre. I didn't have a lot of time, and I had two small children with me who were making me very keen to finish up and go home as soon as humanly possible. I came across a pop-up sales booth that caught my eye, and I paused for a moment.

The booth was advertising solar panels for homes - something that I'd been considering installing in the future. The salesman eagerly hurried over, and asked if he could help me. The conversation that ensued went something like this.

Me: "I'm in a hurry, but do you have any literature that I could take away to read, please?"
Salesman: "No. We do NOT do that. We don't just have brochures. We are only interested in people who are serious about signing up now."
Me: "I am serious about getting solar panels, but I'm not sure when we will do it."
Salesman: "We like to come out to your home and sit down with you and talk it through properly."
Me: "That's great, but I'm not at that stage yet. Do you have a business card that I can take away, so that when I am I can give you a call?"
Salesman: (Now visibly irritated) "No! We do not do that! We want people who are really serious about doing this now."
Me: "Okay, well then I think I'll leave it for now. Incidentally - the government has now stopped the rebate for installation, hasn't it?"
Salesman: "No, that's not it at all. It's just changed. I can explain it to you, but not now. That would be something we would go over if we scheduled a meeting at your home."

I finished up the conversation and left, pausing only to make a mental note of the company name, so that I may avoid using them when I do get solar panels installed.

You may wonder why I am going to great lengths to tell you about my interesting excursion to the shopping centre.

It occurred to me that, as far as this particular company and sales team were concerned, they thought they were doing something different and displaying an attitude that differentiated themselves from their competitors.

Well, they were. But not in a good way.

When looking at what you can do differently, think about what things will excite your customer, and what things will make them smile. What product or service can you offer that will engage, surprise, or make them take note?

There is no sense in being different for the sake of being different if that isn't what your customer wants. And there is also no sense in implementing something that benefits your own company but puts your customer at a disadvantage.

Where the solar company is concerned, I can understand the thinking that would lead them to avoid leaflets and paraphernalia (which probably ends up in the bin, and is costly to produce - not to mention the obvious environmental impact), BUT not having anything at all to give someone who may be interested in contacting them at a later stage seems very short sighted to me. And to essentially refuse to talk to a potential customer because they aren't signing up on the spot comes across as aggressive and rude.

What does the solar company want? They want, I imagine, to stop time wasters from talking to them all day when they have no intention of signing up. They want to stop people taking their glossy expensive leaflets and throwing them in the bin. They want to convey the impression that they are serious about what they do and they want to engage with customers who are serious about signing up with them.

But what do their customers want? Their customers want to have something - anything - with the company's name, phone number, and website on it, so that they can later call them up and use their services. They want to meet someone pleasant and knowledgeable who will answer their questions. They want to feel that the company offering the service isn't just after their money, and won't drop them immediately if the person behind them in the queue is waving more dollar bills in the air.

And going back to the solar company, surely the bottom line is that they want to make sales and to be a profitable business. And if you alienate your customers at the outset then your odds of making those sales goes down. It strikes me that the solar business in question was only looking at their own wants, and not considering those of their potential customer base at all. And, in doing so, they are running the risk of fulfilling no one's wants - their own included.

New Year, New Start?

Now is the time when many of us begin to review what is important to us for the year ahead – we look at what worked well last year, and what things we want to change. Unsurprisingly, job change is one of the most popular objectives that we set for our New Year's resolutions.

So, what things do you need to consider when deciding if a new job is on the cards for you?

What's prompted you to think about this?

Going back to work after the Christmas break is not always the most enticing prospect, but if you're considering a career move then there is usually more to it to that. Sit down and write out all the things you love about your current job, and all the things that are making you want to move on. Now prioritise each of these things. What are the 'must haves' for your next job, and what things are not that big a deal? You might love the fact that your workplace has a gym, but it wouldn't keep you there, and nor would it be essential next time. However, the fact that you won't be promoted until your boss dies, or that you are based in a city a long way from loved ones, may be the kind of thing that simply has to change when you move jobs.

Can you change your current situation?

Some things can be resolved by talking to your current boss. Salary can be increased, departments changed, or contracts renegotiated. If you are generally happy with your job then it may be simpler to fix what you have rather than jump ship. However, make sure you are happy with the reasons why you are not currently receiving the things that you want, as if (for example) you are only offered a pay rise to stay, then you need to question why you weren't being paid more to start with – and also what extra expectations your boss will have of you now that you have become a bit more expensive.

Do you have support in moving jobs?

Moving jobs can be stressful, and it can mean a life upheaval – such as a relocation. Make sure you have discussed this with those who would also be affected by a move, and that they are on board with your decision too. Talk to people you can trust about your aspirations, and check that your expectations are realistic. A recruitment consultancy can be invaluable here, as they will have the inside scoop on what all the companies in your sector are offering, and can provide confidential advice at no cost to you.

Make a plan

Once you start looking for your next job, you may be surprised to find that everything starts moving very quickly. Interviews happen, an offer's on the table, and you only just decided to move on! When you apply for a role make sure you anticipate that an interview could follow swiftly. Get yourself in the right head space and understand that if you want to change jobs then there could be lots of opportunities for you very soon.

If you're thinking of moving on then we are here to help. Call us on 07 3107 2400, and one of our consultants will help guide you through the process, and ease the transition. Amongst all of this, don't lose sight of the fact that this is an exciting time, and an opportunity to make this a year to remember!