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One of the critical challenges we have that you all know is we don't have a ready pool of
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specialist workers who can come in and operate at a you know a senior case management level. We need
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to think about what are those more entry-level, what are those case support roles, and that puts
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you know an onus on organisations in relation to be able to look across and in a space of critical
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demand these are a really critical challenges that that we know you are all facing.
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In March we're informed that Seek had had their highest number of ads posted in their 23-year
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history however, then on Thursday we were informed that they had the most ads ever
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on their site, in combination with the lowest amount of applications, since 2012.
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So applications are down 0.8 month or month, 34 percent year on two years. It's a huge difference to what
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we've been experiencing previously. When community support and development, month on month they're up
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1.3 percent, year on year 1.3 and a huge 48 percent year on two years so it really shows that there is
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more and more roles being advertised out there and the need is incredible. That of course you
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have to remember with that is the applications at the lowest levels again from 2012.
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There's likely to be lots of different contributing factors around that and some
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of the areas that they've mentioned is the reduced labour supply also people being a little bit more
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cautious and I found that in my day-to-day, that there are individuals with the lockdown
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and obviously we're all experiencing some more freedoms but with that just a fatigue around being
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able to put in complex applications and wanting to change jobs in something that would be seen as a
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risky time, obviously the burnout you know there's such high demand which then means if there's
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vacancies within the sector then there's people doing more than they would be doing normally.
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Because of the shortage at the moment I think we need to think differently. And one of the
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ways that you can do that if you're recruiting a role often then essentially you can think
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about other applications or other individuals that you've interviewed whilst interviewing
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your current role and I would say even to six to eight months ago if you recruited the same role
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think about those applications thinks about those interviews. Work-life balance, job security are two
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of the most important things for applicants at the moment so considering the challenges one of the
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learnings we have was to look at the organisation more holistically and consider applicants for
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positions maybe not only for the positions that they've applied for, but also for other
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opportunities within Anglicare that might perhaps present them with an opportunity to join the
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industry, to gain the experience that we might be looking for in the future. We also wanted to make
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sure that the things that we were promoting about Anglicare Victoria and the opportunities and to
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try and address the concern and the nervousness of the applicants we're moving we really lived in
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long term as well. Permanent positions are really important with the stability in mind so if you
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have the opportunity to promote the future plans of your organization, the objectives, your mission,
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your values, to really help applicants visualise themselves with an organisation. Not just in the
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short term for one specific position but obviously in the long term when considering their career as
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well. A lot of the family violence positions that we've been recruiting to are often new programs in
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areas, so there's a lot of education that that needs to happen to help potential applicants
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learn about what they're getting themselves into what the position is, what the role is,
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what the program is, especially with complex programs like The Orange Door and integrated
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teams. I think the opportunity to have a resource where potential applicants can learn about that
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in advance and really help develop that interest and enthusiasm for the opportunity really helps.
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