Bridging the Renewable Energy Talent Gap: Why Recruitment Partners Are Essential

We're excited to welcome Jamie Rogers to the WOW team as Team Lead for our new Events and Experiential Marketing specialisation. With over 5 years of experience in recruitment, Jamie has specialised in marketing, events, and creative sectors. Holding a degree in Law and Politics from Cardiff University, Jamie brings a unique perspective to the recruitment industry. We sat down with Jamie to talk about his recruitment journey through the events and brand experience sectors in both the US and the UK, gaining insights into the challenges and opportunities that also define the current landscape of events in Australia. Welcome Jamie! We’re so happy to have you on board. Let’s start off with the big question first: what inspired you to join WOW Recruitment? When I met with Dan and Emily for the interview process, I just really liked the way they approached business and recruitment and felt that they would be good influences if I were to join the business. There’s a lot of potential at this particular recruitment agency, and that was also quite exciting as a drawcard for me. WOW already has a really solid foundation in events and marketing, but it still feels like there’s a lot of scope to grow this particular part of the team. You’ve had over 5 years of success recruiting in the events industry in the US and the UK—what skills have helped you find that success? Definitely adaptability for the most part. Generally, in the events industry, you find a really wide variety of personalities, people, and skills, and so each recruitment process for that sort of role or that sort of person has different challenges and requires a different approach. Your role and your focus can change pretty quickly from day to day. In a typical week, I might be recruiting a creative one day, an event manager the next, and then by the end of the week I'm recruiting a salesperson, so I need to stay adaptable and flexible. What do you see as some of the biggest challenges in the event recruitment space today? There’s definitely been a shortage of people post-pandemic. Although we’re a few years past the worst of it now, we’re still seeing the effects of it. The industry really suffered as people, particularly in the production and creative side of things, went to work in other sectors where they could apply their transferable skills. Unfortunately, a lot of those skilled people haven't come back. Another challenge that I’ve seen in the events space relates to diversity and inclusion. Particularly in senior roles, it tends to be pretty heavily male-dominated, and it tends to lack cultural diversity. In the UK, people have been pushing for change, with many organisations being set up to try and tackle that issue. In Australia, there has been some headway with examining gender diversity in the business events community specifically, with the ‘ Advancing Women in Business Events ’ study conducted by Business Events Sydney (BESydney) and PCMA, so that’s definitely something that’s front of mind here too. Given these challenges, how can employers entice talent back to the industry? What do you think they can do to attract the right people? Because working in the events industry often requires long hours and weekend work, a lot of the time people are looking for ways to get some kind of work-life balance back. I think that will be a big thing for employers to consider in terms of how they attract people. Salary is nice, of course, but I think it’s more about the other things that they can offer—like time off in lieu and hybrid working. And flexibility is especially enticing in terms of hours, especially if you've just come off the back of a big event. If an event agency wants to work with you, what can they expect? What’s your process? One thing I always like to do is actually go and visit their office and see them in person. You can do a video call, and you can sort of get a feel for the place, but to really pick up on the culture and what the office environment is like, it's so much easier to do that in person. The biggest frustration I’ve seen people have with recruiters in general is that a lot of them come into a role and have been doing it for six months and then they move on, so they don’t really get the chance to learn the ins and outs of the industry. Someone who's new might look at the CV of a project manager and think that's a really good CV, but they often don’t dig deeper into getting to understand a little bit more about the person. My experience allows me to take a different, more thorough and nuanced, approach. Can you tell us more about this approach? If an events agency comes to me with a role, be that a project manager or a 3D designer or whatever it is, I can generally consult with them on previous experiences because I've recruited that role for a similar business before. With me, an employer gets more of an actual consultative approach. I can understand what they're looking for, and if there's something that doesn't sound quite right or maybe an area that they might be able to slightly tweak in their search, I’ll work on that for the benefit of all parties. When hiring events employees, what are some of the key skills you look for? I think the biggest one would be a real love of the industry, because it’s not for the faint-hearted! Potential candidates need to understand that it can be pretty hard work, and if they don't love the industry, they're probably going to find it really challenging to stay motivated. Something else I look for is whether a candidate is sociable, personable, and easy to talk to. The events industry is generally set up for people who are quite sociable—it's really not an industry for those who shy away from meeting new people. What kind of roles are you recruiting for at the moment? Anything you might find across the events sector, really. I would break it down into a few categories, including Event Production, Event Delivery, Creative and Design, Client Services, New Business and Sales, and then Strategy and Digital. The Events & Experiential Marketing page on WOW’s website will give you a full overview of the kinds of roles I’m actively recruiting for for our events agency clients. How can people get in touch with you? If you’re looking to hire talent for your next event, or you’re after a role in the events industry in Australia, I’d love to chat! You can get in touch with me at jamie.rogers@wowrecruitment.com.au .

Retaining top talent is more crucial than ever for Australian businesses. With the evolving expectations of the workforce and the constant threat of competitors poaching your best employees, you might be wondering how to increase employee retention. That’s where a strategic approach to employee retention is essential. Fortunately, there are plenty of proven strategies that you can implement to create a work environment that fosters loyalty and minimises turnover. These include building a positive work environment, offering competitive benefits packages, actively engaging employees in meaningful ways, and demonstrating strong leadership. Why Are Your Employees Leaving? Employees can exit a business for any number of reasons, but often a desire for better compensation, clearer paths for career progression, and a healthy work-life balance come out on top. Dissatisfaction with leadership or a negative company culture can also be significant drivers of employee turnover. Given that Australian job seekers in particular are highly mobile, with research from SEEK indicating that 37% were considering a move within the last 6 months of 2023, it’s important to create a work environment that prioritises competitive remuneration, professional development opportunities, well-being initiatives, and strong leadership. Quiet Quitting A common result of dissatisfaction in the workplace is a phenomenon that’s emerged over the last couple of years called ‘quiet quitting.’ Quiet quitting refers to employees who stick to their core job duties but withdraw from going above and beyond. They limit their efforts at work, consciously avoiding extra tasks that exceed their defined responsibilities. This shift often stems from feelings of being underappreciated, undercompensated, or burnt out. As workers seek better work-life balance and mental health, many are opting to ‘quietly quit’ rather than overextend themselves or leave their positions outright. This trend underscores the importance for employers to foster supportive and engaging workplaces. How Do You Retain Employees? Talent Retention Strategies that Work According to our recent Job Satisfaction and Wage Trends Report , what matters most to employees are their salary and benefits, their ability to make a positive impact, and achieving a good work-life balance. We also discovered that employee retention is closely linked to job satisfaction—those who express their love for their job are overwhelmingly more likely to have been in their role for three to five years, while those ready to quit usually want to leave sooner than that. To significantly reduce employee turnover and retain top talent in your business, here are some of the most successful retention strategies to try. Create a Positive Work Culture The foundation of employee retention is undoubtedly a positive work environment. This encompasses not just the physical space but also the culture, the values, and the way people interact within an organisation. A positive work environment is characterised by mutual respect, open communication, and a sense of belonging. You can create a positive work culture by: Encouraging Open Communication Create channels for open dialogue to ensure employees feel heard and valued. This could be through regular town halls, anonymous feedback systems, or open-door policies with management. Promoting Work-Life Balance Show understanding and flexibility towards employees’ needs outside of work. A recent report from the University of Melbourne found that 75% of employees under the age of 54 reported that they would leave a job that didn’t allow for flexibility. Flexible working hours, the option to work remotely, and mental health days are examples of practices that contribute to a supportive work environment. Recognising and Rewarding Contributions Make sure employees feel appreciated for their hard work and achievements. Recognition programs, whether through awards, bonuses, or simple shout-outs in team meetings, can boost morale and loyalty. Offer Competitive Benefits To attract and retain top talent, offering competitive benefits is key. However, competitive does not only refer to salary. While fair and attractive compensation is essential, today's employees look for benefits that enhance their quality of life and offer security for their future. Consider offering some of the below to increase talent retention: Tailored Benefits Packages Employees have diverse needs, and that’s why you should be tailoring your benefits packages to suit different life stages and priorities—from health insurance and superannuation to childcare support and education allowances. Professional Development Opportunities Investing in your employees’ growth not only benefits them, but it also benefits your organisation. Consider offering access to training, courses, certifications, and pathways for career progression within your company. Wellbeing Programs Employee wellbeing directly impacts productivity and satisfaction. Initiatives like fitness memberships, wellness apps, or even in-office health and wellness activities can make a significant difference to the productivity and longevity of your employees. Engage Employees in Meaningful Ways Engagement is the emotional commitment an employee has to their organisation and its goals. Engaged employees are not just there for the paycheck; they believe in what they are doing and are committed to the organisation's success. Engaging your workforce in meaningful ways involves: Empowering Employees Empowerment can boost your employees’ investment in their work and the company. Be sure to give them a sense of ownership and responsibility, encourage innovation, and allow them to bring their ideas to the table. Building a Strong Team Culture Team-building activities, social events, and collaborative projects can help strengthen bonds between employees, making them feel part of something bigger and fostering a sense of community within your organisation. Communicating a Clear Vision Sharing successes and challenges openly can help employees see the impact of their work, increasing their engagement and loyalty. It’s also important to ensure that every employee understands how their work contributes to the company’s objectives. Demonstrate Strong Leadership Leaders play a pivotal role in employee retention. Leaders who are approachable, empathetic, and supportive can inspire loyalty and dedication and can identify and address issues before they lead to dissatisfaction. Here’s how strong leadership plays a crucial role in talent retention:  Inspiring Trust and Confidence Leaders who are transparent, ethical, and consistent in their actions inspire trust among their team members. When employees have confidence in their leaders, they’re more likely to feel secure and committed to the organisation. Providing Support and Development Exceptional leaders are committed to the growth and development of their employees. By offering mentorship, feedback, and opportunities for professional development, leaders can help employees advance in their careers without looking elsewhere. Creating a Vision and Purpose Strong leaders articulate a clear vision for the company. By aligning individual goals with the company’s purpose, leaders can foster a deep sense of belonging and dedication among employees. A Happy Employee is a Loyal Employee Now that you know how to keep employees happy, you can create a dynamic workplace that attracts and retains top talent. Remember, happy, engaged employees are more productive, creative, and less likely to leave for greener pastures. A successful retention strategy is an ongoing process. By actively listening to your employees, adapting your approach, and creating a truly positive work environment, you can turn your company into the ultimate dance partner, attracting and retaining top talent for the long haul. Let's not forget, a strong employer brand also goes a long way. Positive employee experiences translate into positive online reviews and word-of-mouth recommendations, making it easier to attract new talent in the future. WOW Recruitment is a recruitment agency that’s passionate about helping Australian businesses build successful teams. We offer a range of services, from talent acquisition to employer branding, to help you create a workplace environment where top talent thrives. Contact us today to find out more.