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The estimated shortage of 10,000 workers across the ACT could double over the next three years when large numbers of baby boomers retire.

Public service job cutbacks in Tuesday week’s Federal budget, tipped to cost Canberra up to 3000 positions, is likely to have little impact on the capital’s worsening skills drought.

Today, The Canberra Times begins a three-part series on the extent of the ACT skills drought, which is worse here than anywhere else in Australia, and what could be done to fix it.

ACT Chamber of Commerce chief executive Chris Peters said business growth in the territory had been stalled for 18 months due to insufficient workers.

“About two years ago staff shortages were No13 on businesses lists of concerns. It’s been No1 for about 18 months, so it is the major impediment to business growth.”

The ACT Skills Commission and the chamber’s research shows the ACT will continue to be hardest hit of all Australian states and territories from a shortage of skilled and unskilled workers.

Access Economics research shows the ACT’s population is biased towards the 45 to 59 age group.

The demographics report compiled for the Skills Commission says the retirement timing of this age group and especially those aged 50 to 54 will have an even greater impact on the ACT workforce than it will nationally.

Access Economics expects increasing labour force participation rates up to 2010, with a reversal of that trend from 2010 to 2015 and a sharp reduction in participation after then because the main part of the baby boom generation will have reached the age of 65.

ACT Skills Commission chairman Derek Volker warns that today’s delays will become tomorrow’s disaster when too few people are available to look after elderly folk.

“It is not a skills problem, it’s more a people problem and if we don’t do something about it, it could turn into a crisis not too far down the track.”

Home Help Service ACT, a not-for-profit organisation that provides in-home support to the elderly and frail aged, could place 20 people immediately in its stretched ranks of carers.

Canberra employers scouring the country and overseas for employees are competing with the remainder of the western world which is suffering a skills drought.

Mr Peters said three factors contributed to the territory’s exceptional worker shortage:

Having both the lowest unemployment (2.4 per cent) and highest participation rates in Australia, which meant there weren’t too many stay-at-home mothers, or unemployed, to fill job vacancies;

The ACT and Adelaide had Australia’s two fastest aging populations; and

Older public servants in a former superannuation scheme had to retire before 55 to maximise their superannuation benefits.

“Canberra has the highest percentage of public servants than anywhere in Australia and they retire a decade earlier than the rest of Australia.” Mr Peters said Federal budget cuts in two weeks were expected to cause a net loss of 1000 people from the Commonwealth Public Service.

At best those leaving would have wide-ranging expertise.

“It depends on what the mix is I expect the mix will be fairly broad, which would be widely welcomed by the business community, but all of those won’t solve our problem.”

Shortages are in all sectors, from engineering, health, trades, services and construction. Multinational construction company Bovis Lend Lease said employers were competing with unprecedented building in the booming Middle East countries, and project directors could command salaries of up to $300,000.

Hays senior regional director for Canberra Jane Donnelly said financial controllers and managers on salaries of up to $100,000 and $130,000 were in demand following the meltdown of global financial markets last year.

“Within the banking sector they are far more aware of the risk associated with certain products, they are seeking people with extensive risk analyst-type skills.”

Mr Peters said the shortage meant people were finding the service in places like restaurants, hairdressing salons and workshops slower. “If you have an accident driving home tonight in your car, typically your car will sit on the panel beaters shop floor for two weeks until they can get to it. That’s now. In three years time that [timeframe] will double.”

Recruiting, retained or contingency, involves (or should, anyway) directly approaching individuals who, based on their title or position, might well have the experience to handle the job description and position for which the client is seeking someone. The individuals who are approached, of course, are usually currently employed at one of the client’s competitors.

If that individual is you, what would you do? What would you do when a recruiter calls and briefly outlines an opportunity with an unnamed company? Obviously if you’re unhappy where you are and the opportunity sounds interesting, you’re going to bite.

But I’m not talking about that scenario. I’m talking about the response when you ARE happy where you are. Because there’s a smart way to respond and a not-so-smart way to respond. And either choice impacts your career far more than you’d think it does!

So there you are, sitting at your desk working on an important project, when the phone rings. And you pick it up. It’s a recruiter, who introduces himself, his firm, and asks if you have a minute. What do you say? “Thanks for calling, but I’m happy where I am.” And hang up the phone? WRONG ANSWER!!!!

Why? Because you just cut yourself off from knowing what’s moving and shaking in your industry, which means you just cut yourself off from hearing about unadvertised opportunities that could potentially leverage your career.

You’ve just made the decision to limit your options. And if you don’t have access to information, you can’t make an informed decision, can you?

What should you do instead? No matter how happy you are with your current company, listen to what the recruiter has to say. You have a far better chance of leveraging your career when a recruiter calls you rather than when (and if) you contact a recruiter.

There are people who are truly happy with their current position and not interested in currently making a change, regardless of the opportunity presented to them at that moment. But you listen anyway, not to change, but to develop a relationship and keep yourself informed and in control for you when you do need to change.

A friend of mine went with a company that had statewide offices. She began in their corporate office right out of college. Over the years, she obtained her MBA and continued to rise through the ranks. For TWENTY-FIVE years she was with this company…..until she was laid off a few months ago. She hadn’t seen it coming. And she freaked out.

If YOU aren’t in control of your career, then your company IS. Corporate restructuring, layoffs and downsizing are taking place with alarming frequency as companies tighten their belts and look hard at who is contributing and who isn’t.

Sometimes it isn’t even a matter of contribution. In those plushy carpeted, window offices, the top executives and board members comfortably decide whose heads will roll and for what reason. Sometimes it’s simply eliminating an entire department - and it has nothing to do with YOU, individually, at all. For instance, it’s not uncommon for a new manager or president to come in and bring his own people with him.

But it can happen that quickly, and it can happen to you.

Will you have a network to fall back on if it does? Will you have relationships developed with recruiters that you can tap into on a moment’s notice? Develop it before you need it. The time to take control of your career is exactly when you think it isn’t necessary: when you are happy and successful where you are.

The UK’S National Health Service is the largest organisation in Europe and it is recognised as one of the best health services in the world by the World Health Organisation yet there is a keen need to be improvements to cope with the demands of the 21st century.

One of the big changes imposed by the Government is that the overseas nurses will no longer be able to get work permits unless NHS trusts can prove they are unable to fill the posts with candidates trained in the European Economic Area or the UK.

The new rule is affecting the international nurses that want to come and work in UK but can’t affect the ones that are already working in Britain. The aim of this new rule is to help the UK candidates getting jobs.

It seams that the decision was announced as  a result of a survey which revealed that only a small percentage (20 per cent) of the nurses graduating this summer have found jobs.

An important role in this decision was certainly played by the 16,000 NHS job cuts in the past four months. Even the health minister Lord Warner considers that the survey might not be accurate as I was conducted too early. The health minister also explained that the scale recruitment of overseas nurses that took place in last 5 years at such large scale was only a short-term measure.

As a reaction to the new rule, The Royal College of Nursing that represents the interests of nurses and nursing locally, nationally and internationally and is aiming to influence and lobby governments and others to develop and implement policy that improves the quality of patient care, and builds on the importance of nurses, health care assistants and nursing students to health outcomes as well as support and protect the value of nurses and nursing staff in all their diversity, accused the government that it is trying to put the blame of the £1.3bn NHS deficit on the shoulders of international nurses. 
The general secretary of the Royal College of Nursing highlights that the “international nurses have always been there for the UK in times of need” and suggested that it is not fair for them to pay for the deficits crisis.

There is also known that there are specialised areas such as intensive care in which there are shortages plus 150,000 nurses are due to retire in the next five to 10 years and the homegrown nurses alone won’t be able to replace them all.

As high school athletes your likelihood of getting college football scholarships is determined as much by being in the right place at the right time as it is by your playing skills.  College recruiters at the various universities have hundreds of prospects which each take hours of analysis and research just to find out who is eligible.  With Excell Sports, your profile is sent out to all the JR, NCAA, and CIS teams in North America and is available to all recruiting coordinators who have registered.  They have access to your profile and football game film through our online football prospects data base. It is extremely important to have your highlight film available. This process cuts the time by 75% for the recruiters.   Players entering the freshman years in high school can now have college scouts /recruiters look at them and watch as their athletic careers progress. This allows the colleges or JR programs to see the growth potential you might have. The ability to have your game film seen right beside your picture allows the scouts to see if you have the potential, not just look football combine stats that only tell half the story.

There are over 700 college programs in the Unites States alone.  That is too many for you try to contact.  In addition, your focus is usually on one or two schools, and if you are not offered football scholarships by these programs, you feel you’re playing days are over. This is not the case at all.  There is always an opportunity - it is just finding the right opportunity.  Football recruiters from a school you might not have known existed could be interested in you, but if they have never seen you or heard about you, how will they know you even want to continue playing.  We can help! We are in constant contact with college coaches from throughout Canada and the U.S.  We help you find the right place for you to receive your education and continue playing the game you love. The recruiting process can be one that is confusing and frustrating.  We can answer questions and have your best interests at heart as we are not affiliated with any college; we just want what is best for our clients. 

As an NCAA, CIS, JR or NAFL player your profile is also sent out to all professional and semi pro teams. It is very important to stay on the radar screen for these teams, especially if you are among the football free agents. If you are not on a list you will NEVER get called. Football pro style personnel and scouts are always scouring lists for the next guy. Injuries happen, guys are not performing, and players need to be called up ASAP. How do they find you? They now have a short list or staged list of guys that they feel can contribute immediately or down the road. In the NFL approximately 34% of this year’s rosters were filled by undrafted free agents. In the CFL every import roster position is filled by a free agent. Did you know, that in the 2007 CFL non import positions were filled by 54 football free agents/undrafted players.  You need to be on a list!

Because GoRecroot understands two essential aspects, (1) You need good data (data, photo, voice, video) to decide (2) Data does not fill job positions - recruiters do - GoRecroot has intelligence to enable this.

Blog.gorecroot.com has a refreshing, effective approach that gets the job done. It is good common sense application - it is almost like, da, why didn’t we think about it earlier. Take 2 minutes (it is really less than that) and upload your job order - that is it for now. The coming days will bring in some exciting results.

Don’t have a voice file? You must be kidding! Keep your webcam ready too - video uploads are coming in a few days. You sure would like it if http://www.GoRecroot.com gave you a voice CV and a video file for a candidate - You know what, candidates love the fizz.

The real deal is, behind all the technology and the boxes; Blog.gorecroot.com has a simple method that fits resumes to your requirements. Like how Google maps your keywords to results. And, you must listen to this: No sign up fee, no limitations on concurrent access - you pay only for the resumes that meet your requirements.

Why it works - GoRecroot extracts requirements from you and another 195,000 recruiters around the world and reverts with resumes that fit.

What are you waiting for…Drop your job order here http://blog.gorecroot.com

Job hunting can be stressful – trawling through the papers, browsing the internet, worrying about the state of your CV - but with just a little thought and planning, you could find yourself closer to your next job.

1. Get some advice

If you’re buying a house, you get advice; if you’re starting a business, you get advice; if you’re changing jobs, you just go ahead and do it. Once you’ve decided that you want a new job, why not take the time to get some advice? Find out which companies are growing, what sort of salaries are being offered for the sort of work you do and what prospects are available for someone with your skills or qualifications. Get impartial advice on your strengths and weaknesses and identify areas where some additional training or experience may be useful. By getting some advice before you look for a job, you will be better prepared to select the right job for you.

2. Sort out your CV – now!

There’s no shortage of CV advice and guidance on the internet, but a lot of people must be ignoring it because agencies and employers are still receiving lots of poorly written and planned CVs. Your CV is the first contact your future employer has with you, so it’s vital you make a good impression. If you’re not confident about producing your own CV, then invest in professional advice – it’s worth it if it helps you to get a better job in the long run.

3. Research

Once you’ve been called in for an interview, there’s no excuse for not being properly prepared. The more you know about the company, the more confident you will be at interview. Nearly every company has a website, and most will send you product and corporate information if you ask for it. This research will also allow you to ask informed questions at interview.

Follow these three basic steps and you should find yourself in a much better position when it comes to selecting and applying for your next job.

At this point you have posted your resume online and even applies for a few of the positions you have seen listed.  You are also scouring the online classifieds postings as well as the newspaper classified ads.  You have of course been sending off cover letters and resumes by email, fax and snail mail for the entire job opening that seem appropriate for you.

Is there anything else that you can do to look for that job you wish?  You bet! In fact, the more diverse and wide spread your job hunting strategies, the more effective it is likely to be.

First you should contact the professional organizations in your chosen field or wide scope of employment area.

 National. Regional and local professional organizations exist in a great part to help their members with career development as well as employment search.  Many of these organizations include field specific job listings on their web sites or in their printed publications.  Check out the career contact and alumni network which is composed of alumni, employers, students as well as friends and patrons of the organization who have offered to share their career experiences with alumni and students.

Next Visit Company and organization web sites.

Many companies and organizations post their job openings right on their websites.  Often it is the “Employment “or “Career Opportunities “Links.  If it doubt check the site map.  Or as another resort actually contact the webmaster of the site.

A more direct tack is to apply directly to the organizations that actually interest you.  What a compliment it is for a firm for an applicant to be able to appreciate their hard work and focus.  You can send a well written cover letter directly to the human resources department or even the direct person who is most likely to initiate hiring decisions.  Your research skills may be necessary to find that vital information.  The entire better to demonstrate your research skills which are actually hard to come by and very valued by many current employers.

Networking is key to effective job hunting strategies.

•  It is often said that close to 85 % of jobs are filled through networking. Talk to your contacts.  Always remember when one door closes often another opens.  You never know where even a failed interview will lead.  
     
• The one contact you make there or in your research travels can easily lead to another contact.  Sometimes even name dropping can have great results so says  Layton Mancin  an expert in the field.
   
   Make a list of contacts you know in the field.
•  You most likely know “lots of people “or know people who do.

 Sit down with them.  Take them for lunch coffee or a donut.  But do it sincerely not like an aggressive insurance salesman.

 If there is a professional organization in your field, join it and start participating in its meetings and other events so that you can get to know people in your area of interest ?  Work with a career counselor at your college or school to both tap his or her contacts and learn of alumni who might be willing and able to lend you a hand.  Do not forget your supervisors or instructors connections as well.

You can consider using either a placement agency or recruitment agent now often called a headhunter.  It is often very expensive for companies to conduct hiring.

Companies incur not unsubstancial costs as well as time to research, screen, conduct initial interviews as well as travel and hosting costs.  As well they may not want to make to known that they are hiring either to their industry or employees including the one that they are planning on replacing.  For these reasons as well as the fact that the management of the firms may already be short of time many progressive firms will employ the services of headhunters.

You can avail yourself of the services of these headhunters or placement organizations.

You can do an initial search in your local phonebook.  Follow this up with contacts in your networks and at professional organizations.  It is amazing how helpful people can be with a simple phone call with well prepared specific questions. As well as the posting that are prominent in local, national and industry newspapers and publications.
 
Note that most of the firms are paid by the employers.  They are generally paid a percentage of your projected earnings. Basically they are paid on a commission basi sothat   they have a vested interest in placing you.  Often these firms are even paid a percentage of projected “ future bonuses” or in the case of sales “ projected commissions”  However be very wary  headhunting firms that try to charge you fees or send you on courses supplied by their very firm or a sister company.  As said many good employers use reputable head hunters   and consider the money they spend as very good value and an ultimate saving of both money and time

Lastly consider a temporary or fill in job and the firm of your choice. You will make valuable contacts.  Perhaps even the firm will consider you such a valuable addition to their organization that they will determine it is best to continue to have you around as you are an asset to their organization.

Remember the more diverse and planned your job hunting methods are the more opportunities and ultimately the greater the chances you will have of landing that job and that career you really want.

Like any process, applying and interviewing for a new job carries with it an unspoken set of rules. Competition for top jobs is tough, so you need to be well prepared and avoid the common CV and interview pitfalls that could lose you a lucrative position.

DO . . .

a) Think about how you present yourself

Whether on paper, by email or in person, it’s important that you give a good impression whenever you communicate about the executive appointment you’re interested in. A professional image is critical to your success, and it is something that makes an immediate impact. It may seem unimportant to you, but every bit of contact that an agency or employer has with you informs their eventual decision on whether to offer the job to you or not.

b) Tell the truth

Apparently, we’ve all been tempted to lie about our qualifications or experience. This is always a bad move, particularly if you’re applying for an executive appointment. The company will be investing a reasonable amount of money in your appointment and on your salary, and they won’t be happy if they discover you got the position by being dishonest with them. An honest candidate is much more likely to get the job, and won’t have to worry about keeping up the lies once they start work.

c) Be on time

Lateness should be avoided at all costs. Make sure you leave in plenty of time to get to your place of interview 5-10 minutes early. If you are unavoidably caught up in traffic, make sure you have the company contact details with you so that you can call immediately and explain your situation. Once you get to the interview, don’t spend your time moaning about the delay.

DON’T . . .

a) Be offensive

Applicants for executive appointments are expected to have a certain standard of behaviour. Don’t make the mistake of being too informal with your interviewer, don’t tell rude or offensive jokes, or make comments that the interviewer may find distasteful. Limit your answers and questions to the subject and scope of the interview.

b) Be over-confident

Over-confidence in interviews is often the result of nerves, and an effort to appear self-confident for executive appointments can end up looking like arrogance to the interviewer. Sell yourself by all means, but do it in a manner that shows that you can also work as part of a team and accept ideas and criticism from others.

c) Put too much emphasis on salary

If an employer thinks that you only want the job for the money, you are unlikely to get it. Any talk about salary and benefits should come right at the end of the interview. If you begin by asking about pay and conditions, you run the risk of giving the interviewer the wrong impression. Salary is an important part of all executive appointments, so stick to your guns when negotiating salary, but don’t make it the focal point of the interview.

Executive appointments carry responsibility and agencies and companies are looking for people who have the skills, qualifications and experience. Careful preparation and planning can help you to succeed.